Transitions of Culture and Identity Essay Example | Topics and Well Written Essays - 1750 words

Transitions of Culture and Identity - Essay Example Proctor quotes James Clifford who said that â€Å"Once traveling is foregrounded as a cultural practice then dwelling too, needs to be reconceived†. The concept of traveling has redefined the ways in which home is an influence. As well, the difference between where one declares to be home and where one has traveled must be defined in order to situate the way in which one’s culture will be expressed. The difference depends on the identity that one decides to live within. If one has been raised on a Caribbean Island and has then moved to Britain, the question of identity has no real relevance to the official and legal place of residence.In contrast, it is possible to abandon the beliefs and traditions of home and to decide to adopt British traditions in order to fully integrate. Most often, it is somewhere in-between. The questions then become: Where does the naturalized culture stop and the adopted culture begin? What now defines the identity?The attachment to the concep t of home is married to the concept of the fear of homelessness. The need for home is as much about the fear of not having a home as it is about the existence of the dwelling itself. The problem with being ‘homeless’ is more than just not having an adequate roof and a place to put one’s things, but it is a sense of disconnection, the existence without roots and foundation. To be ‘home’ is to be in a place where one belongs, but to be homeless is to be within a space where there is not real social connection to the world.

To Love Another Person is to See the Face of God Essay Example for Free

To Love Another Person is to See the Face of God Essay To love another person doesn’t really mean to see the face of God. You have to feel all the love and blessings of God. Living the life of God, with his words and doing things that we know is right is living the path of life loving any other person regardless of what she or he is living with the love of God with no conditions, no barriers that can stop him/her, only with just plain love of God . Accepting other person, understanding them is the way of showing love to them. Helping them in times of trouble, giving them advice for goodness in life and supporting them on the things that they want to do are few thing we can do to show them our concern and love for them. We should not wait for them to return favor for what we did for them, because like God who love and help us, he didn’t ask anything in return for what he did for each one of us and never get tired of doing those things, so should just be thankful for what we did. That is God’s will for us. There are times we need to sacrifice for the sake of others. Those sacrifices are just tools for them to have happiness they deserve. But should not be lonely because we sacrifice it, God has always plans for our life. We don’t that he might have more plans for our life. Also we don’t know what will happen in our lives, but we should not just wait until something comes in our way. We should be the one to start our lives with God in our side for us to reach success Sharing happiness that you receive with all other people you want to share is showing them your love for them. Someday all of our sacrifice and all that we share with others will return to us but we don’t know when. Only God knows. We should not be disturbed by the ups and downs of life. It is part of life were our courage, strength and faith in God were tested for us to be more ready to face all the coming trials for us. It is part of the path we all have to take to learn more things about life, on how we can more understand the life God had do for us. Being able to surpass the trials we are facing is like reaching one of our many goals in life. And showing our love to other person is one of the greatest commandments of God. Love all the people with your whole heart, let them fell it not just hear it, let them receive it not just expect it and love is the beginning of goodness. Showing love to others is the best way to show them goodness. Love God first, and love others more than you love yourself.

Before The Law :: Short Story Stories Essays

Before The Law BEFORE THE LAW stands a doorkeeper. To this doorkeeper there comes a man from the country and prays for admittance to the Law. But the doorkeeper says that he cannot grant admittance at the moment. The man thinks it over and then asks if he will be allowed in later. "It is possible," says the doorkeeper, "but not at the moment." Since the gate stands open, as usual, and the doorkeeper steps to one side, the man stoops to peer through the gateway into the interior. Observing that, the doorkeeper laughs and says: "If you are so drawn to it, 'just try to go in despite my veto. But take note: I am powerful. And I am only the least of the doorkeepers. From hall to hall there is one doorkeeper after another, each more powerful than the last. The third doorkeeper is already so terrible that even I cannot bear to look at him." These are difficulties the man from the country has not expected; the Law, he thinks, should surely be accessible at all times and to everyone, but as he now takes a c loser look at the doorkeeper in his fur coat, with his big sharp nose and long, thin, black Tartar beard, he decides that it is better to wait until he gets permission to enter. The doorkeeper gives him a stool and lets him sit down at one side of the door. There he sits for days and years. He makes many attempts to be admitted, and wearies the doorkeeper by his importunity. The doorkeeper frequently has little interviews with him, asking him questions about his home and many other things, but the questions are put indifferently, as great lords put them, and always finish with the statement that he cannot be let in yet. The man, who has furnished himself with many things for his journey, sacrifices all he has, however valuable, to bribe the doorkeeper. The doorkeeper accepts everything, but always with the remark: "I am only taking it to keep you from thinking you have omitted anything." During these many years the man fixes his attention almost continuously on the doorkeeper. He forgets the other doorkeepers, and this first one seems to him the sole obstacle preventing access to the Law. He curses his bad luck, in his early years boldly and loudly; later, as he grows old, he only grumbles to himself.

Crossing the Rubicon Essay

Crossing the Rubicon By: Emalie Von Douche In Crossing the Rubicon: The Decline of the American Empire at he End of the Age of Oil, there are three main points where Mr. Ruppert tries to blame the entire tradjety of September 11, 2001, better known as 9/11, on the acting Vice President at the time, Dick Cheney. At first glance this seems to be a bold if not insane accusation against the Vice President of the United States of America, but Ruppert does make a few points that will make you think. The first point of Ruppert is Dick Cheney had the Ability to pull off this plan if he wanted to. According to Ruppert, Cheney was acting as Commander in Chief on 9/11 due to the terrible threat on the United States. This means he was in control and was calling the shots. Ruppert also has reason to believe that Cheney was leading a â€Å"completely separate chain of Command & Control via the Secret Service, assuring the paralysis of Air Force response on 9/11. The Secret Service has the technology to see the same radar screens the FAA sees in real time. (Kane) Ruppert claims that President Bush was kept out of a leadership position on purpose by the Secret Service men around him as he was reading to school children the morning of 9/11. He also claims that the Secret Service, acting through Cheney, had control over the FAA, Airforce (including the Fighter Jets), and President Bush. One question I would ask Ruppert is â€Å"Why? † Why would Cheney and the Secret Service go throu gh all of this trouble to attack his own country? The answer, according to Ruppert, is simply Oil. Cheney’s plan was to start a never-ending war to take control of the Middle Eastern oil and use it for American purposes. Ruppert claims that there was a peak in the oil reserves around the world from 2000-2007. After 2007, oil will become more rare and extremely more expensive. â€Å"By way of confirmation, people in and close to the oil industry are reporting that increased drilling is not resulting as yet in significantly increased supply. † (Ruppert) Upon hearing of this news, Cheney had to go into action. He just needed the right time to plan his so called â€Å"Attack†. According to Ruppert, the â€Å"right time† was any time that Cheney chose because as of May 8, 2001, Dick Cheney was put into control of all training exercises of all branches of military and government. This means he could set up â€Å"fake† hijackings by calling them training situations just in case anyone would ever want to hijack airplanes and fly them into buildings. Cheney did call for these training simulations, except he did it on the morning of 9/11. Also, Cheney called for another training simulation that send all the fighters from D. C. into Canada and Alaska to train just incase an attack came from Russia. This meant that the Air Force could not do anything to prevent the hijacked airplanes from crashing into anything they pleased. Also, the Secret Service had control over the FAA flight path screens and put fake hijacked airplanes in the air to confuse air traffic control. At one point the FAA thought there was 11 hijacked airplanes. All of this was put into motion by Dick Cheney and people taking orders from Cheney. He is guilty for singlehandedly putting this plan into motion and being successful. The scary part if these accusations by Ruppert are true, is that Bush and Cheney were re-elected the following term.

Home Depot Supply Chain Management

Supply chain has never been Home Depot’s key strategic priorities in the past. Instead, the Atlanta-based home improvement’s management had always been focusing on expanding its stores. At the time, the company’s emphasis on expansion was appropriate considering the history of massive growth. What originally helped Home Depot’s growth was a decentralized business model where stores were populated with highly knowledgeable sales persons with backgrounds in various building trades. Regional and store-level managers, those closest to the customer, were empowered with decisions of merchandising and inventory mix instead of the people at the head quarters. IT also played a significant role. Home Depot relied heavily on home grown systems. By building its own applications, it didn't get bogged down in customizing off-the-shelf software and didn't invest time and money in endless enterprise wide implementations. In addition, a standard database design and an application architecture that reused software components allowed the IT staff to develop applications, such as the company's mobile ordering system (a cart equipped with a computer and printer that clerks could wheel around the store to reorder products and change prices). Average store revenues in prime geographical markets were roughly $60-$80 million, which could justify high levels of de-centralization. The direct-to-store model made sense to Home Depot in the past because of its high sales in each store. With network expansion and competition, per store sales dropped and a decentralized ordering model caused high inventory problems for Home Depot. The majority of supplier shipments flowed directly to the stores and resulted in the Home Depot being the single largest less-than-truckload shipper in the United States, since about 80% of goods were flowing direct to store on half-empty trucks, which was inefficient, lead to poor inventory turns, poor in-stock and high logistics cost. Meanwhile, most retailers, such as rival Lowe’s and discount powerhouse Wal-Mart, ship to distribution centers that can serve up to 100 stores. There, they break down larger shipments into smaller ones that are parceled out to stores. Home Depot’s individual stores were their own stocking centers and store associates had to spend more time in unloading trucks than serving customers. The business model became compromised as to who had the most stores in the most locations vs. superior customer service. After 30 years in business — and taking pride in towering shelves of in-stock items — Home Depot is taking the largest initiatives to move to a more traditional supply chain. In 2006, Home Depot hired Mark Holifield, formerly with Office Depot, as senior vice president of supply chain to modernize the company's supple chain. Part of this new initiative is to get the forklifts out of stores and reduce the amount of inventory piled up in stores. The move to centralized ordering means suppliers now have just one order to process instead of a hundred POs from individual stores. In addition, suppliers now ship their products in truckload quantities to the RDCs instead of sending LTL shipments to individual stores. The combined savings have enabled Home Depot to negotiate better prices with its vendors, which further reduced overall costs. Although all of these changes have helped streamline its supply chain operations, Holifield emphasizes that the overarching goal is to make Home Depot a better place to shop. The whole network is about is providing on-time and accurate service to individual stores so that they can focus on the customers.

Colonialization in Africa essays

Colonialization in Africa essays Each country in the entire world has experienced a great deal of change whether it be Religion, beliefs, food, or education. You may think that just because you live in the United States that every state has evolved the same, well not really at all the East coast was all founded years before the West and just like America other countries follow a similar pattern like Africa. There are so many different African countries that all have such different pasts and different stories. Even back when the countries were being inhabited or colonized, they were so similar being in the Sahara, yet so different in. So if all these places are so close yet so different does it change the atmosphere , or how does the colonialization of Northern, Southern, Western, and Eastern Africa change the face of the continent? Well here are some examples of four completely different African countries; Tunisia (north), Malawi (south), Djibouti (east), Sierra Leone (west). You will be amazed with all the di fferent histories and cultures each individual country has. Tunisia, a small beautiful country that sits at the top of the African coast was taken over by the French after they found interest in Tunisia's great location. The French signed the Bardo Treaty, which acknowledged Tunisia as a French protectorate. In the late 1880s a group of French settlers colonized the region along the northern coast. The settlers exerted a Western influence on the hitherto Arab culture. Tunisia has changed drastically from the colonization days they have enhanced into a culture that cares deeply about education, and the well being of all people. Tunisias main language is Arabic, yet French and English are widely spoken all over the country. Islam is the main religion, but there are also roman Catholics most of whom are French. Education is widely important and encouraged. The literacy rate is relatively high 40% higher then the other north African cou ...

Grand Valley State University GPA, SAT and ACT Data

Grand Valley State University GPA, SAT and ACT Data Grand Valley State University GPA, SAT and ACT Graph Grand Valley State University GPA, SAT Scores and ACT Scores for Admission. Data courtesy of Cappex. How Do You Measure Up at Grand Valley State University? Calculate Your Chances of Getting In  with this free tool from Cappex. Discussion of Grand Valleys Admissions Standards: Grand Valley State University admissions arent overly selective, but you will need solid grades and standardized test scores to get in. In the graph above, green and blue represent accepted students. As you can see, the majority of admitted students had a GPA of B or higher, a combined SAT score (RWM) above 950, and an ACT composite score of 18 or higher. Your chance of getting accepted improves if you are a little above these lower ranges. You will also notice, however, that there are a few red dots (rejected students) and yellow dots (waitlisted students) mixed in with the green and the blue of the graph. Some students who were on target for admission to Grand Valley State did not get in. On the flip side, a number of students were accepted with test scores and grades a bit below the norm. This is because Grand Valley State has holistic admissions, so the admissions officers are considering qualitative as well as quantitative information. The GVSU application asks about extracurricular activities, work experiences and awards you have received. The application also allows you to write about circumstances in high school that may have caused you to perform below you ability level. To learn more about the Grand Valley State University, high school GPAs, SAT scores and ACT scores, these articles can help: Grand Valley State University Admissions ProfileWhats a Good SAT Score?Whats a Good ACT Score?Whats Considered a Good Academic Record?What is a Weighted GPA? Articles Featuring the Grand Valley State University: Top Michigan CollegesACT Score Comparison for Top Michigan CollegesSAT Score Comparison for Top Michigan Colleges If You Like GVSU, You May Also Like These Schools Oakland University:  Profile  Hope College:  Profile  Central Michigan University:  Profile  |  GPA-SAT-ACT GraphAlma College:  Profile  Bowling Green State University:  Profile  |  GPA-SAT-ACT GraphCalvin College:  Profile  Albion College:  Profile  |  GPA-SAT-ACT GraphFerris State University:  Profile  Eastern Michigan University:  Profile  Wayne State University:  Profile  Michigan State University:  Profile  |  GPA-SAT-ACT Graph

Conditions at the Triangle Shirtwaist Factory - 1911

Conditions at the Triangle Shirtwaist Factory - 1911 To understand the Triangle Shirtwaist factory fire of 1911, its helpful to get a picture of the conditions at the factory before and at the time of the fire. Conditions at the Triangle Shirtwaist Factory Most of the workers were young immigrants, Russian Jews or Italians, with some German and Hungarian immigrants as well. Some were as young as 12 to 15 years old, and often sisters or daughters and mother or cousins were all employed at the shop. The 500-600 workers were paid at piecework rates, so that pay for any individual depended on the skill of the work done (men mostly did the collars, which was a more highly paid task) and how quickly one worked. Pay averaged around $7 per week for most, with some paid as high as $12 per week. At the time of the fire, the Triangle Shirtwaist Factory was not a union shop, though some workers were members of the ILGWU.  The 1909 Uprising of the Twenty Thousand and the 1910 Great Revolt had led to growth in the ILGWU and to some preferential shops, but the Triangle Factory was not among those. Triangle Shirtwaist Factory owners Max Blanck and Isaac Harris were concerned about employee theft. On the ninth floor there were only two doors; one was routinely locked, leaving open only the door to the stairwell to the Greene Street exit. That way, the company could inspect handbags and any packages of workers on their way out at the end of the work day. There were no sprinklers in the building. There had been no fire drills to practice response to fires, though a fire expert, hired in 1909 on the advice of an insurance company, had recommended implementing fire drills. There was one fire escape which proved not very strong, and an elevator. On March 25, as most Saturdays, workers had begun to clear the work areas and fill bins with fabric scraps. Garments and cloth were in piles, and there would have been considerable fabric dust from the cutting and sewing process. Most of the light inside the building came from gas lamps. Triangle Shirtwaist Factory Fire: Index of Articles Triangle Shirtwaist Factory Fire  - the fire itselfThe 1909 Uprising of the Twenty Thousand  and the 1910 Cloakmakers Strike: background​After the Fire: identifying victims, news coverage, relief efforts, memorial and funeral march, investigations, trialFrances Perkins and the Triangle Shirtwaist Factory Fire

Government Business Relation Essay Example | Topics and Well Written Essays - 1500 words

Government Business Relation - Essay Example uses on the link between the concept of globalization and the nation-state; more specifically it tends to answer a major question of whether the role of the Government becomes increasingly important or otherwise in an era of globalization. Initially the term globalization would be defined with regards to the intricate meaning attached to it along with the critiques of it being negative or positive and the factors which contribute to increasing this phenomenon, then the paper proceeds to incorporate the impact of globalization on the state, furthermore this study would explore the methods which are available to redesign the role of the state in order to overcome the challenges launched by globalization on the cohesiveness of the state (Bertucci and Alberti, 2003, Page 1-26). All these sub topics are cardinal to the study of globalization; therefore each would be elaborated in detail along with examples from different parts of the world. In literal terminology, Globalization or Globalisation pertains to the description of a process as a result of which the economies, the societies and cultures of nations throughout the world have been integrated into a web of interdependencies, due to the overarching power of the technological progress in areas of communication, transport and trade. It is often used only to describe the specific concept of ‘economic globalization’ which relates to the involvement of national economies into the international arena, through the tools of trade, FDI (foreign direct investment), capital inflows and outflows, net migration, and the massive spread of technology (Invest Words, 2010). Globalization has its pros and disadvantages; it presents various opportunities to people to benefit from while at the same time it has certain costs associated with it, thus reflecting both aspects of the concept. The major attribute of globalization is the increased level of interdependence between nations across the globe. The determinants at work which

Presence or Absence of Negligence by Nurses Essay

Presence or Absence of Negligence by Nurses - Essay Example It is evidently clear from the discussion that the presence of an IV infiltration should have been identified, noted and taken care of immediately. It was the duty of the nurse who had done the overnight shift check up on the patient to ensure the best interest of the patient. This should have included ensuring that any single complication is noted, properly examined and proper care is given to deal with it. However, this was not the case as can be seen in the case study. The nurse who had done the rounds during the shift when the infiltrate was discovered had seen the infiltrate, failed to record it in the patient’s chart and additionally ignored it. In this case, the nurse had failed to perform her duty of ensuring quality care, health, and safety of the patient. Here is the case of professional negligence rather than ordinary negligence. The parents are in this case right to sue her for negligence and the consequent complications/damage (scarring and motion loss) that resul ted from the lack of action. Negligence is proven by four main elements. The first element is the duty which begins at the moment the patient meets the healthcare provider. The other element is the breach of duty. This according to Helm, occurs when the care provider fails to provide all necessary care and conduct to the patient. Damages, which is the next element is when harm occurs from neglect or breach of duty. The last element is causation. This is determined when the harm is done can be directly associated with lack of proper care. Ordinary negligence is defined as the failure to provide care that any other person would have provided in a particular situation. Professional negligence, on the other hand, involves malpractice done by an expertise such as a doctor or qualified nurse.

Chewing tobacco Research Paper Example | Topics and Well Written Essays - 1000 words

Chewing tobacco - Research Paper Example & Johnson, C, 2000, p.2). Moreover, the statistics of the tobacco users and its addiction shows that the problem is of large scale and of serious nature. According to a report of the Surgeon General (1989), the negative health consequences of addiction to tobacco through smoking and oral use has been revealed through number of medical and scientific researches (Johnson, D. & Johnson, C, 2000, p.2). The sad news is that the number of people who use tobacco but are not even prepared to quit it is more than 50 million in the US alone (Johnson, D. & Johnson, C, 2000, p.2). This shows that either people are not aware of the hazardous consequences of tobacco dependence or they are so addicted to it that they are not able to quit it. Hence, the only way to tackle the problem of tobacco dependence successfully is to prevent it at any cost, and not to fall in the trap of the ‘safety’ of chewing tobacco and the ‘charm’ of smoking tobacco. Smokeless Tobacco Smokeless t obacco is the tobacco that people chew, take orally or inhale, instead of consuming (i.e. smoking) it through cigarettes, as is usually done (Ghodse, 2010, p. 121). ‘Smokeless tobacco’, the tobacco that is consumed by chewing, is the term used generally in Southeast Asia as the oral use of tobacco is more common in Southeast Asian countries (Ghodse, 2010, p. 121). In Asian countries, chewing tobacco is common practice not only in men but also in women (Ghodse, 2010, p. 121). By adding flavors and nuts, the tobacco is made easy to consume on daily basis (Ghodse, 2010, p. 121). People in Asia have a peculiar way of chewing tobacco. To enhance the taste of tobacco and to make it linger in mouth for a long time, the nicotine is permitted to be absorbed slowly through oral cavity by placing the ‘moist’ ground tobacco between the gums and the cheek (Ghodse, 2010, p. 121).However, as this method also makes the user to spit frequently, it is not a popular method of consuming tobacco (Ghodse, 2010, p. 121). The method of nasal inhalation or dry snuff, which can be taken orally, is the method which is used by most people to consume smokeless tobacco (Ghodse, 2010, p. 121). It is assumed that as chewing tobacco does not involve inhaling or exhaling smoke, it is not harmful to health. However, it has been found that chewing tobacco causes more harmful health problems than smoking tobacco. Dangers of Chewing Tobacco The tobacco industry has always tried to minimize health worries related to tobacco use by introducing new ‘safe’ brands to the public through manipulative advertisements and campaigns (Johnson, D. & Johnson, C, 2000, p. 3). The tobacco advertising campaigns in 1970’s and 1980’s made people believe that they can reduce the health risks related to tobacco use by adopting the ‘safe’ way to use tobacco, i.e. chewing or tasting it, rather than smoking it through cigarette, cigars or pipes (Johnson, D . & Johnson, C, 2000, p.3). However, it has been found that chewing tobacco is, in fact, more harmful than smoking tobacco. Through the sensitive linings of mouth and tongue, the nicotine enters the bloodstream of the user who chews tobacco (Johnson, D. & Jo

Natural gas in Saudi Arabia Research Paper Example | Topics and Well Written Essays - 1250 words

Natural gas in Saudi Arabia - Research Paper Example From recently however after compression it is pumped through pipes to its separate refinery. Natural gas like oil and coal are sources of non-renewable energy. The gas is usually pumped up from its underground deposit. It is channeled through pipes to a storage site. Common uses of natural gas include production of heat in industries and residential areas. It also serves the same purpose in the commercial area, in electrical power generation and fueling vehicles. Brief history Saudi Arabia is among the largest Arab states. It is located in western Asia. It is a country that is bordered by Iraq, Jordan, Qatar, Bahrain, United Arab Emirates, Yemen, Oman. It lies between the red sea and the persian gulf. It has a total surface area of 2.25 million square kilometres.It has population of 27 million people as per 2010 estimates.It is the 46th largest country in the world by population. Its yearly GDP is USD 733.14 billion as per 2012 estimates. This country is one among the leading worldâ €™s energy producer. It produces over 10 million barrels of liquid petroleum per day. A large percentage of this oil is exported. 90 % of the income of this country comes from petroleum exports. Saudi Arabia has approximately 260,000 million barrels of known oil . ... Major natural gas exporting countries are Algeria, Norway, UAE, Russia and Canada. Reserve estimation. Saudi Arabia is estimated to hold natural gas reserves that are 4.14% of the whole world. This is 7,835 bcm .50% to 60% of the natural gas in this country occurs with other petroleum deposits. The other percentage occurs combined with sulfur. Only a small percentage is developed from this mixture. In the world’s ranking its natural gas reserves are the fifth largest but in production of the gas they are 9th in position. They produce a paltry 3 % of the world gas. Compared to 13% of the world’s oil they produce. Oil fields The country has around 100 main gas and oil fields. Eight of these fields account for half of the oil reserves. The Ghawar field is the largest oil field in the world. It is about 1,260 sq. mile. A third of the world’s natural gas comes from this field while 57% of the gas in this country is mined from the field. Other fields where the gas is b eing produced include a giant onshore and offshore Zuluf fields and Safaniya. Safaniya Field has a reputation of being the largest offshore oil field. It is in the Persian Gulf. It produces 1200,000 barrels per day. It was discovered in discovered in 1951. Its natural gas reserve amounts to 152?109Â  m3. Shaybah Field is a giant field which is found in the Rub’Al-Khli desert. It was established in 1990. Materials to build it were gotten 800 kilometers away from its location. It has dwelling facilities for a thousand men, it has offices for administration, there is a recreation centre, airstrip and workshops. It is linked to radio system by 650 kilometer fibre optic. It has estimated 14,000 million of unrefined oil and 25,000 billion ft 3 of gas. It was established in

Why might a healthy psychological contract amonst its employees be Assignment

Why might a healthy psychological contract amonst its employees be important to an organisation's effectiveness - Assignment Example This concept has been widely discussed by the scholars lately and showed to have certain impact on the overall performance of an organization. However, in order to determine why a healthy psychological contract among the employees is important to an organization’s effectiveness, it is necessary to build a clear definition of what a psychological contract is first of all. Defining psychological contract Since the concept is relatively new, the scientists are still arguing on what exactly psychological contract is. The classical definitions state that psychological contract is either â€Å"the perceptions of both parties to the employment relationship, organization and individual, of the reciprocal promises and obligations implied in that relationship† (Guest and Conway, 2002, p.1) or â€Å"an individual’s belief in mutual obligations between that person and another party such as an employer† (Rousseau and Tijoriwala, 1998, p.679). A quite similar definition have Hall and Moss (1998), who claim that psychological contract consists of the mutual expectations in the employer-employee relationship. So, in general it seems that the concept of psychological contract is more related to employees, because organizations, as employers, cannot have any beliefs or expectations. People are the ones who have them. Therefore, in short it can be said that a psychological contract might be described as an unwritten agreement between upper management and employees, that outlines how both parties see and understand their cooperation. Importance of healthy psychological contract to organization’s effectiveness It is rather well-know that a happy and satisfied employee is a good worker. Consequently, good employees that show loyalty and devotion to their companies must have all their needs met and, thus, be happy. This is, according to Cyril van de Ven (2004), one of the major goals of psychological contract. It reduces employees’ insecurity regarding their jobs. Since it is physically impossible to state all the aspect of employee-employer relationships in a written contract, the psychological contract helps by means of filling the gaps of the official one. The psychological contact, consequently, helps employees to evaluate and measure their obligations to the company and those of the organization to employees. So, if an employee believes that both parties fulfill their obligations, he or she is likely to show positive behaviors that contribute to the quality of his or her job performance. Another important function of psychological contract is giving employees the feeling that they have some power over events within the organization (Anderson and Schalk, 1998). This means that with the help of psychological contract employees percept the interrelation of roles and events as something they have agreed upon and have control over. As a result, even their self-esteem gets higher. So, if the psychological contract does n ot get broken, the employee will feel secure in the job. In addition, he or she will be performing well, thus fulfilling own obligations on the contract, in response to the company’s fulfilling its obligations on the psychological contract. Consequently, when employees perform their jobs well the organization in general becomes more effective. A Healthy psychological contract ensures that employees are satisfied with their jobs, loyal to the organization, have adequate work-family balance, and feel fair treatment form the side of the employer. As a result the company gets reduced employee turnover and absenteeism, as well as improved individual and organizational performance. Employers’ influence on the state of the psychological contract Employers, in their turn, should take all the possible measures

Financial Analysis Essay Example | Topics and Well Written Essays - 2000 words - 4

Financial Analysis - Essay Example It has a workforce of over 100,000 employees worldwide. Before Dell moved to Round rock it had its main offices in the Arboretum complex in northern Austin, Texas. In 1989 Dell occupied 127,000 square feet in the Arboretum complex. As at 1990 Dell had more than 1,200 employees in its headquarters (Gomez, 2009). In 1993 Dell submitted a document to Round Rock officials, titled "Dell Computer Corporate Headquarters, Round Rock, Texas, May 1993 Schematic Design." Despite the filing, during that year the company said that it was not going to move its headquarters. In 1994 Dell made a move of switching its employees out of the Arboretum to its new acquired offices though it still maintained that it was going to continue to occupy the top floor of the Arboretum and that the companys official headquarters address would continue to be the Arboretum. The upper floor still played a greater role of holding Dells board room meetings; also it was used as a center for its demonstrations and visitor meeting room. For less than one month prior to 29 August, 1994, Dell moved most of its customer support and telephone sales employees to Round Rock. It was later on in 1996 that Dell decided to move to Round Rock, this was due to its high rate of growth which created the need of finding a new place that could allow it to carry out its activities in the best manner possible and also be able to manage its first growing markets globally. Dell has notably has widened its customer base since its inauguration through acquisitions and going for mergers with other companies including Perot Systems and Alien ware. Dell main activities involve selling computers, network switches, servers, data storage devices, software, and computer peripherals. The company is also known for its innovations in delivery administration and electronic commerce. Some of the available outlets in the United States are located in North Carolina, Eden Prairie, Minnesota, Miami,

Why might a healthy psychological contract amonst its employees be Assignment

Why might a healthy psychological contract amonst its employees be important to an organisation's effectiveness - Assignment Example This concept has been widely discussed by the scholars lately and showed to have certain impact on the overall performance of an organization. However, in order to determine why a healthy psychological contract among the employees is important to an organization’s effectiveness, it is necessary to build a clear definition of what a psychological contract is first of all. Defining psychological contract Since the concept is relatively new, the scientists are still arguing on what exactly psychological contract is. The classical definitions state that psychological contract is either â€Å"the perceptions of both parties to the employment relationship, organization and individual, of the reciprocal promises and obligations implied in that relationship† (Guest and Conway, 2002, p.1) or â€Å"an individual’s belief in mutual obligations between that person and another party such as an employer† (Rousseau and Tijoriwala, 1998, p.679). A quite similar definition have Hall and Moss (1998), who claim that psychological contract consists of the mutual expectations in the employer-employee relationship. So, in general it seems that the concept of psychological contract is more related to employees, because organizations, as employers, cannot have any beliefs or expectations. People are the ones who have them. Therefore, in short it can be said that a psychological contract might be described as an unwritten agreement between upper management and employees, that outlines how both parties see and understand their cooperation. Importance of healthy psychological contract to organization’s effectiveness It is rather well-know that a happy and satisfied employee is a good worker. Consequently, good employees that show loyalty and devotion to their companies must have all their needs met and, thus, be happy. This is, according to Cyril van de Ven (2004), one of the major goals of psychological contract. It reduces employees’ insecurity regarding their jobs. Since it is physically impossible to state all the aspect of employee-employer relationships in a written contract, the psychological contract helps by means of filling the gaps of the official one. The psychological contact, consequently, helps employees to evaluate and measure their obligations to the company and those of the organization to employees. So, if an employee believes that both parties fulfill their obligations, he or she is likely to show positive behaviors that contribute to the quality of his or her job performance. Another important function of psychological contract is giving employees the feeling that they have some power over events within the organization (Anderson and Schalk, 1998). This means that with the help of psychological contract employees percept the interrelation of roles and events as something they have agreed upon and have control over. As a result, even their self-esteem gets higher. So, if the psychological contract does n ot get broken, the employee will feel secure in the job. In addition, he or she will be performing well, thus fulfilling own obligations on the contract, in response to the company’s fulfilling its obligations on the psychological contract. Consequently, when employees perform their jobs well the organization in general becomes more effective. A Healthy psychological contract ensures that employees are satisfied with their jobs, loyal to the organization, have adequate work-family balance, and feel fair treatment form the side of the employer. As a result the company gets reduced employee turnover and absenteeism, as well as improved individual and organizational performance. Employers’ influence on the state of the psychological contract Employers, in their turn, should take all the possible measures

Chapter 21, of A Clockwork Orange by Anthony Burgess Essay

Chapter 21, of A Clockwork Orange by Anthony Burgess - Essay Example He does not like to share his money with them and even says, â€Å"I don’t know, I don’t know. What it is is I don’t like just throwing away my hard-earned pretty polly, that’s what it is.† (Thrawn). His taste for the heavy classical music has changed for softer tunes. He comes to the realization that youth had just been a passing phase, something deceptively engaging like an animated toy, †¦like one of these malenky toys you viddy being sold in the streets, like little chellovecks made out of tin and with a spring inside and then a winding handle on the outside and you wind it up grr grr grr and off ititties, like walking, O my brothers. But it itties in a straight line and bangs straight into things bang bang and it cannot help what it is doing. Being young is like being like one of these malenky machines. (Thrawn) And as he tries to communicate his just-out-of-teenage wisdom to his imaginary son in a conversation that he shapes in his mind, he even realizes that his son will not understand it and behave exactly the way he did, given the circumstances, in his growing up years. His son’s son will not understand it either, if explained by the son, and that is the essential nature of youth that Alex comprehends in retrospection. The fact that Stanley Kubric decided not to make use of Chapter 21 in his movie version of the novel has raked a lot of debates regarding the omission of this chapter in the American publication. However, it can be argued that a movie, being a different medium of art that is dependent on its creator’s vision, may not have succeeded in expressing and conveying this powerful chapter the way the novel did. But for an introspective reader, the narrative style that has some shock value with the sheer use of nadsat, and the unconventional mode of storytelling thanks to the specific mental state of the narrator-protagonist and the bizarre futuristic events

Beer Market Analysis Essay Example for Free

Beer Market Analysis Essay Brewing industry is a global business, consisting of several leading multinational companies and many small local producers. Regardless of beer consumption been affected by the economic crisis, expected growth at a CAGR globally for years 2009-2014 is 1. 8%, with Africa, Asia-Pacific and Middle East becoming the leaders of beer consumption. Moreover, the industry’s further growth is expected due to increasing beer consumption in China. But at the same time, expected CAGR for North America is only 0,5%, and Western Europe is supposed to have marginal decline. Leaders of the market, with 50% of sales, are Anheuser-Busch InBev, SABMiller, Heineken NV and Carlsberg A/S. From the â€Å"Leading global beer brands† graph we can see that category of lagers holds leading position in industry. According to SUBMiller report, there are 3 trends, which had anticipated the increase drive in beer market value by 2012, and those are: * Consumer upgrading to better beer quality due to increase purchasing power * Growing beer-consumer population base * Marketing and promotional activities aimed on differentiation From the other side, there are several threats for both local and global beer producers. Some of them are: increased competition from other alcoholic beverages (mainly, wine in Europe and spirits in the US), or the smoking ban in public places, which has negatively affected the the number of orders of beer in restaurants and bars. Moreover, it is forecasted that due to increasing health consciousness, customers may switch to alternatives like dry wine, which also would retard the beer consumption. All these trends and numbers made beer brewers to improve their brand image in order to increase sales and grab global market share. For that many leading brewer companies focused on innovative packaging and labeling concepts, which would help to inform clients about innovations in health, following the sustainability trends and increase in premiumisation. For example, one of largest beer producers in the world, Carlsberg, in order to double profits by 2015, had to revamp branding, ingredients used and to widen the distribution. Carlsberg launched their â€Å"That calls for Carlsberg† campaign in over 140 markets, to adopt a single global brand positioning and to relate brand to global consumers.

The Theoretical Studies Of Organizational Culture Commerce Essay

The Theoretical Studies Of Organizational Culture Commerce Essay The term culture has been used by anthropologists to refer to the customs and rituals that societies develop over the history. It has also been used by some organizational researchers and managers to refer to the climate and practices that organizations build up around the espoused values and credo of an organization. ( Edgar H. Schein,organizational culture and leadership p7). (Hofstede et al. 1990) define Culture as holistic and that involves a larger group of individuals. He asserts that Culture is historically related; it is an emergent phenomenon and is conveyed through traditions and customs and that people tend to hold on to their ideas, values and traditions. Culture is not something inherent but learned and it is human made. It is shared by a group of people. Culture is build upon interactions between people, who are sharing values and beliefs to produce behavioral norms. According to Trompenaars (2003: 26) Culture is necessary for human, it is like a guide. The culture allows to the human to have norms and valuesà ¢Ã¢â€š ¬Ã‚ ¦ the culture plays an important role in business. Culture is learnt and passed on from generation to generation; it belongs to one group in particular and it influences the behavior of group members in uniform and predictable ways (Mead 1998, p.4) A culture is a powerful determinant of group behavior and is setted up by the way employees work and behaves in the work place. Culture is considered a powerful, enduring and pervasive influence on human behavior through the socialization process within a culture individuals learn the norms and expectations of membership of that society the right and wrong of doing things. (Cartwright and cooper,1992). The culture concept is not only deep but also wide and complex (Schein, 1992). The onion diagram: According to Hofstede (2001) culture appear in numerous levels of depth such as symbols, heroes, rituals, and values. The first three layers, symbols, heroes, and rituals represent the layers of culture that are visible to outsiders. These are the practices of a given culture but their cultural meaning may not be obvious to those who are not a part of that culture hofstede(2001 10:8). Symbols are words, gestures, pictures and objects that hold a particular meaning only recognizable by people who share the same culture. The words in a language or jargon belong to this category, as do dress, hairstyles. New symbols are easily developed and old ones disappear (Hofstede, 2001). Heroes are persons, alive or dead, real or imaginary, who possess characteristics which are highly prized in a certain culture, and who serve as models for behavior (Hofstede, 2001). Rituals are collective activities, technically superfluous in reaching desired ends, but within a culture are considered as socially essential. Rituals are also ways of greeting and paying respects to others, together with social and religious ceremonies for example (Hofstede, 2001). Symbols, heroes, rituals are considered as practices. The core of culture is formed by values. Values are broad tendencies to prefer certain states of affairs over others. Values are feelings with an arrow on it: they have a plus and a minus side (Hofstede, 2001). They deal with evil vs. good, dirty vs. clean, ugly vs. beautiful, abnormal vs. normal, irrational vs. rational, etc (Hofstede, 2001). Values are one of the first things that children learn unconsciously and implicitly. Because they were acquired early, many values remain unconscious to those who hold them. as a result, they cannot be discussed nor can they be directly observed by outsiders , They can only be inferred from the way people act under various circumstances (Hofstede, 2001). Definition of corporate culture: The concepts of organizational culture and corporate culture can be debated to hold opposing views although the concepts often are used interchangeable in literature. A plethora of definitions of corporate culture exist in the organizational theory literature. Anthropologists have proposed at least 164 different definitions of culture (Howard, 1998). Although all the theorists believe in the importance of the culture in the organizational studies but Very little consensus exists with regard to a general theory (Sorensen, 2002). There is still no Generally agreed definition of the concept or dominant point of view itself but rather a richer mixture of ideas and approaches. The study of organizational culture indicate the way people are living and working together. Nahavandi and Malekzadeh (1998:80) state that culture is the beliefs and assumption shared by members of an organization. The term culture is often used as if companies do have only one culture, but in reality most companies do have more than one set of culture. Similarly, Krystek (1992) confirms that there are different cultures in different parts of an organization. Alike, Buono Bowditch (1989) assert that in most big companies, there is more than one unified corporate culture. In other words, the organizational culture affects practically all aspects of organizational life (Buono 2002; Cartwright Cooper, 1996). Barney(1986) define culture asa complex set of values, beliefs, assumptions, and symbols that define the way in which a firm conducts its business. Harrison and Stokes (1992) describe  «culture is to an organization what personality is to an individual. It is that distinctive constellation of beliefs, values, work styles and relationships that distinguish one organization from another. OReilly and Chatman (1996, p.166) define organizational culture as a set of norms and values that are widely shared and strongly held throughout the organization. Values define what is important and norms define appropriate attitudes and behaviors for organizational members. OReilly and Chatman (1996, p.160). Sadri and Lees (2001, p.853) states that the corporate culture originates from the fact that the individuals inside an organization have different ethnical or social backgrounds. Inside an organization they together build up norms and rules which results in a corporate culture. Schein (1988, p.9-10) emphasize that in a company where there are only one or a few individuals in the organization they create the organizational culture solitary on their own beliefs. In larger organizations the culture is heavily depending on the originator or the stronger people inside the organization, often people who have worked there for a long time or management. A quotation from Lee, Kim and Yu (2004, p.340) illustrate the corporate culture, a common expression used for describing a particular work practice inside an organization. The way we do things around here. The culture does not only consist of one assumption or one belief, the culture is constructed by all the common assumptions and beliefs which the members of the organization have. (Hatch, 1997, p.213 and Schein 1988, p.9-10) According to Edgar Schein(1992), a noted MIT Professor of Management, researcher and author in the area of organizational culture defines culture in his classic book: organizational culture and a leadership as a pattern of shared basic assumptions, invented or developed by a given group as it learns to cope with the problems of external adaption and internal integration, that has worked well enough to be considered valid and therefore is taught to new members of the group as the correct way to perceive, think and feel in relation to those problems. Furthermore, he define that cultures inside organizations consist of three different levels, assumptions, values and artifacts. According to (Hatch.1997, p.210) these three levels affect and describe the culture inside an organization: Artifacts The artifacts are the tangible things which the organizational members have constructed (Hatch, 1997, p.216). Artifacts are the visible elements in a culture. It is important to know that although the Artifacts are tangible and can be easily discerned but are hard to understand by people not part of the culture. They are at the outer limit of the culture and therefore easy to misinterpret, as they often are individuals reflections of the assumptions, they do not have to represent the core of the culture (Hatch, 1997, p.217 Schein, 1988, p.11). Artifacts can be dress codes, furniture Through a process of realization, artifacts take on the symbolic meaning of the organizations values, work climate, work processes, etc. Espoused values   Espoused values are the second level which affects the organizational culture, it consists of the social principles and goals set by members of the group. The values could be represented by the philosophies, democracy, tradition or other principles which the members endorse of or believe in. (Hatch, 1997, p.214 Schein 1988 p.9) Norms are a part of values, and these are the unwritten rules which exist in the organization. The norms express what is expected from the members and how they should behave in certain situations. The values are an extension from the assumptions, and make the culture more alive (Hatch, 1997, p.216 Schein 1988, p17) Assumptions   Schein (1988, p.9-10) claims that assumptions are the ground and core of the organizational culture, which could be seen as the beliefs inside an organization. The assumption represents the reality which the members inside the organization accept as true and what they perceive as important. This constructs the truth which permeates trough the organization .They are difficult to discern because they exist at a largely unconscious level. (Hatch, 1997, p.217) claims that the assumptions affect all the other levels. Members from the organization create values and artifacts which symbolizes the cultural core as they are based on the organizations assumptions. Smircich (1983) covers the same ground as Schein, but in five stages. Lees (2003) has adapted the theories from Schein and Smircich and conducted a model of culture that is especially relevant for mergers and acquisitions (see table 2-1). Following the viewing of the different definitions of corporate culture, we can sum up that corporate culture is a philosophy or norms that guide an organizations policy or the climate in which members of that organization act together and work together. Corporate culture in merger: Organizational culture is an important aspect in shaping individuals commitment, productivity, and longevity with the organization (OReilly, Chatman Caldwell, 1991). An organizations culture helps to shape and determine the manner of conduct by the members and the practices inside the organization that lead to success. it can be considered as a driver of workforce behavior. It has a significant impact on the way employee feel, think, act and make decision. In todays business world, corporate culture has a high influence and become an important issue in organization because its play a vital role in the success and achievement of goals that why it is important not to ignore or neglect it while planning and executing mergers and acquisition . The concept of corporate culture must be understood in order to allow managers to describe and understand any organization and keep staff company together to achieve its organizational goals and objectives. An effective corporate culture is a remarkable competitive advantage and the key to organizational effectiveness in MA. Organizations that strongly align their organizational culture to maintain their business strategies have a tendency to outperform those organizations whose strategy and culture are not aligned. The corporate culture is perceived when companies merge can be compared to what culture is to an organization what personality is to an individual. When two dissimilar organizational cultures are brought together typically the case in mergers and acquisitions we can expect only two outcomes: it will produce discomfort and end up with a cultural clash or both cultures will fit each other under the umbrella of one unifying culture. Strong culture Robbins, S. P., (1998) defined a strong culture is one that is internally consistent, is widely shared, and makes it clear what it expects and how it wishes people to behave. Kaufman, (2002) stated that a positive organizational culture reinforces the core beliefs and behaviors that a leader desires while weakening the values and actions the leader rejects. Peters and Waterman (1982) indicates that a negative culture becomes toxic, poisoning the life of the organization and hindering any future potential for growth Strong culture exist where employee react to incentive because of their alignment to organizational values. on the contrary, there is a Weak Culture where there is little alignment with organizational values and control must be exercised through extensive procedures and bureaucracy. Kilmann, Saxton, and Serpa, (1986) defined strong cultures as those where organization members place pressure on other members to adhere to norms. Byrne, (2002) indicates that a strong organizational culture will exert more influence on employees than a weak one. If the culture is strong and supports high ethical standards, it should have a very powerful and positive influence on employee behaviour. the corporate culture is divided into strong culture and weak culture. Strong culture takes place in organization where staff responds to stimulus because of their alignment to organizational values. Certainly, strong organizational cultures are those where the core values of the dominant culture are strongly believed by the great majority of organizational members. On the contrary, weak culture exists where there is little alignment with organizational values and where the control must be exercised through extensive procedures and bureaucracy. Strong cultures in which the key values are deeply held and widely shared have a greater influence on employees than the weak cultures. The more employees accept the organizations key values, the greater is their commitment to those values and the stronger the culture is. Strong culture vs weak culture Quantitative analysis has shown that firms with strong cultures outperform firms with weak cultures by facilitating coordination and control, emphasising common goals and increasing employees efforts (Kotter and Heskett, 1992; Gordon and DiTomaso, 1992). a strong culture enhances an organizations ability to execute its strategy (Tushman and OReilly, 1997). In an organization with strong culture, employees are more prepared to take responsibility and fulfill their mission within the organization with enthusiasm. Strong organizational culture serves to provide group members with a way of giving meaning to their daily lives, setting guidelines and rules for how to behave. ( Schein, 1991, p. 15. ) The types of corporate culture Four types of organizational culture were proposed by Harrison (1972) and used in Cartwright and Cooper (1992) work. The Understanding of an organizations culture permits to identify cultures and classify them by making comparative overview. The type of corporate culture classify organizations by a set of characteristics that describe how employee interact with each other ;what are incentive and rewarding system that motivated the workers to furnish their commitment and output in order to attain the underlined goals . Type 1: Power culture. It is characterized by the concentration of power in the hand of a single or small group of individuals (the president, the founder, a key of manager) .in this type of culture, Culture is autocratic and control is the key element and it is common in small entrepreneurial organizations or family tradition business. Reward systems are often inequitable as they are influenced by personal preferences. Employees are motivated by feelings and a sense of personal of loyalty towards their boss or owner because Power cultures tend to have inequitable compensation systems and other benefits based on favoritism and loyalty, as well as performance. Employee demonstrated their loyalty seeking the reward due to out a fear of punishment. Decisions are centralized around one key individual element and tend to be based on hunches and past successes as on logical way of thinking. Type 2: Role culture. Today this type of culture is common in almost organizations. Culture is highly autocratic and it is based on logic, rationality and search of effectiveness. There is an obvious division and specialization of Labor and the culture is results-oriented. The procedures and regulations are clearly defined. Organizations are split into various functions and each person within the function is giving a particular role that has to be executed. This type of culture tends to be inflexible and slow to change due to the high degree of formalization. This culture can be experienced by employees as impersonal and frustrating. Type 3: Task/achievement cultures. Emphasize on the accomplishment of the task and problem solving with success being judged on the achievement. The culture is team-oriented as individuals are gathered around and committed to work in teams for a specific task. The structure is active and flexible depending on the given task . Employees are flexible, creative, and highly autonomous. Employees are respected for their knowledge and valuable skills rather of their hierarchical seniority. People tend to be creative and the working environment is generally satisfying. Type 4: Person/support culture. It is characterized by egalitarianism. Person cultures are commonly found in charities or nonprofit organizations. Organizations with a person/support culture have minimal structure and decision making is carried out on a shared collective opinions. The managerial style is supportive and quick to respond to individual needs. Furthermore, information is shared collectively. Decision-making occurs after discussion of all involved members and with their consensus. Organizational versus National Culture   The purpose of this paper is to examine what is the difference between national and organizational culture and how they are related to each other? What is appropriate in one national setting is wholly offensive in another.   What is rational in one national setting is wholly irrational in another.   And, corporate culture never trumps national culture.  Dr. Geert Hofstede In this part, we focus an insight regarding the cultural aspect of mergers and Acquisitions and to identify the role and the differences between national cultures and corporate culture. Due to the globalization and international trade, many mergers and acquisitions are now crossborder, which imply to give a lot of attention to national cultures that differ from country to another. After an MA transaction, many acquired companies experience many cultural issues possibly because their employees do not like the acquiring companys way of doing thing. Lees (2003) claim that corporate culture is seen as a subculture of the national culture with visible points of distinctiveness and large parts of invisible similarities. Therefore, the organizational culture is divided into the organizational climate (as superficial part) and the national culture (the deep culture part). National culture can be noticed in human interactions and organizations, whereas corporate culture can be related to the environment of business organizations. The common values, customs, practices and behaviors of people groups differ widely between countries; therefore employees bring their cultural inheritance inside the company. All this components that exist outside the company, in the national culture, exist also inside the company as well. Additionally, in cross borders MA the culture of the company reveal peoples values and beliefs, which found its basis in the national culture. Organizations are small and tiny entity with a distinct structure including a set of basic norms, values and assumptions, which are reflected in a variety of patterns of actions by employee and subcultures of the wide national culture. There are different subcultures in one culture. According to Lees (2003), the best manner to make a difference between national and organizational culture is through sorting out organizational culture as subculture of national culture. Researchers often consider organizational culture as the micro context and national culture as the macro-context in which employees operate. In the same way, Hofstede et al. (1990) state that organizational cultures should be distinguished from national cultures; others assert that national culture must be consider along with corporate culture (Scott and Meyer, 1994; Sagiv and Schwartz, 2007; Dickson et al., 2000). The prevailing judgment in researches has been leaded by cross-national comparison based on the hypothesis that culture is principally equivalent to nation. The observations of Nancy Adler (1983 International Dimensions of Organizational Behavior) drive out the myth that organizational culture can Moderate or even erase the influence of national culture; a faith often found within large global corporations and concluded that national culture outweighs organizational culture.   (Lees, 2003:269) affirm: To really understand the organizational culture in a foreign target, acquirers first need to Understand the national culture . According Dr. Geert Hofstede, there are differences between national and organizational cultures. -The national culture is related to our deeply held values regarding and change slowly over the course of generations.    -in contrast, Organizational culture is comprised of broad guidelines which are rooted in organizational practices learned on the job.   The difference between national and organizational cultures is that the differences between national cultures are mainly found in the values of the different cultures, whereas differences between corporate cultures are mainly found in the practices between different companies. (Hofstede, 1991) Some authors as Hellriegel Slocum (1993), and Schein (1999) state that corporate culture is a system of shared values and beliefs that are common to the members of an organization. Hofstede (1997) argues that the core of organizational culture is not values, which he attributes to national culture, but shared perceptions of daily practices because an organization is not a nation. The main difference between organizational and national cultures is the role that manifestation of culture, presented in the onionà ¢Ã¢â€š ¬Ã… ¸ diagram as practices, play in each level (Hofstede, 1997) because Values are acquired early in the life, from family, school, surrounding environment. Practices are learned later, when already as an adult people start working (Hofstede, 1997). In the process of merger and acquisition, what is often disregarded and underestimate is that the differences between cultures may create managerial challenges for the new entity mingling employee from different cultures. For example in the merger, people from different cultural backgrounds and national cultures can be socialized into the culture of the merged company, and therefore follow the corporate culture, but if the corporate values are contradictory and counter the national cultural values, employees will be resisting the companys corporate culture. Since the corporate culture is argued to be deeply embedded in the organizations history and in the behaviour of the employees, corporate culture creates difficulties when implementing change in MA (Lees, 2003). Melewar and Wooldridge (2001) argue that corporate culture cannot be easily manipulated. Laurent (1986, in Weber et al., 1996), on the other hand, argues that it is possible to change artefacts and values and beliefs, but it is not possible to affect the underlying assumptions because they are derived from ones national culture. However, researchers have demonstrated that organizational and national cultures are different constructs with distinct contents and influences (e.g., Bartunek, 1984; Hofstede et al., 1990; Sackmann, 1992; Chatman and Jehn, 1994; Numic, 2008). (Hofstede et al., 1990) found evidence for this in a study conducted across 20 Danish and Dutch organisational units ,His research showed that organizational cultures differ mainly at the levels of symbols, heroes and rituals. This stream of literature recommends distinguishing between national culture and organizational culture. Finally, National culture can be seen as one of the most Influential factors that determine organizational phenomena. The company corporate culture reflects to a large extent the national culture of which the company is part (Schneider and Barsoux, 2003). Hence, The differences between corporate and national cultures can lead to cultural clashes . National culture: Merger and acquisition join two companies reflecting two different national cultures. Many differences can be established between national cultures because those cultures are shaped by common experiences, beliefs and organizations, national values and orientations In MA, national culture is more apparent to strangers because local people are not conscious of their own culture And employees are not willing to change their ways of doing things. Thats why its essential for the acquiring company to understand the national culture of its target because it will be helpful during the acquisition while the acquirer have to plan the integration as well as shaping the corporate culture together (Schneider and Barsoux, 2003). The culture of a nation where a company is set up influence many business variables For example differences in the organizational structure and coordination, career and reward system. People carry their cultures, ways of thinking and behaving, with them into the work place (Hofstede, 1997). The ways in which a firm typically deals with aspects of organizing its business activities vary significantly in different countries and these variations have been shown to be in direct association with national cultural distance between organizations in different countries (Hofstede, 1997). Kogut and Singh (1988) define national cultural distance as the degree to which cultural norms in one country are different from those in another country. A landmark in the research of national culture, and cultural differences, is Hofstedes (1980) work on comparative culture, where he conducted a field survey of over 116 000 IBM employees across 40 countries. Hofstedes theory on national cultures Hofstede (1980:21) defines culture as collective programming of the mind which distinguishes the members of one human group from another and proposes that cultural differences between nations can be described and differentiated along five dimensions. Hofstede (2001) created a model through a study in 50 countries, which depicts five dimensions of cultures. This model emphasizes power distance, uncertainty, avoidance, masculinity and individualism. (Salter, LewisValdes2004, Phatak et al 2005, GerhartFang 2005,ArdichviliKuchinke 2002) Power Distance The first dimension relates to the degree of equality/inequality between people in the society. Power distance is defined as the extent to which the less powerful members of institutions and organizations within a country expect and accept that power is distributed unequally (Hofstede, 2005, p46). Hofstede (1997) argues however, that Power and inequality are extremely fundamental facts of any society and anybody with some international experience will be aware that all societies are unequal, but some are more unequal than others. Some countries differ in the way it handles inequality. In the power distance index (PDI) a high score suggests that there is a large power distance between subordinates and bosses in organizations. A low score, on the other hand, indicates small power distance and that there is a limited dependence of subordinates on bosses (Hofstede, 1997).In lower power distance the superiors are more approachable while in higher power distance there is a emotional distance between subordinates an d bosses. Individualism versus Collectivism The second dimension focuses on the degree to which a society reinforces individual or collective achievement and interpersonal relationships. Individualism is in societies in which the ties between individuals are loose it refers to the extent to which everyone is expected to look after himself and his immediate family. Collectivism, is the degree to which individuals are integrated into groups refers to the group societies in which people from birth and onwards are integrated into strong, cohesive ingroups, which throughout peoples lifetime continue to protect the in exchange for unquestioned loyalty (Hofstede, 1997:51). As an example management in an individualistic society is the management of individuals. If incentives for example are given these should be linked to an individuals performance, not to the group as in a collectivistic society (Hofstede,1997). Masculinity-Femininity This dimension regards the degree of importance of relationships versus tasks(op citp.119). Hofstede (1997:82-83) argues that masculinity pertains to societies in which social gender roles are clearly distinct and femininity pertains to societies in which social gender roles overlap. In masculine societies, recognition, advancement and a challenging work are the factors Hofstede (1980) finds to be the most important. Whereas having a good working relationship with your superior, cooperation, employment security and to live in a desirable area are the most important factors for feminist societies (Hofstede, 1980). This dimension pertains to the degree societies reinforce, or do not reinforce, the traditional masculine work role model of male achievement, control, and power. A high Masculinity score indicates that a country experiences a higher degree of gender differentiation. In such cultures, males tend to dominate a significant portion of the society and power structure. A low Masculinity score means a society has a lower level of differentiation and inequity between genders. In these cultures, females are treated equally to males in all aspects of the society. Uncertainty Avoidance The fourth dimension Hofstede (1980) investigated concerns the tolerance of ambiguity in different societies. He refers to it as uncertainty avoidance which can be defined as the extent to which the members of a culture feel threatened by uncertain or unknown situations (Hofstede, 2005p.167). One of the key differences between weak and strong uncertainty avoidance is the establishments of law and rules, where cultures with weak uncertainty avoidance have few and general la

Charles De Galle Essay -- essays research papers

Charles de Gaulle was born in Lille, France, on Nov. 22, 1890, the son of a teacher of philosophy and literature at a Jesuit college. From early childhood he took an interest in reading. Fascinated by history, he formed an almost mystical formation of service to France. De Gaulle graduated from the Ecole Militaire of Saint-Cyr in 1912 and joined an infantry division. In World War I he was wounded and captured at Douaumont in the Battle of Verdun in March 1916. As a war prisoner, he wrote his first book, published in 1924 called La discorde chez l'ennemi. He served on Marshal Henri Philippe Petain’s staff then with the French army in the Rhineland, and later in Lebanon. On April 7, 1921 de Gaulle married Yvonne Vendroux and they had their first child, a son, on December 28. Their daughter, Elisabeth was born on May 15th 1924. In the 1930's de Gaulle wrote many books and articles on military subjects that showed how much of a good writer and thinker he was. In 1931 he published Le fil de l'epee or the The Edge of the Sword, an investigation of military and political leadership. He also published Vers l'armee de metier or later called The Army of the Future and La France et son armee or France and Her Army. He fought for the better uses of armored mobility and air power, because he felt it would provide better defenses than fixed fortifications such as the Maginot Line. His theories were refused by the military and by left-wing leaders.   Ã‚  Ã‚  Ã‚  Ã‚  At the out...

Treaty of Versailles

One of the most important documents ever, The Treaty of Versailles was proposed to be a peace settlement between the victorious Allies and the defeated Germans at the outcome of World War I. The document was a major disaster and did not serve any of the purposes it was drawn for. The harsh provisions of the treaty along with its unfair orders to Germany led to the worlds most horrific leader come to power and also set the platform for another war. The treaty became a worldwide example of history how greed and injustice can lead to disasters no one thought possible.World War I came to an end on November 11, 1918. Germany had surrendered and signed the Armistice agreement. The Allies were engaged in tailoring a peace settlement with a defeated Germany. In December of 1918, the Allied leaders met in The Allies hoped that writing a peace agreement would be a quick and easy process; however, once the process of writing the treaty started, the Allies found that they had much greater task a head. President Woodrow Wilson had his Fourteen Points and knew revenge was a bad idea, and he was right.However, France and Great Britain wanted Germany to pay for all the damages she caused and wanted to cripple her completely of her strengths. Germany was in financial ruins and had to cope with harsh changes at the same time. There were vast land grabs by France and Britain as they took over various colonies of Germany. Some territorial losses were: Alsace-Lorraine being returned to France, the Polish Corridor being taken by Prussia and Russia, the Saar Basin under League of Nations control for 15 years and turned the coal mines over to France, Danzig became a free city under the League.All of her colonies were distributed as mandates among the Allies. New countries were being formed and old countries were being destroyed, all to the arrangements and ease to the Allies. Germans leaders were especially angered because the land grabs and borders created by Britain and France separa ted many Germans from their homeland and forced to live under new countries being formed. Anschluss was also forbidden. One of the restrictions that really hit home to the Germans was the extreme limitation of Germany’s pride, its army.The German army was restricted to 100,000 men who had to serve for 12 years. Her navy and air force were also severely restricted in size, and the production of weapons, tanks, submarines and planes were forbidden and so was the German Naval fleet entirely surrendered to Great Britain. If such tough measures weren’t humiliating enough the Germans had to deal with another insult. Article 231: The War-Guilt Clause, Germany was compelled to accept responsibility for all the loss and damage caused by the war and to pay reparations for damages done to civilians which was said to be 6. Billion Pounds paid in gold. All these factors really put Germans back home a difficult change to cope with. The terms of treaty of Versailles such as reparatio ns, war guilt, disarmament, and loss of German territory made the Germans anger rise and their hatred towards against the allies. No peace can be made if all the leaders around the world make their decision in haste and greed. Instead on focusing on the wellbeing of all countries in the future with a much more comforting and modern manner, all the country leaders were simply there to gain more territories for themselves.The treaty was supposed to prevent another disastorous war from repeating itself, and ironically it was a platform for the next World War. A generous peace would have eased resentment in Germany, but was probably impossible, given public opinion of the citizens of France and England. The League of Nations was too weak to survive and handle all the countries bulldozing Germany with different factors from left, right, centre and above. First, the forced signature required of Germany, placing full blame for the war on her shoulders –made her the scapegoat of Euro pe which in reality was every countries fault.Second, the border drawing by the great powers France and Britain – creating new nations such as Czechoslovakia. Third, the newly arranged borders that left large German minorities under the rule of other ethnic groups. Fourth, the attempted total destruction of German military power which meant that opportunistic and expansionist countries would be able to take advantage of their weak neighbor. All these factors led to Hitler taking over Germany, preparing her for another war which would bring her back to her feet.In hindsight, World War II was almost inevitable given the terms of the Versailles treaty. Some would argue that it wasn't the direct cause, while others would say it was one of the most important factors. The restrictions imposed by the Versailles treaty created a social and economic depression in Germany, with widespread bitterness among its people. The allies placed a huge burden on Germany to pay for the cost of Wor ld War I that had just occured. This act alone essentially spelled doom for the Wiemar Republic and a peaceful Germany.The people of Germany felt the Treaty was an insult to their honour, and that they were not the only guilty player in the war. Also, by their leaders signing the Treaty and agreeing, they felt betrayed. They were desperate for hope. Germany needed a saviour to save herself from slipping further down the dark road she was headed for and got Hitler. He swept in and used his charisma to win an entire country and channel their thoughts and he did that by the opportunity the landed in his lap.If the treaty hadn’t been so heartless on Germany, they wouldn’t have needed a hero to save their country from slipping in situation no one would have imagined. Hitler rebeliously ignored the treaty's orders on every restriction Germany had. The remilitarization put the Germans back to work and oiled her economic wheels so she could start moving ahead and soon become t he strongest military power in the world. Suddenly there were jobs and apparent prosperity, and the German people could see a brighter future.This all helped sell the belief that the Nazis and their policies were righteous and that Hilter was a great leader. Adolf Hitler was one of those people. He gave the German people a reason for the problems Germany was facing in Jewish people, gypsies, and homosexuals (among many others). He created a whole nother realm of brutality with the jewish people, known as the Holocaust. Hitler seemed to present all the answers, and was eventually made High Chancellor and the first Fuhrer, creating totalitarianism in Germany.The Treaty of Versailles was a culmination of hostility and revenge and provided the perfect environment for Hitler to rise to power, and set the stage for a second World War. Germany’s punishment caused a train of events that led only up to disaster. The unfair and selfish land grabs and distrobution by Britain and France, the unimaginable amount of money to be paid by Germany and the refraining military orders just set a very bitter feel in the German air. This caused for the rise of Adolf Hitler who just brought more disaster and loss of innocent lives.Hitler also â€Å"fulfilled† his promises by creating a new World War which could have been entirely avoided if the Treaty of Versailles would have stuck to making peace, not deals. Evidence suggests that there was no single major cause for World War I but in effect there was several major events associated with its commencement. It is clear that the articles of the Treaty of Versailles, claiming sole German responsibility for causing World War I was unjust, it was a shared responsibility for the cause of the next World War.

Prohibition in Usa 1900-1930

Prohibition in USA in the 1900’s The prohibition was brought on by the strong temperance movement happening in America in the early 1900’s. These groups were devout Christians who vowed to be sober as they saw the affect alcohol had on families. But the members of this movement campaigned for everyone to give up alcohol. The arguments of the Temperance groups were so strong that they eventually convinced state governments to prohibit the sale and produce of alcohol in their state.Politicians backed this movement as it secured them votes in the rural areas, and by 1916, the sale and production of alcohol had been banned in 21 states. USA’s entry into the war strengthened this movement, as drinkers were being labelled as ‘Unpatriotic cowards’ for not entering into the war. The fact that Germany supplied most of the countries alcohol also helped the movement, as Germany was seen as the enemy. Despite the great efforts made by the government, the sale an d production if alcohol didn’t entirely cease.People all over the US started making their own alcohol, these were called ‘bootleggers’ People also set up illegal bars selling black market alcohol and providing entertainment, these were referred to as ‘Speakeasies’ and made a fortune. Over the 13 years that the prohibition lasted, over 37,000 illegal distilleries, or ‘stills’ were shut down, and nearly 23 million gallons of illegally produced or imported alcohol was seized. But even after all that it is said that only a fraction was discovered, although it is Impossible to know for certain.Temperance groups had been around for many years, but their quest for a dry country wasn’t prominent until the early 1900s. These groups were strong in rural areas of the US, but after America’s entry into the First World War in 1917, this movement was strengthened. America’s deep sense on patriotism previously weakened the temperan ce movement, as citizens were proud of who they were and all enjoyed a good drink. But when the war was over, and Germany was distinguished as the enemy, patriots were unwilling to support their economy by buying their alcohol, which greatly helped the movement as most of the US’ alcohol was supplied by Germany.With majority of the country on their side, the temperance movement grew stronger and by 1917 they had enough states on their side to propose the eighteenth amendment, which ‘prohibited the manufacture, sale or transportation or intoxicating liquors’ and in January of 1920 it became a law, known as the Volstead Act. The prohibition was not for everyone, and although a lot of Americans agreed with the movement, there were plenty who did not.People began to see there was potentially a lot of money in this, and began to set up illegal bars selling illegally made alcohol. A lot of these people were immigrants, who were poorly educated but also ruthless and cle ver. The government enforced the prohibition by implementing ‘prohibition agents’ who discovered and arrested offenders. But despite the work of these agents, who were poorly paid and had a large area to cover, it became apparent that it was practically impossible to effectively enforce prohibition in the cities.Many speakeasies thrived as bootleggers took advantage of the underpaid officers, and bribed them to keep quiet. Many people made a vast fortune through the movement, one of the most well-known being Al Capone, who made an estimated 2 billion dollars throughout the 13 years of prohibition. Al Capone was a well-known gang leader, and was renowned for his ruthlessness. His criminal activities were not exactly ‘quiet’ but it was virtually impossible to convict him as he had such a strong control over the police.In 1929 Capone and his gang dressed up as police and murdered 7 members of an opposing gang, which is now known as the ‘St. Valentineâ₠¬â„¢s day massacre’. It was at this point where it became apparent that things had gotten out of hand, and some say it was this event which essentially led to the end of the prohibition. At about the same time, there was a massive crash in the American stock market. People were losing jobs and the economy was crumbling. By this stage the police were corrupt, the country was lawless and the gangsters were rich and powerful.To make matter worse, by 1930 a great depression had set in and arguments were raised that if the ban on liquor was raised, it would create more jobs, the gangsters would have less power and less money, and it would open resources which were dispensed to the agents in charge of the unrealistic task of enforcing prohibition. These ideas were frowned upon by many, but the country was in need of change. In 1932, the democrat Franklin D Roosevelt was elected president, and by 1933 the eighteenth amendment was revoked.It was said by many that the prohibition was a complete failure, as from day one it was an immense struggle to enforce the law, and people continued to drink despite it, which resulted in huge profits for the people illegally producing and selling alcohol. Many people also think that the prohibition was a contributing factor to the great depression, and impacted the country in a negative way. American culture was greatly changed by the movement, as police became more corrupt than the offenders they were allegedly trying to imprison, and gangsters were controlling the cities which put the country into a state of constant fear.Crime and violence rates rose greatly, the government lost a lot of money from alcohol taxes and the country struggled to support itself without the income which alcohol used to provide. It wasn’t until the St Valentines Massacre that people realised how out of control the whole situation was, and it is referred to as a ‘turning point’ as it is thought that this event made the governmen t see that the prohibition was causing more trouble than it was fixing. In conclusion, the prohibition really did not achieve what it set out to do, stop people from drinking and create a more civilised country, in fact, it did quite the opposite.

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High school â€Å"back in the day Betty Joy Par's High school experiences Jack Schaefer Jack. [email  protected] Com Waterloo- After interviewing Betty Joy Parr about her high school experiences I learned many Interesting things. Currently Betty lives in Huston, Texas. Her husband of 53 years Larry Parr was her high school sweet heart. She Just had a birthday and was 74 on May 30th. After attending high school at Roy Miller High School in Corpus Christi, Texas from 1953 to 1958.After graduating with at class of 475 students she went on to work and noir collage as she helped her husband trough collage as she explained, â€Å"There wasn't money for college so I got a job at a Savings and Loan as a Teller. I put my husband thru college In Arlington, Texas. † As she continued about some major things In history that she could remember she said, â€Å"In Dallas witch Is near where we were living at the time Kennedy was assassinated. Everyone was in shock at the bank where I work ed. † She spoke about some of her favorite high school memories of high school.I asked ere what her favorite things were to do or be in was she said, â€Å"being in the Band and football games. I was a twirler or majorette in the band. † As we talked I asked what her favorite subject was she told me keyboarding. She said, â€Å"Our School had Just gotten five new electric typewriters and we each got a chance to use them. † She told to me that she was involved in many things other then just school. She was also involved in yearbook and student counsel as security also expressing that there was other groups that were at school.She said, â€Å"drama team and Y-teens were offered along with the sports of Football, basketball, tennis, track, baseball. † Betty shared that her two best friends are still close with her. She stated, â€Å"Marlene Price and Betty Jane Sorrel were my best friends. Marlene lives In corpus Christi, Texas and Betty Jane lives here In H ouston. She also said that she soul gets together with 12 other friends from high school. As I went on to ask more about how high school was like I asked what the had to wear she responded, â€Å"We would wear neck scarf and sweaters with skirts, lots of ethicists to make them stand out. She also said they has to wear something different at gym time. As I started to learn more about was a normal say was Like I wondered about the teachers she said, â€Å"We thought they were old but we had respect for them. We knew they were there to teach us and that we better listen. She said she never got in real trouble knowing that there would be a bad consequence. I also was Curious about how relationships were back then. She said, didn't date until your sophomore year. † She said for there first date that it would be to the ivies and then it would be a double date.She told me that a typical Friday night was going to the movies or the popular hang out place Mac's Drive Inn or some type As I had learned so much from her I asked about her overall experiences she said, muff don't feel old, you feel the same inside yourself but when you look in the mirror you see you have aged. † I had to laugh a little bit when I hear this. I think that it is interesting and fun to learn about how what I am courtly going trough 60 years latter really has not changes that much.

Consider the means by which history is portrayed in the German film Essay

Consider the means by which history is portrayed in the German film The Counterfeiters(2007). How does the film contribute to - Essay Example The authenticity of the events as they have occurred in real life transports the audience to see what people had been subjected to during those dark times. â€Å"Die Falscher â€Å"or â€Å"The Counterfeiters† takes on a new light in the development of the historical construct that was the Nazi concentration camps by introducing divergent characters who are as real as they could possibly be. The reality of human nature as one faces moral problems is an inherent quality that we cannot escape, particularly if we are faced with choices under abnormal circumstances. â€Å"The Counterfeiters† brings a new perspective on the people that seem inconsequential but make the ultimate difference and how their choices bring about the consequences that may reasonably alter the course of history. Consequently, flooding the market with counterfeited bills of the enemy is a viable plot to sway the war, but this intangible notion of a mere possibility in the eyes of prison workers is s econdary to the threat of imminent death. The film presents us inadvertently with an alternate scenario where the dollar was forged earlier and the Nazis could have stood a better chance of winning the entire war. â€Å"The Counterfeiters† shows us that the infamous concentration camps of World War II, just as fundamentally as history itself, are made up of people, people and their choices. As the introduction of Eleanor Roosevelt to the renowned book â€Å"Anne Frank: The Diary of a Young Girl† so eloquently puts it, â€Å"living in constant fear and isolation, imprisoned not only by the terrible outward circumstances of war but inwardly by themselves, made me intimately and shockingly aware of war's greatest evil--the degradation of the human spirit.† Though Anne Frank and the people in â€Å"The Counterfeiters† may have had different experiences, the fear and mortification runs parallel between them. The men chosen for ‘Operation Bernhand were ha ndpicked because of their previous professions vital to the operations of a large-scale currency counterfeiting scheme confidential even to other high ranking SS officials. Central to the entire process is Salomon ‘Sally’ Sorowitsch, a world class counterfeiter living the high life in Berlin before he was caught by the Sturmbannfuhrer Friedrich Herzog. â€Å"Like most films about the Holocaust it is a survivor’s tale, and its protagonist, at least at first, seems long on guile and short on scruple† (Scott par.1). The triangle in his uniform represents the tag of a habitual criminal separating him from the other prisoners. Displaying his skills in cunning, Sally finds himself comfortable in the Mauthausen concentration camp by capitalizing on his artistic skills and painting for the Nazi officers. His transfer to the Sachsenhausen camp reunited him with Herzog who privies him to his new role in the forging of the British pound and then onwards to the Americ an dollar. The pivotal dynamics of the story revolves around the struggle between the ideals of two men between Sally Sorowitsch and Adolf Burger. The two represent diverging ethos each with its own viable merit. The film is essentially a story of survival under dire circumstances and how a tactical plan by the Nazis could bring the war to an end. This is framed in the characters of the story and how the human ethical dilemma of choosing between one’

The problems with forensic procedure that are arising with the DVI Dissertation

The problems with forensic procedure that are arising with the DVI manual in mass graves during interrnaional disaster in the v - Dissertation Example The proposed study has the main objective of finding out whether conducting the job of identification of victim of natural or manmade disasters on foreign soil in accordance with DVI manual are helpful. In other words to say, the proposed to will try to examine whether the protocol of DVI proposed by Interpol is a perfect answer to victim identification in case of disasters of international nature. For the purpose of the study, the proposed research has a goal of focusing on a various problems and challenges that forensic experts face at the time of victim identification. It would really be interesting to find out whether the problems can be attributable to DVI protocol. In other words to say, it would really interesting to find out whether DVI protocol actually helps forensic experts in their process of victim identification or makes the process more challenging. If it is found that DVI protocol is actually helpful to the forensic experts in the process of victim identification, the n it can be said that DVI protocol is a perfect answer to identification of victims of disasters. The proposed research will take into account a natural as well as a man-made disaster. For examining the efficiency of DVI in victim identification in case of a natural disaster identification work in Thailand in post-tsunami phase will be considered, while for man-made disaster, identification work during war of former Yugoslavia in 1991 will be taken in account. Having these overall research objectives for the study, the specific research aims for the proposed study can be as follows: To evaluate the efficiency of DVI guidelines in conducting successful and effective identification of victims of Tsunami in Thailand. To examine whether DVI manual was actually helpful or an obstacle in conducting the job of victim identification effectively in case of former Yugoslavia war that killed innumerable people. How the shortcomings of DVI, is any, in conducting identification of victims can be resolved? Outline and Organization of Topic Brief overview of the field: Interpol has proposed guidelines in the DVI manual for use by the member nations of Interpol Member in case of identifying victims of any disaster. This DVI guide is extremely useful for those member countries of Interpol that do not possess their own team for identification of victim in disasters or no not have any prior experience in confronting such huge and complicated operational situation by setting up a DVI team and making it functional. It offers vital supplemental information as well to those member countries which have built their own DVI teams. (INTERPOL, 2009) The most essential prerequisite in case of victim identification effort is the implementation of global standards that could serve as some common basis for the activities in case of DVI operations with multinational character. (INTERPOL, 2009) All measures of victim identifications are generally structured in such a way that they can produce results in the form of accurate positive victim identification. In case of victim identification in international disasters, the victim identification standard employed must be of the highest quality. Besides, it is extremely vital to offer proper respond to the need of relatives need within the shortest possible time. Victims are required to be handled with dignity and proper reverence. DVI teams generally conduct their activities in an