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.

PostTraumatic Stress Disorder essays

PostTraumatic Stress Disorder essays Have you ever witnessed someone being badly injured or even killed? Have you ever been involved in a fire, flood, or any other natural disaster? The estimated lifetime prevalence of Post-Traumatic Stress Disorder among adult Americans is 7.8%, with men calculating at 5% and women at 10.4%, twice as likely as men to have PTSD at some point in their lives. This represents a small proportion of those who have experienced at least one traumatic event, for 60.7% of men and 51.2% of women reported at least one traumatic event. Post-Traumatic Stress Disorder, or PTSD, is a psychiatric disorder that can occur in victims who experience or witness life-threatening events, and this disorder can be familiarized with through knowing how it was discovered, the symptoms, and the treatment of PTSD. To begin with, Post-Traumatic Stress Disorder is an extremely weakening condition that affects the body's normal conscience. Reports have shown the traumatic events most often associated with PTSD in men were rape, war combat exposure, childhood neglect, and childhood physical abuse. The most common events for women were rape, sexual molestation, physical attack, being threatened with a weapon, and childhood physical abuse. However, none of these events consistently produced PTSD in those exposed to it. A particular type of traumatic event does not necessarily affect different sectors of the population in the same way. Some studies show that debriefing people very soon after a catastrophic event may reduce some of the symptoms of PTSD. A study of 12,000 school children who lived through a hurricane in Hawaii found that those who received counseling early on were doing much better two years later than those who did not. People with PTSD tend to have abnormal levels of important hormones involved in response to stress. When people are in danger, they produce high levels of natural opiates, which can temporarily block pain. Scientists have ...

Business law (pick one of 5) Research Paper Example | Topics and Well Written Essays - 250 words

Business law (pick one of 5) - Research Paper Example t September the call for the regulations regarding overhauling the ruling and making those practices transparent started and those regulations became effective for the 2010 tax year effective December 15. The new law affects corporations (foreign and domestic) and insurance companies with assets in excess of $500 million, gradually reduced to $10 million by 2014. Kocieniewski seems to side with the corporations, but there are at least two valid reasons why the Government is justified in ending this money pit. (Kocieniewski) The one major argument the IRS uses to support the new â€Å"transparency† ruling is that its tax agents spend far too much time researching these claims as to their legitimacy and the agents’ time could be better spent going after tax cheats and proprietary information would not be shared. Another major problem is that during these austere times and Federal budget cuts, Congress is pressuring the tax people to collect more revenue and with more and more US jobs going overseas the bolstering the economy and creating jobs arguments of the major companies is flimsy at best. In conclusion, the new law is a difficult pill for the big companies to swallow. The previous IRS rule allowed the companies to keep any Uncertain Tax Position monies that weren’t audited within the three year statute of limitations. That was a lot of money for some of the major players, resulting in millions to billions of dollars in reserve â€Å"just in case†. For example Sheraton owner Starwood Hotels had almost a billion dollars in reserve, 21 per cent of its total 2009 earnings. The Fortune 500’s biggest companies like GM and Microsoft had reserves of $5.4 billion! Therefore if the corporations do business in the United States, they should be held to the same accountability as their employees are and pay Federal income tax at whatever rate they should. Grumbling for sure, but like the public they will learn to live with

Long-run Determinants of Exchange Rates Essay Example | Topics and Well Written Essays - 3000 words

Long-run Determinants of Exchange Rates - Essay Example There are several factors that are responsible in determining exchange rate in any country. Exchange rates show the value of a country's currency through which it can buy other country's currencies. Every country needs stable foreign exchange rate to trade freely. Exchange rate may get affected through various things. There are two regimes with respect to exchange rate which can either be fixed or flexible. In fixed exchange rate regimes, the currency rates do not move freely. However, in flexible exchange rate system, the currency rates are affected by a number of variables prevailing in an economy. The macroeconomic factors that affect exchange rates are variable by nature and thus play a great role in determining exchange rates. Governments and Central Banks especially utilize these macroeconomic factors to maintain a desired level of exchange rate in the economy. These macroeconomic factors may lead to great fluctuations in exchange rates both in short and long run. The factors t hat determine exchange rate in the long run include imports/exports, monetary shocks, inflation, demand/supply pressures, foreign reserves, economic productivity and government spending etc. The study of factors determining exchange rate in the long run is important so as to understand the reasons for which the currency rates appreciate or depreciate. This paper shed light on the factors determining exchange rates in the long run and evaluates these exchange rate determinants. It elaborates and gives comprehensive understanding of factors that can cause the value of a currency to fluctuate. DETERMINANTS OF EXCHANGE RATE IN LONG RUN Exchange rates greatly signify a country's overall economic position and trading prospects. These rates depict a country's position in terms of its currency's price with respect to that of the other. These are mainly the rates at which currencies could be bought and sold. Exchanges rates have a great impact on other economic variables of a country such as money supply, trade growth, imports, exports and interest rates etc. In the same vein, there are several factors that cause fluctuations in a currency's exchange rates. These determinants of foreign exchange rates may be external or internal and tend to play a great role in causing changes to currency rates. Some of these factors either take place in the short run while several cause exchange rate fluctuations in the long run. The rest of the paper elaborates and evaluates the various determinants of currency exchange rate in the long run. Exports and Imports Countries having fewer imports and more exports usually have high exchange rates. In the same fashion, countries having a lower tendency to export and have imports tend to have trade deficits. Current account surplus and deficit play a significant role in determining exchange rate of a particular country. The elements form crucial elements of a country's GDP. Balance of payment in the receipt side shows the trade surplus and thus puts the positive impacts on exchange rate while the balance of payment in the payment side reflects the trade deficit or loss which puts the negative impact on exchange