Multinational Corporations And The Political Stability Essay

Multinational Corporations in Switzerland Located in Central Europe, Switzerland is known for its natural beauty, chocolate, banks, neutral stance on global politics and hosts the worlds most innovative hub. Switzerland has a track record for attracting global organizations and a variety of industries. Switzerland offers beneficial opportunities for their citizens and the global organizations with no discrimination. This is a very unique model that Switzerland upholds within the fabric of its country. Let’s take a walk thru and analyze the risks in Switzerland; with a focus on the Political Stability, Economic Factors, Subjective Factors, Laws and Regulations and Capital Flight. This paper will breakdown a colorful analysis for multinational corporations deciding to invest Switzerland. Political Stability Multinational corporations would need to look into the political stability in Switzerland. The Swiss have a stable government, their President is elected by their Federal Assembly under the Federal Council for a one-year term. The Federal Council members are a total of seven members, they collectively area considered as the head of state. Switzerland is also made up of twenty-six cantons, cantons area also member states. They are considered to be a direct democracy; their system allows for their citizens to propose changes. In an article by Adam Withnall he informs us that Switzerland is one of the eleven countries in the world that is free from conflict. Withnall alsoShow MoreRelatedInternational Monetary Policy : Effects On Cross Regional Mergers And Acquisitions1511 Words   |  7 Pagesrate stability, capital mobility, and domestic monetary autonomy (Cohen, 2010). Concerning the China, the general international monetary choices should be capital mobility and domestic monetary autonomy. 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Multinational enterprises have developed since the early 19th century. In the 20th century, with the growth of information technology and transport, causing the expansion of international trade is increasingRead MoreHow Does Exchange Rate Stability Affect Hedging Strategies For Multinational Organizations?832 Words   |  4 Pages23 AUG 2015 Unit 6 Exercise Assignment How does exchange rate stability affect hedging strategies for multinational organizations? Multinational organizations enjoy economies of scale that can span between multiple continents. Due to the size of the multinational organization, there can be risks that creates ebbs and flows of profits and expenses based upon multiple currency rate exchange differences. 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Essay about Rhapsody in Blue - 661 Words

George Gershwin was one of the most prolific American composers of the 20th century. He was born in Brooklyn, New York in 1898 to Ukrainian immigrants, Morris and Rosa Gershowitz. He began to study piano at a young age and was instructed by noted piano teacher Charles Hambitzer. After dropping out of high school at the young age of 15, he began his career as a song-plugger. A song-plugger was somebody who demonstrated new sheet music to be sold in a music store. He did this for three years and by that time had turned into a highly skilled pianist. In 1916 he composed his first published song entitled â€Å"When You Want ’Em You Can’t Get ’Em†. From 1920 to 1924, he composed for an annual production put on by George White. Legend has it†¦show more content†¦What those critics didn’t know is that Gershwin’s composition would become an internationally recognized piece of American music. When you listen to Gershwin’s work it’s hard to not be amazed in what you are hearing. It is difficult to describe parts of the music that you like because there are so many. Several critics claimed the piece was not fluid and seemed to be just put together. One critic said you â€Å"can remove any of these stuck-together sections and the piece still goes on as bravely as before.† (Gershwin, 2012). We believed that this made the piece unique. The beginning of the piece briefly introduces all the different themes in short solos before expounding on all of them later which is something that was not common during this time either. We also enjoyed the â€Å"American† feeling that was on display throughout the piece. It is a melting pot of themes and ideas that all seem to fit together perfectly. â€Å"Rhapsody in Blue† is a difficult piece to dislike. The only critical comment that we could make about this wonderful piece is that it was hard to follow. Even though the sporadic tempos and themes make this an iconic piece of American music history, it had a sense of not being organized. For the most part, we had nothing but good comments for Gershwin’s work and enjoyed being able to research such a wonderful piece ofShow MoreRelatedRhapsody In Blue Essay1252 Words   |  6 Pages Rhapsody In Blue George Gershwin’s Rhapsody in Blue is one of those timeless classics that is instantly recognizable to many people’s ears today, even ninety years after it was first introduced to the world. It is a piece that has found its way into contemporary movies and advertisements, making it likely as recognizable as Chopin’s Funeral March or Beethoven’s Fifth Symphony. But unlike these two pieces of iconic classical music, Rhapsody in Blue â€Å"resists classificationRead MoreGeorge Gershwins Rhapsody in Blue Essay examples780 Words   |  4 PagesBroadway shows and opera. He composed â€Å"Swanne,† which is the first nationally successful piece and â€Å"Blue Monday†, which is a jazz opera piece in 1919 and he became really popular. In 1924, George Gershwin and his older brother Ira worked together and made the musical comedy â€Å"Lady Be Good† and it was performed on Broadway. He also composed his first classical and most famous piece â€Å"Rhapsody in Blue† in the same year. It is his most famous piece and the piece made him a celebrity and appeared on TimeRead MoreA tribute to Patsy Cline700 Words   |  3 Pageseyes shining bright with passion for the music and doing what he loves. Mr. Shram conducted as the symphony began to play their first number written by George Enesco when he was only nineteen years old, Rumanian Rhapsody in A major, Op. eleven, No. One. Written in 1901, this rhapsody is one of Enescos best known compositions. The score for this lively drinking song calls for two flutes, a piccalo, two oboes, an english horn, two clarinets, two bassoons, four french horns, four trumpets, threeRead MoreMusical Progress Essay1055 Words   |  5 Pagesprogress. The progress that the two composers made can be heard through their profound ability’s to both borrow themes or styles from different genres and make a body of music original. The works of both Gershwin and Stravinsky particularly Rhapsody in Blue and Histoire de Soldat epitomize, in their respective time periods music at the cusp of musical progress. Stravinsky was an accomplished composer of his time period, while many questioned him and his changes in style. But many of his changesRead MoreTHE TIMES OF GERSHWIN Essay1207 Words   |  5 PagesGeorge Gershwin is one of the most celebrated composers of modern times. He is Famous for bridging the gap between Jazz and Classical music, and developing a new kind of popular music that held a genuine, American voice. With such pieces as his Rhapsody in Blue and Concerto in F he has become the most widely played American composer of all time. Although he boats having one of the most recognizable names in modern music, many people do not truly know the story behind it all. The Early Years HisRead MoreMusic in the Great Gatsby Film Remake605 Words   |  2 Pagesâ€Å"Young and Beautiful† by Lana Del Rey, a modern day song, was best chosen for the love scenes and can be a song that tells about Daisy’s perspective. Another piece of music which was composed in the time period of when this story is told is â€Å"Rhapsody in Blue† by George Gershwin. Its power, grandeur, as well as elements of surprise fit very well in several scenes in the movie. â€Å"Young and Beautiful† by Lana Del Rey, a modern day song, was best chosen for the love scenes and can be a song that tellsRead More George Gershwin Essay1643 Words   |  7 PagesAmerican composers of the 1920’s. In this paper I will discuss Gershwin’s life as a child and his upbringing and how his music expressed the dreams of every American Citizen by mixing different styles of music like Jewish, black, jazz, classical, blues and put them into one genre and created absolute music. George Gershwin was born in Brooklyn, New York on September 26, 1898. As the son of immigrant parents, Georges father had many jobs, so they were forced to live in many locations. GeorgeRead MoreEssay about The Ultimate Collection by George Gershwin635 Words   |  3 Pagesout of two CDs; the first cd is Gershwins pieces sung by different jazz singers such as Ella Fitzgerald, Louis Armstrong, Bing Crosby and more#8230; The second cd, is Gerswhins famous pieces taken from musical shows such as Porgy and Bess, Rhapsody in Blue, Cuban overture, Funny face and more. First Cd: The cd starts with the song Strike up the Band performed by Oscar Peterson. The piece consists of a piano, cello. This song in my opinion setsRead MoreGeorge Gershwin Essay examples970 Words   |  4 Pagesthis time, Gershwin composed his first operetta, Blue Monday. It impressed Paul Whiteman, a famous bandleader, so much that he asked Gershwin to compose a symphonic jazz piece. At this time, however, Gershwin was still busy composing for White and forgot to compose for Whiteman until only one month before the scheduled performance. During this rushed creation, Gershwin found inspiration to create his most famous individual piece, Rhapsody in Blue. At its first performance, the piece was loved byRead MoreEssay on George Gershwin (1898-1937)1254 Words   |  6 Pagesdeal of improvising. Interesting enough, Gershwins musical interest in jazz and blues has created a new style of American music known by all today. Gershwin wrote many great works of art. A few of his most popular works, which gained a lot of their popularity after his death, would include: When you want em you cant get em, when you got em, you dont want em; Swanee; Porgy and Bess; Rhapsody in Blue; and Blue Monday. In 1916, Gershwin published his first song called When you want

Human Resource Management Determine Performance Appraisals

Question: Discus about theHuman Resource Managementfor Determine Performance Appraisals. Answer: Introduction The essential functions of Human Resource Management (HRM) involve the recruitment, selection and training of the employees, determine performance appraisals, maintain workplace safety, communication and motivating employees. This particular discourse will discuss the role and responsibilities of the HR department of a hospital for promoting a sustainable work practice. According to Ehnert and Harry (2012), HRM involves the relevant practices, policies and systems, which can influence the performance, attitudes and behaviors of the employees. This particular study will illustrate the important HR policies, procedures, major aspects of building sustainable HR practices and theories related to the HRM. Importance of Human Resource Management An effective Human Resource Management involves job analysis, job design and workflow design in order to develop a transparent link in between strategic goals of the design of jobs and the business (Sharma Narang, 2012). HRM also plays an important role in the recruitment and selection, training and development process for further success of the company. The HR policies of the first hospital affect the entire business systems and practices that influence the attitudes, performance and behaviors of the employees. Bauer et al. (2012) have mentioned that HRM also supports the performance management, performance appraisals and performance feedback. It also supports the senior management, ensuring the goals of the organization and team roles. However, the first hospital also encounters challenges while implementing a potential performance management process. On the other hand, the strategic human resource management is different from the human resource management. Prasad (2013) has sugge sted that the strategic human resource management deals with the strategic business objectives of the organization and an ultimate satisfaction of the basic requirements of individual employee. The fundamental responsibilities of the HRM involves the strategic management, health and safety of the employees, analysis and design of work, HR information system, HR planning, recruitment and selection, managing diversity and work life balance, performance management and employee services. Recommended course of action to the CEO of the First Hospital for Improving HRM The first hospital in the mentioned case study does not possess dedicated HR manager and HR department. Even the finance manager and the CEO run the facilities of the entire HR department of the hospital. The intermediate managers hardly possess any detailed understanding of their roles and responsibilities within the organization. The higher management of the hospital has engaged an efficient HR consultant, who visits the hospital once a week for overseeing the gradual development of HR practices and policies. Kramar (2014) has mentioned that the HRM solely concentrates on managing the close relationship in between the employee and employer. From the mentioned case study, it is a clear fact that the first hospital fails to maintain a perfect working culture and behavior. This hospital encounters several critical problems, such as high level of staff grievances, staff shortages, turnover and absenteeism, which provide challenges to maintain the quality of care and serious accidents i ncluding the staffs and patients. Therefore, there are requirements of relevant and effective recommendations to the CEO for improving the present business operations of HRM at the hospital. The CEO of this particular hospital should recruit potential employees in order to create an HR department. The CEO should arrange an effective training session for the newly hired employees. This training program will help the new HR employees to understand the present business scenario of the hospital and take decision according to that. The training program must cover every responsibility of the HR department, such as the recruitment and selection, training and development, performance management, job analysis and occupational health and safety of the employees of the hospitals. The CEO of the hospital should maintain a proper working environment with engaging only the potential and qualified employees in the HR department. The recruited employees should be appropriate for managing any disputes that may influence the entire business operations of the hospital in an immense manner. The CEO should develop a fair public relation as it helps to control and handle the seminars, formal gatherings and meetings. Importance of Effective HR Policies The owner and the human resource department of an organization usually publish a perfect uniform set of various effective rules and regulations that every employee should abide. As opined by Jensen (2015), effective HR policies, protocols and procedures play a pivotal role for maintain the entire business activities of the company in todays competitive business world. As in the provided case study, there is no fixed HR department in the first hospital; therefore, this organization encounters several complicated cases, such as staff grievances, staff shortage, and turnover absenteeism. The first hospital in the provided case study should incorporate completely new HR policies, rules and regulations in order to solve all of these mentioned challenges. On the other hand, the second hospital is passionate about its present HR activities and department and the effectiveness of the HR department is clearly revealed in its standard quality patient care and maintenance of the provided facili ties to the employees. The implemented HR policies in the second hospital are potential and effective enough to control the staff engagement and the organizational commitment both to its patients and the employees. Lis (2012) has mentioned that the effective HR policies improve the employee orientation, which helps the employees to provide their best performance while performing the allocated tasks within the organization. However, from various researches, it has been revealed that the effective HR policies, protocols and procedures always involve relevant code of conduct, which lists various prohibited behaviors and actions that may influence the working environment of an organization. Even the second hospital in the provided case study strictly follows proper hiring policy, which the first hospital fails to follow. Ulrich et al. (2012) have suggested that the effective HR policies also ensure the fact that the employees of an organization follow the established rules as well as the concerned managers enforce them in consistent manner. All of the employees of second hospital are solely committed to perform their own roles and responsibilities in perfect manner in order to reach the predetermin ed goals of the company. As effective HR policies, rules and regulations have great impact on the organizational success in the particular industry, therefore, the CEO and the higher authority of the first hospital in the provided case study should incorporate completely new and potential HR policies in order to solve all current difficulties within the organization. Key Features of Building Sustainable HR Capability Wagner (2013) has referred that the sustainable HR practices involve the environmental, economical and social factors for further development of the organization. Most of the organizations have understood the importance of maintaining the sustainable HR practices in order to achieve the long-term goals of the organization. The key feature of building a sustainable HR capability suggests generating long-term benefits with a perfect creation of a virtuous cycle in between the environmental, economic and social consideration (Ehnert et al., 2014). It also involves forming sustainability strategies and making an absolute commitment for appropriate business activities within the particular industry. The first hospital in the provided case scenario should evaluate the sustainable journey of the HR department after establishing a new HR department. Therefore, the CEO and the higher management of the first hospital should understand the requirements of maintaining and promote the sustainable HR practices within the organization for further development in the healthcare sector. The major factor in building the sustainable HR practices involves the realization of creating shareholder value in long-term basis (Garg, 2014). The key features of building the sustainable HR practices within the organization also involves the maintaining of brand and reputation, developed access to the capital, innovation and efficiency, appropriate financial performance, and social benefits. On the other hand, it also engages the close relationship in between the stakeholders and efficient management and the improved ability to attract and retain the talent of the organization (Jose Mampilly, 2012). As those organizations, which strictly follow sustainable HR practices are successful in meeting the exact expectations of both the external and internal stakeholders for instances, the customers, shareholders, communities and the government, therefore, the first hospital should support and promote sustainable HR practices. The key features of building sustainable HR capabilities involve the implementation of sustainable business operations due to adequate integration with the effective business strategies (Ehnert et al., 2013). Another major feature of the sustainable HR involves its close association with the maintenance of corporate social responsibility (CSR) in immense manner. With the strict following of the sustainable HR practices the first hospital in the provided case scenario can promote the reduction of emissions and carbon footprint in order to support a green environment in the healthcare sector. Even this particular hospital can create perfect trustworthiness and reach a large variety of patients with a strict following of the sustainable HR practices. On the other hand, the features of the sustainable HR practices also include the sustainability initiatives, for instances the employee volunteering programs that can enrich the work experience and can build suitable team skills (Marescaux et al., 2013). It also resolves the critical sustainability issues that may affect the gradual success of the business organization. After understanding all the mentioned key features of building a sustainable HR capability, the CEO of the first hospital should incorporate a new sustainable HR department within the hospital for resolving the existing issues. The sustainable HR practices also help to maintain proper ethics and social responsibilities with suitable code of conducts and set of standards. Application of HRM Theories According to Cherian Jacob (2012), the HRM theories are closely interlinked with the motivation, opportunity and ability of the employees of an organization. All of these factors are essential for improving the employee performance in immense manner. The expectancy theory states that an individual possess natural capability to act or behave in certain ways as they are motivated for selecting particular behavior rather than other existing behaviors. Even the motivational theories are closely interlinked with the HRM theories as both of these theories suggest self-motivation, responsibility and requirement of understanding of the exact position in the organizational hierarchy (Beltrn?Martn Roca?Puig, 2013). The first hospital should understand the application of the HRM theories while building a new HR department for the organization. Recommendations In order to improve the sustainable HR practices of an organization, the higher management should follow some effective and relevant recommendations. The organization should value the importance of human capital development for enhancing the competencies and knowledge. The organization should align and define the organizational purpose before recruit and select the suitable candidates for the success. The organization should concentrate on employee strengths for bringing out the learning and development opportunities. The organization should empower the employees and support innovation for creating a perfect sustainable HR practices. The organization should acquire adequate HR resources and tools for development and empowerment of the associated employees. If an organization strictly follows all of these mentioned recommendations, then it can establish a perfect and potential sustainable HR department. Conclusion On the completion of this report, it is a clear fact that the nexus in between human resource and sustainability is an intangible one. The major tenets of the sustainability suggest the gradual development of the positive benefits of the business activities for all existing stakeholders. The sustainable HR practices involve a proper training and development process in order to involve the recruited employees in the workplace initiatives. Employee communication is another major feature of the sustainable HR practices within the organization as it facilitates the basic discussion in between the hierarchies and departments. References Bauer, T. N., Erdogan, B., Taylor, S. (2012). Creating and maintaining environmentally sustainable organizations: Recruitment and onboarding. Beltrn?Martn, I., Roca?Puig, V. (2013). Promoting employee flexibility through HR practices.Human Resource Management,52(5), 645-674. Cherian, J., Jacob, J. (2012). A study of green HR practices and its effective implementation in the organization: a review.International journal of business and Management,7(21), 25. Ehnert, I., Harry, W. (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special issue.Management revue, 221-238. Ehnert, I., Harry, W., Zink, K. J. (2014). Sustainability and HRM. InSustainability and Human Resource Management(pp. 3-32). Springer Berlin Heidelberg. Ehnert, I., Harry, W., Zink, K. J. (Eds.). (2013).Sustainability and human resource management: Developing sustainable business organizations. Springer Science Business Media. Garg, B. (2014). Human Resource-Driving Force of Sustainable Business Practices.International Journal of Innovative Research Development, Forthcoming. Jensen, H. R. (2015). Creating and maintaining sustainable relationships with customers in consumer markets. InProceedings of the 1997 World Marketing Congress(pp. 631-635). Springer International Publishing. Jose, G., Mampilly, S. R. (2012). Satisfaction with HR practices and employee engagement: A social exchange perspective.Journal of Economics and Behavioral Studies,4(7), 423. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Lis, B. (2012). The relevance of corporate social responsibility for a sustainable human resource management: an analysis of organizational attractiveness as a determinant in employees' selection of a (potential) employer.Management Revue, 279-295. Marescaux, E., De Winne, S., Sels, L. (2013). HR practices and affective organisational commitment:(when) does HR differentiation pay off?.Human Resource Management Journal,23(4), 329-345. Prasad, R. S. (2013). Green HRM-Partner in Sustainable Competitive Growth.Journal of Management Sciences And Technology,1(1), 15-18. Sharma, A., Narang, G. S. (2012). Achieving competitive advantage through hr practices. InNational Conference on Emerging Challenges for Sustainable Business(Vol. 46, No. 3, pp. 750-766). Ulrich, D., Brockbank, W., Younger, J., Ulrich, M. (2012).Global HR competencies: Mastering competitive value from the outside-in. McGraw Hill Professional. Wagner, M. (2013). Greenhuman resource benefits: do they matter as determinants of environmental management system implementation?.Journal of Business Ethics,114(3), 443-456.

The issue of gender inequality has been widely inc Essays

The issue of gender inequality has been widely increasing and affecting our community. It is considered to be an important moral principle that should be followed by all members of society and that it requires the proper investigation in order to find solutions. Moreover, the significance of the issue of gender inequality is reflected in everyday situations. There are many examples, which demonstrate how the participation of men in our community is more than how it is for women. As well as that, gender stereotypes can be found at home, at work and even in schools. These phrases prove the existence of stereotypes caused by gender inequality. One of the main examples that proves this issue, is objectifying women to objects such as candies, lollipops and fruits! Not only is the comparison offensive since it basically suggests that a person with a functioning brain can be compared to a lollipop, it also suggests that an inevitable link exists between "being a wrapped lollipop" and being a good woman. Which directs us to the question: is it about the veil alone? Is it logical to assume that a "Lollipop's plastic wrap" or a veil undoubtedly lead to the inside being good in all scenarios? Is it plausible and civilized to assume that an unveiled woman is an open invitation to harassment since she is surely not modest, because she isn't wearing a veil? If the case was just a wrap for the body, then why are women required to abide by the rules of Islam regarding faith, morals, and daily behaviors? It is such a pity how they address women nowadays to objects that suggest the fact that women must be veiled in order for men not to h arass them. Another common example in some Arabian countries, is that men created the illusion of women being queens in order to forbid them from practicing their basic rights such as driving, being independent and having a career. Not only does this rely on the most irrelevant aspects of being a queen, but it's also used to justify the robbery of rights. Also, there is this false assumption in the "queen" metaphor, which is that a women's optimal dream is lethargy, dependency, and a careless life of rolling in cash earned by her husband. To sum it up, I believe that if we are taking this issue into action about creating a fairer and productive future for young women we need to stop fixing women and start working on men. We need to reframe the way we think about working women and stop placing limitations on their desires and abilities to pursue ambitious, successful careers. Also, We need to establish equality at home in order to have equality in the workplace and raise awareness about the consequences of this major issue by having more women's rights supporting groups.