Team Player Essay Example For Students

Cooperative person Essay Joshua Santiago Dr. Harvey Levine/BCC3-28-01 FITE pg270 Extended Definition EssayENC 1101/Pines Center 630 WordsA great cooperative person has numerous constructive characteristics, they incorporate; a colossal character, he/she adds to the group, and can persuade others. The word reference characterizes a cooperative person as somebody who is happy to work helpfully with others and to subordinate individual enthusiasm for request to accomplish a shared objective. Cooperative people are found in a huge number of regions, including sports, work, family, and the military. The main characteristic of a decent cooperative person must have a huge character, including such qualities as; being inviting, careful and key when managing issues, and political. An agreeable character is important to help keep the group working in congruity. It is critical to have a benevolent character so partners won't be hesitant to move toward the cooperative person with an issue. A decent cooperative person must be careful and vital when managing other colleagues. A decent cooperative person that is careful and vital will consistently have the regard of his/her colleagues. At the point when a decent cooperative person has the regard of the group, it will positively affect his/her capacity to intervene when issues emerge. The conciliatory ability a decent cooperative person forces will assist with bringing any debates that the group may have with one another or another person to a fast and serene arrangement. These ascribes are fundamental to keeping the group in good shape un til they complete their objective. We will compose a custom paper on Team Player explicitly for you for just $16.38 $13.9/page Request now The second significant trait of a decent cooperative person is that he/she adds to the group. A decent cooperative person will examine his/her thoughts, put in additional effort, and will contribute fiscally. By talking about thoughts with other colleagues, a decent cooperative person is utilizing a strategy called â€Å"participating leadership†. Taking an interest initiative allows the whole group to take care of issues, and work together to finish an objective. This strategy causes each individual from the group to feel like he/she is a fundamental piece of a more noteworthy entirety. Investing additional effort towards settling a group objective is a significant trait of a decent cooperative person. At the point when a decent cooperative person gives his/her opportunity to partners, he/she is held in high acclaim. This will make other colleagues set forth extra exertion. What's more, a decent cooperative person will contribute financially. Great cooperative person contribu tes thoughts, time, and cash to bring the assurance of the entire group to the most noteworthy conceivable level. The third significant trait of a decent cooperative person is that he/she is an inspiration. A decent cooperative person rouses the individuals around him/her by continually having an inspirational demeanor. He/she is typically perceived by the remainder of the group as the pioneer and should set a genuine model for others to follow. There are two different ways a cooperative person can spur partners. Great cooperative individuals are continually taking a stab at the effective finishing of an objective and they continually need the group to be fruitful. A decent cooperative person makes progress toward finishing of an objective by indicating no worry for his/her own individual need. This will make the collaboration as a firm unit. Thus, the group will be fruitful and show extraordinary pride and nobility in their work. Great cooperative individuals can be found in a wide range of gatherings, these incorporate; sports groups, at work, at home, and in the military. To be a decent cooperative person, one can't be narrow minded or need acknowledgment for his/her individual achievements. A decent cooperative person will consistently put the necessities of the group in front of his/her own needs. On the off chance that a group didn’t cooperate, at that point what might be the outcome?Mythology Essays

Common Size Analysis free essay sample

Normal Size Statements are utilized to analyze budget summaries of various size organizations, or of a similar organization over various periods. Normal size investigation (additionally called vertical examination) communicates each detail on a solitary years fiscal summary as a percent. The base sum for the accounting report is typically complete resources (which is a similar number as all out liabilities in addition to investors value), and for the salary explanation it is normally net deals or incomes. By contrasting at least two years of regular size articulations, changes in the blend of benefits, liabilities, and value become obvious. On the pay proclamation, changes in the blend of incomes and in the spending for various sorts of costs can be distinguished The proportions regularly are communicated as rates of the reference sum. Regular size explanations typically are set up for the pay articulation and monetary record, communicating data as follows: * Income proclamation things communicated as a level of all out income * Balance sheet things communicated as a level of all out resources Comparisons Between Companies (Cross-Sectional Analysis) An organization may decide to use fiscal summaries of this sort to introduce a speedy preview of the amount of the company’s gathered or produced income is going toward each operational capacity inside the association. We will compose a custom paper test on Normal Size Analysis or on the other hand any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The utilization of a typical size proclamation can make it conceivable to rapidly recognize zones that might be using a greater amount of the working capital than is functional at that point, and permit budgetary changes to be executed to address the circumstance. The regular size explanation can likewise be a useful instrument in looking at the budgetary structures and activity techniques of two distinct organizations. The utilization of rates in the normal size articulations expels the issue of which organization creates more income, and welcomes the attention on how the income is used inside every one of the two organizations. Regularly, the utilization of a typical size explanation as such can assist with distinguishing zones where each organization is using assets effectively, just as territories where there is opportunity to get better. Regular size articulations can be set up for any survey period wanted. Organizations that decide to utilize fiscal reports of this sort may decide to use this configuration for quarterly, semi-yearly, or yearly surveys.

Making the Most of the Time Between Thanksgiving and Winter Break

Happy holidays, Magooshers! I hope you had a relaxing Thanksgiving break. I sure did (burp). Anyway, it’s now that special three-week period between Thanksgiving and Winter Break. And there’s so much you can†¦ Hey, where are you going!? It’s not time to wrap (or unwrap) gifts! It’s not time to play in the snow or drink various types of nog! It’s time to be productive! Look, I don’t mean to go all Grinch on you, but there’s a lot to do before you can say â€Å"goodbye† to the fall semester and the year. For high school juniors and seniors, now is an important time to buckle down and get to work. If you do, the holidays will be all the sweeter. ACT/SAT First and foremost, the December ACT/SAT is the last testing sessions that most colleges will accept in considering your application. (Some college don’t accept the December ACT/SAT, so be sure to check!) Like when buying gifts for loved ones, a lot of you guys wait to the last minute. So if this is you, we need to make sure the December ACT/SAT is not just your last, but also your best performance. If you’re a senior, it’s time to continue your ACT/SAT study schedule up until the last day. After the test, take the rest of the day off. Your brain won’t be good for much, so don’t try to study for exams or write college essays. If you’re a junior, it’s not necessary to take the ACT/SAT at this time. Yet if you’re an overachiever, a December ACT/SAT score will give you a great heads-up on what to study to prepare for the March (or April) ACT/SAT. Why take the ACT/SAT so soon? If you can learn from your mistakes now, you won’t need to retake the ACT/SAT the December of your senior year! College Admissions Okay, seniors, this section is all for you. Most deadlines for college admission are January 1st, and you need to make sure your applications are in the (e)mail before then. When it comes to college applications, I can’t stress enough how important organization and checklists are to admissions success. If you don’t know the answers to the following questions, you need a better system of organization: Are your college essays at the first draft/getting there/perfect stage? Have your teachers sent their recommendations? Have you bought each of them a Thank You gift? Has your school sent off official copies of your transcripts? Has the ACT and/or College Board sent ACT/SAT scores, SAT II scores, and/or AP results? Have you paid your application fees? The gifts for your teachers are really the most important part. 😉 With a system of organization, your stress will drop faster than the ball on New Year’s Eve. Midterms (and Stress) Last, but not least, are midterms. These exams will likely take up the last week of school before break. With so much going on at once, it’s easy to feel like you’ll fail a class, bomb the ACT/SAT, and miss something important when applying to your dream college. To make sure that you succeed on your midterms (and stay sane), here are some tips and tricks to help you spin plates during this busy week. Plan your time. You’re not Superwoman (or Superman), and there are only so many hours in a day. When you get home from school, chart out how you’ll use your ‘productive’ evening hours. Is the Math midterm tomorrow? Then maybe studying for Math will take up 80% of your time. You can make up working on your college essays the next day. As long as you have a system, you are way ahead of your less-organized peers. Take breaks. No matter how you plan your time, take at least a 10-minute break each hour. One thing at a time. When you’re studying, writing a college essay, or taking a midterm, make sure that that activity has 100% of your attention. It can be tough to train your mind to ignore other distractions, but when you’re working on something, you need to shut everything else out. Why? In my experience, nothing drains energy faster than worrying about other things when you have important work in front of you. Remember what Elsa said. You know, it was something about†¦letting stuff go. But seriously, if you should stumble a bit this week, try not to let that affect your performance on other tasks. Everybody makes mistakes. Visualize Winter Break. No matter what work you have on your plate, keep in mind all the ‘not school’ that is coming up in just a few short days. The midterms will end, the ACT/SAT will be over, and your college applications will be on their way. Most importantly, you’ll have two weeks off. Final Thoughts Well, Magooshers, I’m not going to lie: you certainly have a lot to do between now and the end of the semester. Even so, take solace in the fact that all your peers are in the same boat with you. Focus, work hard and apply yourself. That’s a recipe for success. Try not to get it confused with the recipe for sugar cookies. Till next time.

[Organisations and Behavour] Leadership Styles - 1131 Words

The usefulness of Hersey and Blanchard (1969) leadership styles There are three principle leadership styles. They are Goleman’s providing six management styles for leaders to work more efficiently with followers based on situation (Hoang, 2010) and Blake and Mouton’s in which the combination between the concern for people and for production is presented and result in the effective management style (BPP learning media, 2010). Moreover, the Hersey and Blanchard’s studies how â€Å"leaders match their style to the competence and commitment of subordinates† (Hoang, 2012, p.15). Firstly, in the aspect relating to follower, Hersey and Blanchard started concerning about them more than existing theories such as â€Å"Great man† theory and Blake and†¦show more content†¦Special training and counseling are some types of support which helps the employees to cope with their fear and anxiety during the period when the change occurs (12 manage, n.d). On the other hand, this method requires finance to provide the facilities, especially when they are expensive. Moreover, because the emotional difference of individuals, the facility that organisation accommodate may not satisfy everyone who resists the change. As a result, this situation will lead to the demotivation of those who feel uncomfortable with the changes and the facilities. Furthermore, this style would be inappropriate when the companies are having some drastic and emergent changes or they are meeting a crisis; because it has to spend a lot of time to make the decision and clear-cut decision may be difficult to reach. For example, if the company A is facing financial crisis, it needs to have a quick decision to change its strategy and management style in order to solve this problem. If A use Facilitation and Support applying to this situation, it must spend a lot of time to make decision. Hence, this style will not suit into this case. Finally, different from Education and Commitment or Facility and Support which is time consuming (Hoang, 2012), Explicit and Implicit Coercion may be suitable for emergency, when quick change is essential, in the case that theShow MoreRelatedEmotional Intelligence ( Eq ) Essay10457 Words   |  42 Pagesand cherished. They are the result of how you understand people, how you treat them, and the history you share. Relation Systemic Intelligence (or Systemic Coaching) RSI stand for Relation Systemic Intelligence, it is a relatively new leadership management style. The porpoise is to create an independent, committed and powerful team through the eradication of boss concept, power distance and the promotion of systemic decision make based on competencies. But what â€Å"System† means and which are the forces

Busn 420 Entire Course Business Law †Devry Essay

BUSN 420 Entire Course Business Law – Devry To Buy this Class Copy paste below link in your Brower http://homeworklance.com/downloads/busn-420-entire-course-business-law-devry/ Or Visit Our Website Visit : http://homeworklance.com Email Us : lancehomework@gmail.com BUSN 420 Entire Course Business Law – Devry USN 420 Week 1 Assignment BUSN 420 Week 1 Quiz BUSN 420 Week 2 Assignment BUSN 420 Week 2 Quiz BUSN 420 Week 3 Assignment BUSN 420 Week 3 Quiz BUSN 420 Week 4 Assignment BUSN 420 Week 4 Quiz BUSN 420 Week 5 Assignment BUSN 420 Week 5 Quiz BUSN 420 Week 6 Assignment BUSN 420 Week 6 Quiz BUSN 420 Week 7 Assignment BUSN 420 Week 8 Exam Answers Question 1. 1. (TCO 1) As an assistant in the legal department†¦show more content†¦(Points : 25) Question 4. 4. (TCO 4) Sandy mails a letter back to Andrea that she has signed; the letter makes reference to a car Andrea has for sale and Andrea’s desired price. When Andrea later delivers the car to Sandy, Sandy returns the car, claiming she does not want the car and that they did not have a contract, so she is not bound to keep the car. Andrea, however, claims they do have a contract and wants to enforce said contract for the price of the car. What standard would the court use to determine whether there is a contract between the parties for the sale of the car? (Points : 25) Question 5. 5. (TCO 5) There are several distinctions in contract law between the UCC and common law as it relates to certain principles. As it relates to modification of a contract, how is the UCC’s treatment of this subject different from that of common law? What are the important factors to be considered? Provide an example that demonstrates the difference. (Points : 25) Page 2 Question 1. 1. (TCO 6) Explain your understanding of administrative law. How would you classify administrative law from a categorical standpoint as it fits in the context of other areas of law and what procedures are involved in the administrative process as it pertains to an agency’s function and purpose?

International Human Resource Management GDP Growth

Question: Discuss about theInternational Human Resource Managementfor GDP Growth. Answer: Introduction Chowdhury (2014) depicts that in recent times, every contemporary organization intends to expand their not only for expanding their customer base but also for favourable financial opportunities. The primary objective for this essay is an expansion of a Singaporean organization that is XYZ Company in Australia. Australia is chosen for business expansion because of its innovative economy that values on talent and the goal of the organization to fulfil their demands. The economic status of the concerned countries favours the business expansion of the XYZ Company. It can be proved by the GDP growth has reached to 2.7% with an average of averaged 386.58 USD Billion and the unemployment rate has reduced to 6.0% in the last year (Tradingeconomics.com, 2016) (See Appendix, Figure 1). Thus, the XYZ Company of Singapore has planned to set up business overseas for achieving the essential benefits on the international human resource management. In this essay, the organizational design and structure of the home and the host cities will be compared along with the training and development process for the employees so that they can serve their best for the betterment of the organization. Moreover, the strategies taken by the R od the XYZ Company to retain their employee in the organization will also be discussed. Organisational Design and Structure of the Overseas Subsidiary Alfes et al. (2012) have mentioned that the organisational design and structure is pivotal for the international human resource management. Hofstede dimensions of national culture include the essential values, which distinguish the country cultures. This particular framework is applicable for the cross-cultural communication. Arrowsmith and Parker (2013) depicts that with the help of this framework, an organization can easily evaluate whether their selection for the host country will be beneficial for them and help them to attain more financial growth. Bratton Gold (2012) have suggested Hofstede dimension of national culture represent the uniqueness of every culture. This section will illustrate the cultural perspective of Singapore in comparison with Australia. Image 1: Hofstede dimensions of Singapore in comparison to Australia (Source: Geert-hofstede.com, 2016) As illustrates in the above figure, the concerned framework comprise of six aspects- power distance, individualism, Masculinity, Uncertainty Avoidance, long term orientation and indulgence. Gholipour and Tajaddini (2014) define that in terms of the power distance that resembles the fact that all individuals in societies are not equal, Singapore though scores high than the Australia; will be beneficial for the XYZ Company. In Australia, both managers and employees share their knowledge. In terms of the individual, the concerned organization in Australia will be a success as in Australia hiring of people are done based on merit or evidence of ones ability and not by favouritism (Beugelsdijk et al., 2015). The Australian society possesses a high score in masculinity that means that there is a huge competition among the people which is a good signal for the advancement of the organization as people strive to be the best they can be for better recognition. Moreover, in terms of uncertaint y avoidance, Hofstede (2013) portrays that compared to Singapore, Australia intends to take risk for incorporating new technological advances so that the business can make more profit and hence it can be said that in Australia there is a high chances for a successful business expansion for XYZ Company. Beugelsdijk et al. (2015) moreover, depicts that the long term orientation and indulgence refers to the situation of maintain time-honoured traditions and nature of people to control their desires and impulses respectively. In context of Australia, 21 on this dimension of long term orientation signifies the great respect for traditions while valuing the modern system for gaining competitive advantage in the market (Hofstede, 2013). Furthermore, comparing the score it can be said that Australia is an Indulgent country and employee here possess positive attitude and are optimistic that is a crucial trait for XYZ Company to expand their company. Thus, selecting Australia will be a benefi cial decision for the company to make their business a success. Analysis of the Staffing Process for Overseas Assignment As opined by Clarke Hill (2012) the staffing process such as the recruitment and selection involves effective Human Resource Planning (HRP). The selection and recruitment of efficient and potential human resources will help to achieve the organisational goals and visions in short period (Gould-Williams, 2013). In order to capture the international market of overseas competitive advantage, the management of the XYZ Company engage proper and adequate recruitment strategies not only to attract nations people but also to allow diverse people belonging from different culture and possess great ability to fulfil the goals of the business. The strategy of recruitment involves the direction and process of the recruitment process. The XYZ Company at first selects the mode of selection and Geare et al. (2014) have referred that a series of steps in the hiring process from adopting the conventional process like interviews to the contemporary process like situational tests will be an effective step for hiring people from different diversity within the organization. If an organisation fails to select and recruit the potential candidate from the staffing process, then it can influence the productivity of the company and with the low productivity, an organisation may face the downturn in the sales revenue that may damage the brand image of the company. In this section, the staffing process for the XYZ Company will be discussed for the overseas assignment along with the selection tools. The HR department of the XYZ Company adopts the appropriate selection tool for selecting the suitable candidates through interview. Kim and Sung-Choon (2013) depicts that this is the most effective conventional method to assess the ability of communication skills of a candidates. Interview allows the HR department to evaluate whether the particular person is able to fulfil the organizational objectives. Another important selection tool is skills testing (Jose Mampilly, 2012). This particular tool is effective for the positions that need a perfect level of competency in some software programs and the computer operations to obtain the goals of the organization within short-time and extraordinary result. On the other hand, in Australia as people values traits and skills more than the emotional traits like favoritism regarding one candidate, the HR system can follow the approach of aptitude and competency based assessments. Gonzalez-Loureiro et al. (2015) moreover depicts that situation al assessment will be an effective procedure to select a candidate that also help to know the industry specific skills of the desired candidates along with their intellectual ability to solve a hectic situation with efficiency. This resembles their ability of the job competence of knowledge regarding the HQ operations, general managerial skills and administrative competence and creativity. These selection assessments also ensure the relational traits like tolerance regarding ambiguity, kindness and behavioural flexibility and ability to adopt the cultural empathy and ethnocentrism. Lastly, it can be considered that as all the procedure are performed based on the competency skills of an candidate irrespective of their different race and communal difference, more people of diverse culture will be selected for better business outcome. Critical Evaluation of the Training and Development Process of International Assignees According to Kehoe Wright (2013) the training and development process help to enhance the failed interactions of the business operations in between the host and the home country. The training and development process of the XYZ Company will help the international assignees to understand the behaviour and the work practices of the host country before handling the business operations there. As opined by Kooij et al. (2013), it is the responsibility of the HR manager to conduct and plan an adequate intercultural training for the international assignees. The international assignees are also liable for developing their personal traits like congruence of assignment with interest in overseas experience along with the career path. Gonzalez-Loureiro et al. (2015) mentions that he intention behind these training is not only to develop the professional skills abut also for adopting the non-verbal; communication with the business associates. It also provides the fundamental understanding of the difference of culture in between Australia and Singapore in order to prevent the emotional challenges. Mariappanadar (2012) has depicted that cross-cultural training (CCT) comprises of five distinct phase- identification of the kind of global assignment, determination of the specific CCT needs, establishments of the objectives for effective CCT, developing and delivering CCT programs to international assignee and evaluation of the effectiveness of the CCT program. However, the XYZ Company also arranges language training program, industry training and the leadership training for the selected employees. All of the mentioned training and development process help the employees to build a strong relationship and a bond of trust with in the Australian culture. Marescaux et al. (2012) affirms that depending on the organization requirement the training have to be provided by identifying global assignments in content of technical, functional, developmental and strategic requirement. The training and development programs reduce the basic complexity of the international business in perfect manne r and enhance the skills of the employees, which will help to implement the corporate initiatives for further success of the organisation across the world. ?ahin et al. (2014) in addition to that depict that the HR is responsible for determining to provide pre-program assessment and exploration so that expatriate can utilizes the cultural intelligence tools, such as Culture Wise to adopt the change in Australian field. The objectives for effective CCT program can be decoded by the successful hosting of project alignment meeting, either in person or via telephone or videoconference. This ensures the technological advancement of the organization and the development of the international assignee at the same time. Moreover, ?ahin et al. (2014) stated that arranging short-term CCT training will bring more cognitive, affective behavioural change in a candidate of different cultural background. CCT assessment for evaluating the exact development and shot exams on cultural importance aligne d with the organizational goals will be beneficial for delivering the effective CCT programs. Lastly, the effectiveness of these training can be evaluated though outcomes of these assessment and the progress in the job performance. Analysis on the Remuneration Package for the International Assignees Contemporary organization values the desire of an individual to stay in their home country and thus they offer a remuneration package to their international assignees to ensure employee engagement. According to Need (2012), there are proper and relevant terms and conditions for the remuneration package of the international assignees of the XYZ Company. There are cost differential allowances for them in order to maintain the present standard of living in Australian field. However, the XYZ Company offer adequate salary for managing the utility expenditure, health insurance, retirement plan, spouse assistance, child care facilityand tax assistanceto the employees. According to Mitchell et al. (2013) the balance sheet approach involves a process of limited audit, which only evaluates and examines the basic accounts on the balance sheet of the concerned company. With engaging the balance sheet approach for the remuneration of the international assignees, the XYZ Company checks the correct recordation of the existence of the employees, values off the liabilities and assets of the company. Mariappanadar (2013) has contradicted that the balance sheet approach is completely different from the transaction approach, which particularly measures the net income. On the other hand, the balance sheet approach of the XYZ Company includes basic allowances for the international assignees. These basic allowances involve the housing allowance, car allowance, cost of living allowance, hardship allowance, agreement salary and the housing deduction. It is noteworthy to mention here that, all of these mentioned allowances are provided before tax. Even the balance s heet approach of the XYZ Company deals with the present, before and after remuneration package of the employees. Items for the international Assignees Before (SGD) During (SGD) After (SGD) Basic allowance 20,000 20,000 20,000 Car allowance (12%) 2,400 Housing allowance (23%) 4,600 Hardship allowance (16%) 3,200 Agreement salary (12%) 2,400 Cost of living allowance (23%) 4,600 Housing deduction (-8%) -1,600 Total (before tax) 20,000 33,200 22,400 Table 1: The balance sheet approach of XYZ Company (Source: Created by the author) Conclusion It is concluded form the discussion that Australia has a favourable economy to expand a business as people rely on modern development to accomplish organizational objectives. This kind of workplace plays an important role of the decision making for the HR to attract not only the nations people but also diverse people from different cultural background and encourage them to utilize their skills for the betterment of the organization. Effective recruitment strategies like interview, skills test and aptitude test allows the XYZ Company to select effective employees. Moreover, international human resource management involves the adequate policies, rules, guidelines, code of conducts and the procedures in order to conduct the international business across the world. The HR department of the XYZ Company decided to provide effective strategies in order to conduct its business operations in Australian market. Moreover, to ensure the employee engagement with the organization, the concerned co mpany also offered remuneration plan and cross-cultural training to the employee for gaining better understanding of the host country and ways to adjust in the new environment. These training thus not only ensure employees engagement but also ensure the success of the business expansion in the host country. References Alfes, K., Shantz, A., Truss, C. (2012). The link between perceived HRM practices, performance and well?being: The moderating effect of trust in the employer.Human Resource Management Journal,22(4), 409-427. Arrowsmith, J., Parker, J. (2013). The meaning of employee engagementfor the values and roles of the HRM function.The International Journal of Human Resource Management,24(14), 2692-2712. Australia GDP | 1960-2016 | Data | Chart | Calendar | Forecast | News. (2016).Tradingeconomics.com. Retrieved 2 December 2016, from https://www.tradingeconomics.com/australia/gdp Beugelsdijk, S., Maseland, R., Hoorn, A. (2015). Are scores on Hofstede's dimensions of national culture stable over time? A cohort analysis.Global Strategy Journal,5(3), 223-240. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Chowdhury, S. (2014, September). Expanding Business from Products to Digital Services: Value Dimensions of Digital Services Enabled by Embedded Technology. InMCIS(p. 12). Clarke, M. A., Hill, S. R. (2012). Promoting employee wellbeing and quality service outcomes: The role of HRM practices.Journal of Management Organization,18(05), 702-713. Geare, A., Edgar, F., McAndrew, I., Harney, B., Cafferkey, K., Dundon, T. (2014). Exploring the ideological undercurrents of HRM: workplace values and beliefs in Ireland and New Zealand.The International Journal of Human Resource Management,25(16), 2275-2294. Gholipour, H. F., Tajaddini, R. (2014). Cultural dimensions and outbound tourism.Annals of Tourism Research,49(November), 203-205. Gonzalez-Loureiro, M., Kiessling, T., Dabic, M. (2015). Acculturation and overseas assignments: A review and research agenda.International Journal of Intercultural Relations,49, 239-250. Gould-Williams, J. (2013). The importance of HR practices and workplace trust in achieving superior performance: a study of public-sector organizations.International journal of human resource management,14(1), 28-54. Harris, C., Tregidga, H. (2012). HR managers and environmental sustainability: strategic leaders or passive observers?.The International Journal of Human Resource Management,23(2), 236-254. Hofstede, G. (2013). Geert Hofstede| Dimensions of national Cultures.Geerthofstede. com. Jose, G., Mampilly, S. R. (2012). Satisfaction with HR practices and employee engagement: A social exchange perspective.Journal of Economics and Behavioral Studies,4(7), 423. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Kim, H., Sung-Choon, K. (2013). Strategic HR functions and firm performance: The moderating effects of high-involvement work practices.Asia Pacific Journal of Management,30(1), 91-113. Kooij, D. T., Guest, D. E., Clinton, M., Knight, T., Jansen, P. G., Dikkers, J. S. (2013). How the impact of HR practices on employee well?being and performance changes with age.Human Resource Management Journal,23(1), 18-35. Marescaux, E., De Winne, S., Sels, L. (2012). HR practices and HRM outcomes: The role of basic need satisfaction.Personnel Review,42(1), 4-27. Mariappanadar, S. (2012). Harm of efficiency oriented HRM practices on stakeholders: An ethical issue for sustainability.Society and Business Review,7(2), 168-184. Mariappanadar, S. (2013). A conceptual framework for cost measures of harm of HRM practices.Asia-Pacific Journal of Business Administration,5(2), 103-114. Mitchell, R., Obeidat, S., Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High?Performance Human Resource Practices.Human Resource Management,52(6), 899-921. Need, W. C. D. H. P. (2012). Human resource management: Gaining a competitive advantage. ?ahin, F., Gurbuz, S., Kksal, O. (2014). Cultural intelligence (CQ) in action: The effects of personality and international assignment on the development of CQ.International Journal of Intercultural Relations,39, 152-163. Singapore - Geert Hofstede. (2016).Geert-hofstede.com. Retrieved 2 December 2016, from https://geert-hofstede.com/singapore.html

Trifles by Susan Glaspell An Investigation of The Murder of John Wright Essay Example

Trifles by Susan Glaspell: An Investigation of The Murder of John Wright Paper The short story Trifles written by Susan Glaspell is a story regarding the investigation of the murder of John Wright by his wife, Mrs. Wright. Mrs. Hale is the wife of Mr. Hale, one of the men investigating the murder, and the neighbor of the Wrights. While the men investigate around the farmhouse looking for clues to prove Mrs. Wright was guilty, Mrs. Hale is downstairs with Mrs. Peters discovering their own evidence in the mishaps of Mrs. Wrights cleaning and sewing. Mrs. Hale begins to reminisce on how cheerful and full of life Mrs. Wright was prior to her marriage. She regrets not visiting with Mrs. Wright throughout the years especially since they were neighbors. Upon finding the unfinished quilt and the empty bird cage, they discover a dead canary with a strangled neck, the same way Mr. Wright’s neck was strangled. She begins to see the reasoning for Mrs. Wright murdering her husband. She concludes that Mrs. Wright was unhappy with her marriage and possibly neglected. She decides to keep this information between her and Mrs. Peters instead of informing the men of their findings. Why would Mrs. Hale’s change in view of Mrs. Wright make her justify the reasoning behind why she murdered her husband? Maslows Hierarchy of Needs is a theory developed by Abraham Maslow to understand human motivation to fulfill our peak potential. It is described as a model which is divided into our basic needs (physiology, safety, love and esteem) and our growth needs (cognitive, aesthetic, and self-actualization. ) (McLeod, 2007) Saul McLeod believes that one must satisfy lower level basic needs before progressing to meet higher level growth needs. (McLeod, 2007) Mrs. We will write a custom essay sample on Trifles by Susan Glaspell: An Investigation of The Murder of John Wright specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Trifles by Susan Glaspell: An Investigation of The Murder of John Wright specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Trifles by Susan Glaspell: An Investigation of The Murder of John Wright specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Hales regresses from the cognitive need down to the love and belonging need as she begins to see Mrs. Wright as the friend whom she used to have and because of this she believes she was in an unhappy and neglected marriage, which has driven her to murder her husband. After entering the Wright house, which is now a crime scene for the murder of Mr. Wright, Mrs. Hale is left alone downstairs with Mrs. Peters while the men go upstairs to find evidence to prove that Mrs. Wright murdered her husband. Upon engaging in conversation Mrs. Hale’s cognitive need becomes apparent when they inspect the knitting on Mrs. Wrights quilt. Mrs. Hales states â€Å"Mrs. Peters, look at this one. Here, this is the one she was working on, and look at the sewing! All the rest of it has been so nice and even. And look at this! It’s all over the place! Why, it looks as if she didnt know what she was about. †(Glaspell, 666). Mrs. Hale suspects that something could have caused the negligence of her stitching, She asks Mrs. Peters â€Å"What do you supposed she was so nervous about? † (Glaspell, 666) She seemed intrigued, insinuating there may have been a reason which drove her to murder her husband. Mrs. Hale is staggering on the cognitive level which is preventing her from progressing on to the next level of aesthetic because she is not concerned with her own needs to express herself in a pleasing way, But to express Mrs. Wright in a more pleasing way and not as some horrific murderer. Mrs. Hale goes on to explain to Mrs. Peters; â€Å"I wish you’d seen Minnie Foster when she wore a white dress with blue ribbons and stood up there in the choir and sang. † (Glaspell, 670) She wants Mrs. Peters to view Mrs. Wright in the positive way that she was prior to her failed marriage. This actually shows her regression down to the love and belonging level. Towards the end of the play she realizes that she has been so busy in her life that she had neglected her friend in a time of need. She regrets not visiting her, stating that â€Å"I wish I’d come over here once in a while! That was a crime! That was a crime! Who’s going to punish that? † (Glaspell, 670) She feels guilty for not realizing that Mrs. Wright needed help. She tells Mrs. Peters â€Å"I might have known she needed help! I know how things can be-for women. I tell you, it’s queer, Mrs. Peters. We live so close together and we live far apart. † (Glaspell, 670) Mrs. Hale wishes she had been a better friend to Mrs. Wright and by doing that feels that could have helped prevent the murder from even happening. Maslows Law is a good theory to represent the understanding of Mrs. Hale, it signifies the importance of better understanding why she acted as she did. We use Maslows Law of Hierarchy Needs to better understand what motivates us to reach our full potential. According to McLeod, â€Å"progress is often disrupted by failure to meet lower level needs. (McLeod, 2007) Because Mrs. Hale had begun to care for her old friend, after trying to figure out what caused her to become a murder, She had regressed back down to the love and belonging level, Thus preventing her from progressing to the aesthetic level. WORKS CITED: McLeod, S. A. (2007). Maslows Hierarchy of Needs. Glaspell, Susan. Trifles. Backpack Literature An Introduction to Fiction, Poetry, Drama, and Writ ing Fourth Edition. Ed. X. J. Kennedy and Dana Gioia. Upper Saddle River, New Jersey: Pearson Education, Inc. , 2012. 659-671. Print.