Aristophanis essays

Aristophanis essays By most accounts Aristophanes was the greatest comic writer of his day. On his shoulders alone rests an entire age of comedy. By the time Aristophanes began to write his comedies, the people of Athens were increasingly demoralized by the ongoing conflicts of the Peloponnesian War. That is why in most of his plays there are tones of apprehension and grief. Lysistrata was written twenty-one years into the Peloponnesian War. Although the play is light-hearted, it was written out of the writers grief over the thousand of men who died in the terrible defeat that the Athenians suffered in Syracuse. The play begins in a public square in Athens. There Lysistrata awaits the other women to explain to them the details of her plan to bring peace in Greece. At the time Athens was at war with Sparta and other cities. Most of the men where at war, a lot of them died, and the rest would come back only to relax for a few days enjoy the pleasure of their wives and go back to war. To Lysistrata that was unacceptable, so she gathered the women from Athens, Sparta and the rest of the cities that were at war and made them take an oath that they will not sleep with their husbands until peace was made and the war would be finally over. The other women were against it at the beginning, but soon they realized that a sex strike was the only thing that they could use to convince their husbands to make peace. At the same time that the meeting was going on the elderly women of Athens took over Acropolis. Acropolis then became their fortress, all the women gathered inside and would not come out until peace was made. They were constantly threaded by the men to stop their strike but with no results. Some women did break but Lysistrata was always there to convince them that this had to be done. Her plan worked and Aristophanes used the example of Myrrhine and her husband Cinesias to show us how the women tortured the men and made them get toge...

Benefits and dangers of ethical hacking

Benefits and dangers of ethical hacking Introduction According to Media Wiley (n. d), Ethical hacking can be defined as the practice of breaking into an organizations computer system without any malicious intent. Ethical hacking is intended to sturdy and analyzes the security of information systems as well as the possible remedies for such security threats.Advertising We will write a custom essay sample on Benefits and dangers of ethical hacking specifically for you for only $16.05 $11/page Learn More Ethical hacklers are individuals who are known to have strong programming, and computer networking skills. Before conducting a system security audit, the ethical hacker must plan himself and create a plan of action that will ensure the success of the ethical hacking test (Palmer, 2001). The following are some of the steps that are involved in an ethical hacking plan; Identifying all the networks that are going to be tested Developing a testing interval Developing the testing processes Creating a pla n, and sharing it with the relevant stakeholders Getting the plan approval In 1970, the United States government employed the services of experts who were known as â€Å"red teams† to hack into its computers, in order to determine the system vulnerabilities. Ever since the inception of the ethical hacking concept in 1970, the term has gained considerable usage in the past as well as in the current computer systems. For example, large companies such as IBM, maintains a team of highly qualified ethical hackers who maintain their systems. Ethical hacking to some extent has some benefits associated with it. Some scholars argue that, ethical hacking has some disadvantages and dangers (Fadia, 2003). This essay is going to critically evaluate the advantages and dangers associated with ethical hacking.Advertising Looking for essay on computer science? Let's see if we can help you! Get your first paper with 15% OFF Learn More Background information The sprout growth of internet has brought various good things such as collaborative computing, social networking, e- commerce, educational materials and products, e-mail services and advertising products among many. With the above spontaneous dynamics in the use of technology and the internet, there is an increased concern about the security of information (Khare, 2006). Many governments institutions, individuals, private companies, and organizations would love to be part, and parcel of this revolution, but they are afraid that their web servers might be hacked by malicious hackers. Malicious hackers break into an organization web server and corrupt an organization website. They might replace information on a company’s website with pornographic materials. Hackers might also read a company’s e-mails, steal user’s credit card details, or implant software that can read a company’s secrets and transmits them to the open internet (Elizabeth Kitchen, 2010). In order to g uarantee the security of organizations information on the internet, then, the organization needs to be aware of the available security threats hackers pose. One way of doing so, is by having a qualified and trusted ethical hacker perform a security and hacking test on the organizations data (Elizabeth Kitchen, 2010). Discussion As earlier stated, the security of an organizations data is very important, and organizations should try to enhance data security especially over the internet. One such way of guaranteeing internet and computer system security is by conducting an ethical hacking test. Even though ethical hacking has some advantages associated with it, it has some disadvantages and flaws associated with it. The advantages of ethical hacking The following are some of the advantages associated with the use of ethical hacking in an organization. It helps fight terrorism and national security breaches Leads to a computer system that prevents malicious hackers gaining access to a n organization data. Leads to adoption of preventive measures. It helps fight terrorism and national security breaches Ethical hacking has been known to help fight terrorism and national security breaches in a country. Ethical hackers will always hack into websites of various terrorist groups and obtain information regarding the activities of the group.Advertising We will write a custom essay sample on Benefits and dangers of ethical hacking specifically for you for only $16.05 $11/page Learn More Such hackers will obtain information regarding the activities the terrorist group is planning. Such information is paramount and important towards fighting terrorism activities. Various security measures are taken by the relevant stakeholders to ensure the terrorists do not go on with their plans (Elizabeth Kitchen, 2010). Also, ethical hacking helps fight against national security breaches. A national security breach may be an act like hacking into a countries police force computer system in order to gain information for malicious use. Ethical hacking eliminates the cases of national security breaches because it ensures that, an organizations computer system is more secure and robust and less prone to malicious hacking threats. After conducting an ethical hacking process, an organization is able to develop sound security measures that will prevent malicious hacking, hence, reducing cases of national security breaches (Elizabeth Kitchen, 2010). Leads to adoption of preventive measures One major aim of conducting ethical hacking is to determine the various loopholes and security lapses in an organization’s computer system. After conducting an ethical hacking test, relevant measures can be adopted that will ensure security of organization information (Farsole Kashikar Zunzunwala, 2010). For example, the recent hacking of the International Criminal Court email system by some hackers prompted the ICC to develop and adopt measures tha t guarantees maximum information security. Also, the hacking of the Kenya police force website prompted the government of Kenya to adopt relevant measures that guaranteed the security of the police force information.Advertising Looking for essay on computer science? Let's see if we can help you! Get your first paper with 15% OFF Learn More The government set up an internet crime response task force that was mandated with monitoring any hacking attempts to the Kenya police force website. Also, the government adopted a security measure where by users are supposed to create an account on the police force website in order to access vital information of the police force. Leads to a computer system that is secure Another aim of conducting ethical hacking is to identify the flaws that are in the current computer system. Data and results obtained from an ethical hacking exercise can be used to identify the loopholes and flaws in an organization computer system. Such flaws are then rectified and the end result is a robust and more secure system (Farsole Kashikar Zunzunwala, 2010) For example relevant software and hardware will be added to the computer system in order to boost the security level of the computer system. For example, a company might decide to install more firewalls in its computer system as well as adopt other security measures like using of user accounts. Also, some measures like user authentication in order to identify what users are assessing on the company website. Dangers of using ethical hacking There are some dangers and risks involved in ethical hacking. The following are some of the dangers which are associated with ethical hacking; The ethical hacker might use the information to do malicious acts Exposes a company financial and banking details Ethical hackers may place a malicious code, malware, or viruses in the computer system. The ethical might use the information to do malicious acts Ethical hacking is an exercise that entirely depends on the honesty and integrity of the ethical hacker. If the ethical hacker is trustworthy, then the security of data is guaranteed. On the other hand, if the ethical hacker is untrustworthy, then, an organization data is at risk. The ethical might use the information obtained from an ethical hacking exercise to damage the company or develop a similar system. This is detrimental to an organization since it threatens the organizations autonomy over its information. Not all ethical hackers are trustworthy; hence ethical hacking poses a great danger to the security of organization information (Palmer, 2001). Exposes financial and banking details of a company It is every organization aim to make profits and stay at the forefront in terms of competitive advantage. Hence some organizations are ready and willing to do anything at the expense of making and staying at the forefront in terms of competitive advantage. Ethical hacking exposes a company’s financial and banking details to people who are conducting the ethical hacking exercise (Elizabeth Kitchen, 2010). Some ethical hackers may sell this kind of information to other companies who are undertaking similar business. This puts the organization at the brink of collapse since the company success secretes are known. This secretes can be used against the company to com pletely destroy it, hence ethical hacking has a danger of exposing a company’s financial, banking and success secrets to potential competitors (Khare, 2006). Ethical hackers may add a malicious code into the computer system Some ethical hackers are untrustworthy and might at one point add a malicious code, virus or malware into an organizations computer system. Viruses and malware are programs which are designed to alter the normal operations o a program without the knowledge and consent of the user. Such viruses and malware will corrupt the normal operation of a program and might as well lead to low system performance. Also, malicious codes can corrupt the data and files making which might lead to data loss (Elizabeth Kitchen, 2010). Conclusion In conclusion, with the increasing internet usage and increased applications on internet, the security of data is quite important. In order to guarantee data security, an organization needs to understand how to counteract the threat posed by malicious hackers. One such way is to conduct an ethical hacking exercise which is aimed at identifying the loopholes within a computer system. Ethical hacking is purely based on the trust and honesty of the ethical hacker, hence, when entrusting the task of ethical hacking in the hands of an ethical hacker, it is of great importance that an organization should carefully select a trustworthy individual to conduct the exercise. The main focus and goal of ethical hacking should be geared towards improving system security and note unmasking a company’s secretes. Organizations should also be at the forefront in adopting new technologies that guarantees maximum information security. The adopted measures should be in-line with the new advances that are being experienced in the information and communications technology field. Organizations should not maintain the status quo but should instead be at the fore front in adopting continuous improvements in its processes. Referen ce List Elizabeth, R Kitchen, C. (2010). Ethical hacking; Understanding the benefits, Goals  and Disadvantages. Retrieved from   https://www.brighthub.com/internet/security-privacy/articles/77412.aspx Fadia, A. (2003). Unofficial guide to ethical hacking. S. l: Premier. Farsole, A Kashikar, A Zunzunwala, A. (2010). Ethical hacking. International journal  of computer applications, 1(10), 229-380. Khare, R. (2006). Network security and ethical hacking. Beckington: Luniver Press. Media Wiley (n. d). Introduction to Ethical Hacking. Retrieved from http://media.wiley.com/product_data/excerpt/4X/07645578/076455784X.pdf Palmer, C. (2001). Ethical hacking. IBM SYSTEMS JOURNAL, 20(3)

HSBC is the world's local bank Essay Example | Topics and Well Written Essays - 3500 words

HSBC is the world's local bank - Essay Example Through an international network linked by advanced technology, including a rapidly growing e-commerce capability, HSBC provides a comprehensive range of financial services: personal financial services; commercial banking; corporate, investment banking and markets; private banking; and other activities. HSBC starts offering its e-banking since several years ago among other pioneers in banking services such as Citibank. Firstly, with regardless of absolute convenience of using online services, many existing clients of HSBC treated with suspicious, but later lots of customers started using it. Besides e-banking helped HSBC to attract new customers, who were pleased of arrange for different payments via Internet, mobiles etc. HSBC specialists analysed, and then approved, that remote e-banking operations were cheaper comparing with using classic method with bank clerks' client servicing at the bank's branches. Surely, reliable and fast-acting e-bank system costs rather expensive, and should be constantly upgraded to reflect the new services, security requirements, the possibility of servicing growing customers' data base. But nevertheless it became bore profitable and allowed customers to have full secure access to their personal accounts. The work entitled: "European Online Banking Strategies" published by Business Insights (2006) states that "eBanking is viewed as a 'must have' by retail banks across Europe. The need to keep up with competitors, retain existing customers and attract new ones has drive the market forward." (Business Insights, 2006) Figure 1 - Total Internet Banking Customers as a Proportion of Retail Banking Population Source: Business Insights (2006) The Business Insights Report 2006 states that: "Overall Internet banking customers will grow from 2% of the European retail banking population in 1999 to 9% in 2004" (Business Insights, 2006) Figure 2 - European e-learning IT expenditures 1999 & 2004 Source: Business Insights (2006) Further related by the Business Insights (2006) report is that: "European eBanking IT expenditure will grow from $302m in 1999 to almost $1.4bn in 2004 a CAGR of 30.9%. The most significant country market in terms of eBanking expenditure in 1999 was the UK which accounted for 27.3% of expenditure." (Business Insights, 2006) Figure 3 - Growth of European ITV Banking Users, 1999-2004 Source: Business Insights (2006) Business Insights also reveals in its report that: "As premium becomes more established, the demand for increasingly indulgent and sensory tastes will become a more important driver, while income-related factors will decline in importance. (Business Insights, 2006) Figure 4 - European e-baking IT expenditures, by project type Source: Business Insights (2006) Finally related by the Business Insights Report (2006) is the fact that: "A key element of expenditure on developing full banking services was the integration of additional lines of business to allow online application, authorization and management. For example online approval in principle for loans, mortgages and

Human Resource Management for Service Idustries Assignment

Human Resource Management for Service Idustries - Assignment Example used on integrating the traditional functions of personnel management in the corporate strategies and objectives of a business is that additional human resource oriented functions of an organization can be adequately performed. In contrast, PM involves the use of traditional personnel management approaches to ensure the maintenance of equitable conditions for employment. The tourism and hospitality service sector is a diverse sector in terms of employment trends and patterns. In some regions and geographical areas, hospitality and tourism act as a high status and attractive employment industry which displays a competitive pay scale and supportive working conditions. In contrast, many of the sub sectors of the hospitality and tourism sector are marked with low pay for the employees, high staff turnover rates, poor working conditions, exploitation of the socially disadvantaged communities, the lack of effective recruitment and selection skills in the key areas and the absence of an adequate level of professionalism and fair practices in the human resource management systems. In such scenarios, the human resource managers of the hospitality and tourism sectors face complex challenges while recruiting, selecting, developing and retaining a competent, well motivated, engaged, committed and well managed group of employees. It can be argued that all these human resource management factors are absolutely necessary for maintaining desirable levels of performance standards and efficiency within an organization. Therefore, the role of the HRM becomes more profound in the current dynamic and continually changing landscape of the service sector. Since any service industry, including the tourism and hospitality industry extensively depends on the direct communication of the company personnel and representatives with the customers and on the level of customer services provided to the clientele groups, therefore, the role of human resource personnel is highly significant in

Drama and Theater Essay Example for Free

Drama and Theater Essay What is drama? What are the similarities and differences between Greek Drama, Renaissance Drama, Kabuki Drama, and Contemporary Drama? Drama is tension. In the context of a play in a theatre, tension often means that the audience is expecting something to happen between the characters on stage. Will they shoot each other? Will they finally confess their undying love for one another? Drama derived from the Greek verb dran, meaning â€Å" to act† or â€Å"to do†, refers to actions or deeds as they are performed in a theatrical setting for the benefit of a body of spectators. Drama is often combined with music and dance: the drama in opera is sung throughout; musicals include spoken dialogue and songs; and some forms of drama have regular musical accompaniment (Banham, 1998). Drama was the crowning glory of the Athenian Age. This period has been called by different terms. It has been called the Age of Pericles because Pericles was the ruling power in Athens at the time. It has been also called the Athenian Age because Athens became the white-hot literary center of Greece, and it has been called the Golden Age because the drama flourished during this period. There were three great tragic writers: Aeschylus, Sophocles, Euripides, and Aristophanes, the greatest writer of comedy the world has ever produced ( Serrano Lapid, 1987, p. 26) Drama and Theater The theatre of ancient Greece, or ancient Greek drama, is a theatrical culture that flourished in ancient Greece between c. 550 and c. 220 BCE. It is true that there is much in human nature that loves dramatic presentation, for man loves to imitate other persons. Gestures by a narrator or an orator may be considered dramatic, but these are only disjointed actions; there is a wide step between this and dramatic actions. The Greeks gave the drama as a literary form to the world. The drama of antiquity is very different from the drama as we now know it. It had dignity, nobility, and power. It had little of the spontaneity and easy naturalness of modern plays. The Greek drama was cut up into situations or episodes, and between these episodes were choral recitations of great length. These choral recitations, though they had beauty and power, slowed the action and interrupted the forward movement of the story. The choruses however, were visually attractive. The participants, competed with each other in the splendor of their dresses and the excellence of their singing and dancing (Serrano and Lapid, 1987, p. 26-27). Some example of the Greek drama were the Story of Agamemnon and Clytemnestra , by Aeschylus and The story of Oedipus The King by Sophocles (p. 28). Primary in a true appreciation of Renaissance drama is the poetry. The theatre of their day was a poetical one. Rather than being confused by the poetry we find in these plays, we need to understand why the poetical theatre was, and is, superior in expression and more powerful in emotion than a realistic one. Their stage was conventionalor poetical while todays stage is realistic. As an example, in Shakespeares Timon of Athens Timon is disgusted with mankind, hating all of the supposedly decent people he knows. When confronted by thieves he tells them to go about their work merrily; everyone steals, and he offers examples of thievery: Ill example you with thievery: The suns a thief, and with his great attraction Robs the vast sea; the moons an arrant thief, And her pale fire she snatches from the sun; The seas a thief, whose liquid surge resolves The moon into salt tears; the earths a thief, That feeds and breeds by a composture stoln From genral excrement; each thingss a thief. (Timon of Athens 4. 3. 438-45). Kabuki, like other traditional forms of drama in Japan as well as in other cultures around the world, was (and sometimes still is) performed in full-day programs. Rather than attending a single play for 2–5 hours, as one might do in a modern Western-style theater, one would escape from the day-to-day world, devoting a full day to entertainment in the theater district. Though some plays, particularly the historical jidaimono, might go on for an entire day, most plays were shorter and would be arranged, in full or in part, alongside other plays in order to produce a full-day program. This was because it was required in kabuki play to get the audience showing different preference that is in either the history plays or domestic plays like a drama, to enjoy during the full-day program. Contemporary Drama was never very popular after World War I, drama in a realist style continued to dominate the commercial theatre, especially in the United States. Even there, however, psychological realism seemed to be the goal, and nonrealistic scenic and dramatic devices were employed to achieve this end. The plays of Arthur Miller and Tennessee Williams, for instance, use memory scenes, dream sequences, purely symbolic characters, projections, and the like. Even ONeills later works-ostensibly realistic plays such as Long Days Journey into Night (produced 1956)-incorporate poetic dialogue and a carefully orchestrated background of sounds to soften the hard-edged realism. Scenery was almost always suggestive rather than realistic. European drama was not much influenced by psychological realism but was more concerned with plays of ideas, as evidenced in the works of the Italian dramatist Luigi Pirandello, the French playwrights Jean Anouilh and Jean Giraudoux, and the Belgian playwright Michel de Ghelderode. In England in the 1950s John Osbornes Look Back in Anger (1956) became a rallying point for the postwar angry young men; a Vietnam trilogy of the early 1970s, by the American playwright David Rabe, expressed the anger and frustration of many towards the war in Vietnam. Under he influence of Brecht, many postwar German playwrights wrote documentary dramas that, based on historical incidents, explored the moral obligations of individuals to themselves and to society. An example is The Deputy (1963), by Rolf Hochhuth, which deals with Pope Pius XIIs silence during World War II. The contemporary drama does not purport to be easy; it insists on a greater understanding of all things pertinent to modern humanity and its relationships to religion, societal order, psychology in order to appreciate its message; however, it critically acknowledges that most of us remain ignorant to all the former. Thus, the drama instructs, irritates, challenges, and begs for intelligence in order to gain from its message. It remains didactic, combined with pleasure, but always wishing to challenge the current notions of authority. References http://www. clt. astate. edu/wnarey/modern_contemporary_drama. htm Banham, Martin, (1998 ed. ). The Cambridge Guide to Theatre. Cambridge: Cambridge University Press. ISBN 0521434378. Serrano, Josephine and Lapid, Milagros, (1987). English Communication Arts and Skills Through World Literature. Phoenix Publishing House, Inc.

What can I do to Prevent Prejudice Ness? :: essays research papers

â€Å"What can I do to Prevent Prejudice from Growing in my Community?†   Ã‚  Ã‚  Ã‚  Ã‚  There are prejudice people in almost every community. Prejudice ness doesn’t have to deal with just races; it can differ in a variety of reasons. We cannot stop all prejudice nesses in every community, however there are ways in which we can prevent it from growing.   Ã‚  Ã‚  Ã‚  Ã‚  My definition for prejudice is discriminating against others who you feel are inferior to yourself. Majorities of prejudice people in America are against races different from their own. They feel that because someone is Asian, African, Middle Eastern, Hispanic, or European and speak a different language than English they are â€Å"less American† and shouldn’t be treated equally even if they were born in America or have received their citizenship.   Ã‚  Ã‚  Ã‚  Ã‚  A lot of adults are also prejudice against teenagers. They think that because teenagers dress in different styles, talk in slang, and hang out in large groups that they are a bunch of delinquent criminals. For example, if there is a group of teenagers walking down a street at night and a police officer drives by, they are automatically suspicious and watch them like a hawk, especially if they are Hispanic or Black. If there was a group of adults walking down the street at night, a police officer could drive them and not even think twice.   Ã‚  Ã‚  Ã‚  Ã‚  There is so much prejudice ness around us that we are beginning to think about it as just a way of life. We as people cannot let this happen because it will just gradually get worse. I can prevent prejudice from growing in my community even if it only helps a few individuals. I can prevent this by making an assortment of different posters showing whom it mainly affects and what will eventually happen in our future. I could also make speeches about being prejudice at a local school or even city hall welcoming anyone who would like to join. Eventually a group would evolve from my speeches.

A Reaction Paper on ASEAN Integration Essay

The video entitled ASEAN Integration- Philippines had summed up the information regarding ASEAN Integration (AI), most importantly, the advantages as well as the challenges that may fail Philippines from benefiting to it. Consequently, the integration will create a massive change for ASEAN and its member states. When this will be officially established by this year 2015, all ASEAN member states will just seem to be provinces of ASEAN. The integration will somewhat be the same with the EU, the European Union, although there are significant differences as well. With the integration, the migration, the labor market, trading, implementation of policies, and the financial markets of each member will greatly be affected. And the effects of the integration are aimed toward the economic and political development of ASEAN as a whole and within each member state. However, with the current status of the Philippines, do we think that by becoming more internationally-oriented this will make or pu sh the country to improve? When you talk of internationalization, you are really talking about policies and programs that governments and higher institutions adopt to respond to globalization. So you are internationalizing, not just because there is integration in the region, but because the world is a global village now, that one cannot isolate itself from what is happening with the rest of the world. Internationalization does not mean that you will adapt your programs only to the international manpower needs. You have to develop your pool of human resources to support both what is needed domestically, and also what is needed internationally. The demands continue to increase all over the world. Unfortunately, the resources that are available for a country is either slack or sometimes weak, and this is why Philippines is being questioned of its competitiveness. It has a lot of catching up to do in improving its competitiveness and in making the country an attractive trade and investment destination. It has to work first on addressing governance issues that hinder the country to take advantage of opportunities from regional integration. The major factors that may prevent the country  from maximizing its gains from globalization can be traced to policy shortcomings. A committed leadership that has the political will to pursue genuine reforms would be critical. Indeed, I understand why some are reluctant to bestow trust to the AI. It’s easier to go about your regular ways just repeating what you do. And any disruption or change, especially competition, threatens a lot of people, and worries a lot of people. The AI which promotes cooperation is at the same time a competition. You have emerging economies of Myanmar, Laos, Vietnam who are agricultural and Philippines is also agricultural. Each member will have to compete for economic development, it will be like survival of the fittest. By integration, you are going to sacrifice national interest, you are going to sacrifice the interest of the Filipino people, you become globally integrated to the disadvantage of the country.

Learning from Failure Essay

Everyone strives for perfection, for most people failure is not an option. However, the reality is that failure is an unpleasant fact, each day, a person fails in his or her tasks, decisions and ideas and organizations fail in their strategies and policies. In this highly competitive and achievement oriented society, a failure in any aspect of a person’s life is construed negatively and stereotyped as a sign of weakness. Failures are indeed negative occurrences that involve the inability to carry out the desired objective or goal of the individual or organization (Cannon & Edmondson, 2005). Failures can be either large scale or small scale, and it can have far-reaching effects than mere criticisms. Small-scale failures are normal consequences of the individual’s actions and decisions form day to day, for example, not being able to come to work on time is a failure on the part of the employee. Being tardy is a negative behavior and failing to be punctual can directly affect the work performance of the individual; however, such tardiness can also have dire effects on the organization. Chronic tardiness results to missed hours of work per week and probably lesser output for the department or unit and the organization as a whole. Such a failure can be dissected and analyzed as a personal failure, but it has varied implications for the organization’s policies and performance. On the other hand, large-scale failures are highly sensationalized and have the potential to lessen the competitiveness and the trust that people have on their organizations (Nevis,   DiBella & Gould, 1995). F or example, Martha Stewart’s failure and fiasco in her business enterprise have led to criticisms and stigma and for that time, sales of Martha Stewart’s products were very low. Organizational failures are often not highlighted as a basis for learning; instead, it is covered-up and undisclosed to the public. Learning from failure is not a popular concept in the American reality. Failures have a negative connotation and it is not a thing that is shared to most people. Likewise, organizations steer from the issue of failure and find immediate solutions to such failures and problems without considering the possible learning that the failure brings (Nevis,   DiBella & Gould, 1995). For example, mass resignations of pilots in an airline company spell disaster, and the most likely action for the company is to reduce flights. Learning from failure dictates that the airline company should look into the reasons of the pilots for leaving the airline. The result of the survey would be used as basis to institute changes in their policies in order to address the concerns of the pilots and to prevent mass resignations in the future. Organizations however, try very hard to keep their failures from becoming public since it would not be good for their business but making failures public communicates that the organization is willing to accept their mistakes and further commit to the improvement of their policies and procedures to prevent and minimize the occurrence of mistakes (Cannon & Edmondson, 2005). Large-scale failures that reach the consciousness of the public become common knowledge and these are used as a learning tool for other individuals and organizations.   The stock market scandals have resulted to clearer and stricter guidelines in the stock market. Thus, failures are not entirely negative; instead, it has the potential for driving new information and concepts and in the development of better policies and guidelines for all. Learning is a process that occurs throughout life, and failures play an important role in facilitating learning. Without mistakes and failure, an individual would not be able to learn what is right and acceptable from what is wrong and unacceptable. Failure is as essential to life as learning; one cannot exist without the other. Learning does not occur in a vacuum, it utilizes whatever information, and knowledge is on hand. However, the best kind of learning is said to come from failures and mistakes as it provides concrete basis for differentiating what is positive and good from what is negative and bad (Nevis,   DiBella & Gould, 1995). At an individual level, workers sent on a training workshop to learn new skills in the operation of new equipments would only have a working knowledge of the new equipment. Actual operation of the equipment would test the knowledge of the worker and the amount of learning that he has gained from the training workshop. A failure on the part of the worker would lead to the inefficient use of the equipment, and identifying one’s mistakes and source of failure would result to more learning. At this point the worker can now identify which of his actions had resulted to the mistake and which actions would control for the effects of the mistake and what behaviors he should do to prevent the mistake from recurring. In terms of organizational learning, failures are also a rich source of information that could be used to improve and strengthen the strategies that they already have in place (Cannon & Edmondson, 2005). It is important for organizations to learn from their failures as it is a factual occurrence that reflect the true state of the organization (Carmeli & Sheaffer, 2008). For example, a miscommunication between departments can bring about significant problems and difficulties in the conduct of the organizations’ activities. The most likely reaction is for the department heads and managers to resolve the problems brought about by miscommunication, but if the organization wants to apply the concept of learning from failures, they should b able to identify the source of the miscommunication and in what channels the miscommunication occurred, then the organization should look into the communication patterns of the organization and take the necessary steps to ensure that the communication systems would be corrected to prevent miscommunications in the future. Even though learning from failures has been found to be a useful tool for increasing the efficiency of organizations and in cultivating a positive culture, one that is open to experimentation and failure, not many organizations have embraced the concept and continue to disregard the learning that could be had from failures (Nevis,   DiBella & Gould, 1995). In a discussion of why organizations fail to learn from failures, it was pointed out that organizations fail to utilize failures as rich sources of information because of the lack of critical thinking skills that would identify failures as an opportunity for growth (Carmeli & Sheaffer, 2008). Additionally, organizations does not take into account and monitor for failure, instead it is systematically removed and not dwelled upon. Another reason for not being able to learn from failures is the human tendency to reduce the effect or to cover-up the incidence of a failure. Even without undue pressure, individuals have the tendency to downplay failures and mistakes and for most to find excuses and blame the failure on the system, and other individuals (Carmeli & Sheaffer, 2008). It is important to recognize that failures present a learning opportunity for organizations and even for one’s personal life, and although it takes courage and a more open and willing perspective, it is not impossible to attain. References Cannon, M. & Edmondson, A. (2005). Failing to learn and learning to fail (intelligently): How organizations put failure to work to innovate and improve. Long Range Planning, 38, 299-319 Carmeli, A., & Sheaffer, Z. (2008). How learning leadership and organizational learning from failures enhance perceived organizational capacity to adapt to the task environment. Journal of Applied Behavioral Science, 44:468. Nevis, E. C., DiBella, A.J., & Gould, J.M. (1995). Understanding organizations as learning systems. Sloan Management Review, 36, 73-85.

Staffing policies

Staffing policies Introduction Big business plans, which MNEs implement to preserve aggressiveness, are meant to be coming up in concurrence with their human resource branches (Lengnick-Hall and Lengnick-Hall, 1988: Schuler and MacMillan. 1984; Tichy, Fombrun and Devanna. 1982).Multinational enterprises operate in more than 25 countries globally and most of them have experienced a steadily rising growth over the last decade.Advertising We will write a custom essay sample on Staffing policies specifically for you for only $16.05 $11/page Learn More The 25 MNEs at the apex of the triangle had sales within the range of US$ 55 to US$ 175 billion in the year of 1994 alone. Most of these giant MNEs are now changing the flow of their production operations and sales and channeling them nearer to their global markets which are already widespread. Therefore, their local sales-sales within the country in which they are based- are much lower in comparison to their sales in the internatio nal market. A good example of such an MNE is IBM. It can be proven that this theory holds water considering their large shares of corporate profit. A major upshot to the placement of manufacturing operations and sales outside the mother nation is that expatriates are given obligations within the realm of vital positions in global entities. In the past times, the home nation was the pilot of such activities and the flow came from them to the multiparty business enterprises and international contributors. To illustrate this, decades ago there was one MNE that had exceeded the 40,000 mark in terms of administrators and members of staff at the same point in time. Conversely, rising figures of MNEs are engaging in intra section relocations so as to develop professions plus additional functions or they are utilizing nationals from the a third state as personnel in foreign subsidiaries, or are transferring important personnel from their alien activities (inpatriates) aboard to the main shi p which in this case is their company headquarters (Peterson, Sargent, Napier Shim, 1996). Any international enterprise has to take the staffing process seriously. This is because any global issue has to be caused by people or will ultimately be solved by people. Thus, for international corporate growth, it is mandatory to have the right personnel at the right location and at the right moment in time. Expatriate malfunction is a common phenomenon, as the international literature points out.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Often, the impact is much less on native businesses as compared to international businesses when there is cost stoppage in human and financial sectors. Losing the market share and dents to international customer connections are some of the factors to be pinpointed. One recurring problem for MNEs is the Shortage of international administrators. A survey conducted on 440 in European Enterprises highlighted that shortage of global administrators was a thorn in the flesh to expansion of MNEs outside their native nations and approximately one-third of the managers interviewed confessed that it wasn’t easy getting administrators who had the required understanding. The survey also highlighted that the success of implementing a global policy is heavily reliant on the sufficient supply of international managers with the technical know-how (Scullion, 1994).To affirm this, there’s developing literature that says there has to be a connection amid intercontinental corporate and human resource management policies that are valid to expatriate personnel in alien subsidiaries. Ethnocentric Staffing Policy The term Ethnocentricity or ethnocentrism can be defined as believing that one’s ethnic group is better than the rest. The Company operates under the rationale that Parent Country Nationals (PCNs) are actually more qua lified, experienced and trustworthy than personnel in alien nations. Recruting subsidiaries with expatriates in key administrative positions consolidate the mother-company to be in charge of decision making more than when subsidiaries are managed by host-state citizens. (Egelhoff, 1988; Kobrin, 1988).It is normally used where there is shortage of local administrative expertise and also where there is need for the company to maintain very close relations with its headquarters. Also widespread in business enterprises that are coming up and when odd technical skills are required which are nowhere to be found in the labour force of the native nation (Tung and Punnett, 1993). Companies would also rather use it when the business is configured in the order of a consolidated move toward globalization and is chiefly at the global step of tactical expansion (Deresky, 2002; Biscoe and Schuler, 2004; Scullion and Linehan, 2005; Hill, 2003;).Advertising We will write a custom essay sampl e on Staffing policies specifically for you for only $16.05 $11/page Learn More Its advantages are that the skill curvature effects draw from standardized production. The enterprise manufactures in the native nation initially and channels its competency to the host country under the supervision of expatriate directors. The administrators in this case posses the expertise to generate value via experts at the hub. Furthermore, they ensure throw in to the continuation of the business culture. Some of the disadvantages include; host nation citizens are deprived of progress and this translates to alien nationals showing antipathy towards the company (Deresky, 2002). It also paints a bad picture of the firm to the public. It is also very costly to keep expatriate administrators. This makes them have a narrow-minded approach and exposes them to cultural shortsightedness (Hill, 2003). The consequence of that is the administration failing to notice market niche chances. sev eral investigations prove that subsidiaries, even when supervised by expatriates, possess corporate cultures tilting towards their own nations cultures rather than that of the mother company (Lee and Larwood,1983).Nowadays, this approach among the biggest internal hazards to any firm (Keegan, 1999). Polycentric Staffing Policy Polycentricity or polycentrism is the belief that the natives understand their environment better than the aliens and therefore key positions are given to Host Country Managers (HCNs). This method is likely to be used when a multidomestic policy is being put into action. Host citizens evolve into administrators in their own state, but their own careers are stagnated as they are never able to arrive at the apex. There is little anxiety in polycentric corporations for a common corporate culture (Heenan and Perlmutter, 1979). This approach has a composite organizational arrangement thus requiring the so much communication and incorporation that transverse state b orders (Edstrom and Galbraith, 1977). Advantageous in that the company anticipates optimum profits via elasticity since native administrators are bound to respond quickly to market requirements in the areas such as costing, manufacture, product life cycle and politics. Problems linked with expatriate administrators such as cultural shortsightedness are minimal guarantees stability in managing alien subordinates (Deresky, 2002). Moreover, the communities accept HCNs regardless of their location-both within and outside the subsidiary- plus other rising mobile staff look up to them (Deresky, 2002; Biscoe and Schuler, 2004; Scullion and Linehan, 2005; Hill, 2003; Ball, 2006).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Disadvantages are: Synergy is lacking as a result of poor communication amid state entities. Corporate headquarters are sometimes segregated from state entities and amalgamation becomes an uphill task. Eventually, this translates to sluggishness within the corporation. Familiarity of host citizens is limited to their state (Deresky, 2002). Geocentric Staffing Policy Geocentricity or geocentrism is the perception with the intention that the most qualified people should be given the job in spite of their nationality. The benefits of using this kind of policy are: The Corporation derives maximum utility from its human resources and puts together a group of professionals that can work with any ethnicity. It has been by mostly European corporations (Deresky, 2002; Biscoe and Schuler, 2004; Scullion and Linehan, 2005; Hill, 2003 ;). It balances demands from both Ethnocentric and polycentric approaches and ensures the firms operations are successful. Ethnocentric demand for low cost homoge nized activities is fulfilled as a result of sufficient typology of merchandise for the international consumer base to allow for balanced financial systems and understanding of curve effects. The polycentric stress for native response is also attained for the simple reason that the desire to congregate the discrete features that remains in all markets. The negative effect of this policy is that it is very costly to put into operation considering the necessities such as substantial cross-cultural education and expansion. Besides, it may possibly be converse to host nations need for the citizens to be given jobs by the corporation. Regiocentric Staffing Policy Regiocentricity can be defined as the disparity of staffing policy to ensemble specific geographic regions. It gives rise to a blend of TCNs, PCNs and HCNs in concurrence with the strategies for produced goods services or the corporate needs (Deresky, 2002; Biscoe and Schuler, 2004). The positive consequences of using this kind of approach are that it if a corporation wants to shift from an ethnocentric or polycentric policy to a geocentric policy; it acts as an aid. Secondly, the approach diversified to go well with the character of the corporate production and policy of the product. Thirdly, it permits managers to work together following inter-regional relocations, and lastly, it illustrates a little compassion to local situations. Choice of staffing policy As mentioned before, a connection can be illustrated between the globalization policy being tracked and the staffing policy being put into practice by most of the MNEs (Deresky, 2002; Hill, 2003). It obviously follows that corporations pursuing an international policy are likely to use an ethnocentric staffing strategy, corporations pursuing a multidomestic policy are likely to use a polycentric staffing strategy and corporations pursuing a transnational or global policy are likely to use a geocentric staffing strategy. These relationships can be exp ounded as follows: If an MNE is attempting to generate its worth through reassigning competencies at the hub to an alien operation, as corporations pursuing an international strategy are, it may accept as true that the superlative technique to get this done is by relocating PCNs who have comprehended that competency to the alien operation. If a corporation seeks to relocate a competency which is a hub in marketing to an alien subsidiary devoid of propping up the relocation of home-nation marketing administration personnel, the gimmick is likely to fail to yield the expected gains since the information underlying competency at the hub cannot be effortlessly expressed and put in black and white (Hill, 2003). As highlighted above, Corporations that have an interest in multi domestic policies yearn for the ultimate local reactions. Such corporations engage in widespread customization of their merchandise offers and consequently their marketing policies to be in rhythm with diverse natio nal conditions. If a firm wants to be localized there are undisputed benefits to recruiting HCNs. Such administrators are in touch with the local environment and culture and usually have many contacts already established. Moreover, the populace is bent on accepting HCNs both within and outside the subsidiary plus rising mobile staff look up to them for guidance (Deresky, 2002; Hill, 2003). Geocentric Staffing policies allows a company to milk its human resources for whatever its worth and essentially, enables a company to build a team of professionals who fit like a glove within any ethnicity. This is usually the pioneer level onto establishing a stable culture that unites everyone and an unofficial administration system, which are both needed for transnational strategies. In recent times, a number of critics have argued that the types of policies explained here are so straightforward that they make it tricky to comprehend the internal segregation of organizational practices contain ed by international businesses despite the fact that they are acknowledged and extensively exercised among both practitioners and intellectuals of international companies (See Table 1). The following variables influence the choice of staffing policies to be used by an MNE: First, the policy and the composition of the venture. Secondly factors associated with the subsidiary in question, for instance the time frame of the meticulous alien activity, the kind of machinery brought into play and the basic marketing and manufacturing procedures. Thirdly, factors linked to the host nation state also have a role, for instance the level of economic and technological growth, stable political atmosphere, directives considering tenure and personnel and socio-cultural situation. Conclusion In conclusion, staffing deals precisely with the purchase, orientation and allotment of human resources in a company. Within both the local and the global perspective, the staffing procedure is projected as a s eries of levels that are implemented on a recurring basis to ensure that the organization has proper personnel at any given time frame. The levels involved in this procedure are: Human resource planning which is a section of the organization’s strategic plan, recruitment, selection, orientation and induction, training to develop job skills, development to inform natives further than the requirements of their present situation, performance evaluation, compensation and rewards, reassignments and severance. In an international venture, the administration of the steps relies heavily on Company’s approach and the staffing policy that will be chosen to chosen to support that strategy. There are basically four choices of policies that a company can choose to put into practice: the ethnocentric policy, the polycentric policy, the geocentric policy and the regiocentric policy. The Variables that will influence the choice of the above variables are the policy and the composition of the venture, factors associated with the subsidiary in question, the kind of machinery brought into play and the basic marketing and manufacturing procedures. Factors linked to the host nation state also play an important role, for instance the level of economic and technological growth, stable political atmosphere, directives considering tenure and personnel and socio-cultural situation. References Ball, D.A., McCulloh, Jr., W.H., Frantz, P.L., Geringer, J.M. Minor, M.S. (2006) International business: The challenges of global competition. New York: McGraw-Hill Irwin. Briscoe, D.R. Schuler, R.S. (2004) International human resource management London: Routledge Taylor Francis Group. Deresky, H. (2002). International management: Managing across borders and cultures Upper Saddle River: Prentice Hall Egeihoff. W. G. (1988) Organizing the Multinational Enterprise: An Information Processing Perspective Cambridge, MA: Ballinger. Heenan D.A., and Perlmutter H.V.(1979),Multinational Or ganization Development Reading, MA: Addison-Welsey, pp.18-19. Hill, C.W.L. (2003) International business: Competing in the global marketplace. New York: McGraw-Hill Irwin. Kobrin, S. J. (1988) Expatriate Reduction and Strategic Control in American Multinational Corporations, Human Resource Management, 27: 63-75. Lee, Y. and Larwood, L. (1983) The Socialization of Expatriate Managers in Multinational Firms, Academy of Management Journal. 26: 657-65. Peterson, R. B., Sargent, J., Napier, N. K., Shim,W.S. (1996). Corporate expatriate HRM policies, internationalization and performance in the world’s largest MNCs. Management International Review, 36 (3): 215 (16p). Scullion, H. Linehan, M. (2005) International human resource management: A critical text, New York: Palgrave Macmillan. Schuler, R. S. and MacMillan, L.C. (1984) Gaining Competitive Advantage through Human Resource Management Practices, Human Resource Management. 23: 241-55. Tung, R. L. and Punnett, B. J. (1993) Resea rch in International Human Resource Management’. In Wong-Rieger, D. and Rieger, F. (eds) International Management Research: Looking to the Future. Berlin: de Gruyter, pp. 3553. Appendix Sources: Heenan D.A., and H.V. Perlmutter, 1979; Multinational Organization Development Reading, MA: Addison-Welsey, pp.18-19.

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