Warhol By Ratcliff Essays - Andy Warhol, American Film Directors

Warhol By Ratcliff The life and work of Andy Warhol has inspired many writers to tell of the artists secrets in published writings. However, Carter Ratcliff accomplishes this feat in a unique fashion, profiling Warhols work in Andy Warhol. A must-read for anybody interested in the origins of American Pop art, Ratcliffs book touches on all aspects of Warhols work. Segmented chronologically, Ratcliff explains the influence and significance of select paintings, as well as sections devoted to Warhols sketches, photographs, movies and notes on the techniques used by the artist. This format, combined with the inclusion of nearly 100 prints of paintings, is effective because a natural theme flows through the chronological ordering of the monograph. Some of the influences are obvious in Warhols work. However, the cumulative effect of the artists attempts is more easily understood through the chronological ordering of the pieces. The chronological ordering helps the reader understand what social or personal beliefs or conflicts the artist was dealing with pertaining to the given time period. For example, Warhol produced many pieces with singular subject matter displayed multiple times as in his Campbells soup cans, Coca-Cola bottles and dollar signs, possibly just comforting symbols to Warhol as well as the American Pop Culture. Also, Ratcliff leads t he reader on a journey through the details, effects and consequences of the work. The author also describes similarities in select Warhol pieces. The development of Warhol as an artist is easily understood using this format, as his work transforms from the playful character of Saturdays Popeye (Figure 1) to the realism of Skull or the political power of the Hammer and Sickle series. Andy Warhol takes a convincing and comprehensive look at the pursuits of the artist, basing observations on a plethora of sources. The information cited in each section is a cumulation of Ratcliffs investigation, interviews with Warhol and references to the writings of other critics. Basing his survey largely in the ideas of others, Ratcliff discovers little original information. Referring to such credible contacts as Robert Rosenblumes description of Julia Warhola [1], saying that Warhols portrait of his mother breaks through the artists aestheticism to convincing emotion (Figure 2). Art critic Thomas Lawsons notion that Pop art has everything to do with nothing [2], or Warhols own magazine article, Crazy Golden Slippers [3], are examples of the type of solid sources that the author utilizes in his work. The majority of Ratcliffs ideas originate elsewhere, however Ratcliff chose to use these many sources to support his own theories, drawing from established and accepted concepts to uphold his statements. The prize of Andy Warhol lies in the inclusion of the authors essay about the artist. Together with the effect of the many large prints, which comprise a majority of the body of the book, the essay enables the reader to learn about the artist and reflect on what may have been his intention for select works. To fully understand a work of art it is helpful to have some background information about the work and the artist. The author does a fantastic job of presenting this type information about the artist and his work. Warhol was obsessed with the idea of stardom, controversial works pertaining to popular culture and the use of images from every day life or symbols of such. Ratcliff, when compared to other writers who investigated Warhol, has an edge on the competition. Ratcliff not only describes the work itself, but also tells of the concept behind the art. Cantz The Last Supper is at best a glorified picture show of the artists work. The artist focuses on one series of paintings rat her then on the entire portfolio.[4] Unseen Warhol is an in depth biography of Andy Warhol, not much attention is granted to the actual pieces of art.[5] Ratcliffs Andy Warhol fills the gap left by other writers. Ratcliff delivers a complete analysis of Warhols work by explaining the concepts and ideas surrounding the work in an intensive manner. Ratcliffs thoughts on many of the pieces help to define the actual meaning or ideas of the work in a practical fashion. For example, the use of helium filled mylar, covered with foil in Silver Pillows (Figure 3)

Caesars permission Essays

Caesars permission Essays Caesars permission Essay Caesars permission Essay Later on when Cleopatra walks in, Antony says to her Give me a kiss. This shows the audience that their love is still very important to him and that is the only thing that has any importance to him now which once again goes back to the point that Cleopatra is Antonys biggest flaw. Antony then sends a letter to Caesar by the Ambassador. The Ambassador then tells Caesar He salutes thee, and requires to live in Egypt. Antony is now asking Caesars permission to live in Egypt which is not the tragic hero that Antony has been portrayed as. He also says Which not granted, he lessons his request, And to thee sues to let him breathe between The heavens and earth, a private man in Athens. Here Antony is saying that if Caesar wont allow Antony to live in Egypt then he would request to live in Athens as a normal man leading a quiet live not as a member of the triumvir or as the worlds greatest soldier. This is very important because this is another big flaw that we see in Antony. He seems to give up trying because he lost one fight instead of staying strong and asking Caesars permission just implies to the audience that Antony is a weak man not a great warrior or hero that the audience thought he was. The letter then says Cleopatra does confess thy greatness. Here Antony is complimenting Caesar to try and make him say yes to his requests. Once again the audience sees Antony as a weak man who is complimenting the person who he just had a battle with and lost and this is not a normal reaction for a soldier. To this Caesar replies For Antony I have no ears to his request. Here he is saying that he doesnt want to hear Antonys requests and now the audience see Caesar as the stronger character for the first time as Antonys laid back but strong attitude has gone and now Caesar has this attitude instead. When Antony hears of Caesars response to his letter he seems to become himself again slightly as he says As Ithcommand of Caesar. I dare him therefore To lay his gay comparisons apart, And answer me declined, sword against sword, Ourselves alone. Here he is daring Caesar to have a fight on land just between them two, sword to sword. Now the audience can slightly see why he is a hero and a brilliant soldier as he has now lost that weak attitude and is becoming strong willed again which shows him as being an admirable man that will stand up for himself and what he believes in. From all this we can see that Antony is very fatally flawed and that he has two main flaws, Cleopatra and his reputation. It is clear that he is very in love with Cleopatra and it even shows that he cares about her more than he does his reputation which makes him the tragic love hero the audience loves. The audience can also see that he is a very admirable man as he is a very strong willed man and is prepared to fight for what he believes in. the audience can also see that he deserves admiration in the way he takes care of Cleopatra and that once again shows just how much he cares for her. He was even backing down and asking Caesars permission just to be with her and that shows him not only as admirable but also as a tragic hero once more.

Free 1-month Trial of LinkedIn Job Seeker Premium - Expires March 29, 2011

Free 1-month Trial of LinkedIn Job Seeker Premium - Expires March 29, 2011 I just got word that LinkedIn is offering a free trial of its Job Seeker Premium service.   Heres a short article I wrote about that service.   Job Seekers:   Have you heard about LinkedIns Job Seeker Premium? I encourage you to take advantage of this offer and explore the benefits of the service.   Offer expires March 29, so act fast! I do not get any payment for referring people to this service.   I just think its a great opportunity to get organized and increase contact with recruiters. Remember to mark your calendar so that if you do not want to continue the service you cancel before your month is up! And please report in the comments any experiences, positive or negative, youve had with Job Seeker Premium. FREE TRIAL OFFER Category:Archived ArticlesBy Brenda BernsteinMarch 24, 2011 1 Comment The Essay Expert says: February 8, 2012 at 9:24 am Sorry Ashok, this offer has expired! However LinkedIn does offer a free trial from time to time, so watch your inbox! Log in to Reply

The legalization of marijuana in the United States Research Paper

The legalization of marijuana in the United States - Research Paper Example However, there is also a giant percentage of public which believes that criminalization of marijuana possession has always been a defeated objective. It is a kind of government objective which has consumed a lot of manpower and valuable limited resources. However still, the government is nowhere close to discouraging the public from smoking marijuana. Basically, this research paper seeks to argue that cannabis should be legalized or decriminalized in the US. The paper will present and explicate multiple reasons to augment the argument that marijuana is a drug with a variety of uses and minor risks. To validate the argument, marijuana will also be compared with alcohol and tobacco as a way of demonstrating how marijuana is so much less detrimental than the latter substances and still looked down upon by the government with such intensity, which is absolutely unjustified. War on drugs, particularly marijuana, is a complete failure. It has consumed trillions of dollars to date and continues to exert more financial pressure on the American government with every passing day. Prohibition on this drug has affected society very badly because more people are reported or jailed for minor drug offenses and people have to go to extreme measures to get this drug. Many such measures often affect their self-esteem in a very bad way given the circumstances and the places they have to bear to get the drug discreetly. Research also claims that the main reason marijuana often affects users’ lives negatively is not because of the drug really, but â€Å"because of the consequences attached with using the drug† (Pitts cited in Millat). Research shows that the US government has wasted a lot of money to keep marijuana from reaching the market in the past. According to an estimate, the US government suffers a total cost of about $10 billion on an annual basis in myriad efforts to make the country free of this drug. On the other hand, the State of California produces

The US Economy vs.International Economy Research Paper

The US Economy vs.International Economy - Research Paper Example The American central bank wants to keep its interest rates low (to almost zero) to spur the economy but Mr. Hoenig thinks otherwise. In contrast, the Australian economy has not suffered as greatly as the US during recent financial crisis because its economy is a bit insulated from the global economy. In fact, its big four banks are trying to hide their profits because the economy did relatively well last year. In addition, the big four banks are suspected of using accounting tricks to manage their earnings and show smaller profits than what they actually were (Potts, 2009, p. 1) because of possible political and social backlash. Moreover, the Australian authorities at its Reserve Bank are not planning to reduce its interest rates because the economy is doing better than expected. To put it another way, the need to reduce rates is not urgent because the recession was not as deep as it had originally feared. The Australian economy has recovered well enough their banks raise interest rates they pay on client deposits (Potts, 2010, p. 1). Its economy is forecast to grow by 3.5% next year and its currency has apprecia ted 20% against the US dollar since middle of the year (Rogow & Glynn, 2010, p. 1). Both economies are fully plugged to a global economy but Australia did not suffer from a housing crisis and demand for its resource exports is strong. Rogow, G. & Glynn, J. (2010, December 15). Australia Welcomes Oprah as Tourism Slumps. The Wall Street Journal. Retrieved from

Oscar Wilde’s Essay Example for Free

Oscar Wilde’s Essay The following essay will examine British Literature in two fold: the first being that of Oscar Wilde’s contribution to British Literature and the second being feminism in British Literature in the 1800’s and on. It is hoped that focusing on two separate but entangled subjects will make the paper more accessible and therefore broader in scope and understanding of the reader to British Literature. Peacocks and Sunflowers:Oscar Wilde’s â€Å"Immoral Aestheticism† as an Escape from Reality into the Realm of Beauty Gilbert, the author’s alter ego in Oscar Wilde’s essay â€Å"The Critic as Artist† (originally published in 1888) declared that â€Å"[a]ll art is immoral† (274), and that phrase turned into a manifesto for the â€Å"immoral aestheticism† doctrine of the famous dandy who decorated rooms with peacock feathers and showed in public with a sunflower in the buttonhole. The writer was condemned by contemporaries as a breacher of Victorian ‘moral’ style of living but justified by successors. As Ellmann explains, â€Å"[s]in is more useful to society than martyrdom, since it is self-expressive not self-repressive† and thus contributes more significantly to the acute goal of â€Å"the liberation of the personality† (Ellmann 310). The man who used to be convicted of the offence of â€Å"gross indecency† is praised now as an icon of decadent and modernist style, a revolutionary in aesthetics and ethics, and a prophet of beauty which is above and outside any boundaries. The concept of art and beauty as abstract notions being unrelated to the narrowly dichotomous morals takes a key position in Wilde’s oeuvre. Today’s critics are never tired in their coining of appropriate definitions for the writer’s aesthetic programme. Gillespie, one of the most important researchers of Wilde’s legacy, viewed it as consisting of â€Å"paradoxical gestures† which â€Å"delineate an aesthetic that celebrates the impulse to integrate, amalgamate, and conjoin rather than separate, dissipate, or disperse† (37). Although the writer was aware of â€Å"the grave spiritual dangers involved in a life of immoral action and experiment† (Pearce 164), he underlined the right of an artist to be immoral for the sake of eternal beauty. In his aestheticism, Wilde was an admirer and disciple of essayist and art critic Walter Horatio Pater with the latter’s emphasis on the esthete as a novel kind of being (Murphy 1992; Wood 2002). He was also immersed into the late 19th century cultural milieu as being involved into a polylogue on the topics of art, artist, ethics, and beauty which resulted in the emergence of Decadence and Modernism (Bell 1997). Altogether with the English fin de siecle men of art such as A. C. Swinburne, Walter Pater, Lionel Johnson, Ernest Christopher Dowson, George Moore Symons, and D. G. Rossetti, Wilde researched the concept of aesthetics as being constructed by a person who was proud of â€Å"[his] non-participation †¦ in ethical controversy† (Woodcock 53) and thus freed from the restrictions imposed by society and common law. Oscar Wilde’s â€Å"immoral aestheticism† as an integral part of the decadent and early modernist styles is what the present proposal attempts to look at. It will research Wilde’s critical and fictional legacy in regard to ideas and concepts as pertinent to the new understanding of relationship between art and morals. This proposal attempts to re-examine Oscar Wilde as a theorist of the novel aesthetics, establishing a link between the writer and other theorists and critics to prove that the call for immoral aestheticism was a brilliant attempt to overcome the boredom of reality and enter the world of absolute beauty. Modern Women’s Voices: Sexual Subjectivity in the texts of Victorian and contemporary British women writers Feminism is still one of the most popular critical lenses to zoom into details of history of literature and social life (Brennan 2002; Jackson 1998; Kemp 1997; Scott 1996), and it is proven to be useful within the framework of the given proposal aimed at tracing the common and differentiating points of the two critical periods of British literature. I am especially interested in the late Victorian epoch with its rise of independent women’s suffragist voices and the latest period with its diversity of tones and melodies composed by women writers amidst the turmoil of free speech and re-thinking of common gender values such as career, family, child-rearing, and gender relationships. The novels chosen are The Story of a Modern Woman by Ella Hepworth Dixon (1894), Anna Lombard by Victoria Cross (the pseudonym of Annie Sophie Cory1901), Foreign Parts by Janice Galloway (1994) and Olivia Joules and the Overactive Imagination by Helen Fielding (2004). The earlier and later books are divided by almost a century but despite a temporal distance there are common motives and aspirations which approximate the Victorian ‘New Woman’ and a modern British female as depicted in fiction. The feminist movement of the late Victorian period was pre-conditioned by many factors which made the trend not accidental but seriously grounded in the wider social context being permeated by patriarchal ascendance and rigidness of social structure (Bernstein 1997; Lewis and Ardis 2003). The ‘New Women’ movement that acquired much power during the period from the late 1890s to roughly 1915 featured a range of opinions concerning the heightened role of a female in a modern society (Walls 2002; Mitchell 1999). As Ardis (1990) observed, Dixon went farther than her colleagues in asserting the preciousness and independency of a woman as a self-sustaining creature (see also Fehlbaum 2005), whereas Cross’s Anna Lombard represents another type of the late Victorian womanhood as sacrificing her desires and aspirations for the sake of the traditional familial institution. The most recent books by Galloway and Fielding cannot be straight-forwardly labeled as ‘feminist’ writing, although they utilise some stylistic elements of feminist narration (Greene 1991). Whereas Galloway vividly portrays contemporary women as being able to function outside the patriarchic framework but provides no answer to the question about the appropriateness of such life style, Fielding is often criticised for the attempts to find consensus with a men’s world and, therefore, to abandon the programme of modern Amazons (Marsh 2004). Anyhow, both contemporary British women of letters share specific ideas concerning authorship and the interplay between feminist and non-feminist traditions to the extent that they can be seen as spiritual sisters of their Victorian predecessors. Being equipped with solid theoretical instruments from gender studies and psychology (e. g. Lacanian psychoanalytic theory) to conceptualise the evolution of womanhood and gendered selves in Great Britain throughout a century, I hope to establish a link between late Victorian and recent women’s writings with a special emphasis on the literary features of the female novel. The freshness of the proposal is in the choice of research objects (all the four novels are not enough extensively discussed by academic critics) and the carrying of analysis within the theoretical framework concerning authorship that was proposed by a Russian scholar Michael Bakhtin.

The Renaissance (1400-1520 Ad) :: essays research papers

The Renaissance was â€Å"A revival or rebirth of cultural awareness and learning that took place during the fourteenth and fifteenth centuries, particularly in Italy,† according to Art In Focus. It followed the Middle Ages, and was basically a time of the revival of learning after the Middle Ages, or Dark Ages, a time with little increase of ideas, inventions or developments. During the Renaissance, art was a branch of knowledge. It was a way to show God and his creations, as well as a science, of anatomy and perspective. Also during the Renaissance there were many people who used art as a way to record discoveries and inspired people to take pleasure in the world around them. In 1452 AD, a genius named Leonardo da Vinci was born in a small town called Vinci. He was the illegitimate son of a local lawyer. When he was small he loved to draw pictures of plants, insects, flowers, animals, and birds. When Leonardo was in his teens his father took him to Florence, Italy, to study at the workshop of Andrea del Verrocchio. When Leonardo was twenty, he was so good at painting that he helped his art teacher finish his painting. Not only was Leonardo an artist, but he was also an architect, musician, sculptor, scientist, inventor, and mathematician. He kept detailed records of all of his inventions in his notebooks, which he wrote backwards so nobody could steal his ideas. One of his sketches in his notebook was of a skull. He used lines possibly to measure the length and the width of the human head. He might have done this to be able to paint the human head in proper proportion, and more life like. Leonardo painted very realistically, as you can see in the painting Ginevra de’Benci, which is of a young lady. Another advancement of Leonardo’s was to make his backgrounds very detailed and in proper aerial perspective. The techniques he might have used in his paintings are as follows: He would first cover a wood panel with gesso then, rough in the figures on the panels. The major forms were then modeled in a brownish tone. He would also use his fingers as well as his palms for the under molding. He would then use a fine â€Å"minever† brush for details. Leonardo was a genius in his approach to art and many other areas of study.

Building a Brand Community on the Harley Posse Ride

Why or why not? $100,000.00 budget (Posse Ride II), is a good price for value comparing to other alternatives to advertise and build communities; The â€Å"Posse Ride† is probably the most important MKT instrument to build and preserve internal aspect of Harley-Davidson product regarding its brand; The product’s meaning of adventure, freedom and even rebellious, works like a relief for the life responsibilities for its members; For human beings gregarious aspects are important and people have the necessity to belong to groups.What role should the Posse Ride play in the HOG events mix? â€Å"Posse Ride† is the main instrument to connect company to the customers and to build the product’s brand concept.How should the Posse Ride be designed to maximize its effectiveness and profit-making potential, should you decide to keep it? â€Å"Posse Ride† has to be kept. The following initiatives could be taken to maximize its MKT value: Export the event to coun tries that value US culture; Promote a Posse Ride pilgrimage in different countries at the same period (integrate and make the event bigger); Develop partnership (e.g. tourism companies) to capture higher value from the event; Develop other products aligned with the same image (e.g. perfume, clothing style, fast food chain, video-game, headphone, entertainment); Create a TV program or internet web site to post news and stories about â€Å"Posse Rider†; Invite people abroad to participate;Develop strategy focused to tease young people and women to participate in the event; Connect Posse Ride to mega music shows (e.g. Rock’n Rio and Woodstock); Sustainable initiatives are welcome as well.How the Before-After survey data can help you with your recommendations? To measure trends of consume, make changes in the product and to identify new groups of customers; To assess points to be solved to obtain a higher member’s satisfaction.How are brand communities build? Build a strong idea/concept that can aggregate people around it; Offer to them the opportunity to get in contact/socialize (events and internet); Provide new ideas connected to the main concept (innovate);Promote and coordinate meetings.How can we identify communities and its members? Assessing consume behavior; What is Harley’s brand identity? Adventure, challenge, freedom, rebellious. Opportunity to take part of a big pilgrimage and a sense of belonging.What is HOG’s role in developing community for the Harley-Davidson brand? That is the bond that glues members around the product concept; It is what members receive to fulfill their expectations about the product.Evaluate Harley’s attitude and performance in â€Å"getting close to its customers†. Not just to get close to the customers, but more than that, to have an intimal and personal connection with them (they ride and have bears together along the Posse Rider); It helps to develop products and to keep str ong and alive the product concept in front of their customers; Harley-Davidson executives riding side-by-side with all members empowers the event and allow them to understand the company’s connection to their customers.

Global Human Capital Management Trends

Change is never easy. Casino X has been working with the same mindset for many years. In the past this was a profitable company but with the globalization of culture and the marketplace, due in part to the technology growth and the internet, they cannot successfully work with an outdated human resource system. The casinos have had a transactional style of leadership; believing that the primary purpose of a subordinate is to do their jobs, create clear work requirements, and expect the job to be done without question and immediately.The leaders have a realist view of thinking and use their expertise as their source of power (IAAP Administrative Professionals Week Event, 2009). National boundaries are less important, and multinational companies treat the world as one market. Through technology smaller countries are finding bigger markets for their goods and services, creating more competition for older managed businesses (McAdams, Neslund, & Zucker, 2012). The best way to ease these co ncepts into the corporate mind is through: example, presenting them analytical data, and real word examples of how changing their views of human capital has worked for other companies.This may help them see how they can make changes. Insuring that they do not feel they must be at the highest level of the People Capability Maturity Model (CMM) tomorrow will also help with the transition to a mature workforce. There are no legal penalties for not improving the cultural climate of the corporation, but the continued loss of productivity and revenue should be of some influence. Initially, the leadership must be made to see the influence of globalization on the workforce in the country and then to understand how it affects other companies and then their company.They will then be able to understand that the benefits of treating their employees as individual assets under the People CMM will insure they can be competitive in the marketplace. A major global human capital management problem in the country is the greater number of immigrant workers; not since the turn of the century has there been a greater influx of non-European peoples. This influx has created cultural conflicts in the United States. Developing cultural understanding is required to prevent cross-cultural conflicts.There needs  to be a consistent emphasis of the value on diversity in communication, vision and strategic planning (Lankau, 2013). The leadership needs understand how that emphasis will improve the bottom line of Casino X and improve the bottom line of Casino X Macau. The leadership of the corporation will be introduced to the four cultural dimensions to illustrate how culture can affect the financial health of the company. These are: collectivism vs. individualism, power distance, orientation towards nature, and communication content (Milliman, Taylor, & Czaplewski, 2002).The United States is seen as individualist nation, primarily depending on individual task completion. Many other countri es prefer a collectivistic view, they care about the group and depend on relationships to complete projects. Understanding that view can improve communication with employees, suppliers and the customers. High power cultures have distinct structure, accepting unequal power and deference to superiors, while in the United States, a low power distance culture, all people are considered to have equal power.An American attitude is that we can control everything in nature, giving us a personal stake in all we do while those with an orientation towards an uncontrolled nature feel that failure or success is out of their hands. Communication is the fourth topic that the leadership of Casino X must realize about the cultures of other countries, most take into account the context of communication; they take into account all of the things surrounding the message: not only what is said but the surrounding context, what was said before and after, if only through email how it is said, body language , if the communication is in person.Knowing the cultural make-up of the employee base will help this leadership improve its communication with their employees. Understanding the cultural differences in communication will assist in the improvement of employee relationships and increase productivity. The introduction to the cultural distinctions and world views of employees and overseas companies will make the People CMM more understandable, and possibly increase the buy-in to the People CMM program. To achieve success with the People CMM, Casino X must first decide on which level their company’s maturity falls into.By surveying their employees they can get an overall picture of where they stand on the People CMM ladder. Then by going through each description they can realistically figure out what they need to do to improve the financial bottom line. The Initial Level will be shown to have inconsistent workplace practices, no clear policy and an emotionally detached workforce. This does not describe Casino X. The Managed Level shows an implementation of policy, but shows signs of overwork, distractions, unclear objectives poor communication and a low morale.It is imperative to emphasize corporate-wide improvement programs to identify critical skills and improve management skills at this level. This is the level at which Casino X falls. Their employees are accomplishing the job, but have no pride in it, and no organizational loyalty. Because of this they have no innovative thinking and Casino X is spending a great deal of money and time retraining employees instead of improving them. The next level of maturity is the Defined Level, they are working better but are now missing key opportunities because of a lack of talent.They will need to work on workforce competency and more strategic thinking. Level 4 is called the Predictable Level of maturity in a company. They are following all policies and completing all requirements with full trust of management. Now is the time to innovate information technology, introduce new programs and training. At maturity level 5, The Optimizing Level, there is accountability and measured improvement in the way the company works, the employees have high morale, and the financial outlook is good (Curtis, Hefley, & Miller, 2010). This is the level, the attainable star, that Casino X needs to shoot for.By showing them the tools and insuring they realize that it is a process and they do not have to get there overnight (nor should they try) they can overcome the global human capital problems they face with predictable changes and understanding. The management styles of Casino X must be improved to obtain the employee improvement and eventual profit there is to gain in the operation of the casino. Motivating these managers to work together may be a challenge. The best approach to creating change is to work with them; when you work with your employees, they will be happier to work with management.This works wel l when people want to collaborate but are struggling to adjust to the situation, i. e. a merging of companies, and achieve the goals of change. This may help to instill a feeling of responsibility in the importance of the completion of this project and how they are the key may give them an incentive for success. Involving them in working together intellectually the employees may become more involved emotionally which may persuade them that it is the right thing to do, to follow the new vision of the casino (Changing Minds, 2012-2013).To appeal to the preceding issues the following memorandum was submitted to the leadership of Casino X: The casino industry has been managed in the same fashion for several years. The autocratic management style is quite firmly entrenched drawing from the fact that the industry began as an illegal activity. In addition, the gaming industry has been clouded by an atmosphere of distrust as evidenced by constant supervision of personnel activities, such as video surveillance of all gaming tables. The industry is also heavily unionized. This unionization has fostered an anti-management mentality (Reimann, 1993).With the influx of multinational employees it has become more evident, by a high turnover in staff and lost profits that changes need to be made. Over the past several years competition has increased as well. This competition is from video, internet, and riverboat gambling, as well as gaming on Indian reservations (Reimann, 1993) and competition from other overseas establishments. Because of all this competition the employee base is becoming more diverse, and while Casino X is trying to maximize their profits, they must also recognize the potential profit in their human capital.To do this they must insure that the exchange between the casino and the employees of the casino are mutually beneficial (Chen & Chuang, 2013). Therefore, the use of change management by organizational development is even more important for a profitable evolution in management. As you have realized, you have a problem with the lack of employee loyalty and high turnover. You have taken the first steps in the process of Organizational Development in that you have found what needs to change and have retained me to assist you in the matter.We next discussed the underlying reasons: a lack of understanding the cultural differences and globalization of your competition and employee base (French & Bell, 1995). I informed you through a prior memorandum of what we learned from the data we collected. Now we need to discuss the root causes and remedies for your dilemma (Rooney & Vanden Heuval, 2004). We need to invest in the human capital of your employees; they need to feel that they are a part of the Casino, not just working for a supervisor who works for the Casino.We need them to be motivated and inspired to work. This will reflect on how they deal with your customers, and will show return in investment in repeat customer loyalty and, in t urn, profit. I recommend starting with training the management teams in cultural diversity; this would also serve you well in customer relations, as there is an increase in foreign travel to Las Vegas. The management needs to understand how to relate to other cultures and ethics systems so they can identify ways to improve communications with employees and employee communication with customers.Most important, as the Casino leadership you need to have a vision of how you want your Casino perceived: as an entertainment location or a gambling establishment. Your vision needs to be clearly articulated to your employees and should serve to inspire your management teams. Your vision should set an example your employees want to follow. I also suggest giving your employees a voice in improving customer relations and improving their working processes, both of which can be achieved by creating a team concept. These teams would consist of employees working in the same environment with rotation of team leadership.Team leaders would bring suggestions for improvement to management. An important goal in this process would state that employees could not bring a problem to the employee team’s attention without bringing a proposed solution. Keep in mind that in larger hospitality organizations an entrepreneurial spirit is more easily sustained when shared visions of management styles are part of the organization rather than only a process (Agrusa & Lema, 2007). Once we get the organization processes in action we will monitor the progress.Everyone who contributed information should have an opportunity to learn about the findings of this assessment process, maintaining confidentiality. The feedback should start with the Casino Leadership and the Management teams. It will be processed down through the employee teams to reach all who have participated. This provides an opportunity for the organization's people to become involved in the change process, to learn about how diff erent parts of the organization affect each other, and to participate in selecting appropriate change interventions (French & Bell, 1995).We will then make changes as through the creation of an implementation plan developed based on the assessment data; logically organized, results-oriented, measurable and rewarded. This will be a continuous process and done at regular intervals. This will not work without your full support and cooperation. You, as the Casino Leadership, are the example to the entire company and without your support this will be an empty attempt at progress; the employees will know that their input in not valued and you will be right back to square one.The next step is to plan for a participative decision-making process for implementing the changes. Leadership must remain flexible enough to modify the process as the organization changes and as new information emerges (IAAP Adminstrative Professionals Week Event, 2009). You must emphasize to your employees that the c hanges they wish to make must be of equal or greater quality to the customer and the work environment. The human capital change management process is important to obtain a profitable success.You must remember that your employees who are doing the jobs know best how to do those tasks; they are an asset to the positive changes you wish to make. They are also the greatest resource you have for knowing which changes will be of the greatest benefit to the customer, the employees, and the bottom line. You should leave problem solving and decision making to the lowest levels possible; this will empower your employees. Expect the best of your employees; they will only rise to the level expected from them.If they are empowered and inspired to do so, your employees can perform at consistently higher levels (Reimann, 1993). These are the recommendations and guidance we provide to the leadership of Casino X. The movement to overseas casino operations has begun in your operation, and is already established in the city of Macau in the Philippines. There are many global staffing theories available to your organization; a review of these theories will assist in the development of your company to a higher management maturity level and greater profit margin.Global staffing is the function of the human resources department to fill key positions at an international level. There are more employees willing to take on the challenge of working in a different country, to expatriate, this gives them more experience and they may possibly gain better positions far more quickly than those who remain in the home location. Companies benefit from being a multinational organization by being able to attract a greater talent base. â€Å"The overall global staffing strategy must be inclusive of methods to motivate employees to attract them to their organization† (Scullion & Collings, 2006).A popular Global management theory is performance management; this method emphasizes the excellence of each person or teams process in the organization, it is said to motivate employees through holistic evaluations and to strengthen the link between company accomplishments and employee rewards (Gliddon, HRMT 620 Class Notes 6, 2013). This management process has had some problems in the host countries local population managers, or inpatriate managers (Maley, 2011). You must insure that the inpatriate managers are developed as much as your in-country managers are if they are to gain a sustainable competitive advantage.The performance appraisals written for your inpatriate managers must be reflective of the cultural norms of their country and still keep the performance to the standards your company requires. This form of management has been shown to be difficult for many organizations (Maley, 2011) although it has worked well in other casinos in Macau. The aligning of employee needs and organizational needs can be seen in job satisfaction and internal service quality. It is necessary to have positive employee relationships with organizational commitment, which is extremely important to hospitality companies, such as casinos, for competitive advantage.With respect to the impact of job satisfaction on turnover, many studies conclude that highly satisfied employees are less likely to seek new employment. The most important link to job satisfaction, especially in other countries, are â€Å"hygiene factors† linked to work environment and work conditions. In a casino environment, job stress can typically result from constantly changing work shifts and being closely watched by players and surveillance cameras; this should be closely monitored. Macau casino employees have a greater problem with job stress. Stress has been shown to lead to job dissatisfaction and may lower customer service quality.Minimizing job stress is an important aspect of job satisfaction for casino workers (Gu, Siu, & Chi, 2009). The most important part of performance management is the lin king of the individual performance with the objectives of the business (Stiles , et al. , 2006). Performance management also requires periodic coaching and advising to maintain motivation and organizational vision. Another theory is reward management; this would attract highly skilled employees by using pay incentives to align employee interest with the business and the stakeholders’ interests.Rather than acting as a guiding tool, reward management can remove fixed costs in employee wage. Operating based on mutuality, and typically emphasizing the notion of shared responsibility, employees stand to do well if the firm performs well and vice versa. There is also an increasing view of companies to view talent effectively as a strategic priority. Talent management theory uses recruitment practices that follow a talent pool strategy where the company first recruits the best people and then places them into positions rather than trying to recruit specific people for specific posit ions (Gu, Siu, & Chi, 2009).This process need a large applicant pool to draw from and therefore this would not be an effective method for Casino X’s global resource management team to use, as there are not enough specifically qualified people in your host country to generate a sufficient pool of talent from which to draw. Total Quality Management (TQM) is the most well-known management theory; the most appealing part of TQM is that it is not stagnant. TQM is an evolving and changing management system that works by fitting the company, the employees and the ever-changing market.This would be the best way to manage your business. TQM works by using the concept of â€Å"improvement through transformation† (Gliddon, HRMT 620 Class Notes 5, 2013). One of the major factors you must consider when using TQM from a management standpoint is how much commitment are you willing to give to change, realizing that if the management is not a part of the change the employees will not f ollow. Also, remember that the process is not a short-term solution it is a long-term commitment to success (Chen & Chuang, 2013).You must understand that the impact on how your managers perform their jobs is directly affected by how you distribute the information regarding changes you make and the results of those changes. Your employees will be more concerned with being rewarded. Leadership in regards to change should understand that rewarding employees for their efforts and change in behavior during and after the change event is important and has a direct impact to how they perform their jobs. Casino X’s leadership must realize that the support of a large number of resources including the employees is necessary to implement their change program (Peterson, 2010).Above all there will need to be orientation training, learning about the cultures of the employees and the host country. Learning is a continuous process, and global learning is the ability of an organization to rev iew its progress continuously, to learn from its experiences, and to transfer the knowledge and expertise developed in each part of its global network to all other parts worldwide (Ling & Jaw, 2006). Casino X Macau must have a first-class casino labor force to be competitive.Presently there are only a few things that need to be done to improve the casino employees' work performance. The most important of these is to improve employees' interpersonal skills and to strengthen the person-to-person interactions of Macao casinos' customer service practices. Additionally, employees' language ability should be enhanced for both Mandarin fluency and English knowledge so that Casino X Macau can meet the demand of an expanding Mainland Chinese market and the need for becoming a more internationalized market and workplace (Gu, Siu, & Chi, 2009).High-performing companies have integrated their core values into the human capital resource process: how they attract, hire, and develop talent; manage performance; compensate employees; and so on. Methods for developing and maintaining a strong culture should be systematically used. These methods should focus on attitudes and cultural fit in the selection process, on secondary socialization and training, and performance management.The methods that Casino X should use are built around company core values and use both symbolic and values-based leadership (Stiles , et al. , 2006). Training programs need to be established that create a foundation upon which to base continuing training. A multinational organization needs the ability to train cross-cultural teams. These teams will ensure high levels of collaboration and performance. However, before you decide how to train your employees you must consider how you will recruit them.The socialization process begins with recruitment in that the organization is likely to select new members who already have the â€Å"right† set of attitudes, beliefs, and values (Stiles , et al. , 2006) . It was found that high-performing companies have instilled their core values into every process. Their vision is instilled in how they attract, hire, and develop their employee base, how the company manages performance, and how they compensate employees. Casino X needs to focus on attitudes and cultural fit in the selection process with an emphasis on secondary socialization and  training.Leadership must insure that the performance management and compensation & benefits systems are built around company core vision and that they are the example of the symbolic and values-based leadership. All levels of the company have a role in the hiring and keeping of quality employees. The human resource department should be responsible for developing the strategy, policy and basic infrastructure of the hiring process. They will also need to provide translation and coordination of global issues in Macau.The closer to the country you are working in the more detailed your human resources depart ment should be, locally in country, they should deal with national polices and locally specific policies. It is not good enough to adopt a best practice policy without considering the cultural implications, United States best practice will not always work in other countries. Casino X Macau will have to insure that their recruiting practices align with all level of their business needs and insure they are complying with all local and country laws and policies.As I have previously noted in our discussions, it is quality of leadership that is ultimately responsible for ensuring congruence between the various aspects of the organization, its environment, and strategies (Stiles , et al. , 2006). Part of that responsibility will be the training of your employees. When hiring expatriates it is imperative that you do some sort of cultural training, and would be more productive if you conduct cross training, so that both the expatriate employees and the host country employees can learn about each other in a controlled environment.Commonly used techniques to develop cross-cultural teams are the cognitive approach and the experiential approach. These approaches to cross training focus on building a greater level of understanding and respect between employees of different cultures. Encouraging your employees in the process of discussing variations in each other’s culture will help in increasing their level of cooperation and enhance their ability to get the work done in a profitable manner.Additionally you can add training to enhance other leadership qualities such as communications, listening skills, conflict resolution, negotiation skills, and problem solving (Scullion & Collings, 2006). As for the original Casino X, I again recommend cultural sensitivity training, due to the large influx of Mexican immigrants to the area. The Mexican culture is much more relationship based than that of the United States. Research shows that Mexicans form loyalties to individuals versus companies. Much of their impressions about the new company will be formed at orientation.I would also recommend that the orientations include time with the departments they are working with, it has been shown that starting the employees with face-to-face contact with those they will work with will provide a better employee base (Carrillo, 2006). Remember that change is difficult for many people, but in the end is very profitable if managed correctly. â€Å"Strong resistance to change is often rooted in deeply conditioned or historically reinforced feelings. Patience and tolerance are required to help people in these situations to see things differently (Chapman, 2012). † Global Human Capital Management Trends Change is never easy. Casino X has been working with the same mindset for many years. In the past this was a profitable company but with the globalization of culture and the marketplace, due in part to the technology growth and the internet, they cannot successfully work with an outdated human resource system. The casinos have had a transactional style of leadership; believing that the primary purpose of a subordinate is to do their jobs, create clear work requirements, and expect the job to be done without question and immediately.The leaders have a realist view of thinking and use their expertise as their source of power (IAAP Administrative Professionals Week Event, 2009). National boundaries are less important, and multinational companies treat the world as one market. Through technology smaller countries are finding bigger markets for their goods and services, creating more competition for older managed businesses (McAdams, Neslund, & Zucker, 2012). The best way to ease these co ncepts into the corporate mind is through: example, presenting them analytical data, and real word examples of how changing their views of human capital has worked for other companies.This may help them see how they can make changes. Insuring that they do not feel they must be at the highest level of the People Capability Maturity Model (CMM) tomorrow will also help with the transition to a mature workforce. There are no legal penalties for not improving the cultural climate of the corporation, but the continued loss of productivity and revenue should be of some influence. Initially, the leadership must be made to see the influence of globalization on the workforce in the country and then to understand how it affects other companies and then their company.They will then be able to understand that the benefits of treating their employees as individual assets under the People CMM will insure they can be competitive in the marketplace. A major global human capital management problem in the country is the greater number of immigrant workers; not since the turn of the century has there been a greater influx of non-European peoples. This influx has created cultural conflicts in the United States. Developing cultural understanding is required to prevent cross-cultural conflicts.There needs  to be a consistent emphasis of the value on diversity in communication, vision and strategic planning (Lankau, 2013). The leadership needs understand how that emphasis will improve the bottom line of Casino X and improve the bottom line of Casino X Macau. The leadership of the corporation will be introduced to the four cultural dimensions to illustrate how culture can affect the financial health of the company. These are: collectivism vs. individualism, power distance, orientation towards nature, and communication content (Milliman, Taylor, & Czaplewski, 2002).The United States is seen as individualist nation, primarily depending on individual task completion. Many other countri es prefer a collectivistic view, they care about the group and depend on relationships to complete projects. Understanding that view can improve communication with employees, suppliers and the customers. High power cultures have distinct structure, accepting unequal power and deference to superiors, while in the United States, a low power distance culture, all people are considered to have equal power.An American attitude is that we can control everything in nature, giving us a personal stake in all we do while those with an orientation towards an uncontrolled nature feel that failure or success is out of their hands. Communication is the fourth topic that the leadership of Casino X must realize about the cultures of other countries, most take into account the context of communication; they take into account all of the things surrounding the message: not only what is said but the surrounding context, what was said before and after, if only through email how it is said, body language , if the communication is in person.Knowing the cultural make-up of the employee base will help this leadership improve its communication with their employees. Understanding the cultural differences in communication will assist in the improvement of employee relationships and increase productivity. The introduction to the cultural distinctions and world views of employees and overseas companies will make the People CMM more understandable, and possibly increase the buy-in to the People CMM program. To achieve success with the People CMM, Casino X must first decide on which level their company’s maturity falls into.By surveying their employees they can get an overall picture of where they stand on the People CMM ladder. Then by going through each description they can realistically figure out what they need to do to improve the financial bottom line. The Initial Level will be shown to have inconsistent workplace practices, no clear policy and an emotionally detached workforce. This does not describe Casino X. The Managed Level shows an implementation of policy, but shows signs of overwork, distractions, unclear objectives poor communication and a low morale.It is imperative to emphasize corporate-wide improvement programs to identify critical skills and improve management skills at this level. This is the level at which Casino X falls. Their employees are accomplishing the job, but have no pride in it, and no organizational loyalty. Because of this they have no innovative thinking and Casino X is spending a great deal of money and time retraining employees instead of improving them. The next level of maturity is the Defined Level, they are working better but are now missing key opportunities because of a lack of talent.They will need to work on workforce competency and more strategic thinking. Level 4 is called the Predictable Level of maturity in a company. They are following all policies and completing all requirements with full trust of management. Now is the time to innovate information technology, introduce new programs and training. At maturity level 5, The Optimizing Level, there is accountability and measured improvement in the way the company works, the employees have high morale, and the financial outlook is good (Curtis, Hefley, & Miller, 2010). This is the level, the attainable star, that Casino X needs to shoot for.By showing them the tools and insuring they realize that it is a process and they do not have to get there overnight (nor should they try) they can overcome the global human capital problems they face with predictable changes and understanding. The management styles of Casino X must be improved to obtain the employee improvement and eventual profit there is to gain in the operation of the casino. Motivating these managers to work together may be a challenge. The best approach to creating change is to work with them; when you work with your employees, they will be happier to work with management.This works wel l when people want to collaborate but are struggling to adjust to the situation, i. e. a merging of companies, and achieve the goals of change. This may help to instill a feeling of responsibility in the importance of the completion of this project and how they are the key may give them an incentive for success. Involving them in working together intellectually the employees may become more involved emotionally which may persuade them that it is the right thing to do, to follow the new vision of the casino (Changing Minds, 2012-2013).To appeal to the preceding issues the following memorandum was submitted to the leadership of Casino X: The casino industry has been managed in the same fashion for several years. The autocratic management style is quite firmly entrenched drawing from the fact that the industry began as an illegal activity. In addition, the gaming industry has been clouded by an atmosphere of distrust as evidenced by constant supervision of personnel activities, such as video surveillance of all gaming tables. The industry is also heavily unionized. This unionization has fostered an anti-management mentality (Reimann, 1993).With the influx of multinational employees it has become more evident, by a high turnover in staff and lost profits that changes need to be made. Over the past several years competition has increased as well. This competition is from video, internet, and riverboat gambling, as well as gaming on Indian reservations (Reimann, 1993) and competition from other overseas establishments. Because of all this competition the employee base is becoming more diverse, and while Casino X is trying to maximize their profits, they must also recognize the potential profit in their human capital.To do this they must insure that the exchange between the casino and the employees of the casino are mutually beneficial (Chen & Chuang, 2013). Therefore, the use of change management by organizational development is even more important for a profitable evolution in management. As you have realized, you have a problem with the lack of employee loyalty and high turnover. You have taken the first steps in the process of Organizational Development in that you have found what needs to change and have retained me to assist you in the matter.We next discussed the underlying reasons: a lack of understanding the cultural differences and globalization of your competition and employee base (French & Bell, 1995). I informed you through a prior memorandum of what we learned from the data we collected. Now we need to discuss the root causes and remedies for your dilemma (Rooney & Vanden Heuval, 2004). We need to invest in the human capital of your employees; they need to feel that they are a part of the Casino, not just working for a supervisor who works for the Casino.We need them to be motivated and inspired to work. This will reflect on how they deal with your customers, and will show return in investment in repeat customer loyalty and, in t urn, profit. I recommend starting with training the management teams in cultural diversity; this would also serve you well in customer relations, as there is an increase in foreign travel to Las Vegas. The management needs to understand how to relate to other cultures and ethics systems so they can identify ways to improve communications with employees and employee communication with customers.Most important, as the Casino leadership you need to have a vision of how you want your Casino perceived: as an entertainment location or a gambling establishment. Your vision needs to be clearly articulated to your employees and should serve to inspire your management teams. Your vision should set an example your employees want to follow. I also suggest giving your employees a voice in improving customer relations and improving their working processes, both of which can be achieved by creating a team concept. These teams would consist of employees working in the same environment with rotation of team leadership.Team leaders would bring suggestions for improvement to management. An important goal in this process would state that employees could not bring a problem to the employee team’s attention without bringing a proposed solution. Keep in mind that in larger hospitality organizations an entrepreneurial spirit is more easily sustained when shared visions of management styles are part of the organization rather than only a process (Agrusa & Lema, 2007). Once we get the organization processes in action we will monitor the progress.Everyone who contributed information should have an opportunity to learn about the findings of this assessment process, maintaining confidentiality. The feedback should start with the Casino Leadership and the Management teams. It will be processed down through the employee teams to reach all who have participated. This provides an opportunity for the organization's people to become involved in the change process, to learn about how diff erent parts of the organization affect each other, and to participate in selecting appropriate change interventions (French & Bell, 1995).We will then make changes as through the creation of an implementation plan developed based on the assessment data; logically organized, results-oriented, measurable and rewarded. This will be a continuous process and done at regular intervals. This will not work without your full support and cooperation. You, as the Casino Leadership, are the example to the entire company and without your support this will be an empty attempt at progress; the employees will know that their input in not valued and you will be right back to square one.The next step is to plan for a participative decision-making process for implementing the changes. Leadership must remain flexible enough to modify the process as the organization changes and as new information emerges (IAAP Adminstrative Professionals Week Event, 2009). You must emphasize to your employees that the c hanges they wish to make must be of equal or greater quality to the customer and the work environment. The human capital change management process is important to obtain a profitable success.You must remember that your employees who are doing the jobs know best how to do those tasks; they are an asset to the positive changes you wish to make. They are also the greatest resource you have for knowing which changes will be of the greatest benefit to the customer, the employees, and the bottom line. You should leave problem solving and decision making to the lowest levels possible; this will empower your employees. Expect the best of your employees; they will only rise to the level expected from them.If they are empowered and inspired to do so, your employees can perform at consistently higher levels (Reimann, 1993). These are the recommendations and guidance we provide to the leadership of Casino X. The movement to overseas casino operations has begun in your operation, and is already established in the city of Macau in the Philippines. There are many global staffing theories available to your organization; a review of these theories will assist in the development of your company to a higher management maturity level and greater profit margin.Global staffing is the function of the human resources department to fill key positions at an international level. There are more employees willing to take on the challenge of working in a different country, to expatriate, this gives them more experience and they may possibly gain better positions far more quickly than those who remain in the home location. Companies benefit from being a multinational organization by being able to attract a greater talent base. â€Å"The overall global staffing strategy must be inclusive of methods to motivate employees to attract them to their organization† (Scullion & Collings, 2006).A popular Global management theory is performance management; this method emphasizes the excellence of each person or teams process in the organization, it is said to motivate employees through holistic evaluations and to strengthen the link between company accomplishments and employee rewards (Gliddon, HRMT 620 Class Notes 6, 2013). This management process has had some problems in the host countries local population managers, or inpatriate managers (Maley, 2011). You must insure that the inpatriate managers are developed as much as your in-country managers are if they are to gain a sustainable competitive advantage.The performance appraisals written for your inpatriate managers must be reflective of the cultural norms of their country and still keep the performance to the standards your company requires. This form of management has been shown to be difficult for many organizations (Maley, 2011) although it has worked well in other casinos in Macau. The aligning of employee needs and organizational needs can be seen in job satisfaction and internal service quality. It is necessary to have positive employee relationships with organizational commitment, which is extremely important to hospitality companies, such as casinos, for competitive advantage.With respect to the impact of job satisfaction on turnover, many studies conclude that highly satisfied employees are less likely to seek new employment. The most important link to job satisfaction, especially in other countries, are â€Å"hygiene factors† linked to work environment and work conditions. In a casino environment, job stress can typically result from constantly changing work shifts and being closely watched by players and surveillance cameras; this should be closely monitored. Macau casino employees have a greater problem with job stress. Stress has been shown to lead to job dissatisfaction and may lower customer service quality.Minimizing job stress is an important aspect of job satisfaction for casino workers (Gu, Siu, & Chi, 2009). The most important part of performance management is the lin king of the individual performance with the objectives of the business (Stiles , et al. , 2006). Performance management also requires periodic coaching and advising to maintain motivation and organizational vision. Another theory is reward management; this would attract highly skilled employees by using pay incentives to align employee interest with the business and the stakeholders’ interests.Rather than acting as a guiding tool, reward management can remove fixed costs in employee wage. Operating based on mutuality, and typically emphasizing the notion of shared responsibility, employees stand to do well if the firm performs well and vice versa. There is also an increasing view of companies to view talent effectively as a strategic priority. Talent management theory uses recruitment practices that follow a talent pool strategy where the company first recruits the best people and then places them into positions rather than trying to recruit specific people for specific posit ions (Gu, Siu, & Chi, 2009).This process need a large applicant pool to draw from and therefore this would not be an effective method for Casino X’s global resource management team to use, as there are not enough specifically qualified people in your host country to generate a sufficient pool of talent from which to draw. Total Quality Management (TQM) is the most well-known management theory; the most appealing part of TQM is that it is not stagnant. TQM is an evolving and changing management system that works by fitting the company, the employees and the ever-changing market.This would be the best way to manage your business. TQM works by using the concept of â€Å"improvement through transformation† (Gliddon, HRMT 620 Class Notes 5, 2013). One of the major factors you must consider when using TQM from a management standpoint is how much commitment are you willing to give to change, realizing that if the management is not a part of the change the employees will not f ollow. Also, remember that the process is not a short-term solution it is a long-term commitment to success (Chen & Chuang, 2013).You must understand that the impact on how your managers perform their jobs is directly affected by how you distribute the information regarding changes you make and the results of those changes. Your employees will be more concerned with being rewarded. Leadership in regards to change should understand that rewarding employees for their efforts and change in behavior during and after the change event is important and has a direct impact to how they perform their jobs. Casino X’s leadership must realize that the support of a large number of resources including the employees is necessary to implement their change program (Peterson, 2010).Above all there will need to be orientation training, learning about the cultures of the employees and the host country. Learning is a continuous process, and global learning is the ability of an organization to rev iew its progress continuously, to learn from its experiences, and to transfer the knowledge and expertise developed in each part of its global network to all other parts worldwide (Ling & Jaw, 2006). Casino X Macau must have a first-class casino labor force to be competitive.Presently there are only a few things that need to be done to improve the casino employees' work performance. The most important of these is to improve employees' interpersonal skills and to strengthen the person-to-person interactions of Macao casinos' customer service practices. Additionally, employees' language ability should be enhanced for both Mandarin fluency and English knowledge so that Casino X Macau can meet the demand of an expanding Mainland Chinese market and the need for becoming a more internationalized market and workplace (Gu, Siu, & Chi, 2009).High-performing companies have integrated their core values into the human capital resource process: how they attract, hire, and develop talent; manage performance; compensate employees; and so on. Methods for developing and maintaining a strong culture should be systematically used. These methods should focus on attitudes and cultural fit in the selection process, on secondary socialization and training, and performance management.The methods that Casino X should use are built around company core values and use both symbolic and values-based leadership (Stiles , et al. , 2006). Training programs need to be established that create a foundation upon which to base continuing training. A multinational organization needs the ability to train cross-cultural teams. These teams will ensure high levels of collaboration and performance. However, before you decide how to train your employees you must consider how you will recruit them.The socialization process begins with recruitment in that the organization is likely to select new members who already have the â€Å"right† set of attitudes, beliefs, and values (Stiles , et al. , 2006) . It was found that high-performing companies have instilled their core values into every process. Their vision is instilled in how they attract, hire, and develop their employee base, how the company manages performance, and how they compensate employees. Casino X needs to focus on attitudes and cultural fit in the selection process with an emphasis on secondary socialization andtraining. Leadership must insure that the performance management and compensation & benefits systems are built around company core vision and that they are the example of the symbolic and values-based leadership. All levels of the company have a role in the hiring and keeping of quality employees. The human resource department should be responsible for developing the strategy, policy and basic infrastructure of the hiring process. They will also need to provide translation and coordination of global issues in Macau.The closer to the country you are working in the more detailed your human resources departmen t should be, locally in country, they should deal with national polices and locally specific policies. It is not good enough to adopt a best practice policy without considering the cultural implications, United States best practice will not always work in other countries. Casino X Macau will have to insure that their recruiting practices align with all level of their business needs and insure they are complying with all local and country laws and policies.As I have previously noted in our discussions, it is quality of leadership that is ultimately responsible for ensuring congruence between the various aspects of the organization, its environment, and strategies (Stiles , et al. , 2006). Part of that responsibility will be the training of your employees. When hiring expatriates it is imperative that you do some sort of cultural training, and would be more productive if you conduct cross training, so that both the expatriate employees and the host country employees can learn about ea ch other in a controlled environment.Commonly used techniques to develop cross-cultural teams are the cognitive approach and the experiential approach. These approaches to cross training focus on building a greater level of understanding and respect between employees of different cultures. Encouraging your employees in the process of discussing variations in each other’s culture will help in increasing their level of cooperation and enhance their ability to get the work done in a profitable manner.Additionally you can add training to enhance other leadership qualities such as communications, listening skills, conflict resolution, negotiation skills, and problem solving (Scullion & Collings, 2006). As for the original Casino X, I again recommend cultural sensitivity training, due to the large influx of Mexican immigrants to the area. The Mexican culture is much more relationship based than that of the United States. Research shows that Mexicans form loyalties to individuals ve rsus companies. Much of their impressions about the new company will be formed at orientation.I would also recommend that the orientations include time with the departments they are working with, it has been shown that starting the employees with face-to-face contact with those they will work with will provide a better employee base (Carrillo, 2006). Remember that change is difficult for many people, but in the end is very profitable if managed correctly. â€Å"Strong resistance to change is often rooted in deeply conditioned or historically reinforced feelings. Patience and tolerance are required to help people in these situations to see things differently (Chapman, 2012). †

a bill essays

a bill essays Representative introduces the following bill, which was referred to the committee on January tenth twenty thousand and one. Section One: Cigarettes are killing the uneducated youth. This bill is targeted towards the youth and protecting them against making the terrible decision to smoke. This bill will change the amount of smokers because the bill is going to make cigarettes less a part of society and make them less desired. Section Two: Every year cigarettes kill more Americans than were killed in World War 1, the Korean War, and Vietnam combined: Nearly as many as died in battle in World War 2. Each Year cigarettes kill five times more Americans than Traffic accidents. Lung cancer alone kills as many as die on the road. The cigarette industry is peddling a deadly weapon. It is dealing in peoples lives for financial gain. (Federal Drug Administration) The cigarette companies are deal ling the lives of lived ones for financial gain. The Tobacco industry doesnt just want your money it wants you life. The more death is has to announce is another way the cigarette word gets around. The cigarette company is ruthless when it comes to the lives, the more smokers, the more money. The youth replace the 1,200 people that die each day from smoking. Each day more than 3,000 young people become regular smokers- more than one million new smokers each year, 90 percent, which are going to be children. (Teen Smoking. Ayer, Eleanor H. 1999) The Federal drug Administration has proved the harmful life long effects of smoking and yet the educated youth still continue to smoke. The cigarette companies need 1,200 smokers to replace the others that die each day. The youth is they. Smoking ads are put up mostly promote smoking in people 21 and younger they portray an image that are easily involuntarily picked up by children. The ads promise glamour, sexual attraction, athletic prowess, success, in...

Aspects Of British Colonialism In Uganda And Kenya History Essay

Aspects Of British Colonialism In Uganda And Kenya History Essay Uganda and Kenya as British protectorates were founded in 1894. Colonization of Africa employed a number of methods. The main ones were the use of the gun the Bible or religion. Buganda was colonized by the gun, Bible and koran. The Bible and koran teachings became effective ways of establishing a fanatical following which eventually played a crucial role in the political landscape of buganda. By 1867 islam was established in buganda and Mutesa I was already observing the ramadhan and learning to read the koran. Mutesa I pages at his courts fully converted though Mutesa I never converted fully to islam. The Christian Missionary Society (CMS) arrived in buganda in June 1877. After two years the roman catholic white fathers arrived in buganda. The arrival of these two groups not only ignited a rivalry between them but confused the buganda (EnterUganda). Just as Uganda, Kenya had its share of missionary activity which sprang up from the coastal part of the region. Missionaries first la nded at the coastal town which had been previously explored and dominated by the arab traders who came in with the koran. However the factional fights that were characteristic of the buganda were not with Kenya mainly because of the ethnic set up diversity that existed in Kenya. Later on the establishment of colonial boundaries would greatly affect these more than 40 different communities who were now brought together into one territory. In the case of the buganda and on a broader scale there was rivalry between the French who were catholic inclined and the English who were protestant inclined. In this rivalry was also a scramble for products and cheap raw materials source. On the other hand the earliest foreign expeditions in Kenya were mainly missionary expeditions and were mainly to open up the inland for the sake of the gospel. The scramble for raw materials would however come later as a secondary factor. The coming of the missionaries caused religion to spread rapidly throughou t the entire east African region. For Kenya the spread advanced from the coastal region into the interior, whereas for Uganda the kabaka hosted the missionaries whose activities fanned out from the palace into the entire region. The Imperial British East Africa chose to move in and establish British sphere influence. Sending FJ Jackson who spearheaded this mission. Jackson sought to sign a treaty with Mwanga who was enjoying catholic backing after Karl Peters a German favoured by the catholics arrived in buganda. The Germany influence and interest over buganda was curtailed by the signing of the Heligoland treaty of July 1890. In this treaty buganda was officially recognized as a British sphere of influence in return for Heligoland island in the north sea to the Germans (EnterUganda) In Kenya it all began at the 1884 to 1885 Berlin Conference which was the basis on which was set the rules of colonial occupation. Combining with the 1886 Anglo-German Agreement and other inter- Europea n territorial arrangements, the Berlin conference was instrumental in not only erecting artificial boundaries around Kenya but also in removing diplomatic initiative from Kenyan people. This was just a precursor of the demarcation of the Kenyan territory that would follow in the year 1894. Imperial British East Africa now had a firm grip on the two east African states Kenya and Uganda. However in order to further protect their interests in Uganda the Imperial British East Africa later send Captain Fredrick Lugard to counter the threat posed by Emin Kasha in Sudan who was planning to annex buganda and bunyoro to Turkey. Charles Stoke a missionary turned arms dealer who was also plotting to arm Kabalega needed to be dealt with because kabalega being unfriendly to the British would be a risk if he was armed.. Captain Lugard successfully forestalled their plans. However the coming of Captain Lugard was viewed by Mwanga and the catholic backed regime as a triumph for the protestant. Luga rd signed a treaty with Mwanga and fought alongside him to defeat the muslim invasion. Captain Lugard also entered an agreement with Ntare V to stop arms from reaching Kabalega.

Part I Managing Public Organizations and Employees Article

Part I Managing Public Organizations and Employees - Article Example s terry Green and Eric Thomas are non Indian who are outstanding actors because the land in question is an Indian reserved land and there are persons like Richard Tall grass who is an official in the land. A claim has been brought forth regarding an Eric Thomas dumping toxic waste which was confirmed by relevant personnel that the substance was indeed toxic to the environment. The person the claim has been brought against is non-Indian who owns land in the reservation. Most of the reservation is currently under the ownership of the whites. The claim was brought to the director of the EPD Terry Green who took action to cease the operations by Eric Thomas of dumping the waste material (Elshtain & Cloyd 1995). The primary problem in these establishments is that there is a dumping problem to the residents of the reservation area. Despite this being so, there are also other problems eminent aside from the main one. The secondary issue then is the fact that there is no body that has proper jurisdiction as to the issues arising in the reservation area With these issues having risen in the reservation land, the source of the dumping is people who are non-Indian who can be said to be downgrading the value of the land. There is an act which had been established namely the Allotment act of 1887, this act contains the provisions of the people whom the lands here were issued. There are issues such as the health issue which can be caused from the dumping being done by Eric Thomas which should be put to consideration. The constraints here is that the people involved in the dumping of toxic waste are not co-operative with the authorities The first course of action is enactment of law correlative with the ones that are already active. The law should directly direct the issue of land degrading through dumping and other issues. The second course of action is put bodies who act as intermediaries between the people in the land who are non white and the Indians in the reservation