Language Rules for a Reliable Semantic Memory

Memory can be extensively arranged into three; semantic memory fundamentally connected with genuine information, procedural memory which deals with learning and procurement of abilities and roundabout memory which is accountable for reviewing past occasions. The paper offers a clarification of the nature and elements of language, an assessment of the phases of language creation and the connection between semantic memory and language production.Advertising We will compose a custom article test on Language Rules for a Reliable Semantic Memory explicitly for you for just $16.05 $11/page Learn More Nature and Functions of Semantic Memory Semantic information as depicted is essentially worried about realities. Correspondence through language is made conceivable through this memory. It is typically portrayed by the mind putting away data about words. As indicated by Schacter (2001), the appearance and portrayal of these words is of significance most definitely. It is generally an interesti ng situation to see an individual attempting to review a name James by referencing John or Jack and not Moses. Semantic memory has been found to bunch words that share similar letters. The presence of an article can't avoid the brain of an individual once the name of the item is referenced (Schacter, 2001). A simple notice of an item realizes an organized reaction by the mind and an individual can make sense of the presence of the referenced article. A drawn out memory framework is accomplished once words recorded in the semantic memory are utilized to produce wordy memory. Elements of Language frames a significant segment in the compelling working of semantic memory (Robinson-Riegler Robinson-Riegler, 2008). It is in this manner critical to comprehend the different elements of language so as to completely value its job as a memory instrument. Essentially, three capacities are critical and will be talked about in detail. The educational language work serves to convey viable data. Ra tionale is of significance because of the way that sentences depend on a valid or bogus stage. Expressive language work is significant in light of the fact that sentiments and feelings are evoked and communicated. It is through verse and writing that a speaker can let some circulation into his/her emotions and a peruser therefore comprehends the conditions that provoked the age of such works (Schacter, 2001). Fiction may likewise get itself a spot in this language work. Order language work assumes a urgent job in causing or forestalling an activity. It is normally not founded on a valid or bogus stage yet a consistent accuracy is required. An announcement like â€Å"Your broadcast appointment is getting low† infers that you should revive your PDA to keep appreciating calling services.Advertising Looking for exposition on brain science? We should check whether we can support you! Get your first paper with 15% OFF Learn More Other language capacities incorporate; stylized capac ities which discover their place in weddings and court meetings. Performative articulations utilize the utilization of action words and are significant in guaranteeing that a move is made from that point. Phatic language is utilized principally to achieve accentuation on the planned subject. It might be went with head gesture, a hand wave or even a motion. Ensure that the setting of an announcement is comprehended so as to relate it to the planned language work. An announcement like â€Å"My room is hot† can be educational (in light of perception), expressive (to impart one’s sentiments at that point) or mandate (to guarantee that all windows stay open). Improvement of Language grows similarly as youngsters do. The improvement depends on four columns to be specific; conceptualization, arranging, enunciation and self-observing (Robinson-Riegler Robinson-Riegler, 2008).Conceptualization, as indicated by Robinson-Riegler and Robinson-Riegler, is the one’s capacity to comprehend what he/she needs to state. It can likewise be named as the pre-creation stage since quiet rules. Arranging stage includes putting all that will be imparted in a deliberate manner. All thoughts that one feels that ought to be a piece of the discourse are unmistakably specified. Enunciation guarantees that the right course of action of words is guaranteed. Clearly in the word â€Å"chair† the syllable â€Å"cha† goes before the other. It is at this phase the real discourse develops. Self-observing is typically a post-improvement stage. It is at this phase an individual can know whether familiarity has surely been accomplished. Regardless of whether an individual is at the middle of the road or propelled phases of familiarity relies upon the degrees of self checking just as the activity taken thereof. The Relationship among Language and Semantic Memory The connection among language and semantic memory is significant. The capacity to effectively recover data may now and again rely on one’s capacity to apply legitimate phonology (Solomon, 2004). Phonological preparing saw among the old and the youthful demonstrated that the olds’ word recovery level crumbled subsequent to perusing first syllable primes. Spelling and the reasons for mistake related with it have in the past been utilized to assess the decreases in language creation forms. Late investigations have demonstrated that the identification levels of spelling blunders disintegrated with age (Ralph, 2000). Promoting We will compose a custom exposition test on Language Rules for a Reliable Semantic Memory explicitly for you for just $16.05 $11/page Learn More The old particularly those previous 60 years of age enrolled low recognition levels most definitely. It is anyway amusing to take note of that the low levels in spell discovery didn't negatively affect the capacity to recall what was perused. The more an individual commits spelling errors, the more that individua l reviews the data. End Semantic memory typically decides one’s capacity to assemble information. Language is a key to powerful obtaining of information. The simplicity with which a perspective is comprehended assumes a urgent job in the recovery procedure by the cerebrum. It is in this way imperative to guarantee that language rules are clung to for a solid semantic memory to be set up. It can accordingly be presumed that both memory and language are interrelated. The nearness or nonappearance of one influences the usefulness of the other. References Ralph, M. (2000). The connection between semantic memory and discourse creation. Place for Neural Basis of Cognition, Pittsburgh, USA Robinson-Riegler, G. Robinson-Riegler, B. (2008). Intellectual brain science: Applying the study of the psyche (second ed). Boston, MA: Pearson/Allyn and Bacon Schacter, D. L. (2001). The Seven Sins of Memory: How the Mind Forgets and Remembers. Houghton Mifflin Co. Solomon, E. S. (2004). Semantic Amalgamation and Syntactic Development in Language Production. Elsevier Customer Service Department, OrlandoAdvertising Searching for exposition on brain science? How about we check whether we can support you! Get your first paper with 15% OFF Find out More This paper on Language Rules for a Reliable Semantic Memory was composed and put together by client M1guel to help you with your own investigations. You are allowed to utilize it for examination and reference purposes so as to compose your own paper; notwithstanding, you should refer to it as needs be. You can give your paper here.

At the beginning of our day out Briggs is portrayed as an antagonist Essay Example

Toward the start of our day out Briggs is depicted as an opponent Essay Toward the start of Our Day Out the character of Mr. Briggs is advised to watch out for things. Now we dont know a lot about him separated from the way that he demonstrations somewhat like a government operative. Briggs addresses the students on the mentor to plunk down and his first words are run of the mill of a severe instructor: Reilly. Dickson. Plunk down! It shows it won't be simple for the students to continue ahead with as they need to make some great memories, and a decent time in his eyes is to plunk down discreetly and converse with individuals sitting close by you. Briggs exchange demonstrates that he is exacting. He doesn't converse with individuals in an ordinary tone; it is to a greater extent a severe tone. What's more, there are a great deal of outcry stamps in his exchange demonstrating he shows more often than not. Mrs. Kay is the classes instructor, she is a pleasant woman that realizes the kids wont add up to a lot, as there is no occupations around here. Briggs and Mrs. Kay appear to not get along, this is a result of the diverse educating styles. Briggs doesn't comprehend that the understudies fathers try sincerely and don't have a lot to appear for it. While Mrs Kay comprehends it is hard for them, comprehend they wont grow up to be a lot and attempts to be decent. We will compose a custom exposition test on At the start of our day out Briggs is depicted as an opponent explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on At the start of our day out Briggs is depicted as a foe explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom article test on At the start of our day out Briggs is depicted as a foe explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer Mrs Kay and different educators are as baffled as the kids when they hear Briggs is going ahead the outing since they recognize what he resembles. He doesn't think the youngsters have the right to be permitted out traveling this way and appreciate it. He is an old design instructor, who stays by rules. He thinks Mrs. Kay should show them in an alternate manner. He is under the feeling that in the event that they get the hang of something they will have a superior way of life. Parody is a principle fixing to the play. It occurs in numerous scenes all through the play. In any case when Les exits to get Carol over the street. He sets his planning perfectly to stop the presumptuous get that is Briggs. At that point, there is the scene when Mrs. Kay fools the driver into accepting that the kids are poor. The zoo, the shop, the young ladies with Colin these scenes all have satire in them. Briggs genuine nature additionally adds to the funniness in light of the fact that the conduct of the kids makes him so distraught. Mrs Kay convinces Briggs to plunk down and have an espresso. He doesn't imagine that the kids ought to be disregarded, anyway Mrs. Kay consoles him that they will be alright. However when Briggs discovers the kids have taken the creatures he blows up. He couldn't help contradicting Ronsons see about the confined creatures and he says that was all they were utilized to. Here, Willy Russell talks allegorically. The confined creatures resemble the youngsters. The kids see the existence they need, similar to the bears see the opportunity, yet they cannot arrive at it. Russell gives us that Briggs and the kids are so extraordinary idea the language by utilizing phonetic spelling to feature complement. At the sea shore and the reasonable, Briggs appears to be an alternate individual. He advises the driver to go to the reasonable. He appears to have gotten used to the youngsters at this point. At the sea shore, Carol, an understudy from the advancement class that has enormous dreams yet no chance to get of getting them, disappears. Briggs discovers her on the edge of a bluff and advises her to escape from the edge. She answers with something the crowd thinks, You dont care. The crowd at that point begin to see an alternate side to Briggs when he answers If I didnt care, what am I doing here at this point. This suggests Briggs cares about the understudies, yet he is a good old educator. He accepts that kids go to class to learn, not to have a fabulous time. The finish of the play is loose. The kids make some great memories at the carnival and Mrs Kay takes some photographs, which Briggs gets hold of, with the guarantee to create them, yet he discards them. By and by I dont think Briggs changes. Not long before the transport returned to class, Russell includes this stage bearing: Briggs removes his cap, brushes his hair and set back on his coat I think he loose and attempted to appreciate the outing, however when he returns to class, his work environment, he is the old Briggs once more. I think all in all that the crowds see has changed of Briggs. He is a good old instructor and that is how he is, yet I believe that the crowd currently observe that there is an alternate side to him. A side that is once in a while observed. I feel that Briggs is a decent instructor and that he has a superior way to deal with the youngsters than Mrs Kay. In spite of the fact that she comprehends them better, I imagine that Briggs would show them more as he has exacting principles, He would cause them to realize, where as Mrs Kay just converses with them and doubtlessly gets them.

Blog Archive MBA News Should Women Skip Business School

Blog Archive MBA News Should Women Skip Business School Last week, the New York Times seemed to have struck a nerve when it ran a story about Harvard Business School’s (HBSs) two-year initiative to redress gender imbalance. Although the school successfully closed its long-standing grade gap, many have criticized the rampant “frat-house culture” of the student body as a more significant problem affecting women. Others have suggested that class and elitism are the prevalent issues, targeting Section Xâ€"HBS’s secret society of hyperaffluent studentsâ€"as emblematic of the social pressure to spend conspicuously. But an article in The New Yorker this week by Laura Hemphill, who writes about Wall Street, asks the question “Why go to business school at all?” Hemphill argues that for women especially, time invested in completing a degree could be better spent climbing the corporate ladder, starting ones own business or learning a new skill that, often, affords the same advancement in salary and position as is conferred to newly graduated MBAs. Hemphill suggests that before rushing into business school,  women ask whether listening to male classmates “openly ruminate on whom they would ‘kill, sleep with or marry’” and “taking courses in which only  eight per cent of case studies  feature a female protagonist” is the best use of two years. Apparently, business schools need to do a better job of addressing gender inequality and creating learning environments that are inviting to women. A Bloomberg Businessweek article notes the systemic implications of this problem: “If we truly believe that the world’s top business schools are the breeding ground for the next generation of corporate leaders, then trying to shape attitudes in the right way, despite the challenges, is more than just a good idea. It’s critical.” In other words, a woman may prudently choose to forgo the frat-house culture of business school, but that is no guarantee she will not at some point find herself working for an MBA who is a product of that same culture. Changing attitudes about gender across the board may require having more womenâ€"not fewerâ€"earning MBAs and breaking into exclusive business school networks. Share ThisTweet News

The Theory Of Conceptual Change Essay - 2579 Words

Conceptual change can occur during any time when beliefs are noted and influenced. Once students are aware of their conceptions, they can be influenced or dissatisfied with their own ideas, forcing conceptual conflicts. The recognizing of incompetence of a conception can open the beliefs of changing them. Posner et al. (1982) believed that if students current concepts are inappropriate to allow them to appreciate new concepts successfully students must replace their existing alternative concepts. Before the real concept change can occur, four main conditions must happen before. First dissatisfaction must occur with the current conceptions, second, new conception should be intelligible, third, condition is that new concept must appear plausible and lastly the new concept must appear fruitful. Conceptual change doesn’t occur with everyone’s beliefs and with some, the dissatisfaction may not be present. What is this concept I recently discussed? It is the way you conceive things, the way you explain things, a core belief and assumptions you make about the way things are or should be. What is change? Change is an everyday occurrence. Change is everywhere around us and is due to the changing of our everyday world change doesn’t stop. Finally, what is concept change? Changing one s conceptions by adding new knowledge to what is already known was developed into a model of learning and named as conceptual change by Posner, Strike, Hewson, and Gertzog (1982, as cited Hewson,Show MoreRelatedNursing Knowledge Based On The Level Of Abstraction Essay1254 Words   |  6 PagesNursing knowledge is the result of incorporating what is known and understood through learning, research, experience, and theory. Knowledge depends on research and theory to provide a collective, structured, and current information. This information can be used to explore phenomena, answer questions, generate new theory, and solve problems. DNPs need to be familiar with the components and levels of abstraction in nursing knowledge. The way to comprehend this information is by using the structuralRead MoreHistory Of Science And Conceptual Understanding919 Words   |  4 PagesHistory of science and conceptual understanding According to Richard K Moran, and Page K, in â€Å" Teaching for Conceptual Understanding in Science†, Studying history of science is important because it enable students understand the development of thought, and generalization would be empty without concrete examples. In addition, One important concern for shutting history of science out of the undergraduate science curriculum was an anxiety expressed about the history of science that the historyRead MoreIs Conceptual Critiques Relevant for Psychology?1472 Words   |  6 PagesWe shall consider Skinner’s Operant Conditioning theory as another type of example on Conceptual Critiques (Skinner, 1963). His theory states that the best way to understand a behavior is to look at the association made between the behavior and the consequence of that behavior. Although Skinner’s primary interest was in human behavior, most of his research was done on animals using laboratory apparatus well known as the Skinner box. Hence, in his experiment, Skinner placed rats in the Skinner boxRead MoreChapter 1: Asterisms Vs Constellations. One Of The Things809 Words   |  4 Pagesthat divide the night sky. (Slater) So then what are those patterns in the night sky called? Asterisms. I stand corrected. Chapter 2: The Photon and Wavelength of Light Connection Throughout the second chapter of Investigating Astronomy: A Conceptual View of the Universe, authors Timothy Slater and Roger Freedman discuss the different properties and characteristics of light. German scientist Albert Einstein proposed that the â€Å"photons† (the energy of light quanta) â€Å"is related to the wavelengthRead More7101AFE Financial Accounting Theory And Practice Essay970 Words   |  4 Pagesï » ¿7101AFE Financial Accounting Theory and Practice Tutorial Questions for Tutorials 1- 6: Semester 1 2015 TUTORIAL 1 - Semester 1 2015 Deegan Topic 1: Introduction to financial accounting theory QUESTION 1 – Question 1.2: If you developed a theory to explain how a person’s cultural background influences how they prepare financial statements, would you have developed a positive theory or a normative theory? The first of all, it is important to understand the mean by a ‘theory’. According to ContemporaryRead MoreThe Science Of Science And The Conceptual Understanding899 Words   |  4 Pagesan authentic significant to provide an obvious understanding for learners since that will lead them to visualize the progression of science from A to Z. 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King’s Conceptual System Three Systems According to George 2011, the function of a conceptual system is to give support for arranging ideas in an organizedRead MoreKnowledge and philosophy are one of the key components for studying accounting. Knowledge is1400 Words   |  6 Pagesknowledge should be easily accessible by the public e.g. the users of accounting or accountants themselves. To obtain knowledge we have to make some observations. These observations are then transformed by the process of induction into laws and theories. Therefore knowledge is seen as creating a reality. As mentioned before knowledge is especially important in the construction of realities. This is because accountants in general created these economic realities, this leads to an expectations gapRead MoreTheories And Conceptual Frameworks For Nursing Informatics795 Words   |  4 PagesWeek 3 Translating Theories in Practice DB 6401-3 Nurses are moving from a traditional method of performing task into the technological era. As informatics nurses recognize the need to move from the traditional to a progressive approach. There are many theorist that propose change; however, Kurt Lewin the father of psychology, introduces the theory concepts, emphasizes that the group differ from the sum of its parts. The change theory presents the three-stage model of change. The Lewins modelRead MoreA Basic Assessment of Hildegard Peplaus Theory Essay819 Words   |  4 PagesBy giving nurses a sense of identity, nursing theory can help patients, managers and other healthcare professionals to recognize the unique contribution that nurses make to the healthcare service (Draper 1990).Hildegard Peplau, one of the role model of nursing theorist, established a theory of interpersonal relationships in nursing. Her reason is the goal of the nurse-client relationship is to give a quality nursing care moving forward to health promotion and maintenance. The purpose of this paper

Jean François Champollion Deciphering Ancient Egypt with...

Arguably one of the most important discoveries made regarding the historical and cultural study of ancient Egypt is the translation of the writing form known as hieroglyphics. This language, lost for thousands of years, formed a tantalizing challenge to a young Jean Franà §ois who committed his life to its translation. Scholars such as Sylvestre de Sacy had attempted to translate the Rosetta Stone before Champollion, but after painstaking and unfruitful work, they abandoned it (Giblin 32). Champollion’s breakthrough with hieroglyphics on the Rosetta Stone opened up new possibilities to study and understand ancient Egypt like never before, and modern Egyptology was born. The Rosetta Stone was found in the town of Rosetta and sent to French†¦show more content†¦Although he was able to find them, he was not able to decipher an alphabetical system that applied to the rest of the text. It seemed that the other symbols represented things, not letters. Having reached a dead end in his work, he gave up, saying, â€Å"The problem is too complicated, scientifically insoluble† (Giblin 32). A few others continued after him with the same idea of a solely alphabetical system, but they all came to the same dead end and were not able to make any progress. One of the first scholars to make any real headway on the translation was Thomas Young, a British polymath (Silet 1). Being a polymath and not understanding any of the language to begin with, Young meticulously inspected the stone, looking for recurring patterns and recording the number of times each symbol was repeated (Meyerson 123). Young knew that Ptolemys were Greek, so he assumed that the name â€Å"Ptolemaios,† spelled in the Greek style, would appear spelled the same way in the hieroglyphic section. Indeed he did find several times the cartouche containing what he believed to spell â€Å"Ptolemaios† (Giblet 40). He misunderstood a few of the symbols’ meanings, and it was later discovered that the Egyptian spelling was â€Å"Ptolmis,† but Young had taken the first major steps into translating the hieroglyphics (Giblet 41). The next step, and arguably the whole rest of the project, wasShow MoreRelatedThe Rosetta Stone By Thomas Halloran1575 Words   |  7 Pages The Rosetta Stone By Thomas Halloran The Rosetta Stone was a crucial part of deciphering hieroglyphs for mankind. The Rosetta Stone is a large piece of dark grey granite. The Stone is three feet nine inches long and two feet four inches wide. The stone approximately weighs a massive 1,680 pounds. Carved by the Egyptians in 196 B.C., the Stone contains a portion of text reflected in three scripts. One of the scripts, Hieroglyphs, had not been deciphered when the Stone was discovered. The otherRead More The Rosetta Stone Essay1011 Words   |  5 PagesThe Rosetta Stone In 1799, when Napoleon’s army was dismantling a wall in Rashid, Egypt, they discovered the Rosetta Stone. Little did they know that this 11-inch thick piece of rock would be one of the greatest discoveries in history! It contained Egyptian scripture, with Greek also on the stone. This was used to decode the once lost Egyptian writing system. Before the 1800’s, attempts at trying to uncover the secrets held by the ancient Egyptian hieroglyphics found on walls inside numerousRead MoreControversial Issues in Archaelogy1011 Words   |  4 Pagesunlike their predecessors. Napoleon Bonaparte made a major step towards â€Å"scientific archaeology†. When Napoleon invaded Egypt in 1798 he brought scholars to study the ancient architecture and art. One of Napoleon’s soldiers, Jean-Franà §ois Champollion, discovered the Rosetta stone. The Rosetta stone was an important discovery because it turned out to be the key to deciphering ancient Egyptian hieroglyphics (Dow dey, 2). After this discovery, the importance of the field of archaeology was shown to the

U.s. Trade And Economy - 1293 Words

US TRADE AND ECONOMY Then and Now Oshin Nandal 1001111637 EXECUTIVE SUMMARY As we know US went from being a net exporter to a net importer in a short span of time. Currently US economy is strong but with lots of debt. These changes in trade gap and debt were caused basically due to other developing nations coming up with low cost manufacturing system and thus US ended importing products from other countries. Also many US manufacturers moved their factories abroad due to cheap labor and other services. Some companies are considering reshoring and bringing at least some part of the process back to US as labor cost and other services are rising in other countries. This paper gives a detailed account of all the factors†¦show more content†¦This recovery of the European and Japanese economies, and the advancement of industrial limit in the developing countries unavoidably diminished the share that United States had in world exports and output. By the 1970s, exchange examples reflecting fundamental similar point of interest had been restored, and the Unit ed States was at the end of the day a merchant of buyer products. The United States global speculation position soon after World War II was very small. United States resources in 1950 totaled $17.5 billion and investment done outside was $8 billion. During this time US was open to all trade options, but had a small part as an owner in international assets. The resources and other factors have been growing since 1950 at a constant rate of about 10% an year. This served as an internationalization of the investments during the period, which United States lost its powerful position in world trade market. US was making surpluses in mid 1960’s in areas such as trade capital stock, horticulture and chemicals, and was falling behind in buyer things and nonagricultural mechanical supplies and materials. All automobile products were surplus at first, but then changed to deficit in 1968 in trade market. (Please refer the table)(Feldstein) TRADE BALANCES (U.S.) As of late the span of the exchange gap or

Identifying Rhythm and Meter in “An Essay on Criticism” by Alexander Pope Essay Sample free essay sample

The lesson for this hebdomad I felt that I struggled with placing the beat and metre. In the first line of lines 344 to 347 I identified the beat and metre as trochaic pentameter. The word ‘required’ is identified as iambic and it is of import to the significance. because it emphasizes that these syllable have to be equal. The 2nd line of this subdivision of lines is iambic tetrameter. The 3rd line of this subdivision of lines is identified as anapaestic pentameter. We will write a custom essay sample on Identifying Rhythm and Meter in â€Å"An Essay on Criticism† by Alexander Pope Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The 4th line of this subdivision of lines is identified as anapaestic pentameter. The different types of beat and metre in this verse form aid stress In the 2nd set of lines ( 348-353 ) there are a couple different types of beat and metre identified that play a portion in the significance and accent of this verse form. The beat and metre in the first four lines I identified as anapaestic pentameter. The last line nevertheless. I identified as spondaic pentameter. I identified it as spondaic pentameter. because ‘in vain’ is really similar to the illustration large trade. This emphasizes the feeling/emotion of that line doing it basically a large trade. In the 3rd set of lines ( 364-373 ) I identified the first seven lines and the 9th line as iambic pentameter. Then in the 8th line down I identified the beat and metre as iambic tetrameter. The last line of this subdivision is besides iambic hexameter. The beat and metre give the verse form a loud tone assisting the reader hear the verse form. For illustration. â€Å"But when loud rushs lash the sounding shore. † the strong tonic words in this verse form make the tone loud and one can about hear the ocean hitting the shore. In the last subdivision of lines ( 374-383 ) I identified the first line with 2 different beat. trochaic in the beginning and so anapaestic pentameter. The 2nd line I identified as iambic hexameter. The following two lines are both identified as trochaic pentameter. In lines five and six the beat and metre is identified as anapaestic hexameter. Line seven and eight in this subdivision is identified as trochaic pentameter and the last two lines are identified as iambic pentameter. An illustration of how the beat and metre aid with the significance of this verse form is. â€Å"And command surrogate passions autumn and rise. † This illustration is of import to the significance of this verse form. because autumn is atonic word and gives the reader the sense of low or falling. but the word rise is accented. which will give the reader a strong sense of lifting. In decision. I noticed in this verse form that most of the lines were pentameter or hexameter. which keeps the poem consist ent in metre.

Write Your Biomedical Science Personal Statement Essay Example

Write Your Biomedical Science Personal Statement Essay Biomedical science students pursuing advance studies hardly ever worry about any intricate formulas or equations, however, they do get panic-stricken quite easily when they are asked by the admission board of a college to prepare a personal statement. Basically these statements are used to impress the admission board and increase the chances of gaining admission into the university you want. Nonetheless, there are some valuable guidelines which can help students in preparing an impressive biomedical science personal statement. Get in touch with the admission department of different biomedical science universities and acquire some guidelines for writing the statement. Review each guideline carefully in order to determine whether you have to stick with the specified format for the personal statement or you can use your own. If they strictly order you to stick with their specified guideline, you have to adhere to their specification, otherwise the board may reject your statement. Also check the given word limit for the statement. Analyze the guidelines and understand what the admission board really wants in an applicant’s personal statement. Make a list of some reasons that tell the readers why you would make an excellent PhD candidate in the field of biomedical science. Ask your parents, friends or other family members to do the same on your behalf. They will most likely include those qualities or experience that you might be unpretentious to include in the statement. Make notes of those people who have inspired you to pursue this field. Create a personal statement outline keeping in view the specifications or guidelines of the university which you are applying to. Remember that you have to create a new outline for each university because it is highly likely that their guidelines may differ. By having an outline you will be able to stick with the format and instructions as specified in the guideline. Develop your biomedical science personal statement by mentioning the extracurricular activities which you have partaken. For instance, volunteering at a local hospital for a week or month under the supervision of a gerontologist and striving how to improve the healthcare facilities for old age people demonstrates the admission board that you are seriously dedicated to the biomedical science field and you take your responsibilities very sincerely. In the next paragraph talk a little about how your academic grades relate to your interest and dedication with their field. Talk about your aspiration such as you find it very interesting to read the fascinating work of Roger Watson. Do not hesitate to talk about your schooling experience as it will prove crucial at University where patience is most needed. In the subsequent paragraph talk about your other hobbies or interest. For example, you partake in different sports like tennis, football or swimming. Revise the final draft of the biomedical science personal statement and submit it to the board after ensuring that it is error-free. Keep your personal statement accurate and to the point. While revising, omit any unnecessary sentences that are not interesting or irrelevant. We will write a custom essay sample on Write Your Biomedical Science Personal Statement specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Write Your Biomedical Science Personal Statement specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Write Your Biomedical Science Personal Statement specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

study Essays

study Essays study Essay study Essay Measuring supply chain management practices Ana Beatriz Lopes de Sousa Jabbour, Alceu Gomes Alves Filho, Adriana Backx Noronha Viana and Charbel Jose Chiappetta Jabbour Ana Beatriz Lopes de Sousa Jabbour is Assistant Professor in the Department of Industrial Engineering, Sao Paulo State University, Sao Paulo, Brazil. Alceu Gomes Alves Filho is Full Professor in Industrial Engineering in the Department of Industrial Engineering, Federal University of Sao Carlos, Adriana Backx Noronha Viana is Associate Professor in Business Administration and Charbel Jose Chiappetta Jabbour is Assistant Professor of Business Administration, both at The University of Sao Paulo Business School Ribeirao preto (FEA-RP/USP), Summary Purpose This paper aims to perform an empirical investigation about the constructs and indicators of the supply chain management practices framework. survey that was carried out on 107 Brazilian companies. Statistical techniques were employed to verify, validate, and test the reliability of the constructs and their indicators. To validate this framework principal component analysis and structural equation modeling techniques were used. Findings In general, previous studies uggest six constructs for measuring the supply chain management practices framework. However, in this study a framework was achieved with four constructs of supply chain management practices, namely, supply chain (SC) integration for production planning and control (PPC) support, information sharing about products and targeting strategies, strategic relationship with customer and supplier, and support customer order. This framework has adequate levels of validity and reliability. Research limitations/implications The main limitation of this study was that only a small sample of companies in a single sector and country were surveyed, and herefore there needs to be further research considering the special conditions in other countries. Originality/value This study investigated statistically set indicators to discuss the topic supply chain management practices. The framework obtained has good quality of validity and reliability indicators. Thus, an alternative framework has been added to measure supply chain management practices, which is currently a popular topic in the supply chain mainstream literature. Both defined constructs and the validated indicators can be used in other studies on supply chain management. Keywords Supply chain management, Working practices, Performance measurement (quality), Brazil Paper type Research paper 1. Introduction Supply chain management (SCM) is an integrated approach beginning with planning and control of materials, logistics, services, and information stream from suppliers to manufacturers or service providers to the end client; it represents a most important change in business management practices (Fantazy et al. 2010). SCM is one of the most effective ways for firms to improve their performance (Ou et al. , 2010). With the purpose of managing the supply chain actions for realizing improvement in nterprise performance, it is necessary to improve the planning and management of activities such as materials planning, inventory management, capacity planning, and logistics (Chandra and Kumar, 2000) with suppliers and clients. Currently, the topics that can be considered essential to research suggestions in SCM include: supply chain coordination, distribution and transport, inventory, order management, planning and optimization, supply chain integration, reverse logistics, supply chain information, supplier and vender selection, and green SCM (Hu et al. , 2010). PAGE 18 MEASURING BUSINESS EXCELLENCE VOL. 15 NO. 2 2011, pp. 8-31, Q Emerald Group publishing Limited, ISSN 1368-3047 While interest in SCM is increasing day-by-day, there is no consensus about the conceptual and methodological research bases of SCM, generating gaps in the state- of-the-art of this research field (Burgess et al. , 2006). It is impossible to develop sound SCM theory without acceptable frameworks and definitions of terms (Stock and Boyer, 2009). In addition, the lack of a comprehensive view of SCM practices and the lack of a reliable measure of the concept have constrained guidelines to the practice f SCM and further research on the topic (Li et al. 2005). For this reason, the validation of SCM practices issue has been attracting the attention of researchers. For example, Li et al. (2005) conceptualize, develop, and validate dimensions of SCM practices constructs. Nonetheless, there are no unanimities in determining the set of indicators that can adequately address the topic Supply Chain Management Practices. Studies performed by Halley and Beaulieu (2010), Bayraktar et al. (2009), Hsu et al. (2009), Robb et al. (2008), Chow et al. (2008), Koh et al. (2007), Zhou and Benton (2007), wong et al. 005), -ran et al. (2002) and Tan (2002) pointed out different types of indicators and constructs used. Therefore, studying SCM practices can contribute to finding a better understanding about SCM. Hence, this paper aims to do an empirical investigation of the constructs and indicators of the SCM practices framework. The following sections include a brief literature review on SCM practices (section 2), methodological proc edures (section 3), analyses and discussions (section 4), and finally, conclusions (section 5). 2. Literature background A high level of confusion has occurred amongst supply chain scholars during the ast decades by the several SCM definitions that have been proposed in the literature (Stock and Boyer, 2009). Three key subjects emerged from the various definitions: activities, benefits, and constituents/components. The first theme of SCM definitions, activities, contains the flow of materials and information, and networks of relationships, focusing on both internal (within the organization) and external (outside the organization). Second, the benefits resulting from effective implementation of SCM strategies are to add value and increase customer satisfaction. Third, the components or constituent parts of SCM; what organizations, unctions and processes involve the supply chain (Stock et al. , 2010). SCM practices are defined as the set of activities undertaken by an organization to promote effective management of its supply chain (Li et al. , 2005, 2006; Koh et al. , 2007); as the approaches applied in integration, managing and coordination of supply, demand and relationships in order to satisfy clients in effective way (Wong et al. 2005); as tangible activities/technologies that have a relevant role in the collaboration of a focal involve suppliers in decision making, encouraging information, sharing and looking or new ways to integrate upstream activities. As a consequence, it involves developing customer contacts by customer feedback to integrate the downstream activities and delivering orders directly to c ustomers (Chow et al. , 2008). In this sense, studying SCM practices supports the view theory regarding SCM. Relevant initiatives to identify and validate SCM practices have been reported, but it is worth noting that there is no pattern in defining and adopting indicators and constructs for SCM practices. Tan et al. (2002) and Tan (2002) identified 24 SCM practices from previous studies and formed six constructs: . supply chain integration; 2. information sharing; 3. supply chain characteristics; VOL. 15 NO. 2 2011 MEASURING BUSINESS EXCELLENCE PAGE 19 4. customer service management; 5. geographical proximity; and 6. JIT capability. They used a five-point Likert scale to measure the importance of these practices. Wong et al. (2005) proposed like indicators of SCM practices in their study: B supply chain performance; product differentiation; lead time management; postponement and customization; inventory and cost management; bullwhip effects; information sharing and coordination; buyer-seller relationship; etail strategy; and SCM initiatives. They used a case study and the practices based on the toy industry. Six distinctive constructs of SCM practices emerged, including strategic supplier partnership, customer relationship, information sharing, information quality, internal lean practices and postponement. All the items were measured on a five-point scale (Li et al. , 2005, 2006). Zhou and Benton (2007) consider three constructs of supply chain practices (supply chain planning, Just-in-time OIT) production, and delivery practice), because they have been shown to be closely related to delivery performance. Each statement required responses based on a seven-point Likert scale (1 h not implemented, 7 h extensively implemented). A list of SCM constructs used in previous literature regarding the SCM practices is relying on the extant literature. Koh et al. (2007) and Bayraktars et al. 2009) studies identify a set of 12 SCM practices: close partnership with suppliers, close partnership with customers, Just in time supply, strategic planning, supply chain benchmarking, few suppliers, holding safety stock, e-procurement, outsourcing, subcontracting, 3PL, many suppliers. Items were measured on five-point scales anging from 1 (not at all implemented) to 5 (fully implemented). Koh et al. (2007) m easuring two constructs and Bayraktar et al. (2009) measuring three constructs. A five-point interval rating scale system was used by Chow et al. 2008) with 5 equaling the highest extent or degree. The constructs were: customer and supplier management; communication and speed; and information sharing. Robb et al. (2008) considered four constructs in their research: 1 . customer relationships; 2. supplier relationships; 3. e-commerce; and 4. enterprise software. They used a seven-point Likert scale. PAGE 20 MEASURING BUSINESS EXCELLENCE VOL. 5 NO. 2 2011 In research performed by Hsu et al. (2009), respondents were asked to indicate on a five-point Likert scale (1 low, 5 high), the importance of each practice in their firm. The indicators were: increase suppliers Just in time capabilities; participating in sourcing decisions; geographical proximity of suppliers; formal information sharing agreements; improving the integration of activities; searching for new ways for integration; communicating future strategic needs; on-time delivery; and reducing response time. Halley and Beaulieu (2010) used four constructs (nesting, collaboration, financial ncorporation, and distancing) along with 13 indicators from the five-point Likert scale. Table I summarizes the theoretical studies of constructs pointed out in this section. Table II shows the constructs, the indicators and conceptual meaning used in this paper to measure and validate the SCM practices framework. The selection of constructs and indicators was based on research to reconcile the concepts of SCM (Stock et al. , 2010; Chandra and Kumar, 2000), in which they considered the necessity to manage, plan and control production and inventory, i. e. the flow of information nd materials; the definition of SCM practices (Wong et al. 2005; Chow et al. , 2008), the managed integration and coordination of supply, demand and relationships; and the most commonly found constructs and the indicators (Bayraktar et al. , 2009; Robb et al. , 2008; Chow et al. , 2008; Koh et al. , 2007; Zhou and Benton, 2007; Li et al. , 2006, 2005; Tan et al. , 2002; Tan, 2002). Taking this into consideration, the constructs considered were: supply chain integration, information sharing, custom er service management, customer relationship, supplier relationship and postponement. 3. Methodology 3. 1 Survey design In order to assess the construct of the SCM practices, a questionnaire was developed from a review of literature (Table II), and the respondents were asked to evaluate each question in terms of the level of implementation of each specific practice in their company. A five-point Likert scale (1 non-implemented and 5 totally implemented) was adopted because there are many researches uses the same method. Prior to this, a pre-test was given to professionals in the SC over a 65-day period, and from this pre-test some necessary adjustments were done to the questionnaire in order to make the questions clearer. The questionnaire was sent out to 532 different companies via personalized e-mails. In all, 107 companies responded (response rate only e-mails were sent to each of the 532 companies up to three times each. The participating companies were classified according to the position they occupy in their supply chain as follows: raw material supplier, component supplier, assembly company, distributor, or retailer. The companies were also classified according to their size (micro company, small company, medium company, and large company) and the predominant bargaining power in their major supply chain. The data were collected through an e-survey (internet-based survey) conducted with one respondent from each company (from different areas, such as marketing, operations, supply, and sales departments) of several different segments of the Brazilian VOL. 15 NO. 2 2011 MEASURING BUSINESS EXCELLENCE PAGE 21 Table I Summaries of the theoretical studies of constructs pointed out in this research Author(s) Research objective Construct Context Scale -ran (2002) The first objective was to derive a set of SCM practices and compare how practitioners ranked these practices to enhance competitive position. The second objective was o identify and compare the major concerns in implementing a successful SCM program. Finally, the third objective attempted to identify the practices and the concerns associated with successful supply chains The article described a survey effort to study contemporary supply evaluation practices. This also related these practices to firm performance The study explored SCM practices of toy supply chains, and revealed their practical and theoretical gaps The purpose of research was to develop and validate a parsimonious measurement instrument for SCM practices The purpose of study therefore to empirically test a framework dentifying the relationships among SCM practices, competitive advantage and organizational The purpose of study was to investigate: the relationship between information sharing and supply chain practice: the influence of supply chain dynamism on information sharing and supply chain practice; and the impact of chain practice on delivery determine the underlying dimensions of SCM practices and to empirically test a framework SCM practices, operational performance and SCM-related organizational performance with special emphasis on small and medium-sized enterprises (SMEs) in Turkey Study sought to determine the nderlying dimensions of SCM and IS practices. Next, empirically test a framework identifying the causal links among SCM and IS practices, SCM and Is-related inhibitors operational performance Information sharing Supply chain characteristic Customer service management Geographical proximity JIT capability Different industries Five-point Likert None Toy industry retail (volatile None demand) Strategic supplier partnership Customer relationship Information quality Internal lean practices Postponement Supply chain plan JIT production Delivery practices Seven-point Strategic collaboration and lean practices Outsourcing and multi-suppliers

HEALTHCARE ETHICS AND END OF LIFE DECISIONS Essay - 4

HEALTHCARE ETHICS AND END OF LIFE DECISIONS - Essay Example Given a situation where the patient prefers death, the physician has a responsibility to provide valid information on the patient’s health, avail options of handling the illness and providing final options. In cases where the doctor decides to help with death, they assume the final responsibility of administering the lethal injection. This seems a rather controversial issue faced with a need to establish direction, so the legal fraternity has joined the debate. The aim is to establish a legal framework that guides physicians in decisions regarding assisted suicide. The mandate of establishing these laws has largely fallen under the state governments. At the moment, almost every state has a legal guideline on assisted deaths, though there is lack of the specific connection to physicians. It is quite obvious that they are also addressed under the very laws. The law under the States outlines that anyone who deliberately permits, aids, advises, coerces or encourages another to terminate their life commits manslaughter. Some laws go further to specific legal repercussions such as imprisonment. Given the position of the law and the need for compassion, especially for terminally ill patients, controversy arises. This has required court’s interpretation. Several of these cases, touching on physician-assisted suicide, have been heard across American Courts. An example is Washington et al. v. Glucksberg et al. argued in Supreme Court of the United States. The case involved physicians who had sought the indulgence of the court to declare unconstitutional the existent ban on assisted suicide. The Court, though specific to Washington, upheld the law noting assisted suicide as a crime under law (Washington et al. v. Glucksberg et al). Looking through these presentations it is clear that the law, as indicated and interpreted by the Court, is against assisted suicide. Under these circumstances, it is proper

Movie Paper on Mommie Dearest Essay Example | Topics and Well Written Essays - 1500 words

Movie Paper on Mommie Dearest - Essay Example This could greatly be accounted by the wrong and sometimes grotesque perceptions of the illness in the media and their depictions in films. Although some of these portrayals are realistic and accurate, some are more likely sensationalized. Media and films are powerful mediums of information. They can either justify the truth or bend the truth to both positive and negative extremities. With this in hand, this paper then is perusal of a film's characterization of a person with mental disorder. The film studied is the biographic movie of Joan Crawford's life entitled "Mommie Dearest" which was based on the book written by her adopted daughter Christina after her death. In the film, Yablans and Perry (1981) focused the story on the relationship between the movie legend Joan Crawford and her adoptive daughter Christina. The movie starts with then single and divorced Joan Crawford; determined to adopt children to fill the void that was missing in her life. Joan first adopted a baby girl and called her Christina. She later adopted another baby boy and called him Christopher. The film depicts the children's lives under the renowned Hollywood star, who behind curtains was an abusive and violent parent. Her obsessive want of excellence as a famous actress and a parent topped with the pressure of being in show business and an abusive attitude towards alcohol was a repeating theme throughout the movie. Yablans and Perry(1981) concentrated the film on Joan Crawford's bouts of obsessive madness where the burden was inflicted on her children. Christina's struggle as a child and later on adulthood to be an actress to satisfy her mother was also conveyed. There were only several small indications of her marriages during the film. No doubt, Joan Crawford's supposed reputation as a renowned actress was ruined by the exposure of her other life. Although Joan Crawford was not formally diagnosed, she was suspected to have an Obsessive Compulsive Disorder (OCD). According to resources of MentalHelp.net (n.d.), "OCD is an anxiety disorder where a person has recurrent and unwanted ideas or impulses (called obsessions)" and these obsessions are coupled with the constant "urge or compulsion" to satisfy the "discomfort caused by the obsession". These obsessions could vary, from simple things such as hygiene to more complex things such as religion. When the compulsions to satisfy his obsession are disgruntled, anxiety attacks follow. MentalHelp.net (n.d.) further adds that a person with OCD have thoughts and behaviors that are often "senseless, repetitive, distressing, and sometimes harmful, but they are also difficult to overcome". The behavior of a person with OCD was more or less depicted by Joan Crawford's characterization in the film. First was her obsession to be seen as a good role model of a parent. She insisted on adopting children although she was advised by her friend who is an attorney to not adopt because it was not advisable for her to adopt children given her single and divorced status. When advised, she retaliates "Bend the law!" (Yablans and Perry, 1981). In another instance, the two children were made to recite which were obviously practiced answers to the radio staff that came to interview the Crawford family on how they spend their Christmas. Joan Crawford was watchful of their answers and it

Belonging Essay Example for Free

Belonging Essay An individuals perception of belonging is created with the passing of time and ones mixing within the world. This view is Represented in St Patricks College written by Peter Skrzynecki and Neighbours written by Tim Winton. Belonging is how one feels connected to people, places, communities within the world . St Patricks College looks at the unhappiness of a boy in high school, feeling out of place. Neighbours shows a young man’s emerging understanding of the culture diversity and generosity of the neighbours he once looked at with suspicion. The couple feels alienated and foreign in their own home and country. Ones culture influences the connection you have and feel to a place, such as the suburb and school in St Patricks College. St Patricks College is set in a Catholic school. â€Å"Our Lady† – reference to our lady lets the reader know it is a highly religious catholic school. â€Å"Over shadowed by the clouds† this suggests the statue face is not clear. Indirectly life for the boy is uncertain at school. The use of the word shadow symbolises a casting doubt in the boys school life. The narrator explains the boy doesn’t fit in, depicted in the simile â€Å"Feels like a foreign tourist† the boy feels excluded because of his Polish background both at school and around the town he lives in. The passing of 8 full years at this place and he still does not feel a serious connection to the suburb or the school. In Neighbours the couple feels disconnected to the town in which they move to. At first alienated,suspicious and foreign in their own home. They don’t feel that they belong in the neighbourhood even though it is a part of their country. The couple’s sense of belonging begins to grow as time passes through acceptance. The couple begin to fit in with the outsiders traditions and decide they love it. As time continues to pass the two cultures may have different opinions on the lifestyle of one another although they decide to accept this and gain a sense of generosity through the pregnancy of the Wife. The people a person grows up with (usually family) vastly influence how you connect to people within the world. In St Patricks College the son is expected to be a part of the Australian school and fit in with other children, just as he belongs with his family in his Polish home. There is a barrier to communication with the people at St Patricks College compared to he’s Polish influenced home as the boy is not familur with this culture and finds it difficult to connect and gain a sense of belonging within this social group. Since there is no connection to Poland in the school teaching, this then leaves the boy feeling isolated from everyone else as he doesn’t connect. This is represented in the quote â€Å"Mother enrolled me at St Pat’s with never a thought†. The boy and Mother have individual ideas about what it means to belong. Since the mother did not understand his lack of belonging, the boy felt forced to complete the â€Å"8 years† for the moth ers sake â€Å"Prayed that someday mother would be pleased†. This shows the change over time when the boy now relates to prayers. In neighbours, the couple are new to this town and feel that the migrants around them all connect yet even though this is their country they feel disconnected within their community due to the cultural diversity. The use of alliteration in spitting, shouted and screamed add to sense of â€Å"difference† and strangeness further alienates the young couple. The young couple establish smiling relationships ad exchange food and gifts and feel proud of their relationship they have built with the migrant neighbours. This depicts the way that with the passing of time, the couple learn and grow to belong to this community. As time passes the young mans final realisation shifts by finishing the short story with the perception of the goodness the migrant neighbours were trying to put upon the new couple within this new community. A persons community influences the connection they have with the world and in the passing of time. In St Patricks College, the boy does not find a connection to the school or the children in that community. The boys feelings over time do not change. An example is shown at the end of the poem â€Å"The darkness around me wasn’t for the best before i let my light shine†. The darkness refers to him not feeling a part of the school community and that this school was not the best choice for him. The use of irony in â€Å"Let my light shine† (the school motto) is shown to depict the fact that Peter can only achieve it when he has left the school community- when the boy leaves the school, he then can enjoy life. â€Å"I stuck pine needles into the motto† this act of rebellion and lack of regard gives us a sense of empathy as he does not belong nor accept this community. The young couple have cultural differences within the community. They find it difficult to connect to the migrant neighbours. This is shown throughout the short story as an unbroken and uncomfortable relationship exists for a while between the 2 parties. We realise the immigrants think the couple are odd, changing the perception of the reader slightly. Winton shows that there is a ‘difference’ on both sides which causes the alienation and isolation. In the quote â€Å"He watched in disgust as the little boy urinated in the street†. This refers to the diversity in the cultures which is carried throughout the neighbourhood. From this the couple do not gain an understanding nor a sense of belonging until they discover that they are warm and friendly yet live a lifestyle differently. Over time the couple begin to no longer feel foreign in their own home and gain a connection to their community. In conclusion, the close study St Patricks College and Neighbours show different perceptions of belonging and not belonging. Although through the passing of time and interaction within the world, both texts gain the concept of whether they belong to a certain place, persons or community.

Judgment Time :: Personal Narrative Essay

Judgment Time "Congratulations, you have a new baby boy!" my child-development teacher said as she handed over the 10-pound bundle. Last year in my high school child-development class, each student had to take the "Think-It-Over" baby home for a night to get a taste of parenthood. Even before I received the baby, I knew I was not ready to be a parent as a senior in high school. I could still remember when my brother and sister were little and I would have to take care of them all the time. At least the doll had no dirty diapers I would have to change. It was a Friday night when my turn came to take the 10-pound plastic doll home. The doll really did look like a live baby from a distance. It even had a pleasant baby powder smell. After I took the baby home in his car seat, I changed him into some really cute clothes because my friends and I were going out that night. I then decided to name him Tyler. Inside the body of this doll was a computer that was programmed to make periodic crying sounds. I was the only person who could stop the crying because I had the key. This key, tied to my wrist, could be inserted in the doll's back to stop the crying. So far, so good. The doll had not cried, yet. My friends came over, and we all piled into the car. It was kind of squished because we had the baby's seat in there, too. I had to treat the doll like a real baby because the computer inside also measured any abuse to the doll, such as shaking or neglect. The hour-long drive to the restaurant was uneventful. It was rather chilly, so I decided to wrap Tyler in a blanket and carry him in that way. I also had a diaper bag with diapers, a bottle, and an extra set of clothes hanging on my arm. Because it was Friday night, there were a lot of people waiting in line to get a table. When I walked into that crowded entryway, I got some very weird looks and quite a few raised eyebrows. My friends also noticed the glares and stares, so we decided to make a game out of the whole situation. I stood in the corner pretending to rock Tyler to sleep.

Parasitological examination of biological specimen

Ginger Ginger is a knotted, thick, beige underground stem (rhizome). The stem extends roughly 12 Inches above ground with long, narrow, ribbed, green leaves, and white or yellowish-green flowers. The Important active components of the ginger root are thought to be volatile oils and pungent phenol compounds (such as gingerers and gasohol). 1. 1 Parasitological examination of stool specimen This Is the examination of intestinal parasites. This aspect of the training was designed to Introduce students to the area of Woolgathering.Helmets refer to arms and can be divided to 3 groups: a. Nematodes-Round & segmented b. Custodies-Flat & segmented c. Dermatomes-Flat & engorgement's. During the collection of stool sample, samples to be examined must be freshly passed. The first test carried out on samples is the macroscopic test which involves the use of the unaided eye to see basic morphological features Including the presence of blood or mucus. The next step Is the microscopic test which In volves two steps: 1 Direct wet preparation 2. Concentration techniques. The procedure of the direct wet preparation is as follows: A drop of normal saline is deed to a clean, grease free slide using a Pasteur pipette. With a swab stick, a tiny quantity of the stool specimen Is collected and placed on the slide containing the normal saline, and Is emulsified with it. After emulsification, the slide Is covered with a cover slip and allowed to stand for 30 seconds to a minute and examined under a microscope using both low and high magnifications(ex. and ex.).It was noticed that the number of parasite eggs determine the degree of infectious parasite that could result. Concentration of the stool specimen allows for easy viewing of hidden micro organisms. Its advantage over the direct wet preparation Is that In cases of light infections, the causative agents can still be viewed and detected. Concentration can be carried out either using brine, or 10% formaldehyde ether. Summarily, brine c oncentration is a floatation technique employing the use of density.Some substances will float and stick to the cover slip and will be examined, while 10% formaldehyde ether is a sedimentation technique, where the substance desired to be examined descends to the bottom of a tube after centrifugation. The stain used for 1 . AAA Collection and examination of blood specimen This involves in the collection and examination of blood samples. Collection can occur through either finger prick using a sterile lancet-when little quantity is required, or vein puncture using a syringe-when a relatively larger quantity is required.After collection, preparation for microscopic examination follows, and this could be done by direct wet preparation, thin film or thick film methods. The direct wet preparation is carried out as follows: With a Pasteur pipette, 2 drops of blood is placed on a clean, grease-free slide and covered with a coveralls and allowed to stand for seconds to minute, and then viewe d under a microscope using low and high magnifications. Note that the standing is for easy identification of motile parasites.In the thin film preparation, a drop of blood is placed on a clean glass slide, CM from the edge (for labeling). Use another slide, inclined at 30-450 as a spreader. (Allowing the blood to spread within the width of the spreader before pushing forward to obtain a monolayer. ) When the thick film method is employed, 2 drops of blood is placed at the centre of a clean slide, and using the edge of another slide, spread the sample in n anti clockwise manner until a diameter of 1 centimeter is obtained. 1. B Staining techniques Staining is employed only when thin or thick layer preparations are used.Stains include: Wright stain, Leaching stain, Ageism and Field stains. It should be noted that Leaching stain is used for only thin films, while Ageism stain is used for both thick and thin film preparations. 1. C Blood group determination Three antiserum- A, B and D a re used to determine the possible blood grouping of a given blood sample. 3 drops of the blood sample is placed on a clean slide. A drop of entities A, B, and D are placed on drops 1, 2 and 3 respectively and the agglutination of any of the spots determine the blood grouping.

Human Resource Business - Free Essay Example

Sample details Pages: 25 Words: 7625 Downloads: 9 Date added: 2017/06/26 Category Statistics Essay Did you like this example? MBA Literature review The Relevance of Innovative Human Resource Programs to Facilitate Global Expansion of Multinational Companies (MNCs) from the UK. Don’t waste time! Our writers will create an original "Human Resource Business" essay for you Create order 2. Introduction The activities of multinational companies (MNCs) are at the heart of Britains internationally open and global economy. This global economy has emerged as companies all over the world are joining forces through alliances, mergers, joint ventures, acquisitions, and the like, thus creating the need for a constant mobile workforce and the HRM strategies to support and develop it. This would therefore imply a fundamental shift in the role of human resources from transaction and administration to strategy and business transformation through innovative programmes which supports the global strategy of the company. This section gives an overview of the literature review and the theoretical basis for the forthcoming chapters. The chapter consists of journals, books and research materials which throw more light into Innovative Human Resource Programs to Facilitate Global Expansion of Multinational Companies (MNCs) from the UK. The following were the primary information sources used for the literature review; ACM Digital Library Pro-Quest Direct EBSCO Publishing Gale Group Info Track OCLC First-Search Java Sun Microsystems Library IEEE Library Emerald Database 2.1 Evolution from Personnel Management to HRM According to Guest (1987), the origins of the traditional concept of personnel management can be traced to the post World War One welfare tradition of concern for the basic needs of employees. The developing and mature phases of personnel management from the 1940s to the 1970s saw an increase in the status and professionalism accorded to the personnel function, particularly in relation to industrial relations (IR) matters (see Sparrow 2004). The concept of HRM, as a new strategic approach to the management of people, evolved in the early 1980s (Ericksen 2005). Its evolution was influenced by a range of factors, including increased competitive pressures caused by deregulation and globalisation, and the influence of notable academics in the US and the UK (Ericksen, 2005). Although it has been suggested that HRM may be no more than old style personnel management with a new name (Gunnigle and Flood, 1990), Storey (1992) identifies four features of HRM which distinguish it from traditional personnel management: it is explicitly linked with corporate strategy; it seeks to obtain the commitment of employees rather than their compliance; employee commitment is obtained through an integrated approach to human resource policies (for example, reward, appraisal, selection, training); and unlike personnel management, which is primarily the domain of specialists, HRM is owned by line managers as a means of fostering integration. 2.1.1 Approaches to Human Resource Management 2.1.1.1 Hard Approach If an organisation focuses on control of resources and achievement of strategy, it may adopt a hard approach to HRM (see Storey, 1989) in which employees are viewed as a resource to be managed like any other factor of production. In this approach, the critical task for management is to align the formal structure and HR systems of the organisation so that they drive the strategic objectives of the organisation. This approach is exemplified in the strategic model of HRM developed by Fombrun et al (1984). It has been argued however that an over-emphasis on hard HRM ignores the potential resistance of workers and trade unions, factors which cannot be ignored if business strategy is to succeed (see Hendry, 1995). 2.1.1.2 Soft Approach In contrast, an organisation may place an emphasis on a soft approach to HRM (Storey, 1992 p. 30), in which employees are viewed as a valuable asset whose commitment will assist in achieving organisational success. The objective for organisations in such an approach is to integrate HR policies with the strategic planning process, to gain the willing commitment of employees, to achieve flexibility through avoidance of rigid bureaucratic structures and to improve quality (see Guest, 1987). The most well known soft model of HRM is known as the Harvard Model of HRM (Beer et al 1984), views business strategy as just one situational factor which influences managements approach to HRM. This model identifies a range of other situational factors which influence HR policy choices, including prevailing management philosophy, laws and societal values. In the context of this study, this model is significant in that it identifies a range of stakeholder interests (including unions, government and m anagement) which influence HR policy choices. It is argued that unless HR policies are influenced by key stakeholders, the enterprise will fail to meet the needs of these stakeholders, and ultimately its own objectives (see Beer et al 1984). 2.1.1.3 Ideal Type Model: Integrated links from Personnel to HRM Storey (1992) outlines a further model which illustrates the process involved in shifting from traditional personnel management to HRM. While this is an ideal type model, it comprises features which are significant for this study. For example, it stresses the need for integrated links between beliefs, assumptions, management issues and key elements of HRM. It also identifies key levers of change in the various elements of HRM, including recruitment and selection, training and development and conditions of employment. A strategic approach to HRM can be developed by creating effective policies in these areas (Storey 1992) 2.1.2 The integrative aspects of HRM A key theme running through many of the models is integration, which according to Guest (1987) lies at the heart of HRM. He identifies integration at three levels: integration of HRM policies with business strategy; integration of a set of complementary HRM policies; integration of HRM into the line management function. 2.1.3 The Role of Management According to Storey (1992), best practice indicates that the extent to which the transition process from traditional personnel functions to strategic HRM functions can be achieved will be influenced significantly by the belief and support of senior management in the added value that HRM can contribute to the organisation. More importantly, this belief must be visibly demonstrated, for example by committing additional resources to the development of HR strategy and the building up of HR skills levels. As a first step, the head of HR should be afforded a genuine role in the formulation of key business decisions. This contribution must be an integral part of the business strategy formulation process, so that HR issues are accorded a key priority as opposed to simply being added on to, or indeed excluded from, the core business of the organisation. On an ongoing basis, heads of HR should also be enabled to have a genuine input into decisions taken at top management level which have impli cations for HR. Clearly, if the head of HR is to be enabled to play a genuine role in ensuring that HRM issues become a top management priority, it is important that the professionalism accorded to HR, for example through the development of expertise in integrating HR and business strategies, begins at this level. 2.2 Definitions: Innovative HR Programmes According to Agarwala (2003), defines innovative human resource programmes of a company can be described as: Any intentional introduction or change of HRM program, policy, practice or system designed to influence or adapt employee the skills, behaviours, and interactions of employees and have the potential to provide both the foundation for strategy formulation and the means of strategy implementation that is perceived to be new and creates current capabilities and competencies (Agarwala, 2003). 2.2.1 Innovative HR Programmes According to James (2002), innovative programmes can be grouped into a set of new initiatives which are associated with the process of developing a strategic approach to HRMenhancing its competitiveness. A few of these include: Reducing costs through shared services centres, self-service, and outsourcing. Develop uniform HR processes recognising local regulatory requirements to help foster a low-cost, administrative delivery model. Create a self-service culture for employees and managers. Establish global employee shared services centres focused on delivering HR administrative support to multiple geographic areas, thereby reducing administrative overhead. Outsource key services that can be more efficiently managed and administered externally. Streamlining technology and information management Improve information access to help companies more efficiently manage their human capital assets, provide employees and managers with enhanced access to information, improve HR reporting, and address growing compliance requirements. Reduce HR technology operating costs by consolidating multiple technologies, technical infrastructure, and IT skills. Managing people globally Help enable the company to respond to the interdependencies of global markets by managing human assets globally rather than nationally or regionally thereby improving competitiveness in the international marketplace. Enabling HR to shift its focus from administration to strategy Remove the administrative component of the work of business HR professionals, enabling them to provide more value-added services and to focus on consultative and analytical interactions with line managers. Facilitate HRs transition to a strategic partnership with the company by upgrading talent and skills within the HR function. 2.3 Background: Human Resource Evolution According to Cooke (2003), first Generation HR Transformation represented a fundamental shift in HRs role, from transactions and administration to strategy and business transformation. First Generation HR Transformation focused on changing the existing relationship between employees, managers, and HR, (Randall 2006). With technology as a key enabler and process re-engineering playing a pivotal role, this First Generation effort sought to help make employees more self-sufficient, whilst asking them to take more responsibility for their own careers (Datta et al 2005). It also sought to help remove HR from the middle of the employee/manager relationship by making managers more responsible for handling their employees HR needs. Over the past ten years, HR Transformation has led to a major restructuring of HR operations and processes transforming the way HR services are delivered Cooke (2003). 2.4 UK MNCs: Achieving Global Expansion MNCs in the United Kingdom have long been well established in manufacturing, but in recent years they have emerged as dominant players in the private service sector and have even become involved in the provision of public services (Edwards 2004). Levels of both inward and outward investment are high: foreign direct investment (FDI) into the UK by companies based overseas accounts for almost 9% of the total global stock while UK-based companies investments overseas account for over 14% of the global stock (Edwards 2004). In both instances, the UK is second only to the worlds largest economy, the United States. As a result MNCs are significant employers in Britain; for example, 18% of the workforce in the production sector are employed by overseas-owned companies with many more being employed in the domestic operations of British-owned multinationals (Edwards 2004). For multinational companies in the UK to achieve a successful transition in their drive for global expansion and competitive advantage, multinational companies would require innovative HR programmes which would enable them to anticipate critical workforce trends, shaping and executing business strategy, identifying and addressing people-related risks and regulations, enhancing workforce performance and productivity, and offering new HR services to help a company improve and grow (Edwards et al 2007). 2.5 HR Practices: Effectiveness A number of authors have explored the links between individual HR practices and corporate financial performance. For example, Lam and White (1998) reported that firms HR orientations (measured by the effective recruitment of employees, above average compensation, and extensive training and development) were related to return on assets, growth in sales, and growth in stock values. Using a sample of banks, Richard and Johnson (2001) examined the impact of strategic HRM effectiveness (ratings of how effectively a variety of HR practices were performed) on a number of performance variables. They found that strategic HRM effectiveness was directly related to employee turnover and the relationship between this measure and return on equity was stronger among banks with higher capital intensity (greater investments in branches). In this thesis, HRM would be described in the context of a number of innovative practices which have been proven to enable MNCs manage the transition process in thei r drive for global expansion, thus enabling organizational effectiveness and better performance outcomes. Wright and McMahan (1992) defined innovative human resource programmes as practices and activities employed to enable an organization achieve its goals. These practices are seen as a departure from the traditional HR activities. Delery and Doty (1996) asserts that these practices are key drivers required by MNCs to respond with the right strategy as they expand their operations in different environments (Boselie et al, 2005). 2.6 Empirical Research: Human Resource Factors MNC Global Expansion The drive for global expansion by UK MNCs has necessitated the need for a human resource strategy that would ensure that the company is able to sustain its workforce. This has therefore led to the departure from the traditional HR administrative role to a more robust global HR function which takes cognisance of employee profile, the work and environment demographics, de-skilling, re-skilling and multi-skilling and issues related to outsourcing and synergy of its processes vis--vis work-force reduction Lam and White (1998). The largest survey of employment practice of multinational companies (MNCs) in the UK was carried out by Edwards et al (2007). The key findings from the first large-scale, representative survey of employment practice in MNCs which have operations in the UK. The survey is comprehensive in its coverage of all but the smallest international companies. The findings derive from interviews with senior HR executives in each of 302 multinationals operating in Britain, both overseas- and UK-owned. The findings from the research suggest a connection between human resource practices and the performance of firms, a summary include the following HR programmes stated below. 2.6.1 Innovative HR Practice: Compensation Payment 85% of the firms surveyed were found to have a robust innovative program in terms of compensation and payment. This is achieved through a performance appraisal programme such as upward/peer appraisal and forced distribution. 72% of the MNCs utilized an innovative scheme for managers, through individual output criteria which were supplemented by a range of other criteria including behaviour in relation to desired competencies and to corporate values. 2.6.2 Innovative HR Practice: Training Development Programmes In respect of adoption of high potential innovative training programmes among MNCs, the organisations were asked if both their UK and overseas operations had a management development programme specifically aimed at developing its high potentials or senior management and employee potential. The data show that high potential programmes are adopted by 70% of organisations; 30% of organisations are not using them. Organisations were asked whether they used a global high potential programme that was adopted elsewhere worldwide, or a local, nationally specific programme. Most organisations indicated that their programmes are global in scope. 2.6.3 Innovative HR Practice: Appraisal Activities In comparison of performance appraisal practices and management values, the formal performance appraisal schemes for all three groups are very widespread; over nine out of ten firms have them for key group and managers, and over 80% have them for large occupational groups. Only 3% of firms have no formal appraisals at all. Just over a fifth of firms use forced distributions for the results of appraisal. A clear majority of firms use the results of appraisal as the basis of decisions on redundancy and redeployment. 2.6.4 Innovative HR Practice: Employee Involvement Communication UK-based multinationals most commonly cite setting a broad policy HR programme as being significant or very significant (62% and 66% for training and development and for employee involvement policy respectively). HR advice and consultancy is also relatively prominent for training and development policy (53% significant or very significant), but less so for employee involvement policy (33%). For training and development, and employee involvement, policy, the respective proportions reporting the other means of influence as significant or very significant are: setting detailed HR policies (32% and 31%); monitoring HR policy implementation (39% and 34%); and HR benchmarking and information exchange (42% and 28%). 2.6.5 Innovative HR Practice: Global Knowledge Sharing Diffusion In respect of innovative HR programmes which promote employee knowledge, learning and diffusion, international employee learning mechanisms are used extensively across all MNC both within the UK and across overseas operations. The survey focused on five formal organisational learning mechanisms used by managers that are international in their scope: International projects groups or task forces, which are often used to address specific issues; International formal committees; Secondments involving the placing of MNC employees in external organisations such as suppliers, customers, universities or private RD companies; Expatriate assignments The evidence showed that the most common organisational learning mechanism adopted among the managerial community within MNCs is the informal network (used by 84% of companies). International project groups/task forces also play a prominent role (used by 73% of organisations) and to a lesser degree expatriate assignments (used by 60% of organisations) and international formal committees (53% of organisations). In contrast, secondments are only adopted by around a quarter of the organisations (26%). The majority (82%) of organisations use two or more organisational learning mechanisms, with 53% adopting between three and four of the five organisational learning mechanisms among their managerial community. Around 9% fail to use any of the mechanisms listed. MNCs requiring integration between the UK operations and other sites worldwide are significantly more likely to adopt multiple organisational learning mechanisms (Tregaskis, Glover and Ferner, 2005). However, these national variatio ns show that the form that organisational learning and diffusion take is strongly shaped by the national context of the parent firm. 2.6.6 Innovative HR Practice: UK MNCs Use of Shared Services According to Edwards et al (2007), the findings from the study found that half of the UK MNCs operate shared services centres and have international HR policy formation bodies. They are far less likely, compared to US and other European MNCs, to have a worldwide approach to workforce management. UK firms consistently aim to pay a greater proportion of employees (managers, LOG and key group) in the top or 2nd quartile. Nine in ten UK firm have performance appraisal for their managers while seven in ten have formal appraisals for their LOG (Edwards et al 2007). Use of forced distribution is uncommon as is the use of 360-degree feedback. An overwhelming majority of UK MNCs tend to recognise trade unions for collective bargaining purposes. Formally designed teams and problem-solving groups are commonly found in UK MNCs as are a large number of communication mechanisms with meetings between line managers and employees, newsletters/emails and systematic use of the management chain the most commonly found communication mechanisms. Although the majority of UK MNCs have succession planning and formal management development programmes these tend to be comparatively less than other MNCs. 2.6.7 Use of Expatriates According to Edwards et al 2007, UK MNCs make considerably greater use of parent country expatriates than third country expatriates. This may reflect the short geographical proximity and cultural similarity between the UK and Ireland. UK MNCs tend to have considerable discretion over the various HR policy areas, much more than US firms. 2.6.8 IT Based Networks Services A key development in HR service provision over the past two decades has been the increased use of information technology (IT) (Edwards et al 2007). This is all the more relevant in MNCs, where IT systems may be used to monitor policy implementation and performance, and also to facilitate communications and networking, across borders. It thus provides an insight on the extent to which corporate management has access to HR data on its international operations and can compare performance on HR metrics across sites and countries. Specifically examined was the usage of IT based HR information systems (HRIS) and shared services provision on an international level. In regard to the diffusion of HRIS, respondents were asked whether the worldwide company had an HR Information System (such as PeopleSoft or SAP HR) that holds data relating to the firms international workforce. The responses for both foreign and UK-owned MNCs showed that just over half (54 per cent) of all MNCs in the UK reported the use of HRIS that operates on an international basis. This is a similar to a study by Collings et al (2007), that found in the parallel UK study, where some 52 per cent used such a system (Edwards et al., 2007). However, among MNCs in the UK, a greater proportion of foreign-owned MNCs (56 percent) than UK-owned MNCs (44 per cent) reported the use of HRIS on an international basis (Edwards et al 2007). There were some discernable differences in regard to ownership. As indicated from the study, American firms were the highest users of HRIS (70 per cent), while the rest of the world MNCs is the least likely. This again resonates with the UK findings where US MNCs were among the greatest users of HRIS and Japanese MNCs the lowest (Edwards et al, 2007). The impact of sector on the take-up of HRIS will be fully outlined and placed in the appendix in the forthcoming chapters. Among UK MNCs, the service sector accounted for the greatest number of firms with HRIS. However, among foreign-owned MNCs multi-sector firms were by far the largest users, followed by those in the service. 2.7 Previous Research: Human Resource Factors Previous studies have been utilized in exploring the current human resource innovative programmes that UK MNCs must take into account in their drive for global expansion. One of the main limitations of this review is that it is limited within the context of UK MNCs as there was the lack of evidence to determine the effects of these practices on MNCs operating in the context of both emerging and non-emerging economies. This is in consonance with Ericksen and Dyer (2005) and Wright et als., (2005), both of who also called for further empirical research from different contexts. Gerhart (2005) substantiate the question, to what extent are these innovative HR programmes valid for other context by saying: This is a concern because it seems unlikely that one set of HR practices will work equally well no matter what context. To shed more light on the issue and to further examine the relevance and effects of such programmes, it is important to conduct research in non-US / UK context, (Katou Budhwar, 2007), especially in emerging economies. 2.8 HR Factors for Global Expansion: Effectiveness Previous research has explored the links between individual HR practices and corporate overall performance. For example, Lam and White (1998) reported that firms HR innovative programmes which are largely measured by the effective recruitment of employees, compensation programme, and extensive training and development were related to return on assets, growth in sales, and growth in stock values. Using a sample of manufacturing companies, multinational servicing companies and global financial institutions, Richard and Johnson (2001) examined the impact of strategic HRM effectiveness (ratings of how effectively a variety of HR practices were performed) on a number of performance variables. The findings suggested that implementation of innovative HR programmes had an effect on employee turnover and the overall performance of the company. 2.8.1 Recruitment Selection According to Terpstra and Rozelles (1993), who compared the relationship between recruiting / selection practices among US / UK MNCs and the firms performance, it was found that there was a strong connection in the companys performance between implementation of the new HR practices and the previous traditional practices, this was focused mainly on recruiting, selection and the use of formal selection procedures and firm performance. Cascio (1991) also states that the improved performances recorded after implementation of such new HR practices are generally substantial. 2.8.2 Employment Training Programmes Russel, Terborg and Powers (1985) in a survey of 30 US MNCs establish a link between the adoption of employment training programs and financial performance. The use of performance appraisals (Borman, 1991) and linking such appraisals with compensation has strongly been connected with the performance of a firm. (Gerhart Milkovich, 1990). Koch and McGrath (1996) reported that firms using more sophisticated staffing practices (planning, recruiting, and selection) had higher labour productivity. 2.8.3 Communication Employee Involvement Huselid (1995) reported that HR practices can influence firm performance through provision of organization structures that support involvement among employees and provides flexibility for improvement of job performance. Green et al (2006) states from findings of a survey that organizations that vertically aligned and horizontally integrated core human resource functions and practices performed better and produced more committed and satisfied HR function employees who exhibited improved individual and organizational performance. 2.8.4 Other Models Most of the work on innovative human resource programmes and the companys performance has been undertaken in the context of MNCs who consider the US and the UK as their home country. The question which arises, though, is whether the UK and US-oriented models are appropriate and representative in other contexts (see debate in special issue of the International Journal of Human Resource Management, 12(7), 2001). Other studies analyzed such as Harel and Tzafrir (1999) found that in parts of Asia and the middle-east, innovative HR practices were related to perceived organizational and market performance. Bae and Lawler (2000) did find a significant relationship between HR practices and firm performance in their sample of 140 manufacturing firms in Asia, covering china, Japan and South Korea. Lee and Miller (1999) also found a strong relationship between HR practices and performance among a number of MNCs in Asia, but it is clearly stated that this relationship was most strongly pronounce d among firms using dedicated positioning (marketing differentiation or innovative differentiation) strategies. Bae et al., (2003) in their study of HR strategy in Pacific Rim countries found that the evidence of a strong relationship was however based on strict high-performance work system with a number of variable conditions. Morishima (1998) found support for the contingency perspective in a sample of Japanese companies. Firms with well-integrated high-involvement work practices and firms with well-integrated practices consistent with more traditional Japanese employment strategies both did better than firms with poorly integrated practices. Bae et al (2003) in their investigation of Hong Kong multinational companies found an increase in the firms performance due to certain core innovative HR work practices (training and compensation techniques) with high involvement characteristics. 2.9 Implementation Whilst there are currently limited researches in respect of implementation of innovative HR programs in the context of UK MNCs, however, according to Briscoe and Schuler (2004), Implementation may vary in respect of what and how, thus limiting the value of comparative survey research. Chew and Horowitz (2004) states that the subject of implementation should only be considered in the context of the specific MNC or firm involved, as there are lots of contextual factors and limitations in implementation hence the need to be cautious and dissuade any hasty conclusions when taking on findings from research journals on implementation. Horowitz (2004) states that primary research on implementation would need to focus on contingency approaches and mediating variables affecting the MNC level application. A number of theoretical approaches would also add to the importance of context frameworks such as integration/divergence or universalism versus local particularism, and ethnocentric, geocentr ic, regiocentric and polycentric managerial strategies (Chew et al 2004). The author believes that such an extensive approach would not only examine the relationship between human resource innovative practices and relevance, but would take into account the host environment. 2.9.1 Implementation Expansion: Formation of HR Strategies According to Briscoe et al (2004), very little work has been done on the formation of methods for implementing and controlling the transition from specific administration HR services unto innovative programmes that are directly linked to strategic challenges such as increasing revenue through new market entry or mergers and acquisitions. The formation of the UK MNCs corporate strategy has to take into account the balance between those activities that need to be centralized or standardized and the degree of flexibility required by the affiliate to operate in the host country Brock (2005). The formation of HR strategies is distinguishable by variance in terms of level of abstraction and scope. The level of abstraction refers to the level at which the HR strategy is focused. According to Combs et al. (2006), there are different levels of abstraction in the design of a global HR system. Levels vary from recommendations, policy, to operational-level procedures. With a policy-level of abstraction, affiliates are given the freedom to implement their own HR strategies within the broad parameters of the standardized policies. However, with an operational level of abstraction, affiliates are expected to implement a more detailed HR management practice. Scope refers to the extent of HR management practices dealt with in the HR strategy. For example, the HR strategy may have a narrow scope and focus on two or three key areas, or it may have a wide scope and deal with the more comprehensive list of practices such as those described in the contingency perspective by Tregaskis et a l (2005). 2.9.2 Research Evidence Utilizing the findings from the research of 302 MNCs operating in the UK by (Edwards et al 2007) and the framework for subsidiaries by Cooke (2003), it was found that the determination of the appropriate formation model is largely dependent on four variables which include: The business model The impact of national culture on the business model The role of the MNCs organizational culture in directing and controlling affiliates The degree of convergence 2.9.3 Implementation Expansion: Business Model According to Cooke (2003), the business model largely drives corporate HR strategy and there is a need for congruence and alignment of HR management practices and business strategy. The increased complexity of MNCs is the result of MNCs pursuing value-creating opportunities that become available when firms have a global presence (Guest, 2003), but the increased complexity requires the appropriate organizational architecture, of which HR is a critical component. A most useful way of explaining MNCS business models is the eclectic paradigm (Randall, 2006). In terms of the paradigm, MNCs are advised to invest across national borders because of an interplay between a firms ownership-specific advantages (Firm Specific Advantages), the location attractiveness of countries or regions, and advantages gained from internalizing cross-border operations within the MNCS; the so called OLI approach (Cooke, 2003). The first factor, Ownership, refers to the MNCs specific competencies and an understa nding of how they develop, the second, Location, relates to an appreciation of the transferability of a firms competencies between markets, while the third factor, Internalization, deals with the alternative modes of market entry in a competitive context. The choice of location is influenced by a combination of FSAs (firm specific advantage) and country-specific factors, such as the availability of natural resources, access to markets, or assets that complement the FSA (Ferner et al, 2005). These respective approaches are referred to as Resource Seeking Foreign Direct Investment (FDI), Market Seeking FDI and Strategic Asset Seeking FDI (Cooke, 2003). 2.9.4 Implementation Expansion: Influences on Destination According to Harris et al, (2001), resource and market seeking activities were the primary drivers of FDI since the 1970s but this trend has reversed as the value of services and intangible assets increase. This has led to MNCs seeking more knowledge-based assets in the form of intellectual capital or low-cost skilled labour, which in turn favours destinations with knowledge intensive assets or learning advantages away from those with purely natural resources. In all four cases, the firms are primarily exporting knowledge intensive FSAs that will either give them access to new markets or support their existing FSAs (Harris et al 2001). By implication, it can be expected that the role of social capital, and consequently HR, plays a more significant role in strategic asset seeking MNCS business models than resource seeking or purely market seeking business models (Chew, 2004).This is consistent with the findings of Agarwala (2003), who found that MNCS business models are evolving into differentiated businesses that are characterized by a global dispersion of operations, interdependence and tight coupling of subunits, and an emphasis on cross-subsidiary learning and structural flexibility. Agarwala (2003), in his study of two giant pharmaceutical firms, found varying evidence of this trend towards a common model and a greater complexity was developing within firms which was characterized by a growing internal differentiation in internal structures of MNCs. This is also discussed by McDonnell (2007) who refer to firms with a high level of internal differentiation as differentiated network MNCs and these firms are characterized by a high level of transfer of knowledge, both location and non-location based, in multiple directions. McDonnell (2007) show that different approaches to managing subsidiaries arise from the varying needs of subsidiaries for access to different bundles of knowledge, these may be location bound (e.g. local market responsiveness) or non-location bound (LB and NLB knowledge bundles). In addition, the movement of the bundles may be unidirectional from parent to affiliate, or multi-directional affiliate to parent or from networks of subsidiaries. 2.9.5 Implementation Expansion: The Effects of Culture The impact of national culture on the operations of an MNCS is experienced most strongly in its HR management practices. National culture impacts on the implementation of corporate HR strategy as personal motivations, the way that information is synthesized, and economic utilities are culture bound (Hofstede, 1991). Yeniyurt et al (2003) show that national culture provides an important role in limiting the depth and acceptance of universal management practices across an MNCS. The significance of national culture on moderating HRM practices was explored by Ferner et al. (2005), who examined the differences between management practices in MNCs and their operations in host countries and found in their study of German MNCs operating in Britain and Spain. They discovered that although there are pressures on MNCs to adopt US-style business practices such as standardized international policies on appraisal, performance management and so on, that the influence of the German business system p ersists. This view was a challenge to a study by Collings et al. (2007), who examined what types of changes, would be introduced to British companies when taken over by foreign companies. In particular, the study tried to identify whether there were nationally distinct approaches to management following the acquisitions. The study found that the process of acquisition was rapidly followed by significant changes in management practice but that some practices were common to all companies while others conformed to accepted characterizations of national management practice. The national conformation was clear in the case of Japanese and US acquirers, but less so for French and German firms. 2.9.6 Implementation Expansion: HR strategy, Managerial Beliefs and culture Countering the role of national culture and local conditions is organizational culture; a strong organizational culture unites employees in their actions which, in turn, influence performance (Schein, 1992). Organizational culture is often seen as an instrument to maintain unity and control between parent and affiliate, and can play a role in moderating the freedom of the affiliate to change and adapt its HR strategy from the corporate HR strategy. (Collings et al, 2007) found that substantial differences in management role expectations exist both across and inside MNCs, which suggests that differences result from more than national cultures and may indicate the role of organizational culture. Schein (1992) explore the relationship between organizational culture, strategy and performance. It was found that there is a positive relationship between culture and performance and that strategy is influenced by culture, which in turn, influences and develops the corporate culture. It then follows that it is in the interest of organizations to establish and build an organizational culture that provides both a competitive advantage and a distinctive identity. Easterby-Smith et al. (2002) distinguish between internal work culture and external culture. Internal work culture is similar to organizational culture and is construed as a pattern of shared managerial beliefs and assumptions that directly influence HR practices. These beliefs and assumptions in turn relate to both the task and employees. Managerial assumptions about the task relate to the nature of the task and how it should be performed, while those assumptions relating to employees relate to the nature and behaviour of emp loyees. 2.9.7 Transfer of Culture: The Role of Expatriates According to Scullion et al (2006), managerial assumptions of task and employees are influenced, in turn, by institutional level culture and societal-level culture. The transfer of organizational culture is often done through the use of expatriates. Expatriates from the MNCs parent country are used in managing the interests of the organization and transferring its competencies, systems and even aspects of its organizational culture to its subsidiaries in foreign locations. This is referred to as an ethnocentric approach, as opposed to a polycentric approach where affiliates are staffed by host country nationals, or a geocentric approach which staffs affiliates and subsidiaries with staff from a third country (Scullion et al, 2006). For MNCs, organizational culture fulfils an additional role in that it determines the method of exercising control or influence over the affiliates and the cross-MNCS implementation of corporate HR strategy. In an organization with an organic culture (Bhattacharya et al, 2005); formal control systems are likely to cause dissonance while the same is true for an organization with a mechanistic culture not utilizing formal processes. 2.9.8 Implementation Expansion: Issues of convergence Convergence, also known as isomorphism, is the process whereby MNCs will gravitate towards a series of universal management practices that provide competitive benefits for themselves (Cullen, 2002). The drivers of convergence at organizational level are efficiency, growth, and the development and utilization of technology. Convergence can be regarded as continuous organizational learning and the development and application of practices that lead to organizational efficiency, but are still flexible enough to be applied generally (Huselid, 2005). It follows that convergence is also occurring in the adoption of international HR practices; with increased complexity facing MNCs, there has been less emphasis on formal structure and a greater focus on HR management policies and practices, which form an integral part of the process-input control systems of modern MNCs. This has led to an upsurge in the search for global best practices or HR strategies that can be applied across all cultures (Briscoe et al, 2004). The contingent view of HR strategy in MNCs emphasizes that there is one best method, even within contingent variables such as stage of internal corporate evolution (Marginson et al, 2004). Typical of the contingent view is that of Tregakis et al (2005) who investigated the standardization of Western practices in Chinese-Western joint ventures. The study showed that overall HRM practices had become similar to those in Western MNCs, especially when compared with data gathered in 1992. This was seen as due to the spread of Western ideals in the Chinese business network, the greater emphasis that Western MNCs were placing on HR management, and the limited liberalization of Chinese employment legislation. It was noted that few Western companies had made the total transfer of HRM policies to China; this was not due to national cultural differences but local conditions. Edwards (2004) came to a similar general view, although in a different context when he compared HRM practices in European firms in six divergent countries. Edwards (2004) found that although there were differences in management practices across these firms, that this was more likely due to the role of legal and political structures in the various countries than cognitive orientation. Most firms wanted to adopt the latest management practices prescribed in American literature and supported by business consulting firms across Europe, but could not because of varying regulative and political conditions. Some evidence is emerging that there exists a hybrid between divergence and convergence (Lei et al, 2005). This is defined as cross-vergence, which refers to cross-cultural diffusion of high performance work practices (HPWPs). The motivation for adopting HPWPs includes the need for efficiency, productivity, and high quality goods and services but these are tempered by contextual factors present in the host country. Cross-vergence provides an integrative alternative to the convergence/divergence debate and accommodates diversity, at both country level and within-country level. Cross-vergence also implies reverse diffusion. 2.9.9 Discussion Additional factors that would influence the expansion and formation of MNCS HR strategies are institutional and cognitive factors. Institutional factors include regulatory factors in the home country that would impact on the translation of corporate HR strategy by an affiliate in a host country, (Wright et al, 2005). Wright et al (2005) points out that a countrys institutional framework and its cognitive sets impede or enhance the application of HR practices such as performance appraisals. Ferner et al, (2005) in a study of 249 US affiliates of foreign-based MNCs found that in general, affiliate HRM practices closely resemble practices of local (US) firms. Where differences do exist, these are influenced by method of founding, dependence on local inputs, the presence of expatriates and the extent of communication with the parent. These findings were further elabourated by Combs et al (2006) who found that the affiliates dependence on host institutions would be reduced when a subsidia ry (or affiliate) is highly dependent on the parent to provide crucial resources and when the parent was likely to exert influence through formal coordination mechanisms. 3. Practices 3.1 Approaches to Domestic Environment According to Collings et al (2007), in the context of HR and global expansion, one influential category of factors that has been highlighted from previous research when is the issue of the domestic environment, often referred to as the host country effect, with attention being paid to the influence of such variables as local culture, and legal, social, economic, and political systems (Perkins et al, 2006). Researchers additionally suggest that the greater the cultural distance between the home and the host country, the harder it will be for the multinational to transfer home country philosophies and practices (Ferner et al, 2005). That is, while the multinationals are pursuing global expansion and integration, they are forced to be responsive to the demands in each area in the countries and regions within which they operate (Guest, 2003). With this in mind, it is therefore imperative for UK MNCs to put in place HRM practices that are consistent with national development plans of their intending host countries, (Tregakis et al, 2005). In several European countries, particularly Germany and Austria, workforce representation in the company, legal rights of consultation and co-management in specific areas are of prime importance. Conversely, in Britain there is no obligation to recognise unions or establish structures of employee representation with the result that MNCs from more regulated economies have the option to set up subsidiaries without any workforce representation. 3.2 Approaches to Employees According to Cooke (2003), the current practices among UK MNCs leans more to a polycentric approach than a regiocentric staffing approach. Whichever approach is eventually chosen, the next issue that would come to mind would be effective recruitment and selection issues. There are three types of employees to be considered which are; employees from the parent company / home country who will be known as expatriates, employees from the host country and other employees who are neither from the home or host countries. According to Ferner (1997), the type of government policies and the nature of legal and labour market conditions in the host countries, plays a key role in influencing the strategies and policies of the MNCs by either encouraging or impeding certain industrial relations practices. For example, in a developing country, a host government may dictate hiring procedures, as in the case of Malaysia in the 1970s when the government made it mandatory for all foreign firms to provide additional employment for the indigenous Malays (Chew et al., 2004) and with the current policies in Saudi Arabia and the Philippines where indigenous employment quotas of 75 and 95 per cent have been imposed respectively. The three types of employees mentioned must be incorporated into the HR strategy of the UK MNC, despite their advantages and disadvantages. Integrating these employees into the companys system and getting them to function across functional lines efficiently can be a challenge and daunting task and according to Ferner (1997), the first stage in the process is to establish the culture within the MNC and how this can be propagated within the global operations. 3.3 Innovative Programmes Edgar et als (2005) meta-analysis of 104 articles found that training and development, contingent pay and reward schemes, performance management (including appraisal) and careful recruitment and selection were the top-four HRM practice-level categories used by different researchers. These are seen to reflect the main objectives of most conceptualisations of a strategic HRM programme (Batt, 2000: 587) namely, to identify and recruit strong performers, provide them with the abilities and confidence to work effectively, monitor their progress towards the required performance targets, and reward them well for meeting or exceeding them 4. Conclusion 4.1 Discussion Following an extensive literature survey and taking into account the proposed definition of innovative HRM practices, this study considered the relevance and effectiveness of a few of those practices which include: expatriate and redeployment policies, recruitment policies, compensation and reward, training and retraining policies, performance management and appraisal. Edgar et als (2005) meta-analysis of 104 articles found that training and retraining, compensation and reward, performance management (including appraisal) and careful recruitment and selection were the top-four HR practice-level categories used by different researchers. These are seen to reflect the main objectives of most theories of innovative strategic HRM programmes (Batt, 2002). The activities would involve: identification and recruitment of employees who are performing and capable of performing, provide them with the abilities and confidence to work effectively, monitor their progress towards the required perfor mance targets, and reward them well for meeting or exceeding them. 4.2 Key Evaluation Factors I have utilized the relevant literature to investigate and discuss the main issues relevant to innovative human resources practices organizations need to consider as they embark on global expansion. The researchers have given a number of factors and dimensions to the topic which I would utilize in my survey. The key relevant factors gathered from the literature reviewed which I would use for the proposed survey include; Innovative HR Practices: Recruitment Policies Innovative HR Practices: Compensation and reward Innovative HR Practices: Training and retraining policies Innovative HR Practices: Performance appraisal Innovative HR Practices: Expatriate and redeployment policies 4.3 Justification for Choice of Factors I have chosen these factors as my framework for further analysis because they have been cited by more than ten authors as the main drivers of human resource management on a global scale. In addition, with these assertions going as far back as seven years and yet still very relevant today that therefore gives an indication of its acceptability. 4.4 Review Although these brief findings may constitute a bit of basis to state the importance and relevance of innovative human resource programmes for UK MNCs, however there is the need for this to be backed up with additional robust and quantitative evidence to support the findings. This is in consonance with Edwards et al, (2007), and Wright et al., (2005) who have called for a wider investigation in different contexts. In light of this, in this thesis, I would hope to substantiate this evidence by carrying out a survey on a UK multinational company as discussed in the next chapter.