Challenges of HRM in the Global Environmentâ€Myassignmenthelp.Com

Question: What Is the Challenges of HRM in the Global Environment? Answer: Introducation In the contemporary business scenario, human resource management (HRM) can be defined as widespread in terms of strategies and organisational policy development. Modern HRM has replaced the traditional way of personnel management in the MNEs following the international settings. Precisely, human resource management involves academic theoretical concepts and modern business practices that can be utilised for managing the human resources in an efficient way (Demortier, Delobbe and El Akremi, 2013). Through the identification of the best theoretical concepts and management techniques, the terms of HRM has been set according to practices and disciplines. However, in the competitive business status, MNEs operating at the international level must identify the challenges associated with the HRM in the global environment to structure the best practices according to the order. In the rapidly transforming corporate landscape, the evolution of the HRM is required so that HRM can deliver the app ropriate business-driven functions leading towards a strategic corporate direction. In the particular essay, the HRM functions in the global environment have been analysed on a brief note to understand the foremost challenges of HRM in the international business context. As the current business world alters at a substantial pace, HR professionals need to make significant adjustment dealing with the local as well as international HRM issues associated with the context of business. In addition, identifying the HRM issues will not be enough to mitigate the problems (Guest and Conway, 2011). Evidently, defining the problem suitable solutions must be evaluated in order to achieve the desired result. The main purpose of the essay paper is to identify the leading human resource management challenges. By elaborating the challenges of HRM, the study has provided a list of recommendation that can be taken into consideration to put an end to the issues. Perhaps, the proactive approach should be shown in dealing with the management issues related at the international HRM as dis cussed in the study. Modern organisations must capitalise the alternating business environment through the implementation of better strategic decision-making. Therefore, the role of the HRM has become so crucial while establishing the management practices according to the internal strengths and weaknesses. By developing the most striking changes, HRM of an organisation can influence employee engagement, competencies of the human resources, and sustainability of workforce leading towards long-term viability of the business (Vashishth, 2012). Through the identification of the fundamental trends in HRM at the international level, organisational management can draw significant competitive advantage. Apparently, accurate human resource measures and planning as per the right prediction can deliver suitable strategic direction to the workforce. Precisely, integration of the objectives of both the organisation and HRM can be recognised as an essential aspect in HRM (Foot, Hook and Jenkins, 2016). Admittedly, gro wing business competition has increased the roles and accountability of modern HRM to reinforce the trend based on global perspective. In the context of business management, organisational HRM has adopted substantial resources such as internet and information technology (IT) to enhance the productivity of workforce minimising the organisational costs. On a bigger perspective, globalisation has increased the quality of HRM as new technologies and strategic management have been utilised by the HR professionals to achieve HR target in a cost-effective way (Fisher, Schoenfeldt and Shaw, 2016). However, IT and internet cannot be defined as the only major trends in developing the productivity of HRM at the global level. Notably, the changing workforce demographics have become one of the significant aspects in HRM (Dam, 2013). As a result of the consequences, the diversified workforce including different knowledge, culture, skills, and competencies, etc must be managed in an efficient way to draw competitive advantage. Herein, the identification of HRM challenges will become so much important. In the underlying section, th e leading challenges of HRM in the global situation have been illustrated. Linking the Organisational Strategy with HR Strategy and Practice The recognition of the link between the corporate and business strategies with the HR strategy and practices is not a new concept in the global business environment. The theory of McKinseys seven-S framework has been developed twenty years back to align the seven organisational variables such as strategy, subordinate goals, systems, structure, staff, style and skills for improving the effectiveness of the organisation (Dowling, Festing and Engle, 2013). On the other hand, the importance and role of human resources to organisation success has broadened due to knowledge driven and technology driven characteristics of businesses in the recent environment (Scharf, 2012). Global companies such as Coca-Cola have successfully evaluated strategic interventions and management model to link the corporate strategy with HR strategy and practices to achieve sustainability. Furthermore, with increased globalisation and competition in the market, the needs to link corporate strategy with HR policy have become important for the survival of the organisation in the global business market. Hence, it is important for the strategy makers to understand the changing business environment and link the business strategies with HR policies to seek competitive advantage and survive in the global industry. Hiring and retaining the best workforce in rapidly changing business dynamics In the contemporary business environment dwindling population of youth in the developed countries has contributed towards skill and knowledge shortages. Also, increasing rate of unemployment has become a substantial worry for HR Managers to select the best hiring and retention practices (Speculand, 2012). As a result of the consequences, cross-border migration can be identified leading towards demographic changes. For instance, McKinsey and Company, one of the leading consultancy services, has utilised modern hiring and retention policies such as online recruitment and staff performance evaluation to hire and retain the best talents at a lower cost. Therefore, modern HRM has to deal with cultural as well as demographic diversity to hire the human capital based on efficiency and talents (Jain, Rangnekar and Agrawal, 2016). Hence, the modern organisational HRM needs to set the best selection and recruitment policies for the different set of demographics i.e. young, people disabilities, aging people, and women etc. based on the scenario, it is one of the biggest challenges for the HRM to offer healthcare practices, flexible working schedule, and diverse management styles as per the suitability of the targeted workforce (Langley, 2013). Evidently, by offering substantial accommodation and compensation, HRM needs to promote employee retention as well. Aligning best technology practices to incorporate the Human Capital Prospects During the corporate strategic decision-making, identification of the steady improvement opportunities of the human capital should be important to analyse. In the global perspective, cross-broader management of human resources can be identified as one of the most comprehensive challenges for HRM (Reilly, 2015). By assessing the cultural differences and complexities of HRM, modern managers need to incorporate the human capital prospects in strategic decision-making by using communication technology. Most importantly, global growth of contemporary businesses hinges on the role of the HR leading towards integrating the labour force (Clancy, 2015). It is the responsibility of HR led teams to counter the differences in culture and workforce diversity so that dissimilarities can be merged wisely. For example, Apple Inc has utilised evident manufacturing technology to be the most innovative business and marketers. The sales and marketing strategies of Apple Inc have led to growth of the bus iness. By predicting the opportunities that can be offered by the human capitals, HRM needs to integrate the local culture with the international culture to improve the workforce efficiency (Jacobi, 2014). Meanwhile, understanding the diverse culture and inclusion of uniformity in management can be a tough task to be completed. Managing Global Operational Risks Invariably, balancing the corporate culture and societal culture can be identified as one of the most comprehensive issues in HRM while promoting workforce diversity (Bratton and Gold, 2017). Some of the most convenient cultural attributes can be modified according to the need of the target demographics. For instance, significant control management attributes can be altered. On the other hand, human right policies, ethical code of conducts, and integrity cannot be negotiated at any cost. Modern companies such as Google Inc have effectively identified the global operational risks to reduce the conflicts within the system. Precisely, the company has created a corporate culture to solve the issue. Based on the HR complexities, HR managers need to face challenges regarding bribery, confidentiality, integrity, loyalty, and other aspects (Ingham, 2010). Motivated by the organisation mission, vision, values, and ethics, it can be difficult to impose the most comprehensive cultural elements overwriting the existing ones. Therefore, maintaining the balance in corporate and community culture can be a leading HRM issue in the global environment. The Perceptive of subtlety of employees qualification to develop HR leaders In order to manage cultural diversity in the workplace, organisations need to develop HR leaders who are prepared to deal with the challenges regarding diversity. Precisely, educating the managers to develop the best diversity management practices is not an easy task, to say the least (McBain, 2007). Significant training and development programmes, learning courses, and investment will be required to establish the leadership traits. Moreover, communicating the culture and collaboration of the values can be other significant challenges in developing globally prepared leaders. Evidently, Microsoft Corporation has valued the understanding of subtlety of qualification and merits of the candidates to influence the productivity. During the management of cultural diverse workforce, the efficiency of the leader will be crucial to direct the employees towards the right direction. Herein, failing to complete the task can create substantial damage in productivity of the firm (Ax and Marton, 200 8). Therefore, it is a significant challenge for HRM to develop the best leaders who can control and manage diverse values, ethnicities, and policies at ease in the international environment. Maintaining a better understanding of Regulations and Legal directives The continuous up gradation in employment laws, regulations, and legal directives have also created substantial challenges for HRM. At the international level, HR managers need to have significant knowledge and understanding of regulations and legal directives regarding hiring employees, compensation and benefits, rights of the employees, safety and health practices etc. For instance, during selection and recruitment, the Disability Act, the Human Rights Act, the Discrimination Act, Health and Safety Regulatory Act, etc should be considered so that any legal obligations can be avoided (J. Phillips and P. Phillips, 2014). Alternatively, during the management of workforce, minimum wage rate system, workplace discriminations, and labour practices should be taken into considerations. Therefore, management of HR can be a constant challenge if any of the legal regulations has been ignored. In order to tackle the HRM challenges in global environment, a list of recommendation has been provided in the study as below that can be considered for betterment of the practices: Take Transparent and Positive Approach: In order to deal with the transitions affecting the productivity of the employees, transparency in communication must be introduced at the organisational forefront. Meanwhile, such influential communication approach can deliver tangible support to the employees dealing with the issues in the international human resource management (IHRM). Invest in the right technology-enabled collaboration: In the IHRM, selection and recruitment has been one of the major aspects. Therefore, through investing in right technology suitable for hiring, training, and appraisals, HR managers can increase the overall standards of the workforce leading towards sustainability. Consider Demographics: In the current scenario, considering the right set of demographics will be evident in IHRM. For instance, hiring the right sort of personnel equipped with experience, skills, and knowledge can save substantial capital for an organisation. Therefore, it will be significant to select the candidate from right demographics i.e. young group. Provide Training and Career development Programmes: In order to deal with the challenging issues of IHRM, suitable training and career development programmes must be introduced to develop strategic recruitment and selection procedure, crucial employee retention plan, and solving HR related issues in a more effective way. Promote Innovation and Change Management: In order to remain up-to-date with the latest HR trends, innovative concepts and ideas must be introduced among the employees. Alternatively, such efforts will increase to manage the process of change management that can be utilised to influence the diversified work culture in a positive manner. The role of human capital professionals has affected the business proposition of the leading corporate firms, to say the least. Creativity and innovation have become the need of the hour in mitigating the challenges with HRM in the global environment. Precisely, if organisational HRM can overlook the problems related to HRM, the effectiveness of scores will be reduced on a substantial note. As a result of the consequences, suitable human capital practices must be reinforced identifying the challenges affecting the performance of the firm in a negative way. Evidently, organisational people can be identified as the leading power of a firm. Therefore, the ability of the HR professionals can dictate the terms whether an organisation will be able to control the HR issues affecting the firms sustainability. By considering strategic vision and demographics, HR managers can replace traditional strategies with the new ones encouraging the workforce. Consequently, by promoting innovation and c hange management, the leading issues associated with the organisational human resource management can be dealt in a logical manner. Cultural diversity in HRM Employees are the backbone of every organisation that leads to the survival and success of the firm. In the current business environment, the workforce is made up of a diverse population of people belonging to different cultures and ethnic backgrounds. The cultural diversity in workforce creates multicultural and multiracial organisations that have both positive and negative implications of the organisational practices (Scharf, 2012). The international cultures or diverse workforce brings in better skills, experiences and abilities for the organisation to meet the growing challenges of global market. On the other hand, it becomes quite difficult for the human resource management to maintain a balance among the individuals belonging to international cultures in order to utilise the diversity of skills, competencies and knowledge (Losey, Meisinger and Ulrich, 2015). On the other hand, the global business environment has witnessed the importance of Human Resource Management in both public and business life. According to Sderlund and Bredin, (2016), the number of workers employed by the multinational enterprises has significantly increased in the last twenty years that have resulted from the expansion of the activities of the foreign affiliates of the MNCs across the globe. As per the study, around 73 million people work for the foreign companies in the year 2008, this is three times the population in the year 1990 (Rhodes, 2016). Currently, the figure has increased by around five times by the end of 2016. Hence, it becomes quite difficult for the Multinational organisations to control the diverse workforce with variation in cultural and ethical practices. Hence, every organisation needs to develop international HRM policies in order to maintain peace and harmony at workforce. On the basis of the above discussion, the paper has been developed to a nalyse the importance of considering the international culture while developing the HRM practices and policies. On the other hand, the study aims to discuss and evaluate the impact of international culture on the current human resource management policies and practices. Furthermore, the essay also presents necessary strategies that must be considered by the human resource managers of a global institution to control the diverse workforce and take advantage of the variations in skills, knowledge and capabilities. Most of the authors focus on the theory formulated by Gerhart Hofstede to understand the differences in international cultures. According to Hofstede (2001, p.25), culture is a mental programming or pattern of feeling, thought and action that an individual acquires in the childhood and applies throughout the life. The national culture is a category that is studied to explain different phenomena in the human resource management such as organisational structure, leadership style, and motivation. Moreover, the concept of differences between international cultures is proven to be suitable tool for developing the contents of HRM practise and policies for managing the individuals belonging to different regions (Snell, 2007). Furthermore, Hofstede (2001) differentiates the culture into a dimension on the basis of the relations between people. The dimension is known as Individualism and Collectivism. Alternatively, Fons Trompenaars differentiates the international culture on the basis of two dimensions known as individualismVs communitarianism and universalism Vs particularism. Additionally, the cultures can be differentiated on the basis of motivational orientation and attitudes toward time (Snell, 2007). For example, Hofstede identifies three dimensions on the basis of motivational orientation, namely femininity Vs masculinity,power distance and amount ofuncertainty avoidance (Hofstede, 2001). On the other hand, Trompenaars identifies two dimensions on the basis of attitudes toward time namely outer Vs inner time and synchronic Vs sequential. In the same manner, Hofstede also differentiates the socio-cultural dimension according to the attitude toward time as a short term Vs a long term orientation. Henc e, the differences in the cultural dimensions explained by Fons Trompenaars and Greet Hofstede can be used to understand the variations in the national culture (Snell, 2007). In addition, the theories can be applied in order to observe the implications of international culture over the HRM practices of different organisations. The cross cultural management issues are faced in a range of business activities especially in the human resource management functions of an organisation. In the current business environment, the management of geographically dispersed workforce belonging to different cultural background has emerged with a new segment of HRM that is known as International Human Resource Management (IHRM) (Machado, 2015). The primary objective of the IHRM is to manage the cross cultural conflicts and develop a workforce that will enhance the performance of the organisation. However, the internationalisation of businesses has made it important for the management to make changes in the way it operates in the domestic country. The primary level of changes has been evident in the field of human resource management. For example, it is important for the HR managers to consider the local laws and regulations of the host country. On the other hand, the behavioural changes and practices of the local people must be considered while planning the HRM practices and policies (Morley and Scullion, 2014). Any sort of misconduct can lead to adverse legal implications and loss of internal reputation of the firm. Hence, with increased globalisation of business, the HRM practices and policies are highly impacted by the differences in the international cultures. The inability of the management in considering the cultural differences among the workforce can result in adverse implications over the performance of the organisation. The challenge of workplace conflicts increases with variation in culture and inappropriate management of the workforce activities (Nkomo, Fottler and McAfee, 2015). Furthermore, it is important for the HR managers to understand the behaviour and cultural practices of the local employees in order to minimise the conflicts and develop a corporate culture in the firm. On the other hand, it is important to note that the influence of international cultures on the HRM practices in the multinational organisational can be analysed and monitored in all its segments. Hence, the paper analyses the impact of certain dimensions of international cultures on the key functions of the Human Resource Management, such as recruitment and selection of applicants, training and development of workers and performance appraisal and remunerati on of the workforce. Recruitment and Selection The differences in the international cultures have several impacts on the recruitment and selection procedures used by the multinational organisations. For example, the values of the recruiters influence the sources of recruitment used by the HR department of a firm. According to Holbert (2016), if the recruiters come from the region having individualistic values, the HR department will use the recruitment sources such as newspaper advertisements, employment agencies, online recruiting and other sources that do not have personal contacts (Holbert, 2016). Alternatively, if the recruiters belong to a region with collectivistic values, the HR department primarily uses the relationship or personal oriented recruitment sources such as networking at job fairs and referral of other employees. The differences can be evident by observing the recruitment sources used by multinational companies like Apple Inc and domestic companies like a retailing store in Asia. It can be seen that Apple uses recruitment sources that do not have personal contacts. On the other hand, a retail store in China will use sources with personal contacts to recruit a new employee. Moreover, the system of values of the candidates also influences the recruitment process. For example, if the applicant belongs to individualistic values, it is assumed that the individual will prefer an organisation or job that will enable the person to express their personal quality and achievement (Jain, Rangnekar and Agrawal, 2016). The applicant will prefer to work in a job that offers opportunity for advancement and degree of autonomy. On the other hand, if the candidate has a collectivistic value, the individual will apply for job that will offer them to work in a cooperative environment within a team. In the same way, the differences in culture also influence the selection process of an organisation (Sderlund and Bredin, 2016). For example, the selection criteria used by Apple Inc. in the United States will be q uite different than in China. The recruiters of Apple in the United States will prefer applicants who have individualistic values and focuses on results by working proactively and autonomously. In the case of China, the selection criteria of Apple Inc. will focus on choosing an applicant from collectivistic culture who will be willing to work in a group. Hence, the recruitment and selection function of the Human Resource Management Practices is highly influenced by the differences in the international cultures. Training and Development The differences in the international cultures also influence the training and development programmes of an organisation such as McDonalds. For instance, a strict and formal way of communication is used to interact between the coaches and trainees in high power distance cultures. Moreover, the influence of the culture can be evident in the design of the training and development programmes. According to the researches, it can be seen that Anglo-American employees with individualistic culture prefer goal oriented and individualised training programmes with a competitive learning environment in company like McDonalds (Parry, Stavrou and Lazarova, 2013). Alternatively, employees of Latin America with collectivistic cultures working in McDonalds are found to prefer informal environment and unstructured training methods during the training programmes that focus on experimentation and active participation. Furthermore, the employees from Asian culture in the same organisation prefer training methods based on group performance using formal training sessions (Holbert, 2016). The Asian people working in a multinational company also prefer a cooperative learning environment that will promote knowledge sharing and mutual benefit of the participants. On the basis of the differences in culture and background of the majority group, the multinational organisations need to make changes in the training and development practices in order to manage the preferences of the employees. Hence, the differences in the international culture have a direct impact on the training and development practices of a global firm. Performance Appraisal and Remuneration Finally, the differences in international cultures also influence the performance appraisal system of a multinational organisation. The influence of culture on the performance appraisal system can be identified at every stage of the process. Firstly, the culture affects the criteria that are used to measure the performance of the employees as well as the techniques that are used by the HR management to provide feedback to the workers (Rowley and Warner, 2013). In order to understand the influence of culture on the performance appraisal system, the two different types of criteria namely the contextual performance criteria and task performance criteria are used. According to research, the individualistic culture prefers using the task performance criteria for evaluating the hard work of the employees. For instances, Google uses the task performance criteria with the employees in the United States. According to this criteria, the performance of the workers are compared to organisational standards, responsibilities and task determined in the job description of a particular position (Filstad and Gottschalk, 2010). Alternatively, the collectivist culture prefers using the contextual performance criteria for judging the work of the employees. The contextual performance criteria makes the HR managers evaluate the performance of the workers on the basis of their innovativeness, cooperation with the team and assistance provided to others. In the same manner, Google uses the contextual performance criteria in dealing with the job performance of the employees in China. In other words, the individualistic culture manager emphasises on evaluating performance on the basis of individual performances, while the collectivist managers emphasises on group results and teamwork. It is important for the international HR managers to identify the cultural differences among the workforce and develop a better understanding of the cultural practices of the individuals belonging to different regions (Schuler and Jackson, 2007). A proper understanding of the culture helps the HR managers of multinational organisations to develop HRM practices to meet the different needs of the workforce. In order to manage the cultural diversity of the workforce, the managers must recognise that the people have differences, be they physical, cultural or generational (Speculand, 2012). The managers must celebrate the differences by encouraging the employees to show their individualities. The encouragement of showing their differences will help the management to utilise their knowledge to grow the business over the global market. Furthermore, the managers must focus on knowing their employees by encouraging them to interact with the management team. The attitude of the employees must be assessed while conducting employee reviews and assessments. It is the responsibility of the managers to identify and monitor the problems faced by the employees of the minority groups while working in the organisation (Sparrow, 2009). The HR managers must discuss the issues with the employees in a non-argumentative manner. Additionally, the managers are also responsible to develop strategies to mitigate the issues faced by the minority groups. For example, the managers must encourage employees to work with other workers belonging to different cultures or generations. Hence, it is important for the HR managers to focus on developing international HRM policies that will mitigate the issues of cultural differences. The recruitment and selection methods must be developed keeping in mind the culture of the majority groups of the country in which the company is operating (Sparrow, 2009). On the other hand, the international human resource managers must focus on developing corporate culture to mitigate the issues of cultural differences. Corporate culture can be implemented by promoting employee voice arrangements and encouraging workers to speak about their problems (Vashishth, 2012). Finally, cross-cultural training programmes can be initiated to influence the individuals to work with people belonging from different cultures and ethnic backgrounds. On the basis of the above analysis, the global Human Resource Management faces the issues of cultural differences that impact the HRM practices of the organisation. It is important for the international human resource managers to understand the differences of international cultures in order to develop adequate HR policies for the diverse workforce. Additionally, the HR managers need to promote corporate organisational structure in order to encourage the employees to interact with the management and identify the cultural issues faced by the workforce. Conclusively, the HR management policies must be developed keeping in mind the differences of the international culture in order to seek success in the current global business environment. References Ax, C. and Marton, J. (2008). Human capital disclosures and management practices.Journal of Intellectual Capital, 9(3), pp.433-455. Bratton, J. and Gold, J. (2017).Human resource management. 1st ed. London: Palgrave Macmillan. Clancy, P. (2015). Cultures, Compatibilities and Conflicts.Asia Pacific Journal of Human Resources, 23(1), pp.3-3. Dam, K. (2013). Understanding experts' attitudes towards functional flexibility.International Journal of Human Resources Development and Management, 3(2), p.138. Demortier, A., Delobbe, N. and El Akremi, A. (2013). Human Capital Contribution to Company Performance: HR Practices Effects and Human Capital Emergence.Academy of Management Proceedings, 2013(1), pp.12935-12935. Dowling, P., Festing, M. and Engle, A. (2013).International human resource management. 1st ed. Australia: Cengage Learning. Filstad, C. and Gottschalk, P. (2010). Collectivism versus individualism in police cultures.International Journal of Human Resources Development and Management, 10(2), p.117. Fisher, C., Schoenfeldt, L. and Shaw, J. (2016).Human resource management. 1st ed. Boston, Mass. [u.a.]: Houghton Mifflin. Foot, M., Hook, C. and Jenkins, A. (2016).Introducing human resource management. 1st ed. New York: Pearson. Guest, D. and Conway, N. (2011). The impact of HR practices, HR effectiveness and a strong HR system on organisational outcomes: a stakeholder perspective.The International Journal of Human Resource Management, 22(8), pp.1686-1702. Hofstede, G. (2001). Culture`s Consequences. Thousand Oaks, CA: Sage Publications Holbert, N. (2016). Leveraging cultural values and ways of knowing to increase diversity in maker activities.International Journal of Child-Computer Interaction, 9-10, pp.33-39. Ingham, J. (2010). Develop an HR 2.0 strategy.Strategic HR Review, 9(6). Phillips, J. and P. Phillips, P. (2014). Developing a human capital strategy in today's changing environment: eight forces shaping HC strategy.Strategic HR Review, 13(3), pp.130-134. Jacobi, J. (2014). Implementation of a cross-border social media strategy.Strategic HR Review, 13(4/5). Jain, R., Rangnekar, S. and Agrawal, D. (2016). Creating Intellectual Capital: A Role of Human Capital.International Journal of Knowledge Management and Practices, 4(1). Langley, J. (2013). Roll out a global recruitment strategy.Strategic HR Review, 13(1). Losey, M., Meisinger, S. and Ulrich, D. (2015).The future of human resource management. 1st ed. Alexandria, Va.: Society for Human Resource Management. Machado, C. (2015).International human resources management. 1st ed. Cham: Springer. McBain, R. (2007). The practice of engagement: Research into current employee engagement practice.Strategic HR Review, 6(6), pp.16-19. Morley, M. and Scullion, H. (2014).International human resource management in retrospect and prospect. 1st ed. Bradford, England: Emerald Group Pub. Nkomo, S., Fottler, M. and McAfee, R. (2015).Applications in human resource management. 1st ed. Mason, Ohio: Thomson/South-Western. Parry, E., Stavrou, E. and Lazarova, M. (2013).Global trends in human resource management. 1st ed. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan. Reilly, P. (2015). Managing across borders and cultures.Strategic HR Review, 14(1/2), pp.36-41. Rhodes, D. (2016). Can HR Respond to Corporate Strategy?.Journal of Business Strategy, 9(2), pp.57-58. Rowley, C. and Warner, M. (2013).Globalizing International Human Resource Management. 1st ed. Hoboken: Taylor and Francis. Scharf, E. (2012). Value Proposition and Human Capital: strategic marketing practices.Review of Business Management, pp.216-233. Schuler, R. and Jackson, S. (2007).Strategic human resource management. 1st ed. Malden, Mass. [u.a.]: Blackwell. Snell, A. (2007). Measuring the financial impact of HR: Defining and controlling the areas where HR adds cost and value.Strategic HR Review, 6(2), pp.28-31. Sderlund, J. and Bredin, K. (2016). HRM in project-intensive firms: Changes and challenges.Human Resource Management, 45(2), pp.249-265. Sparrow, P. (2009).Handbook of international human resource management. 1st ed. Chichester, U.K.: Wiley. Speculand, R. (2012). Why communication of strategy frequently fails.Strategic HR Review, 11(6). Vashishth, M. (2012). Role of IT in HRM: Opportunities and Challenges.Paripex - Indian Journal Of Research, 3(4), pp.159-160.

Heroes And BEOWULF Essay Research Paper Websters free essay sample

Heros And BEOWULF Essay, Research Paper Webster? s dictionary defines a hero as one greatly regarded for his accomplishments or qualities. This is merely a unsmooth definition, and applies merely slightly to Beowulf. A hero is normally the chief character ; he is, harmonizing to Mr. Renn, a adult male who fights for the right grounds, normally confident and possessed of superhuman abilities, at least as it applies to Beowulf? s clip period. Less common in that period in clip is the thought of hubris, a fatal failing on the portion of every hero. Beowulf exhibits all of these features throughout the drama. Beowulf battles for the right grounds at the beginning, or at least the right grounds as 6th century Norse warriors would? ve reckoned the term. He defeats Grendel for several good grounds, but chiefly to refund a debt of award owed to Hrothgar because of his father Ecgtheow. The text brings up in lines 406-407? So you have come here, because of past favours, to contend on our behalf! # 8230 ; ? and continues into the subdivision left out of the Holland interlingual rendition. He so proceeded to kill Grendel? s Dam in retribution for the decease of Aeschere. In this, he acts as a title-holder for a friend of his new kinsman, Hrothgar. This is somewhat less honest, yet plenty so that he wins ; after all, Grendel? s Dam was merely revenging her boy, as stated in lines 975-976: ? mournful and famished, she resolved to travel on a dangerous journey to revenge her boy? s decease. ? In the concluding conflict, he is still contending for largely the right grounds: gold for his people, as depicted in lines 1916-1920: ? With these words, I thank the King of Glory, the Eternal Lord, the Ruler, for all these hoarded wealths here before me, that I have been able to derive them for the Geats, ? and a sense of fate, that it w as the? fated hour. ? His wages for this conflict was an honest decease in conflict, and, in kernel, immortality. He is besides supremely confident throughout the text, from the really first clip he meets Hrothgar, where he declared? And now, I shall oppress the elephantine Grendel in individual combat? ( lines 375-376 ) , to the concluding conflict with the firedrake, where he announced? I will battle once more, the old defender of my people, and accomplish a mighty feat if the immorality firedrake darings confront me, dares come out of it? s earth-cave! ? ( lines 1725-1728 ) . In any other state of affairs, with any other adult male, this would? ve been self-importance, surrounding on pure insanity, but since it? s a hero, this is normal assurance ; he does, after all, have the ability to endorse up his self-praises and menaces. This leads me to my following point ; Beowulf is exceptionally powerful. It is related in by Hrothgar that? in the appreciation of his manus that adult male renowned in conflict has the might of 30 men. ? ( lines 333-335 ) . He has exceeding abilities, merely as every authoritative hero throughout mythology. Finally, there is the thought of hubris, or a fatal defect ; in this instance, it is his pride. Hrothgar recognized this early in the drama and warned Beowulf of it in lines 1386-1429. Part of this address is exceptionally of import: ? He suffers no reverses until the seed of haughtiness is seeded and grows within him, while still the watchman sleeps ; how profoundly the psyche? s guardian slumbers when a adult male is enmeshed in affairs of this universe? ( lines 1399-1403 ) and? Arm yourself, beloved Beowulf, best of work forces, against such morbid thought ; ever get down pride. ? This is portion of the pedagogical portion of this myth, but many see it as a prefiguration of Beowulf? s decease, and see pride as one of the grounds that Beowulf battled the firedrake.

Writing Tips - How to Choose a Sample Essay to Teach You the Essay Structure

Writing Tips - How to Choose a Sample Essay to Teach You the Essay StructureThe prospect of a sample TH grade expository essay, in spite of being a long-distance idea at first, is actually an appealing one for many students and academics. While it may seem like a time-consuming task, you can use sample TH grade essays to assess your own writing skills.Different versions of the same piece of essay are available, and you should not have difficulty determining whether you want to hire an editor to compose a version that is standard or creative. Even if you are a professional writer, it is very likely that the demand for more than one kind of academic writing is high. For this reason, getting a sample TH grade expository essay written by an expert will give you a good idea of what to expect when you become a full-time professional.The primary benefit of having a sample TH grade expository essay in hand is that you will be able to determine whether you are comfortable writing in the style of the essay that the professional has written. Most writers prefer the tone of structured essay structure that you will find in a sample essay. In order to make sure that your first drafts of the essay are satisfactory, you can even ask a friend or colleague to critique your first draft.Although sample essays are available for all major subjects, it is usually fair to choose something that is closely related to your area of expertise. You may also consider a topic that is slightly outside your area of interest but is still of a general nature. For example, a subject such as tax issues may well be covered by an expository essay on tax planning or a survey on dog breeders. If you feel confident in your ability to write expository essays, you can try a slightly different angle on the same topic.The advantages of using sample essays as a reference guide are many. In addition to having something you can refer to in your attempts to write your own essay, a sample essay is usually shorte r than the final version. You can devote more time to the writing and not have to worry about editing your work later.The second benefit is that most sample essays have been produced by well-experienced professionals in the field. That means that your problems with making sense of the material will be addressed by professionals who have succeeded in writing the most successful pieces. You will have no trouble identifying weaknesses in your own writing, and you will be able to identify strengths in the work of another writer.Many people think that they need to earn a Master's degree before they can write a dissertation, essay, or report. It is true that degrees in higher education often translate into an excellent command of the language, but the same level of command does not always translate into a command of the essay. This is because while you may be an extremely competent writer, some topics are much more difficult to express in writing than others are to express in speaking.If you need a sample TH grade expository essay to help you fine-tune your style of writing, it would be best to use a sample that comes from someone who already has a high opinion of his or her own abilities. This will enable you to make use of that individual's strengths in order to improve your own writing skills. Even if you do not see the writing sample as a means of learning about yourself, it is probably more valuable to a student than to an outsider.

The Last Judgment Essay Example For Students

The Last Judgment Essay Michelangelo was one of the greatest artists of all time. He excelled in architecture, sculpture, painting, poetry, and engineering. He was a true Renaissance man who lived a long emotional life. In painting â€Å"The Last Judgment,† Michelangelo was able to incorporate all that he had learned about the human body. He was able to show the way the body moved, as well as it’s displays of unrestrained passion, overwhelming grief, or endless torment. This is what makes â€Å"The Last Judgment† such a unique and exceptional work of art. In the spring of 1534, Michelangelo received a commission from Clement VII to paint â€Å"The Last Judgment† on the altar wall of the Sistine Chapel. He was also commissioned at this time to paint a â€Å"Fall of the Angels† on the entrance wall, but this second work was never executed. He had painted the ceiling of the Sistine Chapel some twenty eight years prior, but the style of his â€Å"The Last Judgment† would greatly differ from that of the ceiling. We will write a custom essay on The Last Judgment specifically for you for only $16.38 $13.9/page Order now Before Michelangelo could begin, there were many preparations to be made. A scaffold had to be built and the wall had to be prepared. Five paintings by Perugino and Michelangelo had to be removed. Two windows had to be walled up and Michelangelo â€Å"ordered it to be inclined forward by about half an ell toward the top, hoping in this fashion to protect his work against the accumulation of dust.† (Brandes 388)Sebastiano del Piombo had persuaded the pope that the painting would look best in oil, and the wall was therefore prepared to receive oil pigments. This delayed the beginning of the work, since Michelangelo declared oil-painting to be an â€Å"effeminate art† and insisted on painting â€Å"al fresco,† as he had done with the ceiling. The wall had to be done over and Michelangelo never spoke to Sebastiano, who had once been a student of Michelangelo. (Brandes 389)There were many previous depictions of the Last Judgment which influenced Michelangelo’s plan for the painting. Such other works include Giotto’s painting on the wall of the Camposanto in Pisa, Giovanni Pisano’s sculpture on the pulpit of the San Andrea in Pistoia, and Fra Angelica’s and Signorelli’s frescoes in Orvieto. Finally, there is the reverse side of a medallion his old teacher Bertoldo had made for Archbishop Filipo de’ Medici. (Brandes 385)Michelangelo began the giant painting sometime during April and May of 1536. He worked rigorously on the project until he fell from the scaffolding a few months prior to the completion of the painting and seriously hurt his leg. Following his recovery, Michelangelo returned to work on â€Å"The Last Judgment.† It was completed in October of 1541 and unveiled on Christmas Day two months later. (Symonds 328)Many were appalled to see the great amount of nudity which filled the painting. They did not feel that it was appropriate for such holy people to be depicted without clothes on. Mic helangelo felt that it was the body which ascends to Heaven, not the clothes. Unfortunately, Michelangelo’s masterpiece only remained intact for fourteen years, at which point artists were commissioned to paint clothes on the â€Å"most beautiful nudes.† (Brandes 392-394)The central figure of â€Å"The Last Judgment† is of course, Christ. However, the Christ which appears in Michelangelo’s â€Å"The Last Judgment,† is not the typical loving, and sympathetic Christ depicted throughout the Renaissance. The fresco is dominated by Christ â€Å"as the medieval judge of the world–a giant whose might right arm is lifted in a gesture of damnation so broad and universal as to suggest he will destroy all creation, Heaven and earth alike.† (Croix, Tansey, and Kirkpatrick 665) Michelangelo followed the tradition of others in having Christ at the top, with his hand raised, brighter than the rest of the angels and demons. Christ seems to have a harsh and cold expression which furthers Michelangelo’s depiction of Christ as the Judge. .u8f75489e9481eee554a53eaf81065839 , .u8f75489e9481eee554a53eaf81065839 .postImageUrl , .u8f75489e9481eee554a53eaf81065839 .centered-text-area { min-height: 80px; position: relative; } .u8f75489e9481eee554a53eaf81065839 , .u8f75489e9481eee554a53eaf81065839:hover , .u8f75489e9481eee554a53eaf81065839:visited , .u8f75489e9481eee554a53eaf81065839:active { border:0!important; } .u8f75489e9481eee554a53eaf81065839 .clearfix:after { content: ""; display: table; clear: both; } .u8f75489e9481eee554a53eaf81065839 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u8f75489e9481eee554a53eaf81065839:active , .u8f75489e9481eee554a53eaf81065839:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u8f75489e9481eee554a53eaf81065839 .centered-text-area { width: 100%; position: relative ; } .u8f75489e9481eee554a53eaf81065839 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u8f75489e9481eee554a53eaf81065839 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u8f75489e9481eee554a53eaf81065839 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u8f75489e9481eee554a53eaf81065839:hover .ctaButton { background-color: #34495E!important; } .u8f75489e9481eee554a53eaf81065839 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u8f75489e9481eee554a53eaf81065839 .u8f75489e9481eee554a53eaf81065839-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u8f75489e9481eee554a53eaf81065839:after { content: ""; display: block; clear: both; } READ: Persuasive Essay - the Arts in the EducationStanding closest to Jesus on the right is St. John. He is the young man who forms the counterpart to the Madonna, but he is completely in awe of Christ, while the Madonna seems to droop in some sort of dismay. She does not look toward Christ, nor toward anyone else. The large man to the right, holding the key to heaven is St. Peter. He seems to be asking Jesus for whom he is to open the gate to Heaven. St. Peter’s counterpart on the left is Adam who gaze is fixed intently on his Master. Close to him is Abel and on Adam’s other side, closest to Christ, is the Good Thief. Below Christ there are two great figures to the right and left. St. Lawrence to the left holds his gridiron, while St. Bartholomew holds in his left hand the skin which had been flayed from his body. It is in this skin that one can see a self-portrait of Michelangelo. Behind Bartholomew we see the head and shoulders of a kneeling youth. This is the Apostle Thomas. The row of saints is continued to the right with St. Catherine, bending over the wheel on which she was martyred, and St. Sebastian kneeling and holding in his left hand the arrows that had pierced him. (Brandes 389-391)In the space toward the bottom, directly below Christ, one can see mighty angels blowin g their horns. There are seven angels, which Michelangelo found in Revelation 8, 2. They also have the two books, the Book of Life and the Book of Judgment. These books are often mentioned in the Old Testament as holding all the records of our actions and decide who will be allowed into heaven. To the right are the condemned souls. They are plunging downward to the base of the wall. They are tormented by demons with burning eyes and are filled with despair. The great wrath of the Lord is upon them. Charon’s boat (which is in Greek mythology) is filling with passengers and to the far right stands Minos, encircled by serpents, ready to judge those who have been sent to him. It is said that Michelangelo modeled Minos after the papal master of ceremonies, Biagio, who had complained about the nudity in â€Å"The Last Judgment.† (Brandes 391)On the left, the saved souls rise from their graves and assume the flesh. They then begin their ascent toward Heaven. One may expect there to be as much joy on the left as there is torment on the right, but these souls are not filled with exceedingly great happiness. Michelangelo has filled them with a similar amount of horror as those who are on the right. The chosen ones are not even greeted with a smile from Christ who seems â€Å"far less inclined to acquit than to condemn.† (Brandes 385) These souls seem to be rushing toward Heaven without any sort of elegance or style, simply trying to beat one another there. â€Å"The Last Judgment† is far different from the fresco paintings that Michelangelo had done on the ceiling of the Sistine Chapel. The entire mood has changed. On the ceiling, the ideas of hope and exaltation seem to rule, but on the altar wall, there is the depiction of Christ as the unforgiving Judge. â€Å"The Last Judgment† has a â€Å"drastically plain and direct style, with squarish rather than supple figures,† (Creighton 30) whereas the ceiling has a more complicated style. Also, the figures of the altar wall do not possess the same amount of beauty as the figures of the ceiling. In comparison with â€Å"The Last Judgment† by Cavallini, one sees that Michelangelo’s interpretation of the Last Judgment is far different than the interpretation that Cavallini had in 1291. Cavallini’s â€Å"The Last Judgment,† a fresco in the church of Santa Cecilia in Trastevere, Rome. Cavallini, who was perhaps influenced by some Roman paintings that we do not have today, abandoned the Byzantine style of linearism for a softer style. Although this painting may have seemed somewhat revolutionary, it is in no way as free flowing or emotional as Michelangelo’s. Pietro Cavallini’s fresco simply depicts three apostles sitting with Christ. They are all clothed and have halos above their heads. There are not any souls being judged as there are in Michelangelo’s. Christ is not in the center of the picture, and He does not have the same amount of power that He has in Michelangelo’s. The torment that is so overwhelming in Michelangel o’s Renaissance version of â€Å"The Last Judgment† is not depicted at all in Cavallini’s Proto-Renaissance painting. The Apostles, as well as Christ, are also seated in chairs in Cavillini’s fresco, whereas they are standing in the clouds in the latter of the two paintings. .u99751af827a03f68f5f68fa177948874 , .u99751af827a03f68f5f68fa177948874 .postImageUrl , .u99751af827a03f68f5f68fa177948874 .centered-text-area { min-height: 80px; position: relative; } .u99751af827a03f68f5f68fa177948874 , .u99751af827a03f68f5f68fa177948874:hover , .u99751af827a03f68f5f68fa177948874:visited , .u99751af827a03f68f5f68fa177948874:active { border:0!important; } .u99751af827a03f68f5f68fa177948874 .clearfix:after { content: ""; display: table; clear: both; } .u99751af827a03f68f5f68fa177948874 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u99751af827a03f68f5f68fa177948874:active , .u99751af827a03f68f5f68fa177948874:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u99751af827a03f68f5f68fa177948874 .centered-text-area { width: 100%; position: relative ; } .u99751af827a03f68f5f68fa177948874 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u99751af827a03f68f5f68fa177948874 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u99751af827a03f68f5f68fa177948874 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u99751af827a03f68f5f68fa177948874:hover .ctaButton { background-color: #34495E!important; } .u99751af827a03f68f5f68fa177948874 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u99751af827a03f68f5f68fa177948874 .u99751af827a03f68f5f68fa177948874-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u99751af827a03f68f5f68fa177948874:after { content: ""; display: block; clear: both; } READ: Didital Tv EssayMichelangelo’s painting is also much more life-like than Cavallini’s. All of the differences are quite understandable, considering that these two frescos were painted at completely separate times. (Croix, Tansey, and Kirkpatrick 567)Michelangelo’s â€Å"The Last Judgment† is a splendid masterpiece of the High Renaissance. It stresses the importance of the human body and the ways in which the body can move. The emotional content is also very characteristic of this time. The torment and horror is also quite indicative of the hardships which Michelangelo felt during this time in his life. He had grown rather bitter toward all men, w hich can quite easily be inferred from the lack of joy in â€Å"The Last Judgment.† (Brandes 394)â€Å"The Last Judgment† is a beautiful painting by the master artist, Michelangelo. His painting gives a greater understanding of the Renaissance era as well as an insight into his own feelings. The fresco painting is skillfully planned out and uses the space extremely well. Michelangelo borrowed some of the ideas from his predecessors, but he also put his own twist on the painting, making it a masterpiece. Works Cited Brandes, Georg. MichelangeloHis Life, His Times, His Era. New York: Frederick Unger Publishing Co., 1963.

Challenges for Coke Cola Essay Example

Challenges for Coke Cola Essay Example Challenges for Coke Cola Essay Challenges for Coke Cola Essay Among the vastly growing diversity challenges Coca Cola continued to face statewide and globally to preparing their workforce, understanding the culture and overcoming major crisis in Belgium was one of the most challenging. After a mass recall in mid 1999, in which, Children at six schools in Belgium had complained of headache, nausea, vomiting and shivering after drinking Coca-Colas beverages, leading to their hospitalizations. Most of them reported an unusual odor and an off-taste in the drink. Coca-Cola had to recall about 30 million cans and bottles, the largest ever product recall in its 113-year history. For the first time, the entire inventory of Coca-Colas products in Belgium was banned from sale. Coca-Cola sales did drop that year but with their valued effort to regain the public’s trust, measures had to be put in place. Coke’s workforce had to be better prepared, re-trained, and safety precautions were put in place so that things like this would not happen again. The expectations and desired outcomes were directed at upper management to find better ways to connect with the employees and launch new initiatives in the ever-fast changing market. Coca-Cola Enterprises (CCE) faced strong competition from other beverage companies and needed a way to work more effectively with its customers and partners. This required innovation and a new way of communicating within the corporation. In 2008, CCE acknowledged that the current communications platforms were no longer enabling the innovation and collaboration required to take it to the next level and compete in an increasingly demanding economic environment. The increasing presence of competition were resulting the declining revenues. CCE decided to implement a Microsoft-based hosted worldwide intranet with messaging and collaboration tools, which are accessible to all employees from any device, enabling employees to boost productivity and time with customers. These efforts were lead by the employee leadership head of the company and proved to be another step in the right direction. In a continued effort to prepare their workforce the employees had to take cultural diversity classes in order to learn and understand a different way of life in Belgium. Maximize Benefits CCE, Inc. needed a software system that would evolve as technology changed to help it remain a beverage-industry leader. The company also wanted to deliver merchandising solutions that reflect the differences across stores, as well as implement and maintain controlled quality checks on store-level Plano grams. Additionally, this beverage giant wanted to increase its productivity, efficiency and effectiveness in its Plano gram process. CCE Inc. aximized each benefit by streamlined planning and execution, optimized space and category performance, Increased category sales and profits through more intelligent decision making, delivered store-specific Plano grams that were grounded in shopper insights and store-specific data, Improved Plano gram consistency and accuracy, and Increased category optimization. Minimizing the Challenges Though there were many challenges to deal with and future challenges ahead, the present problems of dealing with water conservation, racial extortionist, were the major issues ahead. Water is the main ingredient in nearly every beverage that they make and without access to safe water supply their business simply cannot exist. Because of the critical importance of water not just to their business, but also to ecosystems, human health, progress and development, The Coca-Cola Company is focusing on conserving and protecting water for people, species and ecosystems throughout the world. Another challenge is deal with frivolous lawsuit from extortionist trying to cash in on the Mega Giant. In November 2000 Coca Cola became the second U. S. Corporation to cave in to racial extortion demands by disgruntled minority employees who only had to allege racial discrimination. For their efforts, they extorted at least $475,200,000 from Coke. Protecting themselves from litigious claims is still a challenge all major companies have to safe guard and the only way to truly protect their assets is through proper management quarterly training, policies and procedures acknowledgements, and safe working environments.

Metropolitan Museum of Art Research Paper Example | Topics and Well Written Essays - 1250 words

Metropolitan Museum of Art - Research Paper Example Jackson Pollock is an American artist. He was famous for his drip paintings and is a major figure in American painting, specifically in abstract expressionism. He was the purveyor of the drip technique, and this was seen as the origins of action painting. This was his way of challenging the Western style of painting using the easel and brush, with an attempt to leave figurative representation. However, he abandoned the drip painting style just as it was getting famous and returned to painting using figurative elements. War is one of Jackson Pollock’s earliest known paintings and is the only painting he ever titled. This painting was made before he became famous with his drip style. It should be noted that Pollock was a successful draftsman and often used his sketches to execute his artistic ideas. War is a very apt descriptive title for this abstract expressionist painting. This painting was made just after World War II and it shows the brute violence of war: there is a funera l pyre, a human figure being thrown to it, a bull, and a crucifixion. The colors of red and yellow were then added for drama. The elements of this painting hark to Picasso’s war-inspired painting Guernica, where it also had suffering people and the bull as a major figure in the painting. Although it has more figurative elements, this painting has many linear motions that have emerged in his later paintings. The date is significant to understanding this painting: 1947 is a time when war was still fresh in most people’s collective memory, and this was probably the way that Pollock expresses his feelings towards war. This painting symbolizes the harsh effects of war in society, and the ghosts in people’s consciousness. The media used for this painting are colored pencils and ink. The size is 20 5/8 inches by 26 inches. The size is not exactly relevant to the viewer, but it is easier to observe because of the size. This seminal work of art has influenced the 21st ce ntury because it had paved the way for Jackson Pollock’s Abstract Expressionism genre. It may not be as noticeable here but the traces of Abstract Expressionism are here: the linear movements, the near-abstract figures, the fast composition. This painting may not be as popular as his drip paintings; but this painting shows how he managed to get into that style. Without this painting, abstract expressionism in America would not be as successful. 2. Marilyn Monroe by Richard Avedon (1957) Richard Avedon was one of the most iconic American photographers. His work, Marilyn Monroe, is one of his most popular. Richard Avedon was born and raised in New York City and entered as a photographer for the Merchant Marine. He learned photography there as he took identification pictures of the crew. This picture was taken on May 6, 1957 and it completely embodies the style of portraiture that Richard Avedon helped made famous: his ability to capture the real essence of the subject by lettin g the viewer see the intimate, candid shots of a certain personality in an often bare setting, with no props but just the details needed to compose the picture. He developed his unmistakable style there: stark, high contrast, black and white pictures. The main feature of an Avedon photograph is that it is honest: everything you ought to see in your reflection is seen in an Avedon photograph. This picture, simply called Marilyn Monroe, is named after the subject herself. As a portrait photographer, Avedon shot many famous people, as well as the working class and the criminals; Marilyn Monroe is one of the most famous,

TEAM COMMUNICATION Essay Example | Topics and Well Written Essays - 500 words

TEAM COMMUNICATION - Essay Example Team communication represents the message from the team and not from the whole team in disjointed fashion. Team communication is also dependent upon who does most of the talking and when. This is essential since there should be harmony and accord in the message that is delivered by the team and everyone needs to be on-board with what is being said and delivered by the team. There should be no misunderstandings in a team. Team communication demonstrates that the team is a whole rather than a disjointed unit. This gives the essence of a single core group that is talking to the general public. It also manifests that the team is committed and dedicated to its respective work ethics and it would not compromise on those principles however difficult the circumstances. There is also a need to appoint a leader who will do all the talking so that the fundamental message that goes out of the team is solitary. Leadership qualities require that the leader gets the best out of the group members no matter how hard and trying the circumstances are. However the role of a team leader cannot be denied its due place. Team communication guarantees that the whole team looks after each other and provides incentives to the working bases of each other. Team communication favors working as a single entity rather than working in different sub-groups which means there are problems within the team itself. The team leader is an essential part of the team – he decides who needs to do what and how things will shape up in the future. Team communication can only succeed if each and every team member knows his role and tries to justify his position within the team keeping in mind the assigned task and role. Responsibility thus have to be taken by the team members so that communication becomes easy. In the end, one must realize that team communication plays a central role towards the better functioning of team affairs and matters and it is best to have a