Community and the Rocky Horror Picture Show :: Rocky Horror Descriptive Essays

Network and the Rocky Horror Picture Show Sex, infidelity, awesome, and having a place. These are only a portion of the things that bring youngsters into The Rocky Horror Picture Show each Friday and Saturday night. Most adolescents are attracted by a family association and there are still other people who are essentially attracted by the interest raised by the name of the show alone. I was attracted as a result of family and companion connections to the show. Numerous youngsters who go get themselves in a spot where they feel that they have a place. Teenagers who typically get called â€Å"freaks† go to Rocky on the grounds that it is where they are not, at this point thought about that. Each individual that goes to Rocky has a specific uniqueness about them that is commended at each show. At the point when you go to Rocky, you meet other people who are much the same as you. This assists with building kinships and bonds between the participants. It additionally makes a demeanor of family in the venue that goes wherev er with you. Consistently there is an arbitrary number of virgins, or amateurs, picked to be yielded. These penances are all for the sake of entertainment and are viewed as a method of section into the Rocky people group. The first occasion when I went, myself and three different virgins were picked to be relinquished. Our penance was long, easy, and totally comical. Indeed I don’t imagine that it would have been half as fun on the off chance that I hadn’t had my three dearest companions sitting in the crowd chuckling at me. Out of the four of us picked just one was a kid and they caused him to be an ataman. The two outstanding virgins and I were set under a table and left there to our own gadgets while the cast gave an impromptu speech to a recently wedded part. My being picked to be relinquished caused me to feel as though I truly had a place there and could never be evaded. I was likewise extremely satisfied by the way that I was picked to be relinquished by my preferred characte r, Eddy who was being played by Dustin Martinez that night. After the toast was done we did our promise and were permitted to return to our seats and the show started. In the Rocky people group everybody is praised for what their identity is. Independence is something unique among the â€Å"Trannies† and it will consistently be that way. No person is ever criticized or taunted for dressing like a lady and no lady is ever looked downward on for dressing like a man.

Report on Religious Field Research Essay Example | Topics and Well Written Essays - 1250 words - 2

Report on Religious Field Research - Essay Example A great many individuals in America and the whole world practice Christianity (Dyet, 2006). Being the most famous religion on the planet, there are different misinterpretations about Christianity, some of which I for one held for such a long time. This exploration gave me an incredible chance to attempt to comprehend the Christian Religion and attempt to find solutions to the questions I have had about Christianity for an exceptionally prolonged stretch of time. Most Christians likewise hold different partialities against different strict gatherings, which has prompted strict segregation and wars in zones commanded by one religion (Driscoll, 2009). So as to comprehend the Christian Religion, I went to a Christian petition administration at a Baptist Church, where I collaborated with the Christian people group in the congregation as they helped me comprehend the fundamental establishments of Christianity. I figured out how to have a little conversation with a couple of Christians as a meeting to help away from of the preferences I had towards their religion. After a protracted conversation, I had the option to comprehend the Christian religion and change a portion of the bogus impressions I had about this strict gathering. Probably the greatest confusion I had concerning Christianity is the manner by which a Christian Worship Service is fundamentally focused on lessons about how terrible different religions are. I had consistently accepted that Christians are educated to scorn different religions (Driscoll, 2009). This is a misguided judgment I had held since my youth days during my collaborations with Christian who held very disdain sees on different religions. I was made to accept, from their perspectives, that they were shown such sort of thoughts in their houses of worship during revere administrations and Christian lessons. In the wake of going to the Service in a Christian Church, I had the option to change this misinterpretation. This was after cautiously tuning in to the message and the lesson of the Preacher. His message was essentially fixated on adoration for each other, understanding and shared regard and conjunction (Driscoll, 2009). The Preacher underlined the point that God made individuals in his own picture and in this manner each person ought to be adored as the individual in question speaks to the picture of God Himself. He likewise expressed that it is through adoring each other that individuals express their adoration for God, and that is the way they will have the option to get to paradise (Dyet, 2006). As indicated by the Bible, God made all mankind, so it doesn't make a difference the religion one has a place with (Driscoll, 2009). The central matter is that every individual have a place with God, and ought to be adored and regarded. Subsequent to tuning in to such messages, I needed to change my view on Christianity and lessen my partialities with respect to how they treat different religions. I was astonished to d iscover that Christianity is such an inviting religion, whose primary message depends on adoration for God and for each other. The other misguided judgment I had with respect to the Christian religion before this experience was that Christians despised different religions essentially in light of the fact that they were not adherents to Christ Jesus. This bias kept me off from blending unreservedly with Christians since I was unable to confide in the intentions of some of them, since I was not a devotee and I felt they detested all non Christians and treated them like non devotees who don't have the right to live. This confusion denied me such a significant number of chances of making Christian companions and blending openly with others and sharing thoughts. Over the span of this examination on religion, I had the option to go over some trying

Attributes and Primary Keys of the ERD Coursework

Qualities and Primary Keys of the ERD - Coursework Example SoniDream is the organization, shaping one of the substances. Inside it, there a few different elements, got from their different characteristics. I, in this manner, consider how every one of the accompanying has various qualities from the other (Moreira et al. 2013, p.455). Â The organization, with the fundamental office headquartered in London. An organization as a substance must have properties, for example, physical area. For this situation, its physical location in London. An organization should likewise have the individuals who run it. Utilizing this information, I distinguished individuals from staff who fall into various classes and assume various jobs. They incorporate studio directors, sound specialists, and van drivers. Â Recording studios conveyed over various pieces of London. Studios are fixed substances and must, in this manner, have their physical areas. For this situation of the studios are in London and the other 8 are situated in various pieces of the UK. Â Equipment utilized in the studio is a substance and must be contained various pieces. For this situation, they included recorder, blending work areas, studio screens, controllers, receivers, converters, instruments, and other music frill. The various elements are joined by various connections. Â 3. I recognized the primary relationship types for SonicDream utilizing a various leveled request. A relationship type is a relationship between at least two element types. Relationship types may relate a substance type with itself. In such a case the jobs of the substance types in the relationship type will be recorded on the edges like appeared in the ERD to a limited extent 1.

Hearsay, Deception and College Essay Samples University of Maryland

Hearsay, Deception and College Essay Samples University of Maryland A few of the advantages which you can get when you hire our services incorporate the next. The aim of the provider alone makes this one of the greatest essay services. One, we apply an extremely careful collection of our writers. It's only normal to be anxious about hiring an on-line essay writer since you can not ever be sure whether you are employing the ideal service or not. The Fight Against College Essay Samples University of Maryland Sometimes studying the huge picture is far more important than considering your own added benefits. You don't need to be worried about the should revise and correct the paper you make it from us. There's a freedom of choice and people may choose whatever they need to. The coat hanger comes out of a dumpster. This is because when you're provided an opportunity to describe yourself in the very best way possible, you might not have a suitable view of who you are. So, there's no need to be concerned about someone requesting a refund. They are always available and are eager to answer any question you've got. The point is to make sure you communicate your information in the most suitable way possible. It's possible to access the writer who's writing your essay directly so you can make any correction. This is the reason we provide an inexpensive essay writing service. It is a distinctive essay which tells about your very best qualities. Don't be worried about revising your paper. Please be certain to tell us why you believe this essay represent you well. Thus, the essay is supposed to coincide with the applicant's qualities and interests in order for it to boost the probability of admission. Your essay should be unique to you. If you are in need of a well-crafted essay, then you can count on us to deliver. Staying from the topic or answering an irrelevant question limits the probability of the essay to be outstanding. Someone who couldn't buy them otherwise. Finding the balance to communicate this information appropriately may not be simple. For additional information, get in touch with your admission counselor. Stephen's essay is rather effective. They loved each of the books and a few of them even read them out loud. The author starts with a rather comprehensive story of an event or description of an individual or place. What Everybody Dislikes About College Essay Samples University of Maryland and Why The Admissions Committee weighs lots of factors in making its choice. Professor Mitchell obtained a grant to have a category of students to Belgium to be able to study the EU. Thus, State University isn't only the ideal spot for me, it is the sole spot for me. On top of its growing cultural and ethnic diversity, it is becoming a master at creating a niche for every student. She emerged the greatest in her department and obtained an award of the absolute most improved student in the entire calendar year. I've reached the decision since it's the college of my dream in addition to the numerous successful alumni I have interacted with. Students who've been out of school for many decades, or that have a personal circumstance that affected performance, might wish to tackle that situation in their essay. Allow it to sit for a couple days untouched. It was the very first school on the planet to supply a science-based curriculum in dentistry. The curriculum should consist of rhetorical abilities and revision. Besides, I really like watching programs on robotics and mechanics that have been helpful in the growth of the skills. Replace a number of the cliched language. Application writing isn't the close of the world and you'll be able to prepare for it. Proceed with extreme caution if you are thinking about writing one. As a consequence, spending money to manage your essays could possibly be challenging. For a beginning, the typical application essay topics need you to use language that's absolutely free from language flaws and grammatical mistakes.

Civil Disobedience Extended Definition - 1405 Words

Michael D. Tiong ENGLCOM 11/12/12 11216964 C38-B Thesis Statement: Civil Disobedience, though often taken as a refusal to obey governmental instruction, was in fact an appropriate gesture of the people during the People Power Revolution because the people demonstrated democratic action when they felt that they were being oppressed. Outline: I. Overview of Civil Disobedience A. Brief History 1. Origins of the word B. Definition of Terms 1. Dictionary 2. Thesaurus 3. Application in everyday events II. The People Power Revolution A. Short summary of main events B. Relation to Civil Disobedience 1. Why was it an act of Civil Disobedience? 2. Why was there a†¦show more content†¦There was a need for the people to gather like this because Marcos’ famous implementation of Martial Law led to the deaths of several thousands of Filipinos. This regulation suspended several of the rights of the Filipinos and granted Marcos the free use of military power, which he did, against any who opposed him. The act of civil disobedience, which was basically exemplified through the People Power Revolution, also brings in with itself, some benefits and detriments. The benefit to this is that one may get the opportunity he/she is asking for through the resistance formed against the government like the People Power Revolution. The Filipinos here managed to non-violently get what they were longing for such a time, which was a fair and honest president that soon was elected and was named Cory Aquino. Now, in the downside of committing civil disobedience, one may find it by relating back to the revolution that took place in the Philippines. If perhaps Marcos pushed through with an all out attack against his people, regardless of what the foreign entities would have done about it, millions of Filipinos would have gotten hurt and died as a result. Even though civil disobedience is an act of nonviolence, it is still considered as resistance and the people know that Marcos wasn’t a fan of any sort ofShow MoreRelatedCivil Disobedience And The Civil War1047 Words   |  5 Pagesnational history was written, for the most part, as a result of civil disobedience. Breaking the laws that England imposed on the colonies was the first step in a revolution that established a new form of representative democracy. M ost of the great social changes that have come about over the 200+ years of our existence had its roots in the embracing of breaking a law of the land dutifully enacted by a legislative body. Civil disobedience is the deliberate disobeying of a law, or government directiveRead MoreMoral Responsibility1256 Words   |  6 Pagesclergymen composed a statement urging restraint in the Civil Rights movement and the discontinuance of demonstrations in Birmingham. The clergymen explained that progress could best be achieved through negotiation and through the court system and suggested that direct action would only make the situation worse. In response to this statement, Martin Luther King, Jr. composed his famous â€Å"Letter from Birmingham Jail† to explain why he was active in civil rights demonstrations, primarily because of the failureRead MoreStep to Democratization in Egypt Essay1409 Words   |  6 Pagesdemocratic and peaceful country. Egypt was known as a totalitarian state. From Dickerson (2010), totalitarianism is a modern form of despotic rule in which the state undertakes to remake society according to an ideological design. Mubarak matched that definition and has ranked 20th on Parade Magazines 2009 Worlds Worst Dictators list. Even though Mubarak was said to be one of the Worlds Worst Dictators, he persisted in ruling the country in a totalitarian style. He attempted to remake society to produceRead More Defining a Hero Essay2179 Words   |  9 Pagesthree influential people went through different journeys in order to accomplish different things, they are all heroes in their own way and have been through the same cycle of the road of trials and crisis/salvation. The word â€Å"hero† has several definitions. In Greek mythology, a hero was originally a demigod. A hero can be the principle character in a play, movie, novel, or poem. A hero can even simply mean someone who is discerned by outstanding courage, dignity, or power. Even though there a manyRead MoreWhy Gay Marriage Is Constitutional Essay2449 Words   |  10 Pageshigher court that must be followed by a lower court within the justice system. It serves a purpose of a reference or authority for judges to interpret a new upcoming conflict in relation to law. The right to gay marriage is one of the fundamental civil rights that is implicitly written under the US Constitution, which demonstrate the assess to individual privacy and equal protection for all. Since the ancient time (except in Greece), homosexual intimacy has been seemed as a sin by various religionsRead MoreWhere Is My Tax Gonig?1825 Words   |  8 Pagescorporate income and dividends; this is often referred to as double taxation . The Organization for Economic Co-operation and Development (OECD) publishes an analysis of tax systems of member countries. As part of such analysis, OECD developed a definition and system of classification of internal taxes as: On Income - In this, the tax which imposed on net profits from business, net gains, and other income are fall, like income tax, negative income tax, corporate tax and capital gain tax. On PropertyRead MoreEth 1252632 Words   |  11 Pagesconditions? a. The minority group maintains its own culture. b. The minority group residents are dispersed. c. The homeland of the immigrants is far away and inaccessible. d. The minority group arrives over an extended period of time. 5. The development of solidarity among ethnic subgroups is called a. pluralism. b. panethnicity. c. fusion. d. marginality. 6. Ethnocentrism is a. the beliefRead MoreFilm Ideology - Milk2629 Words   |  11 PagesAssignment 2 – Film and Ideology The definition of the word ideology can be represented in many ways. Today’s basic understanding of the word can be defined as â€Å"the body of ideas reflecting the social needs and aspirations of an individual, group, class, or culture† (Farlex, 2009).Gus Van Sant’s exceptional biopic Milk (Gus Van Sant, 2008) depicts the story of Harvey Milk, the slain gay-rights activist who became the first openly gay man elected to any substantial political office in the historyRead MoreRadical Social Work and Social Action4276 Words   |  18 Pagesthat can works in present time. Definition of Social Work: The social work promotes social change, problem solving in human relationships and the empowerment and liberation of people to enhance wellbeing. Utilizing theories of human behavior and social systems, social work intervenes at the points where people interact with environments. Principles of human rights and social justice are fundamental to social work. (Quoted by Harashima, 2005) As the above definition is not talking about complete socialRead MoreThe Impacts of Child Sexual Abuse3738 Words   |  15 Pagesyoung people having willing sex with a grown-up. Symptoms of Child Sexual Abuse Meanings of child sexual abuse differ with organizations and author. Every word denotes something different depending on readers. Research literature provides two definitions of child sexual abuse: any sexual misuse of a youngster under the age of sixteen for the sexual joy or benefit of a grown-up or much more senior individual and utilization of a child for the sexual delight of a grown-up. Some psychological writers

How I Address Conflicts Can Be A Difficult Task For Your...

Taking a step backwards to examine the conflicts you experience in your personal and professional life can be a difficult task. Gaining perspective on matters in which you carry deeply rooted emotions or have a large personal stake can be a challenge for even the most mature and established persons. This paper will attempt to take that step backwards and examine the conflicts I currently face in regards to my family, friends, coworkers, and society. After taking these things into considering I will attempt to forecast how these situations will influence conflict in my future. To gain a better understanding of how I address conflicts we must examine my origins and current position in life. Currently I am 29, soon to be married, a senior in college, five years into my career as a water professional, and I reside in a middle to lower income neighborhood in Norfolk, VA. I was raised in the rural grassfield area of southern Chesapeake, VA. My family owns several hundred acres of farm land and my grandfather is a third-generation grain farmer. The church played a significant role in my life when I was young and many of the morals and values I was taught at a young age extended from a conservative religious foundation. From a young age, I felt as though the individuals who took part in that system were often judgmental, hypocritical, and did not uphold in their own lives the standards in which they were attempting to force upon mine. My teenage years and early twenties wereShow MoreRelatedGroup Dynamics And Work Teams1394 Words   |  6 PagesDynamics and Work Teams, the new concept that was taken from it was the model of Group Development. As a professional engineer, I have been a part of multiple teams that were given the task of creative projects. As every project experiences their different problems, ours did the same. The teams were successful in the end, but of course, the journey to those successes were extremely difficult. Through the tough patches of the projects, the model of group development would have helped the team toRead MoreConflict Resolution at the Workplace1597 Words   |  6 Pagesï » ¿Workplace Conflict Resolution If you search the word conflict in the dictionary, you are likely to find plenty of negative connotations. Many explain conflict as: coming to collision or a disagreement; clash; contention; controversy; fighting or quarreling, states Random House (1975). As these definitions are negative in nature, most people tend to withdraw when they enter an arena with conflict. Business Environment Conflict If you can recognize and understand exactly what creates conflict withinRead MoreThe Essential Qualities Of A Critical Thinker1452 Words   |  6 Pagesdevelopment† (Foundation Thinking, 2013) â€Å"Professional boundaries are defined as the space between the professionals’ power and the client’s vulnerability. The power of the professional comes from the position we hold and the access to private knowledge about the client.† (Kohn, 2010) â€Å"Throughout our profession, thousands of men and women work with vulnerable families and children. In the scope of delivering social services, we often hear stories that can â€Å"break one’s heart,† or cause one to be inadvertentlyRead MoreChallenges Of Global Project Management1629 Words   |  7 Pagesachievements. Global Project management can be defined through a framework that will simplify all negative indicators and will help lead organizations to achieve maturity in the field. This framework can help global managers to focus on the advantages of international teams, presenting innovative solutions for collaboration over a distance, and addressing the challenges of cross-cultural and virtual communication. There are dimensions for global Management that will address the conflicting sectors of theRead MoreFamily / Community Care Plan1926 Words   |  8 Pagesbarrier due to the fact the family speaks fluent English, however, Mr. Riverez struggles with the English language and speaks fluent Spanish. This causes communication issues with his children The family and community, both have strengths that can help them overcome their obstacles. The community is working together by developing a portal for the community to find social services, faith-based programs, employment opportunities and community resources. The community is also working to decreaseRead MoreA Plan For A Project On The Middle Of Its Life Cycle1965 Words   |  8 Pagesproject as a team leader in the middle of its life cycle is a challenging task especially when coordinating between the project sponsor and team, but what is more difficult to handle is to be perceived as an intruder by your team with knowing that the whole idea of the project is being rejected and undervalued despite you are fully aware that the team is capable to do more about it. When I was working in the IT department for a Gas company branch., I was asked to lead a project of a network upgradeRead MoreThe Idea Of The Multipath Model1705 Words   |  7 PagesThe idea of the multipath model is a way for mental health professionals to take in the key point information of their analysis of the situation. My analysis of the multipath model is that it’s ingenious because it acts as blue print on finding the specific underlying issues that point to mental health disorder. According to (Sue et al. 2014, p.30) the multipath model is â€Å"a model of models that provides an organizational framework for understanding the numerous causes of mental disorders, the complexityRead More†¢How To Develop The Decision To Know, When To Follow A1254 Words   |  6 Pages†¢ How to develop the decision to know, when to follow a written procedure and when to adapt. †¢ How to give concrete feedback to the employees that motivates them to improve. †¢ How to manage the personnel stress while managing the stress of others. †¢ How to perfect the Communication skills. †¢ Participate in Team building, Problem-solving and decision-making skills. †¢ Motivate and recognize the positive feedback from the employee. â€Æ' Project Plan My proposal to the management is below to motivateRead MoreSupervision: Performance Management4960 Words   |  20 Pagescertain organisational, professional and personal objectives† (Morrison, 2001). Professional supervision is a positive and enabling process that offers the opportunity to bring employee and supervisor together to reflect on work practice. It is the process by which a worker can review and evaluate their work through discussion, report and observation with another worker. Supervision aims to identify solutions to problems, improve practice and increase understanding of professional and clinical issuesRead MoreLife Is Like A Box Of Chocolates1625 Words   |  7 PagesCAREER RESEARCH PAPER 2 Nick Carter once said, â€Å"It s like Forrest Gump said, Life is like a box of chocolates. Your career is like a box of chocolates - you never know what you re going to get. But everything you get is going to teach you something along the way and make you the person you are today. That s the exciting part - it s an adventure in itself†. According to the Bureau of Labor

Systematic Goal Oriented Patient Care

Question: Discuss about the Systematic Goal Oriented Patient Care. Answer: The patient Zhi Mei Huang is a 65 year old female, who have undergone a skin burn 1 week ago and used a traditional Chinese healing bum to relief pain. Upon her assessment at hospital, the wound appears to be a 4 % total body surface area deep partial thickness burn to the right anterior leg. She has neglected the wound since 1 week. Mrs. Huang has recently lost her husband and has little assistance since then. She lives alone in an apartment on 3rd floor without life, which enhances fall risk at this age. In addition, it has also revealed that she underwent rapid weight loss and declined capacity of care. Pathophysiology Mrs. Huang has undergone deep partial thickness skin burn on her right anterior leg, which has been classified as second-degree burn. The burn has been extended into deep reticular dermis. The reticular region of dermis contains connective tissue, blood vessels, sweat glands, which are damaged due to burn. In these burn cases, skin becomes splotchy red or waxen and white (Krasner et al. 2012). It appears as yellow or white, less blanching may occur with blistering. Deep partial thickness burn may be painless, dependent on the level of nerve damage. The patient may feel pressure and discomfort. Mrs. Huang was experiencing significant pain and discomfort, which was evident through her difficulties to walk. Goal Assessing Mrs. Huang, it has been revealed that she has 4 % deep partial thickness burn on her right anterior leg and having difficulties to walk with significant pain. Based on her current condition the following goals will be made by adopting a person-centred approach: To undertake a proper wound management process, with relieving pain and discomfort To reduce the risk of infection To educate her about requirements of her well being To ensure adequate assistance for her elderly care and support Course of action Secondary- Secondary prevention plan include proper wound management and infection control. Mrs. Huang has already neglected the wound for 1 week, which has increased the chance of infection at wound site. Thus, the silver dressing can be undertaken for wound healing, as silver dressing has shown significant positive impact upon chronic wound healing in recent days (Aziz, ZAbu Chong, 2012). In addition, assessing and keeping the burnt area cool is crucial for healing preventing progression of severity. For preventing infection, non-stick bandage should be used for protecting the burnt area. Monitoring the burnt condition would be monitored regularly. To prevent shock, IV fluid therapy would be initiated. The pain severity would be accessed through pain scale and based on score, pain medication would be administered. Tertiary- Mrs. Huang lives alone at 3rd floor of her apartment. An educational session would be arranged for her, where she would be empathized for promoting her understanding related to the requirement of her well being. She would be made aware of the negative consequences of living alone (Rafla Tredget, 2011). She would be advised to change her accommodation and take assistance from her extended family, to reduce her loneliness. Clinical Skills Being a nurse, to deal with elderly like Mrs. Huang, good communication skills, problem solving skills, critical thinking skills are needed. In addition, to support the patient morally and ethically is crucial in person-centred care framework (Reuben Tinetti, 2012). Reference List Aziz, Z. S. F. A., Abu, S. F., Chong, N. J. (2012). A systematic review of silver-containing dressings and topical silver agents (used with dressings) for burn wounds. Burns, 38(3), 307-318. Krasner, D., Rodeheaver, G., Woo, K., Sibbald, G. (2012). Chronic Wound Care 5. BookBaby. Rafla, K., Tredget, E. E. (2011). Infection control in the burn unit. Burns, 37(1), 5-15. Reuben, D. B., Tinetti, M. E. (2012). Goal-oriented patient carean alternative health outcomes paradigm. New England Journal of Medicine, 366(9), 777-779.

Marketing is the process Essay Example

Marketing is the process Essay Marketing is the process used to make it as easy as possible to get the potential customer to buy your product or use their service. Market research is researching what people think about products and services. Market research is researching what e.g sells the best. You benefit from the research. Market research is either primary or secondary. Primary research is finding information that doesnt exist already. An example of primary research is questionnaires, telephone surveys, product resting and working with consumer groups. Advantages are that it provides data that is up to date, relevant and specific to you products. Secondary research is useful for looking at the whole market, and analysing past trends to predict the future. Its research on information that already exists. It involves looking at things like market research reports, or magazines and newspapers. Advantages are that its cheaper than primary research, the data is found easily and its instantly available. I will be using primary research as I will be looking for original information. I have rejected secondary because the information I would gather would be of existing cafes, so there would be no point because I would be basing my cafà ¯Ã‚ ¿Ã‚ ½ on other cafes. I want to see what their opinions are on cafes today to see if I can make changes and improvements to attract customers to my cafà ¯Ã‚ ¿Ã‚ ½. For my research, I have written a questionnaire. Normallu, questionnaires are designed to find out what customers want from a service or product. My aim is to ask people who often eat in cafes or coffee bars. I have taken into account the disadvantages of using this method. These include: We will write a custom essay sample on Marketing is the process specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Marketing is the process specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Marketing is the process specifically for you FOR ONLY $16.38 $13.9/page Hire Writer * The information may be inaccurate. * You dont know whom you could be asking. * People may not want to give up their time and may not take it seriously. I have put together a questionnaire to which I shall ask about 10-20 people. From this questionnaire, I will be able to analyse the publics opinion and apply it to my service. I shall take into account what they have said, and what they would like to see changed. I start off the questionnaire by using more specific questions about the person to know if they are the sorts of people Id like to ask. The questions then go into more detail. Questionnaire 1. Have you ever been to a cafà ¯Ã‚ ¿Ã‚ ½? Yes.. No I asked this question to know if the information this person has is useful or not. 2. What do you look for in a cafà ¯Ã‚ ¿Ã‚ ½? I asked this to get a general idea of what is important to this person. 3. Do you work in the centre of town? Yes.. No. As I am looking to run my business in the centre of town, this question will tell me if this person is the kind I would be selling my service to. 4. Do you make lunch from home? Yes.. No.. As Im aiming for my cafà ¯Ã‚ ¿Ã‚ ½ to be used as a place where working people can come to buy their lunch or to have a coffee, I need to know if the person being questioned would use it for this purpose. 5. What cafà ¯Ã‚ ¿Ã‚ ½ do you regularly go to if at all? I asked this to get an insight on what type of place this person likes. 6. When you go to a cafà ¯Ã‚ ¿Ã‚ ½, what do you usually buy? . This question will help me to see what foods are most important to customers. 7. Why would you use the cafà ¯Ã‚ ¿Ã‚ ½? .. This will show me the why they use cafà ¯Ã‚ ¿Ã‚ ½ the cafà ¯Ã‚ ¿Ã‚ ½, and to tell me what most people use them for. E.g. if people were to use it for parties, then I would know how to make more business. 8. Do you usually go to a cafà ¯Ã‚ ¿Ã‚ ½ in your lunch hour? Yes no. This will tell me how many people actually attend cafes at this time. 9. Which of the following is most important to you in a cafà ¯Ã‚ ¿Ã‚ ½? (tick 2) Hot drinks- e.g. coffee Snacks- e.g. Sandwiches, cakes, cookies Hot food- e.g. soup, potatoes. This will tell me which foods are most important to customers. 10. Do you ever buy hot food in a cafà ¯Ã‚ ¿Ã‚ ½? If yes, give example. If the cafà ¯Ã‚ ¿Ã‚ ½ you regularly attend doesnt serve hot food, would you like that to be changed? Yes .. No. Would you like change? Yes. No. This will show me peoples opinions on hot food in cafes and if people find it important. 11. What is your favourite sandwich? This will give me an idea on which sandwiches will sell the most. 12. Do you prefer hot drinks or cold or both? Hot Cold Both. This question shows me what type of drink appeals most to the customers. 13. How much would you be willing to pay for Coffee/ Hot chocolate. Sandwich.. Piece of cake. Bowl of Soup.. By asking this question, I will know what customers will be willing to pay, and it will give me a rough idea on how much I should be selling my products for. 14. Do you prefer lots of choice, or simple. E.g. Yellow cheese/ Orange cheese or just cheese? Choice.. Simple Some people find it frustrating when there is so much choice, because they dont really care. So by asking this question, I will know what people prefer and if its an advantage or not to have choice. 15. Do you feel you can relax in cafes today? Yes No This question will give me ideas on how to improve from what there already is. 16. Do you think there are too many cafes that are too similar and you would like to see change? . This will give tell me if people are happy with what cafes are today, and if I should make my cafà ¯Ã‚ ¿Ã‚ ½ original, or if I would have more customers if I make my cafà ¯Ã‚ ¿Ã‚ ½ similar to present cafes. 17. What would you like to see changed? . By having ideas of what people want, I can apply it to my business to attract more customers. These were the results to my questionnaire. I asked 10 people of different ages and back rounds. 1. What do you look for in a cafà ¯Ã‚ ¿Ã‚ ½? From these results, I gathered the four main points that people look for in a cafà ¯Ã‚ ¿Ã‚ ½ are that they have reasonable prices, a relaxed atmosphere, good quality food and drinks and that they are clean. Out of just these points, the fundamental point for customers is good quality food and drinks. So to attract more customers, I will have to sell good quality food and drink. I also aim to have a relaxed atmosphere and for my cafà ¯Ã‚ ¿Ã‚ ½ to be completely safe and clean. 2.Do you work in the centre of town? Yes No 3.Do you make lunch from home? Yes No Most people do make lunch from home, but there are still a fair amount who buy from cafes in town. 4. Have you ever been to a cafà ¯Ã‚ ¿Ã‚ ½? Yes No Everyone I asked has been to a cafà ¯Ã‚ ¿Ã‚ ½ at least once. 5. What Cafà ¯Ã‚ ¿Ã‚ ½ do you regularly go to, if at all? The most popular cafà ¯Ã‚ ¿Ã‚ ½ is Starbucks. Starbucks is a very popular successful business that will be large competitors. They are very well known. This could be a threat; I will have to compete with Starbucks and find ways to attract as many or more customers. I also know that this is the type of cafà ¯Ã‚ ¿Ã‚ ½ most people like. 6.When you go to a cafà ¯Ã‚ ¿Ã‚ ½ what do you usually buy? These results show me that hot drinks are the most important to customers. They are definitely the most popular. This means hot drinks at my cafà ¯Ã‚ ¿Ã‚ ½ are essential. Proper meals arent as popular, so they are not as important. 7. Why do you use the cafà ¯Ã‚ ¿Ã‚ ½? From these results, I know why people use cafes and what sort of market Im looking at. Ill know who is most likely to use my cafà ¯Ã‚ ¿Ã‚ ½, and this will help me see if the location for my cafà ¯Ã‚ ¿Ã‚ ½ is suitable. I can see that most people like to use cafes to relax and to take a break. This means that the location my cafà ¯Ã‚ ¿Ã‚ ½ is in is suitable, near the centre of town, because thats where working people are, and when they take a break, they will hopefully use my cafà ¯Ã‚ ¿Ã‚ ½. 8. Do you usually go to a cafà ¯Ã‚ ¿Ã‚ ½ in your lunch hour? Yes No From these answers, I know if the person goes to a cafà ¯Ã‚ ¿Ã‚ ½ regularly for lunchtime purposes. 9.Which of the following is most important to you in a cafà ¯Ã‚ ¿Ã‚ ½? (Tick 2) Hot drinks. Snacks- e.g. Sandwiches, cakes, cookies. Hot food- e.g. soup, potatoes.. From these results, it is obvious that people are more interested in hot drinks and snacks then hot foods, therefore hot drinks and snacks are much more important than hot foods. 10. Do you ever buy hot food in a cafà ¯Ã‚ ¿Ã‚ ½? If yes, give an example. If the cafà ¯Ã‚ ¿Ã‚ ½ you regularly attend doesnt serve hot food, would you like that to be changed? Yes.. No Would you like change? Yes.. No Yes- Examples of what hot foods they have eaten in cafes: No- Would they like change * Pasta dishes * Potatoes * Salads * Hot chocolate cake * Soups Yes- No- From this question, I can see that people do enjoy hot foods, but they dont find it a necessity and if they do buy hot foods, its usually quite basic choices. The people who attend cafes that dont sell hot food dont seem to be bothered. They dont want change, they are happy without it hot food. This leaves me with a choice, I could either serve hot food, or not. Either way, hopefully I will still attract customers. 11. What is your favourite sandwich? This is an open-ended question and I got various choices as different people like different things. I noticed that the most popular choice was tuna and salad. Cheese and tomato is also quite popular. I know that these two choices of sandwiches should sell well in a cafà ¯Ã‚ ¿Ã‚ ½ because they are popular. 12. Do you prefer hot drinks, cold drinks or both? From these results, I can see that people like both hot and cold drinks. Customers like to have the choice. 13. How much would you be willing to pay for: Coffee/ Hot chocolate.. Sandwich Piece of cake Bowl Of Soup Product Average price Coffee/ Hot chocolate à ¯Ã‚ ¿Ã‚ ½2.05 Sandwich à ¯Ã‚ ¿Ã‚ ½3.55 Piece of Cake à ¯Ã‚ ¿Ã‚ ½3.40 Bowl of soup à ¯Ã‚ ¿Ã‚ ½4.30 From these results, I have an idea on how much customers would be willing to pay for these items. 14. Do you prefer lots of choice or simple e.g. Yellow cheese/Orange cheese or just cheese? Choice. Simple. From these results, it is obvious that people prefer to have choice. Therefore I will make sure to have choice in my cafà ¯Ã‚ ¿Ã‚ ½. 15. Do you feel you can relax in cafes today? Yes No From these results, I can see that people feel relaxed and comfortable in cafes today. 16. Do you think there are too many cafes that are too similar and you would like to see change? People answered this question by saying no, but a few answered by saying that there are many similar cafes, but they dont know how they could be changed and they are happy with the way they are now. So I shouldnt make my cafà ¯Ã‚ ¿Ã‚ ½ too unique because people are happy with the way they are now and they might not want a dramatic change. They may want a traditional normal cafà ¯Ã‚ ¿Ã‚ ½. 18. What would you like to see changed? Not one person wrote anything for this question, which means no one is aware of anything they want changed. Summary I have learnt a lot from doing this questionnaire. It has given me an insight to what people want and it is a useful way to find out how to get lots of customers. By looking at what the people I will be selling to want and by letting them have a say, It means I can use what they have said and actually put the information to use to attract more customers. I have learnt many things on what the customers will want. I have found out who are my prime competitors, I have found out that hot drinks are the most popular and wanted product, I have found out that good quality food and drinks are the most important to people. I will put this information I have found out, along with everything else, into account and this will help me to build a successful business. For future, I could improve my questionnaire by asking more people, because I only asked 10 people which isnt really a big range, and I could ask more questions.

Challenges of the Youth Essays

Challenges of the Youth Essays Challenges of the Youth Essay Challenges of the Youth Essay Essay Topic: Everything I Never Told You Challenges of the Youth BY JDN21 Abusive Parents By: Jeremiah Ngiratreged 587-8868/778-5668 Palau Mission Academy In times like these, when faith often proves in vain, many turn away from what is right. The toughest challenges that the youth face often begin at home. It is hard to say what truly drives human beings to be so careless and cruel, but we can say this for sure, all people have the potential to be monsters. The duty of a parent is to protect, to nurture, and to teach their children. Some parents simply toss this responsibility to the wind, and leave the future of a child to chance. I have seen and eard many stories of many children being abandoned, abused, and apprehended. Can children really be blamed for criminal actions? Is everything that they do really a reflection of who they are, or is it all nothing more than a voice crying out in desperation to be heard by someone? Sometimes actions are the only way people know how to communicate with each other. Many of the youth today, not only have to face the challenges of school, and work, but must also have to face the trials of their own home. A few years ago, I had a friend who had been one of the smartest, strongest, and most inspirational people I had ever known. She was someone that I had always looked up to. She was always kind, always loving, always willing to do what was right and a great friend to everyone she met, but somehow she never seemed happy. One day she came to school looking hurt and miserable and wouldnt respond to anyone. I asked her what was wrong and pleaded with her to be completely honest. She made me promise not to tell anyone about anything she was about to tell me. I made her that promise, and she rolled up her sleeve. Her arm was had been abused by her parents the night before, but what shocked me even more as the fact that she told me this had been happening for 2 years and no one had ever known. I had been the first person she told, and the last. As her best friend I kept my promise and never told anyone, thinking that I was doing the right thing. A month later, she died. She had taken her own life. Her parents were caught, arrested, lost everything they had, and everyone finally knew the truth, but it was too late. Years later that memory still haunts me and still I regret never saying anything. I wish I could go back, wish I could change the past, because though promises are meant to e kept, some must be broken! My friend, who I will not name, paid the ultimate price at the hands of her own parents, and for what? She never did anything wrong! Abusive parents not only endanger the lives of their own children, but of everyone around them as well! What is it that drives a parent or guardian to be such a monster? There are many reasons, but one of the most common reasons is alcohol. Alcohol affects the brain it warps your mind, and deters your Judgment. It brings out the worst in you, and makes you do things that you would never normally do. It can eighten your anxiety levels making you more prone to being easily angered, annoyed, or abusive! It is a very dangerous thing, and because of it, many lives have been lost and taken. It is highly addictive, which makes its appeal to people even stronger. Many find it extremely hard if not impossible to quit. Because of this, many kids even fear going home. Staying at a friends house, finding excuses to be late, doing everything in their power to avoid being near their own parents are all desperate attempts of children trying to escape the harsh reality of them being eaten, sexually abused, or worse. Many will grow up angry and bitter, with both psychological and physical damage. Most will follow their parents example and become alcoholics themselves, thus starting the cycle over again. How many more of these children have to suffer? How many more have to die? How many more have to go through hell and back, before somebody realizes all this must stop?! A childs parent is their whole world, their light in the dark, their shelter from the storm. The time span of childhood to adulthood is the most important time of all. It is at this ime when every child learns whats right and whats wrong, whats up and whats down, who they are and who they want to be. This is the time of their life where they need the most support. Parents are not only caregivers, they are living examples, and if a parent is doing nothing but beating their child, pushing them around, or yelling at them constantly, they are doing nothing but destroying their child, and creating a monster! What you reap is what you sow, and one day when that child grows up the only thing that parent will see in him is a reflection of himself as a parent. This doesnt have to happen, in fact this was never how the world was suppose to be, and though we cannot end parental abuse we can prevent and limit it! It is my hope that one day we will all wake up from this nightmare. That every home will be filled with love, that every child will grow up happy, healthy, live long prosperous lives, and that no one ever has to go through the pain of losing a loved one to abuse ever again! For I know the plans I have for you, so says the Lord, Plans to help you not to harm you, to give you hope and a future. -Jeremiah 29:11

Interaction and Engagement Coursework Example | Topics and Well Written Essays - 2000 words

Interaction and Engagement - Coursework Example Subsequently, the study will examine another project and offer five alternative design ideas that seek to enhance the interaction of the users with its technology and amongst themselves in a simple, yet engaging manner. However, rather than focusing on how specific technologies work to create the effects, the study will dwell on suggesting simple solutions that can produce the â€Å"Wow† factor. The case study being considered for this study is the â€Å"Piano Staircase,† a project created under the initiative of Volkswagen. THE PIANO STAIRCASE (Shinn 2010:6) The project, â€Å"Piano Staircase,† offers a staircase adjacent to an escalator on a subway in Odenplan, â€Å"Stockholm, Sweden† that makes passersby wonder as to what option to take (Shinn 2010:6). This was part of Volkswagen’s experimental campaign known as the â€Å"Fun Theory† that seeks to find out whether incorporating some innovations in design that contain the fun element can i ncite people to â€Å"engage in good behaviours† such as climbing the stairs instead of using the escalator (6). While Volkswagen and their PR professionals purport this as the fun element for the sake of entertainment, in actual practice they are aiming at analysing the needs of their audience and meeting their requirements in â€Å"new forms† (6). ... An analysis of Volkswagen’s innovative concept reveals that the inclusion of fun factor has enabled active interaction of most of the audience of the Piano Staircase as can be verified from the video clipping on YouTube. Their concept of encouraging more passersby to â€Å"choose the stairs† by providing a fun element in the design, works perfectly fine in this video (Piano Stairs: The Fun Theory 2009). The beginning, the video shows a nondescript, mundane staircase remaining unused by passersby who prefer the adjacent escalator. However, once Volkswagen adorns the staircase flooring with a piano key design on the floor, it attracts public attention. As a result, a couple of passersby, who initially decides to go by the escalator, reverses their decision and takes the stair after they notice a woman coming down the stairs and perhaps on listening to the sound of the piano notes as well. Subsequently, the video shows the number of people who take the stair increasing and as the video progresses, it shows the passersby interacting in different ways with the staircase and these interactions engage them intensely and actively with various aspects of the design of the staircase. For example, the pair of youngsters who walk the stairs finds the fun of the music quite engaging and fascinating. Lured by the design’s interactive charm, the boy hops around, in tune with the music. Similarly, a lone man walking the stairs jumps from key to key to listen varying notes of the piano. On the other hand, when a woman walks a toddler, the notes play the tune of â€Å"Twinkle, Twinkle Little Star.† In this manner, the piano notes cater to different audiences by understanding the needs of different users so that they can interact with

Raymond Carvers Cathedral Essay Example | Topics and Well Written Essays - 500 words

Raymond Carvers Cathedral - Essay Example ed helpless and plain and was even dreading their meeting following his wife’s insistence after a short interaction which opens an entirely new state of affairs in his life. The foregrounding of seeing over looking is the author’s centre of focus. This is well demonstrated through a juxtaposition of the two related but substantively dissimilar ways of ascertaining and acquiring knowledge and insight into different phenomena. Literally, the hosts who are composed of the narrator and his wife are able to see as they have fully functional eyesight. Their guest for the night who is called Robert on the other hand is a blind widower fresh from the mourning of his wife Beulah who passed away after suffering from bouts of cancer. It is through the dynamism of the narrator that the author successfully manages to bring out the distinction between seeing and looking. The narrator clearly portrays the picture of a person with eyes but ironically cannot see. He initially uses his ability to see as a special attribute that makes him more important than the blind guest they expect to host for the night. According to Carver’s Cathedral, the narrator quickly sums up the pitiable look of Robert asserting how peculiar his eyes looked with glasses instead of shades. In his imagination, a woman married to him was like bondage to sorrow especially the thought of not being seen by a visually handicapped man. However, with his fully functional sense of sight, the narrator is unable to describe the structure of a cathedral shown on the television to Robert with whom they are watching. It is then that Robert asks for a pen and a paper and asks him to draw what he was seeing as the blind man’s hands followed the movement of his own. He is later asked to try drawing with eyes closed which he ably does. On finishing, Robert asks him to open his eyes and look at the drawing but the narrator marvels at the artistic creation with his eyes closed exclaiming that he had never

Activity theory Essay Example for Free

Activity theory Essay Cognitive changes: There are several changes that occur with aging, one of which is cognitive slowing. The slowing that occurs in all cognitive tasks where speed of response is a component is considered the most pervasive cognitive change in developmental aging. The probable locus of slowing is in the central nervous system (Bob McCallum, 1998). Pigment lipofuscin builds up in the brain during old age and it gradually results in brain degeneration. The aged brain weighs less, the lateral ventricles tend to be dilated, and the ribbon of cortical tissue is narrowed (Hurlock, 1986). Such degeneration is held accountable for a decline in the brain’s capacity to function. But the average person’s intelligence is not likely to be seriously impaired before age 70 or 75 (Peterson, 1989). With good physical and mental health, adequate educational levels, and intellectual stimulation, it appears that there is not as a great decline in intellectual abilities with age as previously thought, especially in the 60 to 75 age group. Emotional changes: Emotional changes over the adult life span are a topic of considerable importance for psychotherapists working with older adults. At the psychological level, the older adults are more difficult to arouse but also have more difficulty returning to a state of calm once aroused (Woodruff, 1985). The accumulation of experiences leads to more complex and less extreme emotional experiences in later life. A review of research, using the Minnesota Multiphasic Personality Inventory with older adults, noted that older adults were lower on scales associated with anger, impulsivity, and confusion and argued that people may become less impulsive with maturity (Gynther, 1979, in Bob McCallum, 1998). It was concluded that as a whole, emotionality in older adults may be both more complex and subtler than that of younger adults. Theories on Aging Attempts to understand and explain the lives and activities of those who appear to age successfully have led to the different formation of theories on aging. There are fourmain theories: (a) Disengagement theory: It is based on the notion that as people age they progressively withdraw from social, physical, and emotional interaction with the world. As they gradually disengage themselves, the society too withdraws from its engagement with the aging person (b) Activity theory: It stresses that older people should remain active as long as they possibly can. When certain activities and associations must be given up (for example, employment), substitutes should be found because life satisfaction is highly dependent upon continued social, emotional, and physical involvement. In a positive environment older people generally moved toward activity and informal contacts, rather than disengagement (Butler, Lewis Sunderland, 1998). (c) Socioenvironmental theory: This approach is based on the understanding that people respond to the social meaning of events. Two factors that affect the meaning old people place on events-and thus their interaction patterns-are the physical proximity of other persons and the age homogeneity of an environment (Gubrium, 1973, 1975, cited in Butler et al. , 1973). (d) Developmental theory: Erickson (1963) and Peck (1997) present a theory that describes human development in terms of progression through a series of stages. Old age is a stage of life in which the individual must try to balance the search for ego integrity with a sense of despair. Out of this conflict emerges wisdom the human virtue most commonly associated with old age. The negative emotions associated with this stage, are in part a result of the limitations of a person’s physical and psychological energy (Butler, Lewis, Sunderland, 1991). (e) Biological or medical perspective. Moberg (2002) further elaborates this physical and psychological decline and it’s effect on the elderly. Highlighting aging from the biological/medical perspective of physical decline along with losses of friends, employment, mobility, income, and so forth, has contributed to a pervasive negativism among biosocial scientists that is evident in their different way of talking to (hardly with) elderly persons, avoidance of touching seniors, and other indications of ageism. Opportunities for service are withdrawn from many who are retired, even in churches that use the Bible with its high value for elders, so ‘disengagement theory’ becomes a self-fulfilling prophecy. Time spent in solitude and meditation can be wholesome, contrary to assumptions of ‘Activity theory’ that lonely outer activities are worthwhile, for being alone is not the same as being lonely!

Henry :: essays research papers

Henry Ford was the founder of the Ford Motor Company, and the driving force behind the firm and its products, who made an extraordinary impact on the American industry. Henry made many accomplishments, which include the Quadricycle and the Model-T car. As a young kid Henry was really into the mechanical industry, which helped him in life to develop all of the cars that he created during his years at the head of Ford and as he worked in his younger days at a Detroit factory. (2:23) Also when Henry was married to Clara Bryant in 1888, he ran a sawmill, which helped him make some money to get his family started. (6:1) The Model-T car was very cheap and this made it available for every man or woman who wanted to get a car. This vehicle initiated a new era in personal transportation. The Model-T was easy to operate, maintain, and handle on almost any road conditions, which immediately made it a huge success. Henry Ford was a huge success in the boom of the economy in the early 1900â€⠄¢s. (4:2) Henry Ford was born on July 30, 1863 and he was the first of William and Mary Ford’s six children. (2:3) He was born on a farm near what is now called Dearborn, Michigan. As a young boy Henry Ford enjoyed a normal young life of the rural nineteenth century. (3:4) He spent most of his youthful days in a very small school and doing chores on his family’s small farm. When Henry was in the early stages of childhood, he showed a lot of interest in mechanical things because he did not like doing farm work. (5:8) In 1879, when Henry Ford was sixteen years old, he left home to the city of Detroit to go to work as a mechanic’s helper. Even though he left home for Detroit, since the cities were close together, he often came home to help out on the farm. Henry worked as a mechanics apprentice for three years then he returned back home to Dearborn. (2:25) The next couple years of his life Henry was dedicated to dividing his time between using many different types of machines , otherwise he spent his time fixing up steam engines and he occasionally worked in a Detroit factory. (5:2) Henry also spent a lot of his time helping on his dad’s farm apparatuses, in addition to doing other hands on farm work.

Development of Multinational Personnel Selection

S w 9B07C041 Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. DEVELOPMENT OF A MULTINATIONAL PERSONNEL SELECTION SYSTEM Professors Diana E. Krause and Reiner Piske wrote this case solely to provide material for class discussion. The authors do not intend to illustrate either effective or ineffective handling of a managerial situation. The authors may have disguised certain names and other identifying information to protect confidentiality.Ivey Management Services prohibits any form of reproduction, storage or transmittal without its written permission. Reproduction of this material is not covered under authorization by any reproduction rights organization. To order copies or request permission to reproduce materials, contact Ivey Publishing, Ivey Management Services, c/o Richard Ivey School of Business, The University of Western Ontario, London, Ontario, Canada, N6A 3K7; phone (519) 661-3208; fax (519) 661-3882; e-mail [email  protected] uwo. ca. Copyright  © 2007, Ivey Management Services Version: (A) 2007-12-11On Monday morning at 8:30 a. m. , Dr. Thomas Koch was leaving his luxury condominium on the 28th floor of a building specifically constructed for expatriates and Hong Kong’s wealthier citizens. He was going down to Causeway Bay, towards his office in Hong Kong’s central business district. On the way, Koch listened to the voice mail messages on his cell phone, one of which was from the assistant of the firm’s owner, Peter Koenig. The message stated that Koch was expected to call back before his meeting with the human resources (HR) team that he was leading.The human resources team meeting was scheduled in order to bring together German and Chinese human resource experts to form a crossfunctional project team. In the context of global restructuring, the company, ComInTec AG & Co (ComInTec), had introduced a new region al management level. As a result, 25 middle management positions were expected to be filled in the Asian-Pacific-region (APAC) (e. g. regional head of purchasing, regional head of supply chain management, national chief executive officers (CEOs), national head of finance and accounting, and national head of operations).A new personnel selection system was expected to fill these positions with qualified employees. ComInTec’s own recruitment channels, as well as â€Å"head hunters,† would be hired for the recruitment process. The overall responsibility for implementing the new personnel selection process was the responsibility of the project team. According to the company’s inhouse global localization policy, 90 per cent of the new management positions were filled by individuals who originated from the country they would be working in.The affected areas included sales and marketing, purchasing, supply chain management, and finance and accounting, at locations in H ong Kong, Kuala Lumpur, Bangkok, Jakarta, Melbourne, Sydney and Shanghai. The managers’ annual salary ranges between â‚ ¬40,000 and â‚ ¬150,000, depending on the location. The new personnel selection system for APAC was part of the company’s new objective to standardize all human resource instruments for selection purposes around the globe. This new personnel selection system had to be developed internally. Page 2 9B07C041 BACKGROUNDFor several years now, Koch had been finding faults in the design of the individual assessment centres. According to Koch’s opinion, there was only very limited opportunity to influence possible modifications because the individual assessment centres were conducted by external consulting firms. Additionally, Koch questioned the validity of the information obtained from the centres, as well as the personnel selection system as a whole. ComInTec had little interest in empirically evaluating the validity of the assessment centres and statistically analyzing the outcomes of such personnel selection procedures.Koch also felt the need to improve the contents of the structured interviews that were based on the candidate’s current situation, as opposed to the candidate’s previous work experience. Koch firmly believed that what happened in the past was likely to be repeated in the future, and therefore had very little appreciation for selective interviews that did not consider the candidate’s past. Overall, efforts to improve the current selection systems had only rarely been undertaken due to limited time and the budget allotted for personnel affairs — a memorable fact that Koch had already pointed out to the management several times.The development of a new multinational personnel selection system now posed a huge challenge for Koch and his project team. There was one fact, however, which he noticed with relief: there were no expatriates in the new selection system because the selecte d managers were required to be living in APAC. Currently, ComIncTec simply sent those candidates abroad that had the necessary technical skills and experience, regardless of intercultural competencies.Koch remembered how difficult it was at times to find someone willing to move his or her centre of life, including family, to a different country. He also knew from his own emigration experience that no training (e. g. language or cultural norms) was offered to prepare him. With this in mind, he hired staff for his project team that would globally represent the countries involved: a Chinese research assistant who completed a bachelor in HR management, another trainee from China, and a German intern who had completed four semesters in psychology.The team, which also included additional HR managers from the headquarters office, had already been working on the development of the new personnel selection system for four months. Over the past few weeks numerous meetings had been held, yet no significant progress had been made. One reason could be attributed to the fact that there was obvious heterogeneity between the German and Asian team members’ opinions regarding the new personnel selection system. This created an ambiance that was tense and dissent with respect to sharing the workload.For today’s meeting, the goal was to come to a consensus on several important issues: (1) what individual modules the new personnel selection system should contain, (2) whether country-specific adaptations were necessary and feasible for each module, and (3) the implementation process of the new personnel instrument at each APAC location. The APAC-situated plants were the company’s top-selling ones; therefore, any wrong decisions with respect to HR (e. g. personnel selection) were extremely cost-Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. When Ko ch first heard about the above changes, it immediately occurred to him that this would not be easy. He knew that personnel selection procedures currently varied significantly between countries. He also knew that the existing selection instruments were by no means flawless in any specific country. After the application documents were analyzed, structured interviews with the candidates were conducted by a department representative and an HR specialist.If both interviewers came to a positive conclusion on the candidates’ qualifications, the top candidate completed an individual assessment centre in order to point out his/her interpersonal competences rather than his/her professional competencies. The individual assessment centres consisted of biographical questions, case studies on leadership in an international context and participation in a leaderless group discussion. Ultimately, additional references were obtained for each candidate, although different procedures existed in different countries.For example, references gathered in Asia only confirmed a candidate’s previous function and duration of employment according to common employment law. After reference checks were completed, each candidate received written feedback and a report was generated and added to the successful candidate’s personnel file. Page 3 9B07C041 intense. The personnel selection system in APAC, as a whole, would have large-scale consequences affecting the entire company. As Koch was walking in the crowded Causeway Bay area he was not paying much attention.To Koch, who could not distinguish between Asians, it seemed as if they were crawling across the streets like ants, all busy on their phones. As usual, it was a very hot day. For Koch, now 48 years old, this was intolerable. He took off his light-coloured linen jacket and placed his tie, threatening to strangle him, in his brief case. He had returned from a business trip in Sydney the previous Saturday and was still feeling the effects of the lengthy flight. The next business trip was scheduled for the upcoming Thursday — off to Jakarta for a week, Shanghai, then Munich for a meeting of the Global Steering Committee Human Resources.He checked his schedule and remembered the phone call he received earlier from Koenig’s assistant. Koch would be arriving at his office within 10 minutes, which allowed him time to return Koenig’s phone call before the scheduled meeting. It had been 17 years now that Koch had been working in the HR department for ComInTec and three years in the regional headquarters in Hong Kong. After working many years for ComInTec he was currently the HR director, thanks to his determination, networking skills, ability to be highly adaptable to new situations, and his talent to be at the right place at the right time.He was in charge of all HR decisions within ComInTec in APAC. ComInTec was a worldwide leading industrial company with administration, plants, an d sales offices in Central Europe, Eastern and Western Europe, APAC, Central and South America, and North America. Like many other companies, ComInTec was forced to establish downsizing procedures between 2003 and 2006. Worldwide, 900 jobs were cut. Koch was actively involved in the staff cutbacks that had taken place. He had visited the plants, equipped with PowerPoint presentations that had been verified by the executive board to be politically correct.He spoke to the workers and praised ComInTec’s ethics and corporate philosophy, despite the cutbacks. He communicated the cutbacks to the workers as a temporary crisis, pointing out that it was mainly due to natural fluctuations and that it was part-time employees who were cut, with the affected workers being offered fair compensation packages. In consequence of the general economic situation in the years of 2003 to 2006, ComInTec unfortunately had no other option. He additionally thanked the staff for their loyalty and appre ciation with personal gifts and reports in the company’s internal newsletter.Since then, the company had recovered from the crisis. ComInTec employed 23,000 employees worldwide and made more than â‚ ¬5. 8 billion in sales. Koch arrived at the elevator to his office. He was surrounded by Asian colleagues in the best mood, all in uniformly grey suits, greeting each other as they waited for the elevator. When he got off the elevator, there were two of the three Chinese secretaries serving tea and fruits. His appearance always caused a general haste among the secretaries. They all confirmed his daily appointments, signifying that his work day had officially commenced.Koch called on a secretary, who came running on the double, accompanied by a â€Å"Yes, sir! † and a big smile, yet she avoided eye-contact by looking down to the floor. She reminded him that Koenig was waiting for him to return his call. Without being able to name a cause for it, this secretary’s be haviour triggered uncertainty in Koch. All her gestures appeared submissive as she perpetually nodded her head — regardless of praise or dispraise — always understanding and friendly. Koch picked up the telephone and Koenig instantly began speaking: Mr.Koch, you know how much I appreciate your dedication to the company, but I have concerns about the current international selection procedures. We need something that is going to work, and work immediately! And don’t you dare try to offer me this empirical or validity stuff. I don’t give a damn. You have a whole department with highly qualified people. I assume you are capable of filling these vacant management positions. We also need a selection system that works everywhere. We cannot afford to apply differentLicensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. Page 4 9B07C041 procedures in every c ountry. What we need are consistent procedures, something applicable cross-nationally and cross-regionally. You, as a cosmopolitan, should know exactly what I mean. I also expect everything to be documented to a tee. Although Koch shared Koenig’s enthusiasm for an improved personnel selection system, there were many complications that could arise of which Koenig seemed obviously unaware.As sensitively as possible and with all due respect, Koch tried to inform Koenig about possible problems. First, Koch argued that although a multinational personnel selection system could have its advantages, these advantages may become costly when they are not easily implemented in each region. Each country had its own unique economic and education situations, which would undoubtedly become problematic when creating a universal personnel selection system. Koenig should only think of Thailand, for example, where it is more difficult than anywhere else to find qualified managers.With respect to cultural differences, Koch argued that a standardized personnel selection system would also most likely ignore cultural differences and culture-specific circumstances. This would not only affect the individual modules of the system, but also the basic job requirements, the adaptation of modules to specific countries, and the use of specific personnel selection methods. Koch also expressed his concern with Koenig’s lack of interest in testing the validity of the new selection procedures: Mr. Koenig, something that is expected to work should be tested thoroughly.This is the only way to be certain that it will actually work. We will need to test and then evaluate each and every single module in each country. This process will provide a basis on which we will be able to improve the original procedures. Due to all the possible problems that may arise with the new system, it is imperative that we invest in developing it properly. Of course, that wasn’t exactly what Koenig w anted to hear: Don’t tell me about problems, I want solutions, and you should not forget that this is what I pay you and your team to do. You have until the end of this week to deliver final and written conclusions of this matter.If not, I will reduce your team in Hong Kong by half, and I will delegate the development of this new system to global headquarters. â€Å"Mr. Koenig,† Koch replied, â€Å"please keep in mind that my team has been working on this assignment for months, including weekends. † Nevertheless, Koenig underlined Koch’s point of view with the commanding tone typical of him: â€Å"Either you will come up with something useful by the end of this week, or central headquarters will do the job. End of discussion. † Koch responded: Mr. Koenig, we have known each other for 17 years now and you know that I always do what’s best for this company.I strongly believe that as your HR manager, it is my responsibility and duty to inform y ou about possible risks and problems that may exist with an ad hoc-developed and unevaluated multinational personnel selection system. Koch advised Koenig again that his demands could lead to severe difficulties. Koch also added: Mr. Koenig, please remember the problems we experienced a few years ago with respect to staffing cutbacks. You wanted to send employees, who had been working for the Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13.Page 5 9B07C041 company for many years, home without any kind of termination pay. Everything was to be done by us, without any kind of external consulting. I assume you remember that I told you in advance how risky such a staff reduction can be. I am certain that you will also remember that I informed you that the legal process would create a high financial risk to the company with employees with legal action seeking claims for damage s and compensation. At the time you had underestimated the situation, and as a result our legal department had to deal with all the consequences.We were lucky that our lawyers were able to win most of the cases. Koenig was listening to these remarks with irritation and responded: Dr. Koch, I am at the end of my tether with you. You need to stop focusing on the past. It’s all water under the bridge. We are now looking at 25 people we want to hire. This is my company and not yours. I will be participating in today’s meeting via video conference. I expect you to prepare everything at once so that the video conference will be working. And don’t forget that I have put you in charge of the entire new personnel selection system.Koch would need to accept the fact that all of his objections to Koenig’s instructions fell on deaf ears. He knew Koenig well enough to understand exactly what he wanted and that he would not change his mind. For Koenig, endless loyalty t o the company, endurance, a hands-on mentality, and assertiveness were most important. He was known for his strong control orientation not only by the members of the global steering group, but also by the plants’ employees. Two weeks prior, he went to Malaysia unannounced and snuck into one of the plants in order to see the night shift’s work with his own eyes.In addition, every executive knew that Koenig had established staff employees, so called key functionaries, in every country. The task of these key functionaries, or spies as Koch liked to call them, was to report to Koenig about everything that was happening on site in detail, particularly any wrong doing of management. But Koenig did not trust these key functionaries either, with his motto being â€Å"Trust is good, control is better. † Only if there was 100 per cent agreement between headquarters and the key functionaries was he willing to attribute a certain degree of credibility to the situation.Koch could therefore understand the tactics of Koenig because they somewhat resembled his own tactics. Koch, nevertheless, had difficulties with Koenig’s control procedures because they directly affected him and his team. In response to these procedures, Koch had established in APAC that each meeting and each decision that was to be made must be recorded by three individuals. Piles of paper were accumulating in his office as a result, and even special storage rooms were needed to store the paper masses.Furthermore, Koch remembered the intention coming from the central HR department, to standardize all personnel selection procedures including all criteria and approaches around the globe. This matter ended in talk due to conflicts regarding this question. With all this in the back of his mind, and the increasing pressure on his shoulders, Koch remarked to Koenig at the end of the phone call that the meeting would possibly take several hours, and that he assumed Koenig would not like to spend his precious time listening to every single detail regarding APAC’s selection system.Koenig agreed that attending the meeting via video conference would not be in his best interest with respect to time, but instead insisted even more that he receive the final draft of their decisions and the meeting minutes by Friday. Koch was proud to have successfully appeased Koenig’s concerns for the moment, and he next turned his focus to the scheduled meeting. He was horrified when he glanced at his watch and realized that it was already 9:30 a. m. He jumped up abruptly from his desk and left for the conference room.When he arrived, his whole team and an unknown staff employee from global headquarters, probably a key functionary, Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. Page 6 9B07C041 Well, I ask today that you all present results from the past few months of hard work. I am only interested in the results and would like to avoid any long discussions concerning details. Mr. Koenig expects our final decisions in writing this upcoming Friday.In the case that he does not approve our recommendations, this project will possibly be passed on to global headquarters. As a result, we will lose team members. You now know the importance of our meeting today. We need to legitimize our right to exist. The Chinese colleagues agreed by nodding their heads uniformly. Koch noticed that this behaviour was always to be expected when there was an order from a member with higher hierarchical status. From Koch’s perspective, this was a phenomenon reflecting cross-cultural differences (see Exhibits 1 and 2).He often asked himself why his Chinese colleagues seemed to forget all priorities regarding time and content as soon as there was an order coming from someone higher in the hierarchy. How often did he observe his Chinese colleagues change t heir work completely and without any objection according to the orders of someone with higher status? Koch quite often got the impression that his Asian colleagues and co-workers followed the principle â€Å"Seniority is king. † Yue Yu, a Chinese HR employee, rose to speak. In her concise way, she stated: One crucial question concerns the definition of the job requirements and their profiles.After several discussions we have come to the conclusion that the positions to be filled differ in their content. Hence, we plead to define the job requirements specifically for each position, and to allow flexibility of the job requirements for other positions. More precisely, we want to diagnose 15 dimensions: five components that test the candidate’s professional competencies, and 10 dimensions that evaluate social competencies. Andreas Mueller, the German economist who possessed extensive experience in HR management, countered Yue Yu: â€Å"You must be joking.The inclusion of 15 dimensions is not what our team has decided on. That is your opinion, which is not shared with anybody here. I told you many times that the acquisition of 15 dimensions is simply impossible. † â€Å"Yes, that’s what you said earlier,† answered Yue Yu, â€Å"but I find we should establish as many dimensions as possible. † â€Å"Well, I disagree,† Mueller continued, who could not stand being interrupted, â€Å"It is important to define clearly distinguishable job requirements that are measurable, describable, and that are equally relevant in all countries of APAC. Yue Yu, intimidated by her German colleague’s manner, blushed and looked down towards the floor, signaling that she did not dare to say anything further. Yue Yu often found it difficult to cope with negative feedback, particularly when it occurred in front of her colleagues. There had been several times already that she could not stand up to Mueller, which seemed to affect her mor e and more each time. She had once spoken to Koch about her difficulties communicating with Mueller; however, Koch was quickly irritated by the complaint and asked her to wait and hope for an improvement of the situation. Koch assumed the confrontation betweenLicensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. were already waiting impatiently. In order to keep the meeting attendees occupied while they waited, the thoughtful secretary was serving coffee and snacks, resulting in a second breakfast for many of them. Koch welcomed everyone, apologized for being late, and began the meeting, â€Å"We are here today to decide about the future personnel selection system for APAC, which, when complete, will influence the complete international employee selection system within ComIntTec considerably. After these introductory words, he asked the German intern Sarah Goldmann and her Chinese HR assistant Dai Wei to record the meeting minutes. Koch continued, â€Å"I need everything we discuss here today to be recorded in detail. The records must happen with the precision of a surgeon! † The German team members threw disfavouring looks at each other; however, the Asian team members approved of the instructions by nodding their heads. Koch started: Page 7 9B07C041 he two colleagues was generally just a misinterpretation due to cultural differences (see Exhibits 1 and 2), and told her to bring the matter to his attention again only if it was absolutely necessary. Yue Yu never discussed the situation with Koch again. The German, in-house psychologist Sabine Weitmann, who was known for her differentiating thinking, decided to join the discussion: In my point of view, the question regarding the number of dimensions is only secondary. It is important that we first establish the contents of the job requirements. I suggest we replace the term job requirements with the more modern term competencies.In my opinion, a multinational requirement profile should contain competencies such as technical and vocational skills, social competencies, leadership competencies, communicative competencies, flexibility, and adaptability. â€Å"Why these skills and not others? † interjected Dai Wei, the Chinese HR assistant, who was not satisfied with Weitmann’s selection of skills. â€Å"Well, during my studies at the Strategic Human Resource Management Institute in Hong Kong, where I completed my MBA, I learned and experienced that a multitude of skills are inessential in personnel selection.I think we should therefore consider additional skills. For example, stress tolerance, resilience, cooperation skills, willingness to learn, ambiguity tolerance, goal-orientation, problem-solving skills, decision-making skills, and intercultural competencies. † â€Å"But Dai Wei,† contradicted Mueller, â€Å"It is totally obvious that this kind of proposition will encounter problems. That is simply not doable. Besides, the intention to establish more than six job requirements turned out to be problematic in the past.Did you ever think about the difference between intercultural competence and social competence? † Dai Wei was obviously irritated by the criticisms he received in front of the team and was in the process of losing his temper, which was easily detected by looking at his face, which had become flushed. These well-known signs alerted Weitmann, who tried to calm the situation with her objection and who cherished the illusion of having salvaged this precarious situation: â€Å"We should not waste anymore time debating this topic, which we’ve already discussed many times before.Let’s stay focused. † Clearing his throat, Mueller stated, â€Å"It is pointless to discuss the skills and job requirements. We are under time pressure and I therefore suggest that we bring about a majority vote wi th respect to the skills. † â€Å"No,† said the Chinese trainee, who participated in a communication training course last weekend and had been therefore sensitized to group dynamic processes, â€Å"A majority vote is not the solution. It may lead to good decisions not succeeding because certain team members follow the uniform opinion of the majority.We should try to reach a consensus on this issue. † While the Asian colleagues began to nod their heads in agreement, Mueller, who did not like to leave anything to chance, responded, â€Å"Well, I believe there should be six dimensions, namely planning/organization, initiative, adaptability, conflict management, decisionmaking/goal-orientation, and leadership. These dimensions are not only important for a manager’s success in APAC, but on a worldwide scale. † â€Å"Andreas,† countered Weitmann, â€Å"what are your conclusions based on? We need dimensions that have been empirically verified.Altho ugh it is great that you have your opinion, what we need are empirically validated dimensions. † â€Å"Well, I would like to settle this dispute,† replied Bettina Carter, a German lawyer who had lived in California for many years, and who was now ready to explore the world of APAC with her American husband. The always down-to-earth Carter opined, â€Å"Clearly, this is easy. We simply use the German dimensions and adapt them to the management positions in APAC. I am certain that everybody here knows that these are the dimensions mentioned by Mueller earlier. Koch, who was already feeling mentally exhausted from listening to the discussion, said: Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. Page 8 9B07C041 I neither have the time nor the energy to be debating these arguments. Our hands are full and even though we’re going in the right direction, it is only a first step to come up with dimensions. I am in charge of everything here and I would like to avoid losing my head over these debates. Let’s vote. Who agrees with the dimensions suggested by Sabine?Silence took over the room. â€Å"Who will support the dimensions outlined by Andreas? † The vote was suddenly interrupted by a cellular phone ringing in the tone of an alarm system. â€Å"Sorry, sorry about that,† apologized the Chinese trainee, who was no longer writing the meeting minutes, but instead trying to control his cell phone. Koch concluded: There you go! It is official and we agree. I hereby announce that the job requirements for the selection of managers be assessed on six dimensions: planning/organizing, initiative, adaptability, conflict management, decision-making/goal-orientation, and leadership.These dimensions will be used for managers in all departments (e. g. sales and marketing, purchasing, supply chain management, finance, and accou nting) and all locations (e. g. Hong Kong, Kuala Lumpur, Bangkok, Jakarta, Melbourne, Sydney and Shanghai). We will also incorporate vocational competencies. All recorders please write down that statement. Eventually Goldmann, the German intern, remarked with satisfaction that she could finally score with her boss: â€Å"It appears to me that the definition of the job requirements should not be done separately from the new personnel selection system module definitions.I learned in university to define certain requirements for module X and the requirements that will then be tested in another module Y. † Everybody in the room was surprised at this, and even Weitmann and Mueller complimented Goldmann for her suggestion. â€Å"Yes, this is a very good proposition, indeed,† Weitmann said. Mueller, who saw his chance to get back to the topic, added, â€Å"We should continue with a systematic approach. Let’s decide on the modules, and then we can substantiate the job requirements per module. Sabine, surely you will agree with me on this. After the long-lasting debate, which still wasn’t very productive, Koch was now only following the discussion half-heartedly. Similarly, the Chinese trainee was on the verge of falling into a deep trance. Koch decided he would no longer intervene on the discussions, â€Å"Now I am just going to sit in on this meeting,† he thought to himself. These people are beating around the bush and are trying to profile themselves at my cost. I am under Mr. Koenig’s pressure, being spied on by the headquarters’ staff employees, in a city that is still strange to me, and without any hope for improvement.With a loud voice he blurted out, â€Å"What shall it be,† and everybody in the room looked at him in an alienated fashion. â€Å"Is everything OK? † the German intern Goldmann, who found this behaviour extremely strange, asked with worry. She remembered an introductory course of clini cal psychology and believed that this behaviour could be an indication of a pathological disorder. However, Koch replied, â€Å"Yes, of course, everything is perfectly fine,† which temporarily reassured Goldmann.It was now Koch’s intention to fulfill his leading role by trying to motivate his team members to move on to the next important issue: the definition of the modules and the job requirements for each module. Dai Wei responded, We have been working on this question for a very long time, and after several modifications and discussions, we finally agreed. We think as a team that a multinational Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. Page 9 9B07C041 Yes, Dai Wei,† replied Yue Yu, who was always intent to maintain harmony. Weitmann, who was still a bit annoyed because her suggestion regarding the competencies was rejected, stated: Dai Wei , you forgot an important module. When I attended an international conference in Philadelphia, I had the opportunity to meet an internationally-known scientist. Like me, the professor considers it essential to use standardized testing procedures. The professor has shown empirical evidence that validity of personnel selection increases if psychometric testing procedures are used in addition to other modules.For that reason, I advocate for intelligence tests and personality tests to be added to the personnel selection system. We have discussed this before and my suggestion was received positively. Replied Mueller: Sabine, your test knowledge is impressive, but unfortunately such procedures will lead us into a dead-end street. As you know, standardized tests have several disadvantages. They are not generally highly accepted and cultural problems exist. Are you aware of any intelligence or personality tests that can be applied equally worldwide and for which there are test theoretical i ndices available?Weitmann, getting worked up about the topic, responded, â€Å"Well, these are minor problems, and if we need to we can ask our interns, trainees or HR assistants to develop such standardized tests. Or we could assign an external consulting firm to the task. † Carter, who in the meantime was scrolling through her voluminous labour law book, jumped into the conversation: I don’t think we should debate this issue any further. We have already decided several weeks ago to include testing procedures in the selection process. Just to be sure, I will confirm that the testing procedures coincide with the labour laws.We should now concentrate on how the individual modules will look and what skills should be covered in which module. â€Å"That is a good suggestion,† agreed Dai Wei. Increasingly gripped by this trend-setting suggestion, Mueller now cleared his throat and offered to summarize the contents of the modules: After due consideration, we have come to the conclusion that the first step of this multinational personnel selection system will be conducted in a similar manner at all Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. election system for APAC should be two-tiered. The first tier consists of three modules: a viewing of the candidates’ application documents, a telephone conference with the applicants that should be conducted in an unstructured manner, and the obtaining of three references from former employers. Unlike the current procedures, references should not only be used to verify past employment and the duration of employment, but also include a statement regarding the candidate’s personality. Four modules will follow in the second tier.Specifically, a panel interview, a biography-oriented in-depth interview, a simulated group exercise, and testing procedures. Does everybody still agree on these modules and the two-tiered system? Page 10 9B07C041 Koch stepped in, â€Å"Thanks, Andreas for your summary. Dai, could you please illustrate the second tier modules in an equally precise fashion? † â€Å"I will try,† taking a deep breath, Dai Wei said: The second level of the selection process will consist of — as already mentioned — a panel interview, a biography-oriented in-depth interview, a simulated group exercise, and a test.The purpose of the panel interview is to obtain detailed information about the candidate with respect to the required skills Andreas just summarized. That means that the competencies will be evaluated in this module of the selection process. The panel interview is a standardized exercise based on the critical-incident-technique. The candidate describes one critical situation and his or her behaviour in each situation for each of the six job requirements. Instructions and questions for the candidates have already been p repared.I will give you an example for the dimension â€Å"planning/organization. † The instructions will read: â€Å"An efficient manager has to be capable of organizing his or her agenda well in order to achieve specific goals. This includes, but is not limited to, prioritizing competing tasks well and delegating tasks to other employees in a timely fashion. Discuss a time last year when you had to keep a tight and challenging schedule. Also include methods you usually apply for time management. This introductory instruction will be followed by five open-ended questions that have to be answered by each candidate. An example for the dimension â€Å"planning/organization† is as follows: â€Å"Think about an event in which you showed previously discussed skills. Explain the circumstances. Describe precisely what you have done in order to manage this situation. What was the outcome? Who will be able to verify what you have described here? † The candidate will rec eive similar questions for the remaining five dimensions. Each candidate will be given an hour to prepare his or her answers.Afterwards, they will be given 30 minutes to present the results, with panel members given the opportunity for queries. Each candidate will then receive a score for each dimension (e. g. 5 being outstanding, 3 being acceptable, and 1 being unacceptable). The scores will then be Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. locations. Module one, a viewing of the candidates’ application documents, shall be conducted by applying the â€Å"6-eye-method. That is, three persons will be analyzing the applicant’s documents regarding his or her suitability for the targeted position. The result of this analysis is a preliminary selection of candidates. Individual telephone conferences with the remaining candidates will follow. The confere nces will be attended by the candidate and two members of our team: the supervisor at the site in APAC and one person from the German headquarters. The conference shall be conducted in an unstructured manner with everyone having the opportunity to ask the candidate questions.The goal of the conference will be to verify the candidate’s suitability for the position, his or her motivation for the position, and to obtain a general, overall impression of the candidate. If a consensus is reached that the candidate is suitable for the considered position three references from former employers or colleagues will next be obtained. As you all know, the reference system has paid off well in Europe, especially because it enabled us to identify all those cheaters and impostors. This will likely be doable in Asia as well.In the case that the references are predominantly positive, the first level of the selection process is completed. Subsequently, the candidate will have to pass the module s of the second tier. Dai Wei, would you like to illustrate the modules of the second tier in detail? Page 11 9B07C041 â€Å"Let’s move forward to the second module in the second tier: the in-depth biography-oriented interview. † Dai Wei continued: At this stage we verify a candidate’s strengths and weaknesses, but the primary objective is to gain insights into the candidate’s private and professional past.The in-depth biography-oriented interview shall be conducted by a psychologist. We are especially interested in the candidate’s expectations, how parents and other family members have influenced him or her, how cultural background affects his or her decisions, and possible untreated conflicts the candidate may have to face. The interview shall not be oriented towards job requirements, but instead consider the candidate’s complete life span and be of a general nature. Following this in-depth biography-oriented interview, a psychological opi nion shall be furnished.This opinion will be filed in our documents, without the candidate having the right to view it. It is important that the interviewer and the candidate have the same cultural background in order to prevent any possible misunderstanding during the interview (e. g. a candidate for a position in China shall be interviewed by a Chinese psychologist). Although this requirement may create additional expenses, we find it justifiable and needed to ensure an accurate expert opinion on the candidate’s qualifications is obtained. â€Å"Dr. Koch,† Dai Wei said, â€Å"What do you think about this approach? â€Å"I am not quite sure at the moment,† Koch responded, â€Å"I think it is very likely that a few of the suggestions just are not feasible given the high costs involved. For now, I am not able to say anything definite. We will have to wait. † Exhausted by the long-lasting discussions, it was becoming more and more difficult for Koch to sta y focused and absorb the arguments. He noticed that Yue Yu had not spoken out on anything, including the rivalry between Weitmann and Mueller Koch was convinced, as he could see in many different situations that a leader should stay out of these issues. One could not change things anyway. Change,† it crossed Koch’s mind, â€Å"Can one change a situation, in one’s life? No, people never change. Neither do circumstances in life. You get thrown in and there is no way out, and it would be a hopeless undertaking to try it. † Koch tried to take control over the situation again: â€Å"Well, let’s move on to the two last modules of the selection system. Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. summarized, forming the basis for the decision as to the panel’s level of recommendation.We discussed for a lengthy time whether we shoul d inform the candidates in advance about the dimensions (e. g. the meaning of each). In order to guarantee transparency for the candidate, we decided to inform them of all dimensions a priori. It is our hope that this will increase a candidate’s acceptance and understanding of the module’s purpose. Furthermore, we discussed whether the critical incidents should be presented in English, or whether they should also be available in other languages. We discussed the pros and cons thoroughly. From my own experience, it is difficult at times to communicate to someone in a second language.We decided it would be best to give the candidates the option of answering the questions in their language of choice. The instructions and questions will therefore be translated by professional translators from English into the particular language. In order to guarantee accuracy in the translation, the instructions and questions will be translated into English again (i. e. the back translati on technique). Although this extra translation step may appear as more work, it is warranted to ensure the translation is indeed reflective of its original content.These extra expenses can offer a tremendous advantage, especially for the Shanghai location. We are certain that we can effectively cover relevant dimensions that are cross-culturally important with this method. A separate pre-test is not designated. Page 12 9B07C041 Sabine, please explain modules three and four. How do they look? What competencies do they include? Are there any culture-specific adaptations that need to be dealt with? † Weitmann eagerly began to inform her colleagues about the modules: I can certainly do that.We are looking at a simulated group exercise and the adoption of standardized test procedures. The group exercise has been integrated in order to acquire typical dimensions, which are usually diagnosed in assessment centres, in a similar way. The assignment of an assessment centre for one or tw o days and the culture-specific adaptations would mean increased expenses. For these reasons, we have excluded this option, and alternatively will be using simulated group discussions. The candidate and three professional role players will participate in the leaderless group discussions. The role layers have to complete a two-day-long training session, after which they will receive an internal certificate stating that they can act as professional role players. Prior to the group discussions, the role players will receive specific instructions containing standardized roles. The role players include the â€Å"devil’s advocate,† whose task is to contradict the candidate’s opinion, the â€Å"supporter,† who is always on the candidate’s side, and the â€Å"viewless one,† who does not participate in the argument, but who will propose opinions that don’t have anything to do with the topic at all.Prior to the discussion, each participant will be informed about the topic. The chosen topic should deal with issues that contribute to the development of the employees in their own department. The topic shall be identical APAC-wide. We have deliberately chosen a topic away from specific skills in order to allow each candidate equal chances for the completion of this task. Naturally, candidates with strong leadership skills will have advantages over those who have only been in a leading position for a short time.The candidate will not be informed that the discussants are role players with specific assignments. The dimensions that will be evaluated in the group discussions include communication, cooperation, stress tolerance/resilience, assertiveness, and ambiguity tolerance. The roles and individual instructions will only be available in English in order to standardize the exercises cross-nationally. The group discussions shall also be carried out in English. The candidate will be given 15 minutes to prepare for the discussion after the topic has been revealed.The whole discussion will be video-taped. This recording will then be made available to three independent observers, who will ideally come from different countries. It is their task to observe the candidates’ behaviour during the discussion, and to assess the candidates’ behaviour with respect to all relevant dimensions and in compliance to the behavioural scale available to the observers. Additionally, each observer has the opportunity to write down his observations qualitatively.The observations of all observers will then be collected and statistically converted into a final score for each candidate. It is important to mention that every observer, who can be recruited from any hierarchical level, must pass an observer training course that teaches the basics of behavioural observation, the meaning and importance of such exercises, the dimensions, behavioural indicators for each dimension, as well as the role players’ assignment s of their specific roles. That concludes all the information we have gathered on the simulated group discussion.Goldmann, interrupted: Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. Page 13 9B07C041 I don’t want to be rude, but isn’t it important to take the candidate’s perspective into consideration, as well? I mean, if the candidate has no clue about the situation in which he or she is in, he or she deserves clarification as well as extensive feedback once the group discussion is completed. I think that extensive feedback, in both oral and written form, must absolutely follow the module. It is nice that you think that,† Mueller countered: Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. But unfortunately nobody cares about th e candidate’s perspective. We are interested in choosing the right person, certainly not in satisfying the applicants. What horseplay — these never-ending discussions on fairness and acceptance. Reality differs significantly from the ideal procedures we are taught in university, my dear.It is really annoying the kind of stuff that is being taught at our renowned universities, and most likely by professors that have not seen much outside of their institutes, let alone in a company. Goldmann, who only wanted to contribute with a suggestion, was obviously upset about the comment. She could barely hold back her tears as she marched out of the conference room. The Chinese trainee followed her with the intention of calming her down, losing the handouts he had prepared for the meeting and that he was supposed to distribute beforehand.Finally, Yue Yu ran out of the room and into the female washroom, where she found Goldmann looking miserable, in tears and close to a nervous br eakdown. â€Å"Dr. Koch,† Carter, who saw herself responsible to demonstrate her judicial knowledge, advised: I think that this argument has merit to it. Candidate feedback is important. Just imagine the consequences and damaging results of not providing feedback. Feedback should not be underestimated. I am particularly thinking about rejected candidates. ComInTec cannot afford these kinds of mistakes. † Koch agreed only partly and replied: Mrs.Carter, now you have subscribed to this view, too. Do you have any precedent? As you know, all candidates receive feedback in writing regarding their overall impression. As you should know further, this feedback does not cover any specific dimension or module, but it offers a very good general conclusion. Should candidates be interested in the impression they made, they simply need to read the report. That should be sufficient. I do not agree that we should focus on unpleasant feedback, or would you like to conduct all of those c onversations yourself, Mrs. Carter?Now the psychologist jumped into the discussion, acting as a mediator. She pointed out the following: The question regarding the feedback should not be our priority. We still need to discuss module four. I am talking about the testing procedures that have to be included in the selection system. As I have mentioned before, it is essential to use psychometric testing procedures. Insofar, module four consists of an intelligence test and a personality test that every candidate has to complete. That gives us indicators for â€Å"general intelligence† as well as for the â€Å"big five. The specific test procedures will be used still have to be specified for each country of course. But I am convinced that we will be able to manage that. Page 14 9B07C041 With the Goldmann still in the bathroom crying, there was only one recorder left, which resulted in much of the meeting no longer being documented. Dai Wei, who had returned to the meeting and was trained in presentation techniques, felt obligated to conclude the points that were most important with the use of a flip chart: If I may conclude, we have decided that the ersonnel selection system consists of two tiers that include several modules. We have specified these modules in content and procedures. Hence, we have achieved the first step of our meeting. We intended furthermore to specify the adaptations for each target country and how to implement those modules. We need to next reach a consensus on the second and third goal of this meeting. Koch commented: Dai Wei, what are you thinking? It is already 1:30 p. m. and that means that the time for our meeting is more than up. We won’t be able to decide on the remaining points today.I expect that the recorders will make a flawless and written report available by 9:00 Wednesday morning. Please pass this on to Sarah and Yue Yu. This will give me time to review all the meeting minutes and finalize any unresolved issues. You should expect a final copy of the resolutions on the multinational selection system to be available by Friday at 9 a. m. With respect to the issues that were not resolved today, I will make the decisions myself and include them in the report. This resolution shall also deal with the questions that we could not look into, due to the lack of time today.I don’t care how you will do it – just do it. Thank you for your attendance at this meeting, Dai Wei, Sabine, Mrs. Carter, Andreas, and honourable sir of staff. † With these words, Koch terminated the meeting. Due to the lengthy meeting, there was no lunch break. This particularly bothered the Chinese team members, but it was not voiced. Koch believed that Asians set a high value on lunch breaks because they highly value food and money. Unfortunately, Koch could not be bothered to worry about it — according to him, food and money were the lower motivators on the Maslow Pyramid of needs.He muttered under his b reath: Those Asians, it’s always just about food, money, and shopping, and they are continuously on the phone — what do they have to tell each other all the time? How often do I see them yelling at each other in Chinese, hard and ruthlessly, whereas they always show me a smile? You never know what they really think, and when I ask them they tell me something positive anyways. Negative remarks in front of the boss are obviously a big taboo, and the word ‘no’ does not seem to exist in their vocabulary.Right after the meeting, Koch went straight to his office and did not come out again for the rest of the afternoon. Koch received the meeting minutes on Wednesday and wrote his final report for Koenig. Koch later received a short notice sent by Koenig via e-mail on Friday afternoon. Koenig informed him that important basic conditions and necessary adaptations had not been taken into consideration sufficiently in the new multinational personnel selection system; therefore, he had handed the case over to global headquarters.In addition, the e-mail stated that there would be staff-related consequences for his department in Hong Kong. In response, Koch sat down to write a long letter to Koenig’s attention. Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. Page 15 9B07C041 Exhibit 1 DIMENSIONS AND INDICATORS OF CULTURAL DIFFERENCES (HOFSTEDE) Power Distance: Degree to which society members accept an unequal distribution of power.Characteristics of large power distance: Inequalities among people are expected and desired. Less powerful people should depend on the more powerful authoritarian values Organizational hierarchy reflects inequality between higher-ups and lower-downs Centralization is popular Subordinates expect to be told what to do Wide salary range between top and bottom of organization The ideal boss is a benevole nt autocrat or good father Privileges and status symbols are popular Uncertainty Avoidance: Degree to which society members feel uncomfortable by uncertain or unknown situations.Characteristics of strong uncertainty avoidance: Uncertainty is felt as threat, feeling of anxiety Fear of ambiguous situations What is different, is dangerous Suppression of deviant ideas Resistance to innovation Motivation by security Masculinity/Femininity: Masculinity pertains to societies in which social gender roles are clearly distinct (i. e. men are supposed to be assertive, tough, and focused on material success whereas women are supposed to be more modest, tender and concerned with the quality of life); femininity pertains to societies in which social gender roles overlap (i. e. both men and women are supposed to be modest, ender, and concerned with the quality of life). (pp. 82-83). Characteristics of masculine societies: Dominant values are material objects and success Money and things are import ant Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. Men are supposed to be assertive, ambitious, and tough Women are supposed to be tender and take care of relationships Girls cry, boys don’t Live in order to work Stress on equity, competition among colleagues, and performance Resolution of conflicts by fighting them outPage 16 9B07C041 Exhibit 1 (continued) Characteristics of feminine societies: Dominant values are caring for others and maintenance of relationships People and warm relationships are important Men and women are both supposed to be tender and take care of relationships Work in order to live Stress on equality, solidarity and quality of work life Resolution of conflicts by compromise and negotiation Individualism/Collectivism: â€Å"Individualism pertains to societies in which the ties between individuals are loose: everyone is expected to look af ter himself or herself and his or her immediate family.Collectivism as its opposite pertains to societies in which people from birth on are integrated into strong, cohesive ingroups, which throughout people’s lifetime continue to protect them in exchange for unquestioning loyality. † (p. 51).Characteristics of individualist societies: Individual interests prevail over collective interests Identity is based on the individual Employer-employee relationship is a contract that is supposed to be based on mutual advantages Hiring and promotion decisions are supposed to be based on skills and rules only Management is management of individuals Task prevails over relationship Characterisitcs of collectivist societies: Loyalty for the ingroup (family) Identity is based on the social network to which one elongs Harmony should always be maintained and direct confrontations should be avoided Employer-employee relationship is perceived in moral terms, like a family link Hiring and pr omotion decisions take employees’ ingroups into account Management is management of groups Relationship prevails over task Source: Geert Hofstede, Cultures and Organizations: Software of the Mind, London, 1991.Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13. Page 17 9B07C041 Exhibit 2 ASPECTS OF CULTURAL DIFFERENCES: ANGLO VERSUS ASIAN Asian Collectivism: â€Å"related self† Group identity, group achievement & rewards, group loyalty, â€Å"guanxi† High power distance (hierarchy) Low power distance (equality) – Work allocation based on competence, rather – Age/seniority is King! Formal interactions than age – Do without asking – Partnership is encouraged – Empowerment regarded as a threat – Informal interactions – Empowerment is the key to growth Control Harmony – Individuals take control â€⠀œ Be in harmony with others rather than show – Free expressions initiative or take charge – Disagreements and differences are not a threat – Emphasis on politeness, respect and emotional restraint – Difference maintains harmony; equality upsets harmony Secular Religious/spiritual – Keep your religion to yourself – In Muslim countries, workplace, ethics, codes of behavior and dress are guided by Muslim religious teachings – Time off during working hours for prayers for Muslims Circular thinking (high context) Linear thinking (low context) – Circling around the topic – Speech and argument patterns are linear – Colorful and flowery language in India – Ideas backed by explanations and examples – Concise – Hate waffling Shame/Lose Face Guilt – Governed by own conscience and internal – â€Å"What will others say? – Group pressure to maintain group reputation sense of right and wrong – â€Å"Give face† — don’t question your leader – â€Å"Lose face† — look bad when publicly challenged – â€Å"Save face† — don’t own up your own mistakes – â€Å"Gain face† — look good when praised in public – â€Å"Thick face† — no shame, don’t care – â€Å"Show face† — manager visits your home – â€Å"Got face† — speech, behavior, dress reflect status in a family, business, or community – Anglo Individualism: â€Å"separated self† Unique, personal space, goals, achievements Licensed to the University of Regina for use by Professor Sandra Steen in the course â€Å"MBA/GBUS 843 Strategic HR Management,† from 01/07/13 to 04/30/13.