Cell Tissue Organ System

Cell Tissue Organ System The cell is the essential auxiliary and useful unit of all known living being. It is the littlest unit of life that is named a living thing and is frequently called the structure square of life. Some life form, for example, most microscopic organisms, are unicellular (comprise of a solitary cell) and other living being, for example, human, are multicellular. Every cell can take in supplements, convert these supplements into vitality, complete specific capacities, and duplicate as vital. It additionally stores its own arrangement of directions for completing every one of these exercises. All phones have a skin called the plasma layer, shielding it from the outside condition. The cell film controls the development of water, supplements and squanders into and out of the cell. Within the cell film are the working pieces of the cell. At the focal point of the cell is the cell core. The cell core contains the cells DNA, the hereditary code that facilitates protein union. Notwithstanding the core, there are numerous organelles inside the cell little structures that help complete the everyday tasks of the cell. One significant cell organelle is the ribosome. Ribosomes take an interest in protein union. The interpretation period of protein combination takes puts in the cell core. After this progression is finished, the mRNA leaves the core and goes to the cells ribosomes, where interpretation happens. Another significant cell organelle is the mitochondrion. Mitochondria are frequently alluded to as force plants of the cell in light of the fact that may of the responses that produce vitality happen in materials. Outside the cell divider is a coagulated case which has antiphagocytic work so it decides the harmfulness of numerous microbes. It additionally assumes a job in connection of the living being to mucous layers. Most cells organelles fo cell portability are flagella. Flagella emerge from cytoplasm and expel through the cell divider, they are long and thick string like members, protein in nature. Another external structure of the cell are Fimbriae (pili). Fimbriae are short and flimsy hair like fibers and are answerable for connection of microscopic organisms to explicit receptors gracious human cell. II. Portray AND DISTINGUISH BETWEEN THE CELL AND TISSUE ORGANIZATION AND SYSTEM. As the chart appears CELL TISSUE ORGAN SYSTEM HUMAN BODY A gathering of cells with same structure and capacities will become tissue and one to a few dozen procedures will be called organ and gathering of organ will work as a framework until it get together with other practical and anatomical unit of the human body or life form. There are various kinds of cells in the human body. None of these phones work well all alone, they are a piece of the bigger living being that is called human. TISSUES Cells bunch together in the body to shape tissues an assortment of comparable cells that bunch together to play out a specific capacity. There are 4 essential sorts in the human body: epithelial tissue, connective tissue, muscle tissue and nerve tissue. 1) Epithelial TIssue The cells of epithelial tissue pack firmly together and structure ceaseless sheets that fill in as liningd in various pieces of the body. Epithelial tissue fills in as films lining organs and assisting with keeping the bodys organs discrete, in palce and secured. A few instances of epithelial tissue are the external layer of the skin, within the mouth and stomach, and the tissue encompassing the bodys organ. 2) Connective Tissue Connective tissue adds backing and structure to the body. Most sorts of connective tissue contain sinewy strands of the protein collagen that add solidarity to connective tissue. A few instances of connective tissue incorporate the internal layers of skin, ligaments, ligamnets, ligament, bone, fat tissue and blood. 3) Muscle Tissue This sort of tissue is a specific tissue taht can contract. Muscle tissue contains the particular proteins actin and myosin that slide past each other and permit development. Instances of muscle tissue are contained in the muscle all through your body. 4) Nerve Tissue Nerve tissue contains two kinds of cells: neurons and glial cells. Nerve tissue can create and lead electrical signals in the body. These electrical messages are oversee by nerve tisse in the cerebrum and transmitted down the spinal line to the body. ORGANS An organ is a structure that contains in any event two unique kinds of tissue working together for a typical reason. The skin is the biggest organ in the human body and is made out of three layers: the epidermis, dermis and subcutaneous layer. The epidermis is the external lsyer of skin. It comprises of epithelial tissue in which the cells are firmly stuffed together giving a boundary between within the body and the outside world. Underneath the epidermis lies a layer of connective tissue called the dermis. Dermis contains veins that feed skin cells. It contains nerve tissue that gives feeling in the skin. The subcutaneous layer is underneath the dermis and comprises fundamentally of a kind of connective tissue called fat tissue. Fat tissue is otherwise called fat and helps pad th eskin and give security from cold temperature. ORGAN SYSTEMS Organ frameworks are made out of at least two distinct organs that cooperate to give a typical capacity. There are 10 significant organ frameworks in the human body. 1) Skeletal System: The fundamental job of the skeletal framework is to offer help for the body, to ensure fragile inside organs and to give connection destinations to the organs. Significant organs are bones, ligaments, ligaments and tendons. 2) Muscular System: The fundamental job of the strong sysem is to give movemet. Muscles work two by two to move appendages and furnish the creature with versatility. Muscles additionally control the development of material through certain organs, for example, the stomach and digestion tracts, and the heart and circulatory framework. Significant organs are skeletal muscles and smooth moscles all through the body. 3) Circulatory System: The primary job of this framework is to move supplements, gases, hormones and squanders through the body. Significant organs are heart, veins and blood. 4) Nervous System: The primary job of the framework is to hand-off electrical signals through the body. The sensory system coordinates conduct and development and, alongside the endocrine framework, controls physiological procedures, for example, absorption, flow, and so on. Significant organs incorporate mind, spinal string and fringe nerves. 5) Respiratory System: The principle job of the respiratory framework is to give gas trade between the blood and the earth. Fundamentally, Oxygen is assimilated from the air into the body and carbon dioxide is ousted structure the body. Significant organs are nose, trachea and lungs. 6) Digestive System: The principle job of th esystem is to breakdown and ingest supplements that are fundamental for development and upkeep. Significant organs are mouth, throat, stomach and internal organs. 7) Excretory System: The principle job os this framework is to sift through cell squanders, poisons and overabundance water or supplements from the circulatory framework. Significant organs are kidneys, ureters, bladder and urethra. 8) Endocrine System: The fundamental job of the endocrine framework is to transfer substance messgaes through the body. Related to the sensory system, these concoction messages help control physiological procedures, for example, supplement assimilation, development, and so forth. Numerous organs exist in the body taht discharge endocrine hormones. Among these are nerve center, pituitary, thyroid, pancreas and adrenal organs. 9) Reproductive System: The mai job of this framework is to make cells that permit propagation. In the male, sperm are made to inseminate egg cells created in the female. Significant organs for female are ovaries, uterus, vagina and mammary organs; for male testicles, fundamental vesicles and penis. 10) Lymphatic/Immune System: The primary job is to demolish and expel attacking organisms and infections from the body. The lymphatic framework likewise expels fat and overabundance liquids from the blood. Significant organs are lymph, lymph hubs and vessels, white platelets, T-and B-cells. III. Clarify TISSUE STIMULUS, ELECTRICAL FUNCTION AND BALANCE AND ITS IMPLICATIONS FOR INTERACTION BETWEEN CELLS AND SYSTEM. Neurons are the basic units of the sensory system that complete the elements of the frameworks by directing driving forces. They are profoundly particular and amitotic, which implies that if a neuron is pulverized it can't be supplanted. Practically, neurons are named afferent, efferent, or affiliation neurons, as indicated by the heading wherein they transmit driving forces comparative with the focal sensory system. Every neuron has three fundamental parts: Cell body, which is like other sort of cells At least one dendrite, which travel driving forces to the cell body A solitary axon, which transmits driving forces from the cell body

Neuroendocrine Tumor (NETs)

Goole doesnt care Essay The reviewer calls to talk about the self destruction of Eva Smith/Daisy Renton, many average workers individuals utilized numerous names in those occasions, this was on the grounds that it is simpler to land positions. Every individual from the family had something to do with her self destruction; it is unwound as the play goes on. The controller needs to discover a chain of proof to make them blameworthy. Despite the fact that nobody can be to be faulted legitimately for a self destruction, anyway they can be ethically blameworthy. Birling sits the reviewer down and offers him a glass of port, however he doesnt acknowledge any cordiality from him. Besides Birling attempts to dazzle the auditor by revealing to him that he was a councilman and a judge, yet Goole doesnt care. The monitor proceeds to disclose what happened to Eva Smith. Shed gulped a great deal of disinfectant. Consumed her back to front. Preistley depicts a horrendous picture of the young ladies demise to cause the crowd to feel contrite and forlorn. He additionally portrays her as quite, energetic, huge dull eyes, and delicate earthy colored hair. The reviewer begins to address Mr Birling over the passing. In the wake of seeing a photo of Eva, He confesses to sacking her for setting up a strike to get marginally higher wages. He figures he made the best choice, and he says that he paid his laborers the standard rates, and he couldnt see that he had any obligation regarding what befallen her a short time later. Be that as it may, Priestley thinks in an unexpected way, as he appears by what the investigators says; what befell her at that point may have figured out what befallen her subsequently, and whatever happened to her a while later may have driven her to self destruction. Birling is an extremely unfeeling man; he shows no regret for what occurred. The following individual to be met is Shelia who is a pretty young lady in her mid twenties, is extremely satisfied with life and very energized. The assessor uncovers that Eva fortunately got a new line of work at Milwards, he proceeds to state that she again was sacked. Shelia (feeling upset) starts to understand that she was at fault. She began to clarify that she was taking a gander at herself in the mirror when she got Eva grinning at the associate such that she discovered hostile. Shelia was incensed and told the director that on the off chance that he didnt sack her, Mrs Birling would close the record with them. In contrast to Birling, Shelia acknowledged that she wasn't right and felt frustrated about what she did. Clearly she laments what she finished with respect to Eva guaranteeing that, on the off chance that I could help her now I would. This causes you to feel less outrage for Sheila who currently feels frightfully remorseful for Eva and has now been rebuffed seriously just by knowing the results of her activities. The auditor had now gotten done with Shelia. It was Geralds turn in the request for how the occasions occurred. After a misconception among Gerald and Shelia, he conceded he knew Daisy Renton. Also, after Gerald sitting in and tuning in to the dreadful thing Shelia had done, she was currently resolved to discover how he had an impact in this experience. Gerald had met Daisy at the nearby assortment theater known as the frequent of whores. He portrayed her as looking youthful, new, and beguiling. Gerald before long experienced passionate feelings for her and when he discovered she didnt have a penny in her possession: he let her stay in his companions level. Gerald frequently visited her and gave her a great deal of joy, he before long finished the undertaking, as he needed to leave on business, he had given her cash to get her out for a couple of months. Eva was clearly vexed inside as Gerald gave her a real existence she would never have. Gerald takes a stroll to get over the updates on Daisys passing, while Mrs Sybil Birling has denied knowing Eva in the wake of being demonstrated a photo of her. She is depicted as being forty years of age, a somewhat cool lady and her spouses social predominant. Mrs B will be met out of succession of occasions, since Priestley needs to show what a self-important imbecile she is. The controller has established a major connection with Shelia, who is presently acting like him by summarizing the chain of occasions, and disclosing to Mrs B that there is no point concealing everything. Mrs B at long last concedes that she known Eva, who went to the Brumley womens noble cause association for help, as she was pregnant. Mrs B was the director and dismissed some assistance for the young lady, in light of the fact that Eva utilized the name Birling which Mrs B wasnt content with. She didnt show any blame and said that the dad was altogether to fault. Mrs B censures her child Eric, as he is the dad of the kid, he should be managed harshly. No lament is felt and it appears that she is absolutely unaffected by the entire occurrence, possibly caring when she finds that her own child is included. Sybil is extremely belittling and considers herself to be socially better than those of a lower class. She at last understands that Eric was the dad and is stunned, Eric has shown up, and the crowd is left in tension as the scene closes. Everybody is gazing at Eric, the investigator asks him an inquiry and he recounts to the account of his contribution with Eva. He had met her at a similar bar as Gerald and had become inebriated and returned her to the lodgings. Eva didnt truly need him to come in however he was going to begin a line, so she let him in and they had intercourse. This got visit. It was easygoing for Eric and Eva engaging in sexual relations however Gerald and Evas relationship had emotions. Eva got pregnant and they didnt need marriage, as they didnt love one another, so Eric demanded giving her cash to support her. She quit tolerating it as she understood it was taken. Eric had conceded taking à ¯Ã¢ ¿Ã¢ ½50 from his dads office. This was a great deal of cash in those occasions and his folks were angered. The controller closes his encounter with Priestleys message: we dont live alone. We are individuals from one body. We are liable for one another. What's more, I disclose to you that the opportunity will before long come when, on the off chance that men won't discover that exercise, at that point they will be educated in fire, blood, and anguish. The reviewer leaves. Priestleys is stating that in the event that we dont care about everybody in the public arena, at that point it will wind up in struggle and war. Priestley additionally recommends that the more seasoned age wont change, however the more youthful age acknowledge that there should be a change. After he has left, the family start to think about the results. Mr and Mrs B are just worried about their picture and are censuring their kids for everything. They begin to ponder whether he truly was an auditor, Birling and Sybil get energized as they might suspect it has a significant effect, however Sheila and Eric comprehend that they are altogether ethically liable for Eva and that it doesnt matter who the man was. Gerald returns, and is sure that the man wasnt a cop. Just to ensure, Birling telephones the police power and affirms that wasnt a monitor Goole. Eric still shows coerce alongside Sheila yet the others are not having any of it, they are disregarding the way that they are managing a dead young lady. Gerald is attempting to escape the blame by accepting that Goole had indicated them various photos (which is preposterous) and that the young lady was not dead, and regardless of whether the young lady didnt kick the bucket they despite everything fouled up. Gerald telephones the hospital to see, and he is informed that there hasnt been a self destruction there for a considerable length of time. The guardians and Gerald conclude that they need to celebrate and accept they are on the whole presently free and clear, while Eric and Sheila keep up that nothing has changed regardless of whether the young lady wasnt dead. Another message from holy came out from Shelia: Everything we said happened truly had occurred. On the off chance that it didnt end grievously, at that point that is fortunate for us. In any case, it may have done. Birling hasnt got it together; they think its a joke. However the phone rings strongly. Mr Birling answers it, at that point tells the family that it was the police, he says a young lady has ended it all and is en route to the clinic, and that a controller is headed to pose a few inquiries. They gaze culpably and stunned. The entire situation begins once more. All in all, I imagine that the individual to accuse most is Sybil Birling. She was narrow minded and relentless leaving Eva to abandon herself. Eva had that smidgen of expectation left setting off to the association, however Mrs B dismisses her assistance. Perhaps Arthur had activated it off yet Mrs B could have sifted through things out in the event that she comprehended why Eva had utilized the name Birling. What causes you to feel more outrage for Sybil is that she thinks it wasnt her issue by any means: she had no blame at all. In spite of the fact that I figure it is unjustifiable to accuse just Mrs Birling totally, as each character had an impact to the passing of Eva smith. It would be progressively consistent to accuse society and the manner in which they lived in those occasions, no genuine wrongdoing was submitted, and it is increasingly an instance of social soul. I think families like the Birlings need to help others with their activities, not simply themselves.

BlackBerry Company and E-business

BlackBerry Company and E-business BlackBerry Company Nov 15, 2018 in Coursework Introduction BlackBerry Company rebranded since 2003 as Research in Motion Limited is one of the Canadian based wireless and Telecommunication Companies. The company has made several equipments starting from Blackberry smart phones and tablets and it was founded by Mike Lazaridis in 1984. The company worked with several companies such as Sony Erikson in order to develop some Internet Technologies such as Email Network and two-way paging system up to 1998. Since then, the company has introduced several modern technology devices that have hit the market by not only being used by the businessmen but also by government representatices. In our business report, the current and future use of Internet Technologies of the Blackberry company will be discussed and analysed. The E-business background based on various theories and frameworks, e-marketing analysis of the company, Web-design and business to business analysis will be addressed as well. Moreover, the social networking /web 2.0 applications by the company will be discussed before providing conclusion and recommendation remarks to the company. E-business Background Electronic business is the process of doing business electronically and it is more demanding than electronic commerce. In most cases electronic business possesses broader scope of all electronically enabled businesses such as business to business, business to consumer and even business to public sector. The word was coined by the IBM CEO, Mr. Lou Gerstner who began to define and analyze the idea of network based computing. According to the World Wide Web theory, several adverts placed by the company through the web did better than those placed on catalog-based sales boards (Boone Kurtz 2012). The advert promoted new sales level and hence various companies including BlackBerry and IBM decided to develop the E-business website through the website. Other business found that the website was a good site for placing customer service information such as location of products, corporate images and vacancies. As the website expanded, Internet business developed through other companies such as Amazon and eBay.

The Effects Of Traumatic Brain Injuries On Our Society

The human brain is an enormously complex and intricate structure; however, it is incredibly susceptible to injury and irreversible damage. Traumatic brain injuries can affect any member of the population at any given moment, damaging vital areas of the brain responsible for an entire spectrum of tasks, most of which are often taken for granted. Numerous medical professionals are involved in the rehabilitation of patients that sustain traumatic brain injuries. Because traumatic brain injuries have such a profound effect on human speech production, speech-language pathologists are needed in the both the diagnostic and rehabilitation process. In order to fully comprehend the significance of the role that speech-language pathologists play in the rehabilitation of TBI patients, the cause, diagnostic process, physiological and psychological effects, and treatment of traumatic brain injuries must be considered. Before examining the affect of traumatic brain injuries on the human speech mech anism, the etiology and a general statistical analysis of the impact of traumatic brain injuries on our society as a whole must be addressed. The National Head Injury Foundation (1985) defines traumatic brain injuries as â€Å"an insult to the brain, not of the degenerative or congenital nature, but caused by an external force, that may produce a diminished or altered state of consciousness.† Every year nearly 1.7 million Americans are diagnosed with a traumatic brain injury (Institute of Medicine,Show MoreRelatedThe Most Common Form Of Brain Injury1427 Words   |  6 PagesAnnually, 1.4 million people in the United States have experienced some degree of a traumatic brain injury. 1.4 million people every year. And who, you may wonder, is at the highest risk? Children, ages 0 to 14 and young adults, ages 15-19. The term â€Å"traumatic brain injury† (TBI) refers to a brain injury caused by trauma rather than disease, vascular accidents, or alcohol. Incidences of Traumatic Brain Injury have had a significant surge as they are more recognized by the medical profession. OccurringRead MorePhineas Gage Suffers a Traumatic Brain Injury1289 Words   |  6 Pagesfrom a traumatic brain injury. While working at a railroad site, an iron tamping rod (43 inches long, 1.25 diameter) went through his left cheek, through his brain, and out the skull. He surprisingly ended up surviving this traumatic injury. After a month in the hospital, he was back out on the street. Once a nice, caring person, Phineas turned into an aggressive man who could not even keep a job. Just like Phineas Gage, a TBI can potentially change everything. 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The treatments of our veterans should be complete and timely. A. The procedures in treatment of mild head injuries need to be detailed. B. Rapid objective methods in diagnosing, evaluating, and follow up are imperative. II. Procedures may be implicatedRead MoreWhat Are Invisible Wounds Of War?1411 Words   |  6 PagesDiscuss treatment for these two injuries, including the role of social workers. Ann Lee California State University, Sacramento Social work 191 Professor Lial March 12, 2016 Invisible wounds of war Invisible wounds of war are psychological and cognitive injuries; a deep scar that others cannot see or feel their pain. According to Pryce, Pryce, and Shackelford (2012), War produces undetectable injuries, and the present wars bear this out. The mark undetectable injuries connected with the presentRead MoreThe Disgrace of Veteran Homelessness Essay1400 Words   |  6 Pagesprotection of freedom in the world. Today the U.S is an international symbol of wealth and power; it has the largest Gross Domestic Product in the world as well as the strongest military. Yet even America falls prey to a social ill that plagues every society, that of the homelessness of its citizens. Shamefully of those homeless 23% are reported to be veterans, although the actual numbers may be much larger (Coalition for the Homeless). These soldiers gave of themselves for their country and now annuallyRead MoreTraumatic Brain Injuries : An Introduction And Definition Of A Public Health Problem2200 Words   |à ‚  9 PagesTraumatic Brain Injuries: An Introduction and Definition of a Public Health Problem The brain is the most complex organ in the human body; its mysteries rival the understandings of our solar system and continuously challenge the efforts of neuro physicians and researchers alike. This extraordinary biological structure defines our personality, controls how we move, and regulates our five senses. 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There is a critical need for healthcare providers to understand the economic ramifications of our clinical decisions and make informed cost effective decisions for optimal care. As a physician with the ability to perform economic evaluations of medical practice I will bring clinical relevance to the mathematical science of economic modeling. TheRead MoreA Comprehensive Framework Of Knowledge For Healthcare Professionals1179 Words   |  5 Pagesknowledge for healthcare professionals. With the support of a Fulbright, this program of study will enable me to evaluate the health systems in the US, UK and Australia with the goal of implementing cost efficient protocols for the management of head injury in children. Economic evaluation of health care delivery is a global necessity. The U.S spends 17% of its GDP annually towards health care compared with 8-9% by Australia and the United Kingdom. In contrast, when comparing government spending of cash

Personal Statement Inspiration And Motivation - 1459 Words

Asher Kim 9/18/2015 Period 3 Inspiration/Motivation Inspiring itself is the act of making others feel strongly interested and enthusiastic, and then convincing to do things, such as achieving a personal goal or joining a team and working for a team. Inspiration is one of the key points of leadership. Leaders take charge and support themselves and motivate others to do the right thing for the common goal by presenting a clear goal, providing precise instructions and resources, creating a good team relationship and work environment, raising a group’s positivity and energy, setting examples for others, and etc. This inspirational process happens from the beginning and the all the way through until the group’s goal is achieved. There are†¦show more content†¦This approach has a trust and respect bonding between the leader and all of the teammates. Many leaders are out of touch and disconnected from their team member, focusing solely on their own personal agendas, but people want to know that their leaders understand their tendencies, aptitudes and behaviors well-enough to best work with and motivate them. Team members are most inspired when a leader takes the time to know them and show that they have their best interests at heart. Driving inspiration is about focusing on achieving goals. What a driving leader might do is to set goals by giving out a challenge to the group and setting a specific deadline by which to achieve it. But leaders should not just explain what to do and why team members need to perform better. Instead, they should focus on explaining how team members’ collected efforts important to solve problems and to achieve their common goal. Leaders should inspire performance by connecting the dots of team members’ efforts. Leaders could also inspire team members’ trust and a desire to go above and beyond the call of duty by sharing their authority. If leaders allow team members to direct/take charge of a project based on what team members believe is in the best interest of the team and the organization, members’ desire to perform will be inspired. At the same time, if a driving leader can activate the natural talents of teamShow MoreRelatedPersonal Vision Statement : M y Vision751 Words   |  4 PagesVision Statement Introduction I am writing this statement as a declaration of my personal vision. It will serve as a guide to help ensure that my actions are corresponding to what I envision. This personal vision statement is designed to help facilitate my purpose, unforeseen obstacles, and how to manage theses obstacles. A great deal of thought has gone into constructing this vision statement and I hope that within time these endeavors fill me with a sense of satisfaction and accomplishment. 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David Ball, the author of Backwards and Forwards: A Technical Manual for Reading Plays mentions, â€Å"Talking is drama’s most common activity.† (Ball 27) then proceeds to question the statement to continue his point by asking, â€Å"What is it about talking that connects it to

A Brief Look at World War II - 686 Words

World War II, or the Second World War, was one of the biggest wars because it was international. It lasted from 1939 to 1945. It involved almost every major power in the world, forming two military alliances called the Allies and the Axis. It was the most well-known war in history, and it involved more than 100 million people, from more than 30 different countries! 50 to 85 million victims were killed or severely injured due to the use of air power to bomb enemy cities and countries. All of these fatal contributions made World War II one of the deadliest conflicts in human history. It all started on September 1st, 1939 when Germany attacked Poland without a declaration of war. On September 3rd, Britain and France declared war on Germany. This is what made all of the other major powers to join in. Even though the story of the Second World War is a military one, the fighting never occurred in isolation. The war reflected a political, social, and economic background from all countries. The instant reason for the outburst in Europe was because of Adolf Hitler’s Nazi Party in Germany. Adolf Hitler was a German leader who believed Jewish people didn’t belong on the same universe as Christians. In the United States, about seven million women joined the workforce in addition to the twelve million who were already in it. African Americans traveled north from the rural south in packs of hundreds and thousands. At times, conflict between the white workers and black workersShow MoreRelatedA Brief Look at World War II1037 Words   |  4 Pages World War II wa s a traumatic event that is known to be the darkest times in American and European history. It was estimated between 60 to 80 million people had lost their lives during time of battle. Before the United States was involved in the war, the country entered a state of isolationism. Americans saw the war was Europe’s problem and wished to stay out of it. 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Interview With The Vampire Essay Example For Students

Interview With The Vampire Essay When Lestat seduces then kills the two whores in the hotel room, he delights in sexual cruelty. This is displayed in Louis narrative describing Lestat as both: masterfully clever and utterly vicious, he drank his fill without the other woman even knowing (Rice p.89) and he played with his victims, made friends with them, seduced them into trusting and liking him, even loving him (Rice p141). Lestat clearly plays with his victims when he invokes sexual competition from the second woman as she says: I can warm that cold skin of yours better than she can (Rice p.87) Lestat shows he is the master of mockery combined with sadism. My argument here is focused on sadism defined as male with a low sense of self-worth since childhood, trying to prove importance and superiority by punishing others. As far as we know, Lestat has had no life-choices, either in his education or in becoming immortal, as both decisions were taken without consent. Therefore, Lestats indulgence in sadistic sexual pleasure can be credited to an indiscriminate motive of revenge. But Lestat has no conception of his sadistic nature and so does not appear to manifest any sense of rationality since he says to Louis: I like to do itI enjoy it (Rice p.93) without explaining. As Michel Foucault says of sadism: In Sade, sex is without any norm or intrinsic rule that might be formulated from its own nature: but it is subject to the unrestricted law of power which itself knows no other law but its own (Foucault p.149). However, Louis does offer some reasoning for Lestats senseless carnage of the young or attractive in: You see they represented the greatest loss to Lestat, because they stood on the threshold of the maximum possibility of life (Rice p.47) Lestats rationale in killing the two beautiful whores, the young, rich Freniere and dooming a five year old girl to an eternity of childhood is symptomatic of Lestats sadistic nature, but in some way related to his past. Consequently, Lestat unconsciously transgresses from conflicts within vampire relationships to avenge his past, and he achieves this through sadistic redress. The performance at the Theatre des Vampires is where both vampires and humans gather to mutually experience: A highly erotic, somewhat disturbing scene (Gelder p.112). The vampires masquerade as vampires. The audience indulge in simulation of sexuality and death. The audience believe the performance is a theatrical illusion and are there to be: mesmerised by the performancetitillated (Gelder p.112). So I want to argue here that the relationship between sexuality and cruelty works on a number of levels as both the vampires and audience are involved in a type of sexual perversity. For the vampires, the scene represents reality, as killing and drinking human blood is pertinent to vampire nature. In contrast, the audience are an antithesis to human nature in comparison to other mortals in the text, such as Babette, who have shown disdain for vampiric sexual evil. But further perversity exists, since vampires openly kill a mortal in front of other humans thereby increasing vampire pleasure in killing. Louis attests to vampiric pleasure when he recalls an instinctive sexual longing at the performance: I wanted her. Wanted her. My mouth full of the taste of her, my veins in torment (Rice pp242-243). Conversely, it could also be argued that the vampires perform at the Theatre de Vampires to acquire legitimacy for their communal home. So, I also suggest that the theatre provides both a faà ¯Ã‚ ¿Ã‚ ½ade and sanctuary to enable the vampires from arousing suspicion from mortals. Therefore, these vile heterogeneous gatherings between vampires and mortals have irony but fundamental to the existence of the Parisian vampires. .u4878e9c21fb0a357ab336aaee8fb622b , .u4878e9c21fb0a357ab336aaee8fb622b .postImageUrl , .u4878e9c21fb0a357ab336aaee8fb622b .centered-text-area { min-height: 80px; position: relative; } .u4878e9c21fb0a357ab336aaee8fb622b , .u4878e9c21fb0a357ab336aaee8fb622b:hover , .u4878e9c21fb0a357ab336aaee8fb622b:visited , .u4878e9c21fb0a357ab336aaee8fb622b:active { border:0!important; } .u4878e9c21fb0a357ab336aaee8fb622b .clearfix:after { content: ""; display: table; clear: both; } .u4878e9c21fb0a357ab336aaee8fb622b { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u4878e9c21fb0a357ab336aaee8fb622b:active , .u4878e9c21fb0a357ab336aaee8fb622b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u4878e9c21fb0a357ab336aaee8fb622b .centered-text-area { width: 100%; position: relative ; } .u4878e9c21fb0a357ab336aaee8fb622b .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u4878e9c21fb0a357ab336aaee8fb622b .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u4878e9c21fb0a357ab336aaee8fb622b .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u4878e9c21fb0a357ab336aaee8fb622b:hover .ctaButton { background-color: #34495E!important; } .u4878e9c21fb0a357ab336aaee8fb622b .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u4878e9c21fb0a357ab336aaee8fb622b .u4878e9c21fb0a357ab336aaee8fb622b-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u4878e9c21fb0a357ab336aaee8fb622b:after { content: ""; display: block; clear: both; } READ: Choose a scene in Blood Brothers EssayEarlier in this essay, I argued that conflict is generally located externally or internally within vampire cultures. Yet in the two texts, overtly sexual female vampires are destroyed by threatened males. Examples of internal conflict and female sexuality appear in the text of Interview With The Vampire when Claudia and Madeleine are destroyed. Both Claudia and Madeleine are sexually aggressive, and this is apparent when the female vampires are created. Firstly, Claudia is insatiable in her desire to drink the blood of Lestat: He was trying to push her off, and she wouldnt let goshe held the wrist to her mouth, a growl coming out of he r (Rice p.102). The untamed lust of Claudia is prophetic, signaling superior female sexual power in comparison to Lestat and Louis. Accordingly then, it is natural that the greater sexual potency of Claudia, usurps Lestat in the affections of Louis. As Louis clearly views Claudia as flagrantly sexual: I loved her, must have her, must keep her (Rice p. 127) and later I knew I loved her only too well, that the passion for her was as great as the passion for Armand (Rice p.277). Then Louis view of Claudia shows she is a significant sexual rival to both Lestat and Armand. Madeleine is created by demand, the demand of Claudia. Furthermore, Louis acquiesces to Claudia, to avoid yet another doomed menage-a-trois. Female brutality and sexual craving are visible when Louis makes Madeleine into a vampire, and is comparable to the making of Claudia. As Louis recalls Madeleines insatiable lust was painful: it was cutting me, scoring me, so I all but cried out as it went on and on (Rice p.292). Therefore, a close alliance between the two female vampires must present an enormous risk to the domination of sexuality by male vampires. As a consequence, both Claudia and Madeleine die whilst Louis survives. Furthermore, this is not convincing justice for the death of Lestat, as Madeleine is innocent. Clearly, the vampires are motivated by fear of the potent liaison between Claudia and Madeleine. Furthermore, Louis is rescued from death, because of the homoerotic desire of Armand. A relationship that is now possible, as the two overtly lasciviousness female vampires and their, powerful natures are extinguished. Therefore, in Interview With The Vampire, sexuality and cruelty function principally to sustain male sexual domination and homoerotic relationships. One of the main points I have argued in this essay, is that power and sexual cruelty prevail through conflict. My assertion in Dracula is that conflict is external to vampire existence, whereas in contrast, internal conflicts exist in Interview With The Vampire. Therefore in conclusion, it is essential to say that although both narratives are told in the first person, the viewpoints in the text are endorsed by use of opposing narrative strategies. In Dracula the text is narrated by mortals, therefore the reader is greatly influenced by the mortal perspective. Whilst in contrast, the narrative of Interview With The Vampire is recounted from a vampires perspective. Accordingly, then, Dracula and Interview With The Vampire, present the reader with a textual biased perspective. The narrators present their own ideologies relating to power and sexual cruelty projecting their own identities and environment. As Michel Foucault argues: We must conceptualize the deployment of sexuality on the basis of the techniques of power that are contemporary with it (Foucault p.150). Therefore, sexuality and cruelty, operate by reflecting the personal, political and social opinions of their narrators. Consequently, Dracula reflects mortal ethics, in contrast to Interview With The Vampire, which through a single narrative is unmistakably opinionated but applies vampiric reasoning.

Factors Influencing Corporate Cultures

Introduction Corporate culture underscores the way things are done within an organization. Corporate culture involves a set of behaviors that occurs naturally amongst all participants in an organization.Advertising We will write a custom essay sample on Factors Influencing Corporate Cultures specifically for you for only $16.05 $11/page Learn More It includes the mode of communication within the organization, management of performance, the set-up of hierarchy levels, and the coordination of projects coupled with how meetings are conducted among other activities within the organization. Corporate culture is acquired with time, it differs from one corporate entity to another, and it is subject to various factors. This paper considers some of the various factors that lead to the development of what is considered as corporate culture. Factors influencing corporate culture Factors influencing the corporate culture in the different organizations are numerous a nd they vary from one corporate entity to another. They include Leadership Leadership is one of the factors that form the foundation of a positive and successful corporate culture in an organization. A positive leadership, despite the hierarchy level in an organization or a firm, will influence a positive culture (Hartman, 2005). On the contrary, poor leadership leads to weak corporate culture. The leadership has to be strong, visionary, passionate, disciplined, and supportive in a bid to instill a positive culture in the firm. The leadership of a firm is a reflection of how the firm should be. In addition, the leadership is a reflection of what is expected of all the other participants in a given organization. The leadership should be highly concerned with walking the talk as opposed to playing a supervisory role. This aspect will ensure that other participants learn from watching and not from hearing. Visionary leaders lead by example, and thus they influence the culture of an ins titution.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Vision and mission The vision and mission influence the corporate culture of an organization. The basis of a great corporate culture is a vision and a mission. These two elements outline the values of the organization by giving it a sense of direction and purpose. It would be useless to establish an organization that has no mission and whose visions can only be guessed. Vision and mission statements orient all participants in the organization in the different levels to what is expected of them and as such, they influence the stakeholders’ activities. A vision statement might be very simple, but it is a foundational element in the establishment of a corporate culture. For example, the vision of ‘The Alzheimer’s Association,’ is to see the elimination of the Alzheimer’s disease in the world. Therefore, every strategy will be geared towards achieving this goal, which ultimately shapes the corporate culture. Such a statement is short, but it highlights clearly the purpose of the association. Values and practices The values and practices of an organization are the basis of the corporate culture in that entity. In a company, the vision enunciate the organizational purposes and objectives, while values outline the mental outlook and demeanor that the involved stakeholders should have in a bid to realize the vision. Values are enshrined in the organizations’ practices (Schein, 2010). The values and practices include the way the organization vows to treat its employees, serve its clientele, and uphold its professional standards. Most values revolve around employees, the clientele base, and other stakeholders. They offer guidance on what is expected of these groups in the course of their interactions. The originality of the values is not as important as their authenticity. On the other hand, processes reinforce the organization’s values and vision. They are a reflection of how the organization conducts itself. Whatever an organization values must be reinforced in its policies and incorporated in its daily practices. Organizations normally take disciplinary actions against employees who violate its values. People People within an organization are integral in the establishment of a culture. An organization cannot purport to have built a coherent culture without having involved people. People influence the development and observation of a culture within an organization. Therefore, individuals that share the organization’s values and mission and are willing to embrace the values are important in the establishment of the corporate culture.Advertising We will write a custom essay sample on Factors Influencing Corporate Cultures specifically for you for only $16.05 $11/page Learn More According to Ellis (2013), the best f irms in the world have the most stringent recruiting policies. This assertion holds because talent is not only enough in the success of a firm, but also suitability to that particular culture. Ellis (2013) further argues that culturally fit employees bring with them the right ‘cultural carriers’ that reinforce the organization’s culture. Therefore, positive support staff members about an organization’s culture are key in the observance and sustenance of the corporate culture. Support staff members that view their organization’s culture as inefficient will do everything in their capacity to kill it or contravene its principles. Founders and owners The founders and owners of an organization also play a key role in the development of an organization’s culture. They exert influence on the activities of the company, as they are the groundbreakers in the establishment of the organization. They are the vision and mission bearers of the organization and as such, they set the basics of the culture in the workplace. Mostly, the proprietors come up with the basic principles that should be observed in the organization, which ultimately shapes the corporate culture. Environment The surroundings within which an organization is established influences the corporate culture in different ways. The environment could be juridical, economic, technological, or cultural. When the elements of a juridical environment contradict those of the organization, the resulting influence is said to be negative. The economic culture of an organization is derived from the national culture of the nation where the organization is situated. Therefore, the environment of an organization shapes the ultimate corporate culture adopted in a given entity. The market The market or industry within which an organization operates influences its corporate culture. Companies like Apple are in the industry of innovation and as such, their activities revolve around innovat ion. A company in the fashion industry will concentrate on a culture that favors its market. This principle applies to any industry.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Size of business The size or organizational characteristic of a business will influence the corporate culture of an organization. In most cases, the prevalent corporate culture in SMEs is uniform, while in large and multinational corporations it is heterogeneous. The organizations’ history and background play a critical role in shaping the ultimate corporate culture. Management structures The structure of the management and reward of employees influence the culture of an organization. For instance, how an organization pays bonuses, dividends, salaries, and commissions to its employees among other packages influences how such activities are conducted in the future whether there is a change of leadership or not. The processes and procedures that are followed when hiring, firing, or granting leaves to employees set a precise culture that can be used as a reference in the future. The organizational structure of a business also influences the culture of an organization. The organi zational structures include the hierarchy levels. Such structures provide clear processes for the communication of information and allocation of tasks. The CSR The corporate and social responsibility of an organization is also another factor that determines the corporate culture of an institution. Corporate and social responsibility refers to the commitment of an organization to develop and ensure a sustainable economy by working together with its employees and the local communities in a bid to improve the quality of life. The organization does so by creating opportunities such as employment for the local communities, the introduction of new technologies, and creating a competitive environment. Conclusion Culture in the corporate world dictates how organizations conduct themselves. It can be identified from how information is communicated, the mode of giving feedback, coordination of activities within the organization, and the observance of processes and procedures put in place. The se activities are established over time. Corporate culture cannot be established in boardroom meetings. On the contrary, the involvement of all stakeholders shapes the ultimate corporate culture in an organization. Culture can be depicted from the structural organization of a corporation be it the type of job titles, the hierarchy level in place, and the way business is conducted. Ultimately, different elements shape the organizational corporate culture and they include leadership, the set vision and mission statements, the environment, and all stakeholders together with the shareholders. References Ellis, C. (2013). What it takes: Seven secrets from the World’s Greatest Professional  Firms. New York, NY: Wiley. Schein, E. (2010). Organizational culture and leadership. San Francisco, CA: Jossey- Bass. Hartman, L. (2005). Perspectives in business ethics. Boston, MA: McGraw-Hill. This essay on Factors Influencing Corporate Cultures was written and submitted by user D'KenNeraman1 to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Speak No Evil essays

Speak No Evil essays Freedom of expression, and open access to media, are as fundamental to the survival of Progress as the sun and rain are to the survival of planet Earth. Yet censorship remains a traditional response of any group that finds itself offended at another's message or creative indulgence. The argument that because they serve the "public interest," media should willingly accept a moral arbiter to decide what will and what will not be disseminated is both uninformed and dangerous. The biggest problem is that nobody will have the opportunity to vote for the people charged with determining what information is left on the cutting room floor. Worse yet, certain lower life forms with an eye on world domination will always find ways to apply this primitive form of babysitting to their own sinister ends. Because the new communications paradigm calls only for media to get bigger-not better-access to media is more costly. As corporate interests pool their resources to control the most print and broadcast outlets allowable by law, certain news stories will surely be censored. Media is market-driven (that is, it needs an audience), and less "marketable" stories will always be ignored. For example, only cave dwellers and the cable-TV impaired could have possibly missed NASA's most recent PR coup, the landing of Voyager on Mars. Don't believe that CNN, C-SPAN, MSNBC, CNBC and all the rest were planning to feature this as a major story from the beginning. The Media spun the Mars story big time because People were interested in it, the same way we are always interested in exploration, at pushing boundaries. It's the same reason the book Undaunted Courage is on the Best Seller list, and why filmmaker Ken Burns (The Civil War, Baseball) is giving Lewis Back to NASA. The story you probab...

NSB224 RESEARCH APPROACHES IN NURSING Essay Example | Topics and Well Written Essays - 1500 words

NSB224 RESEARCH APPROACHES IN NURSING - Essay Example (2). The abstract is a very important paragraph of the article. The length of the abstract is based on the journal for which the article is written, and normally does not extend beyond 250 words. This makes precision in the use of words and coherence of the matter important elements of the abstract. It is written as a single paragraph without references, providing the substance of the article. From such a perspective of a good abstract, the abstract the article can be rated as good. (3) The introduction is usually a few paragraphs in length written with the purpose of introducing the issue being investigated by the article, the relevance of the issue to the health care services and nursing. The problem of debilitation associated with hemodialysis is clearly mentioned at the outset, though not easily identifiable, owing to the structure of the introduction, wherein a number of issues are brought in one after the other. The problem is of significance to nursing, as it is nursing care that is essentially involved in patients on hemodialysis recovering their functional abilities and improving their well-being. (3). The main purpose of the literature review is to provide an understanding of what is known on the health subject or health problem. In doing so it gives clarity to the deficits in the current understanding of the health subject and how the article contributes to enhancing the understanding of the subject or problem. A good literature review draws information from reliable sources like peer-reviewed journal articles and books on the subject. It does not just summarize the information from these resources, but critically evaluates the information and looks at the connection of the information provide by these resources with regard to the topic of the article. In this way the literature review links the information from the different sources, provides

American Civil War High School Essay Example | Topics and Well Written Essays - 500 words

American Civil War High School - Essay Example Another reason why the south lost is that the troops faced major problems in battle. These problems were as a result of lack of a good communication channel, communication barriers led to a lack of information and in the case where a group attacked it were difficult to get help and enforcement from the other troops. The southern troops also lacked unity and many were not confident in winning the battle and this eventually gave the north an opportunity to win the battle. Therefore the south lost due to lack of unity, lack of communication channels, poor organization and lack of experience in battle. In my own view there is no way that the south would have won with all the disadvantages they had compared to the north, they took these opportunity and won the battle. The north won the battle due to the fact that they had more soldiers compared to the south, also the soldiers were experienced, well trained and well armed then the south, transport and communication networks were better than those of the south region and this made it easier for transportation of arms and reinforcing battle fronts.

Management culture on HRM practices

Management culture on HRM practices Introduction This research paper identifies the influence of management culture on HRM practices and ultimately on the organization. Globalization is a process which facilitates the integration of societies and cultural values by means of communication and trade across nations which are primarily aided by strategic use of information systems. However, there are several issues of concern which an organization should consider before establishing their HRM practices. Issues pertaining cross-national transfer of HRM practices, individualism at work, individual and organizational transformation, more influence of economic success, differences in leadership practices, emphasis to spirituality, dehumanization, greater role of the state, difference in consultation and ownership are some of the key concerns that emerge in organization processes due to the cultural difference in management practice. Both western and non-western management culture has its own benefits and shortcomings. This research paper performs critical analysis of both western and non-western management culture by analyzing the relevant literature of human resource management in line with the management culture which is discussed in the next section. The discussion is built around difference in management styles of countries like Sweden, Japan, United Kingdom and India. In last section, based on the analysis of western and non-western management style, conclusions and recommendations are drawn. Hypothesis View Armstrong (2009) defines human resource management as set of policies which are designed to improve the organizational integration, employee commitment, flexibility and quality of work. Human Resource Management acts as an intermediate between the organization and the employees. The practice of human resource management involves supervision of the people (how they are employed and managed) in the organization. A well-designed structure of human resource management within an organization should result in no Trade Unions. Human resource management is a vital segment of any organization. It plays an important role in defining and designing the elements of organization culture. Organization culture is known as set of shared values and beliefs specified by the organization taking into account various agreeable and disagreeable conducts. Jackson (2002) supports a cross-cultural approach within an organization in order to give emphasis to management of segregation across cultures and to deal with the apprehension of difference in people management styles. Strategic human resource management also helps the organization to gain a sustainable competitive advantage over its competitors composed of high-quality people. The roles and objectives of human resource management depend upon the volume of the organization. Torrington et al. (2005) explained that as the size of the organization increases, the scope of employing people to specialize in particular areas of human resource management also increases. Figure 1.1 demonstrates various roles and objectives of human resource management. Change-management Objectives Performance Objectives Administrative Objectives Staffing Objectives Human Resource Management Human resource generalists Line Managers Consultants and advisers Human resource specialists Subcontractors Figure 1.1: HRM roles and objectives [Torrington et al. (2005)] Keating et al. (2004) identifies comparative human resource management (CHRM) research which improves the adequacy of human resource management practice and provides global point of view. CHRM research includes a comparative study of human resource management which results in variation due to the difference in culture and institutional environments. This research also supports cultural relativity between HRM concepts, theories and models. The word Integrative imply the propensity to collate diverse rudiments into one single function. Liu (2004) suggests that an organization can make use of integrative human resource management (IHRM) research model in order to allow all their subsidiaries to establish same human resource management practices. This method is more expensive due to integration between the parent company and all their subsidiaries through inter-transfer of their HRM practices. A critical challenge facing IHRM is fast and growing globalizing world. Figure 1.2 shows some of the key characteristics of Comparative and Integrative human resource management. Comparative HRM Integrative HRM Comparative HRM compares HRM practices at organizational level as well as national level Integrative HRM approach compares HRM practices at organizational level A study of Comparative HRM helps in identifying different patterns of HRM practices at organizational level as well as national level Two main objectives of Integrative HRM are: Standardization International learning A study of Comparative HRM helps in identifying different reasons for the variations in HRM practices investigated at organizational level as well as national level Integrative HRM approach describes same HRM practices for both parent company as well as its subsidiaries Comparative HRM describes two major categories for the reasons of variation: Cultural Issues Institutional Issues Major challenges of Integrative HRM are: Globalizing world Robust transfer mechanisms Difference in cultural values Comparative HRM does not use theoretical framework Integrative HRM involves centralization of work and improves monitoring Figure 1.2: Comparative HRM and Integrative HRM Comparative HRM and Integrative HRM approach are used by the organization in order to measure the impact of their existing HRM practices. Furthermore, CHRM provides a global perspective and IHRM facilitate centralization of work within organization. The organization implies Comparative Human Resource Management (CHRM) and Integrative Human Resource Management (IHRM) in order to investigate the areas of improvement. In the next part of this section, we shall discuss how CHRM and IHRM are related to the practice of personnel management and work group management. HRM versus Personnel Management Personnel Management is typically related to the practices and guidelines associated with management of employees working in an organization. As discussed earlier (in section 1 overview), HRM also defines the practices related to the supervision of the employees in an organization. So, what is the difference between Personnel Management and HRM? Bratton et al. (2007) describes the evolution of personnel management and some of the key differences between Personnel Management and HRM. In England (1970), when a new legislation was approved, promoting the equality in employment, there was an unexpected increase in the functions and status of personnel manager. A study conducted by Donovan Commission states that since 1914 there has been a constant growth of personnel managers with most of them found to be men. One of the key functions of personnel manager was to deal with Trade Unions. Second World War increased the demand of personnel managers and in 1989, the personnel specialists/managers rose to 35,548. The following figure (Figure 1.3) describes the difference between Personnel Management and HRM. Personnel Management Human Resource Management (HRM) Personnel Management is a subset of Human Resource Management Human Resource Management is integrated with strategic plan of an organization Personnel Management provide more significance to Legally Constructed Exchange Human Resource Management provide more significance to Psychological Contract Personnel Management deals with the activities related to the supervision of an employee like recruitment, training, counseling etc Major objectives of Human Resource Management: Encourage learning at workplace High employee commitment Improve performance of the organization Personnel Management facilitates Work Group management and improves the management process HRM focus more on an individual aspect and marginalize the collective measure of the aspects between an individual and management Figure 1.3: Difference between Personnel Management and HRM [Bratton et al. (2007)] However, as the main purpose of Personnel Management and Human Resource Management is to improve the relationship between the employer and employees, the term Personnel Management and HRM can be used interchangeably. Personnel management deals with functions like counseling for employees, security of personal information and proper job description. Personnel management also gets effected by the impact of cultural differences. Both comparative and integrative human resource management provides a framework which defines the guideline for the practices of personnel management. However, due to the swift growth of business across nations, personnel management practices should also be revised constantly. Work Group management can also be defined as a subset of Human Resource Management which consists of a group that manages the working practices followed by an organization. Work Group management confronts a crucial challenge due to the increase in diversity of culture and beliefs. CHRM and IHRM provide an analysis of the cultural difference which can be useful in design of work group management. Many believe that the concern raised by diversity is simply ignored while establishing HRM policies and practices in an organization. This might result in greater conflicts and low performance. Considering the perception of organization culture, western management culture has always been referred to the things that are not regarded as religious, spiritual and sacred. The universalistic approach makes western management culture give more emphasis to dehumanizing treatment of individuals and neglect the importance of incorporating cross-cultural and shared value perspective within the organization. Individuals are often referred as resources of the organization, which helps the organization to fulfill their requirement in the process of achieving business targets. On the other hand, non-western management culture involves a big fraction of human characteristics at work. Non-western management culture also describes equal importance to spirituality and cultural differences between the employees of the organization. Theory Analysis As discussed in the previous section, Integrative HRM and Comparative HRM help the organization to build a strategic HRM which in turn allows the organization to design competitive strategies in relation to their HRM policies and practices. However, as business is growing more and more in a borderless world, the organization has to deal with two important challenges: Maintain correlation between their national units which operates in respective national cultures. Employees of the organization have difference in cultural value. There are two ways of taking the discussion forward, one is at macro level (among different national culture) and second is at micro level (people possess different cultural value). Boone et al. (1997) identified that integration opportunity and constraining diversity were two main issues faced by the managers in Europe. In 1991, various multinational companies which were operating in Europe were in tight spot of making a strategic decision whether to adopt the European style of management or to continue with their own style of management satisfying all the norms of local-national culture. This involved an investigation from legal, social, economic and political point of view. According to Jackson (2002), there are four dimensions to represent the value systems of any national culture. Power Distance Uncertainty Avoidance Individualism Masculinity An organization can take up either integrative approach or differentiation approach for their HRM practices. For example, an operational unit of an organization decides to adapt the HRM practices which are followed by the host country. This results in differentiation of HRM practices between the parent company and its subsidiary. What happens when the companys growth is coupled with both the parent company and other operational units? Now, let us try to answer the above asked question by considering the management culture followed in different parts of the world. Swedish Management Culture Western management culture is generally referred to Western Machine Model as business organizations give more emphasis to economic success and often focus more on task completion and outputs rather than creativity, emotions and spirituality. Leaders create a vision whereas managers develop plans based on Leaders vision, the employees/workers concentrate on its implementation. In most of the western countries, robust HRM structure provides broad range of incentives based on the factors like opportunities, participation and working conditions. Jackson (2002) states that, when the act of co-determination at work was passed in 1976, the managers and union representatives were assigned equal right to information and managers were instructed to consult the unions before making any major management decision. Since the end of 1980s, distinctions between blue-collar and white-collar workers were supported by associate agreements which diminished the effect of trade unions at the workplace. Co nstant growth in service industries also resulted in weak trade union representation. In 1994, Sweden joined European Union. Swedes tend to focus more on social democracy and equality. They are impassively practical and bias towards rational reasons which define their sensible approach towards life. Jackson (2002) identified three main factors of Swedish Cultural value: Love of nature Individualism through self-development Equality As per Jackson (2002), Swedish management culture is considered to be ambiguous by the foreign managers. Informal relationships with subsidiary, avoiding conflict, low in power distance, high in individualism, low in uncertainty avoidance, unclear objectives are some of the key traits of Swedish organizations. The factor of equality can be understood by the fact that 75% of the women constitute the workforce. In order to explain this in more detail, Jackson (2002) took an example of IKEA: Furniture Distribution Industry. Since its beginning, IKEA faced a massive challenge of maintaining its Swedishness along with the strategic decision of adapting local-national culture in which they are operating. IKEA has been a global player from past 25 year which includes some of their biggest market in United States of America, France and Germany. Just like Swedish culture, IKEAs management style is also informal denying the actuality of employee as replaceable and interchangeable component. Common practice of sharing knowledge and skills were seen among managers towards their subordinates. Discussion and explanation were prime sources used in order to spread their organizational culture rather than formal training programs. Human resource management has also followed the same Swedish approach. Recruitments were made on the basis of good interpersonal skills and high potential whereas less emphasis is given to formal qualifications. Shortly, IKEA started having trouble with their subsidiaries in countries like Germany, France and USA. Issues pertaining managers authority, informality, job description, assessing risks, indecisiveness, lack of formal rules were some of the key concern for IKEA. IKEA also lost some of their key American managers in the same process. In order to overcome the above mentioned inadequacy, Jackson (2002) proposed a multicultural model. This model suggests that people having different cultural values should work together. Cultural differences and business ethics should not affect each other when communicating across nations. Boone et al. (1997) describes three types of diversity (refer figure 1.4) from the managerial perspective. Types of diversity Examples Diversity in negotiated environment Tax rules Subsidization practices Financial reporting requirements Quality and product standards Administrative diversity Internal accounting rules Information systems Manufacturing systems Inherited diversity Customer preferences Employee characteristics Business systems Figure 1.4: Three types of diversity [Boone et al. (1997)] Japanese versus UK/European Business Model Unlike western management culture, Japanese management style stress more on getting in groups to provide a solution of the problem. Motivation plays a very important role in determining the performance of any organization. However, Japanese organizations stay short on the motivational factor yet report very high productivity. Azhashemi et al. (1999) describes, that in recent years, more importance has been given to efficient frameworks in order to improve the quality of the management practice. Japanese management style introduced Total Integrated Management (TIM) framework to enable the organization to interrelate each of their facets. As multiple factors are joining hands with management quality, it becomes difficult for an organization to focus on each of these factors and enhance their quality of management practice. The following figure illustrates six critical factors defined in Total Integrated Framework (TIM) which are essential for the success of an effective organization. Business Structure Management Resources Management Design Corporate Culture Management Performance Management Cycle Figure 1.5: Critical Factors of Total Integrated Management (TIM) Framework [Azhashemi et al. (1999)] Total Integrated Management (TIM) framework helps the organization to identify the missing loop in their management practice by defining how the management cycle affects four factors of the organization (Business Structure, Management Resources, Management Design and Corporate Culture) which in turn reflects the performance of the management practices. Azhashemi et al. (1999) also describes that the quality of management cycle is directly proportional to the remaining five factors. If the management cycle shows high quality level, the six factors produce an excellent loop that enables the organization to be proactive and implement them. As discussed earlier, Japanese organizations show low job satisfaction. Career or Job satisfaction can be considered as a division of motivation. Jackson (2002) identified that motivational factors include both individual attributes and cultural values. The following figure describes the cultural differences among East Asian and Western cultures which constitutes the motivational factors. East Asian Western Equity Wealth Group Individual Saving Consumption Extended Family Relations Nuclear and mobile family Highly disciplined/motivated workforce Decline in work ethic and hierarchy Protocol, rank and status Informality and personal competence Avoid conflict Conflict to be managed Figure 1.6: Motivational Factors [Jackson (2002)] The core objective of spirituality is non-economic, yet critical for an individual. Spirituality consists of two main elements which are vision and inspiration. This refers to a framework in which more focus is offered to the individual eliminating the possibility of marginalization of human being. However, the perception of Japanese organization about their employees differs from that of western organization which consider employee as Intellectual Capital. Jackson (2002) defined seven spiritual values which are identified in the Japanese culture. National service through industry Fairness Harmony and cooperation Struggle for betterment Courtesy and humility Adjustment and assimilation Gratitude Jackson (2002) classifies British management culture as low measure of power distance, high on individualism, high on masculinity and very low measure of uncertainty avoidance. British organizations are not total learning organizations. However, British management culture is built around the concept of action learning. The second generation of Learning Organizations can be described as Knowledge Management a transition from British Management Style to Japanese Management Style. Jackson (2002) also suggested following methodology for management learning. Azhashemi et al. (1999) illustrates that UK/European business model framework helps the organization to increase management standards and performance. The basis of this framework is Total Quality Management (TQM) which mainly concentrates on customer satisfaction. This business model consists of nine elements (refer figure 1.7) which enables the organization to assess their business results. These nine elements are further divided into two major categories: Enablers and Results. Enablers consist of elements which convert input into output whereas Results allows the organization to measure their level of output. UK/European business model used a method of self-assessment in order to link and improve each facet of an organization. Azhashemi et al. (1999) suggested some of the key benefits of the self-assessment method. An objective assessment against credible and proven criteria. An assessment based on evidence. An opportunity to focus improvement where it is most needed. An opportunity to promote sharing of good, effective approaches within the organization. An opportunity to learn. The analysis of Total Integrated Management (TIM) of Japanese management style and UK/European business model indicates that the two frameworks concentrate mainly on the concepts of Total Quality Management (TQM). Policy and strategy are the two main elements of Total Integrated Management (TIM) framework which displays the belief of Japanese management style that these policies and strategies can affect both business and management factors. On the other hand, UK/European business model enables the organization to achieve high standards. Indian Management Culture Indian management style is based on its diversity with many religions, customs and ethics. Many believe that the managerial behaviour in India is influenced by values and beliefs an individual possess. Some also believe that people work in an organization only to nuture their supervisors. Spirituality plays an important role in Indian management style. Employees often feel difficult to choose between culture of the organization where they work and their own spiritual beliefs. Due to this, it is very often that people resign their job and start their own business which allows them to live based on their own spiritual values. Kumar et al. (2005) describes that the managers in Indian organizations often display emotionality in decision making. The individualism and collectivism goes hand-in-hand in Indian management style. Individualism defines more importance to an individual goal whereas collectivism refers to high importance to objectives of a group. It is often seen that spirituality acts as an vital function of the management style in which influence of the culture is more dominant. Pawar (2009) defined a relationship between individual spirituality, workplace spirituality and work attitudes. Individual spirituality injects into the workplace spirituality which in turn affects the motivation and involvement of an individual towards business ethics. Pawar (2009) explained this in figure 1.8. Individual Spirituality Workplace Spirituality Meaning in work Community at work Positive organizational purpose Positive Work Attitudes Job satisfaction Job involvement Organizational commitment Figure 1.8: Effect of Individual Spirituality and Workplace Spirituality on Work Attitudes [Pawar (2009)] However, Indian Management Style has been stirring towards Western management styles. During this process, difference in business practices and cultural values are some of the key challenges which are faced by Indian management style. Kumar et al. (2005) considered an example to explain this in detail, a subsidairy of South Korean firm in India. The study states that their employee receive targets which they should achieve on regular basis. Employees are also expected to raise their performance constantly. This shows that there is a shift from people-centric culture of Indian management style towards work-centric approach of western management style. Clark et al. (2000) defined the emphasis of HRM in seven European countries. In the last part of this section, we discuss advantages and disadvantages of the application of Comparative/Integrative human relations, Business Ethics and Spiritual/Cultural values to HRM practice. Figure 1.10 describes the advantages and disadvantages of the applications of Comparative and Integrative Human Relations to HRM practice. Advantages Disadvantages Provides an overview of cultural differences at both organizational level and national level Both Comparative HRM and Integrative HRM approach only provide a theoretical framework and does not provide a solution-based framework Provides a measure of diversity level at both organizational level as well as national level Major challenges towards implementation are: Globalizing world Robust transfer mechanism More influence of personal values Provides cultural relativity between HRM model, theories and practices Both Comparative HRM and Integrative HRM approach are too expensive to implement Provides global perspective and aid centralization of work Existing dependence of HRM practices on the laws and regulations governed at national level Provides the list of shortcomings in term of cultural issues and institutional issues Marginalize the collective measure of various other aspects between an employee and the organization Helps the organization in standardization and international learning Cultural and Institutional issues occur during communication across nations Figure 1.10: Advantages and Disadvantages of CHRM/IHRM on HRM Practices Figure 1.11 describes the advantages and disadvantages of the applications of Business Ethics and Spiritual/Cultural values to HRM practice. Advantages Disadvantages Improves the involvement and contribution of an employee at the organization Individual spirituality affects the workplace spirituality Helps the organization to improve productivity in line with high job satisfaction Difficult to manage the diversity in cultural values across organization Facilitate the improvement of Personnel Management practices Difference in business ethics and personal ethics results in greater conflicts in work group design Provides cultural relativity between HRM practices and aid international culture HRM practices need constant modification on regular basis Figure 1.11: Advantages and Disadvantages of Business Ethics Spiritual/Cultural values on HRM Practices Summary According to Stashevsky et al. (2006), leadership styles in which leaders possess intellectual stimulation, individualized consideration and inspirational motivation to be provided to the followers is known as Transformational Leadership. The term Leadership has always been coupled with strategic human resource management (SHRM). Leadership is one of the key managerial traits used in order to understand SHRM. For the organization to adopt resource-based strategic human resource management, one of the vital constraints required is competencies related to leadership. Generally, in an organizational context, the definition of managerial leadership reflects a process in which an individual exhibits influence upon others. However, there is a difference between a leader and a manager. Bratton et al. (2007) also defined that the reflection of the fact leaders create a vision whereas managers develop plans explains the difference. The study reveals that the leadership style followed in western culture is more influenced by repressive nature of the components which constitutes leadership. On the other hand, non-western culture follows the authority displayed by the autocratic nature of leadership components. Many workers/employees in non-western management style are seen to accept incorrect orders as 1) they are not willing to challenge their supervisors and 2) to show respect to their superiors. HRM practices in an organization confront many challenges due to the influence of spirituality and difference in cultural values. There are advantages and disadvantages in integrating spiritual/cultural values to HRM practices. Comparative HRM and Integrative HRM provides a measure of HRM practices at both organizational and national level. Difference in personal values affects the work group design in an organization. Personnel management which facilitates work group management helps the organization to minimize the effect of personal values by means of taking into account the security of personal information, counselling and specification on job. The following are the key issues faced by work group management due to the difference in personal values in a group. Greater conflicts Poor performance Low job satisfaction Traditional practice of HRM or personnel management concentrates mainly on an individual and offers marginalization of various other aspects between an individual and the organization. Due to globalization, it is not feesible to negate the fact that business is growing in borderless world and differences in cultural values are bound to occur. There are concerns if the organization concentrates on spiritual/cultural values more than business ethics, there are issues if the organization cancel out the actuality of cultural and institutional differences. Universal HRM is the key to success. Universal HRM refer to the process of defining high-level HRM models, theories and practices at both organizational level and national level in order to provide the organization with highly motivated workforce and greater productivity. Irrespective of cultural, institutional and various diversities, Universal HRM allows the organization to achieve their business goals more efficiently. After learning and analyzing the HRM practices followed in both western and non-western management style, Universal HRM is considered to be the Best-Practic