The Korean War started in the aftermath of World War II Free Essays

The Korean War started in the aftermath of World War II.   When the Great War that ended all wars resulted in the defeat of Japan, a new power arose in the Pan Asian area, the specter of USSR.   Stalin’s tight rein on the country and its quick and vicious rise to superpower status caused Americans to fear that the Soviet Empire would attempt to spread communism throughout the world. We will write a custom essay sample on The Korean War started in the aftermath of World War II or any similar topic only for you Order Now    Eastern Europe had already been engulfed and President Truman was weary of the possibility of the rest of Asia falling into the grasp of communism. Therefore in Korea, America made a stand for democracy (Ridgeway, 15).   The United States called this policy â€Å"containment†, to contain the spread of communism because it attempts to encroach on America’s philosophy of democracy (Ridgeway, 15).   The very policy of containment arose out of fear from Secretary of State Kissinger that the Soviet Union’s eventual plan is to dominate the politics of the Pan Asian Alliance and eventually threaten the rest of Europe. The Korean War rose out of these circumstances as a battle against communism (Ridgeway, 15).   Northern Korea threatened Southern Korea through a series of hostile attacks, and after the South Korean Army with help from the US decimated the Northern Alliance, China’s quick intercession quickly changed the tides of war.   Korea was not an isolated two nation battle; rather it represented a political ideological struggle between westernization and communism (Ridgeway, 15).   Ã‚  China wanted to exert its presence following its own communist revolution as chose Korea as the testing grounds for its new army operations.   When Korea was finally split in half after indecisive battles, its role in history was forever termed as the â€Å"Forgotten War†. Vietnam occurred under similar circumstances.   The Soviet Union’s powers were at its peak during this time, having proved that they were now a nuclear power; this is the first time that these two nations met indirectly (Moise, 130).   Vietnam became the first major war in the post nuclear weapons era and it was motivated by the continuance of the theory of containment. Although large amounts of troop activity was already taking place during the John F. Kennedy era, President Johnson’s term saw the escalation of troops and combat within the region.   The North Koreans were constantly supplied via underground shipments from the Soviet Union and China, thus the war did not seem like it would end (Moise, 130).   The conclusive withdraw of US troops during Nixon’s presidency represented the first major victory and breakthrough for the communists in Asia.   As a result, the specter of the Cold War continued to loom over the world. The Iraqi war placed the United States in a unique position.   Since September 11th, the war on terrorism is very much different from the war on communism in that there are no tangible enemies.   Following unsuccessful attacks on terrorism in Afghanistan, the target of Iraq represented President Bush’s strategy of First strike defense, or preemptive strike (Roberts, 23)   This theory contends that as Iraq has an obvious hatred of the United States and has shown in that past to have harbored and still harbors weapons of mass destruction. Destroying it before it could target the United States either through direct attack or through helping terrorist cells (Roberts, 23),. This philosophy is very much motivated by a number of policies, among them was the previous attack on Iraq in Operation Desert Storm which severely weakened Saddam Hussein’s military power in the region.   However, since there was no eminent threat to the United States, there was no international consortium as large as the ones during Korea and Vietnam (Roberts, 23). Therefore, the war on Iraq is viewed by many in the international community as illegitimate and unsanctioned.   As such the political pressures from around the world are very much negative.   Even in victory, the Iraqi war now seems to have bear consequences that has harmed the United State’s position in the world political circle.   The current negotiations with the United Nations to aid in the Iraqi effort has met with resistance as the world community repeatedly contends they will not help George Bush clean up the scene of his crime.   The political undercurrents of this war may turn negative much like the results of the Vietnam resolution (Roberts, 23). Ridgway, Matthew B. He Korean War. Boston: Da Capo Press, 1988. Moise, Edwin E. Tonkin Gulf and the Escalation of the Vietnam War. North Carolina: UNC Press , 1996. Roberts, Paul. The End Of Oil: On the Edge of a Perilous New World. Seattle: Mariner Books, 2005. How to cite The Korean War started in the aftermath of World War II, Essay examples

Emerging Trends in Training and Development in West Bengal free essay sample

The progressive labor force with dynamic management and responsive government and responsible society are the pillars of the tourism industry. 1 Issues and Constrains in Manpower Supply in Indian Hospitality Industry, P. Srinivas Subbarao, W. P. No. 2008-02-03 February 2008. 50 Traditionally, the employment has been seen as an area that is reactive to changes in the wide business environment. There is a widely accepted assumption that the role of people within organizations is required to change and develop in response to developments in markets, products and technology.Most of the large hospitality companies recognized this assumption and has started organizing work and support human resource functions such as training and development. This is possible only when the external labor market permits employers to adapt these changing dimensions. Human resource in hospitality industry – Supply side 2 Some of the services required in the tourism and hotel industries are highly personalized, and no amount of automation can substitute for personal service providers. We will write a custom essay sample on Emerging Trends in Training and Development in West Bengal or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Human resource development in the tourism industry normally includes manpower training in two main areas, the first being the hospitality and catering sector and the travel trade and tourism sector. 2 Issues and Constrains in Manpower Supply in Indian Hospitality Industry, P. Srinivas Subbarao, W. P. No. 2008-02-03 February 2008. 51 The hotel and catering sector is now highly personalized. Customer satisfaction is the prerequisite for a smooth and successful operation in the hotel industry, requiring professionally trained and highly skilled personnel.According to estimates of requirements for additional hotel rooms, the number of personnel who will need formal training in the hospitality and catering sector would increase by about 25 percent, from 16,000 to 20,000 people a year by 2010 end. The existing training facilities currently produce only about 5,000 to 6,000 trained personnel a year. Different types of jobs are available in the hospitality industry at different levels. The central government and the state governments have collaborated to provide resources in order to train people in the hospitality sector as part of overall development efforts.As per the survey the requirements for trained manpower at each level of employment would focus on general management trainees, trainees in kitchen management, housekeeping management, operational trainees, front office and accounting management, chefs, butlers, captains, bakery, confectionery and other specialized cooking. 52 Middle management positions would be filled by people holding three year diplomas, while other jobs could be filled by craft trainees. Craft institutes could be targeted for expansion in order to meet the needs for lower level skill areas.Working towards this objective, the Government run Institute at the Institute of Hotel Management at Kolkata has increased their seats. Human resources in Hospitality Industry – demand side In India there is a tremendous shortage of trained manpower in the hospitality sector. Tourism sector on an average requires more manpower than what is available from the catering colleges. Thus there need to develop required human resource in various segment of the tourism industry, as a consequence of the rapid growth in tourism, changing technology and markets both national and international level.By the very nature of tourism as a service industry, its efficient administration and successful operation depend largely on the quality of manpower. In the Asian and Pacific region, the shortage of skilled manpower poses a major threat to the overall 53 development of tourism. International tourism is a relatively new phenomenon and therefore the lack of managerial capability exists at all levels of the industry. In particular, the rapid expansion of hotels of an international standard in the region is creating a high level o f demand for skilled and experienced staff. The nature of the decisions facing hotel management is continually expanding. For their business to remain competitive, managers must be skilful in many diverse areas. For instance, they must possess a good understanding of how current events and the economy affect the market and develop skill in marketing their products. They must also strive to keep up with the technological innovations in the operational side of the industry. As part of the service industry, tourism is labor intensive and generally requires well developed social and language skills in a cross cultural working environment.These demands have placed considerable strain on small, independent operators, who cannot rely on the broad management expertise available to their multinational hotel chain competitors. The availability of skilled and trained manpower is a crucial element in the successful long term development and sustainability of a tourist destination. In the 54 ultimate analysis, skilled and trained human resources will ensure the delivery of efficient, high quality service to visitors, which is a direct and visible element of a successful tourism product.High standards of service are particularly important in sustaining long term growth, since success as a tourist destination is determined not only by price competitiveness or the range of attractions available, but also by the quality of the services provided. Repeat visits, a vital factor in maintaining growth, will be deterred if standards of service do not meet expectations. 55 2. Link of Training and Development with Human Resource. 3 Training and Development helps in optimizing the utilization of human resource hat further helps the employee to achieve the organizational goals as well as their individual goals. On the other hand, Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skill s in an organization. It also helps the employees in attaining personal growth. Training and Development plays a vital role in inculcating the sense of team work, team spirit, and inter team collaborations and inculcating the zeal to learn within the employees.

Cross Culture Management

Introduction Culture refers to the system of â€Å"shared attitudes, values, goals and practices that characterizes an institution, organization or a group†. Culture varies from region to region, since people tend to hold different beliefs, values and attitudes across the globe. Thus, cross cultural management refers to the process through which people learn about â€Å"variations of culture, practices, and preferences of an organization’s stakeholders†.Advertising We will write a custom case study sample on Cross Culture Management specifically for you for only $16.05 $11/page Learn More The increase in globalization and advancement in technology in the last two decades have created growth opportunities for multinational corporations. As competition increase in domestic markets, multinational firms normally join overseas markets in order to increase their sales and market shares. Firms that operate in foreign markets (countries), us ually serve customers with diverse cultural backgrounds. Additionally, multinational firms usually employ individuals with diverse cultural backgrounds. Managing employees from diverse cultures is a challenge since people tend to think, feel and act differently in different cultures. Besides, effective communication is normally difficult to achieve in an organization with a multicultural workforce. Thus, cross-cultural management attempts to facilitate the creation of an organizational culture that every employee can identify with. The concept of cross cultural management will be discussed in this paper by analyzing the Home Furniture case study. Cross Cultural Management Policy Home furniture is a multinational corporation operating in Europe, Asia, India and America. The company has adopted a polycentric approach to recruit its employees. A polycentric approach involves recruiting nationals of a foreign country to manage most of the operations of a subsidiary of a multinational co rporation. Under this approach, the subsidiary tends to be autonomous and develops its own policies. At Home Furniture, nationals of foreign countries normally hold midlevel management positions. An expatriate usually heads a subsidiary of the firm in the early years. The polycentric approach is beneficial to Home Furniture since it facilitates implementation of the firm’s sales and marketing policies. Since Home Furniture’s subsidiaries develop their own marketing policies, the company finds it important to recruit locals who have adequate market knowledge. However, the use of a polycentric approach has also created problems for the company. In particular, there are cultural conflicts between the subsidiaries and the headquarters. For instance, the headquarters and the US subsidiary have different views on teamwork. Solving such cultural conflicts call for the formulation of policies that promote harmony between the subsidiaries and the headquarters.Advertising L ooking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Additionally, cultural conflicts can not be solved through a single policy. Thus, a multi-dimensional approach should be adopted to enhance harmony in a multinational corporation. The new CEO of Home Furniture can consider the following policies as she operates and recruit staff in different countries. Given the autonomous nature of Home furniture’s subsidiaries, the new CEO should consistently follow the polycentric approach in hiring staff. Staff selection is fundamental when forming a multicultural workforce. The human resources department must focus on selecting the right individuals to hold key positions with the company. Thus, it will be important to identify the desired characteristics of the workforce. For example, the firm can focus on hiring managers who can tolerate cultural differences. The identified characteristics should be used to s creen all potential employees during the selection process. Performance evaluation should, generally, be guided by the company’s overall human resource strategy. However, the actual performance evaluation process should be based on local procedures. The managers and the local staff should agree on acceptable targets and the procedure for evaluating performance. Empirical studies reveal that comparability and costs are the main determinants of remuneration and benefits in multinational corporations. The salaries paid to the employees should be comparable, both within the firm and in the industry. Additionally, the salaries should not strain the company’s revenues. A remuneration and benefits policy that reflects the expectations of the local employees is likely to be accepted. In contrary, a remuneration policy that is based on the expectations of the headquarters is likely to be rejected since it might contravene the local labor laws, and the expectations of labor unio ns. In order to promote harmony between the headquarters and the subsidiaries, the new CEO should adopt an open culture policy. An open culture policy encourages employees to accept and appreciate their cultural differences. Formulating an open culture policy requires learning about the cultures of employees in various subsidiaries. This will help the CEO and the management to identify the cultural practices that are valued by local employees. Consequently, it will be possible to adapt the organization’s strategy to the local culture. For instance, staff and unions in the US subsidiary believed in negotiating organizational matters instead of a top-down approach to decision making. In such situations, the CEO should recognize the importance of negotiations to US employees in order to avoid conflicts.Advertising We will write a custom case study sample on Cross Culture Management specifically for you for only $16.05 $11/page Learn More An effectiv e communication system within the organization is fundamental for the implementation of an open culture policy. The norms of communication should be established in advance to guide interaction among employees. According to Hofstede’s culture dimensions, individualism determines the extent to which employees can interact and share information about their cultures. Countries with high individualism scores are associated with little cohesion and interpersonal connection. Countries with a low individualism scores, on the other hand, are associated with strong group cohesion, respect for others and loyalty to the team. In order to promote cohesion among employees in countries with high individualism scores, the New CEO should encourage the management to acknowledge accomplishments of local staff. Additionally, â€Å"debate and expression of personal opinions† should be encouraged in order to promote understanding among the employees. Since perfect harmony can not be achieve d in a multicultural organization such as Home Furniture, the new CEO should adopt a conflict resolution policy to help in solving any conflicts that might arise between the local staff and the headquarters. The conflict resolution policy should address the following issues. First, there should be consensus on how various conflicts should be handled. Second, it must identify the parties to be involved in the resolution process. For instance, in China and Tunisia non-governmental organizations are actively involved in employees’ issues such work conditions and remuneration. In such countries, employees are likely to accept a conflict resolution team that includes members of organizations that fight for their rights. Third, the local employees and the management at the headquarters should agree on the communication channel to be used when resolving a conflict. The selected communication method should reflect the employees’ cultural make-up. Empirical studies revel that c ross-cultural competency can be enhanced through effective employee training and development. Such training programs help in creating organizational cultures that take into account the cultural make-up of the local staff and the perspectives or expectations of the headquarters. A widely accepted organizational culture facilitates consistent implementation of strategy across all subsidiaries. Thus, an effective policy should be put in place to guide cross-cultural training programs at Home Furniture. The cross-cultural training policy should address the following issues. First, the policy should encourage the managers to value the cross-cultural training programs. The top managers at the headquarters should understand that training foreign employees on the parent country’s (Finland) business culture is an important strategy. Thus, accountability and ownership should be promoted in order to effectively implement the training strategy. Second, cross-cultural training should be a team effort that involves all stakeholders.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Outside experts, employees’ leaders, managers from subsidiaries and managers from the headquarters should be involved in developing the training model. Team effort will not only improve the quality of the training, but will also improve its acceptance. Third, cross-cultural training should be bilateral. This means that the employees in overseas subsidiaries should be trained on the business culture of the parent country. The employees from the parent country, on the other hand, should be trained on the business culture in foreign countries where the subsidiaries are located. Fourth, cross-cultural training should be incorporated in the process of employee orientation. New recruits at the headquarters should be trained on the business cultures in overseas subsidiaries. New employees in the subsidiaries should also learn about the business culture in Finland where Home Furniture’s headquarters is located. Finally, cross-cultural training programs should be reinforced wit h mentoring initiatives in order to ensure success. Mangers from both Finland (headquarters) and the foreign countries where the subsidiaries are located should be involved in the mentoring program. Mentoring programs promote high performance through commitment to the organization’s expectations and culture. Thus, it will encourage teamwork and tolerance to cultural differences among employees. Communication Strategy Cross cultural communication is concerned with how individuals from different cultures communicate among themselves and in other cultures. From a business perspective, cross culture communication â€Å"refers to interpersonal communication and interaction across different cultures†. Cross culture communication attempts to overcome cultural differences that prevent interaction in a multicultural workforce. Competency in cross cultural communication can be achieved through training, culture immersion and learning new languages. As a multinational corporation , Home Furniture should have an effective communication strategy to enhance interaction among the employees and to facilitate implementation of its business strategies. In developing a communication strategy for Home Furniture, the new CEO can consider the following guidelines. To begin with, developing a communication strategy starts with the formulation of the organization’s communication objectives. In this case, the objectives describe what the organization intends to achieve through its communication strategy. For instance, Home Furniture’s communication objectives could be to achieve cultural tolerance or to improve performance. The communication strategy should be driven by the needs of the organization rather than the employees’ need to communicate with each other. This means that the communication activities at Home Furniture should be a means of achieving strategic goals and objectives. This calls for aligning the communication objectives with those of the organization. Such alignments form the basis for justifying the need for a communication strategy and facilitate the success of the business. Once the communication objectives are set, the audience must be identified. In this context, the audience refers to the employees that the new CEO and other managers need to communicate with in order to achieve the objectives of Home Furniture. Identifying the correct audience helps in answering the question, ‘who should be consulted with what decisions’? Integration and cooperation in a multicultural workforce requires effective reporting relationships. Such relationships facilitate contribution of every employee towards achievement of the organization’s goals. In order to establish reporting relationships, decision rights should be identified and explained to every employee. Decision rights specify the authorities entrusted with the task of making decisions. The decision rights and reporting relationships should refl ect the cultures of the local employees. According to Hofstede’s power/distance culture dimension, some cultures tolerate inequality while others do not. A country with a high power/ distance score is likely to have citizens who tolerate uneven distribution of power. However, citizens in countries with low power/distance scores prefer equal distribution of power. Thus, in countries with high power/distance scores, decisions can be unilaterally made by the management since consultations are not valued. In this case, the management will be the audience. In countries with low power/distance scores, the management must consult as many employees as possible before making a decision. In this case, the audience may include the management and junior employees. The communication strategy should help the CEO to identify the messages to send to various managers and other employees. Strategic targeting, as well as, consistency should be emphasized when creating and conveying messages wit hin the organization. The message should be comprehensive, informative and sent to the right individuals within the organization. Hofstede developed the uncertainty avoidance index (UAI) to measure the level of anxiety under uncertain situations in different cultures. In the context of a multicultural organization like Home Furniture, uncertainty can arise if messages are not clear to the recipients. According to Hofstede, a high UAI score means that members of the society will try as much as possible to avoid ambiguous situations. Law, order and a collective truth tend to prevail in countries with high UAI scores. A low UAI score implies that citizens appreciate differences, and are less concerned with ambiguity. Thus, in countries with high UAI scores, messages should be planned, prepared and communicated regularly. Additionally, the messages should be communicated to the employees in time in order to avoid anxiety. The messages should be concise and clearly specify the expectatio ns of the management. Societies with high UAI scores tend to prefer formal business conduct and policies. Thus, all messages should be based on existing policies. Additionally, a formal structure will be necessary to convey messages in a country with high UAI scores. Societies with low UAI scores tend to prefer informal business attitudes. Risks and change are also accepted in such societies. Thus, creating and sending messages within the organization should not be based on strict rules and structures. Given the differences in uncertainty avoidance levels, the process of creating and sharing messages should be aligned to the business cultures of the subsidiaries. Appropriate tools and activities for communicating the organization’s messages should be identified. Home Furniture’s new CEO should identify the communication channels and activities that are suitable to convey important messages to the targeted audiences. The selection of appropriate communication channels i s determined by the message to be conveyed and the targeted audience. For instance, audiences from societies with a high UAI score tend to prefer formal communication channels. Audiences from societies with low UAI score, on the other hand, tend to be comfortable with informal communication channels. Understanding and embracing cross cultural differences require elimination of cultural barriers that hinder effective communication. Thus, there should be flexibility when choosing a communication channel or the communication activities to be used to convey important messages. The importance of flexibility is based on the premise that long term commitments to traditions vary across cultures. According to Hofstede, a high long term orientation (LTO) score means that people have long term commitments to their traditions. In such situations, focusing on the traditional communication channel will be beneficial to Home Furniture. However, societies with low LTO scores do not value traditions . In such situations, Home Furniture can easily change the communication channels in order to meet its strategic objectives. The CEO and the managers of Home Furniture should be open-minded and able to adapt their communication channels to prevailing cultures. Adequate resources must be allocated for the implementation of the communication strategy. Additionally, the communication strategy should be implemented within the set timelines. The idea is to avoid overspending in implementing the communication strategy. Finally, the communication strategy should be evaluated and amended accordingly over time. Communication audits should be performed in order to measure the effectiveness of the strategy. Communication audits can be performed through surveys or interviews that involve internal, as well as, external audiences of the firm. An independent or external party can be contracted to perform the audit in order to avoid biases in the evaluation process. The evaluation results should be discussed by the relevant stakeholders and used to improve the communication strategy. Conclusion Cross culture management attempts to enhance understanding and appreciation of cultural differences in organizations. Managing a multicultural workforce is usually a challenge to multinational corporations such as Home Furniture. The disagreements between the management of Home Furniture and its employees in subsidiaries across the globe are attributed to cultural conflicts. Consequently, the New CEO at Home Furniture must develop policies that will help in reducing cultural conflicts. Appropriate employment policies will help the New CEO to select employees who tolerate cultural differences. An effective cross cultural training policy will help in creating awareness about cultures of various stakeholders at Home Furniture. Additional, the training programs will encourage culture tolerance. The new CEO should also adopt an open culture policy in order to promote integration and coopera tion among employees. Promoting harmony and achievement of the organization’s objectives requires implementation of an effective communication strategy. In order to achieve success, the objectives of the communication strategy should be aligned to those of the organization. References Holden, N., 2002. Cross-Cultural Management. New York: McGraw-Hill. Johann, R., 2008. Cross-Cultural Management. New York: John Wiley and Sons. Majur, K., 2010. Positive Organizational Culture as a New trend in Cross-Cultural Management. Journal of Positive Management 1(2), pp.65-74. McCalman, J., 2009. Lateral Hierarchy: The Case of Cross-Cultural Management Teams. European Management Journal 14(5), pp.509-517. Shimoni, B., 2011. The Representation of Culture in Interactions and Cross Culture Management. Journal of International Management 17(1), pp.30-41. Thomas, D., 2008. Cross-Cultural Management. New York: Cengage Learning. Tjosvold, D., 2003. Cross-Cultural Management. New York: Ashgate Pu blishing. Usanier, J., 2011. Lenguage as a Resource to Access Cross-Cultural Equivalence in Quantitative Management Research. Journal of World Business 46(3), pp.314-319. This case study on Cross Culture Management was written and submitted by user Giovani I. 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. Cross Culture Management

what is modern music1 essays

what is modern music1 essays The most important thing that was expressed about the definition of modern music is that the degree of modernism depends on the experience and taste of those whom are listening. This means that each person can have vastly different views on which musicians and what styles are considered modern, because the critique of all arts is merely opinion. The definition for modern in a dictionary is anything within the present. When discussing music the essay emphasized that modern music has other qualities than newness alone. To be considered modern music, it needs to alter in a varying degree from the traditions in material and in the style; it departs from previous conventions. In much of the essay, it is shown that modern music often experiences opposition. In the past, and even still the present, society and the music world initially reject modern music. In the essay music is described as a living language. When modern music is born it can also be considered as new way of expressing a new language. Music evolves just as language does. In the context of music, the grammar used in modern music is its harmony, melody, and rhythm that break all rules. Modern music uses foreign words and expressions that portray the ever-changing environment. There are many styles of music today that can fit the description of modern music. New Age, which often uses sounds of nature to create a melody, clearly has an original style. Hip-hop music is a fairly new form of expression, and when it first began it was rejected and misunderstood by the public. More recent, as it has become more accepted in society and the pace of rhythmic change is quickly altering, for the demand of the listeners. The style of jazz music has also changed a great deal compared to when first born. I feel that modern Jazz as opposed to old jazz is a good example of a new expression of a society in which we live. Lastly, techno, which is a fairly n...

International Business Promotion Research Paper

International Business Promotion - Research Paper Example Reliance on websites for health information has grown steadily given the increase in international trade. Different hospitals have employed different strategies when developing their websites to meet the needs of their clients. Texas hospital website has two distinct sections, patients and families section and a section for the health professional (Texas Children’s Hospital, 2012). The website carries popup messages where the purpose of the hospital is described as ‘to heal the child’. Moreover, the pop up messages advertise the services offered by the hospital and describe its commitment to superior services ‘now delivering miracles’. The websites give a guarantee to the clients that its specialists are always advancing their pediatric care daily to ensure their services are up-to-date to emerging medical concerns. On Texas Children Hospital website, patients can find a specific doctor, view their professional qualifications and book an appointment ( Texas Children’s Hospital, 2012). Moreover, customers can view all the departments or services offered and the time one can assess such services. Additionally, the specific location of such services well described and the professionals working in that department. This gives assurance to the customers that they receive quality services from accredited care givers. Given that previous health record is important for future visits to Texas Children Hospital or another hospital. Texas Children’s Hospital has an account for parents to access the health record of the children. Stanford Hospitals and Clinics have developed a website to serve its international customers. Under the international medical services section, Stanford Hospital describes that it offers superior services to its customers pointing out that patients from different parts of the world travel to the hospital annually (Stanford Hospitals and Clinics, 2012). This is a strategy to give confidence to a patient in a dilemma either to go treatment at Stanford or seek treatment in their local country where the hospital assures them that it is worthwhile to make a trip to Stanford Hospital. The hospital promises its international visitors individualized care that is able to meet the needs of the patients and their families before and after treatment. The hospital has a personal patient coordinator who in addition to arranging for a patient’s visit to the hospital organizes for their stay at in San Francisco Bay Area (Stanford Hospitals and Clinics, 2012). This demonstrates a commitment to customer service. The hospital website outlines the services offered by hospital including identifying a specific doctor to meet the medical needs of the patients and interpretation of languages which is a strategy to ensure that some patients do not feel left out. To ensure that patients prepare themselves for the visit, they are given an estimate of their medical bills. Patients can book for appoint ments online thereby reducing time wastage when travelling for treatment. At Phuket International Hospital, offering services to patients from diverse backgrounds has led the hospital employ international staff. At this hospital, the management recognized importance of effective diagnosis and, therefore, language barrier is dealt with by ensuring that the employees speaking a variety of languages. The hospital helps its patients make insurance claims and liaises with the embassy,

Nursing Case Study Example | Topics and Well Written Essays - 1500 words

Nursing - Case Study Example Similarly, the individual level performances of the organizational members are satisfactory enough as the employees are happy and satisfied with their jobs. They do not find any hardship during the course of action in completing their tasks. Every employee is happy and satisfied with his/her job. Employees do have decent relationship among each other. All these employees do respect each other. They do share things with each other including work related information. They also assist each other in completing their tasks. In trouble times, they get together and work on ideas and strategies to get out of those troubles. They have good communication mechanism among each other. The orders and instructions of Joe, the president, are highly respected and taken care of, in a good faith. His instructions are obeyed. The leadership skills shown by Joe are also pretty much acceptable to the subordinated working under him. He is respected, and he respects others too. He gives chances to the subor dinates to have their say. He gives and instructions and in response, he is reported by the subordinates. Group Level – No Signs at all Besides all these good things happening in the metric division, yet there is some serious lacking that can be observed quite easily. This is lack of groups and teams working in the division. There are no signs of groups or teams working together. There finds no image of project based teams. What really missing in this division is the group level that is not found anywhere in the organizational system. Overall, it looks as if every person works for himself and the organization, nobody is interested in working under a team. Teams do have their advantages and disadvantages, but their advantages are far more than their side effects. Teams normally work under a leader on certain projects within specified deadlines. They have a formal goal to achieve. That goal gives team members a sense of motivation, identity and a charm to work more and good for themselves, for their teams and ultimately for the organization. The team structure provides the synergy effect such that the efforts of all individuals working under a team are magnified to produce a better resultant in the end. More brains give more ideas and techniques of performing the tasks in a more efficient way. Thus, under the leadership of a sensible individual, team workings can bring advantages to the organization. Feedback The feedback method that should be used in this case is one on one Interview with each employee. The problem which is arising in this organization is that they are good in working at individual level and organizational level but while working as a team, there are numerous problems which they experience. They face problems especially in Group Functioning. It is essential for every organization to have such group members which coordinate and cooperate while working in teams. But in this case, coordination and willingness of participation is lacking. Af ter doing one on one interview, it is essential to take a group interview as well. In group interview, a specific number of team members must be allocated and a group discussion should be commenced in order to find what problems are arising while working as a team. At the end of the discussion, there are chances of reaching to a particular conclusion and

Opportunities & Threats in Gold & Oil Investments Research Paper

Opportunities & Threats in Gold & Oil Investments - Research Paper Example According to the research findings with the ever increasing uncertainties regarding the overall global economic and fiscal outlook, the investment strategies have also experienced some major changes. It is actually belief and confidence of the people that changes as the time and situation changes. As a result, the real value of the investment changes with the perception of the people. The real worth or substance remains the same, however, the other party to the transaction perceives it to be either on a higher side, lower side or at a stable level. In short, the substance of the investment remains the same but what actually changes is the worth of that investment in the eyes of other person as per his/her perception, belief and confidence. The change in the perception of the people leads to the change in the worth of the investment as a result the investors actually face a risk that their investments can experience significant fluctuations associated with the unpredictable behavior o f the people. Over the years, there have been different patterns and trends that represent the psyche of the people regarding the riskiness of different types of investments. From bonds to stocks, commodities to metals, currencies to real estates, each different class has different sorts of risks associated with it. The risk appetite of individual investors also varies which in turn contributes significantly in the variation of the values of the investments. (Fabozzi, Gupta & Markowitz, 2002). The above mentioned asset classes can be broadly split into two categories namely as paper money investment and real substance based investment. For instance, currencies, bonds, stocks are considered as paper money as the investor ultimately do not acquire a physical substance or matter when he or she purchases investment. For example, by buying some shares of a company cannot actually allow a common stockholder towards entitling a specific asset of the company. Similarly the bonds or other pa per money instruments do not allow entitlement to the investors on a particular asset of the issuer of that instrument. On the other hand, the non-paper money instruments provide a possession of the investment in the form of goods, property or any other physical substance. The term â€Å"physical delivery† for these kinds of investments is vastly associated as they entitle the investor for the taking the actual physical delivery of the form of their goods (Shefrin & Statman, 2000). For instance, in case of metals, gold, silver or platinum, the physical delivery is possible and the investor can keep the possession of the metals with himself. Similarly, in case of real estate property, the investor can actually take the possession of a particular property after transferring the property documents. The above two categories of investments have some specific risks associated with them due to which the non-paper money based investments are considered as safe heavens for the investo rs as the investor enjoys the possession of those investments and later on can make the use of those goods for his/her personal needs unlike paper money investments which are intended to be returned to other investors or the issuers of those investments because they cannot be used for personal needs. On the basis of usage or consumption as well as holding the possession of those investments, this particular assignment deals with the opportunities and threats that rest with the investments that are movable in nature (FinanceSpain, 2012). Particularly the investment in gold and oil are highlighted in the discussion. Gold is a precious metal which is the most highly recognized and consumed metal especially used in the jewelry and ornaments. Oil is the commodity which is used as an energy resource for varieties of different purposes. Both of these investment classes have distinct opportunities and threats which are discussed separately in further sections. The first section emphasizes o n the opportunities