We are ready to represent the best custom paper writing assistance that can cope with any task like Sufficent information even at the eleventh hour. The matter is that we posses the greatest base of expert writers. Our staff of freelance writers includes approximately 300 experienced writers are at your disposal all year round. They are striving to provide the best ever services to the most desperate students that have already lost the hope for academic success. We offer the range of the most widely required, however, not recommended for college use papers. It is advisable to use our examples like Sufficent information in learning at public-education level. Get prepared and be smart with our best essay samples cheap and fast! Get in touch and we will write excellent custom coursework or essay especially for you.
I found this article interesting related to The future of cross-cultural training. No doubt
due to Globalisation we can see that most of the multi national organisations worldwide,
are developing their work force to work in culturally diverse environments. This enables
the managers and other staff to work effectively for the accomplishment of the corporate
goals.
It is said that diversity and comlexity are every where and every day in real life.I
endorse it and in my opinion the best way to face it, is training. Training nowadays in
companies and especially multinational companies have already adopted in their policy.
Due to the free trade and globalisation, companies broaden thier limits to other countries
facing culture issues which can overcome and make the differences advantages by the
appropriate cross cultural training to their managers and personnel.I believe that as the
time cross by, and the effective results of the cross cultural training emerges,this kind of
training will be the standard training program of an organisation. The writer of this article The Future of Cross-Cultural Training has rightly pointed out
the importance of cross cultural training. In order to compete in a global market, most of
the multinational companies are spending huge budgets on cross cultural training. They
used to sent their employees abroad to understand the cultural values. This idea of Cross
Cultural training has been introduced by Japan followed by other countries like U.S and
other European countries.It is said that diversity and comlexity are every where and every day in real life.I
endorse it and in my opinion the best way to face it, is training. Training nowadays in
companies and especially multinational companies have already adopted in their policy.
Due to the free trade and globalisation, companies broaden thier limits to other countries
facing culture issues which can overcome and make the differences advantages by the
appropriate cross cultural training to their managers and personnel.I believe that as the
time cross by, and the effective results of the cross cultural training emerges,this kind of
training will be the standard training program of an organisation.
Mind that the sample papers like Sufficent information presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Monday, October 22, 2012
Physical Health in the US
We are ready to represent the best custom paper writing assistance that can cope with any task like Physical Health in the US even at the eleventh hour. The matter is that we posses the greatest base of expert writers. Our staff of freelance writers includes approximately 300 experienced writers are at your disposal all year round. They are striving to provide the best ever services to the most desperate students that have already lost the hope for academic success. We offer the range of the most widely required, however, not recommended for college use papers. It is advisable to use our examples like Physical Health in the US in learning at public-education level. Get prepared and be smart with our best essay samples cheap and fast! Get in touch and we will write excellent custom coursework or essay especially for you.
Physical Health in the US
For physical health I put pictures of athletic people. Physical means you basicly anything to get your heart up. It also means eating healthy so you could function well in school and any were eels you go. It means to work out so you could be physically health.
Mental health I put down pictures of monks praying. And that I think is mental health. There only thinking about one thing only and that shows mental health. Mental health used a lot in school for tests, homework, businesses, and other stuff you use your head in. Thinking about things like boyfriends and girlfriends, sports, etc. I use Window XP at my home computer i think the XP version bad.
because, the protect system is upgrade in window XPso most of games or programs
didn’t work at window XP we use DSL, it’s faster than modems but slower than cable. Im
not using Microsoft word because I have a grogram that is easier than Microsoft word,
but I know how to use Microsoft word.
I chose sleeping cat because cats sleep a lot and i love to sleep. I also have a lot of cats at home and they sleep a lot in my bed.
It also means
For physical health so you could function well in school and any were eels you go. It means to work out so you could be physically health.
Mental health I put down pictuThere only thinking about one thing only and that shows mental health. Mental health used a lot in school for tests, homework, businesses, and other stuff you use your head in. Thinking about things like bores of mon I put pictures of athletic people. Physical means you basicly anything to get your heart up. eating healthy ks praying. And that I think is mental health. yfriends and girlfriends, sports uses mental health.
Mind that the sample papers like Physical Health in the US presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Physical Health in the US
For physical health I put pictures of athletic people. Physical means you basicly anything to get your heart up. It also means eating healthy so you could function well in school and any were eels you go. It means to work out so you could be physically health.
Mental health I put down pictures of monks praying. And that I think is mental health. There only thinking about one thing only and that shows mental health. Mental health used a lot in school for tests, homework, businesses, and other stuff you use your head in. Thinking about things like boyfriends and girlfriends, sports, etc. I use Window XP at my home computer i think the XP version bad.
because, the protect system is upgrade in window XPso most of games or programs
didn’t work at window XP we use DSL, it’s faster than modems but slower than cable. Im
not using Microsoft word because I have a grogram that is easier than Microsoft word,
but I know how to use Microsoft word.
I chose sleeping cat because cats sleep a lot and i love to sleep. I also have a lot of cats at home and they sleep a lot in my bed.
It also means
For physical health so you could function well in school and any were eels you go. It means to work out so you could be physically health.
Mental health I put down pictuThere only thinking about one thing only and that shows mental health. Mental health used a lot in school for tests, homework, businesses, and other stuff you use your head in. Thinking about things like bores of mon I put pictures of athletic people. Physical means you basicly anything to get your heart up. eating healthy ks praying. And that I think is mental health. yfriends and girlfriends, sports uses mental health.
Mind that the sample papers like Physical Health in the US presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Norms
We are ready to represent the best custom paper writing assistance that can cope with any task like Norms even at the eleventh hour. The matter is that we posses the greatest base of expert writers. Our staff of freelance writers includes approximately 300 experienced writers are at your disposal all year round. They are striving to provide the best ever services to the most desperate students that have already lost the hope for academic success. We offer the range of the most widely required, however, not recommended for college use papers. It is advisable to use our examples like Norms in learning at public-education level. Get prepared and be smart with our best essay samples cheap and fast! Get in touch and we will write excellent custom coursework or essay especially for you.
II. How Norms Develop
a. They can be set over time
1. Example � students will sit in the same seat each time in class; group members will sit in the same seat during a group meeting;
b. Carryovers from other situations
1. Example � Professional standards of conduct (standards of behavior set by authority and members of a profession as a model of behavior to which all members must adhere.
c. Explicit statements from others
1. Example � Your boss tells you how we do it around here. There can also be specific lists that tell you how you are supposed to act.
d. Critical events in group history
1. Example � Once a person suffered a loss because one person divulged company secrets so a norm develops to maintain secrecy
. Example � At work, one person got in trouble for being late so now it is a norm to always be at work on time
III. Common High Performance Team Norms
a. No put-downs directed toward other members � encourage other team members
b. Celebrate Success - teams will recognize small successful steps or milestones
1. This will lead to higher team commitment and confidence
c. Rotate Leadership Responsibilities
1. Different members have different skills and abilities and this should be taken advantage of
. Needs to be equal decision making power
d. Have Fun
1. Can build energy in a group and give the members a mental break
e. Frequent Quality Reviews
1. Informal milestone checks to keep the group on task � can just ask “So what have we learned?” during the meeting
IV. The Definition of Group Cohesion
a. “the degree of attraction people feel toward the team and their motivation to remain members.”
b. This is an important determinant to a team’s success
V. Productivity Outcomes as related to Group Performance Norms and Team Cohesiveness
a. Best productivity outcome will involve high team cohesiveness and high group performance norms.
b. Moderate productivity will arise if there if there is lo
Mind that the sample papers like Norms presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
II. How Norms Develop
a. They can be set over time
1. Example � students will sit in the same seat each time in class; group members will sit in the same seat during a group meeting;
b. Carryovers from other situations
1. Example � Professional standards of conduct (standards of behavior set by authority and members of a profession as a model of behavior to which all members must adhere.
c. Explicit statements from others
1. Example � Your boss tells you how we do it around here. There can also be specific lists that tell you how you are supposed to act.
d. Critical events in group history
1. Example � Once a person suffered a loss because one person divulged company secrets so a norm develops to maintain secrecy
. Example � At work, one person got in trouble for being late so now it is a norm to always be at work on time
III. Common High Performance Team Norms
a. No put-downs directed toward other members � encourage other team members
b. Celebrate Success - teams will recognize small successful steps or milestones
1. This will lead to higher team commitment and confidence
c. Rotate Leadership Responsibilities
1. Different members have different skills and abilities and this should be taken advantage of
. Needs to be equal decision making power
d. Have Fun
1. Can build energy in a group and give the members a mental break
e. Frequent Quality Reviews
1. Informal milestone checks to keep the group on task � can just ask “So what have we learned?” during the meeting
IV. The Definition of Group Cohesion
a. “the degree of attraction people feel toward the team and their motivation to remain members.”
b. This is an important determinant to a team’s success
V. Productivity Outcomes as related to Group Performance Norms and Team Cohesiveness
a. Best productivity outcome will involve high team cohesiveness and high group performance norms.
b. Moderate productivity will arise if there if there is lo
Mind that the sample papers like Norms presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Marconi Telecommunications
We are ready to represent the best custom paper writing assistance that can cope with any task like Marconi Telecommunications even at the eleventh hour. The matter is that we posses the greatest base of expert writers. Our staff of freelance writers includes approximately 300 experienced writers are at your disposal all year round. They are striving to provide the best ever services to the most desperate students that have already lost the hope for academic success. We offer the range of the most widely required, however, not recommended for college use papers. It is advisable to use our examples like Marconi Telecommunications in learning at public-education level. Get prepared and be smart with our best essay samples cheap and fast! Get in touch and we will write excellent custom coursework or essay especially for you.
Aleksandra Szczerbak
Marta Zimochocka
„Marconi Telecomunicatios Mexico“ case study.
Marconi case shows us how many different aspects of managerial situation in a company must be considered and handled, whenever and changes in the company structure, relocation of the staff, entering foreign markets and all the problems connected with above occur.
Sending the managers to another country cannot be just a simple one-task operation. It’s a long lasting process that needs commitment and sacrifices from both sides � company and managers. Any lack of preparation may cause serious problems.
In the Marconi case we can follow all the stages of preparation, actual placing managers at the company and further issues in foreign country. Even not trying to evaluate whether the entire process was conducted properly, just simply looking closer at all the matters � one can learn from their Mexican experience.
Perhaps trying to place ourselves in the Marconi’s shoes we could try to find a few better solutions or work out how to avoid certain failures.
In the first place I really liked the idea of sending managers to foreign countries to work for a company where Marconi held a minority interest. They could learn how does the firm work, only through observation they could learn how to exist in a new environment and gain the experience in foreign country. Just like the group that was sent to evaluate the facts and figures. So, selection of these managers for Mexico’s Lerida seem to be quite reasonable solution. They have managed to gain experience in one of Latin America country so they probably speak Spanish fluently, they wouldn’t experience cultural shock and it would be much easier for them to adapt.
What could be done more � the additional few people from HR department could be sent as well to look closer into the co. structure, how does it work, what are the relationships between employees and the management, they could be delegated there to learn something about the co. culture, unwritten rules and the whole background.
Secondly few changes could be done to the process of choosing future managers for overseas assignment. People from outside the company and from universities got limited experience but were able to work almost everywhere, in the contrary managers spotted within the co. had all the skills requirement but weren’t’ flexible and usually couldn’t function in Latin America environment. Apart from that the “traditional managers” ranged in age from 46 to 65 ( average age aproximately 54 years) and they had no international experience. They were selected because of their technical skills, but they didn’t speak Spanish and their ability to learn foreign language at their age was probably very low. The same problems concerned their families, their spouses were probably also in their 50s or 60s, so it was very difficult for them to adapt to the new conditions, understand foreign culture as well as to make new friends.The preparation process took place in Canada, in Canadian reality and surrounding they all knew. All the talks, group projects were conducted in Canadian “circumstances”.
They seemed to forget that those people must be able to operate in a foreign country where almost everything is different, and that they couldn’t just say no today I won’t finish it perhaps I will come back to it tomorrow after spending time with my friends in my favourite pub. They weren’t given the possibility to check whether they would be able to do exactly the same tasks but not in the environment they know. They should be sent to Mexico for the whole simulations and there made to work under pressure, so as to find out how their future work is going to look like.
From my point of view Marconi should have selected more young managers with Latin America background or international experience gained in the companies in which Marconi had minority interests. Apart from that, if they anticipated in 10 Latin America expansion and they purchased Lerida Telecom in 17 they had 7 years to prepare and that time could have been used in better way. Finally, in situation when they had to send 14 managers abroad to manage new acquisition, they had to select 6 people with no international experience (!). They either should have started their preparation several years earlier or maybe should have hired more graduates with Latin America background. It shouldn’t have been a problem especially in US where in the south there are plenty of people like that. Such young Mexicans or Latin American graduates would speak English as well as Spanish, and they could be transferred to headquarters in Canada where they could learn company’s core business. As there is no big differencies in life or work conditions between Canada and US there shouldn’t be problem with such transfers.
Another thing that should be considered and perhaps changed was the vision the managers were provided with higher earnings, package benefits, additional perks, help, services, finance, housing, schools. All that was shown as an ideal, and already prepared. The managers and their families were taken to Mexico for kind of a trip � they were staying in hotels with English speaking staff, they were visiting places with an English speaking guide, who took care of them. They didn’t probably have to use public transport or even pay bills or order meals by themselves. They couldn’t really see what does the life really look like.
On site support this time wasn’t given, as it was in the past. It would be the most efficient preparation and lesson about another country if the future newcomers were contacted with native Mexicans - managers from Lerida Co.
They could ask questions, and all their queries should be answered. They would have the filling that there is someone who they can rely on, who they can ask about anything and will find he helping hand, simply someone who knows the reality from inside out. If no even managers could help their future colleges, that could be the subordinates. Additional benefit in that case would be a gradually build relationship between future staff and future boss.
Another tough question that company should answer before sending their managers overseas what will happen when the overseas assignment is finished?
This time it would be advisable to ensure the managers that they would be given the possibility to come back to the company after coming back from Mexico. That they won’t be treated just like an unnecessary, additional staff that the company wants to get rid of and that the reintegration would be possible.That would help managers and let them feel a little bit more secure before leaving.
The company however could not provide the same assurance for the spouses.Their job was lost, as well as the second income in the family. Instead they faced the problem of an enormous amount of free time, which they didn’t know what to do with. They couldn’t usually work again in the same branches in Mexico, were not even able to as a volunteer. They were left without any possible choice and alternative of what to do with they free time. Having a career, full time employment now they turned into a kind of unemployed without any perspectives - that had a very bad impact not only on spouses, who became frustrated and depressed, but also, not directly, the unhappiness in the family affected the managers performance. And according to the survey conducted by R.L Tung ( Selection and Training Procedures of U.S., European and Japanese Multinationals”; California Management Review 5; 18) the inability of spouse to adjust and other family problems were main reasons for exaptriates failures in U.S companies. Nevertheless what the Co. could have done was to provide the spouses with proper immigration status, so that they were able to work in Mexico.They would have more opportunities to meet, contact people which would make the process of adaptaion much easier and what more they would have opportunity to develop their own career instead of sbeing isolated in closed residences. Perhaps they should find some people who would be able to answer all the family members questions. How to adopt, what to do? What to expect? What to do with the spare time? How to prepare? Where to work? Would be also a good idea. Even helping them to contact the families of Lerida’s managers to ask all those questions.
Instead of this kind of useful information and advices they were given just one day seminar which didn’t help at all and which was regarded by majority as a lost of time. If the company wanted to give the seminars there should be not one meeting but one every week. To give the managers the opportunity to ask questions. Not once but several times. Every day more and more queries arose and they would be able given the answer that couldn’t be found in the Internet or during the meeting in the Embassy.
Another huge problem seemed to be the language.
One of the employees claimed that the best time to start learning language was when they said, “yes” for going abroad. Learning Spanish was just an option while it should be an obligatory activity. Afterwards, when they had to learn the language in a very short time and in quote a stressful way they weren’t able to absorb as much.
This lack caused further problems; the managers couldn’t communicate with the employees that spoke only Spanish. They could never be sure whether the messages get through properly and if he was understood properly.
Frustration grew even higher when the key subordinate spoke only Spanish and the manager had to use an interpreter to achieve what was needed.
It could be good for the beginning, but afterwards even the expectations of the employees changed. What was understandable at the very beginning, later started to make the Mexicans impatient. No one can wonder that they expected their bosses to speak Spanish after a year and communicate with them in a normal way. Seeing no change they become reserved. Which made the situation even worse.
Managers themselves also noticed that they lost something that they found really substantial when working in Canada � ability to communicate with people. Here the lack of that caused frustration; not only in terms of company but also in the everyday life.
What could be done?
The process of choosing candidates could be changed � only the people fluent in Spanish language would be appointed. Other possible solution was to start the intensive courses as soon as the co. knew that such skills would be needed. It would be also helpful for the spouses if they were give the possibility to attend additional Spanish courses.
Not knowing the language they couldn’t build a relationship with the Mexicans, anywhere outside the company. No matter where they lived � in safe district, or in the city suburbs, they always felt like the aliens, minority that couldn’t adapt to new culture and place. They felt separated and isolated. To deal with that co. could organise some meetings with other companies, with city officials, authorities. However still the main problem was the language barrier, culture and tradition constraints � that could be solved before they left Canada � during the seminars, the Mexican lecturers could also mention the culture differences, typical behaviour, give some guidelines of how to deal with your neighbours and how to make them your friends.
Not only language seemed to be the problems for the Canadians, but also the everyday life. Mexico with its pollution and crime problems is not an easy place to life in. Usually they didn’t know what to expect and how to prepare. They got quite high expectations which, when confronted with the reality brought only disappointment. That also could be handled - during the seminars, or short trips to Mexico. It could be wise to show the managers ant their families not only the bright side but also what the Mexican reality is like � armed guards, different security issues, how to deal with something that is more or less normal in that country. The managers seemed not to know anything about social problems in Mexico. Not knowing that they were mostly shocked right from the time of their arrival when made to face the everyday life. Once again -it would be useful to have someone who the get to know previously f ex. Via Internet � a friend who could help them and take care as they came.
Personally I can’t find the solution for the security problems, as it wasn’t the companys inadvertence. The changes in the economic situation and grooving crime level didn’t really depend on what the co. could do or prepare for.
However when informed about the attempts of kidnapping, and the outcome of the survey (which revealed that the managers with private drivers didn’t experienced any forms of threat the company should provide everyone with personal driver. Not differentiating - whether someone is of a lower or higher level management. The co. could also put a stronger emphasis on the security consultants’ issue. They could e helpful � giving advice to the managers and their families. As we could see in the case � the Merida failed to provide that.
Another issue, the company couldn’t know about before, was a growing market competition.
New companies entering the Mexican market, growing demand for professionals and threat that the managers could be bought out by another organisation. That influenced the salaries and made the Marconi offer more additional benefits to its managers. Otherwise they could easily find work in any other co entering the Mexican market and offering better work conditions. Perhaps adjusting compensation package to the market’s average would be less expensive than lost of best people and facing the necessity of hiring or relocating new employees, providing them with training and bearing the costs of relocation. Not only rising the salaries, but also trying to motivate them in other way could help in that situation.
The managers admitted that they like to work with challenges, with a feeling that quite a lot depends on them and their decisions. They enjoyed being not only involved in the decision process, responsible for its implementation but also enabled to act as an important and inevitable part of the company.
As they said this feeling was worth even more than any higher salaries. Providing them with more and more autonomy could be than the best incentive to keep them within the company, and make them even more involved.
What can be done in the future is to improve all the stages of the development program. Starting from the managers’ selection, through the learning and seminar program, and not terminating the support after the future managers get to a destination place. As I said at the very beginning it should be a long lasting, permanent process, evolving whenever any changes (f ex. in the economic situation) appears.
There could be also another option, which would prevent the company from all the problems mentioned above. Of course it could bring other issues to deal with, however in my opinion, it would make the whole transition easier, if all the managers sent to Mexico were Mexicans. The company could avoid language and culture shocks.
The managers from Mexico could be given a proper training in Canada. They could learn how the company works, what are the goals, what does the company expects from them, what they should try to implement in Mexico. They would know the reality and they would avoid all the issues connected with the adoption to the new environment.
Nevertheless, we won’t be able to evaluate and estimate which option is better, until we try and examine both.
Mind that the sample papers like Marconi Telecommunications presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Aleksandra Szczerbak
Marta Zimochocka
„Marconi Telecomunicatios Mexico“ case study.
Marconi case shows us how many different aspects of managerial situation in a company must be considered and handled, whenever and changes in the company structure, relocation of the staff, entering foreign markets and all the problems connected with above occur.
Sending the managers to another country cannot be just a simple one-task operation. It’s a long lasting process that needs commitment and sacrifices from both sides � company and managers. Any lack of preparation may cause serious problems.
In the Marconi case we can follow all the stages of preparation, actual placing managers at the company and further issues in foreign country. Even not trying to evaluate whether the entire process was conducted properly, just simply looking closer at all the matters � one can learn from their Mexican experience.
Perhaps trying to place ourselves in the Marconi’s shoes we could try to find a few better solutions or work out how to avoid certain failures.
In the first place I really liked the idea of sending managers to foreign countries to work for a company where Marconi held a minority interest. They could learn how does the firm work, only through observation they could learn how to exist in a new environment and gain the experience in foreign country. Just like the group that was sent to evaluate the facts and figures. So, selection of these managers for Mexico’s Lerida seem to be quite reasonable solution. They have managed to gain experience in one of Latin America country so they probably speak Spanish fluently, they wouldn’t experience cultural shock and it would be much easier for them to adapt.
What could be done more � the additional few people from HR department could be sent as well to look closer into the co. structure, how does it work, what are the relationships between employees and the management, they could be delegated there to learn something about the co. culture, unwritten rules and the whole background.
Secondly few changes could be done to the process of choosing future managers for overseas assignment. People from outside the company and from universities got limited experience but were able to work almost everywhere, in the contrary managers spotted within the co. had all the skills requirement but weren’t’ flexible and usually couldn’t function in Latin America environment. Apart from that the “traditional managers” ranged in age from 46 to 65 ( average age aproximately 54 years) and they had no international experience. They were selected because of their technical skills, but they didn’t speak Spanish and their ability to learn foreign language at their age was probably very low. The same problems concerned their families, their spouses were probably also in their 50s or 60s, so it was very difficult for them to adapt to the new conditions, understand foreign culture as well as to make new friends.The preparation process took place in Canada, in Canadian reality and surrounding they all knew. All the talks, group projects were conducted in Canadian “circumstances”.
They seemed to forget that those people must be able to operate in a foreign country where almost everything is different, and that they couldn’t just say no today I won’t finish it perhaps I will come back to it tomorrow after spending time with my friends in my favourite pub. They weren’t given the possibility to check whether they would be able to do exactly the same tasks but not in the environment they know. They should be sent to Mexico for the whole simulations and there made to work under pressure, so as to find out how their future work is going to look like.
From my point of view Marconi should have selected more young managers with Latin America background or international experience gained in the companies in which Marconi had minority interests. Apart from that, if they anticipated in 10 Latin America expansion and they purchased Lerida Telecom in 17 they had 7 years to prepare and that time could have been used in better way. Finally, in situation when they had to send 14 managers abroad to manage new acquisition, they had to select 6 people with no international experience (!). They either should have started their preparation several years earlier or maybe should have hired more graduates with Latin America background. It shouldn’t have been a problem especially in US where in the south there are plenty of people like that. Such young Mexicans or Latin American graduates would speak English as well as Spanish, and they could be transferred to headquarters in Canada where they could learn company’s core business. As there is no big differencies in life or work conditions between Canada and US there shouldn’t be problem with such transfers.
Another thing that should be considered and perhaps changed was the vision the managers were provided with higher earnings, package benefits, additional perks, help, services, finance, housing, schools. All that was shown as an ideal, and already prepared. The managers and their families were taken to Mexico for kind of a trip � they were staying in hotels with English speaking staff, they were visiting places with an English speaking guide, who took care of them. They didn’t probably have to use public transport or even pay bills or order meals by themselves. They couldn’t really see what does the life really look like.
On site support this time wasn’t given, as it was in the past. It would be the most efficient preparation and lesson about another country if the future newcomers were contacted with native Mexicans - managers from Lerida Co.
They could ask questions, and all their queries should be answered. They would have the filling that there is someone who they can rely on, who they can ask about anything and will find he helping hand, simply someone who knows the reality from inside out. If no even managers could help their future colleges, that could be the subordinates. Additional benefit in that case would be a gradually build relationship between future staff and future boss.
Another tough question that company should answer before sending their managers overseas what will happen when the overseas assignment is finished?
This time it would be advisable to ensure the managers that they would be given the possibility to come back to the company after coming back from Mexico. That they won’t be treated just like an unnecessary, additional staff that the company wants to get rid of and that the reintegration would be possible.That would help managers and let them feel a little bit more secure before leaving.
The company however could not provide the same assurance for the spouses.Their job was lost, as well as the second income in the family. Instead they faced the problem of an enormous amount of free time, which they didn’t know what to do with. They couldn’t usually work again in the same branches in Mexico, were not even able to as a volunteer. They were left without any possible choice and alternative of what to do with they free time. Having a career, full time employment now they turned into a kind of unemployed without any perspectives - that had a very bad impact not only on spouses, who became frustrated and depressed, but also, not directly, the unhappiness in the family affected the managers performance. And according to the survey conducted by R.L Tung ( Selection and Training Procedures of U.S., European and Japanese Multinationals”; California Management Review 5; 18) the inability of spouse to adjust and other family problems were main reasons for exaptriates failures in U.S companies. Nevertheless what the Co. could have done was to provide the spouses with proper immigration status, so that they were able to work in Mexico.They would have more opportunities to meet, contact people which would make the process of adaptaion much easier and what more they would have opportunity to develop their own career instead of sbeing isolated in closed residences. Perhaps they should find some people who would be able to answer all the family members questions. How to adopt, what to do? What to expect? What to do with the spare time? How to prepare? Where to work? Would be also a good idea. Even helping them to contact the families of Lerida’s managers to ask all those questions.
Instead of this kind of useful information and advices they were given just one day seminar which didn’t help at all and which was regarded by majority as a lost of time. If the company wanted to give the seminars there should be not one meeting but one every week. To give the managers the opportunity to ask questions. Not once but several times. Every day more and more queries arose and they would be able given the answer that couldn’t be found in the Internet or during the meeting in the Embassy.
Another huge problem seemed to be the language.
One of the employees claimed that the best time to start learning language was when they said, “yes” for going abroad. Learning Spanish was just an option while it should be an obligatory activity. Afterwards, when they had to learn the language in a very short time and in quote a stressful way they weren’t able to absorb as much.
This lack caused further problems; the managers couldn’t communicate with the employees that spoke only Spanish. They could never be sure whether the messages get through properly and if he was understood properly.
Frustration grew even higher when the key subordinate spoke only Spanish and the manager had to use an interpreter to achieve what was needed.
It could be good for the beginning, but afterwards even the expectations of the employees changed. What was understandable at the very beginning, later started to make the Mexicans impatient. No one can wonder that they expected their bosses to speak Spanish after a year and communicate with them in a normal way. Seeing no change they become reserved. Which made the situation even worse.
Managers themselves also noticed that they lost something that they found really substantial when working in Canada � ability to communicate with people. Here the lack of that caused frustration; not only in terms of company but also in the everyday life.
What could be done?
The process of choosing candidates could be changed � only the people fluent in Spanish language would be appointed. Other possible solution was to start the intensive courses as soon as the co. knew that such skills would be needed. It would be also helpful for the spouses if they were give the possibility to attend additional Spanish courses.
Not knowing the language they couldn’t build a relationship with the Mexicans, anywhere outside the company. No matter where they lived � in safe district, or in the city suburbs, they always felt like the aliens, minority that couldn’t adapt to new culture and place. They felt separated and isolated. To deal with that co. could organise some meetings with other companies, with city officials, authorities. However still the main problem was the language barrier, culture and tradition constraints � that could be solved before they left Canada � during the seminars, the Mexican lecturers could also mention the culture differences, typical behaviour, give some guidelines of how to deal with your neighbours and how to make them your friends.
Not only language seemed to be the problems for the Canadians, but also the everyday life. Mexico with its pollution and crime problems is not an easy place to life in. Usually they didn’t know what to expect and how to prepare. They got quite high expectations which, when confronted with the reality brought only disappointment. That also could be handled - during the seminars, or short trips to Mexico. It could be wise to show the managers ant their families not only the bright side but also what the Mexican reality is like � armed guards, different security issues, how to deal with something that is more or less normal in that country. The managers seemed not to know anything about social problems in Mexico. Not knowing that they were mostly shocked right from the time of their arrival when made to face the everyday life. Once again -it would be useful to have someone who the get to know previously f ex. Via Internet � a friend who could help them and take care as they came.
Personally I can’t find the solution for the security problems, as it wasn’t the companys inadvertence. The changes in the economic situation and grooving crime level didn’t really depend on what the co. could do or prepare for.
However when informed about the attempts of kidnapping, and the outcome of the survey (which revealed that the managers with private drivers didn’t experienced any forms of threat the company should provide everyone with personal driver. Not differentiating - whether someone is of a lower or higher level management. The co. could also put a stronger emphasis on the security consultants’ issue. They could e helpful � giving advice to the managers and their families. As we could see in the case � the Merida failed to provide that.
Another issue, the company couldn’t know about before, was a growing market competition.
New companies entering the Mexican market, growing demand for professionals and threat that the managers could be bought out by another organisation. That influenced the salaries and made the Marconi offer more additional benefits to its managers. Otherwise they could easily find work in any other co entering the Mexican market and offering better work conditions. Perhaps adjusting compensation package to the market’s average would be less expensive than lost of best people and facing the necessity of hiring or relocating new employees, providing them with training and bearing the costs of relocation. Not only rising the salaries, but also trying to motivate them in other way could help in that situation.
The managers admitted that they like to work with challenges, with a feeling that quite a lot depends on them and their decisions. They enjoyed being not only involved in the decision process, responsible for its implementation but also enabled to act as an important and inevitable part of the company.
As they said this feeling was worth even more than any higher salaries. Providing them with more and more autonomy could be than the best incentive to keep them within the company, and make them even more involved.
What can be done in the future is to improve all the stages of the development program. Starting from the managers’ selection, through the learning and seminar program, and not terminating the support after the future managers get to a destination place. As I said at the very beginning it should be a long lasting, permanent process, evolving whenever any changes (f ex. in the economic situation) appears.
There could be also another option, which would prevent the company from all the problems mentioned above. Of course it could bring other issues to deal with, however in my opinion, it would make the whole transition easier, if all the managers sent to Mexico were Mexicans. The company could avoid language and culture shocks.
The managers from Mexico could be given a proper training in Canada. They could learn how the company works, what are the goals, what does the company expects from them, what they should try to implement in Mexico. They would know the reality and they would avoid all the issues connected with the adoption to the new environment.
Nevertheless, we won’t be able to evaluate and estimate which option is better, until we try and examine both.
Mind that the sample papers like Marconi Telecommunications presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Friday, September 28, 2012
Thankou
We are ready to represent the best custom paper writing assistance that can cope with any task like Thankou even at the eleventh hour. The matter is that we posses the greatest base of expert writers. Our staff of freelance writers includes approximately 300 experienced writers are at your disposal all year round. They are striving to provide the best ever services to the most desperate students that have already lost the hope for academic success. We offer the range of the most widely required, however, not recommended for college use papers. It is advisable to use our examples like Thankou in learning at public-education level. Get prepared and be smart with our best essay samples cheap and fast! Get in touch and we will write excellent custom coursework or essay especially for you.
tabridegroom replies on behalf of himself and his bride, taking the opportunity to thank his parents for there love and care during his youth, for the start they gave him in life, and for their good wishes for his future and that of his wife. He will also take this opportunity on behalf of his wife and himself to thank all those present for their gifts.
Some one once wrote that a successful marriage requires falling in love many times, always with the same person. Jolie, I’ve fallen for you many times already, and I can see myself doing it many times yet.
Some one once write that a good marriage is at least 80 percent good luck in finding the right person at the right time. The rest is trust. On that basis I would say we are 100% ready for this.
Some one once said laughter is the shortest distance between two people. Well, Jolie and I laugh together an awful lot, and that means a lot, I think
Some one once wrote that a successful marriage requires falling in love many times, always with the same person. Jolie, I’ve fallen for you many times already, and I can see myself doing it many times yet.
SAMPLE 1 BROTHER
It’s an honor to be here, celebrating the wedding of my brother Larry to his favorite hiking partner, Alice. If you have gotten this far with only a few bruises and a bad case of sunburn, then many of your friends and family here would say that you have happy trails ahead. Others would say, “It’s all downhill, jump off a cliff!”
The Upper HandSubmitted by Cheryl Gabiola Galvez, Editor of Bliss!™The following tidbit began a wonderful and personal toast to the bride and groom from the brides brother John, take Emilys hand and place your hand over hers. Now, remember this moment and cherish it... because this will be the last time youll ever have the upper hand!
Mind that the sample papers like Thankou presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
tabridegroom replies on behalf of himself and his bride, taking the opportunity to thank his parents for there love and care during his youth, for the start they gave him in life, and for their good wishes for his future and that of his wife. He will also take this opportunity on behalf of his wife and himself to thank all those present for their gifts.
Some one once wrote that a successful marriage requires falling in love many times, always with the same person. Jolie, I’ve fallen for you many times already, and I can see myself doing it many times yet.
Some one once write that a good marriage is at least 80 percent good luck in finding the right person at the right time. The rest is trust. On that basis I would say we are 100% ready for this.
Some one once said laughter is the shortest distance between two people. Well, Jolie and I laugh together an awful lot, and that means a lot, I think
Some one once wrote that a successful marriage requires falling in love many times, always with the same person. Jolie, I’ve fallen for you many times already, and I can see myself doing it many times yet.
SAMPLE 1 BROTHER
It’s an honor to be here, celebrating the wedding of my brother Larry to his favorite hiking partner, Alice. If you have gotten this far with only a few bruises and a bad case of sunburn, then many of your friends and family here would say that you have happy trails ahead. Others would say, “It’s all downhill, jump off a cliff!”
The Upper HandSubmitted by Cheryl Gabiola Galvez, Editor of Bliss!™The following tidbit began a wonderful and personal toast to the bride and groom from the brides brother John, take Emilys hand and place your hand over hers. Now, remember this moment and cherish it... because this will be the last time youll ever have the upper hand!
Mind that the sample papers like Thankou presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Thursday, September 27, 2012
Impact of Financial Crisis on Domestic Mortgage Loan Market
We are ready to represent the best custom paper writing assistance that can cope with any task like Impact of Financial Crisis on Domestic Mortgage Loan Market even at the eleventh hour. The matter is that we posses the greatest base of expert writers. Our staff of freelance writers includes approximately 300 experienced writers are at your disposal all year round. They are striving to provide the best ever services to the most desperate students that have already lost the hope for academic success. We offer the range of the most widely required, however, not recommended for college use papers. It is advisable to use our examples like Impact of Financial Crisis on Domestic Mortgage Loan Market in learning at public-education level. Get prepared and be smart with our best essay samples cheap and fast! Get in touch and we will write excellent custom coursework or essay especially for you.
Content
1. Introduction P.1
. Background P.
a. Pre- Crisis Situation
�{ The Demand and Supply In The Property Market
�{ Residential Property Prices
�{ Interest Rate
b. After Crisis Situation
�{ The Demand and Supply In The Property Market
�{ Residential Property Prices
. Effect of Asia Financial Crisis P.
4. Interest Rate Change P.
5. Bank¡¦s Strategy P.
6. Future Expectation P.
7. Reference P.
Background
Pre- crisis situation
The Demand and Supply In The Property Market
There was the shortage of residential quarters to accommodate Hong Kong¡¦s households throughout the 180s. Between 181 and 186, the gap between residential quarters and the number of households exceeded 00,000 each year. According to the 181 population census and the 186 by-census, the number of households sharing one residential unit was 1.4 and 1.4 respectively in the private sector.
However, the gap was largely closed in the 10s with the steady supply of residential properties and slow population growth. Between 11 and 16, there are basically no shortages of quarters, and the quarter-sharing ratio fell to 1.0 in 16. Since the generic shortage in residential quarters is no longer prevalent, supply alone will no longer dominate the future course of the property market. Factors affecting demand are equally important.
Until 00, Hong Kong residential of demand is greatly less than supply. Because Hong Kong has faced a serious problem of ¡§negative equity¡¨ is continuously increasing after Asia Financial Crisis in 17. Moreover, the SAR Government mrelease ¡§8.5 million housing policy¡¨ to make public rental housing exceeding supply. Owner-occupiers think that apply the public rental housing is the best strategy to own housing. Furthermore, according to the Census and Statistics Department the number of households sharing residential ratio fell to 1.05 in the private sector in 000. The above factors effecting owner-occupiers are lack of capital and lack of confidence to invest in the property market.
Residential Property Prices
In the property market boom that started in 185 and which lasted until 17, residential property prices had surged some eightfold. The market¡¦s stellar performance was attributed to a combination of many special factors, including the 50-hectare land sale restriction, rapidly rising household incomes as Hong Kong benefited form mainland China¡¦s opening up, and the negative real interest rates in the early 10s.
types of buyers are active in the property market in the past two decades, furnishing the price increase momentum. They are owner-occupiers, property investors and not least of all, the property speculators. Speculation has been a major force behind the local property market. Speculative activities can be discerned through indicators such as the number of confirmer transactions and the volume and prices of the ballot papers offering a buying right for uncompleted units. With huge financial resources, speculators have the ability to push up prices substantially in a very short period of time.
The nature of the property market only allows speculators to take a long position. The faster property prices climb, the more speculators would enter the market reaping the windfall profits, but not vice versa. Therefore, the rise in property prices and their subsequent sideways destabilization in 11 to 17 make much room for the speculators to maneuver, and speculative activities swell sharply as a result.
Mind that the sample papers like Impact of Financial Crisis on Domestic Mortgage Loan Market presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Content
1. Introduction P.1
. Background P.
a. Pre- Crisis Situation
�{ The Demand and Supply In The Property Market
�{ Residential Property Prices
�{ Interest Rate
b. After Crisis Situation
�{ The Demand and Supply In The Property Market
�{ Residential Property Prices
. Effect of Asia Financial Crisis P.
4. Interest Rate Change P.
5. Bank¡¦s Strategy P.
6. Future Expectation P.
7. Reference P.
Background
Pre- crisis situation
The Demand and Supply In The Property Market
There was the shortage of residential quarters to accommodate Hong Kong¡¦s households throughout the 180s. Between 181 and 186, the gap between residential quarters and the number of households exceeded 00,000 each year. According to the 181 population census and the 186 by-census, the number of households sharing one residential unit was 1.4 and 1.4 respectively in the private sector.
However, the gap was largely closed in the 10s with the steady supply of residential properties and slow population growth. Between 11 and 16, there are basically no shortages of quarters, and the quarter-sharing ratio fell to 1.0 in 16. Since the generic shortage in residential quarters is no longer prevalent, supply alone will no longer dominate the future course of the property market. Factors affecting demand are equally important.
Until 00, Hong Kong residential of demand is greatly less than supply. Because Hong Kong has faced a serious problem of ¡§negative equity¡¨ is continuously increasing after Asia Financial Crisis in 17. Moreover, the SAR Government mrelease ¡§8.5 million housing policy¡¨ to make public rental housing exceeding supply. Owner-occupiers think that apply the public rental housing is the best strategy to own housing. Furthermore, according to the Census and Statistics Department the number of households sharing residential ratio fell to 1.05 in the private sector in 000. The above factors effecting owner-occupiers are lack of capital and lack of confidence to invest in the property market.
Residential Property Prices
In the property market boom that started in 185 and which lasted until 17, residential property prices had surged some eightfold. The market¡¦s stellar performance was attributed to a combination of many special factors, including the 50-hectare land sale restriction, rapidly rising household incomes as Hong Kong benefited form mainland China¡¦s opening up, and the negative real interest rates in the early 10s.
types of buyers are active in the property market in the past two decades, furnishing the price increase momentum. They are owner-occupiers, property investors and not least of all, the property speculators. Speculation has been a major force behind the local property market. Speculative activities can be discerned through indicators such as the number of confirmer transactions and the volume and prices of the ballot papers offering a buying right for uncompleted units. With huge financial resources, speculators have the ability to push up prices substantially in a very short period of time.
The nature of the property market only allows speculators to take a long position. The faster property prices climb, the more speculators would enter the market reaping the windfall profits, but not vice versa. Therefore, the rise in property prices and their subsequent sideways destabilization in 11 to 17 make much room for the speculators to maneuver, and speculative activities swell sharply as a result.
Mind that the sample papers like Impact of Financial Crisis on Domestic Mortgage Loan Market presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Co-Cultural Communications Challenges
We are ready to represent the best custom paper writing assistance that can cope with any task like Co-Cultural Communications Challenges even at the eleventh hour. The matter is that we posses the greatest base of expert writers. Our staff of freelance writers includes approximately 300 experienced writers are at your disposal all year round. They are striving to provide the best ever services to the most desperate students that have already lost the hope for academic success. We offer the range of the most widely required, however, not recommended for college use papers. It is advisable to use our examples like Co-Cultural Communications Challenges in learning at public-education level. Get prepared and be smart with our best essay samples cheap and fast! Get in touch and we will write excellent custom coursework or essay especially for you.
Co-Cultural Communication Challenges
Respecting diversity is a sign of equality. But, to respect diversity, one must understand the terminology behind it. The typical stereotype of diversity is not just being different, but actually encompasses educational background, life differences, and cultures. In reality, diversity is simply a point or respect in which things differ. Instead, minority deals with ethnic, racial, religious, or other groups having a distinctive presence within a society. By clarifying the meaning of those two terms, then one can understand co-cultural communication. Culture is often the root of communication challenges. Culture can be defined as a system of shared of values, beliefs, customs, and behaviors. Also, culture is a group or community with which we share common experiences that shape the way we understand the world. In Texas we have a number of co-cultures (see Exhibit A). Co-cultures is defined as a group whose beliefs or behaviors distinguish it from the larger culture of which it is a part and with which it shares numerous similarities. Similarities include language, religion, economics, age, gender, and sexual orientation.
There are six fundamental patterns of co-cultural differences. These include different communication styles, different attitudes toward conflict, different approaches to completing tasks, different decision-making styles, different attitudes toward disclosure, and different approaches to knowing. Because America is the most diverse nation in the world, it is important to understand the different communication styles within the co-cultures in order to accept and respect what makes each of us unique.
The need to communicate is universal. Most misunderstandings among people result from different co-cultural experiences. Most of us desire to communicate effectively, but do not have a keen appreciation of the barriers to be faced. Because of these barriers, there is ample opportunity for something to go wrong in any communication. Effective communication is difficult under the best of conditions. Four specific problems related to language difficulties that typically arise in co-cultural communication include semantics, word connotations, tonal differences, and different perceptions.
Webster defines semantics as “the meaning or relationship of meanings of a sign or set of signs; connotative meaning; the language used (as in advertising or political propaganda) to achieve a desired effect on an audience especially through the use of words with novel or dual meanings.” Simply put, almost every commonly used word has more than one meaning. Also, words have regional meanings or derive new meanings as a result of the development of new industries or fields. The meaning conveyed by the senders words depends upon the experience and attitude of the receiver. Therefore, one way to penetrate the semantic communication barrier is for the sender to strive to speak or write in terms of the receivers experience and attitude.
Combined with semantics, word connotation is a common communication barrier. Word connotation is a word’s association with social attitude, evaluation, emotional affect, etc. Words often have essentially the same denotation, but different connotations. The dictionary definition is known as a denotation. The attached meaning a receiver might associate with a word is known as a connotation. For example, the boss wants an employee to pick up a cheap calculator. Now, does the employee define that word as inexpensive or poorly made? When sending a message, analyze the words to determine what connotation a receiver might attach.
Also, tonal differences can be a barrier in the communication process. Tonal differences include accent and dialect, pronunciation, fluency, emotion, etc. In American English, nonstandard dialects exist within all racial, ethnic and regional groups. Each dialect is a product of distinct social, historical, cultural and educational factors. All are legitimate in that they represent the concepts, needs and intentions of their speakers.
Finally, an individual’s perceptions have an effect on the communication process. Perception is a three-phase process of selecting, organizing and interpreting information. Perceptual biases occur when people react to stimuli in the environment in very different ways. We each have shortcuts that we use to organize data. Invariably, these shortcuts introduce some biases into communication. Some of these shortcuts include stereotyping, projection, and self-fulfilling prophecies. Stereotyping is one of the most common. This is when we assume that the other person has certain characteristics based on the group to which they belong without validating that they in fact have these characteristics. Effective communication requires deciphering the basic values, motives, aspirations, and assumptions that operate across geographical lines. Given some dramatic differences across cultures in approaches to such areas as time, space, and privacy, the opportunities for miscommunication while we are in cross-cultural situations are plentiful.
In both todays markets place and at home, the challenge to be open minded and put aside prejudice and stereotypes are more of a challenge then ever. The crisis in the Middle East has brought prejudice back to the national forefront. Many Americans look at people with Middle-Eastern features and assume they are terrorist. Without any provocation or prompting an act of prejudice or stereotyping can happen. An American Airlines captain put a middle easterner off the aircraft soon after the September 11th tragedy. The gentleman had not done anything wrong. He had passed all the heighten security checks, and he had a paid in fully ticket. Because of the Captains prejudice or stereotyping the middle-eastern gentleman was delayed and humiliated. There are many other cases like this since the September 11th tragedy. We as Americans must look for ways to better understand the various cultures that make up or country, and rise above these acts of prejudice and stereotyping.
Learning how to live and work in a co-cultural society comes in many forms and facets. It can start as early as school age children. In many schools, co-cultural menus are starting to flourish. Some schools whose population is a particular ethnicity are attempting to provide more ”American” food. Lyons Township HS, North Campus, La Grange, IL, has tried fusion cooking to support the schools diversity program. The school adopts a culture each month then provides entr�e’s, main courses and soups from that culture. This gives the students a look at the co-cultures that make up their school, their neighborhoods and their towns.
At Yeshiva Ohr Torah School in Manhattan, the 400 plus students are all of the Jewish religion. The school in trying to teach both how co-cultures make up their city, along with keeping to their strict Kosher diets. The school does this by making kid favorites like pizza, but ensuring the ingredients are made within the kosher requirements. The milk for the cheese is made to kosher specifications. Only plain cheese and vegetables are used with kosher seasoning. Soy products are made to look and taste like pepperoni and sausage. All this is so the children of the strict Jewish discipline can adhere to their beliefs, but learn about others.
Learning about co-cultures is also something big business is doing today. Take Kmart for instance. They have created a position of the chief officer of diversity. Her name is Randy Allen and she reports directly to Kmarts Chairman and CEO Chuck Conway. Her responsibility will be to oversee the companys multi-cultural activities.
In addition to Randy, Kmart has hired Rose Reza as the senior vice president, multi-cultural merchandizing. Roses job will be to develop merchandizing assortment appropriate for the many communities so that the company will be able to connect with the many co-cultures that make up the Kmart customer base.
Finally, Sears has stepped out with its new flagship co-cultural store in Chicago. The 50,000 square-foot store is in the old State Street shopping district. It will carry the normal Sears products, along with gowns that are more African American inspired and more hard lines aimed at apartment dwellers. Since these are the co-cultures that make up the surrounding area, Sears feels like this will bring in more of the community to shop at their store. Sears is also in the process of spending $0 million to renovate six other Chicago stores to make them more community friendly and stock them with the surround co-culture in mind.
There are many issues at stake here. How can the co-cultures flourish with todays issues at hand? How can the children of tomorrow understand co-cultures and not have a prejudice or stereotype about someone because of the way they look or the food they eat. And how can they learn to deal with prejudice when they see it so they can learn why someone is prejudice and maybe have a better understanding. With the programs in place from the school in Manhattan to the business across America, society is learning that many co-cultures exist all around them. To survive today, the question is will America learn to live with these co-cultures.
Why does co-cultural diversity matter? Anytime a group or segment of our population is excluded or oppressed, all of us are denied. It has become a matter of increased importance for businesses to understand and take appropriate actions concerning co-cultural diversity. When all segments are respected and utilized, everyone benefits. The management of co-cultural diversity has been accepted and deemed very important in American businesses. Employers now recognize that a co-culturally diverse workforce is a benefit, that not only brings down the cost of absenteeism and employee turnover, but also can increase their bottom line. This importance has been recognized and now surpasses the legal/moral issue, into one of business necessity.
Each of us, in our own way, can make a difference. We have the power to create a respectful workplace, classroom or society as a whole. We first must identify our own attitudes, delete group labels and work toward the common goal of understanding and acceptance.
Sometimes the most difficult concept to understand and accept is that, everyone is equal to everyone else… yet, each of us is different.
What makes us different? How do we negotiate our similarities and differences? It must be recognized and understood that all people belong to a particular group’. Because of the uniqueness of the group, one is often proud to wear its label and belong. However, a person does not succeed-or-fail-merely because of belong that particular group. As long as we respect personal differences as being important and are truly responsive to the fact that being different is okay, we become part of the solution.
People come in all sizes and colors, speak many languages, eat different foods, wear different clothes, are smart in some things… and not so smart in others. But the same world is home to all of us.
Diversity isnt just a concept; it should be a way of life. It is a misnomer to assume that our government can legislate our perceptions. It may be illegal to discriminate, but only if one is caught. Prejudice cannot be banished by laws, or controlled with fear. No one is born intolerant it is learned and practiced. The only way to unravel the bundle of fear, or misconceptions, we have of each other is to talk. The thought process or conceptions about each group must be broken down and re-evaluated. None of us have a monopoly on how to live correctly. Instead, we need to be open-minded to the differences in each of us. It may be the road-less-traveled, but it is that road that we must all travel. For it is the diversity that makes us all equal.
Exhibit A
Texas U.S.
Population 000 0,851,80 81,41,06
Population, percent change, 10 to 000 .8% 1.1%
Persons under 18 years old, percent, 000 8.% 5.7%
Persons 65 years old and over, percent, 000 .% 1.4%
White persons, percent, 000 (a) 71.0% 75.1%
Black or African American persons, percent, 000 (a) 11.5% 1.%
American Indian and Alaska Native persons, percent, 000 (a) 0.6% 0.%
Asian persons, percent, 000 (a) .7% .6%
Native Hawaiian and Other Pacific Islander, percent, 000 (a) 0.1% 0.1%
Persons reporting some other race, percent, 000 (a) 11.7% 5.5%
Persons reporting two or more races, percent, 000 .5% .4%
Female population, percent, 000 50.4% 50.%
Persons of Hispanic or Latino origin, percent, 000 (b) .0% 1.5%
White persons, not of Hispanic/Latino origin, percent, 000 5.4% 6.1%
References
Pearson, J.C., & Nelson, P.E. (000). An Introduction to Human Communication Understanding and Sharing (8 ed.). New York McGraw-Hill Companies.
SBA Online Women’s Business Center (17, May). The Value of Cultural Diversity. Retrieved November 5, 001 from the World Wide Web http//www.onlinewbc.gov/diversity.html
Mind that the sample papers like Co-Cultural Communications Challenges presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Co-Cultural Communication Challenges
Respecting diversity is a sign of equality. But, to respect diversity, one must understand the terminology behind it. The typical stereotype of diversity is not just being different, but actually encompasses educational background, life differences, and cultures. In reality, diversity is simply a point or respect in which things differ. Instead, minority deals with ethnic, racial, religious, or other groups having a distinctive presence within a society. By clarifying the meaning of those two terms, then one can understand co-cultural communication. Culture is often the root of communication challenges. Culture can be defined as a system of shared of values, beliefs, customs, and behaviors. Also, culture is a group or community with which we share common experiences that shape the way we understand the world. In Texas we have a number of co-cultures (see Exhibit A). Co-cultures is defined as a group whose beliefs or behaviors distinguish it from the larger culture of which it is a part and with which it shares numerous similarities. Similarities include language, religion, economics, age, gender, and sexual orientation.
There are six fundamental patterns of co-cultural differences. These include different communication styles, different attitudes toward conflict, different approaches to completing tasks, different decision-making styles, different attitudes toward disclosure, and different approaches to knowing. Because America is the most diverse nation in the world, it is important to understand the different communication styles within the co-cultures in order to accept and respect what makes each of us unique.
The need to communicate is universal. Most misunderstandings among people result from different co-cultural experiences. Most of us desire to communicate effectively, but do not have a keen appreciation of the barriers to be faced. Because of these barriers, there is ample opportunity for something to go wrong in any communication. Effective communication is difficult under the best of conditions. Four specific problems related to language difficulties that typically arise in co-cultural communication include semantics, word connotations, tonal differences, and different perceptions.
Webster defines semantics as “the meaning or relationship of meanings of a sign or set of signs; connotative meaning; the language used (as in advertising or political propaganda) to achieve a desired effect on an audience especially through the use of words with novel or dual meanings.” Simply put, almost every commonly used word has more than one meaning. Also, words have regional meanings or derive new meanings as a result of the development of new industries or fields. The meaning conveyed by the senders words depends upon the experience and attitude of the receiver. Therefore, one way to penetrate the semantic communication barrier is for the sender to strive to speak or write in terms of the receivers experience and attitude.
Combined with semantics, word connotation is a common communication barrier. Word connotation is a word’s association with social attitude, evaluation, emotional affect, etc. Words often have essentially the same denotation, but different connotations. The dictionary definition is known as a denotation. The attached meaning a receiver might associate with a word is known as a connotation. For example, the boss wants an employee to pick up a cheap calculator. Now, does the employee define that word as inexpensive or poorly made? When sending a message, analyze the words to determine what connotation a receiver might attach.
Also, tonal differences can be a barrier in the communication process. Tonal differences include accent and dialect, pronunciation, fluency, emotion, etc. In American English, nonstandard dialects exist within all racial, ethnic and regional groups. Each dialect is a product of distinct social, historical, cultural and educational factors. All are legitimate in that they represent the concepts, needs and intentions of their speakers.
Finally, an individual’s perceptions have an effect on the communication process. Perception is a three-phase process of selecting, organizing and interpreting information. Perceptual biases occur when people react to stimuli in the environment in very different ways. We each have shortcuts that we use to organize data. Invariably, these shortcuts introduce some biases into communication. Some of these shortcuts include stereotyping, projection, and self-fulfilling prophecies. Stereotyping is one of the most common. This is when we assume that the other person has certain characteristics based on the group to which they belong without validating that they in fact have these characteristics. Effective communication requires deciphering the basic values, motives, aspirations, and assumptions that operate across geographical lines. Given some dramatic differences across cultures in approaches to such areas as time, space, and privacy, the opportunities for miscommunication while we are in cross-cultural situations are plentiful.
In both todays markets place and at home, the challenge to be open minded and put aside prejudice and stereotypes are more of a challenge then ever. The crisis in the Middle East has brought prejudice back to the national forefront. Many Americans look at people with Middle-Eastern features and assume they are terrorist. Without any provocation or prompting an act of prejudice or stereotyping can happen. An American Airlines captain put a middle easterner off the aircraft soon after the September 11th tragedy. The gentleman had not done anything wrong. He had passed all the heighten security checks, and he had a paid in fully ticket. Because of the Captains prejudice or stereotyping the middle-eastern gentleman was delayed and humiliated. There are many other cases like this since the September 11th tragedy. We as Americans must look for ways to better understand the various cultures that make up or country, and rise above these acts of prejudice and stereotyping.
Learning how to live and work in a co-cultural society comes in many forms and facets. It can start as early as school age children. In many schools, co-cultural menus are starting to flourish. Some schools whose population is a particular ethnicity are attempting to provide more ”American” food. Lyons Township HS, North Campus, La Grange, IL, has tried fusion cooking to support the schools diversity program. The school adopts a culture each month then provides entr�e’s, main courses and soups from that culture. This gives the students a look at the co-cultures that make up their school, their neighborhoods and their towns.
At Yeshiva Ohr Torah School in Manhattan, the 400 plus students are all of the Jewish religion. The school in trying to teach both how co-cultures make up their city, along with keeping to their strict Kosher diets. The school does this by making kid favorites like pizza, but ensuring the ingredients are made within the kosher requirements. The milk for the cheese is made to kosher specifications. Only plain cheese and vegetables are used with kosher seasoning. Soy products are made to look and taste like pepperoni and sausage. All this is so the children of the strict Jewish discipline can adhere to their beliefs, but learn about others.
Learning about co-cultures is also something big business is doing today. Take Kmart for instance. They have created a position of the chief officer of diversity. Her name is Randy Allen and she reports directly to Kmarts Chairman and CEO Chuck Conway. Her responsibility will be to oversee the companys multi-cultural activities.
In addition to Randy, Kmart has hired Rose Reza as the senior vice president, multi-cultural merchandizing. Roses job will be to develop merchandizing assortment appropriate for the many communities so that the company will be able to connect with the many co-cultures that make up the Kmart customer base.
Finally, Sears has stepped out with its new flagship co-cultural store in Chicago. The 50,000 square-foot store is in the old State Street shopping district. It will carry the normal Sears products, along with gowns that are more African American inspired and more hard lines aimed at apartment dwellers. Since these are the co-cultures that make up the surrounding area, Sears feels like this will bring in more of the community to shop at their store. Sears is also in the process of spending $0 million to renovate six other Chicago stores to make them more community friendly and stock them with the surround co-culture in mind.
There are many issues at stake here. How can the co-cultures flourish with todays issues at hand? How can the children of tomorrow understand co-cultures and not have a prejudice or stereotype about someone because of the way they look or the food they eat. And how can they learn to deal with prejudice when they see it so they can learn why someone is prejudice and maybe have a better understanding. With the programs in place from the school in Manhattan to the business across America, society is learning that many co-cultures exist all around them. To survive today, the question is will America learn to live with these co-cultures.
Why does co-cultural diversity matter? Anytime a group or segment of our population is excluded or oppressed, all of us are denied. It has become a matter of increased importance for businesses to understand and take appropriate actions concerning co-cultural diversity. When all segments are respected and utilized, everyone benefits. The management of co-cultural diversity has been accepted and deemed very important in American businesses. Employers now recognize that a co-culturally diverse workforce is a benefit, that not only brings down the cost of absenteeism and employee turnover, but also can increase their bottom line. This importance has been recognized and now surpasses the legal/moral issue, into one of business necessity.
Each of us, in our own way, can make a difference. We have the power to create a respectful workplace, classroom or society as a whole. We first must identify our own attitudes, delete group labels and work toward the common goal of understanding and acceptance.
Sometimes the most difficult concept to understand and accept is that, everyone is equal to everyone else… yet, each of us is different.
What makes us different? How do we negotiate our similarities and differences? It must be recognized and understood that all people belong to a particular group’. Because of the uniqueness of the group, one is often proud to wear its label and belong. However, a person does not succeed-or-fail-merely because of belong that particular group. As long as we respect personal differences as being important and are truly responsive to the fact that being different is okay, we become part of the solution.
People come in all sizes and colors, speak many languages, eat different foods, wear different clothes, are smart in some things… and not so smart in others. But the same world is home to all of us.
Diversity isnt just a concept; it should be a way of life. It is a misnomer to assume that our government can legislate our perceptions. It may be illegal to discriminate, but only if one is caught. Prejudice cannot be banished by laws, or controlled with fear. No one is born intolerant it is learned and practiced. The only way to unravel the bundle of fear, or misconceptions, we have of each other is to talk. The thought process or conceptions about each group must be broken down and re-evaluated. None of us have a monopoly on how to live correctly. Instead, we need to be open-minded to the differences in each of us. It may be the road-less-traveled, but it is that road that we must all travel. For it is the diversity that makes us all equal.
Exhibit A
Texas U.S.
Population 000 0,851,80 81,41,06
Population, percent change, 10 to 000 .8% 1.1%
Persons under 18 years old, percent, 000 8.% 5.7%
Persons 65 years old and over, percent, 000 .% 1.4%
White persons, percent, 000 (a) 71.0% 75.1%
Black or African American persons, percent, 000 (a) 11.5% 1.%
American Indian and Alaska Native persons, percent, 000 (a) 0.6% 0.%
Asian persons, percent, 000 (a) .7% .6%
Native Hawaiian and Other Pacific Islander, percent, 000 (a) 0.1% 0.1%
Persons reporting some other race, percent, 000 (a) 11.7% 5.5%
Persons reporting two or more races, percent, 000 .5% .4%
Female population, percent, 000 50.4% 50.%
Persons of Hispanic or Latino origin, percent, 000 (b) .0% 1.5%
White persons, not of Hispanic/Latino origin, percent, 000 5.4% 6.1%
References
Pearson, J.C., & Nelson, P.E. (000). An Introduction to Human Communication Understanding and Sharing (8 ed.). New York McGraw-Hill Companies.
SBA Online Women’s Business Center (17, May). The Value of Cultural Diversity. Retrieved November 5, 001 from the World Wide Web http//www.onlinewbc.gov/diversity.html
Mind that the sample papers like Co-Cultural Communications Challenges presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
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