Corporate Finance Essay Example | Topics and Well Written Essays - 3500 words

Corporate Finance - Essay Example e sway on stock prices.(Frankfurter 2002 )Another way of thinking fights that costs are contrarily associated with profit payout levels.(Frankfurter 2002).The third view is that firm profit approach is immaterial in stock value valuation. (Hotdog 2002.These perspectives are best summarized as being founded on, the assessment impact ( Litzenberger and Ramaswamy (1980),)Clientele impacts clarifications (Elton and Gruber, 1970), Agency hypothesis explanations(Easterbrook 1984), Signaling models(John and Williams (1985), and mental/sociological clarifications ( Frankfurter and Lane 1992). Going to the part of Dividend Policies, Capital structure choices and tax assessment scholastic writing has also varied and introduced fluctuating perspectives. The main hypothesis here is the MM hypothesis talked about underneath dependent on which the paper investigates the writing relating to the synchronous impact of both the company duty and individual annual assessments on the profit arrangement and capital structure of a firm in principle. In this vein numerous different examinations have additionally inspected the transient example of corporate profit payout and dynamic profit conduct dependent on fluctuating assessment codes.(MA Lasfer 1996). It has been seen frequently that there will be â€Å" auxiliary moves in the total profit payout and these shifts regularly harmonize with charge law changes†(Wu 1996).Thus the observational proof on the impacts of both partnership and individual annual duties on profit installment alterations and on capital structure choices is as needs be looked into from now on. It has regularly been expressed that organizations set their profit strategies to limit their duty risk and to augment the after-assessment form of their investors. (Wu 1996).It has likewise been expressed that at whatever point an organization can't deduct the progressed corporate assessment from their duty obligation it will fall back on giving out low dividends.(Wu 1996 refering to Brennan). The thought of the duty theory expresses that the differential tax collection from profits and

A Learning Experience

Every person in the general society has their own particular life course and encounters dependent on the choices they pick at whatever point confronted a specific condition or an experience with another human individual. Every individual respond diversely on these encounters as a major aspect of the distinction complex of the human nature.However, comparable on all event, every individual can take in a significant exercise from every one of these experience or condition which is fundamental to their self-awareness. On the off chance that an individual is sufficiently willing and is open towards the idea of the experience, the person can successful be edify from the ethical criticalness of the occasion. Consequently, through the genuine encounter of every individual that the person figures out how to form and improve into a superior human person.On respects to this viewpoint, the creator of this paper has additionally experience a specific condition from where he took in an important exercise that he despite everything holds until the present. From this experience, the creator of this paper has seen the estimation of time on which it just gives a solitary open door for a person to prevail in a situation for a moment.As the adages of shrewd consistently state, time is valuable with worth as of gold. In the fiber of time, each subsequent checks constantly passing by then failing to come back in this manner, it is critical to give significance for every snapshot of it. Given this in a genuine condition caused the creator of this paper to understand the significant estimation of every second subsequently, adapting never to squander one more second of it.During the time of youth of subject of this experience, he was utilized to snapshots of having second open door wherein in the event that one possibility is squandered, at that point another is given.This is a sure benefit that the creator of this paper has consistently delighted in through the entirety of his encoun ters especially in his instructive establishment. Instructors and instructive facilitators have constantly given this kid a benefit (or an impediment) because of different individual reasons, for example, family foundation, great control through words, social impact and others.It is as though the destiny of chance arrived upon the hands of this kid empowering him to control time and chances for his very own prosperity. In any case, this has trained him a negative exercise on which he become used to this benefit. In reality, the blunders of his ways has struck back out of the blue prompting an unfortunate ending.A basic assessment significant for his general instructive presentation has come and as usual, this kid never gave a lot of consideration to it paying little mind to the time limitation it has for the arrangement time frame. He respected this assignment at its particular period to be unimportant as a result of his desire for unique exemption.However, past his insight, the dir ector for the assessment originated from another foundation on which he has not command over hence, nullifying his benefits. He had to have the errands at its given period with any arrangement at all.This lamentable experience has mirrored its impact upon the outcome influencing the course of his instructive potential driving him to stage a level down. From this experience he has discovered that time in fact doesn't respect uncommon benefits, social impact and others. It sees people in general as equivalent under its capacity and control giving every individual a particular open door for each moment.However, the wheel of time has given the kid another open door as an exercise, which was profoundly engraved in his brain. From that second, he has understood his error and give time the worth it merit through failing to waste another snapshot of it.He centered his enthusiasm to what it significant especially his instruction and had the option to prevail in his own course of life. From h is experience, he has taken in an important exercise, which he firmly holds in his track towards what's to come. In light of this change, he had the option to succeed and share this exercise through the portrayal of this story to move others to offer an incentive to their own time and opportunity.

Why you need to develop a growth mindset ASAP

I’m sure you will have come across the terms â€Å"fixed mindset† and â€Å"growth mindset† at some point. If you haven’t, well, its time to get yourself acquainted with them. I often find the way we choose to live our lives, and the opportunities we get, depend on the mindset we choose to adopt and the approach we take to life. A person with a fixed mindset is quick to assume their intelligence and abilities; their character is set in stone and can’t be changed. They are likely to blame â€Å"failures† on their lack of certain traits, and are most likely going to avoid any opportunity that involves uncertainty in the fear of failure, criticism, or disappointing others. In contrast, a person with a growth mindset is constantly chasing for challenging opportunities that are filled with uncertainty. Individuals with a growth mindset strongly believe that the challenges they face will help them thrive and stretch out their skills and capabilities. They have no fear of failure, as every experience faced is a new growth prospect. Fixed vs. growth: wheres your mindset at? Put it in perspective We usually develop our mindset based on upbringing, from watching family and friends. While we can’t really control how our upbringing impacts our mindset growing up, we can make a conscious effort to improve and strive to always be better than the previous day, week, month, or year. Ultimately the perspective we choose to have will determine the relationship we have with success and failure, and will have a huge impact on our happiness. The perspective we choose to have will determine the relationship we have with success and failure. As we have passed the halfway point in our journey at Hult, I’ve come to realize that developing a growth mindset is hard work, and we have to put in conscious effort to correct our mental habits. Here is the thing: when situations are good, or when you are all caught up with your assignments and life, then having a growth mindset comes naturally. The real problem arises when it’s the last three weeks of the module and you have 4+ major submissions due, presentations, three weeks of sleepless nights, and an unbalanced diet. This is when you are most likely to fall back to your old habits and revert to a fixed mindset. You might start working hard to get the grades without actually using the opportunity to learn; you may be less likely to think outside the box and provide creative solutions, as that involves risk. All you are interested in is doing whats needed to get the grade and move on to the next assignment. Its the journey, not the destination The more I read about growth mindset, or listen to TED Talks on the topic, the more I realize no one really has a growth mindset all the time. It is an ongoing process of learning, of becoming self-aware, and redirecting our thoughts and energy towards a more productive outlook. The only way to achieve the growth mindset is through deliberate practice. Only when we stop caring about how our thoughts, actions, or results will affect those around us, and start using that energy to enhance our own knowledge and skills, learn new things, and be better versions of ourselves, do we really free ourselves from the shackles of the fixed mindset. The only way to achieve the growth mindset is through deliberate practice, and surrounding ourselves with others that are striving towards the same goal. A learning process As a student, embracing a growth mindset has enabled me to accept that my talents, skills, and capabilities have massive room for improvement, and that failure isn’t really a bad thing after all. In fact, failure is an excellent opportunity to learn. Moreover, by actively seeking out more learning opportunities, I’ve been able to network with talented individuals from varied industries and backgrounds who are also striving for improvements. The more I think of my experience, the more it feels like a Super Mario game. Just like Mario and Luigi, we are constantly trying our best to level up despite the challenges thrown at us. We may fall a few times, but we use those opportunities to learn what didn’t work so we don’t repeat the same things again. In the process, we train our brain to process and retain new information faster and in a more efficient way. The benefits of a growth mindset arent limited to students, but rather can and should be applied to anyone and everyone. Adopting this outlook will help with both your professional and personal life. So, whats stopping you from leveling up? Learning to adopt a growth mindset is an integral part of the Hult education. For more information on our school and degrees available, from undergraduate to executive level, download a brochure today. Hult offers a range of highly skills-focused and employability-driven business school programs including a range of MBA options and a comprehensive one year Masters in International Business. To find out more, take a look at our blog Why every leader needs a growth mindset. Download a brochure or get in touch today to find out how Hult can help you to learn about the business world, the future, and yourself. Hult Rotation offers you a chance to study in a truly global way. Our rotation program allows you to study and be immersed in some of the finest cities in the world. 📠¸: @jasminmanzano . Hult Rotation offers you a chance to study in a truly global way. Our rotation program allows you to study and be immersed in some of the finest cities in the world. 📠¸: @jasminmanzano . Each year, Hult seeks to enroll a talented and ambitious incoming class from all over the world. We look for diverse students with a wide range of experiences, perspectives, and interests—students who will thrive in our unique educational atmosphere. Are you ready for a truly global experience? 📠¸: @iambrunadiniz . Each year, Hult seeks to enroll a talented and ambitious incoming class from all over the world. We look for diverse students with a wide range of experiences, perspectives, and interests—students who will thrive in our unique educational atmosphere. Are you ready for a truly global experience? 📠¸: @iambrunadiniz . We’re excited to start 2020 on a ranking high! Hult is proud to have been placed #28 in Poets Quants 2020 rankings for Best Undergraduate Business Schools in the US. Taking a huge leap of 32 places from our 2019 position, we’re also very happy to have secured top positions in key categories like: life-changing experience, practicality of the degree, and global immersion. . With five global campuses, a student body of over 130 nationalities, and a learn-by-doing approach—Hult offers a student experience like no other. . We’re excited to start 2020 on a ranking high! Hult is proud to have been placed #28 in Poets Quants 2020 rankings for Best Undergraduate Business Schools in the US. Taking a huge leap of 32 places from our 2019 position, we’re also very happy to have secured top positions in key categories like: life-changing experience, practicality of the degree, and global immersion. . With five global campuses, a student body of over 130 nationalities, and a learn-by-doing approach—Hult offers a student experience like no other. . â€Å"I’m from an engineering background and needed a whole new skill set for the industry I wanted to switch to. I learned a lot about myself and how I deal with being out of my comfort zone. I learned both soft and hard skills, from how to work in very diverse teams to key accounting metrics and strategy. I was surprised by how weak I was at certain tasks in English or how strong I actually was in other areas. Hult gave me opportunities to try new things and meet people from places I never thought I would have friends. . My internship experiences gave me the chance to broaden my view of different cultures and different companies. I had the opportunity to work and live with people whose values differed from people in my home country. I thought that this would be difficult, but it gave me the chance to reflect on my own values and assess if they were a result of my home country environment or if they were intrinsically mine. . Diederick ter Kulve (@diederick.terkulve) Netherlands Masters in International Business . â€Å"I’m from an engineering background and needed a whole new skill set for the industry I wanted to switch to. I learned a lot about myself and how I deal with being out of my comfort zone. I learned both soft and hard skills, from how to work in very diverse teams to key accounting metrics and strategy. I was surprised by how weak I was at certain tasks in English or how strong I actually was in other areas. Hult gave me opportunities to try new things and meet people from places I never thought I would have friends. . My internship experiences gave me the chance to broaden my view of different cultures and different companies. I had the opportunity to work and live with people whose values differed from people in my home country. I thought that this would be difficult, but it gave me the chance to reflect on my own values and assess if they were a result of my home country environment or if they were intrinsically mine. . Diederick ter Kulve (@diederick.terkulve) Netherlands Masters in International Business . Say a big hello to our Bachelor of Business Administration program cover star, Elisa Orus Plana âÅ" ¨ . â€Å"I’m excited for the future—especially that I cant predict whats going to happen. Maybe Ill end up in Mexico working for a trading company or maybe in Africa, developing my own business. Everything is possible, and the options are constantly changing. I love the idea that Im never going to be stuck doing the same job until the end of my life if I dont want it to be like this. . Hult really supports me and my ambitions and truly believes that we deserve to be considered as professionals as well as students. Here, I get to express not just my opinions but all elements of myself. From my creative side with the Fashion Society to my finance and business sides in Trading Club and the Management Consulting Club. We get a different type of learning here. Not just essential knowledge and theory, but practical skills and mindset. The school is always evolving. We’re encouraged to innovate and to always look for new ways of doing traditional things. We learn how to be more confident and become aware of how we can impact our environment. The school aims to help you become a better version of yourself and to stand out from the crowd.â€Å" . Elisa Orus Plana French Bachelor of Business Administration Class of 2021 Say a big hello to our Bachelor of Business Administration program cover star, Elisa Orus Plana âÅ" ¨ . â€Å"I’m excited for the future—especially that I cant predict whats going to happen. Maybe Ill end up in Mexico working for a trading company or maybe in Africa, developing my own business. Everything is possible, and the options are constantly changing. I love the idea that Im never going to be stuck doing the same job until the end of my life if I dont want it to be like this. . Hult really supports me and my ambitions and truly believes that we deserve to be considered as professionals as well as students. Here, I get to express not just my opinions but all elements of myself. From my creative side with the Fashion Society to my finance and business sides in Trading Club and the Management Consulting Club. We get a different type of learning here. Not just essential knowledge and theory, but practical skills and mindset. The school is always evolving. We’re encouraged to innovate and to always look for new ways of doing traditional things. We learn how to be more confident and become aware of how we can impact our environment. The school aims to help you become a better version of yourself and to stand out from the crowd.â€Å" . Elisa Orus Plana French Bachelor of Business Administration Class of 2021"> During the final days of 2019, you probably reflected on what you’ve accomplished this year—and even this decade—and what you’d like to achieve in 2020. Let us know in the comments below. During the final days of 2019, you probably reflected on what you’ve accomplished this year—and even this decade—and what you’d like to achieve in 2020. Let us know in the comments below. â€Å"The first time we did group work on the program, I went head-to-head with a colleague. It taught me a lot about how I see people, how people see me, and how conflict can be resolved in a kind and productive way. The best feedback you get, when delivered constructively, is the most critical because it really feeds into how you lead. I’ve completely reversed my leadership style—the result is so much richer and more powerful when you lead from behind and lead with strength. . Studying in tandem with working, whilst challenging, gave me the perfect platform to directly apply learning concepts into my business environment, the competitive landscape, and the real-estate industry as a whole. When I started the program, I was very happy in my corporate role. But my courage and aspirations grew to the point that I took on a whole new direction. Having my career coach, Joanna, as a sounding board allowed me to really be strategic and get to know myself. She coached me thro ugh all the interviews, the research, and the questions. It went in parallel with what I was doing academically and after six months everything just clicked. . I went into the EMBA knowing I had nothing to lose and I’ve come out with everything. Great strength, global friends, amazing learning, mentors from professors, a job I love, and the knowledge that I can set my mind to achieve anything and with the right support and resources I’ll get there.† . Kashani Wijetunga British, New Zealand Sri Lankan Associate Director Senior Strategy Consultant CBRE EMBA Class of 2019 . â€Å"The first time we did group work on the program, I went head-to-head with a colleague. It taught me a lot about how I see people, how people see me, and how conflict can be resolved in a kind and productive way. The best feedback you get, when delivered constructively, is the most critical because it really feeds into how you lead. I’ve completely reversed my leadership style—the result is so much richer and more powerful when you lead from behind and lead with strength. . Studying in tandem with working, whilst challenging, gave me the perfect platform to directly apply learning concepts into my business environment, the competitive landscape, and the real-estate industry as a whole. When I started the program, I was very happy in my corporate role. But my courage and aspirations grew to the point that I took on a whole new direction. Having my career coach, Joanna, as a sounding board allowed me to really be strategic and get to know myself. She coached me thro ugh all the interviews, the research, and the questions. It went in parallel with what I was doing academically and after six months everything just clicked. . I went into the EMBA knowing I had nothing to lose and I’ve come out with everything. Great strength, global friends, amazing learning, mentors from professors, a job I love, and the knowledge that I can set my mind to achieve anything and with the right support and resources I’ll get there.† . Kashani Wijetunga British, New Zealand Sri Lankan Associate Director Senior Strategy Consultant CBRE EMBA Class of 2019 . â€Å"It was now or never. I knew that I’d have likely stayed in my neighborhood for years to come if I didn’t take this opportunity. I’d not lived or studied outside of the U.S. before. So I left my job as a global strategist at an advertising agency and moved halfway around the world. I’ve come back a more culturally aware, well-versed person. I’ve realized that everything is a learning experience and an opportunity for growth. Ill definitely carry this mindset with me into the future. Technology and social media allow us to be different people in several places at once. Im excited to see how I can establish myself in whatever city Ill be lucky enough to call home and still maintain deep connections with people all over the world. I’m inspired by my classmates every day. Hearing some of their life stories and how getting this degree fits into their greater mission has been very humbling. My biggest challenge has been finding the ‘right’ path for me. There have been rooms Ive felt like I shouldnt be in, but now Im proud to feel as though I truly belong, wherever I am.† . Dwayne Logan, Jnr. American MBA Class of 2019 . â€Å"It was now or never. I knew that I’d have likely stayed in my neighborhood for years to come if I didn’t take this opportunity. I’d not lived or studied outside of the U.S. before. So I left my job as a global strategist at an advertising agency and moved halfway around the world. I’ve come back a more culturally aware, well-versed person. I’ve realized that everything is a learning experience and an opportunity for growth. Ill definitely carry this mindset with me into the future. Technology and social media allow us to be different people in several places at once. Im excited to see how I can establish myself in whatever city Ill be lucky enough to call home and still maintain deep connections with people all over the world. I’m inspired by my classmates every day. Hearing some of their life stories and how getting this degree fits into their greater mission has been very humbling. My biggest challenge has been finding the ‘right’ path for me. There have been rooms Ive felt like I shouldnt be in, but now Im proud to feel as though I truly belong, wherever I am.† . Dwayne Logan, Jnr. American MBA Class of 2019 . Happy New Year, Hultians! . Happy New Year, Hultians! .

Is Food Production A Growing Concern - 1473 Words

The world’s population is predicted to reach 9 billion by 2050. Will we be able to feed everyone, what are the problems likely to be and what do we need to overcome these problems?† Undoubtedly food production is becoming a growing concern as factors such as the rapidly growing global population and changing diets within developing countries stretch current production techniques to the limit. The total global human population is expected to increase by 34% by 2050 with this growth occurring predominately in developing areas and with the greatest relative population increase of 120% occurring in todays least developed countries (How to feed the world in 2050, 2009). The development of these countries and the associated rise in prosperity has resulted in shifting diets which centre on an increased consumption of meat (Foley, 2014). As a result of this larger and more developed population with an increased dependency on unsustainable protein sources, food production must increase by around 70% by 2050 (How to feed the world in 2050, 2009). In addition to the strain of an increasing population, other pressures make it difficult to increase the amount of food produced. Climate change poses significant threat to food production as small changes to conditions can drastically reduce crop yields with temperature increases of just 1 °C likely resulting in reductions of 5-10% in the yields of major serial crops (Tamiotti et al., 2009). Moreover, the melting of glacial ice thatShow MoreRelatedThe Problem Of Rapid Population Growth1605 Words   |  7 Pagesa world population of one billion people. Population statistics show that there were 1.6 billion people in 1900 and this figure reached 6 billion before the end of the 20th century. Over the past several decades, the world s population has been growing exponentially. According to the population statistics, this figure is going to ascend to more than 9 billion people by the end of 2050. Recent studies shows that the growth rate of population has somewhat steadied from the pr ior projections due toRead More Population and the World Hunger Debate Essay999 Words   |  4 PagesHunger Debate The correlation between over-population and growing world hunger has become a controversial topic in today’s society. Concerns of population expansion, world starvation, and environment destruction are matters of debate and are of much concern for their outcomes affect everyone of society. The world is home to an estimated 6 billion people with more than 80 million additions every year. With this astonishing growing rate of population it is necessary to address the matter of worldRead MoreThe 2050 Food Security Challenge1292 Words   |  6 PagesThe 2050 Food Security Challenge, is one of the most widely known and concerning issues of the 21st century due to its vast potential of impacting the entire earth. In an analysis titled â€Å"Solutions for a Cultivated Planet,† Foley et al. (2011) note that it as â€Å"one of the greatest challenges of the twenty-first century† (p. 1). In summary, the issue addresses the need for massive expansion of food production in order to accommodate our ever-growing population. By 2050, the world population is expectedRead MoreEffects on the Environment of Mass Food Production1386 Words   |  6 PagesThe Effects of Mass Food Production on the World as a Whole Robert Dupell ANT 340 Mass food production has become an increasing issue in the world. It was created to help solve the lack of nutrition problem that was created by the staggering population growth of the human race. Short term it has solved the issue it was created for. But there are inherent risks that come with this type of food production. Mass food production causes a great deal of stress on the environment. The land, airRead MoreGenetically Modified Food Essay1034 Words   |  5 PagesThe growing demand for food poses key challenges to humankind. Both the biodiversity and arable land for future agricultural food production must be safeguarded to ensure that genetic diversity is protected to safeguard ecosystem resilience. More food must be produced to feed and sustain the growing South African population with less input, while deploying every effort to minimize risk. Agricultural sustainability is no longer optional but mandatory to counteract possible social problems such asRead MoreEssay921 Wo rds   |  4 Pagesinterest. In the case of genetically modified organisms, they raise regulatory concerns in regard to consumer health and safety, and preserving biodiversity. The agricultural outputs can create a health risk to humans, however, there is no actual evidence that GMOs can pose a threat on health towards humans (Drezner, 2007, P. 154). There is no scientific evidence to prove that the presence of GMOs is unhealthy. Another concern the author has is about the effect on biological diversity. Since the seedsRead MoreConsumer Attitudes Of The Food Industry861 Words   |  4 Pagesaround organic and health foods has been quickly emerging as society becomes more concerned about health issues than ever before. The harm associated with large-scale food productions is beginning to be realized, as consumers are now more involved in knowing about what is in the products that they consume. Consumer attitudes related to large-scale food productions and health issues are controll ed by various factors. However, whether or not health food and organic foods are the solution to solve theRead MoreGenetically And Genetically Modified Foods1510 Words   |  7 Pagessolve farmers ever growing challenges. These seeds are then referred to as GMO seeds or GM seeds. The value of producing seeds with genetically modified traits can be seen in today’s agricultural markets. Today, ninety percent of soybeans, sixty percent of corn and sixty percent of cotton grown in the U.S. contain herbicide tolerant traits. With the technological changes in how we create and grow agricultural crops bring concerns from society and scientists alike. Some concerns about GM crops areRead MoreVertical And Vertical Types Of Vertical Farming1667 Words   |  7 Pagescomponent of urban agriculture and is the practice of producing food in vertically stacked layers or vertically inclined surfaces. Advantages of Vertical Farming Minimum Input – Maximum Output Vertical Farming is a revolutionary approach to producing high quantities of nutritious and quality fresh food all year round, without relying on skilled labour, favourable weather, high soil fertility or high water usage. Vertical Farm Systems growing cycles are consistent and reliable, allowing commercial growersRead MoreGenetically Modified Food ( Gm Food )1724 Words   |  7 PagesIntroduction Genetic engineering or biotechnology can be applied to different fields such as animal biology, agriculture, or in microorganism. [8] Ever since the first genetically modified food (GM food)- Flavr Savr tomato- was invented in 1994 [16], genetically modified food has been at the center of controversy in terms of its suitability for human consumption and its effect on the biodiversity of naturally evolved organisms. Monsanto is the largest GM seed producer in North America to the extend

Food and Drink in England - 1457 Words

Tim Ta Mrs. Shuck English IV 3rd hour 22 February 22, 2011 Food and Drink in England Have you ever wondered how other countries choice of food and drink or customs differed from your own? In England, their diet and customs do not differ as much from our own. We have similarities such as the main courses of breakfast, lunch, and dinner such as our choices of diet over the centuries has changed. But differences such as tea time, which is a very important social time in England, and their choice for there diet is different from ours. These things set our cultures differently when it comes to food and drink. Their first main course of the day in England is breakfast. Breakfast is usually eaten between seven to nine am. People in†¦show more content†¦The most popular kinds of cheese English people usually eat would be mature Cheddar cheese and chase it down with a pint of beer (Sixsmith 4). As you can see lunch plays an important role in the everyday lives of English people but the most important and most looked forward to meal of the day would be dinner. The time when all English people look forward to at the end of the long day at work would be dinner time. This is because dinner is usually the time when the family is allowed to time to prepare a full course meal to enjoy (Andrews 75). A traditional dinner in Britain would be is considered to consist of any type of meat such as lamb, pork, or beef and two vegetables on the side. The side of vegetables usually varies from a lot of things. This would vary from potatoes, carrots, peas, cabbages, onions, salads, or a type of soup. But in England a traditional dinner is rarely eaten. This is because people stray away from the traditional and go to a typical kind of style. The typical dinner in England would be food such as curry, which is an Indian food, and rice and pasta dish. But other than the foreign types of food English people eat they would make famous dishes such as Lancashire Hotpot, Bangers and Mash, Shepherds Pie, Roast chicken with mashed pot atoes and gravy, Toad in the Hole, Macaroni Cheese, Fish pie, and Steak and Kidney Pudding. These dishes would be the kinds of dishes you would see almost everywhere when you walk into a familyShow MoreRelatedProblems With Nutritional Food Labels1620 Words   |  7 PagesProfessor Van Dyke English 103 18 December 2015 Problems with Nutritional Food Labels It is very common nowadays to walk into a restaurant and look at a menu and see a side note with the amount of calories that each plate holds. As well as walking into a grocery store, you will always notice a nutritional label on the food product. A nutritional label tends to always be located on the back, front or side of the food product. These nutritional labels are for educational use, used to inform communitiesRead MoreArgumentative Essay: Sin Taxes Are Positive for Society801 Words   |  4 Pagesproducts like large, sugar-filled soft drinks and junk foods. There has been opposition to raise taxes on soft drinks and snack foods, but it is a good idea. There is evidence that these taxes can reduce the number of people who purchase these items. Therefore, the added cost can help people be make better choices and be healthier. Sin taxes are something that governments have been doing for hundreds of years. They have existed since the 1600’s in England and started in the United States duringRead MoreObesity As A Public Health Campaign958 Words   |  4 Pagesobesity as a public health issue, the government introduces no of polices, strategy and health campaign to tackle this problem, including Change4life campaign and Healthy Lives, Healthy People: A call to action on obesity in England. Chang4life is a public health campaign in England, which started in 2009 supported by the Department of Health to tackle growing problem of obesity. This was the first campaign to adapt social marketing approach to address obesity by making significant improvements in anRead MoreObesity Is A Complex Process953 Words   |  4 Pagespublic health issue, the government introduces no of policies, strategy and health campaign to tackle this problem, including Change4life campaign and Healthy Lives, Healthy People: A ca ll to action on obesity in England (Foresight 2007). Chang4life is a public health campaign in England, which started in 2009 supported by the Department of Health to tackle growing problem of obesity (Change4life 2016). This was the first campaign to adopt a social marketing approach to address obesity by making significantRead MoreChildhood Obesity : A Growing Public Health Concern Essay1494 Words   |  6 PagesChildhood obesity is a growing public health concern in the UK. Data obtained from the National Child Measurement programme 2013/14 showed that a third of children in England are classified as overweight or obese (Wilkie et al., 2016). If current trends continue, 50% of all 10 year-olds will be overweight or obese by 2020. Obese and overweight individuals have a 10% increased risk of developing chronic diseases such as cancers, hypertension and type 2 diabetes (Kopelman, 2007). Consequently, thisRead MoreGrand Met Case1125 Words   |  5 PagesBackground and Issues Grand Metropolitan PLC was a multinational holdings company that faced a hostile takeover threat in the late 1980s and early 1990s. The company specialized in wine and spirits. The headquarters for operation was in London, England at the time of this case. The major dilemma at hand is avoiding a takeover. The economy was bad at the time, and the companys stock price was thought to be undervalued, as their low P/E ratio of 13.3 indicated. Management needs to find outRead MoreEssay about Unit 3 M2 D11721 Words   |  7 Pageswhere the floor was left wet after being mopped and cleaned. Problems with the escalators and elevators are also one of the causes of common shopping centre accidents.’ The hazards that I identified in the shopping mall included, wet floors, hot food, drinks and hot surfaces, metal knives and forks in the reach of young children, escalators and also the railings on the higher floors. In 2003 a child safety scheme was launched and the County Mall in Crawley was the very first place in the UK to introduceRead MoreExportplan Caffay Company1046 Words   |  5 Pagescapita. This has to do with the companies where coffee is offered for free, the supermarkets which import large quotas, and families (single and multiple-households) who buy from the stores situated in the cities These cities (top 5) are: England: 1 – London, 8.979 million population 2 – Manchester, 2.362 million population 3 – Birmingham, 2.362 million population 4 – Leeds, 1.616 million population 5 – Glasgow, 1.195 million population France: 1 – Paris, 2.4 million population Read MoreBritish Cuisine1599 Words   |  7 PagesSome time ago Somerset Maugham said that ‘to eat well in England, you should have breakfast three times a day. To be perfectly honest, most British food was considered by many people as terrible. It included overcooked vegetables, boring sandwiches and greasy sausages. It was definitely not an enjoyable experience. However, these are now only stereotypes. Things have changed a lot and food has become very important in British culture. 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Employees’ Internationalisation Experiences †MyAssignmenthelp.com

Question: Discuss about the Employees Internationalisation Experiences. Answer: Introduction The employees in an organisation are given the training to improve the functions of the organisation. When an organisation is internationalising, the employees of the organisations are provided extra responsibilities to manage the organisations in the new geographic situation. In this essay, several strategies for the preparation of expatriates will be discussed and best-suited approach will be justified with instances on a specific region of the world. HR practices of the organisations assist the employees in order to cope up with the different situations. In this essay, the geographic region of Europe has been chosen in order to discuss the employees internationalisation experiences. Explaining the strategies and approaches a newly internationalising organisation takes The organisations send the employees in European countries when they expand the organisations as each of the organisations has a dream to open a branch in European countries to gather economic growth. The employees have to manage the course of new working culture, people and geographic conditions when they are shifted to the new European countries. The organisations send existed employees to the European countries and the organisations also recruit fresh employees from the new country also in which they start operating. Weber (2013), impacted the influence of country and organisation-specific factors on making the HR policies. The staffing process is important as large multinational conglomerate needs to send the employees in different geographic regions and employees face Crusoe Situation all of a sudden (Marler and Fisher 2013). The employees in large global organisations need to work in European countries; however, they might be citizens of different countries. The employees are c alled expatriates, who are citizens of organisation's home country working in the foreign country for job purposes. External context of multinational organisations is related to economic factors, socio-cultural factors, political-legal factors and technological factors (Allen et al. 2015). Ethnocentric staffing Ethnocentric staffing involves in giving the important positions to expatriates from the organisations home country when the organisations open new foreign subsidiaries (Brewster et al. 2016). Expatriates are considered to be better represent of home office and they can understand the interests of the organisation. The management does this to ensure the foreign offices should be aligned with headquarters decisions. Most of the expatriates are selected from the current employees and they just are transferred to the other country where the organisation opens its subsidiary. The benefit of ethnocentric staffing is that it can align the interests of perspectives of foreign countries to the home country of the organisation. In addition, ethnocentric staffing does not create an issue from the language barrier and cultural factors. Riche et al. (2016), supported this by saying that organisations can transfer the employees by the employees performances and records and organisations can predict the future of the subsidiaries. On the other side, as stated by Allen et al. (2015), ethnocentric staffing lacks in local perspectives that are important for the organisations to flourish in a new place and it may help the organisation to overcome the hurdles in foreign offices. New employees in the organisations that are recruited through ethnocentric approach should be trained in technical skills and decision making abilities. The employees have to go other regions, in this situation, the employees must be given training in the leadership skills and the employees have to understand about manpower requirement. As stated by Gratton et al. (2016), the employees in this approach are given the stress management training as the employees have to live away from the home country. Polycentric staffing The management of an organisation recruits host-country nationals for the new positions in the organisations clerks or mail-rooms and even for the executives positions in polycentric staffing. Polycentric staffing is done when the organisations try to open a new branch in different developed countries. In polycentric staffing, the locals of the new regions should be experts and experiences in work (Cappelli and Keller 2014). The benefit of polycentric staffing is that the host country nationals have a better understanding of economic growth, culture and systems of working. They can better judge the condition in the flourishing of new business with strategies and planning. The locals must be talented and educated who have an understanding of laws, politics and workplace culture of foreign places. On the other side, local people may have a local interest and they can misguide the management in communicating to headquarter in polycentric staffing. The employees in the approach are given the training of career mobility and communication skills. The communication skills and technological knowledge are needed to connect with HQ to send the communication. The employees are given the training of managing the operation as the organisations use the natives of the host country to control the management process solely (Forsgren 2015). Regiocentric staffing Host-country nationals staffs are not recruited in a high degree in regiocentric staffing, on the contrary, organisations try to make facilities and offices grouped into regions that can work into a single whole in foreign countries (Anguelovski et al. 2014). The headquarter gives autonomy to the offices that are situated in the foreign offices. A region can make up with a group of countries and each region develops with their set of HR rules and practices. The benefit of regiocentric staffing is that the employees can be transferred to each country of the region; however, the employees do not go outside their home region. This staffing approach provides the benefit to recruit the managers from various countries lying within a geographic region, moreover, employees selected from within the region that closely takes after the host country (Forsgren 2015). It provides an advantage as less cost is needed and the managers perform well as they are from neighbouring countries. On the other side, the disadvantage of regiocentric staffing is that managers from separate regions may have different viewpoints and there may occur communication barrier. In this approach, the expatriates are given the training of cross-cultural training that could foster the understanding and appreciation of the host country employees. The employees could be given the language training to communicate with the employees (Finka and Kluvankova 2015). The organisation can take the role playing training for the expatriates in order to increase the potentiality. Geocentric staffing policy Geocentric staffing policy is a global approach that views that each part of the organisation can make a unique contribution. Nationality is completely ignored in this staffing by the HR and best person is selected for the post. Colour or any types of cultural factors do not matter when geocentric staffing is considered as the development of the organisation. The benefit of geocentric staffing is that it seeks the best people regardless nationality and colour of the employees. The employees need to be ready in working any section of the world and the management of organisation takes the approach in consistence and strong unifying culture in order to manage the management network. On the other side, as argued by Brush et al. (2015), geocentric staffing approach for training would be difficult as the managers need to adopt multiple styles at once. In this approach, the employees are given the training of cultural management as the workplace in this approach is full of culturally diverse people. The cultural training to the employees will help the employees to manage themselves in this globally diverse workplace. The communication improvement and confidence building are also needed for the employees. Polycentric staffing approach may work best in European countries and reasons In sending the employees in European countries when the organisations are trying to expand in European countries, the organisations can take polycentric staffing approach. Polycentric staffing approach gives the best possible result for the employees as the organisations can recruit easily from the new European countries. The cost of staffing would be low as the relocation cost of existing employees will not be needed. Anguelovski et al. (2014), emphasised that multinational organisations follow environment factors to survive and prosper and they anticipate the training needs of the employees in different regions. In European countries, parent companies open its subsidiaries and nationals of the host country are recruited at managerial posts (Daley 2012). In this regard, training requirement of the employees is less and organisations can manage the training sessions related to language, communication and workplace culture to the host nationals. The training process of polycentric approach can increase the career opportunities for the nationals and subsidiaries can have government support in providing training to the employees in European countries (Reiche et al. 2016). The locals have a better understanding of the market and they can set the marketing strategies that provide extra chances of success. The recruitment process will be comparatively less expensive when the new freshers will be recruited in European countries. Discussing challenges employees often face when working abroad The organisations, as well as the employees, like to broaden the horizons of working and they do not regret the experiences they are having. However, the expatriates face challenges when they are sent to the foreign countries for a project for employment purposes. Language barriers The most significant challenges that the employees face in working in foreign countries is language barriers. However, in case of working in European countries, language barrier will not bother to this extent as most of the European people speak in English. As stated by Cole (2015), even if the employees in the home country are an excellent speaker, however, this may not create any value in foreign countries. When, Xiaomi, renowned mobile brand launched the products in India, they sent the expatriates to India and the Chinese employees had to learn the Indian native languages to communicate with employees and customers. The expatriates have to learn the new language in which they need to work with idioms and slangs also. Cultural differences The expatriates in the new foreign country can feel a fish out of water when they face the cultural differences. The employees need to admire and understand the new culture and they just need to follow it as this would be rewarding. Become used to with the new culture is important when working in abroad otherwise; the employees will feel apathy or homesickness. For instance, in European country Spain, the employees have to take long gap during the lunch hours and they have to work a few extra hours to make up this (Finka and Kluvankova 2015). Less support from fellow employees When the employees work in the own country, they get support from the team members as they know each other very well. The range of support system gets lower when the employees need to work in foreign countries (Gratton et al. 2016). Social services, friends, families and near ones are not there to support the employees in difficult situations. The employees have to face the battle of their own. Relocation issue If the employees are relocated to European regions from the Asian continent, then the time difference between two places will be longer. In this case, the employees need to set a new routine for themselves. When, Malaysian company Sunway Construction, Real Estate Company sends their project managers to the different countries in work purposes, they feel the pressure of relocating in different places and to communicate with local employees. When the employees start working in new countries, they need to adopt new routines and this makes the life harder for the employees. Learning issue When employees get a new job out of their home country, they require new learning curves and the learning curve in a foreign country is steeper (Daley 2012). The employees do not feel much comfort when they learn something new and it is a rewarding experience for the employees. The employees are given the training to learn something new; however, the training can be about job roles, diversity training and communication. Adapting new situation In some of the cases, the employees face the issue of adapting to the new situation as the employees have to live there alone. The relocating of the employees happen suddenly and they do not have plans to adopt the new situation. The shock comes suddenly and the employees have to check the situation with different laws, social norms and various other challenges (Cappelli and Keller 2014). Cultural shock In this situation, the employees may feel the experience of cultural shock; it is experienced by the employees when they move to a new cultural environment which is different from their own. As supported by Schuler and Jackson (2015), cultural shock can be defined as personal disorientation when individual experiences an unfamiliar way of life immigrating to a different place. This move between social environments can provide the transition of human life-changing experiences. Cultural shock can provide an experience of transition of human beings to another form of life. In this case, the employees feel the culture shock when they are shifted to another foreign land and they have to adopt theirs without prior knowledge (Brush et al. 2015). The employers sometimes provide training to the employees about new life, new learning and working types. The employees feel in shifting to a foreign land the challenges of information overloading and generation gap issues. As stated by Muratbekova- Touron (2014), employees can feel the homesickness in cultural shock and boredom is inevitable for them. In this regard, the employers need to provide training to set the cultural skills and skill to interdependency in new places. The process through management and HR practices can assist them in coping with the difficulties and being successful Convergence and divergence HR needs to benchmark the companys best practices and HR department can influence decision-making for convergence. HR also provides local autonomy for ensuring the local employees as they must meet adequate embracing towards the divergent approach (Brewster et al. 2016). However, in today's market needs to un-versus them' that this policy to recruit people from home country can provide disadvantage as well. The HR cannot be ethnographic and the management tends to xenophobic (Simmonds 2015). The strategic HR of a multinational should not consider ethnographic staffing and they miss the top-notch people from the host-national countries. Cultural diversity HR department must meet the challenges of international business to achieve the balancing act of cultural diversity. In this regard, according to (Anguelovski et al. 2014), the HR should understand the values of expatriates and they know the companys culture and they have business skills along with the technical expertise. The recruitment policy in the foreign land needs to be strategic as the organisation needs to wings to fly in the new place. The HR must recruit the people who have special transferrable skills and can work in emerging market. In recruiting the people from the local market can be helpful for the management as they are cheap and they know the language and country very well. Rules and labour rights HR department must ensure the safety rules, compensation and labour practices in the organisation to make the employment policies harmonised (Allen et al. 2015). In addition, the labour administration and industrial relations are managed through HR departments. The HR of the multinational companies needs to build a global database where they store the data of foreign offices and the home office as well. The HR database can be accessed from all parts of the world and the top managers review the database in end of the year. IBM took 20 years to make a global database of their own and it helps them to find the annual reviews of an employee are easily (Rudd and Lawson 2017). In managing the global human resources, the organisations can keep a personal-profile template' and that can consist of names, skills, hobbies and interests of the employees Conclusion It has been observed that the organisations take different strategies and approaches in order to train the employees so that they can manage the projects or organisations. The employees need to amalgamate with new culture, employees and types of works. The organisations try to train the employees in order to survive in the new country. The employees are mainly given the on-the-job (OJT) training to cope up with the working process. This OJT training is not expensive as compared to another mode of training. There are various challenges that the employees face in settling in foreign countries and the multinationals companies try to mitigate the pressure through strategic planning. References Allen, D., Lee, Y.T. and Reiche, S., 2015. Global work in the multinational enterprise: New avenues and challenges for strategically managing human capital across borders.Journal of Management,41(7), pp.2032-2035. Anguelovski, I., Chu, E. and Carmin, J., 2014. Variations in approaches to urban climate adaptation: Experiences and experimentation from the global South.Global Environmental Change,27, pp.156-167. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. London: Kogan Page Publishers. Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016.New challenges for European resource management. Berlin: Springer. Brush, C.G., Edelman, L.F. and Manolova, T., 2015. The impact of resources on small firm internationalization.Journal of Small Business Strategy,13(1), pp.1-17. Cappelli, P. and Keller, J.R., 2014. Talent management: Conceptual approaches and practical challenges.Annu. Rev. Organ. Psychol. Organ. Behav.,1(1), pp.305-331. Cole, D.H., 2015. Advantages of a polycentric approach to climate change policy.Nature Climate Change,5(2), pp.114-118. Daley, D.M., 2012. Strategic human resources management.Public Personnel Management, pp.120-125. Finka, M. and Kluvnkov, T., 2015. Managing complexity of urban systems: A polycentric approach.Land Use Policy,42, pp.602-608 Forsgren, M., 2015.Managing the Internationalization Process (routledge Revivals): The Swedish Case. Abingdon: Routledge. Gratton, L., Hope-Hailey, V., Truss, K., Stiles, P. and Hailey, V.H., 2016.Strategic human resource management(pp. 79-100). Oxford: Oxford University Press. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.Academy of Management Annals,8(1), pp.1-56. Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), pp.18-36. Muratbekova-Touron, M., 2014. From an ethnocentric to a geocentric approach to IHRM: The case of a French multinational company.Cross Cultural Management: An International Journal,15(4), pp.335-352. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016.Readings and cases in international human resource management. London: Taylor Francis. Rudd, J.E. and Lawson, D.R., 2017.Communicating in global business negotiations: a geocentric approach. London: Sage Publications. Schuler, R.S. and Jackson, S.E., 2015.Strategic human resource management. New Jersey: John Wiley Sons. Simmonds, K., 2015. Global strategy: achieving the geocentric ideal.International Marketing Review,2(1), pp.8-17. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Abingdon: Routledge. Weber, W. (2013): Human Resource Policies in European Organisations: An Analysis of Country and Company-specific Antecedents. In New Challenges in European Human Resource Management, pp. 247-253.

New Beginning free essay sample

New Beginning by S. C., Canton, CT February 12, 1998: One, swallow; two, swallow; three, swallow sixteen, swallow. Seventeen pills down the hatch. Ouch my stomach is starting to hurt; my mouth is getting dry. Whats going on!? Wait, is this real? Mom Mom, I did something. The police are here; the ambulance is coming up the street. Oh my God! This is real! Im in the ambulance; all these devices are attached to me. Why is my heart beating three and a half times a second? Why do I keep passing out? Why does he keep slapping my face? Mom, dont cry. Oh, Mom, I love you. Im so sorry, Mom. Am I going to make it? Why wont they tell me? All I need to hear are the words, Youll be okay. Those words arent there. Im in the hospital; doctors, nurses, everyone is taking care of me. We will write a custom essay sample on New Beginning or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Im so sorry; I cant believe I did this. Everyone asks me questions. How many? Did you take anything else? Any alcohol? Here, drink this. Charcoal! Two cups in 30 seconds; Ill do anything to live. Very sick irony. At midnight I am served two more cups of charcoal. No damage internally. You can leave as soon as you talk to a psychiatrist. Hello, Dr. Weisman. We talk for an hour. I believe I candidly display my sanity and my total regret for my actions and then he sees my parents. I am within minutes of leaving. Wait, strike that. Why is Mom crying? Why is Dad crying? You want me to go where? Nooo! A mental hospital! How could you? If you loved me, Mom, you wouldnt make me go! Let me talk to Dr. Weisman. Im fine! I just want to go home; I just want to forget all this! Fruitless are these efforts. We drive to the hospital. The Crisis Intervention Unit. I dont understand. Im not in crisis and no one needs to intervene. Im surrounded by winos, heroin addicts and people strapped to beds screaming. I dont need to be here. Three hours later I am not; Im on my way to the psychiatric institute. One a.m. I arrive and I am alone. I talk to a doctor, and no, for the fiftieth time I dont hear voices and no, I dont think I can control other people and yes, I remember those objects you listed. I go to sleep and sometime in the next three days someone finally listens to me. I shouldnt be here. I leave the next day at 5: 30 in the evening. Im home, Mom. The emotions and experiences at the hospital are so numerous and deep I still cant elaborate on them. There is a word that can summarize those four days in a nutshell: HELL. Amazingly, however, the course of my life changed, for the better. Although by far the worst experience of my life, it may have been a blessing in a very immaculate disguise. After my altercation with Donnatal (a stomach antispasmodic) and my resulting visits to various facilities, I returned home. I began seeing a psychiatrist twice a week a person who truly understood how I felt, who helped me reach inside and express my genuine self. Ive attended a weekly session of family therapy with my parents. My life has been getting better. With my doctor, Ive talked through my troubles, analyzed my situation and for the first time, started thinking about myself. Ive started doing what I want to do, not what I think my parents, friends or teachers want me to do. That doesnt mean Ive turned into a narcissistic rabble-rouser; it just means Ive thought about Scott Campbell and what his interests are. In doing that, Ive found the most valuable thing I can find: myself. Ive found my identity and since then, Ive had an extraordinary time being me. Ive discovered my love of reading and knowledge and my bookshelf is full of novels waiting to be read. Ive also discovered my steadfast belief in social justice and have become involved in the Connecticut Green Party, the Animal Defense League, the Coalition to Abolish the Fur Trade and other organizations. Ive become a vegan, initiated a protest at a McDonalds and won the permission of my schools administration to set up a Vegan Outreach table at my school. Ive learned to rely on m yself and realize that I have the ability to achieve. Through a horrifying experience, Ive found my individuality and uncovered my goals in life. Maybe, in essence, I did kill a fake me and gave birth to the real Scott, an individual with a rejuvenated outlook on life and the desire to live it to its fullest. Mom, its me. Im back.