Medea Discuss the Role of the Chorus Essay - 1210 Words

Discuss the importance of the role that the Chorus plays in Euripedes Medea. br brThe Chorus is very much an important part of Euripedes Medea, and indeed many other works written in the ancient Greek style. In this play, it follows the journey Medea makes, and not only narrates, but commentates on what is happening. Euripedes uses the Chorus as a literary device to raise certain issues, and to influence where the sympathies of the audience lie. br brIn the list of characters at the beginning of the play, the Chorus is stated to be a chorus of Corinthian Women. This draws the first link between them and Medea. The Chorus follows Medea on her journey through this play. They act as narrators on important occurrences in the play;†¦show more content†¦When Medea married Jason, she married herself to him for life. She was expected to be totally obedient and to accept whatever her husband willed. For her to look upon another man other than her husband would have been totally unacceptable. Whereas Jason marries another woman while he is still married, and then it is Medea who is banished from Corinth. However, the audiences response to this type of situation would most likely have been different in Euripedes time, to today. Obviously one cant know this for sure, but one can deduce it from what we know of that era. Although some wouldnt have condoned Jasons actions, many would have seen it as normal because it would have been a much more common occurrence then than today. Nonetheless, in presenting these sort of issues in a moralistic play to the audience of the day was a brave and controversial thing to do. Obviously, the views on the these issues have come along way since the time when this play was written, so todays audience adapts the messages in this play to their own morality. The treatment of women, and of Medea, and the circumstances that Medea is faced with, help the audience to, not condone, but understand the reasons for Medeas actions at the end of the play. br brThe opinion of the audience on characters other than Medea is also influenced by the Chorus. After the audience hears what Jason has done to Medea in the way of marrying anotherShow MoreRelatedHow Powerful Women Reinforce The Feminine Supremacy Of Medea1540 Words   |  7 PagesHow powerful woman reinforce the masculine supremacy in Medea Medea, is Greek tragedy written by Euripides in 431 BCE, based upon the unhappy love story of Jason and Medea. The plot focuses on the actions of one powerful woman, Medea, the wife of Jason; she finds life difficult after Jason betrays and leaves her for a Greek princess of Corinth. Hence, Medea takes vengeance on Jason by acting like a â€Å"barbarian† and killing Jason’s new wife as well as her own children with him, after which she findsRead MoreAnalysis Of Medea And All My Sons 1974 Words   |  8 PagesI am the classic play written by Euripides, Medea by Euripides constructed in 431 B.C. and All My Sons written by Arthur Miller in 1947. The propose of this paper is to analyze the classical work of Medea and the contemporary work, All My Sons, for their particular storytelling components, themes and the assessment and narrative choices that the authors utilized as it connects to the literary convention of their time period. In addition, I will discuss the liken esses and differences of these twoRead MoreHow Modern Versions Of Medea ( Euripides ) And Antigone ( Sophocles )1246 Words   |  5 Pagesthat have stood the test of time, nevertheless concepts and ideologies present in traditional Greek theatre have become outdated. Strict gender roles were ever-present in society and a person was judged in relation to his or her compliance with these standards. Ancient Greek theatre hosts many misogynistic examples of the conformity to the gender roles of the time as well as the consequences of rebelling against the gender protocol. Women were to remain invisible, obedient and subordinate and toRead MoreComparison of Medea by Euripides, Jean Anouilh and Wesley Enouch2675 Words   |  11 PagesMedea Comparison The Medea is a classic tragedy with its historical, cultural and social origins firmly in Ancient Greece. Since originally being written by Euripides, the play has been rewritten and reinterpreted by many different playwrights and directors throughout history. Each time the Meda has been re-imagined, it takes on different meaning, born from the context of the playwright and the message they wish to convey through this powerful play. This essay will cover the original play by EuripidesRead MoreTheatrical Application For Theatrical Work1658 Words   |  7 Pagesprograms can have on just about anyone. I myself have gained from participation. The benefits of theater are many and can range from developing personal and professional skills, to conquering shyness, and even to therapeutic applications. In order to discuss the multiple benefits that theater has to offer, I must first describe briefly what exactly is involved in the theatrical process. Reading Indiana University of Pennsylvania’s course descriptions for the department of theater and dance gives a greatRead MoreEssay on The Lives of Athenian Women1880 Words   |  8 PagesWomen in classical Athens could not have had an extremely enjoyable experience, if we rely on literary sources concerning the roles of women within the Greek polis. The so-called Athenian democracy only benefited a fraction of the entire population. At least half of this population was female, yet women seem to have had very little influence and few official civic rights. `The position of women...is a subject which has provoked much controversy. (Lacey: 1968, 151). Studies concerning theRead MoreGender And Its Effects On The Media Essay2486 Words   |  10 Pages‘The nuclear family’ and how that was considered ‘the norm’, the effects of not fitting into this category and how some genders upset this category. Then my focus will be how people’s lives are shaped when they don’t conform to the typical gender roles and how the media has impacted them. My final point will be to reflect on the changes were seeing in the media that are tackling these issues and furthering our understanding of genders. Patriarchal point of view In my research I explored the influences

Eugenics Is The Idea Of Eugenics - 1714 Words

Is evolution important? What if it was possible to eliminate undesired traits and disease? Eugenics is the idea that future generations can be improved through the selection of desirable characteristics. Some find eugenics to be taboo and artificial. Others find it to be the key to improving the gene pool of the human population (â€Å"Sir Francis Galton†). By learning more about the origin, use, and effects of eugenics, one can better speculate on its place in society today. The origin of eugenics goes back to ancient times. People have consistently picked their partners based on desirable traits to pass on to their children. In 378 BCE, Plato’s Republic portrays a civilization where efforts are put forth to help improve the human race with the idea of selective breeding. The concept of eugenics is depicted in Tommaso Campanella’s book titled City of the Sun (1623) in a utopian society. In the novel only the elite members of the community were allowed t o reproduce, resulting in a world without people that have characteristics that result in poor stature. Gregor Mendel, in 1865, added scientific evidence to former philosophers ideas with the basic laws of heredity through his experimentation with pea plants. Mendel learned that genes could be passed down, hereditably, from one generation to another. His findings further influenced others appreciation and curiosity for eugenics (â€Å"Eugenics†). Eugenics became known in the world with the help of, scientist, FrancisShow MoreRelatedEugenics, The Progressive Development Of The Idea1622 Words   |  7 PagesThe term â€Å"eugenics† derived from Greek with the prefix eu- for â€Å"good† and the suffix -genos for â€Å"birth† is defined as the science which deals with all influences that improve the inborn qualities of a race. The idea began to arise in the eighteenth century with the theories of evolution and the discussions of race, which gave an opportunity for some to consider and judge that certain traits and features were better and more appealing than others. In this analysis, we will be focusing on the beginningRead MoreWar Against The Weak : Eugenics And America s Campaign1193 Words   |  5 Pages American philosophers, theorists, and scientists began experimenting and theorizing the idea of eugenics. Derived from Darwinian theories and the extensive works of Gregor Mendel, eugenics is known as a set of practices aimed at enhancing the human genome into sameness. Edwin Black’s â€Å"War Against the Weak: Eugenics and America’s Campaign to Create a Master Race† looks at the horrific background of eugenics, the ones who supported it, and the tw isted ends it came to. This source, along with the twoRead MoreEugenics: Improving The Human Race? Essay1128 Words   |  5 PagesThe idea that one can improve the human race by careful selection of those who mate and produce offspring is called eugenics. It is better understood as the process of selective breeding can improve human society. The term eugenics is from the greek, meaning â€Å"well-born†. The idea of eugenics is to have a society be abundant with many wanted traits, during a movement called the melting pot where people tried to solve their problems with the use of technology. Inquiries into Human Faculty and ItsRead MoreEugenics Is A Theory Of Eugenics1579 Words   |  7 Pagesstarted to spread. Based in the ideas of Charles Darwin, the theory of eugenics came about. During its time, it was embraced almost unanimously throughout the world. This theory had very few objectors to the practice of eugenics. But what is eugenics anyways? Why was it poplar exactly? And what were its impacts on the world we live in today? Eugenics is a theory that had many different reasons for being popular, and many differing impact on our world today. Eugenics is an interesting topic that couldRead MoreEugenics And The Eugenics Movement1559 Words   |  7 PagesHell is a road that was paved with good intentions; this clichà © quintessentially describes the eugenics movement. Eugenics is the controlled reproduction of individuals; the main focus of eugenics is to isolate â€Å"good† genes from â€Å"bad† genes (Dolan DNA Learning Center). The main goal of Euge nics is to create a higher quality human race (Dolan DNA Learning Center). This movement became the center of which the twentieth century orbited around. The movement swayed numerous significant policies, whichRead MoreAn Evaluation Of The Economic Benefits And Ethical Issues Of Population Control1474 Words   |  6 PagesWorking Title Population control: an evaluation of the economic benefits and ethical issues of population control through the use of eugenics Background The topic of population has been prevalent in the study of economics but particularly since Thomas Malthus published his book ‘Essay on the Principle of Population’ (1798). Malthus was the first economist to propose a systematic theory of population. Malthus proposed in his book that humans grow exponentially whereas the food supply grows atRead MoreEugenics -Not the Way of the Future Essay721 Words   |  3 PagesEugenics in the world today has become an issue because of its many positive uses furthermore its possible consequences. It is believed by many that eugenics does more harm than good, on the other hand there are exceptions; it is not the way of the future. There is no doubt that it could be extremely useful for preventing diseases such as cancer and others before we are even born. But, with this also comes the ability to give children genes before their born that will give them talent to run fasterRead MoreEugenics And The Eugenics Movement1530 Words   |  7 Pagesâ€Å"Hell is a road that was paved with good intentions†; this clichà © quintessentially describes the eugenics movement. Eugenics is the controlled reproduction of individuals; the main focus is to isolate â€Å"good† genes from â€Å"bad† genes (Dolan DNA Learning Center). The primary goal of Eugenics is to create a higher quality human race and became the center of which the twentieth century orbited around (Dolan DNA Learning Center). The movement swayed numerous significant policies, which were implementedRead MoreAmerican Funding Of Nazi Eugenics1114 Words   |  5 PagesAmerican Funding of Nazi Eugenics Eugenics is a complex term that has been studied and discussed internationally and throughout the eras. A basic definition of eugenics is the scientific study of race improvement. The definition is then broken up into two different aspects, positive eugenics and negative eugenics. Positive eugenics is defined as improving a race by focusing on ways to increasing the better population. Incentives are given to those superior races or populations to have childrenRead MoreWhy Eugenics Is A Violation Of A Human s Rights1749 Words   |  7 Pageshuman rights is to challenge their very existence.† In the past century, humans have been experimenting and debating the use of eugenics, which is the science of improving the human race through controlled breeding in order to increase the occurrence of desirable, heritable characteristics (Mankiller). Although eugenics is supported by many, one could argue that eugenics is a violation of a human’s rights. In the United States Cons titution, some of the human rights mentioned are the right to liberty

Tanglewood Case Two Free Essays

Tanglewood Case 2 Strategic Staffing (HR 594) Summer Session B comronf@gmail. com TANGLEWOOD CASE TWO ATT: Daryl Perrone After analyzing the data and performing an environmental scan it is clear that the demographics of Spokane, Washington will present you will problems filling vacancies based on the Equal Employment Opportunity requirements. Spokane is the second largest city in Washington and according to my research 84% of these people are white. We will write a custom essay sample on Tanglewood Case Two or any similar topic only for you Order Now The next largest minority group, Hispanic, is only at 5% and the third largest group is mixed races which is just 3. 8%. As you can see Tacoma, Washington is not very diverse and finding the enough competent employees from minority groups may be difficult given the fact that there are not that many to begin with. According to the Census Bureau, Tacoma’s percentages of non-white employment in both the fields of retail salespersons and first line supervisors for retail are low in comparison with the available workforce. This tells me that it is not just Tanglewood that is failing to hire minorities; the whole city of Tacoma needs to do a better job of increasing their minority incumbency percentages. Incumbency is a term used to describe that a position is being held and is often used by the human resource department to determine where and how demographic shifts are needed. Although your minority incumbency percent is well above the required 80% for department managers finding more minorities for positions with higher volumes of vacancy is going to be a huge problem. Your store associate minority incumbency percent is only at 65. 8% and in order to meet the requirements you need to do a better job of recruiting minorities to fill these positions. The percent of minority incumbency for shift leaders is also too low. As far as female incumbency percentages are concerned, the department manager position needs to be improved more than anything. It is quite clear that Tanglewood needs to hire more females for managerial positions and more minorities for entry level positions. According to my gap analysis, next year you are going to be extremely short of store associates and filling these positions according to the EEO will be a difficult task. Tell your managers that they need to get busy and prepare to hire 3,995 people for store associate level positions. You will also need to hire quite a few department managers; a total of 156. As far as shift leaders are concerned, only 90 people are needed for this position. There will be staff overloads for both assistant store managers and store managers. This means that perhaps some people will need to be let go and when doing so I recommend that you keep in mind the low incumbency percentage for females in the manager positions. Also remember that more minorities are needed for both store associates and shift leaders. In order to balance out your employment structure more, I have come up with a simple statement of action for hiring for Washington next year. The most important thing seems to be solving your problem of maintaining store associates. This year, 41% of your store associates left your company and in order to decrease this percentage you need to make sure that the employees are being taken care of properly. Some methods to retain more employees are by giving them more opportunities for advancement within the company, increasing their benefits package, proving higher wages, etc. Too many people at the entry level are giving up and this improving your ability to retain employees will prove to be beneficial to the company. Another major plan of action is to fill in more of the entry level positions with minorities. Your incumbency percentage for this category is really low and if you don’t fix this problem you are going to be facing a load of issues with the EEO. Unlike your problem with promoting women to management positions, your problem with providing low entry jobs for minorities is one that will require restructuring and time. Although there are not a lot of minorities in the area to fill these positions it is your company’s duty to do a better job of recruiting minorities. This means that you will need to change your recruitment practices and perhaps extend beyond Tacoma to find talent. Realistically I don’t see Tanglewood meeting the demands for minority incumbency for the store associate position in a single year. Hiring internally gives the current employees more hope and will improve the problem you are facing with keeping your employees loyal to the company. Although focusing primarily on internal promotions decreases the chance of finding a stellar employee, it will solve a lot of the current problems your company is facing. I recommend that you promote current females and minorities internally. This will keep more low entry level employees motivated to stay and also improve your problems with incumbency percentages as well. Wood himself mentioned in a recent interview with Business Monthly that, â€Å"Tanglewood really needs to slow down and take a hard look at our corporate culture†. He goes on by saying, â€Å"Right now, we need to consolidate and make sure we’re as close to the company’s original mission as we can be†. Taking this quote into consideration it is clear that the recent expansion increases have destroyed the relationship between the low level employees and Tanglewood. This does not merely apply to the Washington stores, but to rather the entire store as a whole. People are running in and out of this company and the only way to stop the large percentage of people quitting is by doing a better job of taking care of their needs. On a personal and professional level employees, especially at the low entry level, need to be Tanglewood’s top priority. Table 1. 1 Markov Analysis Information Transition probability matrix| Current year| | (1)| (2)| (3)| (4)| (5)| Exit| Previous year| (1) Store associate| 0. 53| 0. 06| 0. 00| 0. 00| 0. 00| 0. 41| | (2) Shift leader| 0. 00| 0. 50| 0. 16| 0. 00| 0. 00| 0. 4| | (3) Department manager| 0. 00| 0. 00| 0. 58| 0. 12| 0. 00| 0. 30| | (4) Assistant store manager| 0. 00| 0. 00| 0. 06| 0. 46| 0. 08| 0. 40| | (5) Store manager| 0. 00| 0. 00| 0. 00| 0. 00| 0. 66| 0. 34| | | Forecast of availabilities| Next year (projected)| | (1)| (2)| (3)| (4)| (5)| Exit| | | Current Workforce| | | | | | | Previous year| (1) Store associate| 8,500| 4505| 510| 0| 0| 0| 3485| | (2) Shift leader| 1,200| 0| 600| 192| 0| 0| 408| | (3) Department manager| 850| 0| 0| 493| 102| 0| 255| | (4) Assistant store manager| 150| 0| 0| 9| 69| 12| 60| | (5) Store manager| 50| 0| 0| 0| 0| 33| 17| | | | | | | | | Gap analysis| Next year (projected)| | | | (1)| (2)| (3)| (4)| (5)| | Year end total(column sum)| 4505| 1110| 694| 171| 55| | External hires needed (current workforce-total)| 3995| 90| 156| 0| 0| WORKS CITED 1. Table 1. 1 , Markov Analysis Information by Tanglewood Casebook to Accompany Staffing Organizations, 7e 2. Table 1. 2 Determining Availability by Tanglewood Casebook to Accompany Staffing Organizations, 7e 3. Table 1. 3 Comparing Incumbency to Availability and Annual Placement Goals, by Tanglewood Casebook to Accompany Staffing Organizations, 7e 4. †Spokane Population and Demographics. † Area Connect. MDNH Inc. How to cite Tanglewood Case Two, Essay examples

Demographics Paper free essay sample

There are many factors that play into the needs and services of a population in terms of health care. The population in general is something that typically cannot be controlled. According to Yali and Revensons, (2004), â€Å"Given the current levels of social and racial disparities in health and the likelihood that these disparities will not decrease under the current health system, we presume that as the American population continues to change, these disparities will have an even greater impact on health â€Å"(pg. 147). With the population constantly growing, another element is the age of that population. The population aged 85 and over, the group most likely to need health and long-term care services, is projected to increase by 350% between the years 2000 and 2050. Although alarming, this would not be such a problem if it weren’t for the fact that the working age population is a much smaller number. Those working are the ones that are currently supplying taxes for government funded programs. This means that there will be less people paying the taxes that are necessary to pay for public programs for the older population and less people available to provide the services that older people need (Humphreys, 2012). The older population is going to have to deal with chronic diseases such as heart disease and osteoporosis that will require long term care. Medicine styles will need to change from one-time interventions to ongoing management of multiple diseases and disabilities (Humphreys, 2012). Any long term care services like nursing homes, home health, and adult day cares will be in a higher demand due to the aging population. The aging population has to deal with not only the need for in home medical care, but also the rising cost of health care services. Unfortunately as the demand or health care increases, so does the cost. There are many people over the age of 65 and not enough physicians to care for them. The supply of acute and long-term care workers like nurses and paraprofessional staff, such as CNA’s; home health aides; and personal care attendants is down (Butler, 1997). This is mainly due to low wages and benefits, hard working conditions, heavy workloads and a job that is stigmatized by society so it makes it difficult to recruit and retain these types of employees (Butler, 1997). These are all contributing factors to the rising costs of health care. â€Å"The rapidly rising cost of healthcare, an aging population, and the high prevalence of chronic disease among the elderly generate a sense of urgency for finding innovative solutions to this country’s healthcare crisis, including health promotion and disease prevention initiatives† (Goetzel, Shechter, Ozminkowski, 2007, para. ). A chronic disease wellness program would be a positive in any community. A program like this would help those of an older age take on healthier habits and quite possibly manage chronic conditions better. The program would also enable those in this demographic to be better educated on matters relating to their health. Another concern that has an impact on the cost for programs such as these is the increase in overweight people who may sooner or later suffer from diabetes, a chronic disease. Current statistics from CDC show an increase in diabetes patients from 8 per 1000 people as of 2008, to 15 per 1000 in 2050. Wellness programs would help to educate individuals to make better decisions regarding their care and in turn would help keep prices down. This is what these programs are specifically designed to do, promote self-efficiency, decrease health service utilization, and enable those in this particular demographic to attain better self-management skills. When marketing any product or service it is important to insure that the proper audience is being targeted. In this case, the marketing should be geared toward the seniors of our society. It would be a great benefit to the healthcare organization if the marketing targeted and promoted different programs to benefit those of an elderly demographic. More of these programs need to be made readily available and should be as affordable as possible so that this particular population can take advantage of them. Seniors are already at a disadvantage when it comes to looking for help, therefore without these publications many would not know where to turn for help or concerns. Society and the communities within it must communicate the different opportunities available to all age groups (Rooney, 2009). There are some organizations like community hospitals that offer services such as screenings and wellness programs to people of all ages. Community leaders need to get involved with the healthcare organizations in their neighborhood to help market the programs that are available to the community (Rooney, 2009). The reason our population of senior citizens is increasing is because of a lower birth rate and a longer life span. After looking into the demographics of the population and more specifically our senior citizens, there is reason for concern about the ability of our health care system to meet the needs of our society in the future. Unfortunately for this demographic, they face many other challenges. Not only will they face the increasing possibility of chronic diseases, but they will have to deal with the increasing cost of healthcare paired with an unstable coverage of health insurance. In order to deal with these problems in the future, the population must start to prevent them now. Wellness programs are much needed and should not only be focused on those of old age, but those who will be of that demographic in the future.

The Executive Powers of the United States Government free essay sample

A paper discussing the actions and duties the government must carry out. This paper is about the Executive Powers of the United States Government. The author details a few presidencies and describes the actions and duties of the U.S. government. The constitution of the United State provides that the executive power of the federal government shall be vested in a president. Therefore, the president is the principal officer of the executive branch of the government. Two other branches of the federal government- the legislative and the judicial- are constitutionally equal. However, the president, who resides and works at the White House in the nations capital, Washington, D.C., has most often been regarded as the most powerful figure in the government and as the leader of the nation. In looking for ideas applicable to a new national executive, the founders turned to the New York Constitution of 1777, where the governship had several attractive features. We will write a custom essay sample on The Executive Powers of the United States Government or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page

The Role of expatriation in MNC International Assignments Essays

The Role of expatriation in MNC International Assignments Essays The Role of expatriation in MNC International Assignments Paper The Role of expatriation in MNC International Assignments Paper Essay Topic: Economics This assignment examines the role of expatriate staff in the success of a multinational corporation (MNC) reviewing literature on international human resource management, knowledge transfer, the benefits of employing expatriates for international assignments and cross cultural training. The literature stipulates that having experienced international staff is a principle source of competitive advantage for a multinational corporation (MNC) (Hamill, 1989; Harris and Moran, 1996; Bender and Fish, 2000; Luthans and Farner, 2002; OKeefe, 2002; Paik et al, 2002; Vance and Paik, 2002; Harvey and Novicevic, 2005; Shen, 2005; Shih et al., 2005). Increasing globalisation and internationalisation has meant that international assignments are no longer reserved for a small number of top flight executives (Bonache, 2005), so companies can now recruit a wider range of individuals to expatriate and develop into internationally aware talent. Some researchers (Webbe and Wright, 1996; Yarvas and Badur, 1999; Stanek, 2000; Downes et al., 2002; Suutari, 2003) have recognised that individuals are more likely to accept further international assignments if their first was successful, so it is in the best interest of companies to expatriate their staff effectively. This assignment is a broad review of the literature. It will explore the reasons behind the employment of expatriates in MNCs, and will provide an overview of the processes which MNCs should adopt in order to successfully manage their international staff. An MNC is a firm that owns business operations in more than one country (Hill, 2005). In terms of their international workforce, there are three types of employee; the Host Country National (HCN), local managers employed by the MNC, Parent Country Nationals (PCN), those who live, and work in a subsidiary of the MNC away from their home country and are citizens of the country where the MNC is based, and Third Country Nationals (TNC) who are employed by a MNC but are citizens of a country other than the one in which the MNC is headquartered or the country in which they are assigned to work. (Hodgetts and Luthans, 2003) The literature identifies three main reasons for why MNCs send out expatriates: position filling, transferring technical skills and knowledge; management development, giving international experience to national managers; and organisation development maintaining the structure and decision processes of the parent company (Hamill, 1989; Harzing, 2001; Baruch et al., 2002; Morgan et al., 2004). MNCs should recognise that selection and subsequent management of expatriates will differ, depending on the reasons behind the expatriation. Perhaps the most persuasive argument as to why expatriates are needed in MNCs is due to knowledge transfer (Bender and Fish, 2000; Harvey and Novicevic, 2001; OKeefe, 2002; Fish 2004; Crocitto et al., 2005; Shih et al., 2005). Colgate-Palmolive, have harnessed their expatriates knowledge into a massive database which can be accessed by other managers throughout the company (Anon, 2003). As some researchers have recognised, if companies can effectively harness the knowledge which their expatriates have acquired during their international assignments, they can attempt to establish an international learning organisation, which would be a valuable source of competitive advantage (Bender and Fish, 2000; Harvey and Novicevic, 2001; OKeeffe, 2002). The benefits of expatriates are numerous. The expatriate will gain a holistic overview of the company at an international level which will enhance business awareness, planning and motivating techniques (Webbe and Wright, 1996; Stanek, 2000), ensuring the development of a pool of specialist employees who are more internationally business aware and culture savvy. Despite the obvious benefits of employing expatriates, the drawbacks are equally as numerous. The failure rate for expatriate assignments is staggering, and the direct costs arising from this failure are estimated to be as high as $1,000,000 per unsuccessful expatriation (Luthans and Farner, 2002). The hidden costs including a loss of business and reputation, and a negative effect on local morale (Hamill, 1989; Yavas and Badur, 1999) are equally high. The reasons for failed expatriate assignments can stem from a poor selection of candidates, a lack of cross cultural training, poorly designed compensation packages, inability to adapt to the new local environment, and a lack of preparation for repatriation (Hamill 1989; Darby, 1995; Crocitto et al., 2005). Such problems can have a massive impact on the individual, including a loss of self esteem, feelings of failure, and an inability to properly readjust to life back in the domestic country (Yavas and Badur, 1999; Banoche 2005). OKeeffe (2002) suggests that such difficulties can lead to depression, alcoholism and extra marital affairs. Nevertheless, the alternatives of sending out expatriates are very few. One suggestion is that of virtual expatriation, whereby the individual remains at their home base, but confers with the overseas office by means of videoconferencing, taking short term trips to the subsidiary if necessary. This cuts costs and the burden of coping with new cultures and family concerns, but still enhances the communication and business skills of the individual as he works closely with the foreigners in the subsidiary (Stanek, 2000). However employees choose to take international assignments for reasons including a chance for personal career development and for the adventure that these experiences can provide, and by using this technique, these may be diminished. Despite the problems and costs that arise from failed international assignments research empirically shows that companies do little to assist their expatriates. This is perplexing as the development of a pool of experienced international managers and staff is in a firms best interest, considering the benefits and competitive edge over their competitors that this would give them (Selmer, 1999; Shen, 2005). There is a superfluous of literature available on how MNCs can successfully manage their expatriates. This needs to include the selection of the right individuals to be expatriated, how to prepare these staff for their experience including any family or organisational concerns they may have, preparing an effective compensation package, and repatriation. The selection of staff to go an overseas assignment is difficult, and if the right candidate if not chosen the chances of the assignment being successful are slim. MNCs need to recognise that individuals need to have skills and abilities over and above those that are required at a national level (Hamill, 1989; Rodrigues, 1997; Yavas and Badur, 1999), and should understand that due to differences in culture across the world, as Darby (1995) illustrates, although someone is an excellent manager in the UK, they may not be elsewhere in the world. Harvey and Novicevic (2001) recognise that individuals with the right competencies can support and promote knowledge transfer throughout the organisation, and will be more able to appreciate, and take advantage of, trends at a regional, national and international level, based on the skills developed and acquired overseas. In her research, Suutari (2003) identified motivators that affect the likelihood of an individual accepting an international assignment. These include a personal interest in expatriation, for the experience this offers, and to further their own careers, however the acceptance of an offer can depend on factors such as age, and marital status. The literature acknowledges many attributes and competencies that expatriates should have, and there is little controversy in the research as to what these are (Yavas and Bardur, 1999; Baruch et al, 2002; Fish, 2004; Holopainen and Bjorkman, 2005). Having undertaken an extensive review of the literature, Jordan and Cartwright (1998) identified that the most prominent of these are four key competencies, relational ability, cultural sensitivity, linguistic skills and the ability to handle stress; and three main attributes, low neuroticism, moderate extroversion and a high openness to experience. Research also suggests, however not significantly so, that individuals with high emotional intelligence, the ability to understand and control ones own emotions, be socially aware, build strong relationships and communicate well with others (Goleman et al. 2001), will be able to prosper and adjust well during an international assignment (Gabel et al.,2005; Tan et al., 2005). If MNCs can factor these components into their selection process for expatriation, they will be more likely to ensure the success of the assignment. It is important to note however, that as well as having the right person in place, there are a number of organisational determinants that can affect the success of an international assignment. Morgan et al. (2004) suggest that the type of work that the expatriate will be undertaking can have a substantial impact on their success. Individuals working in the upstream functions of Porters value chain, such as logistics and production will have less difficulty in adjusting to their new environment than those working in downstream functions, such as marketing or sales. This is due to the fact that individuals working in these latter functions will have more personal contact and integration with HCNs, and so will be more aware of the cultural differences. The systems that a company has in place can impact the outcome of an international assignment. If the systems used in the subsidiary are different to those in the home country, the expatriate will have to overcome this as well as coping with adjusting to external cultural differences (Morgan et al., 2004) Research has found that companies can affect expatriate success by remaining in communication with their international employees (Yavas and Badur, 1999; Harzing and Christensen, 2004; Bonache, 2005). This would calm any fears of isolation and ambiguity, which can lead to the failure of an assignment. Additionally, Wright and Baker (1996) suggest that companies should allow their expatriates some time to settle in to their new environment and become accustomed to their new environment before assuming their full job responsibilities. Once a MNC has established what operational factors can be altered to facilitate the success of the international assignment, the company needs to establish any family related factors that could affect the assignment. Approximately 60 percent of international assignments fail due to family problems (Ruhsing and Kleiner, 2003) which could be due to difficulties of the partner or spouse adapting to the local environment, and often, they have more trouble adjusting than the expatriate themselves (Fish and Wood, 1997; Suutari and Burch, 2001). This is due to the fact that they are mainly left to cope on their own without the support of the MNC however the company can take steps to resolve this. MNCs need to be aware of the growing number of dual career couples in the workplace. According to the research, very few firms have made an effort to support such families, and if companies fail to address these problems, then they will suffer from both a lack of suitable individuals accepting overseas assignments, consequently limiting their pool of international talent (Selmer, 1999; Yavas and Bodur, 1999b; Riusala and Suutari, 2000; Moore, 2002) To limit the extent of these problems, research suggests (Fish and Wood, 1997; Simeon and Fujiu, 2000; Rusing and Kleiner, 2003) that companies should endeavour to create a network of expatriate families before departure, to reduce the feelings of isolation that can go hand in hand with moving to a new country, away from family and friends. Many spouses leave careers, so some companies have began to provide career advice, and have even considered employing spouses at the subsidiary (Fish and Wood, 1997; Riusala and Suutari, 2000; Glanz and van der Sluis, 2001; Baruch et al 2002). The children of expatriates are another concern. There is little research on this area, however Rhushing and Kleiner (2003) suggest that these children should be given cross cultural and language training, and the MNC should make an effort to find out about child care or the schooling in the destination country, and if necessary, contribute towards fees or costs. Hurn (1999) recognises that ideally where children are involved, companies should coincide the dates of the assignment with school terms, to limit disruption. Expatriate families will also have concerns about housing, both at the destination, and regarding what should be done with their family home. Pets are another concern, however Rushing and Kleiner (2003) suggest that companies should take advantage of professional specialist services that can assist with the practical side of the move. The firm also needs to consider soft factors, principally cross cultural training, to facilitate the move. Research proves that any type of cross cultural training facilitates expatriate adjustment, as it enables individuals to better understand, and integrate themselves with foreign cultures (Treven, 2003; Jassawalla et al, 2004; Waxin and Panaccio, 2005). Luthans and Farner (2003) suggest that this training should be a mixture of both social norms, and business culture to be most effective. Historically, pre-departure training has been generic however some research found strong evidence to suggest that such training can be improved by including the opinions of HCNs (Vance and Paik, 2002). Some of the literature suggests that firms should undertake post departure training, yet Shih et al. (2005), in their study of the management of expatriates in five large MNCs found that this didnt occur at all. There is a distinct lack of congruence between management practices and the advice in the literature on training and development (Shen, 2005; Lewis, 1996). This is again paradoxical, as it would be in the best interests of the company to provide such training, not only to limit the costs of a failed expatriation, but as the world is becoming more globalised and interdependent, it is likely that the company will have increasingly more customers, suppliers, and other employees from different cultures. Hence, MNCs need to ensure that they have some type of cross cultural training in place. Perhaps the example set by the Finnish MNCs, whom have a proportionately higher number of successful expatriates than other countries, can be followed (Suutari and Brewster, 2001). One reason why they are so successful is that they have a longer period between the selection of expatriates, and sending them abroad, allowing more time for support and training, showing how important this training is. Once the expatriate is on their assignment, there is a wealth of research to suggest that assigning the expatriate an international mentor can help alleviate any feelings of isolation, and provide support (Downes et al., 2002; Harzing and Christensen, 2004; Crocitto et al., 2005). Crocitto et al. (2005) suggest that the expatriate should have a network of experienced mentors, so that they can obtain social support, or business advice from a number of different sources. This really is a method of knowledge sharing, and so can be of mutual benefit for the organisation and the individual. This will only be possible however, if the firm has had some considerable experience on the global arena. A final factor that MNCs need to consider when preparing to expatriate an employee is the compensation and reward package that they provide. Researchers recognise that reward packages that attract, retain and motivate outstanding employees going on international assignments are essential in achieving organisational goals (Phillips and Fox, 2003; Simms and Schraeder, 2005). However Banoche (2005) has found that many expatriates are unsatisfied with their compensation packages (Banoche, 2005). The most common approach is the balance sheet approach, whereby the expatriate keeps their home salary but is given extra compensation to cover such costs as living allowances and long and short term performance incentives. Some companies even provide support for spouses or partners (Phillips and Fox, 2003; Sims and Schraeder, 2005; Banoche, 2005; Baruch et al 2002). There are many criticisms of this approach. As Phillips and Fox (2003) remark, it can be costly if the expatriate assignment runs for a long time, and it can create friction between expatriates and local workers doing the same job but for lower pay. To cut down on the expense of expatriates, Selmer (1999) identifies that increasingly, firms are reducing expatriate compensation packages or cutting extra compensation all together, reasoning that international experience is essential for career advancement, and is a necessity in todays globalising environment. However, expatriates are not likely to function properly if they cannot see a clear link between performance and reward, not only in regards to their financial compensation, but their future career progression (Harzing and Christensen 2004). Shih et al., (2005) remark that this may be a sign that MNCs themselves are unsure as to how to harness and develop their management talent, especially on repatriation. This is the final step in expatriation, and should be an integral process, thus needs to be managed effectively for the assignment to be a success. Repatriation is often overlooked (Paik et al., 2002), and research has found that people are significantly less satisfied by their repatriation, than expatriation (Morgan et al., 2004). Some companies, including Unilever and GlaxoSmithKline have sought outside advice to help this transition (Hurn, 1999). Companies need to realise that problems at this stage can seriously diminish the psychological contract that employees have with the firm, resulting in low morale, and high turnover (Fish, 2004). If this occurs, then the knowledge and expertise that the expatriate has gained from going overseas may be lost to a rival firm (Anon, 2003; Crocitto et al., 2005; Shih et al., 2005) Typical repatriation problems include feelings that the international assignment is not of as much value as expected to the company and financial difficulties, due to readjusting back to the basic reward package (Selmer, 1999). Change is another massive problem. Depending on the duration of the assignment, the likelihood will be that both the employee and the company will have changed considerably. This organisational change not only relates to systems and technology, but the turnover of colleagues and support networks (Paik et al., 2002; Baruch et al., 2002). To facilitate repatriation, MNCs should keep channels of communication open to provide support to the employee, continuing after the assignment has finished. Hurn (1999) suggests that firms should debrief the employee, identifying areas of skill development and deficiency, and actively search for roles that will now utilise and develop these skills further, showing commitment to the employee and enforcing the psychological contract. He remarks that repatriation should not be seen as a separate phase, but a holistic career step, and an intrinsic component to the expatriation process (Hurn, 1999). To summarise, firms can reduce the expense of failed international assignments by ensuring that they follow the necessary steps to select, expatriate, train and develop, and repatriate their staff. As discussed, the benefits to both the firm, and the individuals involved are substantial, and by following this process, firms can establish and nurture these international experiences into a source of key competitive advantage.

Supply Chain Management in Hospitality Sector Essay

Supply Chain Management in Hospitality Sector - Essay Example In a globe where products are copied approximately as soon as they are set up into the market, building and supporting spirited advantage is a main anxiety for today's CEOs. For this reason, there is a brawny link amongst how firms manage their people and the financial results achieved. Results from studies of five year staying power rates of initial public offerings; studies of output and stock price in large samples of corporation from manifold industries; and thorough research on auto, clothing, and other industries shows that substantial gains of about 40% can be obtained by implementing high performance management practices. An additional purpose of this paper is to increase about to happen into supply Chain ability and the factors that get better its growth. If members of a supply Chain are to flourish together they must admit that a learning environment improves the overall efficiency of the supply Chain as well as the aptitude of the entity members (Stump, R. L., 2001, 29-48) . One significant management practice for lots of companies is the association that they have by means of their suppliers. Supply Chain partnerships are relationships flanked by two or more self-governing entities in a supply Chain to achieve exact objectives. Basically, these partnerships are usually created to add to the financial and operational presentation of every channel. These objectives are talented from side to side reductions in total costs, reductions in inventories, and greater than before levels of shared information. Over a period of time these partnerships can develop and lead to better service, technological novelty, and product design. LITERATURE REVIEW 2.1 Introduction: The purpose of this chapter is to provide a summary as well as an interpretation from research findings of the secondary data, by books, journal articles, reports, electronic databases and websites in order to drown the literature. In addition, an in-depth analysis of the roles and purpose of the SCM in organizations in general will be included, how SCM assists in the organization and how SCM helps the organization strategy. Moreover, the research is concentrated on the SCM in Cyprus. Finally, some information about the SCM in hotels will be given. This chapter is very helpful in increasing the knowledge relative to the studying area since the results and the findings of the primary data will be related with the literature review. Therefore, the knowledge from literature review is going to provide a more professional research that will focus on the purpose of this research. Also, the purpose of this is to offer an overview of significant information published on the topic in order to narrow down the research questions to a specific, suitable form. 2.2 SCM an overview: From an academic perspective, SCM is still a relatively new term that is struggling to gain credibility and sit alongside more established disciplines (Marchington and Wilkinson, 2002). Nowadays, the SCM departments are necessary for