Background Of IHRM In China

Background Of IHRM In China In the 21st century, HR managers have to meet new challenges. The economy and markets are varied from those of a decade ago. As patterns have modified, the characteristics influencing International Human Resource Management (IHRM) are also changed due to the unfavorable effects of the rising internationalization of all industries particularly to the ones that functions worldwide (Briscoe and Schuler, 2009). Such organizations must build up effective structures and operates in order to keep up to pace with significance, modern trends and policies. The capability of a business to stay in substantial era of time in the industry where it belongs is one measure of its accomplishment. With the recent globalization, every business must operate more successfully in order to sustain with the higher needs of customers and to go with the current of the dynamics of global business competition (Brewster. and Vernon, 2007). Actually, the internationalization of businesses resulted in the developin g application of expatriates to manage growing numbers of global operations. Therefore, a complete acknowledgement of organizational labor force and progress of organizational systems and procedures that will allow people to add value within a larger organizational unit is required. (Brewster. and Vernon, 2007) 1.1 Aim/Purpose of the Paper The purpose of this paper is to discuss the approaches and challenges of International Human Resource Management (IHRM) in the international environment (China) while operating in diverse cultures by identifying the current issues in IHRM to set the future directions. 1.2 Background of IHRM in China With the passage of time there is an increase in the complexity of workforce management in China. There are many factors associated with the growth of human resource management profession and one of the main factors of the attitude of the workforce and the people towards work, changes in the laws that deal with employment-related issues and various sociological trends (Kidd, 2006). The human resources in the Chinese organizations now recognize the importance of the relationship that exists between strategy, technology, people and the main processes that are able to make the organizations more successful. Although there are many organizations in china that have realized the importance but still the progress in the field of HR has been rather slow. (Kidd, 2006) In the older times it has been seen that most important principles of the human resources were used. Human resources have been used in the older times when the tribal leaders were to be selected. The selection process included the recording of the related knowledge and passing this knowledge on to the other tribal people as the knowledge was composed on the information about the safety, hunting, health, and gathering. Advancements in the human resources were seen between 1000 B.C to 2000 B.C. Chinese are the pioneers in using employee screening techniques that started in 1115 B.C. (Kidd, 2006) Since the field of HRM started in china many names have been given to the field. Some of the important names that have been given to the HRM field include personnel relations, industrial relations, employee relations and human resources. Human resources among all other names have been considered as the most suitable name (Richter, 2006). I strongly believe that human resources are the most apt name for it. This is the word that shows that for an organization, human capital is the most important. (Evans and Pucik, 2002) In 1979, Open Door Policy was adopted by China and this is the policy that has been seen as a potential growth forum for the industries in china. There has been a great opening of the markets that has brought in many opportunities for the Chinese but with this many issues and for the foreign enterprises. China has been known for its unique political, economic and cultural environment that makes it hard for the foreign organizations having businesses in China to manage their employees in China. Thereby there are many cross cultural implications for the international business in china as there are issues to be faced in designing and implementing the management training programs. With this the researchers have argued that there is a need of more studies and research on the development of management principles in China. Most of the research has been conducted on the human resources and the practices that have been followed and a very limited concentration has been focused on management d evelopment. (Budhwar, 2004) There has been an increase in the foreign investment in china in the last twenty years. Since the year 1978 there has been a 9% increase in the Chinese economic growth (Budhwar, 2004). In 1996, the economists have reported that the growth in GDP was 9.7%. In the first fiscal months of 1996, the foreign investments were on an average US$7.74 billion. In the year of 1995, china stood second among the countries that attracted foreign investments while the first position was held by USA, having a 42% share of investments made in Asian countries. (Budhwar, 2004) China is seen to be modernizing as there is a large scale reformation in the industrial enterprises so that the problems that are being faced by the industries are solved (Smith, 2005). The changes that have been incorporated in the industries include an increased entrepreneurial autonomy, an increase in the private and rural enterprises, increase in foreign direct investment, an increase in the volumes exported to the developed world, an increase in globalization that has caused an increase in the competition that has led to an increase in business with international market. (William, 2007) Major changes have been seen in china after the increase in joint ventures as these are the ventures that have asked for increased improvement and better performance. But there has been a resistance in changing the ongoing business scenario thus there has been avoidance in the manager level responsibility (Dowling, 2009). There has been an increase in the pressure created by international managers that makes Chinese managers adopt a defensive stance. Thereby there is a need to acknowledge the Chinese system of industrial governance as this is the system that can help in the explanation of the behaviors of the managers that has been shaped by a long gone dependency culture. Here an important example is that of china where a small defensive mode adopted to avoid a single responsibility is defined as collective irresponsibility. This is regarded as a form of a defensive mechanism that is up taken by the managers (Smith, 2005). If there are increased pressures from the international mana gers in case of joint ventures than there are further changes in the local management. In this case it has been realized that important roles are played by providing the managers benefits that include employment and job security and social benefits that are inclusive of health care and housing. (Richter, 2006) In addition to this it has been seen that there has been an existence of the pre-industrial behavior that reflect deference towards hierarchy. These are the kinds of behaviors and attitudes that support a general acceptance towards authoritarian state socialism. This is the situation that can be compared with the communists who have been successful in preserving their cultural values as these values have been seen to be reliable while giving up on the values that have been threatening and harmful. Thereby from here it can be seen that the system is overly dominated on the industrialization and it has caused a great change in the economies, and resources. (William, 2007) There has been a shortage of managerial competence in China and one of the main causes is the systematic industrialization in china. From here it can be deduced that in the changing world of competing markets and increased competition there is a need that the managers in china have more skills in the competitive environment (Dowling, 2009). On the other hand it has been seen that the countries that suffers from the shortage of skilled managers can lag behind in development of better management that is also because of the reason that there are barriers to train managers for better skills. 2.0 Key Human Resource (HR) Practices in China The dramatic reforms in the Chinese economy have immensely influenced the role of the manager in Chinese community. The managers function is altering from a focus mostly on people-problems towards the need for knowledge of the market, financial management and thinking tactically to support competition and cope with joint ventures (Dowling, 2009). As a result, such reforms have generated questions about Chinese managers aptitudes to cope with competition, insecurity, volatility and increased independence. The localization of the administration group in the overseas-invested businesses, due to the cost reasons, puts strong needs on the universal management progress of local managers and experts. (Brewster. and Vernon, 2007) Management in contemporary China is argued to be described as an exact science with an evident and definable understanding base, with a collection of quantitative and operational techniques with general applicability connected to specialized functional expertise (Hutchings, 2006). This is maintained by the proof of a knowledge-based program for trainee managers where an excellent deal of stress is placed on the conventional numbers-oriented (difficult) subjects and far less time is spent on individuals-oriented (easy) subjects. Behind this approach are three problems- professional context, custom and ideology all uniting to dictate this particularly Chinese understanding of the hypothesis and practice of management? Management growth within the conventional educational system is defined as: supporting the more didactic, educator-centered teaching techniques; a focus on hypothesis rather than on experience with little contact with the broader industrial society; and a lack of well ed ucated and well trained management trainers. (Hutchings, 2006) Chinas successful progress as a key economic supremacy can only be obtained with the help of highly qualified, professionally trained administration (Dowling, 2009). In China the management training process is not only associated with economic basis and progress, but also to political and ideological beliefs. Since management progress is supposed as a significant means of improving managerial ability and improving competitive benefit, international firms engaged in joint ventures need to be aware of the cross-cultural implications in the design and implementation of management training courses for Chinese managers and its incorporation into the strategic HR system. (Dowling, 2009) 2.1 Recruitment and Selection It is a critical stage when the firms in China proceed to hire employees to fill the vacancies it has recognized. At the employment stage the firm attracts people to apply for its jobs; at the hiring stage it selects the best individual for the job or jobs from among the people it has fascinated. Employment and selection, thus, refers to the group of methods used to hire and select employees to execute the jobs recognized within the firm. (Cooke, 2007) 2.1.1 Cultural Issues At the time of enrollment and selection procedure in China, firm culture is the most significant and the most complicated part of such organization analysis since various candidates have different insight to same organization culture and moreover, various people communicate with the setting in which they work in a different manner. On the other hand, a thorough organization analysis could be done to emphasize the selection standard. (Warner, 2003) 2.1.2 Cost Benefit Analysis Chinese firms also make cost and advantage analysis at the time of selection and enrollment. The procedure of selection can be expensive, and some recruitment methods could be even more costly, such that some firms could only employ them for a few major vacancies. When a firm chooses its recruitment methods, it would try to assess whether the struggles will be worthwhile. To determine on the most cost-effective techniques, both the costs and the advantages related with the recruitment techniques should be considered. (Cooke, 2007) 2.1.3 Personality Test Personality test has also been adopted in China in selection procedure. They observe aspects of personality that have been demonstrated through research to associate with performance at workplace. Most personality assessments are self-report, where candidates are asked to note how they see themselves on a number of characteristics or behavior. Some items may be unlimited questions asking about preferred actions, and some items may be a selection from a range of statements, asking individual to select which statement most resembles them or is most contrasting them. (Wright, 2004) 2.2 Training and Development Although personnel develop their expertise through every day work, as we have just noted, firms often give additional proper learning chances. These may be off-the-job training programs, or they may contain work based development courses. We can also contain post-graduate qualifications such as the one you are studying for now. Personnel development is an identification that employees may need to develop modern skills or get new information, both for their own growth and to fulfill the firms requirements. (William, 2007) 2.2.1 Cultural Issues When multinationals turn into or with other nations there may be a supposition that because everybody within the firm is working for the same objectives and to the same standards, they will automatically interact, think and view the world in the similar way. When various cultures start working together, issues or complexities occur that several people within these firms are not expert or adept enough to cope with efficiently. This can merely be because they have never had to cope with the problem before. (Wright, 2004) 2.2.2 Language Barriers Language is the most significant thing when Chinese firms offer training to their staff. In China language is often the least complicated hurdle to breach. When we recognize there may be language variations, we have a greater understanding of the potential for issues. On the other hand, much more often its a totally different way of seeing things and an incapability, or reluctance, to see what the other individual is seeing that causes the complexities. (William, 2007) 2.2.3 Misunderstanding the Norms The most major problem in China we can say that misinterpretation the norm because the other individual understands our language (or we understand theirs) that we speak the same language. Often we dont. Even when our Native language is the same, we dont speak it the same way. When we work with other cultures, its easy to be affected by general stereotypes, misunderstandings and biases about our new colleagues. Without understanding it, we carry those understandings and stereotypes into meetings, conferences, training or even social get-together that can make interaction hard and difficult work. (Smith, 2005) 2.3 Performance Management and Appraisal Once the best candidate has been selected and has begun work, firms often wished to observe their work and help them to grow. In the first example, monitoring and growth happens through the normal procedures of daily work, where employees develop themselves with the help of their supervisors (Wright, 2004). On the other hand, some firms have recently begun to take a systematic advancement to the management of individual conduct, seeing it in the perspective of the overall policy of the firm: this is what has come to be called performance management. Several firms have also established it wanted to institute a formal annual review of performance, executed jointly by the worker and his or her supervisor: this is what is called performance evaluation? (Wright, 2004) 2.3.1 Cultural Dimensions In the China more and more shrinking business world, the firm has arrived with a bang. With it have come cultural problems of race, ethnicity, unlike educational background, language problems, etc. The firms in China are striving for proper alignment of cultural variations between workers of towards increasing organizational effectiveness and output. Such firms are evolving performance assessment methods appropriate for measuring and assessing worker performance along cultural dimensions. (Selmer, 2001) 2.3.2 Power Issues in Appraisal In appraising the workers in China power is major threat to companies while appraising the workers. In high power gap cultures, authority is focused at the top of a vertical organizational structure (Jackson, 2005). There are comparatively more supervisory employees, and the resulting variations in power are an accepted disparity between higher-level and lower-level people. Managers depend on formalized roles in which authority is vested and employees expect to be explained what to do without discussion. Close management and authoritative leadership are estimated to lead to job fulfillment, higher performance, and raised output. (Jackson, 2005) 2.3.3 Uncertainty Avoidance Improbability avoidance is the level to which participants of a firm in China fear the unexpected at the time of appraisal. Cultures with a low level of Improbability avoidance do not feel pressure while appraising and endangered when faced with reform and vagueness. Low uncertainty avoidance cultures have a comparatively short average time of job with each organization and feel little loyalty to the company. Although self employment is rare, they choose to work for smaller firms. (Selmer, 2001) 2.4 Compensation Management Deciding how much and in what way employees should be paid is a key part of HR management. Pay assessments are based not only on workers performance, but contain data from more universal performance management and assessment processes, such as an analysis of the movement of payment rates in the external marketplace. (Jackson, 2005) 2.4.1 Cultural Dimensions In Chinese culture, worker name pay-for-performance as the most essential tool in getting the greatest financial consequences at their firms. But, adopting real, pay-for-performance is simpler said than done. In Chinese culture workforces who outperform their colleagues will be rewarded properly, feel valued and content and more likely to stay with your firm. (Selmer, 2001) 2.4.2 Evolution of Compensation Nowadays in China compensation techniques have come from a long way. With the altering organizational structures employees need and compensation techniques have also been altering. From the bureaucratic firms to the participative firms, workers have begun asking for their rights and proper compensations. The higher education standards and higher expertise needed for the employment have made the firms provide competitive compensations to their workers. (Siam, 2007) 2.4.3 Modern Compensation Systems Nowadays the compensation systems are intended aligned to the business objectives and policies. The workers are required to work and take their own decisions. Administration is being delegated. Workers feel secured and valued in the company. Firms offer financial and non-monetary advantages to attract and retain the best talents in the competitive atmosphere. Some of the advantages are special allowances like mobile, firms vehicle; House rent allowances; statutory leaves, etc. (Shen, 2007) 2.5 Labor Relations To make sure productive worker relations, human resources management practitioners must cope with the administration of the relation between the employer and the employees as a whole. In several states and employers a trade union or unions represent employees (Siam, 2007). On the other hand, we will discuss that employment relations are a concern of the human resources manager even if his or her firm is not unionized: she or he must still determine, among other things, how the firm is going to interact with its employees, and the extent to which workers should involve in the management of the firm. 2.5.1 Cultural Dimensions Cultural issues do not describe or affect the way labor relations are executed in Chinas workplace, as several consider they do. The effect of the international market has considerably changed the way labor relations are really followed in China, which is called an international market paradigm. However, Collectivism and Confucianism carry on to affect labor relations in China and the ideological and cultural leftovers still to be found could influence Chinas relations with other countries for years to come. (Siam, 2007) 2.5.2 Employment Policies and Manuals Every firm in China keeps employment strategies and worker manual for workers of any stage. These strategies manuals helps the workers and firms in keeping good relationship by resolving disagreement through the proper processes previously discussed before job. (Siam, 2007) 2.5.3 Unemployment Benefits Many Chinese firms keep proper scheduling about personnel performance to curtail unemployment taxes and evaluation and in defending claims for advantages in managerial proceedings and court petitions. (Shen, 2007) 3.0 IHRM Environmental Factors in China Much of the development in the human resources function over the last thirty years may be typified to its vital role in keeping the firm out of dilemma with the law in China. Most companies are intensely concerned with possible liability resulting from staff decisions that may breach laws endorsed by the state legislatures, and/or local administrations. These laws are persistently understood in thousands of cases brought before regime agencies, federal courts, state courts, and the Supreme Court. (Smith, 2005) 3.1 Government Actions In China the HR management of company relies to a large extent on its capability to deal successfully with administration actions. Operating within the legal structure devise by Government needs keeping track of the external official environment and developing internal procedures (for instance, management training and grievance processes) to make sure compliance and reduce complaints. Several firms are now developing formal strategies on sexual harassment and setting up internal administrative channels to cope with alleged events before workers feel the need to file a case. (Shen, 2007) 3.2 Regional Economic and Political Activity Regional monetary and political activity often has a varied effect on public- and private sector companies. Still, politicians and economy in China typically exert much more control over organizational confronts than over environmental confronts in recruiting staff, determining pay, providing promotions, etc (Shen, 2007). Nevertheless successful managers spot organizational problems and cope with them before they become major issues. Only supervisors who are well educated about significant HR problems and organizational confronts can do this. These challenges encompass the requirement for a competitive position and flexibility, the issues of downscaling and organizational reform, the use of self-managed work groups, the growth of small businesses, the need to develop a strong organizational culture, the part of technology, and the development of outsourcing. (Shen, 2007) 3.3 Cultural Diversity The future achievement of any firms depends on the tendency to manage a diverse body of aptitude that can bring new ideas, views and prospective to their work. The challenge and issues encountered of workplace diversity can be turned into a tactical organizational asset if a firm is capable to capitalize on this melting pot of different talents (Selmer, 2001). With the merge of talents in China of different cultural backgrounds, genders, ages and way of life, a firm respond to business possibilities more quickly and creatively, particularly in the international arena, which must be one of the significant organizational objectives to be achieved. More significantly, if the organizational atmosphere does not support diversity generally, one risks losing talent to rivals. (Selmer, 2001) 4.0 IHRM and China Recently the firms in China are encountering the cultural diversity. The challenge of workplace diversity is also common amongst Singapores Small and Medium Enterprises (SMEs). With a population of only 4 million individuals and the nations struggle towards high technology and knowledge-based economy; overseas talents are attracted to share their skills in these fields (Cooper and De Cieri, 2007). Therefore, many local human resources managers have to experience cultural-based HR Management training to enhance their capabilities to inspire a group of expert that are highly educated but culturally diverse. Moreover, the human resources professional must assure the local experts that these overseas talents are not a danger to their career development. In several ways, the efficacy of workplace diversity management is reliant on the skilful balancing act of the human resources manager. (Cooper and De Cieri, 2007) One of the major causes for unproductive workplace diversity management is the tendency to pigeonhole workers, placing them in a various silo based on their diversity profile (Hutchings, 2006). In the actual world, diversity cannot be simply classified and those firms that react to human difficulty by leveraging the talents of a wider workforce will be the most useful in flourishing their businesses and their client base. 5.0 IHRM and China As the real diversity is the major problem in China, so in order to successfully manage workplace diversity, Human Resources Manager needs to reform from an ethnocentric view our way is the best way to an ethnically relative view lets take the best of a variety of ways (Warner, 2003). This change in philosophy has to be inbuilt in the managerial structure of the Human Resources Manager in his/her planning, organizing, directing and managing of organizational resources. (Warner, 2003) Most firms in China have determined to begin mentoring program in the future. Because this is the best method to manage workplace diversity problems through initiating a diversity mentoring program. This could entail engaging different departmental supervisors in a mentoring program to coach and provide feedback to workers who are different from them. In order for the program to run effectively, it is wise to give practical training for these supervisors or seek help from advisors and professionals in this field. (Warner, 2003) 6.0 Conclusion The conventional functions of Human Resources Management now need to be tactically directed towards flourishing and sustaining organizational abilities, through activities that overlap with conventional business operations such as finance, marketing, and non-conventional operations, such as knowledge management. HR Information System has great importance in every field. It can execute an essential role and help the interactions procedure in the organization. Most significantly, firms can appoint and retain the leading performers, enhance output and improve job satisfaction of the workers. Human Resources Manager has the liability to amplify competence and profit, but in the current scenario, the role of Human Resources manager is altering quickly due to changes in regime policies, unions, labor legislations and technological advancement. The trends have occurred in the firm, HR planning, job design, enthusiasm, and employment and skill development and worker relations. The challenges can be encountered by Human Resources Manager effectively, if appropriate strategies are adopted. Therefore, the role of Human Resources Manager will be more vital in future due to the emerging scenario.

Trapped by the Views of Others Essay -- Comparative, Howells, Gilman,

In the stories of Editha, The Story of An Hour and The Yellow Wallpaper the realism technique of writing is demonstrated by the omission of fixed, idealistic endings of stories that aren’t realistic. The authors incorporate their characters’ lack of freedom and tragic endings in these stories, which in turn leads readers to experience a realistic conclusion as opposed to an idealistic one. Editha written by William Dean Howells, is a short story of a young woman’s naà ¯ve views about war and heroic love. Editha foolishly wants her fiancà ©e George, to prove his love for her and believes that going to war would be â€Å"the completion of her ideal of him† (p 372). She views love as an act that must be established by a heroic deed as the author states, â€Å"if he could do something worthy to have won her—be a hero, her hero—it would be even better than if he had done it before asking her; it would be grander† (p 372). George’s view on war is much different than Editha’s; he knows that war causes much pain and suffering as his own father lost his arm in the Civil War. When Editha cleverly persuades George to enlist, he loses his freedom as he states, â€Å"I know you always have the highest idea. When I differ from you, I ought to doubt myself† (p 373). At this point George has given up his liberty to follow his own beliefs, he further states, â€Å"There is a sort of fascination in it. I suppose that at the bottom of his heart every man would like at times to have his courage tested; to see how he would act† (p 373). As the story unfolds, George goes off to war only to meet his untimely death during his first skirmish. The ending of this tale is one of realism as opposed to an idealistic one. The ideal ending would have been one in which Georg... ...peration as she finds comfort in the yellow wallpaper. The story ends with the narrator completely going crazy. Her husband unlocks the bedroom door only to find her creeping around in a room full of ripped yellow wallpaper and he faints. The ending of this tale is also one of realism as opposed to an idealistic one. The ideal ending would have been if John would have been wise enough to seek help for his wife as opposed to ignoring her condition due to the fact that he could not acknowledge his inability to help her. In conclusion these stories exhibit three characters’ lack freedom compelled by human nature that one has the right to impose their ideals on others. The tragic endings of these stories demonstrate realistic endings of that time frame. One can only assume that the endings of these stories would be more idealistic in these contemporary times.

Succubus Revealed Chapter 3

The crisp paper with its laser printing was a lot different from scrawling script on vellum, but I knew an official transfer letter when I saw one. I'd received dozens in the last millennia, in various forms, pointing me on to new assignments and locations. The last one had come to me while I was in London fifteen years ago. From there, I'd moved here to Seattle. And now this one was telling me it was time to move on yet again. To leave Seattle. â€Å"No,† I breathed, far too soft for Seth to hear. â€Å"No.† I knew this letter was legitimate. It wasn't a forgery. It wasn't a joke sent on Hell's stationery. What I was praying for was that this official transfer order had just been sent to me in error. The letter had no information about my next assignment because, per protocol, employees were usually briefed by their archdemons before a transfer. The letter then came afterward, to make the termination of the old job and start of the new one official. I'd seen my archdemon less than twelve hours ago. Surely, surely, if this was real, Jerome could have brought himself to at least mention it. The transfer of a succubus would be a big deal for him. He'd have to juggle both the fallout of losing me and gaining someone else. But, no. Jerome hadn't behaved as though he had a major personnel change coming. He'd said nothing to even hint about it. One would think this would have trumped his bowling league just a little. I realized I was holding my breath and forced myself to start breathing again. A mistake. Whoever had sent this had clearly made a mistake. Lifting my eyes from the paper, I focused on Seth's sleeping form. He was sprawled in his usual way, with his limbs all over the bed. Light and shadow played across his face, and I felt tears spring to my eyes as I studied those beloved features. Leaving Seattle. Leaving Seth. No, no, no. I wouldn't cry. I wouldn't cry because there was nothing to cry about. This was a mistake. It had to be because there was no way the universe could be this cruel to me. I had already gone through too much. I was happy now. Seth and I had fought our battles to be together. We'd finally achieved our dream. That couldn't be taken away from me, not now. Can't it? A nasty voice in my head pointed out the obvious. You sold your soul. You're damned. Why should the universe owe you anything? You don't deserve happiness. You should have this taken away from you. Jerome. I had to talk to Jerome. He would sort this out. I folded the letter four times and stuffed it into my purse. Grabbing my cell phone, I headed for the door and shape-shifted on a robe. I managed to slip out of the room without a sound, but my victory was short-lived. I'd hoped to be able to sneak outside, past Ian in the living room, and call Jerome in privacy. Unfortunately, I never made it that far. Both Ian and Margaret were up and awake, forcing me to stop middial. Margaret stood in the kitchen cooking something on the stove while he sat at the kitchen table. â€Å"Mom,† he was saying, â€Å"it doesn't matter what the water-to-coffee ratio is. You can't make an Americano out of drip. Especially with that Starbucks crap Seth buys.† â€Å"Actually,† I said, slipping the phone regretfully into my robe's pocket, â€Å"I bought that coffee. It's not that bad. It's a Seattle institution, you know.† Ian didn't look as though he'd hit the shower yet, but at least he was dressed. He regarded me critically. â€Å"Starbucks? They might have been okay before they became mainstream, but now they're just another corporate monstrosity that all the sheep flock to.† He swirled his coffee mug around. â€Å"Back in Chicago, I go to this really great hole-in-the-wall cafe that's run by this guy who used to be a bass player in an indie rock band you've probably never heard off. The espresso he serves is so authentic, it's mind-blowing. Of course, most people have no clue because it's not the kind of place mainstream people tend to frequent.† â€Å"So,† I said, suspecting one could make a drinking game out of how many times Ian used â€Å"mainstream† in a conversation, â€Å"I guess that means there's plenty of Starbucks here for me.† Margaret nodded briefly toward Seth's coffeemaker. â€Å"Have a cup with us.† She turned around and continued cooking. The phone was burning in my pocket. I wanted to sprint toward the door and had to force myself to behave normally in front of Seth's family. I poured myself a cup of delicious corporate coffee and tried not to act like they were keeping me from a phone call that could change the rest of my life. Soon, I told myself. I'd have answers soon. Jerome probably wasn't even up. I could delay here briefly for the sake of politeness and then get my answers. â€Å"You're up early,† I said, taking my coffee over to a corner that gave me a good view of both Mortensens. And the door. â€Å"Hardly,† said Margaret. â€Å"It's nearly eight. Ten, where we come from.† â€Å"I suppose so,† I murmured, sipping from my mug. Since signing up for Team North Pole, I hardly ever saw this side of noon anymore. Children didn't usually hit Santa up for Christmas requests so early, not even the ones at the mall I worked at. â€Å"Are you a writer too?† asked Margaret, flipping over something with a flourish. â€Å"Is that why you pull such crazy hours?† â€Å"Er, no. But I do usually work later in the day. I work, um, retail, so I'm on mall hours.† â€Å"The mall,† scoffed Ian. Margaret turned from the stove and glared at her son. â€Å"Don't act like you never go there. Half your wardrobe's from Fox Valley.† Ian actually turned pink. â€Å"That's not true!† â€Å"Didn't you get your coat at Abernathy & Finch?† she prodded. â€Å"It's Abercrombie & Fitch! And, no, of course I didn't.† Margaret's expression spoke legions. She took down two plates from the cupboard and stacked them high with pancakes. She delivered one to Ian and the other to me. I started to hand it back. â€Å"Wait. Is this your breakfast? I can't eat this.† She fixed with me with a steely gaze and then looked me up and down. It gave me a good view of the quilted teddy bears on her sweatshirt. â€Å"Oh? Are you one of those girls who doesn't eat real food? Is your usual breakfast coffee and grapefruit?† She gave a calculated pause. â€Å"Or do you not trust my cooking?† â€Å"What? No!† I hastily put my plate on the table and took a chair across from Ian. â€Å"This looks great.† â€Å"Usually I'm vegan,† said Ian, pouring syrup on the pancakes. â€Å"But I make exceptions for Mom.† I really, really should have let it go but couldn't help saying, â€Å"I didn't think ‘usually' and ‘vegan' go together. You either are or you aren't. If you're making exceptions some of the time, then I don't think you get the title. I mean, sometimes I put cream in my coffee and sometimes I don't. I don't call myself vegan on black days.† He sighed in disgust. â€Å"I'm vegan ironically.† I returned to my pancakes. Margaret was back to cooking again, presumably her own breakfast now, but still continued the conversation. â€Å"How long have you and Seth been seeing each other?† â€Å"Well . . .† I used chewing as an excuse to formulate my thoughts. â€Å"That's kind of hard to answer. We've, um, dated off and on for the last year.† Ian frowned. â€Å"Wasn't Seth engaged for part of the last year?† I was on the verge of saying, â€Å"He was engaged ironically,† when Seth himself emerged from the bedroom. I was grateful for the distraction from explaining our relationship but not pleased to see Seth up. â€Å"Hey!† I said. â€Å"Go back to bed. You need more sleep.† â€Å"Good morning to you too,† he said. He brushed a kiss against his mother's cheek and the joined us at the table. â€Å"I mean it,† I said. â€Å"This is your chance to sleep in.† â€Å"I got all the sleep I need,† he countered, stifling a yawn. â€Å"Besides, I promised to make cupcakes for the twins. Their class is having a holiday party today.† † ‘Holiday,' † muttered Margaret. â€Å"Whatever happened to Christmas?† â€Å"I can help you,† I told Seth. â€Å"Well . . . that is, after I take care of a couple of things.† â€Å"I can make them.† Margaret was already going through the cupboards, seeking ingredients. â€Å"I've been making cupcakes before any of you were born.† Seth and I exchanged glances at that. â€Å"Actually,† he said, â€Å"I can make them on my own. What would help the most, Mom, is if you could go to Kayla's school today. She's got a half day, and Andrea will need babysitting.† He nodded at me. â€Å"You work tonight, right? Come help me with the twins. I know they can use more volunteers. Elf costume optional. And you . . .† He turned to Ian and trailed off, at a loss for how Ian could actually be helpful. Ian straightened up importantly. â€Å"I'll go find an organic bakery and pick up some stuff for the kids who want to eat baked goods that are made with free-range ingredients and don't contain animal products.† â€Å"What, like free-range flour?† I asked incredulously. â€Å"Ian, they're seven,† said Seth. â€Å"What's your point?† asked Ian. â€Å"This is my way of helping out.† Seth sighed. â€Å"Fine. Go for it.† â€Å"Cool,† said Ian. He paused eloquently. â€Å"Can I borrow some money?† Margaret soon insisted that Seth have breakfast before attempting anything else, and I took advantage of his becoming the center of attention. I quickly put on casual clothes and made a polite exit, thanking her for breakfast and telling him that I would meet up with him at the twins' school for cupcake distribution. As soon as I'd cleared the condo, I began dialing the phone again. Unsurprisingly, I got Jerome's voice mail. I left him a message and made no attempt to hide my urgency . . . or irritation. That kind of attitude wasn't going to endear me to him, but I was too pissed off to care. This transfer was a big deal. If there was any chance of its legitimacy, he really should have given me a greater heads-up. Back at my place, my cats Aubrey and Godiva were happy to see me. Actually, I think they were just happy to see anyone who could feed them. They were lying in front of Roman's closed bedroom door when I walked in and immediately jumped up. They pranced over to me, snaking around my ankles and bombarding me with piteous meows until I refilled their food dishes. After that, I was old news. I toyed with the idea of waking up Roman. I really, really wanted to talk out this transfer news with someone, and Seth hadn't been an option this morning. Roman, unfortunately, shared his father's â€Å"fondness† for mornings, and I wasn't entirely sure I'd have the most productive conversation if I woke him against his will. So, instead, I took my time showering and getting ready for the day, hoping that Roman would get up on his own. No such luck. When ten rolled around, I left another voice mail message for Jerome and finally gave up on Roman. A new idea had hit me, and I went to go check it out first, setting the mental condition that if Roman wasn't up when I returned, I'd wake him then. The Cellar was a favorite bar for immortals, especially Jerome and Carter. It was an old dive of a place down in historic Pioneer Square. The bar didn't generally do a lot of business this time of day, but angels and demons were hardly the types to care about propriety. Jerome might not be answering his phone, but there was a very good chance he was out and about for a morning drink. And, as I came down the steps that led into the establishment, I did indeed feel the wash of a greater immortal signature over me. Only, it wasn't Jerome's. It wasn't even demonic. Carter was sitting alone at the bar, nursing a glass of whiskey while the bartender punched in 1970s songs on the jukebox. Carter would've sensed me too, so there was no point in trying to sneak off. I sat on a stool beside him. â€Å"Daughter of Lilith,† he said, waving the bartender back. â€Å"Didn't expect to see you out and about so early.† â€Å"I've had kind of a weird morning,† I told him. â€Å"Coffee, please.† The bartender nodded and poured me a mug from a pot that had probably been sitting there since yesterday. I grimaced, recalling the espresso shops I'd passed on the way here. Of course, Ian would probably love this stuff for its â€Å"authenticity.† â€Å"Do you have any idea where Jerome's at?† I asked, once Carter and I were in relative privacy again. â€Å"Probably in bed.† Carter's gray gaze was focused on the glass as he spoke, carefully studying the play of light off of the amber liquid. â€Å"I don't suppose you'd take me there?† I asked. Carter had teleported me once before in a crisis, but otherwise, I had no clue where my boss hung his boots. Carter gave me a small smile. â€Å"I may be immortal, but there are still some things I fear. Showing up at Jerome's this early in the morning with you in tow is one of them. What's so important? Did you come up with a name for the bowling team?† I held out the memo I'd received. Even before he looked at it closely, Carter's smile fell. I didn't doubt that the paper had some type of Hellish residue that my senses couldn't pick up. When he didn't take the note, I simply set it down in front of him to read. â€Å"A transfer, huh?† His tone was odd, almost like he wasn't surprised. â€Å"Allegedly. But I have to assume there's some kind of mistake. Jerome is supposed to meet with me first, you know? And you saw him last night. There was no indication that anything weird was going. Well. Weirder than usual.† I tapped the paper angrily. â€Å"Someone in HR messed up and sent this on accident.† â€Å"You think so?† asked Carter sadly. â€Å"Well, I certainly don't think Hell's infallible. And I don't see any reason why I would be transferred.† Carter didn't answer, and I studied him carefully. â€Å"Why? Do you know of some reason?† Carter still didn't reply right away and instead downed his drink. â€Å"I know Hell well enough to know they don't need a reason.† A strange feeling settled over me. â€Å"But you do know of one, don't you? You aren't that shocked by this.† â€Å"Hell doesn't really surprise me anymore either.† â€Å"Damn it, Carter!† I exclaimed. â€Å"You're not answering my questions. You're doing that stupid half-truth thing angels do.† â€Å"We can't lie, Georgina. But we can't always tell you everything either. There are rules in the universe that even we can't break. Can I have another?† he called to the bartender. â€Å"A double this time.† The bartender strolled over, arching an eyebrow at Carter's request. â€Å"Kind of early for that, don't you think?† â€Å"It's turning into one of those days,† said Carter. The bartender nodded sagely and liberally refilled the glass before leaving us alone again. â€Å"Carter,† I hissed. â€Å"What do you know? Is this transfer real? Do you know why I got it?† Carter pretended to be intrigued by the light sparkling on his whiskey again. But when he suddenly turned the full force of his gaze on me, I gasped. It was this thing he did sometimes, like he was peering into my soul. Only, there was more to it this time. It was as though for a brief moment, his eyes held all the sadness in the world. â€Å"I don't know if it was a mistake,† he said. â€Å"Maybe it is. Your people certainly get their wires crossed often enough. If it's legitimate . . . if it is, then no, I'm not surprised. I can think of a million reasons, some better than others, for why they would want to move you out of Seattle. None of which I can tell you,† he added sharply, seeing me start to interrogate him. â€Å"Like I said, there are rules to this game, and I have to obey them.† â€Å"It's not a game!† I exclaimed. â€Å"It's my life.† A rueful smile played over the angel's lips. â€Å"Same difference, as far as Hell's concerned.† Within me, I began to feel an echo of that terrible sadness I'd briefly seen in his eyes. â€Å"What do I do?† I asked quietly. That seemed to catch Carter off guard. I demanded answers from him all the time, clues to figuring out the many puzzles that seemed to follow me around. I was pretty sure, however, that this was the first time I'd simply asked for such open-ended life advice. â€Å"Let me guess,† I said, seeing him gape. â€Å"You can't tell me.† His expression softened. â€Å"Not in specifics, no. First, you need to find out if this was an error. If it was, then that'll make everyone's life easier.† â€Å"I need Jerome for that,† I said. â€Å"Maybe Hugh or Mei would know.† â€Å"Maybe,† said Carter, though it didn't sound like he believed it. â€Å"Eventually, Jerome will pick up his phone. Then you'll know.† â€Å"And if it is real?† I asked. â€Å"Then what?† â€Å"Then, you may have to start packing.† â€Å"That's it? That's all I can do?† Even as I said the words, I knew they were true. You couldn't refuse something like this. I'd had dozens of transfers to prove it. â€Å"Yes,† said Carter. â€Å"We both know you don't have a choice there. The question is, how are you going to let this affect your future?† I frowned, starting to get lost in angel logic. â€Å"What do you mean?† He hesitated, as though reconsidering what he was about to say. At last, he rushed forward with it, leaning close to me. â€Å"Here's what I can tell you. If this is real, then there's a reason for it, absolutely. Not some random re-org. And if there's a reason, it's because you've been doing something Hell doesn't want you to do. So, the question becomes, Georgina, are you going to keep doing whatever it is they don't want you to do?†

Applying for Federal Loans for Online College Students

Applying for Federal Loans for Online College Students Federal student loans offer distance learners the opportunity to pay for their online class tuition without draining their bank accounts or seeking additional employment. By filling out a single online application, you might qualify for federal student loans with reasonable interest rates and terms. Federal Student Loan Benefits Many banks offer private student loans. However, federal student loans are almost always the best choice for students who qualify. Federal student loans generally offer the lowest interest rates available. Federal loan borrowers are also given generous terms and might be able to defer loan payments if they return to college or are facing hardship. Types of Federal Student Loans The federal government offers several financial aid opportunities for students. Some of the most common federal student loans include: Federal Perkins Loans: These loans offer a very low interest rate and are available to students who demonstrate â€Å"exceptional financial need.† The government pays the interest on Federal Perkins Loans while the student is enrolled in school and for a nine-month grace period following graduation. Students begin making payments after the grace period.Federal Direct Subsidized Loans: Federal direct loans feature a low interest rate. The government pays the interest on subsidized loans while the student is enrolled in school and during a six-month grace period after graduation. Students begin making payments after the grace period.Federal Direct Unsubsidized Loans: Unsubsidized loans also feature a low interest rate. However, these loans begin accumulating interest as soon as the loan money is dispersed. After graduation students have a six-month grace period before their first payment is due.Federal Direct PLUS Loans: The Parent Loan for Undergraduate Students is available fo r parents who intend to pay for their child’s education. Parents must pass a credit check or have a qualified cosigner. The first payment is due after the loan is disbursed. Federal Direct PLUS Loans for Graduate and Professional Degree Students: Adult students may also take out PLUS loans after exhausting the limits for other federal loan options. Students must pass a credit check or have a cosigner. Interest begins accumulating after the loan is disbursed. However, students may ask for a payment deferment while they are in school. In the case of a deferment, the first payment is due 45 days after the end of the deferment period. Online School Student Loan Laws Before 2006, many online students were unable to receive federal aid. In 1992, Congress enacted the 50 Percent Rule, mandating that schools qualify as financial aid distributors by offering more than 50 percent of courses in traditional classrooms. In 2006, the law was overturned. Today a growing number of online schools offer federal student aid. To offer aid, schools must still meet requirements, but the percentage of online courses no longer applies. Online Schools Offering Federal Student Loans Keep in mind that not all online schools offer federal student loans. To find out if your school is able to distribute student loans, call the school’s financial aid office. You might also search for the college’s federal school code on the federal financial aid website. Qualifying for Federal Student Loans To be eligible for federal student loans you must be a U.S citizen with a social security number. You must have a high school diploma, a GED certificate or have passed an alternative exam. You must be enrolled as a regular student working toward a certificate or degree at a school that is eligible to offer federal aid. Additionally, you must not have certain drug convictions on your record (convictions that happened prior to your eighteenth birthday don’t count, unless you were tried as an adult). You cannot currently be in default for any student loans you already have, or owe the government refund money from grants you were awarded. If you are a male, you must register for Selective Services. If you don’t meet these qualifications, it’s still a good idea to discuss your situation with a financial aid counselor. There is some flexibility with the rules. For example, some non-citizens are eligible to apply for federal aid, and students with recent drug convictions may be able to receive aid if they attend drug rehabilitation. How Much Aid Will You Receive? The type and amount of federal aid you receive is determined by your online school. Aid amount is based on several factors including your financial need, your year in school and the cost of attendance. If you are a dependent, the government will determine an expected family contribution (how much your family should be expected to contribute, based on your parent’s income). For many students, the entire cost of college attendance can be covered by federal student loans and grants. Applying for Federal Student Loans Before applying for federal student loans, set up an in-person or phone appointment with your online school’s financial aid counselor. He or she will be able to offer advice for applying and suggestions for alternative sources of aid (such as scholarships and school-based grants). Once you’ve collected the needed documents such as social security numbers and tax returns, it’s easy to apply. You will need to fill out a form called the Free Application for Federal Student Aid (FAFSA). The FAFSA can be filled out online or on paper. Using Student Loans Wisely When you receive your federal aid award, the bulk of the money will be applied to your tuition. Any remaining money will be given to you for other school-related expenses (textbooks, school supplies, etc.) Often, you will be eligible to receive more money than is necessary. Try to use as little money as possible and return any money you do not need. Remember, student loans must be repaid. Once you finish your online education, you will begin student loan repayment. At this point, consider refinancing your student loans so you have one monthly payment at a lower interest rate. Meet with a financial counselor to discuss your options.

Free Essays on WAr In The Air

THE WAR IN THE AIR For a saving grace, we didn't see our deceased, Who rarely bothered coming home to die But simply stayed away Somewhere out there, in the clean war Seldom the ghosts come back bearing their tales Of hitting the lithosphere, the incompressible sea, But stayed up there in the passing winds, Shades fading in the mind, The dead who had no graves but only epitaphs Where never so many spoke for never so few At home widows wait and wait Crying for their man That was the good war, the war we won As if there was no death, for goodness’ sake. With the help of our â€Å"protests† towards war They died†¦. In the air, in the empty air.... Free Essays on WAr In The Air Free Essays on WAr In The Air THE WAR IN THE AIR For a saving grace, we didn't see our deceased, Who rarely bothered coming home to die But simply stayed away Somewhere out there, in the clean war Seldom the ghosts come back bearing their tales Of hitting the lithosphere, the incompressible sea, But stayed up there in the passing winds, Shades fading in the mind, The dead who had no graves but only epitaphs Where never so many spoke for never so few At home widows wait and wait Crying for their man That was the good war, the war we won As if there was no death, for goodness’ sake. With the help of our â€Å"protests† towards war They died†¦. In the air, in the empty air....

Strategy in Action Assignment Example | Topics and Well Written Essays - 1500 words

Strategy in Action - Assignment Example (Lionsgate.com, 2011) Organizational culture is the collection of values and norms that are shared by individuals in an organization that affect interaction within and outside the organization. It is an important tool as it brings employees towards a common goal by developing affinity and provides impetus for growth. A healthy culture promotes self actualization and achievement in employees. Open communication and flexibility within the organization provide grounds for innovation and experimentation. Constructive cultures are empowering and lead to highly motivated employees, team work and growth. (Expertplagas.com, 2009) The organizational culture of Lionsgate is influenced by its start as an independent film studio which has developed into a major studio with global presence. Thus the culture reflects the entrepreneurial initiative that independent studios boast of. Lionsgate combines flexibility with the strategic management of a major studio with the customer focus of a digital c ompany. A speech by Lionsgate’s co-COO, Jo Drake reflects the organizational culture of taking risks in media and movies, of looking at changes in the market place as challenges, and the focus on entrepreneurship and innovation. (indiewire.com, 2010) Curt Marvis, of Lionsgate, explains Lionsgate corporate culture of getting employees involved. According to him, if one person can do the job instead of ten, then Lionsgate will focus on doing so, and employees will be involved in different things that they can handle. This shows that the culture focuses on employee involvement and ownership; however the fact the Lionsgate has acquired various media companies over the world results in the impression that the organizational culture may vary along the acquired companies and may be not as ingrained as preferred. In the event of mergers and acquisitions, it takes times and effort, many a times unsuccessful to develop the company culture of the parent company in the acquired companies . (Variety.com, 2009) Challenges facing the Media and Broadcasting industry The Media and broadcasting company is facing major challenges in the future. The biggest challenge is the changing marketplace which has changed the way content is delivered to customers. The popularity of digital delivery poses threats for media and broadcasting companies as customers can access media easily and cheaply on the internet. The industry needs to develop and master digital delivery of television shows, news, movies and music in order to grab the market online and still retain profits (Vodafone.com, 2011). Another challenge is the increase in competition due to the abundance of independent film making and the cropping up of new competitors, customers have greater choice due to the internet and companies have to be on their toes to maintain performance. The media industry has seen an increasing trend in takeovers, acquisitions and mergers and thus performance and shareholder value needs to be main tained to protect the company from acquisitions. The media industry faces market saturation not only because of the increasing number of competitors but the increasing number of competitors worldwide and in different formats. News companies, movies and television all face threats from online competitors as well and need to maintain a major online presence. This has resulted in cost and margin difficulties, changing patterns of consumer behavior and the need to provide

Assignment for the Ethics component of Professional studies Essay

Assignment for the Ethics component of Professional studies - Essay Example Basically, deontology emphasizes the importance of moral obligation and commitment to nursing duty. For example: when dressing the patient’s wound, it is the duty of nurses to protect the patient from possible internal and external harm. Therefore, in cases when the patients’ wound is severely big, nurses should consider that using a cheap type of dressing could inflict pain on the patient upon removal of the dressing due to the fact that cheap type of dressing could stick to the patient’s wound upon removal. Therefore, nurses think of the future consequences instead of being cost-conscious all the time. Eventhough the main intention of using a cheap dressing on the patient’s wound in terms of preventing possible wound infection is good, its consequences such that it could inflict pain on patient upon removal of the dressing remains a conflict between nurses’ two main duties. consequences or possible outcomes of the actions. (Audi, 1999) The ethical principle of teleology is focused on the action’s consequences such that the end result of an action should always be for the greatest good of the patients. In other words, the end justifies the means. For example: in the case wherein nurses need to help patients and their families decide on a particular treatment such as the use of tube feeding devices, nurses should be able to draw from his/her past clinical experiences and relay its advantages and disadvantages to the patients and their families to help them decide on accepting the treatment or look for an alternative options. Possible benefits and danger that may occur out of using tube feeding devices has to be clear to the patients and their families. Q2 Scenario: A nurse was tending to a terminally ill man. The Doctor’s orders for this man included â€Å"Nil by mouth†. The nurse went against the orders and gave the man small sips of water.