Globalisation Has Made The Modern Nation State Irrelevant Essay Example

Globalisation Has Made The Modern Nation State Irrelevant Paper Globalisation challenges the state centred set of theories that assume that the nation state is the most powerful organisation in society, and can therefore be used to challenge the idea that there is a single ruling elite because there is no power in society to force the state in a particular direction. A state is a central authority exercising legitimate control over a given territory and which can use political violence against either its own citizens or other states to enforce that control. A nation state is constantly under scrutiny because it has not yet been defined but sociologists are still happy to use the term nation state. However, most sociologists agree that the term nation state refers to any country that can make its own laws, operate its own economy and maintain economic power within its own territory. Nation states also wish to determine their own foreign policy, having their on defence and military capabilities. James Fulcher defines globalisation as the growing integration between of people across the world. There are four main forms that globalisation takes; global communication, global interdependence, global awareness and global organisation. Global communication is used to express the increasing speed of which information, goods and people can be moved around the world, however, it is the capacity of forms of information that can be communicated that has really changed. Global interdependence shows that as different parts of the world are become interlinked, they become more interdependent. This interdependence takes two main forms economic and ecological. We will write a custom essay sample on Globalisation Has Made The Modern Nation State Irrelevant specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Globalisation Has Made The Modern Nation State Irrelevant specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Globalisation Has Made The Modern Nation State Irrelevant specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Many poor countries are becoming increasingly dependent on tourists from rich ones, for example, workers in the Caribbean process data for the United States and Europe. This is closely linked to financial dependency because Capitalism is a global issue and every country is dependent on the flow of capital. Ecological interdependence is more complicated as it is and unintended consequence of technical and economic development. Environmental issues effect the whole world, deforestation in one country may not directly affect it but could affect another country. Global warming is mainly due to carbon dioxide emissions from rich countries like the United States but in the end it will be low-lying countries that will suffer when they loose land not the United States. Global awareness is the sense that we all live in one earth, this has been driven by economic and ecological interdependence. Robertson (1992) claims people increasingly see themselves not as members of a community or a nation but as members of humanity, of a single threatened species. This awareness that we live in a global village is supported by global communications because it is bringing people closer together. Global organisations like McDonalds, Ford and Greenpeace are present all over the world and it is not yet clear how big a corporation must be for it to be global. Giddens (1985) supports the idea that nation states can no longer control their own economies and argues that political decisions are no longer taken by the state or governments but that decisions are made through global networks of information exchange, the world capitalist economy and world military order. David Held (1992) follows a Marxist perspective and argues that international bodies like the World Bank reduce the power of the nation states. Massey (1999) argues that multinational corporations have created the myth of globalisation in an attempt to legitimatise economic and social policies that serve in their interests rather than the countrys in which policies originate. International organisations are often thought of as supranational that transfer authority from nation states to international bodies above the nation. They do subject the nation state to some external regulation but this is negotiated by nation state representatives and operates through nation states. The UN is handed power by the supranational corporations and may only use this power when another nation states security is threatened. The UN accepts the sovereignty of the nation states; however, they are dependent on nation states when the military becomes involved. International organisations are composed of nation states, whereas transnational organisations operate outside the nation states, the key feature of a transnational corporation is the movement of money, information, ideas, and people across national boarders. The movement of money seriously limits government policies because money can go anywhere if government policies threaten profits or weaken a currency. Gould (1993) argues that there has been a Japanisation of welfare as European countries cut back on welfare states expenditure in order to compete with Japan, where welfare expenditure is much lower. This transnational migration of labour shows the widening gap between rich and poor countries, meaning that ethnic, cultural and religious diversity is created in the nation states. Naomi Klein argues that women and children living in third world countries and working in free trade zones are extremely exploited and are allowed to be paid less than the real cost of living. Large supranational corporations can turn over more money in one week than some nation states do in a year. For example, the American giant corporation, Wal-Mart, the parent company of ASDA has a weekly turnover of i 4 billion. For a Marxist, globalisation is an extension of capitalism and how capitalism has been promoted throughout the world. They would therefore agree that the nation state has become irrelevant because multinational corporations grow with capitalism and are taking over in every aspect of human life; culture, religion, ethnicity, gender, age and class. Marxists understand that world trade is important and that the division of labour can help every country to grow faster however; the division of labour is established under capitalism and therefore the division of labour is imposed upon the less developed countries. Marx and Engles claim in the Communist Manifesto The bourgeoisie has through its exploitation of the world market given a cosmopolitan character to production and consumption in every country All old-established national industries have been destroyed or are daily being destroyed. In conclusion, we now live in a multi level society that has a global level of organisation but also regional and national levels. Global international agencies reinforce the nation state; global movements only challenge the authority of the nation state and although nation states are loosing some of their autonomy and sovereignty, but that this has been lost because countrys are becoming more regionalised. Castells (1997) argues that subnationalisms and communal resistance by ethnic and religious groups have forced the nation state to decentralise authority and decision making to meet their demands.

The History and Legacy of the Free Soil Party

The History and Legacy of the Free Soil Party The Free Soil Party was an American political party that only survived through two presidential elections, in 1848 and 1852. Essentially a single issue reform party dedicated to stopping the spread of slavery to new states and territories in the West, it attracted a very dedicated following. But the party was perhaps doomed to have a fairly short life simply because it could not generate enough widespread support to grow into a permanent party. The most significant  impact of the Free Soil Party was that its unlikely presidential candidate in 1848, former president Martin Van Buren,  helped tilt the election. Van Buren attracted votes that otherwise would have gone to the Whig and Democratic candidates, and his campaign, especially in his home state of New York, had enough impact to change the outcome of the national race. Despite the party’s lack of longevity, the principles of the â€Å"Free Soilers† outlived the party itself. Those who had participated in the Free Soil party  were later involved in the founding and rise of the new Republican Party in the 1850s. Origins of the Free Soil Party The heated controversy prompted by the Wilmot Proviso in 1846 set the stage for the Free Soil Party to quickly organize and participate in presidential politics two years later. The brief amendment to a congressional spending bill related to the Mexican War would have prohibited slavery in any territory acquired by the United States from Mexico. Though the restriction never actually became law, the passage of it by the House of Representatives led to a firestorm. Southerners were enraged by what they considered an attack on their way of life. The influential senator from South Carolina, John C. Calhoun, responded by introducing a series of resolutions in the U.S. Senate stating the position of the South: that slaves were property, and the federal government could not dictate where or when citizens of the nation could take their property. In the North, the issue of whether slavery could spread westward split both major political parties, the Democrats, and the Whigs. In fact, the Whigs were said to have split into two factions, the â€Å"Conscience Whigs† who were anti-slavery, and the â€Å"Cotton Whigs,† who were not opposed to slavery. Free Soil Campaigns and Candidates With the slavery issued very much on the public mind, the issue moved into the realm of presidential politics when President James K. Polk chose not to run for a second term in 1848. The presidential field would be wide open, and the battle over whether slavery would spread westward seemed like it would be a deciding issue. The Free Soil party came about when the Democratic Party in New York State fractured when the state convention in 1847 would not endorse the Wilmot Proviso. Anti-slavery Democrats, who were termed â€Å"Barnburners,† teamed up with â€Å"Conscience Whigs† and members of the pro-abolitionist Liberty Party. In the complicated politics of New York State, the Barnburners were in a fierce battle with another faction of the Democratic Party, the Hunkers. The dispute between Barnburners and Hunkers led to a split in the Democratic Party. The anti-slavery Democrats in New York flocked to the newly created Free Soil Party and set the stage for the 1848 presidential election. The new party held conventions in two cities in New York State, Utica, and Buffalo, and adopted the slogan â€Å"Free Soil, Free Speech, Free Labor, and Free Men.† The party’s nominee for president was an unlikely choice, a former president, Martin Van Buren. His running mate was Charles Francis Adams, editor, author, and grandson of John Adams and son of John Quincy Adams. That year the Democratic Party nominated Lewis Cass of Michigan, who advocated a policy of â€Å"popular sovereignty,† in which settlers in new territories would decide by vote whether to allow slavery. The Whigs nominated Zachary Taylor, who had just become a national hero based on his service in the Mexican War. Taylor avoided the issues, saying little at all. In the general election in November 1848, the Free Soil Party received about 300,000 votes. And it was believed they took enough votes away from Cass, especially in the critical state of New York, to swing the election to Taylor. The Legacy of the Free Soil Party The Compromise of 1850 was assumed, for a time, to have settled the issue of slavery. And thus the Free Soil Party faded away. The party nominated a candidate for president in 1852, John P. Hale, a senator from New Hampshire. But Hale only received about 150,000 votes nationwide and the Free Soil Party was not a factor in the election. When the Kansas-Nebraska Act, and outbreaks of violence in Kansas, reignited the issue of slavery, many supporters of the Free Soil Party helped found the Republican Party in 1854 and 1855. The new Republican Party nominated John C. Frà ©mont for president in 1856, and adapted the old Free Soil slogan as â€Å"Free Soil, Free Speech, Free Men, and Frà ©mont.†

A research paper on the summary and analysis of a website made about Essay

A research paper on the summary and analysis of a website made about alumni athletes and where they are now. You will also have - Essay Example Since a Podcast comprises of a series of digital media files, which could be in the form of audio as well as video, released in a sequential format (episode-wise) and thus downloaded via the web syndication mechanisms. It is often represented as webcast in certain instances. On the whole, the website was done in a separate fashion, where we decided to set up the wordpress page through a dedicated account. As it was very hard for the group members to get in communication with one another and that too in the physical sense of the word, the only mode of communication that was possible remained in the form of Skype or through exchange of e-mails. The URL for this website is http://bryantalumniathletes.wordpress.com/ Brendan, a member of the team designed the wordpress website while I was instrumental at writing the ‘About us’ and the Bryant Alumni Achievements sections for the Bryant Alumni Athletes website. I also undertook measures to upload the interview of Yohan Sachdev, which will be done soon. As regards to working with Podcast is related, I believe that it is much easier as compared to direct download, or even streamed webcasting. The audio and video files remain available on the distributor’s server in the form of a web feed where the listener or user makes use of the client application software (the podcatcher) which gets the access to this web feed. Therefore this medium can work hand in hand with how audio and video files are put up on the server and later retrieved through this server itself. The thing that lacks within Podcasting is that it lacks the proper incorporation of the new and emerging technologies which are being introduced every now and then. We had to face a good amount of communication challenges during our research and putting together of the website was concerned. We were hard done by at asking the university alumni athletes to come together at a single platform as they lived and worked far off. We also tried our leve ls best to call them through Skype but the problem was that we could not record calls made on Skype. The potential of Podcasting is immense because it delivers the Internet content in a real time media transmission format. However, this has been upgraded with the passage of time in a netcast fashion. This is so done because the word Podcast must not get diluted with the advent of the iPod in this day and age. Without a doubt, the potential that Podcasts offer is immense and it should be cashed upon websites like ours. The need for Podcasts is rampant because it helps similar websites likes ours to maintain audio and video streams so that these could be retrieved at a later date. The need is also there because phonecasting has come of age and so has the dictum of community Podcasts. This has brought a lot of success for the people who are behind coining the same technological manifestations. Podcasts are coming of age now and hence their need is being ascertained more and more with t he passage of time. This has made the people realize of the immense significance that Podcasts do have over the other media forms which are being propagated across the Internet and on varied forms of the media. The value addition of Podcasts is that they can get attached to any website and not just our own wordpress website. Also the links are there for sharing across a number of platforms in an easy way. I am of the opinion that Podcasts bring in value and real time media t

English Essay Example | Topics and Well Written Essays - 1000 words

English - Essay Example He wants to find his father, and thinks that a black American soldier is his father, and so he goes to find him. The soldier give him gifts and bring him back to the nuns. The real point of this story, however, is to tell two stories at the same time. The first and simplest story is the search of the boy Joe for his father. The much bigger story is the problem that all human beings have: they need to figure out their own place in the world. The time and the place of the story are explained at the beginning. There is a clue to the universal nature of the themes in the first line when the children are called â€Å"eighty one small sparks of human life.† (line 1) This description emphasizes how important each child is, even though they have been abandoned by their parents. The war has meant that these children are separated from all that they knew, and some of the local German people look at them and wonder what nationality they have. The nuns do not care what nationality the chi ldren have, and just see them as children needing care. There is one child who is given a special name, â€Å"the Brown Bomber† which is the name of a famous black American boxer. This is quite amusing for the people watching but it is not funny for the boy. Actually he has no name. The nuns call him Karl Heinz, which is a very Germanic name. The people watching call him Joe, after Joe Louis, which is an American name, but the boy does not speak English and does not understand that the name belongs to a boxer. It is only when he sees the black soldiers that he realizes there are more people like him: â€Å"I ran away from the orphanage because I belong with you.† (line 193) The sergeant realizes that it is not so simpler and points out that it is not a joke, because the boy is all alone in the world. The setting in Germany is very interesting because the Nazis were very fond of blue eyes and blond hair, thinking that these were signs of a super race. Joe has blue eyes, and he has black skin, and so he holds in his nature two opposite things. He is only six years old (line 30) and it is very sad that he does not know what his real name is, or who his parents are. He learns the truth from one of the older children who tells him that his mother was German and his father was an American soldier. The author does not mention that this was seen as a very shameful thing by the Germans, but the reader can guess this from the nun’s reaction. She explains that no one knows who his parents are, and reassures him, saying that he is a good boy and so they must be good people. The young boy Joe does not even know what an American is, or where that place is, and he has no idea about the ocean. This is a very sad part of the story because he is absolutely lost and abandoned with no idea about his own origins. Children often see the world more accurately than adults, and the story shows that he understands only that he must find out where his own people are . People tease him and say his father is in the woods, but he does not understand the joke and thinks they are being serious. On a deeper level, the story is saying that the American soldiers are, in a way, the father of this lonely little boy. His attachment to one particular man is a symbolic attachment to his ethnic origin, and also to the country of his father. The chocolate that the black soldiers give him is something he has never seen before, and it, too, is a symbol of the good things

Heartsaver EAD Personal Statement Example | Topics and Well Written Essays - 750 words

Heartsaver EAD - Personal Statement Example My goals in taking this training were to learn basic lifesaving skills. These included CPR techniques for both adults and children, using barrier devices to conduct CPR, and how to stop someone from choking. I also wished to learn the signs of severe medical emergencies such as cardiac arrest, choking, heart attack, and stroke. I also wanted to learn about the Heartsaver AED, which is also known as an automated external defibrillator. I learned that it delivers a shock to the heart and can save the life of someone who is suffering from a heart attack, as well as learning how to use it. I wanted to be fully prepared to use the device in case I am ever in a situation where someone's life around me depends on it. Also, I wanted to polish my CPR skills. Learning these things was, to me, a way to show my community that I care about their safety and health and want to do my part to help protect it. It is difficult to pick a principle or two that stands out from the others, because they are all equally important to me. It does not matter if a person is having a heart attack or if they are choking: they still need someone fully trained to step in and save their life. I liked this course since I found that it taught me first aid on the four major life-threatening emergencies. References Heartsaver AED. (2008). American Heart Association. Retrieved February 18, 2008, from

Literature Review On Multinational Corporations Management Essay

Literature Review On Multinational Corporations Management Essay Globalization is everywhere. It is the process of increased interdependence between nations (Carbaugh, 2009). Globalization is driven by technological change and the liberalization of trade and opening up of the markets. Globalization has given rise to multinational companies. Multinational corporations or companies (MNCs) are massive companies having business in several countries around the world. The growth of MNCs has been very rapid in the recent years and they are even proliferating into the developing nations where there is tremendous scope for business. These corporations usually transfer their knowledge and business practices like finance and human resource (HR) to their subsidiaries in other nations and try to maintain coordination. Various methods are used to ensure this transfer. The transfer of HR practices is very important to maintain some sort of synchronization between the head quarters of the MNC and their subsidiaries. Though HRM was not considered of great value in the past, now it is considered to be one of the most important components of a successful organization as human beings are considered to be assets to the organizations and their retention and satisfaction is of key importance. MNCs usually adopt HR strategies that match the industrial requirements of the host companies and at the same time transfer some of the parent country practices to the subsidiaries. Human resource management as such refers to a rational and strategic approach to managing people who work in an organization to achieve the goal of the organization collectively (Armstrong, 2003). The successful diffusion of HRM practices across subsidiaries by the MNCs either makes or breaks them. They strive to strike a balance between home country and host country practices by prioritising what needs to be adopted from each. To a large extend they try to converge their best practices so that coordination and management is easy. They also try to integrate the practices of host countries so that there is acceptance in those countries, but the degree of this integration varies from one MNC to another. LITERATURE REVIEW 1. Multinational Corporations Multinational corporations or MNCs are known by different names transnational companies, multinational enterprises, global corporations or international corporations. The origin of MNCs could be traced back to the 1860s, but it was only after the Second World War that the world has seen such a rapid growth in their numbers (Cherunilam, 2006). The British East India Company and Royal Africa Company are examples of some earlier MNCs. The ILO defines MNC as a company having head quarters in the home country and operations in several other countries. These companies think globally but act locally. The main reason why firms chose to go global could be attributed to the uneven distribution of factor endowments and failures in the market. MNCs generate almost 50% of the globes industrial output and about 67% of the world trade (Gooderham Nordhaug, 2003). Now a days MNCs are present in all parts of the world but the bulk of them belong to the triad nations of USA, European Union and Japan. Some of the points to consider for a company to be called an MNC are as given below (Saleem, 2006). Operates in many countries. The level of economic progress in these countries may differ. Around 50% of its net profits come from the operations in foreign countries. Usually has a central management with local subsidies being managed by locals. Encourages collective transfer of resources and knowledge across continents. Has a huge resource base and ability to expand. a) Types of MNCs Caves, in his book Multinational Enterprise and Economic Analysis, divides MNCs broadly into three groups (Caves, 1996). Horizontally integrated companies are those which sell the same kind of goods across nations, for example, soft drink companies, confectioneries etc. In the case of vertically integrated enterprises, the output in some of their plants in one country serves as input in some of their plants in other countries. The reason for the dispersal of the units could be attributed to the geographical reasons. An industry known for its vertical integration is the oil industry where the crude oil is dug in one location and its processing done in another location. The third and last group described are MNCs that show no evidence of either vertical or horizontal integration (Caves, 1996). The companies belonging to the third group concentrate on spreading business risk, especially systemic risks. Systemic risk refers to the risk of collapse of an entire market or industry. MNCs can be further classified as financial controllers and integrated international companies (Tempel, 2001). Financial controllers are companies where there is very strong control of the subsidiaries by the head quarters and there is also a great degree of dependence on the parent country by the subsidiaries for resources. The integrated international company also has a high degree of authority over its subsidiaries and also there is a high degree of resource dependence. The factor that distinguishes the financial controllers from the integrated companies is that there is a certain degree of independence when it comes to resource. b) Foreign Direct Investment It is seen that the more the foreign direct investment (FDI), the bigger the population of MNC subsidiaries in that country. FDI refers to the long term investment of one country in another. FDI inflows in to the developing countries have been on the rise since the 1990s (Patterson et al, 2004). Due to this the number of MNCs cropping up in the developing countries is also on the increase. c) Knowledge Transfer One major feature of MNCs is the transfer of knowledge and practices across the world from the parent country to the host countries and vice versa. The transfer of knowledge comprise of technology transfer, transfer of managerial and technical knowhow and various skills. This knowledge being transferred could be implicit or explicit knowledge. Implicit or tacit knowledge consist of mainly personal experiences, attitudes and skills that are specific to a person and hence difficult to formulize; explicit knowledge on the other hand can be easily quantified into scientific data, formulas, procedures and is not people specific (Tayeb, 2005). Explicit knowledge can be easily transferred while tacit knowledge is more difficult. Transfer of explicit knowledge takes place by the transfer of machinery and equipment, installation of software, licensing and so on. HRM goes a long way in helping the transfer of knowledge across nations, especially implicit knowledge. HRM practices like training, motivation, vision sharing and inter-unit transfer of employees, all help in the creation, maintenance and transfer of implicit knowledge with in the different units of the MNC (Tayeb, 2005). MNCs need both tacit and explicit knowledge for gaining competitive advantage. In fact knowledge transfer between the head quarters and subs form the basis for relationship building for the MNC (Koohang, Harman and Britz, 2008). 2. 50 Global MNCs The Fortune magazine comes out with a list called Fortune Global 500 companies where they rate companies based on their on various revenues and profit. This list is considered to be the list when it comes to the best and most powerful companies in the world and making the list is a great honour. This year Wal Mart stands number 1 in the list. The list also consist of classification of companies based on various factors like sales, revenues, fastest growth rate, employment rate, and so on. Given below is the list of the top 50 companies from the list (Fortune, 2010). The list consist of a mix of international and multinational companies belonging to many industries ranging from retailers, finance, oil, automobile and IT to mention a few. They are also distributed in several countries. Rank2.jpg Source : Fortune Magazine, 26th July, 2010, http://money.cnn.com/magazines/fortune/global500/2010/full_list/. 3. The Automotive MNCs Around the world the insurgence of vehicles made in foreign countries can be witnessed. The automotive industry is a prime example of MNCs developing cross border networks and alliances (Blanpain, 2008). The automobile industry started getting international status after the Second World War, when companies like Ford and General Motors started selling vehicles in the European markets. In the 1970s Japanese companies started penetrating the US markets with their cars and in the 1980s European countries started selling its automobiles in other continents. By the 1990s the automotive industry was totally thrown open with not only sales in foreign countries, but also production of parts and vehicles expanding to alien countries. This created the need to develop strategies to ensure coordination and control over the subsidiaries by the parent companies. Some famous automotive MNCs are Toyota Motor Company, Ford Motor Company, General Motors, Volkswagen and Hyundai to mention a few. The Int ernational Organization of Motor Vehicle Manufacturers (OICA) comes out with a statistics on motor vehicles production both manufacturer and country wise. Both statistics are given below. The below data gives an idea of the 2009 production of automobiles by top companies including some which figure in the Fortune Global 500 as well as country wise distribution of the same. tables and charts-001.jpg Source: OICA, (2009), http://oica.net/category/production-statistics/ ranking-2009-001.jpg Source: OICA (2009), http://oica.net/wp-content/uploads/ranking-2009.pdf 4. Human Resource Management Human resource management can be defined as designing management systems to ensure that human talent is used effectively and efficiently to achieve organizational goals (Mathis and Jackson, 2008, p 4). From the above definition the following aims could be inferred about HRM as pointed out by Armstrong in his book A Handbook of Human Resource Management Practice. Organizational effectiveness is one of the goals of HRM strategies. This could be done by developing proper and well laid out policies in various arenas like talent management, knowledge transfer and management and work place management (Armstrong, 2006). Management of human capital is another goal. Human beings are now considered to be one of the most vital assets to any company and managing them is of utmost importance. Their attraction, retention, nurturing and motivation are taken care of my HRM. HRM supports and facilitates knowledge management and transfer between the head quarters and subsidiaries. One very important aspect of HRM is reward management. The attraction and retention of employees is possible only if they are rewarded appropriately. HRM also aims at maintaining good and healthy relationship among the employees and also with the trade unions. Another aim of HRM is to meet the diverse needs of the stakeholders of the company by implementing policies that balance all their needs. The last and final aim of HRM as mentioned by Armstrong is slightly over reaching, yet something HRM aspires to do. This is to bridge the gap between ambitions and actual operations. It strives to ensure that the aspirations are translated into doable action plan. In the case of most MNCs HR practices are transferred across borders for want of competitive advantage and the use of competencies that are unique to the parent firm. However there are cases of the transfer of practices from subsidiary to the parent firm or between two subsidiaries. 5. Models for Implementing HR Practices across Border Various models exist when it comes to transferring HR practices across nations. These models are based on the whether the host or home country practices are adopted or a mixture of both. a) Convergence and Divergence Models of HR Practices MNCs decide to either converge or diverge when it comes to HR practices. Convergence refers to the diffusion of the preferred practices of the parent company to the subsidiaries. Divergence is the adoption of the local human resource practices and labour relations common to the host nation (Cooke, 2003). There are basically four main arguments supporting convergence of best practices (Sparrow et al, 2004). These hold true when it comes to HRM as well. Power of Markets: This argument basically says that at present US management practices are considered to be the best practices around the world and the market forces are such that those MNCs that do not follow those practices are at a disadvantage in the market and may even lose out eventually (Brewster, 2002). Hence many MNCs adopt the HR practices adopted by the US firms which is inclined towards convergence. Transaction Cost Economics: The adoption of convergence methods has been supported by transaction cost economists. Transaction cost can be simply defined as the cost that is incurred for transferring information. This includes all cost incurred for gathering valuable information and also the processing of that information. Firms that follow convergence actually reduce the transaction cost and hence transaction cost economics favours convergence. Like-minded International Cadres: The growing number of students of management from the USA and UK are alarmingly large. The number of non-European students reported to be present in the UK in the year 2004 is 210000 (The Guardian, 2005). The number is only greater in the USA. These numbers are on the rise and they populate the many MNCs around the world. This result in the churning out of people whose thinking patterns and working patterns are more or less similar. This again increases the convergence of practices across nations. Cost, Quality and Productivity Pressures: The convergence of quality standards across countries with regard to products and services is very important for the success of MNCs. The proponents of divergence on the other hand argue that there is a requirement to adopt local policies and practices when it comes to HR and convergence might cause problems like the country of origin effect. They also argue that convergence is often difficult due to various regional and cultural factors as well as government interference (Daniel Reitsperger, 2004). b) Hybrid Model of HR Practices There is a third model that could be adopted for the transfer of HR practices across borders and that is the hybrid system. This is a combination of both convergence and divergence models. Hybrid model for transfer mainly refers to the application of best practices of the home country through convergence when it comes to core tasks and the adoption of more local practices when it comes to non-mainstream parts of the task (Bamberger and Meshoulam, 2000). The hybrid model could be said to be the result of the many constraints imposed by the local environment. Brakman et al, in their book Nations and Firms in the Global Economy, cites the example of Japanese MNCs who were forced to accept US HR practices when they began to expand their business into the US (Brakman et al, 2006). More and more MNCs are leaning towards the hybrid model as it is the more workable model for controlling and managing business across borders. When the topic of transfer of HR practices across borders is discussed, there arises a need to discuss the country of origin effect. c) Country of Origin Effect The country of origin effect is a very important aspect that needs to be considered while converging and transferring HR practices across the borders to the subsidiaries or branches. The country of origin effect could be defined as generalized image created regarding the products, technology, practices and policies of a company in relation to the country from which that company originated (Davies et al, 2003). In the case of transfer of HR practices, the country of origin influences how the MNCs conduct their business in other countries and also what HRM policies they adopt across borders. For example a German company applying work council type arrangements across borders and a Japanese company putting emphasis on satisfying employee needs as top priority across borders (Brakman et al, 2006). 6. HR Policies/Strategies of MNCs The policies/strategies adopted by MNCs have a lot to do with whether they are converging, diverging or integrating home and host country practices. Different companies adopt different policies, though most follow the hybrid model as it is ideal for success in present times of dynamic markets. The adoption of the strategy depends on various factors like: The type of industry and its environment. The general environment under which the firm has to operate. The companys strengths and weaknesses. The availability of suitable candidates in the parent and host countries to hold executive positions. The willingness of employees to be deployed offshore. Whether outsourcing is an option for the company. Some of the strategies adopted by MNCs to ensure that there is control and coordination of their various subsidiaries is briefly explained below. a) Polycentric Strategy This strategy boasts a decentralized structure where the parent company retains the rights to control a few important areas that it deems vital (Tayeb, 2005). The subsidiaries are given a great deal of autonomy to develop HR policies that are inclined towards that followed by the host countries (Scholz and Bohm, 2008). They are also led by talents from the local market. In fact they are called Host Country Nationals (HCNs) and they are usually promoted to important positions in the host country branch. The foremost advantage of this strategy is that managing the business by the subsidiary in its country is easy as it does not clash with the local cultures or practices. However, this approach is not without its disadvantages. The parent company may not be able to exercise as much control as it would like over the subsidiary and also some of the local HR practices may be undesirable and against the ethical code of the parent company. Unilever is an example of a company following the po lycentric strategy. b) Ethnocentric Strategy Here the parent companies practices are forced up on the subsidiaries irrespective of the practices followed in the host country (Scholz and Bohm, 2008). The subsidiaries have little autonomy and practically no decision making powers. Companies like British Petroleum (BP) follow the ethnocentric approach post the 1990s. They used to send a large cadre of British executives on long term assignments to the subsidiaries with the intention of transferring skills and knowledge (Mabey et al, 1998). Similarly, Toyota sends a team of Japanese executives overseas to administer the start up of a new subsidiary (Bernardin, 2007). These executives of the parent country sent overseas to work in subsidiaries are usually referred to as parent country nationals (PCNs). This strategy is followed my MNCs who consider HR practices to be of primary importance for the success of the business. c) Geocentric Strategy This HR strategy is characterized by collaborative relationship between the parent and the subsidiary companies. This strategy integrates all company activities on a global scale. The entire company parent company and subsidiaries are considered to be a global work space and all its employees are considered to be global workforce (Bernardin, 2007). This line of though enables the employees to be promoted across borders irrespective of their origin. These countries use what is called third country nationals (TCNs) across the organizations. TCNs are nationals that do not belong to either the home country or the host country. Since the ability to work in any of the countries of business is important in this strategy,, it lays a lot of importance to training and developmental activities. IBM is an example of an MNC using geocentric strategy. d) Regiocentric Strategy This strategy attempts to balance centralization and decentralization. This strategy recognizes the importance of cultural differences but considers the difference important only at the local level. This could be called a minor version of the geocentric strategy. In this approach usually staffing, training and compensation strategies are based on the local norms where as in geocentric it is based on the concept of a global marketplace. Example of a company that has adopted the regiocentric approach is Coca Cola. 7. Methods to Ensure Convergence of HR Practices a) Coercive Comparisons Coercive power in HR refers to the power exerted by the company by clearly stating that non-compliance will result in disciplinary action. Coercive comparison is also a type of force used by MNCs to exert control over the workers. This method is usually used against trade unions to counter the effect of collective bargaining of the workers. In fact coercive comparison is used to whipsaw unions across borders. This is does by using both implicit and explicit threats or promises to disinvestment of work (Cooke, 2003). This type of coercion may force the unions to take a more cooperative stand with the MNCs. There are cases of reverse coercive comparison too where the unions use it against the management. Many observers feel that economic and political pressures created orbits of coercive comparison (Rees, 1989). The orbit of coercive comparison refers to the wage market which is more or less like an orbit where the influential factors include the organization, its policies and the general concept of equity (Kerr, 1977). b) International Benchmarking Benchmarking is defined by Zairi as the search for best industry practices that will lead to superior performance (Zairi, 1994, p 61). Benchmarking may also be defined as a process of measuring ones own practices against the practices of the industry leaders to see if there is any scope for improvement (Bohlander and Snell, 2010). Benchmarking helps in deciding the best practices to be transferred and maintained across nations. Thus, practices could be diffused across borders and established as standards of good performance. c) Expatriation and Repatriation Expatriation is an HR practice used to fill positions in companies. Expatriation is used not only to fill positions when there is a dearth of host country managers but also to transfer knowledge and practices to the host country (Gooderham and Nordhaug, 2003). MNCs use expatriation to ensure that the corporate culture and practices are properly instilled in the subsidiaries. As mentioned earlier, Japanese companies like Toyota often send Japanese executives to a subsidiary during its setting up to ensure the transfer of practices and adherence to the Japanese way of doing work. Expatriation is also used to have direct control over the subsidiary operations. Expatriation if done well, with the selection of apt candidates with suitable expertise and cross cultural experience, is very useful in the transfer of HR practices. However, the minuses of expatriation are culture shock and the inability of the person to adjust and understand the local requirements of the host country. Expatriat ion is usually considered by the appointee to be a step up in the career graph. Repatriation is the return of an employee from a foreign assignment. MNCs are usually faced with the challenge of retention of the returning employee and also to ensure that he retains the connection with the parent companies. For this MNCs usually resort to tactics like mentoring where a senior official acts as mentor to the expatriate and maintains constant contact with the person and also inbuilt repatriation programmes that help the employee in relocating smoothly (Aswathappa and Dash, 2008). 8. Control Strategies One way of exerting control over the operations in the subsidiaries is to follow an ethnocentric approach; another is expatriation; and yet another is the establishment of benchmarks for the practices to be adopted. However, over and above this there are many control techniques adopted by MNCs, some of these are direct control and some others are indirect control. a) Direct Control MNCs deploy direct control methods to ensure that the performances of the employees are up to the standards required which in turn ensure the success of the business. One direct control technique is performance appraisal. It is essential to have a very stable, practical and strong performance appraisal mechanism. This mechanism should be in place at all levels of the company as well as in their subsidiaries. If the company and branches are considered as one big organization (geocentric approach) such appraisals helps in tracking the performance of various employees and rewarding them as per the performance across borders. While establishing the performance appraisal system one needs to figure out exactly what type of performance is to be measured. This could be trait based, behaviour based or functional based systems (Fisher et al, 2008). Many MNCs follow what is called 360 degree assessment. This assessment is highly comprehensive and effective as feedback is taken simultaneously from the employee, his peers, subordinates and superiors. Another control technique which motivates employees to improve performance is reward systems for outstanding performance. This system seeks to individualize the workforce by rewarding outstanding performance with pay rises and promotions (Marchington and Wilkinson, 2005). Training programs conducted by the companies also help to a great extend in ensuring that the corporate objectives, codes and practices are imparted to the employees. Direct control also includes the written rules, regulations and codes of the company that are applicable to all its branches. This is usually referred to as bureaucratic controls; another kind of direct control called technical control which is the usage of equipments, established processes, communication channels and surveillance (Bratton and Gold, 1999). Direct controls are usually process based. b) Indirect Control Indirect controls are often hidden or unobtrusive. Intrinsic rewards like praise and recognition is a method of indirect control. It helps in motivating employees to work harder and achieve greater results. Indirect control in HRM can be classified into output controls and controls through socializations (Wilkinson et al, 2009). The output or indirect outcome based control where the focus is on actual results and not the processes. Many multinational firms rely on social networking to exert indirect control. They use the social networks within companies to transfer knowledge and culture and share information through the informal communication. 9. Cross Border Transfer of knowledge and Practices at McDonalds McDonalds is an MNC an international fast food chain with branches all over the world. There are more than 30,000 McDonalds restaurants in over 119 countries (employing more than 70,000 people) of which 51% are franchisees (McDonalds Corporation, 2008). What does McDonalds do to ensure uniformity among all its restaurants around the world? First of all McDonalds have a licensing agreement with the franchisees that ensure that they follow standardised patterns when it comes to menus, layout, administration, operations and equipment. The McDonalds UK website provides information packs for students regarding various aspects including franchising. The steps followed by McDonalds to transfer HR practices across borders to their franchisees can me summarised as below from their publication Franchising at McDonalds and also from their brochure for franchisees. Intensive Training The franchisees are provided with intensive training which extends to nine months full time (McDonalds Corporation, 2007). The training covers every aspect of the business from administration to cleaning. Regular Checks McDonalds head quarters regularly checks whether the franchisees are adhering to the McDonalds standards regarding menus, cleanliness, and administration and so on. Failure to keep up to the required standards may even result in the franchisee losing their license. Active Role in Community McDonalds expects its franchisee to put something back to the community and hence encourages them as well as the McDonalds staff to get involved in community events and make contributions to local charities. Commitment McDonalds insist that their franchisees are not involved in any other business and are totally committed to running the business. This way they can ensure a greater commitment to upholding their standards and requirements. 10. Human Resource Development at Toyota the Toyota Way The Toyota Motor Company is an automotive multinational with head quarters in Japan. It was in 2001that Toyota Way. In the beginning it was an expression of the values and code of conduct that Toyota wanted its employees to embrace. The 5 basic principles that Toyota highlights in the Toyota Way 2001 is i. Challenge, ii. Kaizen or Improvement, iii. Genchi Genbutsu or Go and See, iv. Respect and v. Teamwork. Key principles of Toyota Way 2001 Source: Toyota Motor Corporation Sustainability Report, 2009, p 54. In 2002 the Toyota Way was extended to include individual functions, domestic and overseas sales, HR, finance, procurement and other functional realms (http://www.toyota.co.jp/en/environmental_rep/03/jyugyoin03.html). The Toyota Way was developed with the aim of transferring Toyotas management philosophies, business practices and values globally to all its branches across the world. Toyota also released a booklet called Toyota Developing People, which was aimed at transferring HR practices across borders. The booklet aimed to promote workplaces where personnel development takes place at all levels. Its labour management techniques are based on mutual trust and respect. To further their cause of global integration, the Toyota Institute was started in the year 2001. The main aim of the institute was the promotion of HRM from a global perspective and also to ensure that Toyotas core values are rightfully transferred across borders. 11. Fords Governing Strategy Ford Motor Company is a USA based MNC with more than 90 plants worldwide and with more than 190,000 employees. Their operations are governed by their shared values called One Ford. It emphasises the working together as one team to achieve the corporate goals. Its One Ford Mission diffuses down to its many manufacturing plants and also to how it manages its HR. It emphasizes a single global approach where the efforts of the Ford employees around the world are aligned towards a common goal (Ford Motor Company, 2009). The One Ford Strategy has 3 main elements. i. One Team, ii. One Plan and iii. One Goal. Source: http://www.ford.com/about-ford/company-information/one-ford ANALYSIS Examining the best strategy for an MNC based on their structure with respect to HR can be depicted in the diagram below. HIGH Global Integration Global Structure Transnational Structure Ethnocentric HRS Geocentric HRS Global Integration Extensive Use of PCNs Uses PCN, HCN and TCNs Japanese MNCs Emerging MNCs International Structure Multi-domestic Structure Regiocentric HRS Polycentric HRS PCNs and H

Presentation on Natures Representation as a Woman :: Nature Gender Sex Female

Outline Style Presentation Nature being represented as woman â€Å"Nature is like a woman who enjoys disguising herself, and whose different disguises, revealing now one part of her ad now another, permit those who study her and assiduously to hope that one day they may know the whole of her person† (Diderot) Why this is an interesting topic? Often saw references of nature with N and sounded like a proper name sometimes. The connections between nature and the female form. Connect the romantic period with the start of feminism and the new strategies and approaches theorists and philosophers and writers are taking now. 4 Possible Theories for connecting women with nature 1) Descending from precursory languages such as Anglo-Saxon (Old English), Italian, Spanish, Latin, Greek and French. 2) Based on the qualities generally associated with women and differences between gender roles 3) Connection between Woman and Nature and the life cycle 4) Biblical references 1) Languages with gendered nouns Old English: gecynd Latin: la natura Italian: la natura French: la nature Spanish: la naturaleza Greek: Æà ÃÆ' · All are gendered as female. Could be initial cause for why we tend to consider nature as female. 2) Gender Role of Woman - Nature is feminized because it is seen as possessing the same qualities as women at the time when most of the romantic writing was produced - Women were seen as being domestic, pious, moral, pure, gentle, kind, graceful, simple and beautiful; this was according to the nature of separate spheres: men and women were fundamentally different in terms of their characteristics as men were seen as hard-working, industrial, rational, assertive, independent and proud; none of which is easily connected with nature - Therefore nature was seen as the embodiment of all the characteristics that women possess and there are frequent references to this in literature, especially poetry eg. â€Å"Constant rotation of th’unwearied wheel That nature rides upon maintains her health, Her beauty, her fertility† (Cowper, The Task, Book 1: The Sofa, 359-61