Managing Organisation Management

Question: Through the comparison of your home country and another country of your choice, critically discuss the issues that may challenge international managers from differences in national culture. Suggest actions or strategies that managers can put in place to minimise the impact of the issues you have identified. Answer: Introduction: Every organisation has a unique potentiality and cultural differences, which influences the behaviours of the members in the workplace and adapting situations accordingly. Organisational culture is an invisible but has powerful impact on international managers who perform in diverse working condition. It is a way of dictation how they act, behave and perform towards the organisational development maintaining shared values, beliefs and assumptions. Therefore, employees of the company have faced the challenges every day by the way of adaption of structural changes, managerial issues arising from cultural differences. Here in this essay, we are concerned with how cultural diversity and related differences with the behaviours, norms and expectations of typical groups of employees colleagues, or customers affects on decision making of managers. It is important to assess how the responsible authority of the management holds such changes towards the optimization of the employees potentiality. It is a benchmark of the global organisations to maintain the flow of operation rationally so that individual performances at the same time the operations of the management is benefitted. There are many characteristics of organisational culture, which have been followed by the management for enhance the performance standard and increase the value proposition in the global competitive business environment. Culture within organisation enforces towards innovation encouragement to take risks and perform. The culture of the organisation has a great deal of importance on how their decision will affect on the organisational people. Therefore, it is essential to treat their employees with respect and dignity, which definitely excel their performance standard and increase the teamwork orientation. It is the duty of the management to maintain a ce rtain aggressiveness when dealing with companies and outperforming the competition at all costs. By the above discussion, it is understood that our topic of discussion is how the cultural differences measures the effective managerial performance in a complex operating environment. It is a contradictory issue because we can hardly quantify the performance and evaluate its effectiveness. But in this essay, we are going to analyse the different perspective of cultural differences with the reference of cultural theories and try to find out the solution to mitigate the impact of several managerial issues. In this assignment, two countries- India and England, have been chosen for making it clear the differences of culture and understand work related cultural diversity of both the countries. A method of evaluation will take place to analyse roles and functions of service sector managers by the identification of organisational change as well as the operational changing conditions. Discussion: Organisational behaviour tends to influence the human behaviours. The Australians people, characteristically blunt, Japanese tend to be very polite, Indian are soft and emotional where as British are very straight-forward and focussed on their profession (Bellini et al. 2013). Patterns of global diversity and its implication have been studied from a range of perspectives, by psychologists, sociologists, anthropologists, and political scientists (Alvesson 2012). A brief background description of the two national cultures: Before the evaluation of two different culture of nation, it is important to know their background description and understand the cultural diversity, which normally followed in organisations placed in India and England. There are many attributes have been followed by the Indian organisations which depicts different psychology, attitude, beliefs, experiences and values at the workplace. The Indian managers have been facing many managerial issues such as individual differences, multiculturalism management, cross-country differences, organisational as well as multicultural conflicts and cultural differences (Bartikowski and Walsh 2015). So, the organisational culture has been changing rapidly in India which may have both positive and negative affects at the workplace (Ang and Van Dyne 2015). A developing economy like India is trying to achieve its pinnacle of advancement by increasing its productivity appreciably. Raising operational productivity is an important aspect of the management , which ensures whether an economy can encourage capital spending by the way of, enhance input material that compliments labour, increase capital and many more factors. Indian working organisations are not self-contained. The Indian managers are conceived as instruments of nations building. Organisations are much more open to societal forces. Therefore, the background of the Indian organisations have been postulating towards a desirable direction for organisational culture at the workplace. Many Indian scholars have been defined that the values of the organisational culture is a mixed pattern of indigenous and universal values (Beamish 2013). It has been analysed that Indian work culture maintain diversity at workplace since ages. Previously, the Indian managers were not aware the fact that works diversity could influence the individual behavioural aspects and increase the work performances. Nowadays it is incorporated in the management system to get customer loyalty, high employee motivation and increase productivity by the tight management control system within the organisational culture (Bellini et al. 2013). In India, employees have a habit to work for ten hours. As far as the work culture in India is concerned, the first thing, which comes in mind, is the organisational hierarchy normally maintained within organisations. The relationship between the boss and subordinates is very formal and may dominate a little bit. But there are large organisations in India where a level of informality and an open culture have been maintained with the influence of western culture (Carroll and Buchholtz 2014). For example, it has been found that the CEO of Mahindra Group suggests work diversity and talent acquisition are important for accelerate performance of employees. India has lately identified such facts but implement it into the business successfully at the later stage. On the other hand, we can see a very different work culture in the British work environment. There are seventy five per cent of British jobs are in service industries like restaurants, hotels, computer, shopping and finances (Koopmans and Schaeffer 2014). It is one of the fastest growing economies in the world. The usual working time allotted for each employee is eight hours and a five-day week. The work culture is not so dominating by the upper management of companies and communication a transparency is maintained for resolve all the managerial issues within the organisation. So, managers respect confidentiality as well as the comprehensive discussion of matters to handle difficult situations (Cavusgil et al. 2014). The British organisations are more actively involved into their corporate social responsibilities at the workplace and maintained the work-life balance, human rights and employments. The UK has subscribed to the goals of United Nation and many business leaders have activ ely perform towards achieving such goals (Laitin, Moortgat and Robinson 2012). Generally, the time-keeping management for business arrangements has a special place in the British work culture (Dent and Whitehead 2013). Therefore, managers have been maintained their punctuality while attending meetings and employees are keep it in mind at the time of execution of their responsibilities. In addition, conventional business etiquettes at the UK organisations are huge demand in the world of business where reflections of people behaviour are completely professional at the same time maintained sophistication while dealing with other people of the organization. It is an ideal scenario, for the growth of the business as well as the made changes individual growth perspectives in the England business. Therefore, values and knowledge of attitudes can be a remarkable importance if managers or employees wish to communicate with their counterparts effectively (Dickson et al. 2012). On the other hand, the British business leaders in the previous years have faced many manageria l issues regarding ignorance of cultural barriers, which hindered the communication process and had detrimental effects in the business economy of the country. A critical overview of national culture with the help of cultural theories and assessing cultural diversity of the chosen two countries: Organisations have specific purpose and survival goals (Diller 2014). Therefore, all the organisational changes within the workplace maintained by the management must enforce towards the achieving such goals. National or international cultural changes must follow strategic concept for implementation while making such changes towards handling the managerial issues and decision-making approaches (Dunning 2012). In the organisational theory literature, culture is often considered as an undefined immanent characteristic of any society whether in India or British business world. The relevance of such theoretical concepts must be examined before the use of it into the business processes of the organisation. There are conventionally three different approaches we are going to discussion here at the cultural perspectives: The psychological level which have a main focus on the Individuals norms, attitudes, behaviour from a particular culture (Forsgren and Johanson 2014). And another is the level of institution, which looks at group or national culture embedded in multiple institutions. Culture and related nationality tend to coincide, although nations encompass a huge variety of institutions, belief, religion, behavioural patterns and subcultures which can be found within individual countries (Fullan 2014). The only way to understand its wide variety of cultural diversity is with the help of characterization of distinct cultural groups through the discussion of the multiple dimensions of culture on psychological perspective. The Indian organisations are largely welcomed the cross-cultural communication attributes into their business environment. The cultural theory of Professor Geert Hofstede is perfectly aligned in this perspective. The professor has illustrated national culture as the collective programming of the mind which must distinguish the members of one group of category to another. Based on a cross-cultural psychology, the international managers are successfully recruit people from different cultural background and maintain the work diversity in all level of the organisations. There are six dimensions of national culture have been discussed in the culture theory (Hofstede, 2011). It can be articulated by this theory that the cultural dimensions represent independent preferences for one state of affair to another that differentiates countries from each other. Based on this theory, managers can maintain cultural diversity as well. It is very impressive for the global business world that Indian ma nagers are employ talents from all parts of the world without any bias like religion, sexual orientation, ages. Therefore, the fundamental managerial issue like how a society handles inequalities among people within the organisation can be resolved by the application of this theory. People in society emphases a large degree of Power distance index by accepting a hierarchical order in which every member has a position and which needs no further clarification ((Dickson et al. 2012). If we can relate this concept by equalising the distribution of employee in this way, the end productivity will surely results better. The freedom at working place is another point, which excels the work performances largely. Hofstedes cultural change theory explains that indulgence allows relatively free gratification of natural human drives towards enjoying life and having fun in society. The same concept can be applied within the organisation also. In fact, India as well as England give a lot of importa nce and incorporates indulgence dimension into their business management system for motivating their employees at the workplace. The international managers supports Hofstedes proposition of preferred coordination mechanisms. This study can easily conclude that every culture has unique preferred mechanism. It implies that employees from a nation will deliver a better performance if they use their own preferred management practices. The analysis of the seven dimensions culture model of Trompenaars is mainly emphasised preferences and values of the organisation, which are very relevant in the modern business. The organisations can follow one of the following dimensions for the enhance productivity of employees like Individualism versus communitarianism, Specific versus diffuse, Neutral verses emotional, Achievement versus ascription, Universalism versus particularism, Sequential time versus synchronous time, and lastly, Internal direction versus outer direction. Based on the appropriateness organisations must evaluate their cultural up gradation at the workplace. This literature contains considerable empirical research on the management-culture relationships. Fons Trompenaars analysed on Hofstedes thoughts more emphatically by the stereotyping framework and comparing the different national cultures. By the application of this theory, the India and UK organisations can easily understand the mapping approach by ide ntifying where each country or culture is positioned relation to more or others of these dimension. The UK organisations have successfully applied the rules and regulations, regardless of situation. Trompenaars have found that UK can be included among the most Universalist country. But, on the contrary, the Indian managers judging situations and adjusting procedures and rules according to the particular situation. It is called Particularism by Trompenaars. The dimension of Individualism are clearly builds the concept that the rights of individual and values are dominant to those of the collective society. The UK is among the most individualist countries whereas India includes among the most collectivist list. During the last decade it has been argued that cultural barrier has gradually reduced. Cultural integration has thus been in focus by many business leaders and many researchers have opined differently that the business world, extensively within the business community has become more and more homogeneous. However, the people of the organisation give more stress on heterogeneity rather than homogeneity. MNCs are more interested to identify differences whose main feature is that they consist of units located in different parts of the world. It is obvious that multinational firms may not be identical. So, it is difficult for managers to maintain the homogeneous condition at the workplace and MNCs and their subsidiaries often embedded in every heterogeneous environmental condition while dealing with the counterparties. Problems due to cultural differences are a major concern for any kind of organisations no matter where they positioned. Cultural difference thus becomes the main factor causing a separate line between parties and MNCs which may lead to a communication gap within the organisation. Communication plays a large role while interacting people at workplace and in order get necessary information from their managers or subordinates. Different organisations have different style of dealing the managerial situations. An effective hypothesis is that it is easier to communicate with those people who share the same view. But in reality it is hard to maintain because managerial decisions and handling managerial issues may enforce managers to maintain flexibility at their dealing aspects (Gannon and Pillai 2015). In this context, managers face complexity within the organisation. Conflicts also affected by the difference of the culture as individuals have often maintain diverse approaches to conflict resolution (Galliers and Leidner 2014). On the contrary, each culture has unique contribution to offer and diversity at workplace represents excellence at work by their employees. Therefore, handling issues relating to cultural differences must accomplish with delicacy. Researchers suggested that the variability in communication is the most important factor during acquisitions and mergers. Managers face difficulties in blending two organisations because the system emphasises more on differences rather than mutual understanding which may lead lack of collaboration (Grandori 2012). In addition, it also failed the interdependency and not learned through interdepartmental opportunities. The above-mentioned two sets of human dimensions reflect basic problems that any societies whether India or UK have to cope with but for which solutions differ. In dealing the issues relating to socio-cultural dimensions like paternalism and fatalism, it can be found that Indian organisations believe in providing guidance, care, protection to the subordinates and the role of subordinates, on the other hand, is to be loyal and separate to the superior (Taras, Steel and Kirkman 2012). But international managers in UK believes in fatalism that it is not possible to control the results of ones actions and therefore, trying too hard to making long-term plans. In short, there are too many MNCs see the cultural diversity within their operations is the main problematic area rather than a functional opportunity to maintain competitive advantages. International managers normally have been facing several drawbacks at the time of dealing the situation of the cultural changes within the organisat ion (Jeston and Nelis 2014). Sometimes employees get confused and give slow reaction to internal as well as external changes as systems are designed for stability. In addition, many structural layers in the hierarchy of the organisation make communication less effective (Schneider, Ehrhart and Macey 2013). By the organisational change pattern, the employee of the company may be excluded for the decision-making processes thereby reducing potential to change and adapt quickly. Therefore, there are many problems managers needs to solve or minimise the impact of such managerial issues to maintain productivity more effectively. Strength lies in differences, not in similarities. The national culture is directly influenced the corporate culture of the organisation. Innovation and diversity are both multidimensional terms and the reason for corporate cultural differences (Robbins et al. 2013). By another cultural theory, we can understand more specifically the cultural difference between India and England. The Lewis cultural model has segmented the national culture into three divisions, includes Linear-actives, Multi-actives and Reactives (Day and Shannon 2016). Linear-actives dimension can relate with those countries that are doing the planning, schedule organising, pursuing actions and do one thing at a time. British managers are fall in this group. They believe in planning on thing at a time and goes with proper planning strategically. The German managers are polite and have restrained body language all the time. The British managers give preferences on written conversation rather than verbal communication or face-to-face interaction (Wild, Wild and Han 2014). Lewis plots countries in multi-actives categories. This group identifies those people who are lively, loquacious and wants to do many things at once. Those managers are planned not as per their time schedule but things are fixed to give relative importance that each appointment brings with it. Italian members fall under this category. On the other hand, re-actives are those who interested in relationships, but cooler than the above categories. The re-actives people are paying attention what other people saying and not just driving in with their views. Normally, they tend to think with broader perspective and work as per the principles rather than concrete plans or vague intentions accordingly. They believe in harmony and would step back and start again if things are not working well. Indian people are fall in this category. The subtle body language and harmonious nature are like to join in confronting or conflicting issues. The Indian managers believed in face-to-face interaction while dealing any managerial issues or take decisions (VandeVijver, Van Hemert and Poortinga 2015). According to Lewis, this segmentation of national norms does not change overnight. The behaviour of people of different cultures exists with clear trends, traditions and sequences. Diagram 1: The Lewis Triangle Cultural Theory (Source: Glaveanu and Tanggaard, 2014) Therefore, the above discussion make understood that cross-cultural management issues emerges in different business contexts. Within a firm, for example, business managers from a foreign parent company require to understand that local staff from the host country may require separate organisation structures and system of HRM. Moreover, cross-border joint ventures, buyer-supplier relationships or alliances, relationship between multiple firms also require a cultural compromise. Furthermore, businesses to sell successfully to foreign consumers need a substantial sense of cultural adaptations sensitively into services, products, marketing and advertising. The below figure, shown the links between particular context of individuals or groups and business contexts that are influenced by cultural and social norms of a typical region. Having in different cultures, firms take their decision based on where they have evolved and which culture and subculture they encompass. Therefore, it is needs to be understood different organisational culture for the formation of successful partnership or alliances or for merger and acquisition activities. Marketing Development of product Figure 1: Cross-culture Business Context (Source: Kahane Longley and Simmons, 2013) Discussion on the issues facing managers from the natural cultural difference: There are many managerial issues are arising due to the difference of the national cultures of different countries. During a recent visit of Tata consultancy Service in India, the detailed study has been analysed. While India is head-quarter, the subsidiaries of the company are situated in different parts of the world. It should be observed that HQ in the study has a divisional management system (Tcs.com 2016). The operational responsibility for the subsidiaries thus lies upon divisional management that is HQ. Three different functions have been covered by the company- general management, sales and purchasing as three are the core functions and important for the existence of each unit. Four different respondents, operating different functions, have been participated in the study and evaluated whether national cultural differences have caused problems. It was suggested from the above studies that cultural differences do exist and observed that the relationship of HQ and subsidiaries will be disturbed due to culture change. Such cultural differences have caused many problems in the relationship with the HQ- global divisional management. The details results are separately shown by segregating four respondent categories. Div HQ Sub Managers Sales Purchasing Total % Strongly agree 2 2 2 6 2.7% Partially agree 16 13 10 11 50 22.4% Not sure 9 6 4 6 25 11.2% Partially disagree 18 11 14 15 58 26% Completely disagree 57 57 57 52 223 100% Table 1: Records of organisational issues facing managers at TCS, India (Source: created by author) It can be easily identified that when HQ and subsidiary are operationally dependent on each other they probably interact and communicate more often and meet each other on regular basis. In this context, the propensity for problems to arise due to cultural differences is higher than in cases where subsidiaries are more independent. Having a strong corporate culture within organisation cannot be assumed that national influence is insignificant. Employees have faced actual problem between the two because things are likely to responds in the ways of national culture, not the organisational one (Katan, 2014). Therefore, the main issues arising due to national cultural differences are communication problem and compatible issue. While working behaviours and attitudes are rooted in national cultural values, so simply knowing the employees nationality is not enough to make perfect predictions about his or her job functioning in an organisation (Ting-Toomey, 2012). Due to different cultural pa ttern, values, belief, trends, economic background, religion and many other variables, the international managers faces problem regarding the employees compatibility. The foreign cultural people are different form their cultural norms, values and basic assumptions in life. Managers have faced difficulties while interaction with other cultural people at the workplace and make them understand the local organisational values (Vaara et al. 2012). Though, the national culture is indeed changing, but often in several directions. For example, Wal-Mart, the leading retail giant found out it difficult, in customising business strategies and customer and employee management systems to match the local UK culture remains an essential condition for building a prosperous international company. Therefore, communication and compatibility issues are main conflicting concerns for the managerial people of organisations. Cultural knowledge inefficiencies or lack of broader perspective at the managerial level of the organisation have also created a lot of issues while dealing international business by the management (Marquardt and Horvath, 2014). It needs to careful assesses its organisational culture against the regional cultures in the selected countries and regions it is engaged in (Meyer, Mudambi and Narula, 2011). Sometimes, it may require changing or toning down aspects of the organisations culture. But it is not the right thing to simply ignore cultural differences. For MNCs, some variation in operating practices across locations is basically needed. Once organisations move further towards the variations across locations, complementary moves like indigenization or decentralization of the decision making process can supports companys ability to be influenced to local conditions (Moran, Abramson and Moran, 2014). So manage organisational culture well is highly recommended for the international managers and it is also important to build cultural understanding and awareness at the workplace. In dealing the issues relating to developing effective international management teams, it appears that the following aspects must tak en into consideration: Understand the characteristics and implications of national cultural differences within the team (Peretz and Fried, 2012) Think to build awareness and action plans for cultural difference and how they managed (Stromquist and Monkman, 2014) Formulating an effective team where takes the cultural differences and leverages towards the work diversity present in an international team (Stahl, Bj and Morris, 2012). Recommendations for actions and approaches to mitigate the impact of cultural differences issues: At a common perspective, good transactional organisations develop an awareness and favourableness of cultural differences among their employees and managers. Firms may also take steps to adaptation of personal behaviour or business practices to suit the changing mix of cultures within the firm, in key markets or in subsidiaries. Training programs are take place for understanding the impact of cultural differences issues. Number of firms also practices Job rotation of international managers with their personal experience in several countries. But all these practices are very difficult to assess using any form of cost benefits analysis. The costs are simply identifiable but benefits are very often intangible. For many accomplished international organisations, such as Nestle or Shell, cultural awareness is simply accepted as a part of essential part of being global. In other words, the cultural diversity helps to development economic sectors of the nation as well. The industrial develop ment in construction business, for example, has largely benefitted in India. The multinational conglomerate organisation like Larsen Toubro, provides critical needs in key sectors- infrastructure, hydrocarbon, power, process industries by recognising cultural differences and the global customers needs in more than thirty countries. The business leaders categorised LTs multifaceted businesses by professionalism and high standards of corporate governance which are followed by internal management personnel. The sustainability is embedded into their cultural growth and service efficiencies. Therefore, national cultural difference is the prime success factor for the multinational companies like LT where large audiences are benefitted with their potential services. There are list of other effective strategies for managing cultural diversity which are distilled from several researchers opinion: i) Organisations should recognize the diversity. Various national cultures should be identified and need to be understand which elements of standardization and consistency should be promoted. This incorporates differences in perceptions, interpretations and evaluation of social situations and people who create them and act within them. ii) It is important to incorporate diversity issues into recruitment, planning of HRM, strategy, location decisions, partnership and alliances: This helps avoid clashes, conflicts, inefficiency and support cultural awareness. iii) It is need to be assessed where or to what degree local divisions should be empowered and encouraged to maintain the lead position in expressing and managing diversity. iv) The application of managerial training season focusing cross-border discussion and interaction is essential to incorporate into the management system for managing cultural diversity. v) The organisation should aim for a cultural balance in specific areas at strategic decision making such as changing brands according to foreign markets preferences which can be recommended. It ensures appropriate diverse inputs into decision making. vi) The upper management group or board of directors must match the geographical diversity of the firms business such as the company like Unilever and Sony. vii) The foreign culture must be respected by accepting their differences without any prejudice. It is not right to give preferences and to claim that a certain culture like India is perfect, better than British culture. viii) The cultural diversity must ignore at the time of recruiting people in an organisation. Talent should be the ultimate criteria for employing people into the business rather than cultural parameters like local language proficiencies. ix) To deal with communication problem in managerial decision making process, the firm must follow a fixed communication language medium and mode of interaction. Firms must respects the regional or local languages but an international language like English must follow to deal all managerial issues. The common mediums like face to face or written or verbal must be select for to handle all communication dealing within organisation. x) Organisations should handle a regional minority issues or sexual orientation aspects delicately. Otherwise, cultural racism make affects adversely on employee performances and it disturbs the internal balance of the firm. Conclusion: International managers are believed in globalization. As this globalisation is increasing day by day, cultural differences are bound to be found in workplace. It becomes very essential for a manager to deal with complex managerial issues arising out of the availability of the cultural differences and mould those differences into benefits. The employees and managers in a firm should understand and respect the other cultures prevailing in the workplace. Cultural diversity arises due to difference of pattern, management thinking process, different dealing approaches and managerial decision-making strategies. It is the duty of the management to eradicate the differences and unite them which further ensures the organisational objective seamlessly. The cultural differences in MNCs are taken as positive factors as well, which helps in building synergies. The different pattern of culture influences variety of work deliveries and ranges of performances. In that case, the managers of both the countries like India and England could deal with their employees with sound delegation and coordination. This shapes the firm to sustain their position to equip the best to fight against the rivals and get advantages that are more competitive in the long-run. Internal transparency between all employees only possible if clear communication takes place from the managerial front. Language barrier could be a large constrain at the time of dealing clients of international business or negotiation with multinational business leaders. In that case, the employee training sessions at the time of induction will be helpful in understanding better work culture or manage decision making approaches whenever required. But all these steps will be successful if managers acknowledged their importance in an international business process. National Cultural differences can be mitigated easily by the welcoming cultural diversity at the recruitment phase. The HRM of organisations should not compromise talent requisition by any cultural constraints like region, age, language proficiency, differences of cultural patterns or any other else. If international managers maintain equality and give the same opportunity at the decision making processes or managing organisations, the responsiveness of employees or executives will surely be increased and organisations will get the best result. References: Alvesson, M., 2012. Understanding organizational culture. Sage. Ang, S. and Van Dyne, L., 2015. Handbook of cultural intelligence. Routledge. Bartikowski, B. and Walsh, G., 2015. Attitude toward cultural diversity: A test of identity-related antecedents and purchasing consequences. Journal of Business Research, 68(3), pp.526-533. Beamish, P., 2013. Multinational Joint Ventures in Developing Countries (RLE International Business). Routledge. Bellini, E., Ottaviano, G.I., Pinelli, D. and Prarolo, G., 2013. Cultural diversity and economic performance: evidence from European regions. In Geography, Institutions and Regional Economic Performance (pp. 121-141). Springer Berlin Heidelberg. Carroll, A. and Buchholtz, A., 2014. Business and society: Ethics, sustainability, and stakeholder management. Cengage Learning. Cavusgil, S.T., Knight, G., Riesenberger, J.R., Rammal, H.G. and Rose, E.L., 2014. International business. Pearson Australia. Day, G.E. and Shannon, E., 2016. Leading and managing change. Leading and Managing in Health Services, p.295. Dent, M. and Whitehead, S. eds., 2013. Managing Professional Identities: Knowledge, Performativities and the'New'Professional (Vol. 19). Routledge. Dickson, M.W., Castao, N., Magomaeva, A. and Den Hartog, D.N., 2012. Conceptualizing leadership across cultures. Journal of World Business, 47(4), pp.483-492. Diller, J., 2014. Cultural diversity: A primer for the human services. Cengage Learning. Dunning, J.H., 2012. International Production and the Multinational Enterprise (RLE International Business) (Vol. 12). Routledge. Forsgren, M. and Johanson, J., 2014. Managing networks in international business. Routledge. Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John Wiley Sons. Galliers, R.D. and Leidner, D.E., 2014. Strategic information management: challenges and strategies in managing information systems. Routledge. Gannon, M.J. and Pillai, R., 2015. Understanding Global Cultures: Metaphorical Journeys Through 34 Nations, Clusters of Nations, Continents, and Diversity. Sage Publications. Grandori, A. ed., 2012. Interfirm networks: organization and industrial competitiveness. Routledge. Glăveanu, V.P. and Tanggaard, L., 2014. Creativity, identity, and representation: Towards a socio-cultural theory of creative identity. New Ideas in Psychology, 34, pp.12-21. Hofstede, G., 2011. Dimensionalizing cultures: The Hofstede model in context. Online readings in psychology and culture, 2(1), p.8. Jeston, J. and Nelis, J., 2014. Business process management. Routledge. Katan, D., 2014. Translating cultures: An introduction for translators, interpreters and mediators. Routledge. Koopmans, R. and Schaeffer, M., 2014. Perceptions of ethno-cultural diversity and neighborhood cohesion in three European countries (No. SP VI 2014-103). WZB Discussion Paper. Laitin, D.D., Moortgat, J. and Robinson, A.L., 2012. Geographic axes and the persistence of cultural diversity. Proceedings of the National Academy of Sciences, 109(26), pp.10263-10268. Marquardt, M.J. and Horvath, L., 2014. Global teams: How top multinationals span boundaries and cultures with high-speed teamwork. Nicholas Brealey Publishing. Meyer, K.E., Mudambi, R. and Narula, R., 2011. Multinational enterprises and local contexts: the opportunities and challenges of multiple embeddedness. Journal of Management Studies, 48(2), pp.235-252. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014. Managing cultural differences. Routledge. Peretz, H. and Fried, Y., 2012. National cultures, performance appraisal practices, and organizational absenteeism and turnover: a study across 21 countries. Journal of Applied Psychology, 97(2), p.448. Robbins, S., Judge, T.A., Millett, B. and Boyle, M., 2013. Organisational behaviour. Pearson Higher Education AU. Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and culture. Annual review of psychology, 64, pp.361-388. Stahl, G.K., Bj, I. and Morris, S. eds., 2012. Handbook of research in international human resource management. Edward Elgar Publishing. Stromquist, N.P. and Monkman, K. eds., 2014. Globalization and education: Integration and contestation across cultures. RL Education. Tcs.com, (2016). TCS: IT Services, Consulting and Business Solutions. Taras, V., Steel, P. and Kirkman, B.L., 2012. Improving national cultural indices using a longitudinal meta-analysis of Hofstede's dimensions. Journal of World Business, 47(3), pp.329-341. Ting-Toomey, S., 2012. Communicating across cultures. Guilford Press. Vaara, E., Sarala, R., Stahl, G.K. and Bjrkman, I., 2012. The impact of organizational and national cultural differences on social conflict and knowledge transfer in international acquisitions. Journal of Management Studies, 49(1), pp.1-27. Van de Vijver, F.J., Van Hemert, D.A. and Poortinga, Y.H., 2015. Multilevel analysis of individuals and cultures. Psychology Press. Wild, J., Wild, K.L. and Han, J.C., 2014. International business. Pearson Education Limited.

Global Tourism Destination Specialization -Myassignmenthelp.Com

Question: Discuss About The Global Tourism Destination Specialization? Answer: Introduction Tourism is the cultural and social consolidation that provides sustainable input in the global economy. The travel activity has grown up around 25% in last ten years (Vila, Darcy Gonzlez, 2015). Thus, people encourage the traveling and take part in it. In this report, the effective discussion shed light on the traveling perspective of Canada, UK, Spain, and Costa Rica. All these places are very beautiful in terms of nature and climatic aspect but their influence in travel and tourism is being discussed here. Significance and impact of popular destination Tourism popularity is depended on certain criteria like the beauty of that place, environment and market accessibility, the source of raw material, emerging market of such valuable products, cheap tour possible planning, beaches, wildlife, and entertainment. These are the most advancing and demanding inputs that a tourist wants at his holiday place. The business of travel and tourism has sustained by the engagement and satisfaction of traveler, thus efforts and activities by the traveling employees must be there to make their organization a competitive advantage (Zhang, Lyu Yan, 2015). In global travel market, the position of traveling desire has cherished by Canada, Costa Rica, France, UK and other countries as people love their environment, culture, and markets. Costa Rica is a Central American region with tropical rainforest where people love to go there for feel such kind of beauty on earth. On the other hand, Canada is the second largest country with mountains and parks. The UK is being famous for their architecture, history, and heritage. The place is being famous for the historian traveler as well those who love the bridges, river, and theatres. A cultural accumulation is being seen over the place (Vila, Darcy Gonzlez, 2015). The travel and tourism business in Spain is quite effective and that contribute positive effect to the countrys GDP. 14.2% of GDP contribution has found in 2016 which has risen by 3.8% in 2017. The expected growth of travelling in Spain will be increased by 2.0% per annum within 2027 (Wttc.org, 2017). This is a phenomenal change that encourages the travelling experience in Spain. Frances travel and tourism sector has made a direct contribution of 90 % to GDP and established as the 5th GDP delivering nation. Thaila nd has a direct contribution of 9.2% in 2016 of total GDP from travel and tourism sector and that will rise by 6.7% per annum from 2017 to 2027 (Wttc.org, 2017). Macau has an immense contribution to the GDP as they contribute 43.9% in 2014 of total GDP from travel and tourism sector and this will rise 4.0% pa, from 2015 onwards (Wttc.org, 2017). New Zealand contribution to GDP is fluctuating 17.5% of total GDP has been extracted from traveling. The real contribution has found 31.8 billion US dollars and that accelerate the countrys economy. From the economic perspective, tourism helps in the global economy and generates more employment opportunities. The socio-cultural enhancement is also sustained and it makes a cultural identity of each country which reflects the traditional community of accumulation. The quality of service and the emergent community engagement is also welcomed by the stages of travel. The development of infrastructure encourages the prospects of tourism in the co untry. Generally, popular destinations are characterized by the ethnic beauty of the city, culture, variety of sea, mountain and wildlife all this are associated factors to enrich the development of the traveling economy. The strategic location of the place, food, art, and culture all these are associated belongings that traveling is supposed to concern with (Priego, Rossell Santana-Gallego, 2015). The location with all these things can be sustained as the popular location and those do not have such facilities are regarded as the less popular location. Opportunities and challenges of tourism The key challenges of tourism consist of several key sustainable points that highlight the nature of tourism in a country. The first and foremost challenge determines the seasonal demand and the accessibility into it by the tourists. Legitimate addressing of tourism transport and the availability of tourism convene challenges which the tourism department has to bear in. proper evaluation of natural heritage sites improve the quality of tourism. Resourcing of waste material and production use of waste is another issue of concern for them (Morrison, 2013). These all are the impactful challenges other than route planning, weather acceptance and all. Opportunities for investment growth, destination marketing, economic enhancement, an experience of new places and new people all these are rational opportunities of tourism. The growth rate of business has boosted up the economy of the country by recruiting people in the different departments of the tourist sector (Lloyd, 2014). The opportunities are influenced by the growing aspect in tourism. The world of tourism and their destination management has encouraged the world; people love to travel and that signifies the imperative travel industry, making the continuous improvement in travel and tourism economy. The future of travel and tourism department is a golden hope as the socio-demographic trend in traveling has emerged in the expected form that manages and improved the traveling scenario (Morrison, 2013). New designing in tourist module, special care for senior citizens, marketing engrossment, expansion of business world, new destination evolvement, more risk-free situations and more weather friendly and nature-friendly overview impacted the new traveling mindset and scenario (Conlin Bird, 2014). Conclusion Therefore the report can conclude that global tourism has grown in a rapid manner. The technological assistance, popular destinations, and opportunities of the traveling are impacted by the economy of travel and tourism. There are certain challenges they have to face for the sustainable business maintenance in traveling. Thus the natural beauty and committable traveling outcome will be considered as the upgraded economy of world travel and tourism. References: Conlin, M. V., Bird, G. R. (Eds.). (2014).Railway heritage and tourism: global perspectives(Vol. 37). Channel View Publications. Lloyd, D. W. (2014).Battlefield tourism: Pilgrimage and the commemoration of the Great War in Britain, Australia and Canada, 1919-1939. AC Black. Morrison, A. M. (2013).Marketing and managing tourism destinations. Routledge. Priego, F. J., Rossell, J., Santana-Gallego, M. (2015). The impact of climate change on domestic tourism: a gravity model for Spain.Regional environmental change,15(2), 291-300. Vila, T. D., Darcy, S., Gonzlez, E. A. (2015). Competing for the disability tourism marketa comparative exploration of the factors of accessible tourism competitiveness in Spain and Australia.Tourism Management,47, 261-272. Zhang, S. J., Lyu, P. H., Yan, Y. (2015). Global geographical and scientometric analysis of tourism-themed research.Scientometrics,105(1), 385-401. Wttc.org, (2017) Available from: https://www.wttc.org/-/media/files/reports/economic-impact-research/countries-2017/thailand2017.pdf [Accessed on 16th September 2017]

10 tools for visual content that remains in the memory

10 tools for visual content that remains in the memory With a good combination of text and visual content, your content marketing will be even more successful. Therefore, we will now highlight a couple of tools which can help you create suitable visual material for your content marketing. Lets start with a few statistics: 90 percent of the information our brain processes is visual. People retain only 20 percent of what they have previously read, but 80 percent of what they see.Content with matching images gains up to 94 percent more views than content without images. Colored pictures will increase the chances that people will read the accompanying content by as much as 80 percent. And provided the images are relevant, users will spend more time looking at them than reading the text on each page.Images also play an important role in social media success so Facebook Posts with images secure 2.3 times more user engagement than those without. Its no wonder that 71 percent of online marketers include visual elements in their social media mar keting.After blogging, visual content is the second most important content format for marketers. According to a survey by the Content Marketing Institute, 55 percent of marketers reported that they want to produce more visual content this year.One thing is certain: With a good combination of text and visual content, your content marketing will be even more successful. Therefore, we will now highlight a couple of tools which can help you create suitable visual material for your content marketing.Compelling images for blogs and social mediaImage databases such as Fotolia are very practical resources and offer numerous images on almost any topic. However, those using just common image databases run the real risk that their content will differ little from content available elsewhere on the Internet and there are other cost-effective alternatives. To give blog articles a truly unique feel, it can even make sense to shoot your own pictures with a camera or smartphone. In addition, there are a number of useful tools which can help in the search for that perfectly matched image.1. Canva Whether you need illustrations for your blog or a social media image, Canva is a real treasure house for visual content. Once you become familiar with this tool, its really easy to use and provides countless opportunities for creative graphics.If you select a social media post design, Canva can produce appropriately sized layouts for Facebook, Twitter and Google+. Text and backgrounds can be customized, and your created images can be downloaded in JPG, PNG, or PDF formats.In addition, Canva offers a variety of free images and photos, as well as photo-filters.Screen Canva2. Unsplash Unsplash provides high quality photographs which are grouped together under different themes (Collections). All images on the site can be downloaded for free, and you can also receive 10 new images every 10 days. All images can be used without restriction for any purpose and can be freely edited as required .3. PixelioIf you register for free at Pixelio, you can download as many photos as you wish covering various topics. Whenever an image is used, the image source must always be specified. Note: Be sure to pay attention to the user license conditions, especially as regards editorial and commercial use.4. PicMonkey With PicMonkey you can not only edit photos, but also create beautiful collages which could, for example, be used as graphics for social media. There is a free 30-day trial (which ends automatically) and after that your use of PicMonkey will cost at least $2.75 a month.5. Datawrapper Do you need a diagram? Datawrapper is a fast online tool which can display your information in visual form. Just upload your data in Excel or CSV format, select an appropriate chart type, enter a title and create your chart. In its free basic version, Datawrapper displays all created charts as downloadable PNG files.Create impressive infographicsStudies have shown that infographics are the form in which content is most often shared. In addition, as Asokan Nirmalarajah points out: Above all others, this content format helps with the targeted building of relevant links from topic-related online publications and third party websites. Thats hardly surprising, because well-crafted infographics are very easy to understand and remember.However, not everyone has the budget resources to employ a web designer. Fortunately, there are a few tools available to create simple infographics.6. Piktochart Piktochart offers a range of different formats for infographics, plus many free templates. These can be freely edited via Piktocharts simple editor which, for example, offers unlimited use of text and icons, and Excel data can also be uploaded and visualized. This video shows you how to create simple infographics with Piktochart in just a few minutes.7. infogram This tool can be used to create diagrams and infographics. Simply select an appropriate template, and then drag and drop to add i mages, icons and text.There are different pricing models, and a free basic version will create 10 infographics.Sample infographic from InfogramCaptivating memes and quote boxesMemes are cards with highlighted quotes, or pictures with text, which highlight particularly humorous or sarcastic statements. These are very popular on social media channels like Facebook, Twitter or Instagram, and if done well have the potential to spread virally.8. Memegenerator.netThis tool has meme templates with fully editable text showing a preset list of characters and figures. Users also have the option to create memes from their own uploaded pictures.Meme from Textbroker 9. Memegen Memegen also offers a selection of original images plus the ability to search via keywords. Once again, your own pictures can be uploaded to create memes. This tool also displays a leader board of memes, and you can select both local and globally popular examples.10. QuotesCover Simply select a popular quote and edit you r choice for use on Twitter, Pinterest, Facebook or Google+. In addition to the selection of famous quotes, its also possible to enter your own quote and edit both the font and background.Source: www.quotescover.comUsing the power of picturesMany studies have demonstrated the power of visual content, and companies using visual content properly will gain more traffic and increase their user involvement on social media.However, whether its a photo, infographic or meme, the graphical presentation must always fit the target group and publication context if it is to achieve the desired effect.And even though visual content is always impressive, its often the case that such content only works via the interplay of the right words in the right context.With a dash of creativity, and the help of some of these tools, you will soon manage to create eye-catching content with your own personal touch.

Summer Job Essay Sample - Tips For Your Resume

Summer Job Essay Sample - Tips For Your ResumeWhen you are looking for a summer job, it is easy to find them all over the internet. You can find them in your email or you can find them in article writing sites, newspaper article sites, college employment sites, community colleges, and more. There are so many jobs that need to be filled, that it is important that you have a resume you can use.Many of these jobs can be found online site where employers post their open positions. One of the most popular summer jobs that you will find is being a volunteer for a charity or a school organization. There are several reasons why you may want to volunteer for a summer internship, but the main one is that you will get paid for it.Many people that want to work on a job placement just don't have enough time to go out and apply for all the jobs they are interested in. By applying for jobs through a job placement service, you can find yourself a job that has been put out there by a company that nee ds a new employee or even a job that doesn't currently exist. Another reason why you should consider this type of job is because it can sometimes be faster to apply for the job than to wait for the company to send out a mailer to all of the applicants. Once a company finds out that they need a job, they want to get the job done before they fill up.There are a few things that you will need to do before you apply for a summer job. First of all, you will need to know how to fill out a resume. You need to know how to write a good summer job essay sample. Most companies will require that you write your resume in a particular format.When you are applying for a summer job, you need to remember that the reason you are going to be applying for a summer job is because you will be working with someone for the summer. As a result, you will need to have your resume cover letter completed, your letter of interest and application completed, and maybe your resume interview completed. These will all go into a resume that you will be submitting with your application.You can do all of this on your own, but there are companies that will help you with all of this for you, which can save you a lot of time. With the help of these companies, you will not only be able to submit your resume and cover letter, but you will also have the help of a professional resume writer. They will help you create a good summer job essay sample, or a summer job cover letter if you have a summer job that is currently open.If you are looking for a great job essay, you need to look for one that is easy to write. The better you are at writing, the better you will be at it. It is much easier to do this if you have some help.

Figures of Quantity. Figures of Quality. Figures of Contrast Essays

Figures of Quantity. Figures of Quality. Figures of Contrast Essays Figures of Quantity. Figures of Quality. Figures of Contrast Essay Figures of Quantity. Figures of Quality. Figures of Contrast Essay which is a case of metonymy, once original, but due to long use, no more accepted as a fresh SD. My brass will call your brass, says one of the characters of A. Haileys Airport to another, meaning My boss will call your boss. The transference of names is caused by both bosses being officers, wearing uniform caps with brass cockades. The scope of transference in metonymy is much more limited than that of metaphor, which is quite understandable: the scope of human imagination identifying two objects (phenomena, actions) on the grounds of commonness of one of their innumerable characteristics is boundless while actual relations between objects are more limited. : This is why metonymy, on the whole,- is a less frequently observed SD, than metaphor. Similar to singling out one particular type of metaphor into the self-contained SD of personification, one type of metonymy namely, the one, which is based on the relations between a part and the whole is often viewed independently as synecdoche. As a rule, metonymy is expressed by nouns (less frequently by substantivized numerals) and is used in syntactical functions characteristic of nouns (subject, object, predicative). Exercise II. Indicate metonymies, state the type of relations between the object named and the bject implied, which they represent, lso pay attention to the degree of their originality, and to their syntactical function: 1. He went about her room, after his introduction, looking at her pictures, her bronzes and clays, asking after the creator of this, the painter of that, where a third thing came from. (Dr. ) 2. She wanted to have a lot of children, and she was glad that things were that way, that the Church approved. Then the little girl died. Nancy broke with Rome the day her baby died. It was a secret break, but no Catholic breaks with Rome casually. (J. OH. 3. Evelyn Glasgow, get up out of that chair this minute. The girl looked up from her book. Whats the matter? Your satin. The skirtll be a mass of wrinkles in the back. (E. F. ) 4. Except for a lack of youth, the guests had no common theme, they seemed strangers among strangers; indeed, each face, on entering, had straggled to conceal dismay at seeing others there. (T. C. ) 5. She saw around her, clustered about the white tables, multitudes of violently red lips, powdered cheeks, cold, hard eyes, self-possessed arrogant faces, and insolent bosoms. (A. B. 6. Dinah, a slim, fresh, pale eighteen, was pliant and yet fragile. (?. ?. ) 7. The man looked a rather old forty-five, for he was already going grey. (K. P. ) 8. The delicatessen owner was a spry and jolly fifty. (T. R. ) 9. It was easier to ass ume a character without having to tell too many lies and you brought a fresh eye and mind to the job. (P. ) 10. Some remarkable pictures in this room, gentlemen. A Holbein, two Van Dycks and if I am not mistaken, a Velasquez. I am interested in pictures. (Ch. ) 11. You have nobody to blame but yourself. The saddest words of tongue or pen. (I. Sh. ) 12. For several days he took an hour after his work to make inquiry taking with him some examples of his pen and inks. (Dr. ) 13. There you are at your tricks again. The rest of them do earn their bread; you live on my charity. (E. Br. ) 14. I crossed a high toll bridge and negotiated a no mans land and came to the place where the Stars and Stripes stood shoulder to shoulder with the Union Jack. (J. St. ) 15. The praise was enthusiastic enough to have delighted any common writer who earns his living by his pen. S. M. ) 16. He made his way through the perfume and conversation. (I. Sh. ) 17. His mind was alert and people asked him to dinner not for old times sake, but because he was worth his salt. (S. M. ) 18. Up the Square, from the corner of King Street, passed a woman in a new bonnet with pink strings, and a new blue dress that sloped at the shoulders and grew to a vast circumference at the hem. Through the silent sunlit solitude of the Square this bonnet and this dress floated northwards in search of romance. (A. B. ) 19. Two men in uniforms were running heavily to the Administration building. As they ran, Christian saw them throw away their rifles. They were portly men who looked like advertisements for Munich beer, and running came hard to them. The first prisoner stopped and picked up one of the discarded rifles. He did not fire it, but carried it, as he chased the guards. He swung the rifle like a club, and one of the beer advertisements went down (I. Sh. ) Litotes is a two-component structure in which two negations are joined to give a positive evaluation. Thus not unkindly actually means kindly, though the positive effect is weakened and some lack of the speakers confidence in his statement is implied. The first component of a litotes is always the negative particle not, while the second, always negative in semantics, varies in form from a negatively affixed word (as above) to a negative phrase. Litotes is especially expressive when the semantic centre of the whole structure is stylistically or/and emotionally coloured, as in the case of the following occasional creations: Her face was not unhandsome  (A. H. ) or Her face was not unpretty. K. K. ) The function of litotes has much in common with that of understatement both weaken the effect of the utterance. The uniqueness of litotes lies in its specific double negative structure and in its weakening only the positive evaluation. The Russian term corresponds only to the English understatement as it has no structural or semantic limitations. Exercise IV. Analyse the structure, the semantics and the functions oflitotes: 1. To be a good actress, she must always work for the truth in what shes playing, the man said in a voice not empty of self-love. N. M. ) 2. Yeah, what the hell, Anne said and looking at me, gave that not unsour smile. (R. W. ) 3. It was not unnatural if Gilbert felt a certain embarrassment. (E. W. ) 4. The idea was not totally erroneous. The thought did not displease me. (I. M. ) 5. I was quiet, but not uncommunicative; reserved, but not reclusive; energetic at times, but seldom enthusiastic. (Jn. B. ) 6. He had all the confidence in the world, and not without reason. (J. OH. ) 7. Kirsten said not without dignity: Too much talking is unwise. (Ch. ) 8. No, Ive had a profession and then a firm to cherish, said Ravenstreet, not without bitterness. (P. ) 9. I felt I wouldnt say no to a cup of tea. (K. M. ) 10. I wouldnt say no to going to the movies. (E. W. ) 11. I dont think youve been too miserable, my dear. (P. ) 12. Still two weeks of succes s is definitely not nothing and phone calls were coming in from agents for a week. (Ph. R. ) ASSIGNMENTS FOR SELF-CONTROL 1. What is a litotes? 2. What is there in common between litotes and understatement? 3. Describe most frequently used structures of litotes. Periphrasis is a very peculiar stylistic device which basically consists of using a roundabout form of expression instead of a simpler one, i. e. of using a more or less complicated syntactical structure instead of a word. Depending on the mechanism of this substitution, periphrases are classified into figurative (metonymic and metaphoric), and logical. The first group is made, in fact, of phrase-metonymies and phrase-metaphors, as you may well see from the following example: The hospital was crowded with the surgically interesting products of the fighting in Africa (I. Sh. ) where the extended metonymy stands for the wounded. Logical periphrases are phrases synonymic with the words which were substituted by periphrases: Mr. Du Pont was dressed in the conventional disguise with which Brooks Brothers cover the shame of American millionaires. (M. St. ) The conventional disguise stands here for the suit and the shame of American millionaires - for the paunch (the belly). Because the direct nomination of the not too elegant feature of appearance was substituted by a roundabout description this periphrasis may be also considered euphemistic, as it offers a more polite qualification instead of a coarser one. The main function of periphrases is to convey a purely individual perception of the described object. To achieve it the generally accepted nomination of the object is replaced by the description of one of its features or qualities, which seems to the author most important for the characteristic of the object, and which thus becomes foregrounded. The often repeated periphrases become trite and serve as universally accepted periphrastic synonyms: the gentle / soft / weak sex (women); my better half (my spouse); minions of Law (police), etc. Exercise V. Analyse the given periphrases from the viewpoint of their semantic type, structure, function and originality: 1. Gargantuan soldier named Dahoud picked Ploy by the head and scrutinized this convulsion of dungarees and despair whose feet thrashed a yard above the deck. (Th. P. ) 2. His face was red, the back of his neck overflowed his collar and there had recently been published a second edition of his chin. (P. G. W. ) 3. His huge leather chairs were kind to the femurs. (R. W. ) 4. But Pickwick, gentlemen, Pickwick, this ruthless destroyer of . this domestic oasis in the desert of Goswell street! (D. ) 5. He would make some money and then he would come back and marry his dream from Blackwood. (Dr. ) 6. The villages were full of women who did nothing but fight against dirt and hunger and repair the effects of friction on clothes. (A. B. ) 7. The habit of saluting the dawn with a bend of the elbow was a hangover from college fraternity days. (Jn. B. ) 8. I took my obedient feet away fr om him. (W. G. ) 9. I got away on my hot adolescent feet as quickly as I could. (W. G. ) 10. I am thinking an unmentionable thing about your mother. (I. Sh. ) 11. Jean nodded without turning and slid between two vermilion-coloured buses so that two drivers simultaneously used the same qualitative word. (G. ) 12. During the previous winter I had become rather seriously ill with one of those carefully named difficulties which are the whispers of approaching age. (J. St. ) 13. A child had appeared among the palms, about a hundred yards along the beach. He was a boy of perhaps six years, sturdy and fair, his clothes torn, his face covered with a sticky mess of fruit. His trousers had been lowered for an obvious purpose and had only een pulled back half-way. (W. G. ) 14. When I saw him again, there were silver dollars weighting down his eyes. (T. C. ) 15. She was still fat after childbirth; the destroyer of her figure sat at the head of the table. (A. B. ) 16. I participated in that delayed Teutonic migration known as the Great War. (Sc. F. ) 17. Did you see anything in Mr. Pickwicks manner and conduct towards the opposite sex to induce you to beli eve all this? (D. ) 18. Bill went with him and they returned with a tray of glasses, siphons and other necessaries of life. (Ch. ) 19. It was the American, whom later we were to learn to know and love as the Gin Bottle King, because of a great feast of arms performed at an early hour in the morning with a container of Mr. Gordons celebrated product as his sole weapon. (H. ) 20. Jane set her bathing-suited self to washing the lunch dishes. (Jn. B. ) 21. Naturally, I jumped out of the tub, and before I had thought twice, ran out into the living room in my birthday suit. (?. ?. ) 22. For a single instant, Birch was helpless, his blood curdling in his veins at the imminence of the danger, and his legs refusing their natural and necessary office. T. C. ) 23. The apes gathered around him and he wilted under the scrutiny of the eyes of his little cousins twice removed. (An. C. ) Hyperbole a stylistic device in which emphasis is achieved through deliberate exaggeration, like epithet, relies on the foregrounding of the emotive meaning. The feelings and emotions of the speaker are so raffled that he resorts in his speech to intensifying the quantitative or the qualitative aspect of the mentioned object. E. g. : In his famous poem To His Coy Mistress Andrew Marvell writes about love: My vegetable love should grow faster than empires. Hyperbole is one of the most common expressive means of our everyday speech. When we describe our admiration or anger and say I would gladly see this film a hundred times, or I have told it to you a thousand times we use trite language hyperboles which, through long and repeated use, have lost their originality and remained signals of the speakers roused emotions. Hyperbole may be the final effect of another SD metaphor, simile, irony, as we have in the cases He has the tread of a rhinoceros or The man was like the Rock of Gibraltar. Hyperbole can be expressed by all notional parts of speech. There are words though, which are used in this SD more often than others. They are such pronouns as all, every, everybody and the like. Cf. : Calpurnia was all angles and bones (H. L. ); also numerical nouns (a million, a thousand), as was shown above; and adverbs of time (ever, never). The outstanding Russian philologist A. Peshkovsky once stressed the importance of both communicants clearly perceiving that the exaggeration, used by one of them is intended as such and serves not to denote actual quality or quantity but signals the emotional background of the utterance. If this reciprocal understanding of the intentional nature of the overstatement is absent, hyperbole turns into a mere lie, he said. Hyperbole is aimed at exaggerating quantity or quality. When it is directed the opposite way, when the size, shape, dimensions, characteristic features of the object are hot overrated, but intentionally underrated, we deal with understatement. The mechanism of its creation and functioning is identical with that of hyperbole, and it does not signify the actual state of affairs in reality, but presents the latter through the emotionally coloured perception and rendering of the speaker. It is not the actual diminishing or growing of the object that is conveyed by a hyperbole or understatement. It is a transient subjective impression that finds its realization in these SDs. They differ only in the direction of the flow of roused emotions. English is well known for its preference for understatement in everyday speech I am rather annoyed instead of Im infuriated, The wind is rather strong instead of Theres a gale blowing outside are typical of British polite speech, but are less characteristic of American English. Some hyperboles and understatements (both used individually and as the final effect of some other SD) have become fixed, as we have in Snow White, or Liliput, or Gargantua. Trite hyperboles and understatements, reflecting their use in everyday speech, in creative writing are observed mainly in dialogue, while the authors speech provides us with examples of original SDs, often rather extended or demanding a considerable fragment of the text to be fully understood. Exercise VII. In the following examples concentrate on cases of hyperbole and understatement. Pay attention to their originality or stateness, to other SDs promoting their effect, to exact words containing the foregrounded emotive meaning: 1. I was scared to death when he entered the room. (S. ) 2. The girls were dressed to kill. (J. Br. ) 3. Newspapers are the organs of individual men who have jockeyed themselves to be party leaders, in countries where a new party is born every hour over a glass of beer in the nearest cafe. (J. R. ) 4. I was violently sympathetic, as usual. (Jn. B. ) 5. Four loudspeakers attached to the flagpole emitted a shattering roar of what Benjamin could hardly call music, as if it were played by a collection of brass bands, a few hundred fire engines, a thousand blacksmiths hammers and the amplified reproduction of a force-twelve wind. (A. S. ) 6. The car which picked me up on that particular guilty evening was a Cadillac limousine about seventy-three blocks long. (J. B. ) 7. Her family is one aunt about a thousand years old. (Sc. F. ) 8. He didnt appear like the same man; then he was all milk and honey now he was all starch and vinegar. (D. ) 9. She was a giant of a woman. Her bulging figure was encased in a green crepe dress and her feet overflowed in red shoes. She carried a mammoth red pocketbook that bulged throughout as if it were stuffed with rocks. (Fl. OC. ) 10. She was very much upset by the catastrophe that had befallen the Bishops, but it was exciting, and she was tickled to death to have someone fresh to whom she could tell all about it. (S. M. ) 11. Babbitts preparations for leaving the office to its feeble self during the hour and a half of his lunch-period were somewhat less elaborate than the plans for a general European War. S. M. ) 12. The little woman, for she was of pocket size, crossed her hands solemnly on her middle. (G. ) 13. We danced on the handkerchief-big space between the speakeasy tables. (R. W. ) 14. She wore a pink hat, the size of a button. (J. R. ) 15. She was a sparrow of a woman. (Ph. L. ) 16. And if either of us should lean toward the other, even a fraction of an inch, the balance would b e upset. (O. W. ) 17. He smiled back, breathing a memory of gin at me. (W. G. ) 18. About a very small man in he Navy: this new sailor stood five feet nothing in sea boots. (Th. P. ) 19. She busted herself in her midget kitchen. (T. C. ) 20. The rain had thickened, fish could have swum through the air. (T. C. ) Oxymoron is a stylistic device the syntactic and semantic structures of which come to clashes. In Shakespearian definitions of love, much quoted from his Romeo and Juliet, perfectly correct syntactically, attributive combinations present a strong semantic discrepancy between their members. Cf. : O brawling love! ? loving hate! heavy lightness! Serious vanity! Feather of lead, bright smoke, cold fire, sick health! As is clearly seen from this string of oxymorons, each one of them is a combination of two semantically contradictory notions, that help to emphasize contradictory qualities simultaneously existing in the described phenomenon as a dialectical unity. As a rule, one o f the two members of oxymoron illuminates the feature which is universally observed and acknowledged while the other one offers a purely subjective, individual perception of the object. Thus in an oxymoron we also deal with the foregrounding of emotive meaning, only of a different type than the one observed in previously discussed SDs. The most widely known structure of oxymoron is attributive, so it is easy to believe that the subjective part of the oxymoron is embodied in the attribute-epithet, especially because the latter also proceeds from the foregrounding of the emotive meaning. But there are also others, in which verbs are employed. Such verbal structures as to shout mutely (I. Sh. ) or to cry silently (M. W. seem to strengthen the idea, which leads to the conclusion that oxymoron is a specific type of epithet. But the peculiarity of an oxymoron lies in the fact that the speakers (writers) subjective view can be expressed through either of the members of the word combination. Originality and specificity of oxymoron becomes especially evident in non-attributive structures which also, not infrequently, are used to express semantic contradiction, as in the stre e damaged by improvements (O. H. ) or silence was louder than thunder (U. ). Oxymorons rarely become trite, for their components, linked forcibly, repulse each other and oppose repeated use. There are few colloquial oxymorons, all of them showing a high degree of the speakers emotional involvement in the situation, as in damn nice, awfully pretty. Exercise VIII. In the following sentences pay attention to the structure and semantics of oxymorons. Also indicate which of their members conveys the individually viewed feature of the object and which one reflects its generally accepted characteristic: 1. He caught a ride home to the crowded loneliness of the barracks. J. ) 2. Sprinting towards the elevator he felt amazed at his own cowardly courage. (G. M. ) 3. They were a bloody miserable lot the miserablest lot of men I ever saw. But they were good to me. Bloody good. (J. St. ) 4. He behaved pretty busily to Jan. (D. C. ) 5. Well might he perceive the hanging of her hair in fairest quantity in locks, some curled and some as if it were forgotten, with such a car eless care and an art so hiding art that it seemed she would lay them for a pattern. (Ph. S. ) 6. There were some bookcases of superbly unreadable books. (E. W. 7. Absorbed as we were in the pleasures of travel and I in my modest pride at being the only examinee to cause a commotion we were over the old Bridge. (W. G. ) 8. Heaven must be the hell of a place. Nothing but repentant sinners up there, isnt it? (Sh. D. ) 9. Harriet turned back across the dim garden. The lightless light looked down from the night sky. (I. M. ) 10. Sara was a menace and a tonic, my best enemy; Rozzie was a disease, my worst friend. (J. Car. ) 11. It was an open secret that Ray had been ripping his father-in-law off. (D. U. ) 12. A neon sign reads Welcome to Reno the biggest little town in the world. (A. M. ) 13. Huck Finn and Holden Caulfield are Good Bad Boys of American literature. (V. ) 14. Havent we here the young middle-aged woman who cannot quite compete with the paid models in the fashion magazine but who yet catches our eye? (Jn. H. ) 15. Their bitter-sweet union did not last long. (A. C. ) 16. He was sure the whites could detect his adoring hatred of them. (Wr. ) 17. You have got two beautiful bad examples for parents. (Sc. F. ) 18. He opened up a wooden garage. The doors creaked. The garage was full of nothing. (R. Ch. ) 19. She was a damned nice woman, too. (H. ) 20. A very likeable young man with a pleasantly ugly face. (A. C. ) In all previously discussed lexical SDs we dealt with various transformations of the logical (denotational) meaning of words, which participated in the creation of metaphors, metonymies, puns, zeugmas, etc. Each of the SDs added expressiveness and originality to the nomination of the object. Evaluation of the named concept was often present too, but it was an optional characteristic, not inherent in any of these SDs. Their subjectivity relies on the new and fresh look at the object mentioned, which shows the latter from a new and unexpected side. In irony, which is our next item of consideration, subjectivity lies in the evaluation of the phenomenon named. The essence of this SD consists in the foregrounding not of the logical but of the evaluative meaning. The context is arranged so that the qualifying word in irony reverses the direction of the evaluation, and the word positively charged is understood as a negative qualification and (much-much rarer) vice versa. Irony thus is a stylistic device in which the contextual evaluative meaning of a word is directly opposite to its dictionary meaning, So, like all other SDs, irony does not exist outside the context, which varies from the minimal a word combination, as in J. Steinbecks She turned with the sweet smile of an alligator, to the context of a whole book, as in Ch: Dickens, where one of the remarks of Mr. Micawber, known for his complex, highly bookish and elaborate style of speaking about the most trivial things, is introduced by the authors words Mr. Micawber said in his usual plain manner. In both examples the words sweet and plain reverse their positive meaning into the negative one due to the context, micro- in the first, macro- in the second case. In the stylistic device of irony it is always possible to indicate the exact word whose contextual meaning diametrically opposes its dictionary meaning. This is why this type of irony is called verbal irony. There are very many cases, though, which we regard as irony, intuitively feeling the reversal of the evaluation, but unable to put our finger on the exact word in whose meaning we can trace the contradiction between the said and the implied. The effect of irony in such cases is created by a number of statements, by the whole of the text. This type of irony is called sustained, and it is formed by the contradiction of the speakers (writers) considerations and the generally accepted moral and ethical codes. Many examples of sustained irony are supplied by D. Defoe, J. Swift or by such XX-ieth c. writers as S. Lewis, K. Vonnegut, E. Waugh and others. Exercise IV. In the following excerpts you will find mainly examples of verbal irony. Explain what conditions made the realization of the opposite evaluation possible. Pay attention to the part of speech which is used in irony, also its syntactical function: 1. The book was entitled Murder at Milbury Manor and was a whodunit of the more abstruse type, in which everything turns on whether a certain character, by catching the three-forty-three train at Hilbury and changing into the four-sixteen at Milbury, could have reached Silbury by five-twenty-seven, which would have given him just time to disguise himself and be sticking knives into people at Bilbury by six-thirty-eight. (P. G. W. ) 2. When the, war broke out she took down the signed photograph of the Kaiser and, with some solemnity, hung it in the men-servants lavatory; it was her one combative action. (E. W. ) 3. I had a plot, a scheme, a little quiet piece of enjoyment afoot, of which the very cream and essence was that this old man and grandchild should be as poor as frozen rats, and Mr. Brass revealed the whole story, making himself out to be rather a saintlike holy character. (D. ) 4. The lift held two people and rose slowly, groaning with diffidence. (I. M. ) 5. England has been in a dreadful state for some weeks. Lord Coodle would go out. Sir Thomas Doodle wouldnt come in, and there being nobody in Great Britain (to speak of) except Coodle and Doodle, there has been no Government (D. ) 6. From her earliest infancy Gertrude was brought up by her aunt. Her aunt had carefully instructed her to Christian principles. She had also taught her Mohammedanism, to make sure. (L. ) 7. Shes a charming middle-aged lady with a face like a bucket of mud and if she has washed her hair since Coolidges second term, Ill eat my spare tire, rim and all. R. Ch. ) 8. With all the expressiveness of a stone Welsh stared at him another twenty seconds apparently hoping to see him gag. (R. Ch. ) 9. Well. Its shaping up into a lovely evening, isnt it? Great, he said. And if I may say so, youre doing everything to make it harder, you little sweet. (D. P. ) 10. Mr. Vholes is a very respectable man. He has not a large business, but he is a very respectable man. He is all owed, by the greater attorneys to be a most respectable man. He never misses a chance in his practice which is a mark of respectability, he never takes any pleasure, which is another mark of respectability, he is reserved and serious which is another mark of respectability. His digestion is impaired which is highly respectable. (D. ) 11. Several months ago a magazine named Playboy which concentrates editorially on girls, books, girls, art, girls, music, fashion, girls and girls, published an article about old-time science-fiction. (M. St. ) 12. Apart from splits based on politics, racial, religious and ethnic backgrounds and specific personality differences, were just one cohesive team. (D. U. ) 13. A local busybody, unable to contain her curiosity any longer, asked an expectant mother point-blank whether she was going to have a baby. Oh, goodness, no, the young woman said pleasantly. Im just carrying this for a friend. (P. G. W. ) 14. Sonny Grosso was a worrier who looked for and frequently managed to find, the dark side of most situations. (P. M. ) 15. Bookcases covering one wall boasted a half-shelf of literature. T. C. ) 16. I had been admitted as a partner in the firm of Andrews and Bishop, and throughout 1927 and 19281 enriched myself and the firm at the rate of perhaps forty dollars a month. (Jn. B. ) 17. Last time it was a nice, simple, European-style war. (I. Sh. ) 18. He could walk and run, was full of exact knowledge about God, and entertained no doubt concerning the special partiality of a minor deity called Je sus towards himself. (A. B. ) 19. But every Englishman is born with a certain miraculous power that makes him master of the world. As the great champion of freedom and nationalindependence he conquers and annexes half the world and calls it Colonization. (B. Sh. ) 20. All this blood and fire business tonight was probably part of the graft to get the Socialists chucked out and leave honest businessmen safe to make their fortunes out of murder. (L. Ch) 21. He spent two years in prison, making a number of valuable contacts among other upstanding embezzlers, frauds and confidence men whilst inside. (An. C. ) Antithesis is a good example of them: syntactically, antithesis is just another case of parallel constructions. But unlike parallelism, which is indifferent to the semantics of its components, the two parts of an antithesis must be semantically opposite to each other, as in the sad maxim of O. Wilde: Some people have much to live on, and little to live for, where much and little present a pair of antonyms, supported by the contextual opposition of postpositions on and for. Another example: If we dont know who gains by his death we do know who loses by it. (Ch. ) Here, too, we have the leading antonymous pair gam lose and the supporting one, made stronger by the emphatic form of the affirmative construction dont know / do know. Antithesis as a semantic opposition emphasized by its realization in similar structures, is often observed on lower levels of language hierarchy, especially on the morphemic level where two antonymous affixes create a powerful effect of contrast: Their pre-money wives did not go together with their post-money daughters.   (H. ) The main function of antithesis is to stress the heterogeneity of the described phenomenon, to show that the latter is a dialectical unity of two (or more) opposing features. Exercise I. Discuss the semantic centres and structural peculiarities of antithesis: 1. Mrs. Nork had a large home and a small husband. (S. L. ) 2. In marriage the upkeep of woman is often the downfall of man. (Ev. ) 3. Dont use big words. They mean so little. (O. W. ) 4. I like big parties. Theyre so intimate. At small parties there isnt any privacy. (Sc. F. ) 5. There is Mr. Guppy, who was at first as open as the sun at noon, but who suddenly shut up as close as midnight. (D. ) 6. Such a scene as there was when Kit came in! Such a confusion of tongues, before the circumstances were related and the proofs disclosed! Such a dead silence when all was told! (D. ) 7. Rup wished he could be swift, accurate, compassionate and stern instead of clumsy and vague and sentimental. (I. M. ) 8. His coat-sleeves being a great deal too long, and his trousers a great deal too short, he appeared ill at ease in his clothes. (D. ) 9. There was something eery about the apartment house, an unearthly quiet that was a combination of overcarpeting and underoccupancy. (H. St. ) 10. It is safer to be married to the man you can be happy with than to the man you cannot be happy without. (E. ) 11. Then came running down stairs a gentleman with whiskers, out of breath. (D. 12. It was the best of times, it was the worst of times, it was the age of wisdom, it was the age of foolishness, it was the epoch of belief, it was the epoch of incredulity, it was the season of Light, it was the season of Darkness, it was the spring of hope, it was the winter of despair; we had everything before us, we had nothing before us, we were all going direct to Heaven, we were all going direct the other way in short the period was so far like the present period, that some of its noisiest authorities insisted on its being received for good or for evil, in the superlative degree of comparison only. D. ) 13. Cannery Row in Monterey in California is a poem, a stink, a grating noise, a quality of light, a tone, a habit, a nostalgia, a dream. Cannery Row is the gathered and scattered, tin and iron, and rust and splintered wood, chipped pavement and weedy lots and junk heaps, sardine canneries of corrugated iron, honky tonks, restaurants and whore houses and little crowded groceries and laboratories and flophouses. Its inhabitants are, as the man once said Whores, pimps, gamblers and sons of bitches, by which he meant Everybody. Had the man looked through another peephole he might have said Saints and angels and martyrs and holy men and he would have meant the same thing. (J. St. )

General aviation manufactures association (GAMA) Research Paper

General aviation manufactures association (GAMA) - Research Paper Example However, it seems that with the measures adopted by the association and also with the help of U.S government, the association will be able to overcome these hurdles. The General Aviation Manufacturers Association is the union of more than 70 manufacturers of various air components ranging from fixed-wing general aviation airplanes, engines, avionics, and components. Almost all the present day flying planes are built by GAMA members. In addition, they engage in aircraft fleet, airport fixed-based operations, pilot training, and maintenance facilities. A look into the history of GAMA will prove that it makes a significant contribution to the U.S economy and also to the economies of other nations. In addition, it acts as a platform for discussion of various issues affecting the aviation industry. Moreover, there are a large number of initiatives from the association that are vital to the society, like the environmental protection measures. The association, established in 1970, has been engaged in such operations that ensure the general welfare of the aviation industry. The association has its headquarters in Washington, DC, and an additional office in Brussels. It functions as a body that represents the interest of its members to the government agencies throughout the world, which vary from legislation, regulations regarding safety, access to markets, developing aviation infrastructure, and finally security. In addition, the association works in collaboration with the International Civil Association Organization (ICAO) for its members and also works with various other national and international groups for the promotion of the interest of general aviation worldwide. The GAMA has a chairman, a vice chairman, and a board of directors. The board contains a chief executive or a senior official from each member company. The election is conducted by the board of

Organizational analysis Essay Example | Topics and Well Written Essays - 1250 words

Organizational analysis - Essay Example Luke’s Hospital is the largest in the size as well as in number of nurses and doctors providing their services to the patients. With the collaboration of University of IOWA Hospitals and Clinics, St Luke’s Hospital is now focusing on open-heart surgeries, Intensive Care Units (ICU,) and neonatal services such that only St. Luke’s Hospital is providing such services in whole Cedar Rapids. The main reason behind the establishment of St. Luke’s Hospital was the lack of any good quality healthcare service-providers and hospitals. Increasing level of deaths and casualties due to lack of emergency services made the officials think of establishing a new hospital in order to control the death toll. Due to this legacy element of protecting public’s life, the overall image, and respect of St. Luke’s Hospital in Cedar Rapid is quite high and people remember the hospital’s image in good faith. The community impact of the hospital is also quite app reciable since the time it built an inpatient rehabilitation unit, which is accredited by Commission on Accredited of Rehabilitation Facilities (CARF). Fourteen Forces of Magnetism As far as the forces of magnetism are concerned, St. Luke’s Hospital has remained successful in keeping the forces consistent with original intent. However, there are still some forces, which turned out to be rather inconsistent due to various reasons. The alone presence of St. Luke’s Hospital for a relatively longer period of time and the monopoly that it enjoyed over that time created some inconsistencies in the forces of magnetism. Since then nobody did not even notice them and therefore, did not make any changes to rectify those inconsistencies. The main forces, which are found to be inconsistent with their original intent, are fourth and thirteenth force, which relate to Personnel Policies and Programs, and Interdisciplinary Relationships respectively. Personnel Policies and Programs in volve the amount of compensation and benefits that are awarded to the employees of the organization. In St. Luke’s Hospital, the major kinds of employees are doctors and nurses. Doctors are paid competitively however nurses are underpaid. In this way, St. Luke’s Hospital remained a bit deficient in providing appropriate rewards and benefits to all levels of employees working in the hospital. Another main threatening inconsistency relates to thirteenth force such that the relationships developed between the doctors and their lower staff including nurses is not quite satisfactory. The behavior of doctors is quite harsh and underestimating with their lower staff mainly because of achieving higher qualification (Malloch and O’Grady, 2010). However, this inconsistency does not hinder the quality of healthcare services provided by the hospital to the patients. Force number eleven, which states that nurses should also be used as teachers is also lacking in St. Lukeâ₠¬â„¢s Hospital. It has been the practice of the management of St. Luke’s Hospital to recruit the qualified nurses rather than teaching the new comers and bringing them in the mainstream teaching profession. Force number nine, which is related to the autonomy provided to the employees is also quite lacking in the organizational dynamics of St. Luke’s Hospital. Both doctors and surgeons do possess some real kind of autonomy and they can take even strategic decisions, which are in the benefit of the hospital. However, staff working under these doctors and surge