Sectors Of The Hospitality Industry

Sectors Of The Hospitality Industry The hospitality industry consists of broad category of fields within the service industry that includes lodging, restaurants, event planning, theme parks, transportation, a restaurant, hotel, or even an amusement park. Hospitality industry covers a wide range of organizations offering food service and accommodation. The hospitality industry is a several billion dollar industry that mostly depends on the availability of leisure time and disposable income. A hospitality unit such as consists of multiple groups such as facility maintenance, direct operations, servers, housekeepers, porters, kitchen workers, bartenders, management and marketing. The hospitality industry is divided into sectors according to the skill-sets required for the work involved. Sectors include accommodation, food and beverage, meeting and events, gaming, entertainment and recreation, tourism services, and visitor information. Premier Inn is the UKs largest hotel brand, with over 40,000 rooms and more than 590 hotels. It is one of the biggest brand in hospitality industry. Premier Inns headquarter located at Luton, England, U.K. Originally opened by Travel Inn brand name in 1987. During the hard competition with other hotels, it has been owned by Whitbread. Premier Inn business spread in United Kingdom, United Arab Emirates, Republic of Ireland and India. Company office website is http://www.premierinn.com Hotels are found either in city centers or on the outskirts on major A-roads. Unlike its competitor Travelodge, they are rarely found in motorway service areas, concentrating on locations where they are allowed to serve alcohol. Ownership by Whitbread, historically a brewery, but now a pub and hotel chain, ensures that all Premier Inns, with the exception of motor side locations, have a pub/restaurant on-site serving alcohol Structure of Organization As per below is an organization structure A commercial enterprise would have Line, Staff or Matrix organisations, split into departments and specialists. Departments could include Buying, Marketing, Manufacture, Quality, Accountancy, Payroll, Design, Administration, Security, Maintenance, Distribution, Computing, Call centers, Retailing, Customer Care. History The company founded in 1987 by Travel Inn, in 2004 Whitbread acquired Premier Lodge for  £505 million, and merge an additional 141 hotels to the existing Whitbread hotels, re-branded all hotels as Premier Travel Inn, which was soon shortened to Premier Inn. March 2006 Premier Inn, the UKs largest and fastest growing hotel chain announced today that their Guest Recommend customer satisfaction survey has received its one- millionth-guest response since it was launched in March 2006. Location Premier Inn started in U.K., but its expansion in U.A.E., Ireland and India. Premier Inn is the UKs largest and fastest-growing hotel brand with 578 budget hotels and more than 40,000 rooms across the UK and Ireland. Competition The branded budget hotel market in the UK continues to be dominated by just two large players, according to new research by TRI Hospitality Consulting. Figures from Budget Hotels 2010 UK show that the biggest brand, Premier Inn, had 41,511 rooms at the end of 2009 which gave it a market share of almost 38%. The nearest rival to Premier Inn is Travelodge with 27,010 at the year end, giving it a market share of just under 25%. The top two budget hotel brands in the UK thus have more than two thirds of the market. The branded budget market in the UK is concentrated in just a few companies. But competition continues to flourish in the overall hotel sector as the branded budget hotels take on mid market hotels and guesthouses, said Jonathan Langston, managing director of TRI Hospitality Consulting. Since 1993, the number of branded budget hotel rooms in the UK has grown more than tenfold, increasing from 10,555 rooms to 109,528 rooms at the end of 2009. And while Premier Inn and Travelodge dominate, there have been many new brands entering the growing market. As above table showing us Premier Inn is on number 1 Position in the market. Behind this reason is hotel chain Premier Inn is using a revenue management system to improve visibility of occupancy levels throughout the year, and steer sales and marketing activities accordingly. As per above information premier Inn take over 35% of hotel industry in U.K. Under the new system, Premier Inn expects to improve occupancy, book more guests over less popular nights and reduce marginal costs. We wanted a revenue management system that could cope with the unique requirements of our business, said Warren Mandelbaum, head of revenue management at Premier Inn parent company Whitbread Hotels Restaurants. Contemporary issue In any business, biggest and important person is customer, if customer is satisfied then business make profit. Premier Inn fully focuses to satisfy the customer, Premier Inn bedrooms feature en-suite bathroom, TV with Free view, and Wi-Fi internet access. Premier Inn offers customers a money-back Good Night Guarantee of a good quality room, comfortable surroundings and friendly service, which is unique amongst Britains leading hotel chains. Recession impact As a report of produced by HotStats and published by industry newsletter Hotel Analyst, also makes clear that while resilient, the sector has not remained unscathed by the recession. During 2009, revenue per available room fell by 9.1%, with occupancy dropping by 5.9 percentage points to 67.8% and rate holding up better with a fall of 1.1% to  £50.97. The budget hotel market has truly been the hotel industrys success story of the last decade. While trading has suffered in the recession, new hotels are continuing to open, reflecting the long term viability of the segment, said Langston. The hospitality industry is a measure of the wealth in peoples pockets then the news is very bad indeed. The industry is facing one of its worst times in memory as pubs, clubs and restaurants close at an unprecedented rate. Insolvencies in the sector have risen by 95% in 2 years as people opt to stay at home and preserve their cash rather than splurging on luxuries like nights out, meals and other entertainment. A report by consultancy PricewaterhouseCoopers (PwC) showed that there were 281 business failures in the third quarter of this year, up from 175 last year and well ahead of the 220 insolvencies reported in the first quarter and the 212 recorded in the second. It was almost double the number reported 144 in the final quarter of 2006. As the downturn tightens its grip, it is easy to believe what we have seen so far is just the tip of the iceberg for hotels, Stephen Broom said. The report shows the historical development of branded budget hotels in the UK, also the report so gives demand figures by geographical region, by city and by market sector Hospitality industry is closely related to tourism. By the advent of global crisis, its easy to figure out that tourism industry is down. So, relating to that, one can say hospitality industry also suffers. Moreover, those who can still afford to consider the hospitality of the industry are busy with their works too as the crisis has put extra burden in their work life. Performance report -Year 2009/2010 As per above source UK chain Hotel, Higher staff costs hit profits at provincial hotels in the UK during August, according to the latest HotStats survey from TRI Hospitality Consulting. Revenue per available room rose year-on-year for the month by 1.5% but payroll costs as a percentage of revenue crept up by 0.5 percentage points and this helped cause Gross Operating Profit Per Available Room (GOPPAR) to drop by 1.2%. As a result, UK Provincial hotel performance was left languishing some way behind 2008 levels, following the 13.4% profitability decline during the same period in 2009. Development Strategy and progress Premier Inn clear strategy underpins our aim of building the best large-scale hospitality brands in the world by becoming the most customer-focused organization there is. 2009/10 strategic priorities Action Result Outperform market Developing detailed action plans to focus on our customers needs, and particularly on establishing our value for money credentials. All our businesses have outperformed in their markets. Reduce operating costs Streamlining management, improving the efficiency of back office processes and delivering a series of procurement initiatives. On track to achieve  £25 million of annual savings, with  £20 million realised to date. Achieve cash flow neutrality Prioritising cash management and working capital together with the sale and leaseback of five properties. Positive cash flow for the year of  £109.7 million, with net debt reducing to  £513.4 million. They growth is also increases, In year 2003/04 they have 18,173 rooms comper to this in year 2009/10 they have 42,799 rooms. So growth is 136% Predictions Premier Inn increase there budget for more development. In year 2009/10 15.0% budget sector value and in year 2018/19 budget sector value increase 22.0%. so as above figures we can get example of premier inn future plan. (Annual Report 2009/10, Whitbread PLC) Operational Management factors Operational In the hotel industry where excellent, consistent service is a key factor in success, standard operating procedures, or SOPs, play an important role. Identification A hotels standard operating procedure sets out the policies and protocols of a hotel in a written format thats easily accessible to hotel employees. A typical standard operating procedure has three parts: a purpose, or the clearly stated task the SOP details and what its expected results should be; a procedure, or step-by-step guide to tackling the task; and resources, including hotel staff, other employees or management and databases or other references. Function A hotel standard operating procedures purpose is to improve guest experience. Standard operating procedures do this by educating hotel staff on the best way to deal with a given situation, from fielding guest complaints to handling fire drills. By creating a guest service structure thats consistent and clearly thought out by top management, hotels can ensure a positive guest experience. Types Hotels might use several different types of standard operating procedures. Tool procedures focus on specific tasks that hotel staffers might have to deal with. Tool procedures may cover tasks that hotel staff is likely to run into every day, such as late check-out or temperature concerns, as well as rare circumstances, such as fire alarms sounding or elevator malfunctions. Rule procedures help hotel staffers deal with potentially tricky situations. Rule procedures may cover acceptable employee conduct, such as whether an employee can accept a cash tip from a hotel guest. Rule procedures also may cover guests in sensitive areas such as signs of smoking in a non-smoking room or a declined credit card. Job procedures clearly outline an employees role and responsibilities within the hotel so that expectations are clear. Benefits Management Financial Savvy The number one success factor for anyone in the hospitality industry knows how to manage company funds. Maintaining the proper ratios of labour, food costs, beverage costs and expenses is vital in todays economy. A successful manager will be expected to maintain and keep a strict monetary budget, be computer literate, be knowledgeable of profit and loss statements and labour to sales ratios and be able to keep food and beverage costs in line. Creativity Hospitality managers must be able to be creative, to think outside the box and come up with new, trendsetting ideas. They must also have the knowledge to get those ideas out there through word of mouth and advertising. Food specials, room rate reductions, family packages and other details need to be presented to the general public in a new, fresh manner through email, web sites, regular mail, radio or television. Multi-tasking skills A manager must know the basics of accounting, the fundamentals of food and service, current market trends, what the competition is doing, licensing procedures and fees, general human resource rules and regulations and much more. Teamwork A good manager will understand that he cannot do the work single-handed and will hire the right people to carry out the vision of the company. A strong accounting office, an excellent chef, reliable restaurant managers and supervisors, a loyal core staff with low turnover and trustworthy assistants are all essential in creating a profitable business. Vision The ability to foresee trends and capitalize on them is a true gift, as is the foresight to prepare for a slow economy. These abilities come from years of experience and exposure to different hospitality environments. A truly proactive manager will choose the most promising employees of the company and train them properly to keep the vision alive and strong. Impact on Staff Hospitality industry is developed largest number of jobs in UK, lots of opportunity comes for people to get jobs. As per below table show us hows the different hospitality businesses give jobs to people Hospitality businesses The industry continues to be dominated by small establishments. The hotel sector has the highest proportion of large establishment while the restaurant sector has most very small establishments. Between 1991 and 1998 the percentage of businesses with over twenty-five employees increased from 3 per cent to 4per cent of all establishments. There is now more employment in larger workplaces with 41 per cent of employment in establishments employing twenty-five or more employees, while 59 per cent of employees. Over the decade all sectors in the hospitality industry continued to grow, with the exception of hotels. Premier inn has 34,000 people serve over 9 million customers every month. And as the frontline of our business, premier inn are 100% dependent on our people to deliver our brand promises, day in and day out. Thats why premier inn only employs the very best people in the hospitality industry. Time to time staff responsibility change and more focus on customer satisfaction. Stakeholders The stakeholders in the hospitality industry include owners, creditors, guests, employees, suppliers, vendors, industry associations, government agencies, and community members. In starting of business stakeholders view point is Maximizing Shareholder Wealth, after time to time stakeholders view point is change and its A Wider Range of Objectives. In recent years, a wider variety of goals have been suggested for a business. These include the traditional objective of profit maximization. However, they also include goals relating to earnings per share, total sales, numbers employed, measures of employee welfare, manager satisfaction, environmental protection and many others. As per above effect on staff and stakeholders role and view point Premier inn get lots of benefits. Thats the reason Premier inn best brand in hospitality industry in U.K. and one of the best brand in the world. They also try to make same value in abroad like Dubai and India. Positive implications on Premier inn hospitality. The conclusion Premier Inn has best customer/key relationship, business continuity, funding, and strategy. So thats why they are top of the table in whole hotel industry in the U.K. In 2008 Premier Inn launched in Dubai and will be opening in India later this year. On a domestic front, Premier Inn is set to be the largest provide of budget hotels in London by the 2012 Olympics.

International Economy (Eu)& UK Construction Sector Essay

When John Maynard Keynes, father of modern microeconomics, first formulated the theory of how to increase national product, brass domestic production, and address the issues of inflation and unemployment, government spending was the example that he drew upon as one of the economic solutions in order to escape such problems which had significantly impacted the United States in many European countries and even resulted in the economic Great Depression. This is important especially for the topic of construction and infrastructure in the United Kingdom because, as the economist had place it, construction and infrastructure projects are the largest government spending economic activities (Begg et al. 2008). Therefore, in the question of economic development for the UK, construction in such public Works by the government is seen as the primary way in order to follow such economic concepts to avoid further microeconomic problems. However, economics understands that the local projects such as infrastructure that are created by the government in order to deliver services under the umbrella of public goods do not occur in a static situation and there are other external economic variables that are taken into consideration in such an occurrence(Begg et al. 2008). Therefore, especially in today’s global economy, the international economy plays an important role in the construction sector of the United Kingdom and that specific industry. The area of financing or one of the international economic factors that play a significant role. Remember that government infrastructure and public works projects are often extremely expensive public good initiatives that could not be handled and funded by local governments in that process. In the example of Third World countries, most development and infrastructure projects are gone about by borrowing in international institutions such as the World Bank and international monetary fund. In the United Kingdom, however, a first world country, even though they’re also funds allocated by the local government for such infrastructure projects, international financing through economic cooperation activities with other countries place the role of funding such government works (Obstfeld et al. 2005). The macro economic multiplier effect for labor and consumption claims that such funds that are borrowed from international economies may be repaid by the exponential growth in reduction in a country which is created by labor growth in labor consumption through production. Another importance of the international community to local construction projects is that construction and engineering eventually creates knowledge spillovers especially for countries that have made use of   the same kinds of infrastructure. Such knowledge spillovers are important especially in the generation of higher-level management and individuals who have knowledge — and eventually economies of scale — in such construction and infrastructure projects. Without previous knowledge, or costly for the United Kingdom to implement construction projects on its own especially for the relevant on the risk public works infrastructure (Caves 2007). In this respect, the European Union, the larger economic umbrella in the area, is able to address both these issues especially the first one. In international trade theory in economics, there are five levels of economic operations, where a trade union is the highest one that generates international capital mobility as well as international labor mobility among members of such trade union and economic cooperation (Artis & Nixson 2007). Therefore, the existence of European Union significantly contributes to improvements in the public works infrastructure sector of the United Kingdom.

Desiree s Baby By Kate Chopin - 1770 Words

Back in this era of time the most respectable job for a woman was to be a loving wife in her husband’s household. In the short story â€Å"Desiree’s Baby† written by Kate Chopin, we have this setting of this older woman named Madame Valmondà © is on her way to visit her adopted daughter Desiree who has recently given birth to her son by her husband Armand Aubigny. Everything seems to be going well at the plantation due to master of the house being so thrilled about having his son being born. As time progresses, Armand become very angry over the few months and eventually Desiree comes to notice that her son looks very similar to a young slave boy who who is one fourth black. Armand is angered and accuses his wife of not being completely white and most likely has black in her blood. Despite her pleas of being white, Armand claims that she is mixed race and will have to leave the plantation. Madame Valmondà © expressed that she still loves her daughter and b egs her to come home but instead Desiree takes the child and walks off into the swamps never to be seen from again. Eventually we come to find out that Armand is the one who has black in his blood and not his wife. Chopin offers a compelling critique of the class-based and racial prejudice that permeated the attitudes of the antebellum South. In addition, through the relationship between Dà ©sirà ©e and Armand, Chopin explores the precarious status of both those without a family and those of biracial descent. Dà ©sirà ©e is unluckyShow MoreRelatedDesiree s Baby By Kate Chopin1419 Words   |  6 PagesIn Kate Chopin’s story, â€Å"Desiree’s Baby,† written during the 19th century, Desiree is concerned that her child is of a distinct racial background. Her spouse, Armand, blames and accuses her of being half African-American. The worst problem she could ever imagine is to leave the one she admires the most, her husband. Feminist interpretation refers to the relationships encountered between separate genders. Like the article â€Å"Literary Theory† states, feminist interpretation presents the order of â€Å"behaviorRead MoreKate Chopin s The Desiree s Baby947 Words   |  4 Pagesin Chopin’s Desiree’s Baby In the short story Desiree’s Baby by Kate Chopin, the titular character is the wife of slave owner Armand and the new mother of a baby boy. The story follows Desiree as she finds out that her baby is of mixed ethnic background, and the aftermath of having a mixed-race baby in the 1800’s. In regards to the relationships between Desiree and other supporting characters, only one aspect remains constant; tension. While the relationships between Desiree and her husband, herRead MoreKate Chopin s Desiree s Baby2014 Words   |  9 PagesKate Chopin’s â€Å"Dà ©sirà ©e s Baby† was set in the days before the abolition of slavery, at a time when the ownership of another person was not only acceptable, but also economically impactful in the south. It was normal to see big plantations owned by whites and tendered by black slaves. We see all of this and more in â€Å"Dà ©sirà ©e’s Baby†. One of the characters, Monsieur Valmonde finds an abandoned b aby one day while out riding. His wife, Madam Valmonde, does not have a child of her own so she takes theRead MoreAn Analysis Of Kate Chopin s Desiree s Baby Essay1067 Words   |  5 Pages Kate Chopin life and her short story Dà ©sirà ©e’s Baby Chopin was an American novelist and she also wrote many short stories. Chopin was a feminist pioneer movement on American literature and the world. Chopin was born in St. Louis Missouri on February 8, 1850. Her father was an Irish immigrant who was a very successful businessman. Chopin father died when she was a little girl. For that reason, she grew up with her mother and grandmother since she was a child. She was an insatiable reader and thatRead MoreAnalysis Of Desiree s Baby By Kate Chopin919 Words   |  4 PagesDesiree’s Baby†: An Annotated bibliography Thesis: Kate Chopin combines the racial and social differences on the eighteen century, in which people have to face racial discrimination amongst a social empire, which brings many conflicts within diverse couples about their firstborns. Chopin, Kate Desiree’s Baby. Short Stories (print 7/14/2015). In the short story, Desiree’s Baby, written by Kate Chopin there is a about of karma and consequences that produce the drama on the literature. The storyRead MoreAnalysis Of Desiree s Baby By Kate Chopin1446 Words   |  6 PagesAnalysis of Desiree’s Baby In the story Desiree s Baby by Kate Chopin the plot mainly revolves around race issues and also includes elements of sexism. In terms of race the difference between being white and being black shows vital importance in the characters lives through the story. As Desiree and Armand both originally associate themselves with the white class, once the plot unveils their black heritage they are faced with uncertainty, and ultimately their lives become meaninglessRead MoreAn Analysis Of Kate Chopin s Desiree s Baby 1705 Words   |  7 Pagesand published in 1893, Kate Chopin’s work â€Å"Desiree’s Baby† is a short story about miscegenation within a French family living in Louisiana in the late nineteenth century. Miscegenation is defined as the mixture of different racial groups, through marriage or cohabitation, between a white race and a member of another race. Chopin writes this piece of realistic fiction which exposes the issues of society that woul d not be faced until many years after her death. â€Å"Desiree’s Baby† revolves around two mainRead MoreKate Chopin s The Locket And Desiree s Baby1575 Words   |  7 Pages Kate Chopin’s â€Å"The Locket† and â€Å"Desiree’s Baby† are two stories where heart-rending news changed main characters lives. In the beginning of the both stories love between couples is described. Desiree is happy being wife and mother to newborn male baby while in the Locket Edmond is constantly thinking about his sweetheart Octavie. Both stories touch different sides of love, which appears fortunate in the Locket, but destructive in Desiree s Baby. In â€Å"Desiree’s Baby†, Armand begins distancingRead MoreDesiree s Baby By Kate Chopin999 Words   |  4 Pagesâ€Å"Dà ©sirà ©e’s Baby† is a short story written by Kate Chopin in 1892 during the time that racism against African Americans is on the rise. In the story, Armand Aubigny falls in love with Dà ©sirà ©e, a young woman who has an obscure background but is adopted by local slave-owners. They marry and have a child, who is found to be part black a few months af ter birth. Armand seems to be enraged by the baby’s color and throws Dà ©sirà ©e out with the child, and she walks into a bayou and disappears forever. HoweverRead MoreDesiree s Baby, By Kate Chopin888 Words   |  4 PagesIn Kate Chopin’s short story, Desiree’s Baby, she tells the story through the eyes of the characters. This story is told in the omniscient point of view. The omniscient point of view means that the storyteller knows all of the thoughts and emotions of all the characters throughout the story. In the nineteenth century there was a lot of racial discrimination against African-Americans. The protagonist is Desiree; she is formed throughout the many situations in the short story. She is fought by the

Social Darwinism and Race Superiority In The West Essay

Social Darwinism was a set of theories developed by various people during the 19th century. It was the adaptation of Darwin theory of evolution applied to human social behavior and ability to survive compared to other human beings. It can now easily be seen that these theories could be used to justify racial discrimination and they have been used in this way throughout history. This misconception of Darwin’s theories popularized by various academics in the west gave western nations to treat other nations badly. People like French man Joseph Gobineau had already come up with race supremacy ideas before Darwin’s theories of evolution had started to become a popular idea. He took his ideas from what he was seeing around him at the time not†¦show more content†¦It is looking at people’s ability to adapt in the man made society, saying that people with less intelligence and ability to contribute to this society will struggle to survive in the society. Humans being are all from the same species so what social Darwinists say is that lesser Human beings will/should eventually die out, or be killed. Most Social Darwinists believed that these lesser Human Beings were of another, less economically and technologically powerful race. (Hawkins p. 134-137, 1997) Joseph Arthur de Gobineau was a French academic is well known for his work Essay on the Inequality of Human Races written in the mid 19th century and translated into English in 1856. At the time the views expressed in the paper were not called Social Darwinism they were extremely Social Darwinist. Gobineau opposed the French revolution because he believed that it meant that the Aryan race in which he descended was being corrupted by other races. He said that there are three races Blacks, Yellows and Whites. The Blacks where stupid but physically superior, the Yellows looked scientific views of people and the Earth which put the human race in place where they were not superior. Lastly Gobi neau wrote that the White race was the strongest and most intelligent of the races, even saying the white race was better looking. The Aryan race which descended from Germany to Europe to govern the Celts and Slavs was the most superior of the whiteShow MoreRelatedCauses Of Social Darwinism1412 Words   |  6 Pages Social Darwinism is a set of ideologies introduced by Herbert Spencer in the nineteenth century. These principles were used by imperialists as a means of justification and proof of their right to colonize land overseas. Social Darwinism is an immoral evil that cannot be ethically justified. To further understand the immorality behind using Social Darwinism and the even greater immorality behind using it as an excuse for overseas expansion, we must understand the origins and foundations of whichRead MoreImperialism in Africa2182 Words   |  9 Pagesusually between states and often in the form of an empire, based on domination and subordination (Johnston, 2000.p.375). In its simplest form Farah and Karls (2001) describes imperialism as one country’s domination of the political, economical and social life of another country. The Europeans imperialism during the 1800s occurs out of the advantages of strong economies, well organized governments and powerful armies and navies. ‘Superior technology including riverboats and telegraph, as well as improvedRead MoreDid American Exceptionalism Cause Irreparable Damage or Spell Success1699 Words   |  7 Pagesculture destroyed, the land plundered and as a result a nation created, the end did not justify the means. The contraception of the term ‘American exceptionalism’ is widely disputed, but the one thing that remains constant is the aura of innate superiority that has been attached to it. In understanding the significance of this term, it is necessary to delve even further into the past than the time of its first use – to the initial settlement of the eastern seaboard of America. 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Domestic political interests and social Darwinism may also be blamed for attracting European imperialism to Africa. European imperialists were lured to Africa by the potential economic benefits she possessed. Industrialization caused a mass productivity and there became an artificial need forRead MoreRace As A Social Construct1087 Words   |  5 PagesThe concept of race is an ancient construction through which a single society models all of mankind around the ideal man. This idealism evolved from prejudice and ignorance of another culture and the inability to view another human as equal. The establishment of race and racism can be seen from as early as the Middle Ages through the present. The social construction of racism and the feeling of superiority to people of other ethnicities, have been distinguishably present in European societies asRead MoreThe Legacy Of The South854 Words   |  4 Pagesand families alike began moving West, followed by African Americans leaving the South in record numbers in the 1880s, heading toward the industrial cities of the northeast (â€Å"Industrialism† Lecture). A large influx of immigrant workers coupled with new management techniques and technologies, including assembly line production, created an America in transition, especially for women. Black, white, native-born or immigrant, American women found themselves moving West, helping rebuild their communitiesRead MoreEssay on Imperialism: From Europe to The West1514 Words   |  7 PagesEuropeans started to believe themselves that they were the â€Å"bearers of human rights, law and justice, reason, education, technology and industry, enlightenment† (Whittier.edu). Racism and national superiority including Social Darwinism made it seem as if white men were better and had dominance over every other race (Western Imperialism). A strong nation would overpower the weak and would be obligated to take over and help the weaker nation if it was necessary (European Imperialism in the 19th Century).Read MoreA New Concept Of Foreign Affairs1477 Words   |  6 Pagesto show their s trength and power. Social Darwinism also played a vital role in New Imperialism. Social Darwinian theories of competition between races further promoted and justified imperialism. European nations saw themselves as racially distinct parts of the dominant race, meaning they had to seize colonies to prove their superiority. Social Darwinist believed in survival of the fittest and the conquest of â€Å"inferior† people. Economic motives and Social Darwinism fostered imperialist expansion. 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Prison State Of Kentucky And Juvenile Offenders - 920 Words

In the film Prison State, the focus was on the juveniles in the state of Kentucky, specifically individuals living in the Beecher Terrace neighborhood. Beecher Terrace is a low-income area that the majority of detainees lived in. Because individuals grew up in poverty they were predisposed to other risk factors that increased their likelihood of becoming a juvenile delinquent and an adult offender later on in life. Two major issues in the state of Kentucky were the over-crowdedness in the prisons and the high cost to incarcerate individuals. The cost to incarcerate a child was $87,000 a year for non-violent offenses. Most juveniles ended up arrested and in juvenile detention centers because of habitual truancy and disregard for parental authority. This film went on to discuss ways to reduce incarceration cost and address the reason why the youth from Beecher Terrace seemed destined to go prison. Three correlates of criminality in the film were: poverty, mental health status, and family circumstances. The neighborhood, Beecher Terrace was the low-income area where most of the prisoners and juveniles delinquents came from. Neighborhoods like the one in film are the stereotypical type of areas where people in poverty live. The neighborhoods contain large populations of low income residents. A low income neighborhood typically means the schools zoned to the neighborhood are low quality and the crime rate is high. A individuals mental health status is also a predictor ofShow MoreRelatedJuveniles Tried As Adults1372 Words   |  6 PagesJuveniles are not allowed to drink, drive, or get married, and are not capable of making mature responsible decisions, but can be on the verge of an adult sentencing. Juveniles’ tried as adults has been a major topic in the Criminal Justice system for many years. The controversy primarily focuses on the brain development, safety, and rehabi litation of the juvenile; versus an adult punishment towards them. These opinions have continuously produced outburst in the Criminal Justice system. Some argueRead MoreJuvenile Homicide Offenders1120 Words   |  5 Pagesis there something that triggers these acts and allows for the belligerence to be seen. Juvenile homicide offenders can be described as anyone under the age of 18 who is responsible for the murder of another human being. Many cases can show different aspects about the child’s brain and the way they may commit such a crime. Carl Newton Mahan, Robert Thompson and John Venable, are three of the youngest offenders in our history. Children’s brains are not fully developed and don’t occupy a full understandingRead MoreJust Mercy Essays : Juveniles Being Tried As Adults1407 Words   |  6 PagesIn Contrast to Bryan Stevenson’s â€Å"Just Mercy† stories of juveniles being tried as adults, Jason Zeidenberg in the article â€Å"The Risks Juveniles Face When They Are Incarcerated with Adults† strongly emphasizes the dangers and consequences that juveniles face when they are tried as adults. Zeidenberg states the consequences of juveniles being raped, assaulted, committing suicide and the effects of being victimized. Children who are housed in the same facility as Adults is not a good idea nor a goodRead MoreEssay on Kentucky Department of Juvenile Justice1997 Words   |  8 PagesOffice of Juvenile Justice and Delinquency Prevention found that high numbers of detention orders were being issued for status youth statewide. The main issue of concern was the valid court order exception to the DSO core requirement was used 2,000 times. This allowed judges to order non-delinquent youth in locked detention facility whose most serious violations involved repeat offenses of running away, skipping school or being rebelling against authority figures. The disturbing thing about thisRead MoreJuvenile Offenders And The Adu lt Courts For Trial1102 Words   |  5 Pages Tennessee, like many other states, has provisions, provided for in the state laws, for the transfer of juvenile offenders to the adult courts for trial. The youth court has to follow the procedures, which are outlined in the statute, to include the minimum age of a juvenile, who is to be transferred to the adult courts, and the specific crimes for which such a transfer may take place. While I recognize, as the United States Supreme Court did in Roper v. Simmons, (2005), that children are immatureRead MoreThe Death Penalty For Juveniles1169 Words   |  5 PagesResearch Paper: Death Penalty for Juveniles Capital punishment for juveniles is one of the most controversial topics to ever be explored in society and in the criminal justice system. The death penalty is a rare occurrence amongst juveniles since it is so arguable as to whether they should be tried as adults. Lynn Cothern from the Juvenile Justice Resource Center suggests that â€Å"the primary purpose of the juvenile justice system is to hold juvenile offenders accountable for delinquent acts whileRead MoreEssay on Controversial Supreme Court Case Roper V. Simmons1413 Words   |  6 Pageswere sixteen or seventeen at the time of a crime is cruel and unusual punished and 2) does is violate the Eighth and Fourteenth Amendment. The main audience for this particular case is the general American population, and specifically affects the juvenile population. Christopher Simmons, seven months shy of his 18th birthday, planned and implemented the murder of an innocent woman. Descriptions of the murder are thoroughly chilling. Reports exposed that Simmons and an accomplice bound theRead MoreEvaluation Of A Juvenile Drug Court Program1515 Words   |  7 Pagesone such study will be reviewed. The article is an evaluation of a Juvenile Drug Court Program in Lexington, Kentucky. The data that is coming from the Bureau of Justice suggests that juvenile courts process a higher volume of cases today than at any time in the past (Hayden, 2012) These statistics represent the trend in persistently high rates in use of illegal substances among adolescents in the United States and subsequent juvenile court involvement. [The purpose of this study was to examine theseRead MoreDo Juveniles Deserve a Life Sentence in Jail?924 Words   |  4 Pagesï » ¿Juvenile Sentences Do juveniles deserve a life sentence in jail? Yes, juveniles deserve life sentences in jail if they decide to commit a violent crime. This is because there is no effective deterrent to force them to think twice. Over the course of time, this has resulted in even more juveniles being arrested for these activities. Evidence of this can be seen with figures provided by the Center for Disease Control. (Youth Violence, 2010) They found that these offenders are having an impactRead MorePsychology And The Legal System. Paper 1. With Recent Legislative1302 Words   |  6 Pagess sentence length is determined by the inmate s conduct while in prison. Upon successful completion of requirements the inmate may be returned to society, but it is possible that they will be kept behind bars for the remainder of his/her natural life. There are many issues that have come to light with indeterminate and determinate sentencing, such as how successful was the inmate? Is there really rehabilitation for sex offenders or drug abusers? How can we be sure that they will not offend again

Human Resource Armor Free Essays

Introduction Edelman and Suchman points out that labor lawsuit judgment identify how a legal environment—which embodies legal, social and cultural norms—can diffuse liabilities brought upon by management instances (Biggert, 1997).   The constitution has provided several laws that state the rights of employees in any form of organization.   Private or government-owned, all companies must adhere to these laws and see to it that these rights are well exercised by any member of staff. We will write a custom essay sample on Human Resource Armor or any similar topic only for you Order Now   Ã‚   From the top executive down to the mechanical worker, every individual are entitled to these rights inasmuch as they are expected to follow the laws that comes along with their job description.   In such way, the law provides immunity both to the employer and employee in collaboration with creating a harmonious environment within the agency. Hence, apart from these laws stated in the constitution, there are also regulations crafted by the organization which is agreed upon by the body as a whole and neither one shall defeat the purpose of such.   In the light, labor management suggests the importance of social justice and thereby encompasses disparity (Mezias, 2002). Interpretation of labor A legal regulation in contracts divulged to in the context of labor is a central part in any organization or firm’s policy configuration.    The scope and focal purpose of a legal regulation may or may not be detrimental to labor—either that of mass disruption approach or perspective with party control.   Such theories are analyzed in both anti-labor and pro-labor laws, thus the results came up favorable with the latter given that the policies were found inconclusive with the small sample sizes of the studies conducted.   Conceivably, the said laws are weighed and strategically investigated in consideration with several variables—economic, class, society—to come up with more feasible outputs which will later be used beneficial to the concern of the general masses when it comes to the interpretation of labor (Biggert, 1997). Analysis on unemployment laws As mentioned earlier, unemployment laws hold only very few scrutiny since that there has only been a number of studies that have been conducted in aide of bringing up the best forms of ruling that will inhibit the importance of such in a state.   More specifically, the challenges that are bound in unemployment laws are rarely deliberated by administrations for the reason that most hardships in managerial activities appear during the verge of employment compared to that on pre-employment matters. Basically, the laws that appear to be most challenging are those that extend or restrict the rights of labor in and around the workplace and those regulations that abide on the level of contract involved (Mezias, 2002). Unemployment compensation is apparently the main issue in laborers that fall inside the aforementioned bracket.   In essence, it relates to wages and hours standards, union rights, collective bargaining, health and safety, prevailing wages and discrimination. All these are perceivably retained to render security to these individuals and in the long run help them in building up a new foundation of their new course in life. Challenges in labor management among the unemployed Organizational behavior emphasizes the importance of labor-ness and the principal beneficiaries of the concerned laborer.   In stereotypical analysis on unemployment laws over the past few decades, it has been sought that the so-called â€Å"basic† benefits are already considered as a part of every contract and that the other unprecedented features that other firms offer—gradually dependent to the contract—are beyond the scope of the unemployment laws which are designed by the government alone. The dilemma then flows on the application of these â€Å"extended benefits†Ã¢â‚¬â€such as the social welfare security, union passages, beneficiaries, pensions and other related pro-labor regulations provided by the management concerned.   But that does not just end there, the possibility of shifts in party or breach in contracts also come at hand. Trends that mark importance of â€Å"democracy† are also a part of this domain of â€Å"challengers,† needless to say that the result of these coalitions though union groups are still considered as polity members, however, the contract may be considered violated and therefore nullify the benefits (Mezias, 2002). Court decisions on labor-related cases Legal proceedings concerning labor lawsuit judgments are referenced in contemporary hearings.   In the case of foreign direct investments, foreign subsidiaries find face disadvantages and unparalleled liabilities among domestic firms due to information asymmetries and transaction costs.   The Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964 are examples of laws that build up the foundation of these rights of laborers and somehow seem to exert strong influence on employee to employer relations (Mezias, 2002). Conclusions and further remarks Human resource practices help organizations in achieving social justice among its participating parties and build a sturdy foundation of law-abiding citizens.   It helps in eradicating the rise of ambiguous laws and hones organizations to create a normative environment that will work in a systematic order and balance the biases of humanistic egoisms. References Biggert, R. (1997). Why Labor Wins, Why Labor Loses: A Test of Two Theories. The Sociological Quarterly, 38(1). Mezias, J. M. (2002). Identifying Liabilities of Foreignness and Strategies to Minimize Their Effects: The Case of Labor Lawsuit Judgments in the United States. Strategic Management Journal, 23(3). How to cite Human Resource Armor, Essay examples

Global Competitive Most Of The Corporate †Myassignmenthelp.Com

Question: Discuss About The Global Competitive Most Of The Corporate? Answer: Introduction It is a prerequisite of any human resource manager to treat the organisations employees in a manner that the human resources feel as if they are designated in a respectable work environment. It has been experienced in the corporate organisations, that the personnel employed are a creation of the motivation they receive from the external environment. If the positive motivation is provided, the consequences on the behaviour of the employees will be desirable. Alternatively, there is a negative impact on the behaviour of employees if there is poor management with respect to motivation provided to them. Same is the scenario when the question is about managing the human resources internationally (Heathfield, 2016). However, every strategy framed and executed is beyond the scope of geographical boundaries of the country (Vance and Paik, 2015). Internationally, the activities carried out are broader in concept and research keeping the cultural differences in mind which vary according to the country. In the global and competitive environment most of the corporate organisations are expanding its activities beyond the national boundaries, which mean they are globalising. It is more or less similar to the management of human resources domestically; however the issues dealing with the aspects of employees of a company are handled in an international perspective (Doz, Evans and Laurent, 1989). If we consider the processes involved, then identification of human personnel as to sourcing and procurement, efficiently placing and staffing them, training and developing them, and holding them to contribute in reducing the organisations employee turnover strategy are handled in a wider scope. This means that the framework of policies related to the personnel of the company must be supportive to the organisations strategy. This indicates that the policies mutually contribute to the companys plans. Reinforcement of HRM policies in coordination with firms strategy The main area of focus is upon developing the elements of the corporate strategy related to human resource of the firm in such a way that it contributes to the organisations performance. There are indicators which help in achieving the gap between the aspects dealing to manage the personnel of the firm and the organisations objectives (Harzing, 2014). If the performance of the organisation is kept in mind while executing the policies to manage the work force, then there is continuity achieved in facing the competitive conditions in the external environment. There are some key areas which indicate the organisations objectives and aims for e.g. increasing the share in the market, reduction in the costs incurred in administrative and operational activities, introducing innovation, achieving the sales and increasing the productivity of the company etc. (Miller and Gordon, 2014). Now, attaining mutual coordination between the workforce management in a manner so that the employees contribu te to accomplish the firms key strategies and targets is known as strategic management of human resource. Being an HR manager this is a very prime area of concern because; the complexity when the company globalizes and become operational internationally increases. There are changes experienced due to high competition with respect to the advancement of cultural aspects and information systems. If there is responsibility taken up by the people in the firm for attaining a good performance level for improving the processes of the business continuously and there is equilibrium between the individual goals of workforce and the firms performance then the organisation has desired consequences (Festing, 2013). The aspects dealt in management of people to get the result in companys performance in a desired way are the satisfaction level of employees, the support system from management to them and realising the motivation and behaviour capabilities of the people etc. It is not only a question to approximate the two organisational and corporate strategy of peoples management, it is also important to identify the methodology the HR manager follows it practically to achieve it. Therefore, issues related to the aspects like determining whether the adaptability of the strategy to manage employee resources and firms performance objectives are theoretical or practical will be addressed through this discussion. Also, observation will be made whether the organisations practice this in reality. In addition, the advantages of practices will be recognised to know the result of these strategies on the overall performance. Challenges encountered to identify the practicality There is a difficulty in formulating the HR policies to manage the workforce due to diversity and globalized employees. There are n number of opportunities and challenges while recruiting the people of diverse culture, different in gender, age and education as the organisation operates in an international environment. It is experienced that there is shortage in either filling the required role with proper skills or there is a shortage experienced in terms of youth employees. An Organisation seeks workforce globally so that they get a good combination of the age and skill for a particular role. This helps them to gain efficiency in the market. To cover this shortage, there is a tendency to employ older workforce so that their work experience match with respect to skills required is achieved. This has posed another challenge being an HR of the company, which is creating healthcare benefits and flexibility in the schedule of the company especially if the work demands more physical work (Machado, 2015). This is eliminated by practicing flexibility in number of hours, styles of working according to difference in individual culture and age in order to retain the best skilled people resources in the firm. Also, the policies are framed keeping into consideration any discrimination against age and cultural differences. Any organisation when operating globally has to take care if the framework of regulations in terms of people resources is government driven (Simons, 2011).Therefore, efforts are being made by both the organisation and the company to create diverse and multicultural environment in the firm so that the imbalance is not there and underutilization of human resource is diminished. Arrangements are made like provision of pursuing the job as a part time is made available to increase productiveness and attain quality. Secondly, when the scope widens as a HR manager dealing with workforce globally then the process of acquisition, screening the employees when and branding the company through the usage of technology become very complex. The HR department needs to be updated of the technical tools and techniques to integrate the multicultural work force to train and manage them (Guest, Paauwe and Wright, 2012). The strategies have to be cost effective and in compliance with the organisational goals to attain integrity and ethical working without any nuance in the beliefs. For this reason, the process of selection is kept transparent free from any bias and purely based upon performance of the employees. Valuing the employee is given importance and their performance is judged upon the set standards of parameters. Going further, there are issues faced with respect to dealing with holding the skilled workforce after training and development to manage the employee turnover rate of the organisation. In this aspect, the motivation and compensation system plays a vital role in keeping a balance to retain the people. To start with, it is important being an HR manager to hire the candidates selectively by proper screening of their stability in the organisation. The main reason behind this is to match this HR strategy to the organisations goal of effective utilization of money spent in intensive training programs. Motivating them and communicating regarding their requirements in terms of job expectations so that they feel themselves a part of the team is necessary for employee satisfaction. Apart from that, taking reviews and suggestions in decision making for framing policies before bringing in change related to various arrangements in the office helps in making them feel respected. Providing job security to increase their engagement by providing them good benefits, incentives, perks, and high remuneration with appraisals time to time help the organisation to a great extent in retention o f skilled workforce (Debrincat, 2014). Mitigation of friction is very commonly faced in a global company who has to deal with a lot of aspects related to differences in perspectives every individual has for executing a particular task. Everyone has a unique approach and a perception which needs to come together with others opinions (Cieri, 2017). It is my responsibility, as an HR head to take this as an opportunity to bring in innovation and find creative solutions by deeply studying the diverse ethnicities and varied approaches to do a particular job. Also, practicing association between various traditions and nations will attract more manpower from other geographies. When operating beyond the scope of domestic geographical boundaries of the nation, the laws governing the countries play an important role in dealing with the workforce. The HR policies are to be in accordance with the organisational policies which are framed according to the governmental regulations of a particular country. There has to be a better underst anding developed in terms of complying with the dynamic labour rules and regulations which change time to time. It is important to ensure that the policies are flexible enough to change so that they can be updated according to the requirements related to laws of employee migration and visa regulations in terms of local and foreign countries etc. Advantages of the practices executed contributing to organisational performance The main emphasis of managing the human resource internationally is to formulate strategies about talent management on global basis. The approach taken to accomplish the human resource objectives is influenced by the organisational strategy (Hartel and Fujimoto, 2014). If the approach is ethnocentric, then the attempt is upon complying the methods followed in the domestic country on other companies. On the other hand, if the approach is polycentric, then local residents are recruited by the host country. The geocentric approach is followed in a way that a universal approach is practiced across the globe. The major advantage of all the challenges and the methods to strategies solutions for them is the organisation gets familiarised by various traditions, beliefs, customs, cultures and behavioural aspects. This gives an opportunity to the firm to get a real life experience about situations where the managers need to bring creativity and find a middle way for efficient handling of the s ituations (Sparrow, Scullion and Tarique, 2014). Not everybody, in the workforce has a same way of working; therefore there are many differences which come together at one place which need to be channelized to proceed in one direction. This helps in performance management contributing to the firms main goal. Secondly, another big reason why firms decide to operate internationally and hiring talent is development of companys ability to meet the markets needs with respect to rapid changes due to advancement in practices. In addition the business knowledge regarding various ways of reimbursements, compensation, and programs of taxation is gained about the people transferred to another country (Ackermann, 2014). This is also a good platform for the organisation to learn and grow in reference to identification of the right skills and gaining international knowledge. Managing the human resource globally also develops good relations between the countries (Mello, 2014). Every country has its own governing labour laws. Special agreements are made with the employees of other countries which focus upon employee health benefits and safety provisions, wages, number of hours to work, and working conditions etc. These agreements are based upon the agreed terms and conditions between countries. This bui lds trust between nations and engages employees to give their best in participating to achieve firms performance goals. Along with this adaptability and flexibility are very important factors which are required to bring in changes in the existing functioning of practices followed in the company (Hitt and Shalley, 2017). If the workforce gets equipped with changes in methods related to the job understanding and the knowledge already gathered during training and development, then new methods required to keep updated can be introduced. However, there are instances when there is a lot of resistance from the people of the organisation to change their way of working. This leads to employee dissatisfaction leading to increase the attrition rate which going further increases the cost of the company. Thus, everything is linked in a process and interdependent contributing to management of performance goal. Apart from that, employee satisfaction is a very big concern to achieve retention of the best talent by the human resource department. When the internal working environment is multicultural, then feedbacks related to the grievances and issues in performing a task is of different perceptions (Aoife, 2012). The learning expands as employees share their experiences and approach to deliver the productivity for achieving targets according to their past work handled (John, 2013). This helps the management in gathering new feedbacks and frame solutions for addressing the grievances. The result of which is high employee satisfaction contributing to the overall organisations objective (Longoni, 2014). Being an HR manager of the company, these above elements are to be taken into consideration so that the performance management corporate strategy refers to the overall framework of policies formulated to attain the main objective. These small factors include those elements which are the key indicators of a global environment in which an organisation has to survive. If properly anticipated, then it enhances the employee engagement contributing to the main aim. Conclusion When the people of the organisation are well acquainted with the flexibility they need to keep to be updated with the continuous changing human resource rules, policies, techniques and processes, then this results into effective organisational performance. This corporate strategy of performance management needs to align with the overall organisations goals. Since, an international environment of a company has a great impact on the survival of the company due to complexity and high competition, the corporate performance strategy has to build a competitive edge when executed and practiced. This contributes to the organisations performance. The human resources are similar to the financial assets of the company. In order to survive the cut through competition, it is an opportunity to find effective ways to use expatriates so that global team of employees can be created. It has been observed that when the company is limited to operate with in the domestic scope, it lacks expertise and kno wledge to acquire bright and skilled manpower. Alternatively, a good knowledge about business is required when the company manages the talent from subsidiaries based overseas. Good techniques are needed to employ, train and retain the employees from across the world. The biggest challenge the workforce faces when employed outside the country is a prominent distinction in terms of the pay pattern between the local and an expatriate. In contrary, the positive side is the insight and an international experience gained both by the management and the expat when working overseas. Selection, recruitment, training ,development and retaining the workforce internationally poses many changes on the leading roles of an organisation which further contributes to attaining harmony and an unbiased working culture (Chalofsky, 2014). It helps in breaking the old traditional methods of working and the leaders find it hard to act as the only authority taking major decisions. This introduces new talent in the organisation and contributes for the organisation to operate internationally. References Ackermann, M. 2014. How to develop a Human Resource Strategic Plan. Germany: GRIN Verlag, p. 2. Aoife. 2012. Growing the Organisation through Effective People Management. Accessed on: 16th September, 2017. Accessed from: https://knowledgenet.carmichaelcentre.ie/articles/growing-organisation-through-effective-people-management Chalofsky, N. F. 2014. Handbook of Human Resource Development. US: John Wiley Sons, pp. 112-116. Cieri, H. D. 2017. International Human Resource Management: From Cross-cultural Management to Managing a Diverse Workforce. UK: Routledge. Debrincat, G. 2014. The Effectiveness of Performance Appraisal Systems: Employee Relations and Human Resource Management. Germany: Anchor Academic Publishing, pp. 23-27. Doz, Y., Evans, P., and Laurent, A. 1989. Human Resource Management in International Firms: Change, Globalization, Innovation. Germany: Springer, pp. 2-8. Festing, M. 2013. Management and International Review: Strategic Issues in International Human Resource Management. Germany: Springer Science Business Media. Pp. 91-92. Guest, D. E., Paauwe, J., and Wright, P. 2012. HRM and Performance: Achievements and Challenges. US: John Wiley Sons. Hartel, C. E., and Fujimoto, Y. 2014. Human Resource Management. Australia: Pearson Australia, pp. 6-26. Harzing, A. W. 2014. International Human Resource Management. US: Sage. Heathfield, S. M. 2016. Human Resources Management Fundamentals in Hiring. Accessed on: 16th September, 2017. Accessed from: https://www.thebalance.com/human-resources-management-fundamentals-in-hiring-1918369 Hitt, M. A., and Shalley, C. E. 2017. Oxford Handbook of Strategy Implementation. UK: Oxford University Press, pp. 2-3. John, W. 2013. Perspectives and Techniques for Improving Information Technology Project Management. US: IGI Global. Pp. 130-132. Longoni, A. 2014. Sustainable Operations Strategies: The Impact of Human Resource Management and Organisational Practices on the Triple Bottom Line. Germany: Springer, p. 13. Machado, C. 2015. International Human Resources Management: Challenges and Changes. Germany: Springer, pp. 3-5. Mello, J. A. 2014. Strategic Human Resource Management. US: Cengage Learning, pp. 200-202. Miller, V. D., and Gordon, M. E. 2014. Meeting the Challenge of Human Resource Management: A Communication Perspective. UK: Routledge. Simons, R. 2011. Human Resource Management: Issues, Challenges and Opportunities. US: CRC Press, pp. 73-80. Sparrow, P., Scullion, H., and Tarique, I. 2014. Strategic Talent Management: Contemporary Issues in International Context. UK: Cambridge University Press, pp. 6-14. Vance, C. M., and Paik, Y. 2015. Managing a Global Workforce. UK: Routledge.