Which Way Does The Wind Blow - 1676 Words

Which Way Does the Wind Blow? The Aeolian harp in Coleridge and Shelley The Aeolian harp is a simple instrument that sounds music according to the wind. Its music depends primarily on the direction, speed, and strength of the wind, but there isn’t much to the harp other than that. Despite being just a simple instrument with a simple concept, it still manages to make an appearance in many Romantic poems, including the poems of Samuel Taylor Coleridge and Percy Bysshe Shelley. It’s natural that the Aeolian harp became a Romantic symbol because it lets itself be deeply affected by nature; however, one would think that it is already a solid concept, therefore it would appear to be the same in all Romantic poetry. While Coleridge and Shelley sometimes share ideas about the Aeolian harp, they manage to transform it in a multitude of ways that differ between the two poets and sometimes even in the individual poet’s own poetry. To Coleridge and Shelley the Aeolian harp is much more than an instrument that is played by the wind, it also stands for poetry, or humans themselves, and even the so-called â€Å"one life†. The harp and the wind that acts upon it is representative as poetry and the poetic wit, especially in Coleridge. In Coleridge’s poem â€Å"The Eolian Harp†, his usage of language such as â€Å"desultory breeze,† â€Å"sweet upbraiding,† and â€Å"sequacious notes† (14-18) imply that the notes from produces by the wind comes together to form actual music. This is further emphasized in stanzaShow MoreRelatedDescription Of A Virtual Meteorological1604 Words   |  7 Pagesdryness, sunshine, wind, rain, etc. Give a definition of climate: The weather conditions in an area over a long period of time. What do the red lines along the edge represent? What do the blue lines along the edge represent? The red lines along the edge represent the warm air rising, and the blue lines along the edge represent the cold air falling. What is the Coriolis Effect? When air undergoes a deflection from it’s path, and it is a result of earth’s rotation. Which way does the CoriolisRead MoreWeather Is A Key Part Of Gods Creation1416 Words   |  6 PagesMadison Gill Betsy Kent English 2/2/15 Weather Weather is a key part of Gods creation and is a huge part of the world. If weather did not exist, God’s creation would not be complete. Humidity, precipitation, temperature, and wind are the key parts of weather. The formation of a cloud happens when air is at its dew point. Air gets to its dew point simply by cooling. Air moves vertically, and this veridical movement can encourage clouds to form (Bell 112-113). Clouds constantlyRead MoreThe Natural And Physical Aspects Of The World We Live1177 Words   |  5 PagesPhysical –Chemical Oceanography I Science is the study of the natural and physical aspects of the world we live in. Science is the way humans try to understand why the environment acts in the way it does. Science has set of rules and guidelines that must be followed. The most important step in science is observation, the point of observation is so that the experiment can be measured and or the experiment can be repeated with similar or the same results. Hypotheses are then developed to disprove theRead MoreHe Fumbles at Your Soul800 Words   |  4 Pagesidentity does not truly matter. The mystery surrounding this element of the poem may be the downfall of any reader, as one might struggle with the varying connotations of for each reading, however, much of the poem also requires further inspection. It may be further postulated that Dickinson wants the reader not to understand the cause of the poem, but to focus on experiencing the terrible moment she describes. This â€Å"He† may be many things, a pianist, a d eity, or the wind, all of which are alludedRead More Renewable Energy Essays1296 Words   |  6 Pagesproduces from fossil fuel such as coal, oil and natural gas. The vast fossil fuels generate energy which use for many purposes for instant residential, transportation and industrial sectors. While the rate consumption of fossil fuel higher than their formation leads to oil price crisis. Another concern of fossil fuel combustion is the impact on the environment. Global warming is a significant problem which results in increasing concentrations of greenhouse gas in the atmosphere. These problems driveRead MoreAnalysis Of Toxophilus By Roger Ascham942 Words   |  4 Pagesbelieve the essay is just Ascham’s experience with the wind, it actually offers advice to his fellow archers on the importance of the wind. In the excerpt included in the textbook, Ascham writes of an experience he had viewing the wind after a great snowfall. Despite in the first sentence claiming â€Å"it is unpossible† to see the wind, watching it interact with the snow allows him to do so. Throughout the excerpt, he vividly describes the wind, particularly through the use of figurative language andRead MoreThe Pros and Cons of Wind Energy Essay1134 Words   |  5 PagesAs awareness of global warming is raised, many alternative actions have been taken to help prevent this problem. Wind energy is one alternative solution that we use today in our society to fight global warming. However, there are many people who are sceptical about how effective this method is. Is wind energy an important part of fighting global warming? Global warming is the increase in the Earths temperature caused by human activities, such as burning coal, oil and natural gas. This releases gasesRead More An Analysis of Ode to the West Wind Essay1353 Words   |  6 Pagesto the West Wind Shelleys Ode to the West Wind appears more complex at first than it really is because the poem is structured much like a long, complex sentence in which the main clause does not appear until the last of five fourteen line sections. The poems main idea is held in suspension for 56 lines before the reader sees exactly what Shelley is saying to the west wind, and why hes saying it. In the first four sections Shelley addresses the west wind in three different ways, each oneRead MoreAnalysis Of Maya Angelou s Alone979 Words   |  4 Pagesa purpose and something to fill her empty void. Then she comes to the realization, that the only way to fill the void is to make healthy human relationship. â€Å"I came up with one thing / And I don’t believe I’m wrong / That nobody, / But nobody / Can make it here alone,† she’s yearning for love or a friendship. She also exemplifies her yearning tone, â€Å"Storm clouds are gathering / The wind is gonna blow / The race of man is suffering.† She’s encouraging readers to build relationships with other humanRead MoreThe Effects Of Global Warming On The Natural Habitat And Food Source990 Words   |  4 Pagesfavorable debate is that the global warming diminishes the natural habitat and food source. This is not a new issue. Global climate change - people try to control it. One of the most powerful ways is to replace the limited amount of fossil fuel, coal, and oil with clean energy. Among several kinds of clean energy, wind power is at the first stage of developing, but promise more than one advantage and for both human being and other living species. It is worthy to be invested on. Scientists have been

The Characteristics of Good Topics for a Argumentative Research Essay

The Characteristics of Good Topics for a Argumentative Research Essay Informative essays are somewhat more descriptive. Textbooks ought to be free. Researching the topic will enable you to find out more about what fascinates you, and should you pick something you truly like, writing the essay will be more enjoyable. At times you might require some expert help with argumentative essay topics. To come across argumentative essay topics easy on various platforms, you want to comprehend about the argumentative essay. The conventional five-paragraph essay is not uncommon in writing argumentative essays, but it's only one means to write one. Professional essay writers at 5staressays can help you, should you're looking for specialists to guide you. The role of assigning an essay to middle school students is to make awareness and permit them to develop writing skills. To write a strong argumentative essay, they should begin by familiarizing themselves with some of the common, and often conflicting, positions on the research topic so that they can write an informed paper. When they are writing their argumentative essays that have t o find, read and analyze lots of material to perform good. The story revolves around looking for grooms particularly in the neighborhood area that was the culture of that moment. For instance, you can opt for a topic for elementary, middle, or higher school. Once every so often, your professor might provide you the liberty of writing an argumentative essay for college on the subject of your choice. So, both students of medical care programs along with students of any other specialty may have a task to compose an essay on health topic. An argumentative essay requires you to choose a topic and have a position on it. Typically, it doesn't include references and quotes in it. So be certain that you select a subject, which has values in it. In many professional contexts, respectful argumentation is the thing that leads to the growth of new suggestions and perspectives. The Fight Against Good Topics for a Argumentative Research Essay When it has to do with writing an argumentative essay, the most essential point to do is to select a top ic and an argument which you can really get behind. Thus, you can ask all the essential questions and consult on some points. You might decide to write on the issue you've already formed an opinion about. The End of Good Topics for a Argumentative Research Essay Getting in a position to compose a strong argument will allow you to succeed in society. A conclusion is, undoubtedly, the most crucial portion of the argumentative essay since you can either support the very good impression or destroy it entirely. You may observe that the approach is practically always the exact same. Good Topics for a Argumentative Research Essay for Dummies The best method is to select an interesting and compelling research topic. At some stage, you're likely to be requested to compose an argumentative essay. Remember you may make funny argumentative essays if you do a few things. A great argumentative essay is going to be based on established or new research instead of only on your ideas and f eelings. If you select the incorrect subject, you might get stuck with your writing and have a tough time moving forward. Maybe you presently have a generalized idea of what things to write in your mind, and the following will allow you to concentrate on some specific thought or perhaps change your choice. Our argumentative essay topic ideas are supposed to save your time when you have to choose what things to write about. In choosing your topic, it's frequently a good idea to start with a subject which you already have some familiarity with. The Debate Over Good Topics for a Argumentative Research Essay If when you are preparing a report you just analyze specific literature, the essay demands a superb penetration into the issue. Another reason is to observe how well students argue on various views and demonstrate understanding of the studied subject. The student should investigate a topic, evaluate evidence, collect, generate, and set a standpoint on this issue in a powerful and concis e method. Good Topics for a Argumentative Research Essay and Good Topics for a Argumentative Research Essay - The Perfect Combination There are invariably a wide selection of opinions on the field of technology, and here are our favourite things to consider on this issue. You don't need to acquire super technical with legal argumentative essays, but be certain to do your homework on what the recent laws about your favorite topic actually say. Your aim must be to present an issue prior to your reader by analyzing all the angles connected with that topic. You will be assigned a topic, or your professor will enable you to select your own.

Praise Of Folly Essay Example For Students

Praise Of Folly Essay The Praise of Folly takes on a verydiverse form of life during sixteenth century Europe. In1509 the author, Desiderius Erasmus, turned his literarytalents to the ridicule and denunciation of monastic vice,immorality, and wickedness. He was considered thePrince of Humanists 1 because he was one of the mostimportant men in Europe during the period of theReformation, The historical and cultural references in hisbook proves that the Praise of Folly could not have beenwritten during any other time period except sixteenthcentury Europe. Erasmus is one of the most fascinating andinscrutable characters in history. There is no doubt that hewas a genius, He was also a bon vivant, but his tastes rantoward good conversation and good food rather thanconspicuous consumption. He whined endlessly about histroubles, and he begged shamelessly for ever more moneyfrom his patrons. But he was one of the most far-sightedindividuals to walk this planet, 2. Before any others, hesaw how the corruption and mi sdeeds of the church wouldlead to danger, and when Martin Luther hijacked Erasmusreform efforts and turned them into outright revolt, Erasmussaw that this split in Christendom would lead tocatastrophe; a catastrophe that was realized a century later. Erasmus, even from childhood, had a craving to read,study, learn and know. He spent his life as a scholar andwriter. He was a man of quick wit and a keen mind. Hehad struck a raw nerve by writing the Praise of Folly. But itmust be noted that while Erasmus found the wickedness ofthe priests revulsive, he did not disapprove of RomanCatholic doctrine. He praised himself to be a citizen of theworld, not attached 2 to a particular country but findinghimself at home in European countries where culture andhumanism were flourishing. The two societies he claimed tobelong to were both the republic of letters and the Christianchurch. In Roman Catholic doctrine, he wished only for areformation of priestly morals and conduct, not of Romantheology, and he disapproved of the doctrinal revolutioninitiated by Luther. It is said that Erasmus laid the egg thatLuther hatched, meaning that Erasmus was the one whoinspired the Protestant Reformation. The particular state ofmind which produced the modern wo rld was amanifestation of the same mind as underlay the ProtestantRevolution. The Protestant calling was a treatment ofworldly avocations as God-created and fulfillable in a spiritof worship. This concept enabled the Protestant to see inhis ordinary daily work an activity pleasing to God andtherefore be pursued as actively and profitably as possible. On the other hand, medieval and Roman CatholicChristianity were held to have condemned the world, withconsequent hostility to economic activity and especially tothat essential capitalist ingredient, the taking of interest onusury. Protestantism were therefore asserted to have beenthe necessary precondition of the growth of modernindustrial capitalism. The basic belief of Protestantismpromoted the spirit of the entrepreneur, and for that reasoncapitalism is found flourishing in reformed countries, whilethe Reformation is found spreading among the commercialand industrial middle classes. The desire for spiritualnourishment was great in many parts of Europe, andmovements of thought which gave intellectual content towhat in so many ways was an initial search for God havetheir own dignity. Neither of these, however, comes first inexplaining why the Reformation took root her and vanishedheresies led to a permanent division within the church thathad looked to Rome. This particular place 3 i s occupiedand the play of secular ambitions. The Reformationmaintained itself wherever the lay power favored it; it couldnot survive where the authorities decided to suppress it. .u0be05955d78b5483f176e611edf3c093 , .u0be05955d78b5483f176e611edf3c093 .postImageUrl , .u0be05955d78b5483f176e611edf3c093 .centered-text-area { min-height: 80px; position: relative; } .u0be05955d78b5483f176e611edf3c093 , .u0be05955d78b5483f176e611edf3c093:hover , .u0be05955d78b5483f176e611edf3c093:visited , .u0be05955d78b5483f176e611edf3c093:active { border:0!important; } .u0be05955d78b5483f176e611edf3c093 .clearfix:after { content: ""; display: table; clear: both; } .u0be05955d78b5483f176e611edf3c093 { 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; } .u0be05955d78b5483f176e611edf3c093:active , .u0be05955d78b5483f176e611edf3c093:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u0be05955d78b5483f176e611edf3c093 .centered-text-area { width: 100%; position: relative ; } .u0be05955d78b5483f176e611edf3c093 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u0be05955d78b5483f176e611edf3c093 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u0be05955d78b5483f176e611edf3c093 .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; } .u0be05955d78b5483f176e611edf3c093:hover .ctaButton { background-color: #34495E!important; } .u0be05955d78b5483f176e611edf3c093 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u0be05955d78b5483f176e611edf3c093 .u0be05955d78b5483f176e611edf3c093-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u0be05955d78b5483f176e611edf3c093:after { content: ""; display: block; clear: both; } READ: Michigan Auto Parts EssayFor this was the age of uniformity, an age which held at alltimes and everywhere that one political unit could notcomprehend within itself two forms of belief or worship. Much of the work of the Praise of Folly is satire at theexpense of rhetoricians, grammarians and theologians, buttowards the close, Erasmus tackles monks and prelatesalso, not excluding the Popes. But it concludes in anunexpected way; a witty moving praise of a form ofreligious ecstasy with the folly of God in saving the worldthrough crucifixion associated with the folly and madness ofthe pious. Erasmus regarded scholasticism as the greatestperversion of the religious spirit; according to him thisdegeneration dated from the primitive Christologicalcontroversies, which caused the church to lose itsevangelical simplicity and become the victim of hair-splittingphilosophy, which culminated in scholasticism. With thelatter there appeared in the

International Human Resource Management

There are many differences between legal issues in china and Australia. For instance in China, the legal system is supplemented with local regulations. The local regulations are major challenges to international companies expanding their businesses in China.Advertising We will write a custom report sample on International Human Resource Management – Comparison between Australia and China specifically for you for only $16.05 $11/page Learn More These local laws and regulations differ from provinces as well as in the major cities in China such as Beijing and Shanghai. Different economic zones have different laws and regulations relating to labor (Lan, 1995). The interpretation of legislation and local practices also differs in various regions across China. There are various local regulations and practices that influence application of law in China as compared to Australia. The local regulations in China are supposed to be consistent with the nationa l legislation but sometimes there are conflicts. In Australia, there are few local laws which are consistent with the Australian national law. International companies should adhere to the local rules and regulation in China. Employment contract law in China also differs from that in Australia. In china, the employment contract law is very generous to workers and it provides a lot of protection as compared to the employment law in Australia. For instance in china, if an individual is employed temporarily for more than one short term contracts then he is deemed to be permanently employed (Villa, 2009).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This is different from Australia where a person can be employed temporary for more than one short term contract without being viewed as a permanent employee. According to the contract law in China, an employee must have a formal contract. It is m andatory for employment contract to be written. This contract must contain important details such as compensation, working hours as well as job description. International human resource managers must be aware of these protective provisions in contract law. This is a major challenge which is faced by most international companies doing business in China. Another challenge faced by foreign companies is that they are not allowed to directly employ Chinese citizens in China. However, they may involve Chinese citizens in performing some services. In China employment contract must contain a basic fixed salary which should not be changed by the employer. Corruption is a serious problem in China just like in other developing countries across the globe. In this country corruption involves bribe, fraud, embezzlement as well as extortion (He, 2003). Some people give bribes to the hiring officials in order to secure employment. Some people are also employed or promoted to a higher position depen ding on whether they know leaders in the high ranks. These leaders may be their relatives, friends or even classmates.Advertising We will write a custom report sample on International Human Resource Management – Comparison between Australia and China specifically for you for only $16.05 $11/page Learn More In Australia, corruption is very minimal as compared to China and the country was ranked as the least corrupt country among the group of 20 developed nations (Brinsden, 2011). In China, human rights are normally considered when recruiting employees. Minors under the age of 16 are not supposed to be recruited. Employment discrimination is also discouraged, and there are equal employment rights for both male and female. The employees have the right to be employed and the right to labor safety and hygiene. Recommendation The human resource professional are supposed to be conversant with legal issues relating to employment in China. They should kno w the requirement of employment contracts in order to avoid the challenges they face in China. They should engage Chinese citizens in services to avoid the liability of being an employer. Human resource manager should advice the multinational companies to have a registered presence in China (Lam, 2004). They should comply with legal restrictions, which are found in this country. They should also comply with employment contracts requirement. They should also engage representative office in order to enter into business contracts. The human resource manager should also understand the human rights that are provided to the employees in China. References Brinsden, C., 2011. Australia ranked the least corrupt country in the G20. International  Business Journal , 11-12. He, Z., 2003. The study of the problem of corruption and anti-corruption in China.  Comparative economic and social systems , 19-23.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Lam, T., 2004. Human resources issues in the development of tourism in China.  Internationa journal of contemporary hospitality management , 1-4. Lan, L., 1995. Human resource management in Chinese hotels. International journal of  contemporary hospitality management , 1-5. Villa, M., 2009. Employment laws in China. International human resource journal , 17-21. This report on International Human Resource Management – Comparison between Australia and China was written and submitted by user Xavier Davenport 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. International human resource management Introduction Human resource management involves the management of workers or employees in an organization. It depends on the cultural and institutional framework. Human resource management varies from country to country. Good human resource management, is defined differently in different national cultures, and operates differently across the globe. International organizations try to deal with issues created by these differences.Advertising We will write a custom report sample on International human resource management specifically for you for only $16.05 $11/page Learn More Today the world has become more global in terms of technology, economies and communications. The development of international enterprises has resulted to the decline in traditional business boundaries. This has led to high rates of economic development. It can be noted that multinational companies have dominated the world economy. About 63000 international organizations dominate the w orld trade (Budwar, 2005). It accounts about two thirds of the world’s business. According to the recent study, each of the 10 largest multinational corporations has more annual sales than the Australian government tax revenues. Most of international business transactions involve two parts of multinational companies. Multinational companies act as global organizations with employees based in different parts across the globe. Globalization has been enhanced through fiscal consolidation such mergers and acquisitions (Sisson, 2003). According to the recent statistics, the worldwide foreign direct investment increased from 6500 billion dollars in 2000 to 10000 billion dollars in 2005. Today there is also global transfer of work through the creation of new jobs or global sourcing part of an individual’s work. The high skill white-collar job is being transferred to different countries. For instance, Bank of America is outsourcing about 1100 jobs, to Indian companies to reduc e labor cost. The aim of this report is to explore the main issues and theories of international human resource management and comparative human resource management. International human resource management International human resource management is the process of employing and developing people in international organizations. It is the management of people across the globe. It identifies the way in which international companies manage human resources across different countries and different cultures. It deals with the management of people beyond the national level. An international company is a company by which operations are carried out in subsidiaries overseas which rely on manufacturing capacity of the parent company. Different multinational companies have different magnitude attitudes and business styles (Wood, 2003).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Human resource manag ers in international companies have to consider the impact of international influences in their work. In all international companies’ human resource management is one the key aspects in the success of the company. In most of these organizations, the cost of managing people is the largest single item of operating costs. The knowledge and capabilities inculcated in human resource is the key to success of the organization. Human resource management is vital to the survival and success of an organization. The human resource specialists are increasingly becoming internationally oriented in their functional activities. This is important, for people working in multinational corporations also those in small and medium sized enterprises. In the modern world, there is fee economic environment. Restrictions on labor movements are reduced in areas such as European Community (Sisson, 2003). The development of new technologies has enabled enterprises to operate internationally as soon as t hey are established. International corporations are not only in the private sector. Many international corporations, such as those in United Nations, the regional trade bodies, have employees working in different companies across the globe. Human resource managers working in international corporations are faced with the impact of multi-country, regional and global change. Such managers are supposed to be equipped with interpersonal skills, negotiation skills, strategic thinking, analytical and conceptual abilities. These managers will require a wide knowledge of knowledge in areas such as international business, international finance, local labor markets, international labor legislation, cultural differences, and international compensation and benefits. International human resource management involves organizations that manage people in different legal, institutional and cultural circumstances. It should also be aware of cost effective management practices (Budwar, 2005). Companies, which address the issue of international human resource management, have to deal with a range of policy and strategic issues. International human resource management identifies how multinational corporations ensure that organizations have international coherence.Advertising We will write a custom report sample on International human resource management specifically for you for only $16.05 $11/page Learn More It also explores how organizations apply cost effective approaches to managing people working in different countries across the globe. It ensures that organizations are able to manage those people who have to work in different countries in the world. International human resource management was believed to have the same main dimensions as human resource management in a national context but to operate on a large scale. It focuses on human resource practices that change when a firm goes international. The recent research on IHRM has pointed out the im portance of connect human resource policies and practices with organizational strategies. International management scholars have done extensive research on how multinational corporations have organized their operations globally. Several issues have been discussed by scholars. The strategy structure configurations of international organizations have been discussed by several authors. It involves changing from hierarchical structures to network structures. The differences between local and international human resource management are another key issue discussed by authors such as Adler and Bartholomew. It establishes the great complexity and strategic importance of the international role. How multinational corporations approach the staffing and management of their subsidiaries is another key issue explored by researchers. It provides factors for defining the modern approach to IHRM within an international organization. Organizational factors are considered to be very crucial in determi ning the extent of internal consistency. Integrative models have been developed, by scholars to demonstrate the complexity of human resource decisions in the international sphere. However, these models do not provide a solution to criticisms that have been leveled to IHRM. According to these criticisms the political, economic, social cultural and institutional contexts are described as contingency factors. This is despite the fact that it is known that firm level globalization is a country specific phenomenon.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Most of these models do not differentiate between cross national and cross cultural differences. Cultural relativity has made researchers focus on the hard human resource functional processes. Most of the researchers do not support idealist human resource management systems. For instance, the view of human resource management emphasizes on high performance work systems as a basis of comparisons. The researchers tend to ignore the subtle ways in which cultural and national difference influence the experienced reality of human resource management. Convergence and divergence argument assumes that human resource management system has to converge or remain divergent. It does not consider the fact that some parts of human resource system might be converging in some areas and converging in other areas (Dickmann, 2008). Analysis of IHRM should consider the range of distinctive national and local solutions to human resource issues in the organization. Human resource affordability is another key issue in IHRM. The increased interest in metrics indicates the need to deliver proven cost reductions and ensure human resource affordability (Wood, 2003). Most of international organizations committing most of their times to ensuring people are why they can be most cost effective. Most global human resource functions have undergone recent restricting in order to deliver global business strategies efficiently. Many international organizations are making substantial investments in getting things right. Human resource function is a path of organizational development which was identified in other service and specialist functions. Physical and cultural differences present barriers to successful knowledge transfer among human resource professionals. Global networking is an important aspect within international human resource management. However it is considered to be critical because of the identified organizational changes. International human resource professionals, mostly use info rmal networks, which is one of their main objectives. Networks are mostly applied in decentralized models of international human resource management. Global networks are used to reduce the impacts of bureaucracy and act as important decision making groups. International human resource management involves a number of key issues, which are supposed to be considered. Culture and environment difference is a key issue in international human resources. The demand of the globalized and liberalized business environment has made researchers pay attention to the study of cultures as an explanatory variable. Human resources managers across the globe have realized that it is essential to avoid parochial views when doing business across different cultures. Knowledge of cultural differences in different regions and a global focus is crucial for a business to survive in the modern business environment. Culture is a collective mental programming that people in a certain group have in common. This p rogramming is different from that of other groups, regions or nations. Today human resource managers of multinational corporations frequently encounter cultural differences. This has a negative effect to management practices in international organizations. Family structures, religious organizations, forms of government, work organizations, law, settlement patterns and buildings are common beliefs that derive from common culture. Competing demands of globalization and local differentiation has led to the need to establish human resources as a source competitive advantage. Globalization process is identified at different levels of industry, firm and functions (Dickmann, 2008). The impact of national culture on managing people involves the meaning of culture, the literature on cultural differences and identifies the extent to which aspects of work practices are nationally or locally based. Culture and organizational life involve the implications of performing business activities across national cultures for concepts of business management, and human resource management. Leadership is a major factor that influences the shape of human resource policies and practices. Different national cultures have different leadership styles which influences the human resource management. Individualism is a national culture attribute adopted by those people who give themselves and their families’ first priority. In this society, the ties between individuals are loose. Every person in this society looks at himself and the immediate family. Collectivism involves people who give first priority to, and finding protection in, the wider group. In this, people are integrated into strong, cohesive groups which protect them in exchange for loyalty (Sparrow, 2004). Different cultures allow for different sharing of power within the society. The challenge is the level of human inequality that indicates the operation of each particular society. Power distance is determined by power dis tance index. A society, which supports high power distance, will accept large separation of power between the rich and the poor in the society. Low power distance society will accept sharing of power where the gap between the top and the bottom is low. Uncertainty avoidance is the extent to which a society can be able to put up with uncertainty. Low avoidance society will not feel the need to avoid uncertainty. High avoidance society will feel challenged by uncertainty (Dickmann, 2008). Masculinity is the tendency of a nation to prefer assertiveness and materialism. It involves a community in which men’s roles are clearly defined. Femininity is where the society has a high concern for relationships and welfare of other people. In this case, the gender roles in the society overlap. According to Masculinity Index, Japan tops the list of countries with high gender roles distinction at work. The low gender roles distinction at work was identified in France, Spain, Salvador and Ea st Africa. It was characterized by cooperation at work and a close relation between employees and the boss. High gender roles were characterized by challenge and recognition in jobs, belief in individual decisions, high stress on the job, and preference for large corporations (Clark, 2000). International human resource involves international organizational models. The first model is decentralized federation, which is the traditional multinational corporation. In this model, each national organization is managed as a separate company that seeks to optimize its performance in the local environment (Sparrow, 2004). Coordinated federation is another model which involves the centre developing sophisticated management systems to maintain overall control although the scope is given to local management. Centralized hub is a model, which focuses on the international market rather than local markets. These organizations are global rather than multinational. Transnational is another internatio nal organization model. In this model, the organization establishes multidimensional strategic capacities which help the organization to compete across the globe. It also enables responsiveness to market demands. Another key issue facing international organizations is convergence and divergence. This is the extent to which the international human practices should either converge in the same location or diverge in response to local requirements. The major decisions are made by the parent company, but there is a need to much local autonomy as possible in order to ensure that local demands are taken into account (Dowling, 2008). There are several factors that enhance increase in convergence, the power of markets, and the importance of cost, quality and productivity pressures benchmarking best practice. The idea of best practice theory recommends the implementation of best practices in human resource management, which will improve the performance of the organization. There are several b est practices for achieving competitive advantages through putting people first. These best practices include selective hiring, providing employment security, extensive training, sharing information, high payment based on companies’ performance among others. However, it is difficult to draw a generalized conclusion about which is the best human resource management practice. Best fit or the contingency approach to human resource management is another approach of academic theory. It argues that human resource management may improve performance of an organization when there is a close relationship between the practices and company’s strategy. This ensures that there is a close relationship between the human resource policies and the external market or business strategy (Guest, 2007). The life cycle model assumes that human resource policies can be based on the levels of organization development. Competitive advantage models assume that human resource policies are based on competitive strategy adopted by the organization. Configuration models recommend for an organization to close examine its strategy in order to determine the best human resource policies and practices (Sparrow, 2004). This argument states that, the organization’s strategy can be highlighted, but many organizations thrive in a state of flux and growth. The resource based view is considered as the foundation of modern human resource management. It concentrates on the internal human resources of the company, and how they contribute to competitive advantage. This model argues that human resource management plays a significant role in establishing human resources that are important and effectively organized. The theory of human resource management assumes that the objective of human resource management is to enable a company to achieve it strategic objectives through attracting and maintaining employees. Human resource management approach attempts to ensure a close relationship or ganization’s employees and the overall strategic objective of the company (Brewster, 2002). In the view of academic theory of human resource management, human beings are not robots, thus this call for the Importance of an interdisciplinary evaluation of staff in the work place. Academic fields such as economics, psychology, industrial relations and sociology play a vital role in enhancing the academic theory of human resource management. Critical theories such as postmodernism and post-structuralism also play a very significant role in ensuring that people are treated well in the work place. International human resource management involves various processes, which enables achievement of established goals and objectives (Adler, 2000). Comparative human resource Comparative human resource management explains the way human resource management differs between different regions and countries across the globe. Most countries have more or less regional differences which includes one or many language groups. Countries have different economic and political system, education, employment laws all these factors should be considered in order to understand and apply effective human resource management policies. Most nations have various cultures that have implications to human resource management (Clark, 2000). Most organizations face challenges of adapting their human resource management practices to the new set of cultures. In the process of globalization, organizations begin to do business in different areas.During this process the number and variety of cultures changes. Organizations are supposed to adapt new human resource policies in order to curb these challenges. As cultures increase and organizations try to treat each different culture with respect, several practical issues may come up making business operation more difficult. For instance, the case of religious and secular holidays to be honored based on the cultural representation in the work place. The of ficial language spoken in the work place is another cultural issue influencing human resource management. Many countries differ in terms of legal, political labor market, and economic conditions. These are critical issues affecting comparative human resource management. Comparative human resource management indicates how human resource practices are affected by different cultures. Cultural perspective on comparative human resource management is based on Hofstede’s (1980). He identified four distinct cultural value dimensions. The four dimensions include power distance, uncertainty avoidance, masculinity/femininity, and individualism/collectivism. According to him cultural differences are embedded to human resource manager’s way of thinking, which guides managerial actions and choices (Clark, 2000). Different cultures in different regions affect the human resource manager’s decision making and job performance. The effect of cultures on human resource management h elps in understanding managerial behavior and reactions. This notion has been highly criticized due to the limited number of dimensions, which do not capture the richness of the cultural environment. Effect of culture on human resource management is also challenged because of his insistence that national features persist over time. The four dimensions are statistical constructs developed on responses without a deep understanding of the underlying processes. The issue of cultural differences indicates the differences between low context and high context societies. Context is described as the information that surrounds a certain event. In high context societies, the external environment and non verbal cues are very influential factors in the communication process (Clark, 2000). High context cultures include countries such as Japan, Arab and southern European societies. Low context cultures involve clear and written forms of communication. Examples of low context societies are Anglo-Sa xon and northern European. Culture is viewed as important values regarding relationships among people and their environment. Kluckhohn developed four basic value orientations. He later subdivided these orientations into dimensions to determine cultural variations across different societies. These cultural orientations have been used, by researchers to explain significant differences of human resource management practices across different nations in the world. However, these orientations are rarely applied to human resource management research because of the complexity. Recently additional cultural dimensions have been developed to identify the effect of culture on the design and implementation of human resource management policies and practices. For instance, development of the paternalism dimension is one of the significant cultural dimensions. It involves the extent to which a society encourages and accepts that, people with authority provide care, guidance and protection to their subordinates. Subordinates in paternalistic societies are respect and loyalty to their superiors. Another recent cultural dimension is fatalism which is the belief of societal members that the results of their actions are not totally controlled. Managers who take on managerial posts in a certain culture are socialized along similar values and beliefs. The character of culture helps to socialize new generations of members and reinforce the predominant cultural values and norms. According to social cognition theory, a person’s cognition is greatly influenced by ones cultural background. Culture usually affect the way in which individuals choose, interpret and validate information in order to identify and categorize issues (Adler, 2000). It is a powerful determinant in how human performance problems are viewed and how their solutions in the form of employee development. Cultural values normally influence how human resource management practices such as recruitment, selection, pr omotion, performance appraisal are designed and implemented. (Begin 377) Different cultures are adopted by different social groups (Dickmann, 2008). These social groups may make the adoption of certain human resource management policies politically and socially unacceptable. The impact of culture on human resource policies through impact on institutions is an important mechanism. Cultural differences influence the key comparative human resource management practices. For instance, recruitment, selection and retention practices differ across different cultures. Recruitment and selection in cultures of high performance orientation are based job related knowledge and technical skills. Collectivist cultures prefer the use of internal labor markets to promote loyalty. The externally recruited candidates find it difficult to enter the strong social networks within the organization. High on uncertainty avoidance cultures use a lot of selection tests, and conduct more interviews (Tayeb, 2005 ). This shows that there is a great desire to collect objective data for making selection decisions. Cultures high on performance orientation use standardized and job specific selection methods. Compensation and benefit schemes are designed according to different cultural settings. Compensation systems in universalistic cultures are based on formal, objective and systematic in relation to the value of a job within the organization. High power distance and fatalistic cultures have low performance reward contingencies. Uncertainty avoidance cultures prefer skilled based reward systems (Dickmann, 2008). Low uncertainty avoidance cultures focus on individual performance based pay. Individualistic societies put a lot of emphasis on personal achievement in performance appraisal. On the other hand, collectivist cultures concentrate on group based achievements. Issues discussed during the performance appraisal vary according to different cultures. For instance, individualistic cultures conc entrate on discussing employee’s potential for future promotion based on task performance. Collectivist societies focus mostly on seniority based promotion decisions (Dowling, 2008). Cultural variations have great influence on training and development. Fatalistic cultures don not recognize the importance of training and development. High power distance cultures employ senior managers instead of external trainers as instructors in order to ensure a high level of credibility and trust. Comparative human resource management provides, managers working in multinational corporations with guidelines on how to design and implement an effective human resource management system in different cultural contexts. Criticism of comparative human resource management is seen in the debate on localization versus standardization and in the process of transferring human resource management policies across countries (Briscoe Schuler, 2008). Comparative cross cultural research is faced with a lot of methodological problems, which limit the researchers in making valid conclusions. Dimensional approaches of culture on human resource management may have a weakness if culture is not measured directly. If cultural scores are disrupted, the analysis using these scores may also be disrupted making the conclusions suspicious. The issue of culture in comparative human management may also be affected by the original cultural models (Harzing, 2004). Conclusion Human resource management is a very important subject in the portfolio of management activities. International human resource management and comparative management have developed in the process of globalization. Managing international HRM explores the critical elements of effectiveness for HR on global (Tayeb, 2005). There are several key issues and theories developed in the context of international human resource management and comparative human resource management. International human resource management explores the way in whi ch international companies manage their human resources across different regions and countries across the globe. It also explores how multinational corporations ensure that organizations use cost effective approach in managing people in all countries across the globe. In all the multinational corporations and international organizations, human resource management plays a vital role in enhancing success (Scullion, 2006). On the other hand, comparative human resource management explores the differences of human resource management in various areas, regions, and countries in the world. Countries have different language groups, different labor markets, education systems and employment laws. This makes human resource management vary from country to country. Cultural differences between regions and nations are a major factor in the increasing internationalization of employment. The knowledge of cultural differences is a significant part of an international manager’s brief. The huma n resource activities such as selection, recruitment, training and development, reward and performance appraisal among others are greatly affected by cultural values and practices. Great care should be taken in considering whether to adopt standardized human resource policies and practices throughout in the whole world. Finally, international human resource management and comparative human resource management are major concerns of multinational corporations and even medium companies across the globe (Harzing, 2004). References Adler, N., 2000. Strategic human resource management. Human resource management  in international comparison , 237-238. Begin, J., 2002. Comparative HRM. International journal of human resource management , 376-377. Brewster, C., 2002. Strategic human resource management. Management international  review , 45-46. Briscoe, D., Schuler, R., 2008. International human resource management. Chicago: Taylor Francis. Budwar, P., 2005. Rethinking comparative and cross national human resource. The  international journal of human resource management , 497-498. Clark, T., 2000. Researching comparative and international human resource management. International studies of management and organizations , 20-21. Dickmann, M., 2008. International human resource management. New York: Taylor    Francis. Dowling, P., 2008. International human resource management:managing people in a  multinational context. Cengage Learning EMEA: Chicago. Guest, D., 2007. Human resource management and performance. International journal  of human resource management , 263-264. Harzing, A., 2004. International human resource management. New York: SAGE. Scullion, H., 2006. Global staffing. California: Routledge. Sisson, K., 2003. In search of HRM. British journal of industrial relations , 201-202. Sparrow, P., 2004. Globalizing human resource management. California: Routledge. Tayeb, M., 2005. International human resource management: a multinational company  pers pective. London: Oxford University Press. Wood, S., 2003. The four pillars of HRM. Human resource management journal , 49-50. This report on International human resource management was written and submitted by user Keith V. 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. International Human Resource Management Introduction International human resource has gained a lot of attention among the researchers in the recent past. The world has been reduced into a small village due to technological advancements. Technological advancements, especially in the field of transport and communication have had a massive effect on human resource.Advertising We will write a custom report sample on International Human Resource Management specifically for you for only $16.05 $11/page Learn More Human resource can therefore, move from one geographical location to another with a lot of ease.1 The improved communication system has also brought about scenarios where a firm can employ individuals who are miles away from the company. It is currently a common phenomenon to find a situation where an Australian company employs an Indian staying in India as a customer service officer who receives calls and give direction to customers on phone. This has resulted in what is popularly referred to as international human resource management.2 There is need to manage employees beyond the borders. This is especially so when it comes to globalized firms which have operations going beyond the borders of the parent country. The world is experiencing radical changes in the labor environment. International human resource management globally is an area that is vital and requires special attention for it is the backbone of all sectors of the economy of any given country.3 This has become one of the legislative areas, calling for many political leaders to spend much of their time and brains in finding solutions to issues that emanate from work and labor. In search for the same, countries like the Australia have established several education centers that aim at expanding public understanding on important issues affecting the working group. In these institutions they admit under graduate who take studies in areas related to human resource management. In Australia, laws have been enact ed to guide the labor market. Managing employees in this century needs an understanding of various societal factors within the organization. It is important to understand different social settings of different employees in order to be able to understand their behavior within the organization. Understanding organizational behavior is the key to having employees working as a unit. Managing and Developing Employees in International Setting The current world is experiencing a lot of changes in the labor market. The competition in the international labor market is becoming stiff each day.4 Globally, technology has posed both positive and negative impacts in the global labor market. Although it has made the work easier, it has again replaced the human labor that is vital in the world market.5Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Economically, international or local trade is the backbo ne of any stable nation. In the working environment, employees have been faced with several challenges that need to be addressed by any nation seeking to compete in the world market. It is important to understand how both the expatriate and local employees. This is elaborated as stated below. Expatriate Employee The current world has greatly encouraged international trade. People from different countries meet together in the world market, competing with an aim of maximizing their output. There is an exchange of business experts from one field to another moving from one country to another, others reside in foreign countries for business purposes. When dealing with the expatriate, it will be important to understand their social background in order to predict their behavior. The management should act having a clear understanding that expatriates have a number of factors that make them unique from the locals. This should be put into consideration when managing them. Local employees The local employees are always easier to manage than expatriates.6 Managing the locals involves understanding the local forces that affects their behavior. This would involve understanding the social factors that have direct impact to the human resource. Local employees have the capacity to transform the parent firm which should be a guide to other branches. There are regulations that the Australian government has put in place to ensure that the rights of employees are respected, irrespective of their citizenship. These regulations protect both the locals and the expatriates working in this country. The following are some of the highly observed regulations in this country. Regulation of Employment Relationship The law clearly spells the type of relationship that should exist between various institutions within an organization. Within an organization, the two common types of relationship that exist are the employer-employee relationship, and employee-employee relationship. There is a way in which the employer should relate with his or her employees.7 There should be mutual respect between the employer and the employee and each should ensure that they do not infringe into the others right. The employer should respect the right of the employee and ensure that he or she is appropriately compensated for the work done.8 The employee on the other hand has the responsibility to meet the standard expected of him or her at the workplace.Advertising We will write a custom report sample on International Human Resource Management specifically for you for only $16.05 $11/page Learn More Regulation of Discrimination in Employment Discrimination of whatsoever form is strictly prohibited by the law of the land. The law clearly states that the employer should not discriminate on any basis when hiring or directing the employees. The country has enacted law that prohibits employers from discriminating employees based on race, gender, religion, age or any other demographic basis.9 The affirmative action was meant to demonstrate further that employers are not allowed to discriminate against women at their workplace simply because they are women. This is so even when a firm is dealing with expatriates. Legislation was enacted that protects employees both locally and in the international forum. Such an employer who engages in discriminative acts may face litigation in a court of law. Regulation of Employment Environment It is always very important for an employer to ensure that the working environment is safe enough for the employees. In various occasions, employees are always subjected to working environments that are not conducive to their health or such other factors based on their country of origin.10 The employees have right to their privacy. As such, it would be going against the law for the employer to intrude into the privacy of the employer. It would be wrong for the employer to demand information that can pass as confidential from the employees if the information does not directly relate to the task. This is irrespective of whether this information is gotten directly from the employee by inquiry, or through the third party, the employer is not allowed obtain information from the employer against the employees wish. Occupational Safety and Health An employee should be safe when working in various units of the organization irrespective of their country of origin. At no given point should the general well being of the employee be at risk. The employer has the responsibility to ensure that the safety of all employees is well taken care of both within the plant and when sent on duties outside the firm. The employer must also factor in health of the employees.11 At no point should the employees be subjected to working conditions that may have adverse effects on their health. Fair Labor Standards Act The Fair Labor Standards Act was a legislation that was meant to help the employer and the employee relate well . The employer needs perfection from the employees for the compensation paid on a monthly or weekly basis. On the other hand, there is a capacity that an employee should have. The law regulates the expectation of the employer and the output of employee to ensure fairness. Importance of IHRM to Organizations and Individuals from a Practical Perspective From a practical perspective, international human resource management is very important both to individuals and organization. To an organization which hopes to venture into international markets, there is need to understand international human resource management in order to operate successfully in the international market.12Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The organizational factors that are considered locally are very different from that that affects the labor market internationally. It would therefore, be important to understand the labor market of each individual country because it would always be unique from others. This would require unique treatment in order to achieve the desired results. Implementing the Strategies For a long time, labor has not been given its rightful position in many organizations. Many of the managements have not thought of viewing their employees as very important asserts. However, the happenings of the recent past have proven that labor force is one of the most important asserts to any given organization.13 When the management lays down objectives to be achieved, it is always the employees who are expected to implement the policies that would bring the desired results. It is this work force that would be expected to turn the policies from paper to reality. Therefore, retention of employees is very importa nt. Employees should be retained within the organization to ensure that the firm’s operations are consistent. High turnover rate of employees is not healthy for the firm’s prosperity. This is because it does not only affect the smooth implementation of policies within the firm, but also leads to increased cost of training new employees. It is even worse that the employees would go away having learnt the strategies of the firm, making the firm vulnerable to its competitors.14 The management should therefore device methods of hiring qualified employees and retaining them within the firm. One of the best ways to achieve this is through motivation. It is through motivation that employees will feel attached to the firm and therefore feel committed to the firm. Motivation is very important in international human resource management. Relationship between Employee Motivation and Success of a Firm in the Global Market Employees are the implementing arm of the organization. Whil e the top executives formulate the policies to be implemented by the organization, most of their tasks always end in the paper.15 It is upon the employees to make these blueprints a reality. In his words, employees are the engine of the organization. When well taken care of and put in a proper condition, they would always give the best of the results to the organization. However, when they are neglected and left to ‘rust’ they will always give leap service and the output will be very disappointing. Motivating employees within the organization is very important. There is a direct link between employee motivation and success of a firm. It is very important that a firm increases the rate of employee motivation because of a number of reasons. In most of the occasions, policies are always developed to last for one whole year.16 However, these policies are always units in the larger vision of the firm. A vision may be developed to be achieved in a time span of say thirty year or so. This duration is long and the firm may not take a direct approach towards achieving this vision. It therefore has to split this vision into yearly strategic objectives. When the year begins, the firm would plan with its current work force. When some of the employees leave along the year because of lack of motivation, it would be a blow to the success of that year’s strategic objectives. The firm would be forced to look for a replacement and train them and make them understand the objectives to be achieved. This is time consuming and costly venture that would reduce the success of the organization. Changing the employees on a yearly basis is not good either. This is because in so doing, the vision of the firm will be lost. It will not be possible to realize the vision because every year, the firm would be forced to start with new employees who may not understand the vision, and how it was developed in the first place. This minimizes chances of achieving expected goals within the organization. Strategies of Employee Motivation To ensure that there is a constantly motivated workforce, it would require the management to employ the right strategies that would ensure that it succeeds in this. It may appear as a simple task of making employees happy.17 However, it goes beyond this, especially when it comes to managing employees in overseas countries. To motivate employees within the firm, there are a series of strategies that a firm should employ in order to ensure that employees are constantly satisfied. The secret behind retention lies in ensuring that the employee is satisfied and feels challenged with the present task. This will cause the drive in him to want to come tomorrow and beat the challenge.18 The recommendations below gives a detailed strategy of how to employ the right individuals to the firm, and how such individuals should be retained, once employed. Conclusion International human resource management has become very relevant in the curr ent global society. The world has been reduced into a small global village where labor can move from one part of the country to another. Firms are also investing in the global market. This means that human resource managements should have a sound understanding of the global labor market in order to operate successfully in the global market. Bibliography Arthur, Joan. â€Å"Effects of human resource systems on manufacturing performance and turnover.† The academy of management journal, 37.3 (2008): 670-687. Barney, John. â€Å"Firm resources and sustained competitive advantage.† Journal of management, 17.1 (2010): 99. Baruch, Yusuf. â€Å"Response rate in academic studies-A comparative analysis.† Human relations, 52.4 (2006): 421-438. Boselie, Paul. â€Å"Commonalities and contradictions in HRM and performance research.† Human Resource Management Journal, 15.3 (2005): 67-94. Brewster, Charles. â€Å"A continent of diversity.† Personnel management Lon don, 5.9 (2008): 36-40. Budhwar, Prisca. â€Å"Rethinking comparative and cross-national human resource management research.† The International Journal of Human Resource Management, 12.3 (2006): 497-515. Cutcher, Gershenfeld. â€Å"Impact on Economic Performance of a Transformation in Workplace Relations.† Management Journal, 44 (2007): 241. Evans, Paul. The global challenge: international human resource management. New York: McGraw-Hill Irwin, 2011. Fey, Cecil. â€Å"The effect of human resource management practices on MNC subsidiary performance in Russia.† Journal of International Business Studies, 32.1 (2012): 59-75. Grobler, Pieter. Human resource management in South Africa. London: Thomson Learning, 2006. Guest, Daniel. â€Å"Human resource management and performance: a review and research agenda.† The International Journal of Human Resource Management, 8.3 (2009): 263-276. Guest, Edwin. â€Å"Human resource management and industrial relations.† Journal of management Studies, 24.5 (2001): 503-521. Guthrie, James. â€Å"High-involvement work practices, turnover, and productivity: Evidence from New Zealand.† The Academy of Management Journal, 44.1 (2002): 180-190. Hamill, Jane. â€Å"Labour relations decision making within multinational corporations.† Industrial Relations Journal, 15.2 (2006): 30-34. Hedlund, Gerald. â€Å"The hypermodern MNC—a hierarchy?† Human resource management, 25.1 (2004): 9-35. Jensen, Titus. â€Å"The impact of human resource management practices on turnover, productivity, and corporate financial performance.† Academy of management journal, 38.3 (2011): 635-672. Marchington, Moses. â€Å"Involvement and participation.† Human Resource Management: A Critical Text, 7(67): 280-305. Stahl, Günter. Handbook of research in international human resource management. Cheltenham: Edward Elgar Publishers, 2012. Footnotes 1 Hedlund, Gerald. â€Å"The hypermodern MNC —a hierarchy?† Human resource management, 25.1 (2004): 9-35. 2 Pieter Grobler, Human resource management in South Africa (London: Thomson Learning, 2006), 28. 3 Marchington, Moses. â€Å"Involvement and participation.† Human Resource Management: A Critical Text, 7(67): 280-305. 4 James Guthrie. â€Å"High-involvement work practices, turnover, and productivity: Evidence from New Zealand.† The Academy of Management Journal, 44.1 (2002): 180-190. 5 Titus Jensen. â€Å"The impact of human resource management practices on turnover, productivity, and corporate financial performance.† Academy of management journal, 38.3 (2011): 635-672. 6 Edwin Guest. â€Å"Human resource management and industrial relations.† Journal of management Studies, 24.5 (2001): 503-521. 7 Daniel Guest. â€Å"Human resource management and performance: a review and research agenda.† The International Journal of Human Resource Management, 8.3 (2009): 263-276. 8 Jane Hami ll. â€Å"Labour relations decision making within multinational corporations.† Industrial Relations Journal, 15.2 (2006): 30-34. 9 Paul Evans, The global challenge: international human resource management (New York: McGraw-Hill Irwin, 2011), 34. 10 Cecil Fey. â€Å"The effect of human resource management practices on MNC subsidiary performance in Russia.† Journal of International Business Studies, 32.1 (2012): 59-75. 11 Prisca Budhwar. â€Å"Rethinking comparative and cross-national human resource management research.† The International Journal of Human Resource Management, 12.3 (2006): 497-515. 12 Gershenfeld Cutcher. â€Å"Impact on Economic Performance of a Transformation in Workplace Relations.† Management Journal, 44 (2007): 241. 13 Paul Boselie. â€Å"Commonalities and contradictions in HRM and performance research.† Human Resource Management Journal, 15.3 (2005): 67-94. 14 Charles Brewster. â€Å"A continent of diversity.† Personnel m anagement London, 5.9 (2008): 36-40. 15 Günter Stahl, Handbook of research in international human resource management (Cheltenham: Edward Elgar Publishers,( 2012), 56. 16 Joan Arthur, â€Å"Effects of human resource systems on manufacturing performance and turnover.† The academy of management journal, 37.3 (2008): 670-687. 17 John Barney. â€Å"Firm resources and sustained competitive advantage.† Journal of management, 17.1 (2010): 99. 18 Yusuf Baruch. â€Å"Response rate in academic studies-A comparative analysis.† Human relations, 52.4 (2006): 421-438. This report on International Human Resource Management was written and submitted by user Lucy Hawkins 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.