The Importance Of Mining Industry The Importance Of Mining Is Definite

The Importance of Mining Industry The importance of mining is definitely significant to Canada. Mining, is an important industry, and Canadians are very advanced in their mining technology, but during the mining process, there is certain level of pollution produced. The Canadian government and the mining companies have very good plans and controls toward this problem, while ensuring the smooth running of the industries, and also helping to create strong economy and employment. The world of today could not exist without mineral products. Canada produces about 60 minerals and ranks first among producing countries1. As well, Canada is the largest exporter of minerals, with more than 20 per cent of production shipped to world markets2. In a typical year, the mining industry is responsible for almost 20 per cent of Canada's total export earnings3 (See Appendix A). As for the employment rate, over 70 per cent of the mines are owned by Canadia ns and approximately 108,000 Canadians are directly employed in the mining industry4. Mining is very important in Canadian life. Not only do the products power the family car and heat the family home, the manufacturing sector, the high tech industries and even the better known resource industries are all dependent, in some way, on the mining industry. The mining industry will continue to be an important support to the economy. Mining is taking full advantage of the quick expansion of computers and microelectronics. These technologies are found in nearly every aspect of mineral development activity - from exploration methods, through production, mineral processing and even marketing. Computers and related equipment now have a lot of different applications in geophysical logging, geochemistry, geological mapping and surface contouring5. At the mine planning stage, the job of designing a mine is now greatly simplified by automation. Through the u se of advanced software, geological models can be produced from drill hole data. Computers are also being used to develop plans for mine expansion, develop mining schedules for yearly, quarterly and in some cases, weekly operations. At the operating stage, this new technology is everywhere6. Both in research and operational applications, automated mine monitoring systems now determine immediate information on the status of equipment in underground or remote locations. Canada produces its 60 mineral products from roughly 300 mines across the country7. Before these products can make the trip from mines to the marketplace, they must be searched for, staked, tested, analyzed, developed. There are many difference methods to mine for minerals, an "open pit" mine is one of the method we use today. The ore - waste material along with the minerals, is recovered directly from the surface. Drilling rigs are used to drill holes into the ore areas and blasting charges will be set in them to break loose the ore. The ore: first stop is at the primary crushing station, often located underground, where the large chunks of ore are crushed to a finer size. Further crushing is required prior to sending the ore to the mill where it is ground to a fine powder8. The purpose of crushing and grinding is to free the minerals from the rock. Treatment may consist of gravity or chemical concentration techniques. The end product of the mill is a concentrate, whereby the percentage of valuable mineral has been increased by a factor of 10 to as much as 50 times contained in the ore9. The concentration operation may be complicated or relatively simple, depending on the mineral content of the ore. Milling processes are designed to separate the valuable minerals from the undesired minerals. Although the milling process separates valuable minerals from waste, it does not actually recover the metals in final form. Th e smelting operation treats the metal-bearing concentrate further, up-grading it to purer form called "matte". Basically: The ore concentrates are mixed with other materials and treated at high temperatures to change the material to other chemical forms. The metal in the matte can be separated further. Further treatment is applied to the final purification of the metal and finishing to the standards required in the metal-using industries. Mining, as we understanding, is a very important industry. But there are underlying dangers to our environment. Mining companies and the government have realized

University of Portland Admissions and Acceptance Rate

University of Portland Admissions and Acceptance Rate The University of Portland has an acceptance rate of 61%, and successful applicants typically have grades and standardized test scores that are above average. For the class entering in 2016, students had an average 1193 SAT score, 26 composite ACT score, and 3.65 unweighted GPA. Applicants can use either the Common Application or the University of Portland Application. The application process includes a recommendation and an essay. Will you get in? Calculate your chances of getting in with this free tool from Cappex. Admissions Data (2016) University of Portland Acceptance Rate: 61  percentGPA, SAT and ACT graph for UPTest Scores: 25th / 75th PercentileSAT Critical Reading: 540 / 660SAT Math: 540 / 640What these SAT numbers meanCompare SAT scores for Oregon collegesTop Catholic colleges SAT score chartACT Composite: 23 / 29ACT English: 24 / 28Compare ACT scores for Oregon colleges University of Portland Description Founded in 1901, the University of Portland is a Catholic university affiliated with the Congregation of the Holy Cross. The school is committed to teaching, faith, and service. The University of Portland frequently ranks among the best western masters universities and the nations  top Catholic universities. It also earns high marks for its value. The school has a 14  to 1  student/faculty ratio, and among undergraduates nursing, engineering and business fields are all popular. The engineering programs frequently place well in national rankings. In athletics, the Portland Pilots compete in the NCAA Division I  West Coast Conference. The beautiful campus is located on  a bluff overlooking the Willamette River, leading to its nickname, The Bluff. Enrollment (2016) Total Enrollment: 4,383  (3,798 undergraduates)Gender Breakdown: 41 percent Male / 59 percent Female98 percent Full-time Costs (2016-17) Tuition and Fees: $44,104Books: $864 (why so much?)Room and Board: $12,394Other Expenses: $1,618Total Cost: $58,980 University of Portland Financial Aid (2015-16) Percentage of New Students Receiving Aid: 99  percentPercentage of New Students Receiving Types of AidGrants: 99 percentLoans: 46 percentAverage Amount of AidGrants: $22,637Loans: $7,179 Academic Programs Most Popular Majors: Accounting, Biology, Civil Engineering, Electrical Engineering, Elementary Education, English, Finance, Marketing, Mechanical Engineering, Nursing, Organizational Communication, Political Science, PsychologyWhat major is right for you? Sign up to take the free My Careers and Majors Quiz at Cappex. Graduation and Retention Rates First Year Student Retention (full-time students): 91  percent4-Year Graduation Rate: 75 percent6-Year Graduation Rate: 82  percent Intercollegiate Athletic Programs Mens Sports: Soccer, Tennis, Basketball, Baseball, Track and Field, Cross CountryWomens Sports: Soccer, Tennis, Volleyball, Basketball, Track and FieldFun facts: The mascot is a river pilot, not an airplane pilot. The University of Portland buried the football a century ago and does not have a football team. If You Like the University of Portland, You May Also Like These Schools University of Oregon: Profile | GPA-SAT-ACT GraphUniversity of Washington: Profile | GPA-SAT-ACT GraphSeattle University: Profile | GPA-SAT-ACT GraphLewis Clark College: Profile | GPA-SAT-ACT GraphUniversity of San Francisco: Profile | GPA-SAT-ACT GraphGeorge Fox University: ProfileUniversity of Hawaii Manoa: Profile | GPA-SAT-ACT GraphUniversity of San Diego: Profile | GPA-SAT-ACT GraphOregon State University: Profile | GPA-SAT-ACT GraphGonzaga University: Profile | GPA-SAT-ACT GraphPortland State University: Profile | GPA-SAT-ACT GraphPacific Lutheran University: Profile University of Portland Mission Statement mission statement from  https://www1.up.edu/about/mission.html The University of Portland, an independently governed Catholic university guided by the Congregation of Holy Cross, addresses significant questions of human concern through disciplinary and interdisciplinary studies of the arts, sciences, and humanities and through studies in majors and professional programs at the undergraduate and graduate levels. As a diverse community of scholars dedicated to excellence and innovation, we pursue teaching and learning, faith and formation, service and leadership in the classroom, residence halls, and the world. Because we value the development of the whole person, the University honors faith and reason as ways of knowing, promotes ethical reflection, and prepares people who respond to the needs of the world and its human family. Data Source: National Center for Educational Statistics

Organizational and Individual Assessment Report Essay

Organizational and Individual Assessment Report - Essay Example He claimed that the unknown troubles many people; nonetheless, in his leadership position he used the unknown to attain achievement (Schwartz & Gimbel, 2010). For instance, he was one time forced to come up with a shotgun at an instant in order to fight an enemy. He said he used his wit to mix up gunpowder and came up with a shotgun that was used to achieve an unexpected success. He added that people should embrace the unknown and be willing to learn things on a daily basis. Moreover, he also demonstrated that we should be open minded to new ideas and challenges in order to become respected leaders within the society. The second leadership style he applied was to have advisors with diverse worldviews. The captain claimed that he applied advices from a close friend who was a commander and a civilian who was more engrossed into scientific studies. He incorporated advises from both individuals in that they both presented different views when it came to giving advice. Most of the time, t heir advise spark arguments but the captain normally takes his time to assess them and puts into action the advice he perceives to be the best. By having advisors who are different from each other makes him consider himself the best leader (Schwartz & Gimbel, 2010). ... For one to be successful risk taking missions ought to be partaken. The captain was involved in a number of risky missions, and he ensured he was involved in the teamwork. Through teamwork, nothing is impossible and the captain ensured he maximized the power of the team to tackle difficult situations. Therefore, as a leader one ought to be strong to face life risks and challenges (Schwartz & Gimbel, 2010). Through his leadership style and management philosophy style, we learn that for one to be considered an incredible leader we need to keep exploring and learning encouraging others to be creative and innovative by incorporating advice from people with diverse backgrounds. In order, to gain trust and loyalty leaders ought to work with subordinates so that the leader can understand the needs and problems of workers. Risk taking and learning how competitors function is also crucial. By learning how competitors work an organization is able to work in an advanced way. The captain has a c ivilian law bachelor’s degree from Harvard University. He went through physical test before being recruited for training. After the basic recruits, training the captain joined the candidate school where he became a second lieutenant after graduation. as a second lieutenant he was given instruction which were in association to overall mission and purpose of the officer’s branch. This stage assisted the captain to develop leadership skills through working with troops. After a period of four years, he attended captain’s career course and he also requested to pursue his masters at this stage. The captain phase takes more than ten years for one to be promoted to the next rank. The captain was involved in commanding roles and taking

History J4 Essay Example | Topics and Well Written Essays - 500 words

History J4 - Essay Example During the period that Ogier wrote his letters, the Ottoman Empire was trying to expand its territory. The Janissaries were dressed in robes that went down to their ankles and cowls which they used to cover their heads. Their main role in the Ottoman Empire was to secure the empires borders and protect it against any invasion. Ogier also states in his letter that they were used to protect the Jews and the Christians from mob violence. They also helped maintain law and order in the empire as Ogier states that they protected people from outrage and wrong. The empire had 12,000 Janissaries. People in and without the empire are terrified of the Janissaries (Foster and Daniel, 1881). The Janissary was made up of Christian boys who were subjected to strict rules and discipline. In their empire expansion activities, the Ottoman Empire took slaves. These slaves were either sold or recruited into the elite army known as Janissaries. They were mostly chosen from Balkan and Anatolian Christians. Jews and boys of Turkish origin were not recruited into the Janissary. Janissaries were recruited from the children of Christians who had been enslaved by the Ottoman Empire. Since the empire was Islamic, the Sultan was not allowed to enslave Muslims hence their exclusion from recruitment into the Janissary. The Janissaries were recruited under strict conditions; they were not allowed to keep a beard, to marry and only be soldiers and nothing else. They were recruited every 5 years and were taken in by Turkish families and taught Turkish, its customs and the rules of the Islam faith. They were mainly sought because the Sultan could not enslave Muslims, so the Ottoman Empire so urced them from their Christian subjects. Due to their strict training, the Janissaries were disciplined. Ogier writes in his letter that patience, self-denial and thrift enabled the

Company law Essay Example | Topics and Well Written Essays - 2500 words - 4

Company law - Essay Example For example, the verdict of this case law also highlights that the company can also be sued or can sue others as well. Through this authority, the company will be given an opportunity to defend itself and provide grounds for legitimising their business actions and their ramifications as well. At the same time, the company has right to own property, assets and liabilities as well. When these characteristics are compared with a natural human being, it can be deduced that both corporate entity and human being have similar rights, authority and ownership of assets. However, there are certain circumstances in which this artificial existence is not allowed but the veil of incorporation is lifted for ascertaining liability or any other legal issue that have necessitated such action. In the following parts of this essay, first the case study background has been provided in which the basic facts and other details have been included. Subsequently, the related held has also been provided. It is followed by various sections highlighting the influence on English company law and common law as well. In this discussion segment, both aspects have been highlighted so as to ascertain and understand the usefulness of this case law. For this purpose, support of subsequent other case laws has also been provided. Salomon was a merchant in the boot and leather business. With the passage of time, the business experienced a steady rise which required additional capital and members as well. In order to meet the needs of growing business, Solomon decided to form a limited company by taking his family members as partners. Subsequently, he sold the business control and ownership to the new company as the new company paid cash, debentures and shares as well. However, due to the certain events, the company was liquidated and the case was moved into the court because the parties argued that Solomon and the

Expatriate Turnover And Retention Management Essay

Expatriate Turnover And Retention Management Essay This chapter discusses the relationship between the research questions and previous peer reviewed literature by demonstrating knowledge of contemporary research findings. It sets out the tangibles to be achieved through the dissertation in the broader context by discussing the need for collaborative approach in addressing expatriate turnover in KSA. Expatriate turnover and retention: Global Perspective As business establishments expand they are faced with the problem of an ever shrinking of the available skilled workforce. The demand for workers with the right combinations of qualifications, skills, experience and personal qualities is expected to increase. The ability to select the right candidate and retain them in the business establishment is crucial to a businesss sustainability and success in the coming decades. The global worker selection is a concept that is facilitated by globalization. A globalized economy and exponential technological progress have facilitated global mobility and flexibility in the workplace and workforce. The result is that experienced and skilled individuals seek international career opportunities. Due to skilled and experienced workforce shortage in many countries and the increasing demand for inter-culturally flexible workers with more differentiated skill sets, expatriates are strategically valuable resources for business establishments (Cao, et al., In press). While the number of expatriates has and is expected to steadily increase, business establishments have had to face fierce international business competition as well as challenges linked to the economic crisis. They consequently have had to adapt their strategies in order to reduce and control their costs. This has led them to downsize, restructure, merge or, relocate to remain competitive and to modify their approach to the way of compensating expatriates. Expatriate workers compensation is often considered extremely costly and time consuming for the business establishments involved. This perception pressures companies to either decrease their investment in international experience and knowledge, look for alternate international worker populations, such as self-initiated expatriates or decrease the coverage and amount of their expatriate compensation packages (Milkovich Newman, 2002) However, compensation practices and strategy are one of the most powerful and salient means by which the business establishment can send clear messages concerning about expected attitudes and behaviours. There is a danger that the pressures that business establishments feel to reduce compensation costs may lead to changes in expatriates perceptions as concerns their compensation package and the whole employment relationship thereby prompting them to change their attitude toward their employer (Conway Briner, 2005). Research has already noted that employees have lost their job security and therefore severed their socio-emotional attachment to their employers due to compensation friction. There has been a shift in the psychological contract between employees and employers such that the exchange relationship has become much more transactional and calculative nowadays. This means that those involved in the employer-employee relationship are directed by multiple motives that include a mix of selfish and social interests. The parties pursue their interests and strive to keep their commitment. The standard today for what expatriate workers consider acceptable in their exchange relationship, between employers and employees, may have shifted such that getting more than they deserve is more satisfying than what they actually deserve (Briscoe, et al., 2009). A consequence of this spiral of changes is that business establishments increasingly face tremendous challenges in attracting, motivating and retaining these valuable expatriate workers for sustaining their strategic development. They have to overcome the challenge of designing compensation programs that not only span the globe and support the business establishments strategic goals and objectives, but also guarantee consistency, equity and transferability throughout the entire working life of the workforce. Key challenges for business establishments are whether they have means of modifying the content of expatriate compensation packages to increase their costly and valuable employees affective commitment that are antecedent to job satisfaction and turnover attitudes so as to retain them without inferring incremental costs. Prior to this understanding, business establishments need to learn how their expatriates perceive and react to their compensation practices signalled by their pac kage, what types of rewards the workers value most and how these affect their decisions regarding their turnover or retention. In other words business establishments look for information about how to commit their costly expatriate workers to the business establishment. Understanding what kind of compensation elements and rewards motivate expatriates most might provide this information (Armstrong Stephens, 2005). Getting the right person in the right place for the right length of time to execute a job is not a simple matter, more when expatriate workers are involved. It involves an array of considerations, such as the type of assignment and its remuneration; investment in staffing and places to work; and numerous professional, cultural and family pressures that can overwhelm the hardiest executives (Economist Intelligence Unit , 2010,). Multinational companies are increasingly recognizing the need to adhere to sound business practices to remain competitive in an increasingly flat business world. Moreover, they realize the critical and increasingly important role that expatriate employees play in managing and maintaining their global operations. This role is further complicated by the contracting global economy and labour pool (Shelton, 2009, p. 51). Expatriate employees and their role have received a considerable attention from researchers over the past three decades (e.g., Bhuian Al-Jabri, 1996;Carpenter et al, 2001;Yamazaki Kayes, 2004; Takeuchi et al, 2005).Carpenter et al, (2001) argued that expatriate executives are likely to be a valuable and unique resource for multi-national corporations. However, although the management literature frequently stresses the significance of expatriate employees in the development and effective functioning organizations, there is substantial evidence indicates that expatriates often fail in their international assignments and thus returned home or dismissed early (Baruch Altman, 2002; Lee Beaumont, 2001) But what is the meaning of expatriate turnover? And what is the difference between expatriate and local employees turnover? Expatriate turnover is a broad term that has many definitions in the current literature. It has been defined as return prematurely to home or failure in an overseas assignment before the assignment contract expires (Naumann, 1992; Bhuian Al-Jabri, 1996; Forster Johnson, 1996). Many significant reasons for expatriate turnover are flaws in the expatriate workers selection procedures, the mismanagement of the relocation process and inability to adjust in to a foreign country culture (Gregersen Black , 1992) Business establishments regularly bring in overseas skilled workers to overcome skills shortage. While they ideally wish to retain the expatriate workers, this is not always the case. In 75 per cent of the cases the workers spouses are unable to adapt to the new environment. Given that 85 per cent of all expatriate workers are accompanied by their spouses the case of spouses inability to adapt is a strong one. It is recommended that to ensure expatriate workers retention practical and psychological support must be provided to their families (Wells, 2008). Many spouses accompanying leave their careers behind them and often discover that neither their professional qualifications nor experiences correlate to job opportunities in the countries they settle in. They also lose their support networks, which include their family and established childcare arrangements, and quickly feel isolated, unhappy and anxious in the country they settle in. Expatriate turnover in the context of this research refers not just to the spectacular failure of an assignment in the overseas location but to a range of negative outcomes that affect the worker, the organization, co-workers and other stakeholders in the host country, the workers family and fellow expatriates. The ramifications of expatriate retention are wide: the loss of the resources they have put into a particular assignment; the potential damage done to the business establishments reputation and goodwill; the negative impact on a worker of having failed to measure up to expectations in the overseas assignment, and possible ramifications for familial relationships; and the loss of a valued workers expertise and experience. Both the scholarly literature and empirical evidence suggest that numerous factors impact on expatriate turnover including such issues as provision of appropriate cross-cultural training, in-country support, spousal adjustment, cultural distance and relationships with host nationals (Bennett, et al., 2000; Gudykunst, 2005; Kim, 2003; Samovar Porter, 2003; Zakaria, 2000). In an increasingly globalized world, business establishments find themselves in competition for a highly specialised workforce of skilled workers who can perform effectively across cultures and in a variety of environments. In recent years there has been a decrease in the number of suitable candidates willing to accept an expatriate posting. Shimoni et al, (2005) discuss this phenomenon and postulate a number of reasons for it occurring. They emphasize that one of the most significant reasons is that people have become aware of the difficulties associated with relocation and are reluctant to put themselves or their families through a disruptive process (Shimoni et al, 2005). A significant percentage of expatriate workers leave their company within one to two years of starting work where such was not the original intention of either the employer or the employee. This has significant negative consequences for both the business establishment and the expatriate. It is most commonly related to a lack of retention strategies in the relocation of expatriate workers and their dependants (MacDonald Arthur, 2003) Companies often place unrealistic expectations about handovers and mentoring of incoming expatriate employees once they have signed on. This can have negative implications for the incoming workers. In many business establishments, selection of an expatriate for a job offer is an indication that a particular employee is thought of highly. An expatriate worker, couple or family usually require assistance in a variety of forms and to differing degrees of intensity. There will be the practical issues around finances and time such as allowances for removals, resettling their children in school, the readjustment issues to the workplace, family and friends and acquainting themselves with the host culture. Depending on the difficulties of adjustment or if the move is particularly difficult or traumatic, there may be psychological issues, as well as social, financial and professional ones, that require specialist professional support. Business establishments have long recognized that benefits and compensation are key determinants of expatriates satisfaction and, as a result, retention. The Mercer survey bears this point out, as 86 per cent of the business establishments surveyed consider benefits provisions for expatriate workers a high business priority. Surprisingly, however, only 26 per cent of the surveyed businesses admitted to not having a policy for providing expatriate workers benefits. Moreover, 64 per cent of the surveyed business establishments have no specific procedures in place to measure the success of their expatriate benefits programs. Findings from the Mercer survey indicate that business establishments face two-pronged challenge in as far as expatriate workers retention is concerned. First, they must track the elements of their expatriate workers programs to ensure consistent administration and quantify a solid return on investment. Second, they need to address the global economic situation by communicating clearly with expatriate workers and providing transparency with regard to their benefits and compensation that in turn promotes their retention (Shelton, 2009, p. 52). In managing expatriate workers the business establishment must ask questions that include: Questions on culture Do the expatriate workers identify with the business establishment and the success of the business establishment as being of direct benefit to themselves? Do the expatriate workers see themselves as having common interests with their work colleagues and group? Is there a strong team spirit? Is work allocated on the basis of individual expertise rather than position in the business establishment? Are there sufficient skills/power bases in the business establishment? Are there appropriate leadership skills within the business establishment? Are expatriate workers encouraged to say what they think about the business establishment? Does your business establishment encourage innovation and creativity amongst expatriate workers? Do expatriate workers feel a sense of personal responsibility for their work? Is quality emphasized in all aspects of the business establishment? Questions on the business establishment Does the structure of your business establishment encourage effective performance? Is the organization structure flexible in the face of changing demands? Is the structure too complex? If so in what areas? Do the expatriate workers have clear roles and responsibilities? Does the organizational structure tend to push problems up rather than resolve them at the point where they occur? Do procedures and management in the business establishment practices facilitate the accomplishment of tasks? Questions on the expatriate workers Do expatriate workers in the business establishment have the necessary skills and knowledge to perform their jobs in the most effective manner? Do expatriate workers understand their jobs and how they contribute to overall business performance i.e. have clear goals and objectives? Do expatriate workers have a customer service orientation? Are personnel with potential spotted and developed for the future? Are expatriate workers encouraged to perform well through the giving of recognition and feedback? Do expatriate workers know what their expected performance standards are? Questions on the business management system Do organizations systems, which include employee selection and recruitment, promotion, planning, management, information and control, encourage effective performance among expatriate workers? Are these systems consistent across the business establishment? Are there clear rewards for effective performance within the work group? Does the organization review its systems frequently and ensure they mutually support each other? In a study to analyse global expatriate workers trends, the Economist Intelligence Unit (2010, p. 3) identified a number of key issues that include: Cultural and family pressures present the greatest difficulties in facilitating expatriate workers retention. An inability to understand local culture and cultural conflicts is one of the greatest difficulties for expatriate workers. Cultural sensitivity is thus regarded by some margin as the most important attribute for an individual seeking to work in a foreign country, and business establishments admit that it is not easy to find the right type of person in their ranks. More than half of expatriate workers do not relish the prospect of learning another language, suggesting a possible lack of commitment to their role. The spouses needs have become more important than ever in expatriates workers acclimatisation. Perhaps the greatest obstacle to the success of an expatriate placement lies with the expatriates spouse and/or children, who may resent the sudden separation from their own career, social life, schooling and routine. The resulting strain on family relationships can often bring about a premature end to the work. Expatriate turnover and retention: KSA Perspective The KSA is an emerging global business hub that represents approximately thirty billion dollars worth of annual export potential. This has acted as an incentive for business establishments that require an array of diverse workforce to base their operations in the country. Consequently, the country has become an international business focal point resulting in the country experiencing exponential increased interest from the global workforce (Bhuian, 1995). The countrys need for more of the global workforce is increased by the inexperience, less knowledge and inadequate of the indigenous workforce. (Baker Abou-Ismail, 1993) reported that as of 1992 approximately 7 million expatriate workers were engaged by business establishments within KSA. These expatriates are mostly employed on a contract bases and usually undergo cultural shock on getting into the country. While contractual employment is preferred by a majority of the expatriates, there major concern lies with extrinsic rewards, pay, fringe benefits, stability and security that come with their job. While the expatriates attempt to adjust to the local culture, there efforts are no free of problems as they are made aware that their adjustment directly affects their effective performance (Baker Abou-Ismail, 1993). Expatriate workers turnover is a concern for business establishments based in the KSA. This problem is further compounded by shortage of available, skilled and qualified indigenous Saudi citizen workers. This has resulted in a scramble for available, skilled and qualified expatriate work force. While the expatriate workers are engaged with the intention of employing them for a definite period of time, this is not always the case as a some leave before their time elapses due to ineffective work performance and dissatisfaction resulting in significant direct and indirect costs incurred by the business establishment (Yavas et al, 1990). Past researches on the subject of expatriate turnover have identified three categories of expatriate workers turnover tendencies (Tyagi Wotruba, 1993). These tendencies include: Work-related attitudes (job satisfaction and organizational commitment) Personal characteristics (age, education, and experience) External environmental factors (organizational climate, management practices and supervisory behaviours) It is generally accepted that while the three identified categories have a bearing on expatriate workers turnover and retention, the management of the business establishment can only control the work-related variables. The personal characteristics can, to some extent, be controlled by the expatriate employees selection process and can be enhanced by effective training programs. The external environment is usually difficult to change in the short run though this can be done in the long run (Tyagi Wotruba, 1993). Literature suggests that employee turnover tendency and job satisfaction may differ with respect to the types of employee (expatriate or domestic), the nature of the job (permanent or contractual), and the types of organizational culture (traditional-bureaucratic or supportive culture) (Banai Reisel, 1993; Gregersen Black , 1992). Saudi Arabia, one of the most important international markets in the developing world, provides an ideal setting for a study on expatriate employee turnover tendencies because of the attendant presence of a large expatriate community in the country. Over the last five years, HICAP has suffered from a dramatically increase in expatriate turnover. The average annual expatriate turnover rate was 3.2, 4.5 8.2, and 13 per cent respectively (Dabbas Elvin, 2012). This is a potentially expensive problem for business establishment as replacing departed employees cause significant direct and indirect costs (Bhuian Al-Jabri, 1996, p. 393). To give an example, HICAP paid around 4 million dollars as a penalty for delaying the delivery of one of the projects because of the unexpected resignation of six key members of the implementation team (Dabbas Elvin, 2012). Due to the relatively increasing rate of expatriate turnover, academics and scholars have expended considerable resources to study its causes. In the study of predictor variables of expatriate turnover, Naumann, (1992) identified three categories of predictor variables that precede expatriate turnover. These categories are: (1) job/task characteristics, which involves the degree of expatriate satisfaction in the job assignment; (2) Organization characteristics which includes Behavioural, structural, and demographic characteristics of organizations (p.509); (3) worker characteristics, which includes the employee demographic characteristics such as age, gender, material status .etc. Similarly, (Bhuian Al-Jabri, 1996; Tyagi Wotruba, 1993) proposed three categories of what they called expatriates turnover antecedents: (1) personnel characteristics which can be controlled through different processes such as employee selection and training processes; (2) work related characteristics that can be controlled by organizations; (3) external environmental factors which they argue that it is unchangeable and does not have a great impact on expatriates turnover. Limited studies investigated expatriate turnover in the KSA. But why is the KSA important and why has it been selected for such research? The KSA can be considered as an ideal environment for conducting such a study. It is one of the most important exporting markets in the world. In 2006 the KSA was considered among the top 23 global exporting countries with approximately 175 billion dollars worth of exports (Anon., 2008). However, according to the latest study conducted by the ministry of labour in KSA, two thirds of the employees, working in the private sector are expatriates (Anon., 2010). These expatriates and especially their families cannot adjust easily with the Saudi culture and consequently not performing effectively (Bhuian Al-Jabri, 1996). Consequently, vast amount of losses were incurred by local organisations (Yavas et al, 1990: Dabbas Elvin, 2012). However many gaps and limitations were noted in previous researches which will be tackled in this research: First the above studies neglect the effect of external organizational factors on expatriate turnover. (BhuianAl-Jabri, 1996) argued that external environmental factors are usually unchangeable in the short run thus they have excluded their effect on expatriate turnover. While (Naumann, 1992) did not consider external environmental factors as an antecedents for expatriate turnover. Second, it has been argued that workers characteristics did not show any significant impact on expatriate turnover. Not only this, all of the previous studies concluded that there is no or little correlation between expatriate demographic characteristics and turnover. Research hypotheses Research hypotheses act as a guide in designing and conducting the research. There are two types of hypotheses in any research process; testable research hypothesis (H1) and null hypothesis (H0). The H1 is that; demographic characteristics, external and internal environments have an influence on expatriate turnover. The H0 acts as a fall back in the case that the H1 is disapproved (Johnson, 1975). The H0 is that; demographic characteristics, external and internal environments have no influence on expatriate turnover. This research study empirically analyses the expatriate demographic, organizational internal and country external variables that may lead to expatriate turnover in HICAP in order to develop a functional match for between the antecedents for expatriates turnover the KSA. In establishing this functional match, the dissertation looks into factors affecting expatriate turnover. The outcome can be used by both scholars and business executives in offering insights into the best way for KSA business establishments to retain expatriates as well as build a framework for future analysis.

Nancy J. Chodorow :: Biography

Personal Background Chodorow is often appointed as a leading theorist in feminist thought, especially in the field of psychoanalysis and feminist psychology. Her essays are included in many books concerning gender roles and construction as well as psychoanalysis. Her evaluations of the ways in which the psychological dynamics of the gender system is systematically generated and subject to historical change and development are acknowledged as significant contributions to feminist theory. Chodorow is now at the University of California at Berkeley, and she continues her Education and Training She graduated from Radcliffe College in 1966, she earned her PhD in sociology from Brandeis University and received her psychoanalytic training at the San Francisco Psychoanalytic Institute. She then received her PhD from Brandeis University in 1975. Major Contributions Chodorow begins her experiences with challenging psychoanalyst none other than Sigmund Frued. His ambition for psychoanalysis led him to his first methods and theories. These methods and theories are as followed; Oedipus complex, dream analysis and his understanding of sexuality and psychopathology. Nancy was inspired by the psychology of women contributions of the 1920’s and 1930’s. Frued’s Oedipus pivots an entire legacy of Nancy’s curiosity of mother-daughter psychology, and which led Frued (1931) to redefine the psychology of feminity. As Chodorow was influenced by the influencing psychoanalysis in the 1930’s, she realized that psychological anthropology (her own subspecialty) had explored the psychology of gender culture. Chodorow’s first women’s conference in 1969 is what propelled her and other women into awareness. â€Å"Being and Doing† was Chodorow’s first published book which contained a cross-cultural examination of the socialization of Males and Females (1972). Its main focus was that sexism is political, economic, familial institutions in terms of men’s behavior toward women. Chodorow explains that â€Å"Being and Doing† located the men’s origin of male dominance in men’s dread of women and fear of their own external feminity. Surprisingly, Chodorow found that male and female bisexual identifications were asymmetrical; the man’s being more threatening. (Chodorow, 2004). The book concluded that women’s identity was based on â€Å"being† and men’s masculine identity was based on â€Å"doing.† â€Å"Being and Doing† was published over 30 years ago and inadvertently anticipated many of themes that are now found in psychoanalytic rethinking of feminity. At this point in time Chodorow insists to take an intuitive and natural mode; beginning with a single, self-evident, taken-for granted but previously unnoticed or unstudied feature of psychic or culture world and expand the consequences of the fact from within the clinical moment (Chodorow, 2004).

An analysis of the poem ‘Monsoon History’ Essay

The poem is about the persona is reminiscing her childhood memories. It describes the persona’s â€Å"Peranakan† household during the monsoon season. In the â€Å"Monsoon History†, the lines are arranged in a particular way to create effect and the choice of words that the poet is focused on engaging the audience to interact with the poem. One of the themes of this poem is appreciating nature. The poem provides a vivid description of nature, which are the presence of creatures that are full of life, and the natural phenomena such as the monsoon. The monsoon is a period of uncertainties but when it is over there is tranquillity. We should learn to live by understanding the wonder of nature, even at times of uncertainties. The poet uses a lot of elements of nature and even small insects such as â€Å" gnats†, â€Å"black spiders†, †termites† in her poem. This shows that the poet is really observant of the things that are going around her and appreciating nature as she realised their peaceful co-existence. Furthermore, the persona faces the realities of life especially during the monsoon where the situation reflects uncertainties as indicated in stanza 2. The monsoon brings thunderstorm and rain, the atmosphere becomes moist. This is the reality of life in Monsoon History. One has to face this reality. Natural phenomenon in the form of the monsoon is in control and there is rolling darkness. The poem provides a realistic picture of what happens during the monsoon. The poem also highlights cultural richness. Traditions and customs are part of the culture practised by the people portrayed in the poem. There is a rich cultural heritage that needs to be preserved from generation to generation. This can be seen through strong presence of cultural sentiments that are symbolically presented this poem. For example, the poem provides some of the cultural practices such as the Nyonya-Baba tradition of wearing â€Å"sarong† and the burning of â€Å"silver paper† for the death. The â€Å"pantun† is also part of their culture and the â€Å"wash feet† is a taboo for them which symbolises whoever does not wash their feet before sleeping may have nightmares. The poem shows that people are identified through their cultural practices. The poet uses a lot of imageries which make our senses engage through the use of particular imagery in this poem. We as the readers feel the experiences as if we too are part of the experiences. For example, the auditory imagery such as â€Å"the air ticks† and â€Å"listening to down-pouring† are used to describe atmosphere. The poet also uses a lot of kinaesthetic as well as sight imagery by personifying animals, insects and the elements of nature in this poem. The use of words such as â€Å"air walking† and â€Å"fat white slugs furled† in this poem show actions and movement that makes the poem seem alive and engages our senses. The poem above is suitable to teach students for a reading lesson. For the pre-reading stage, teacher may ask students to work in pairs and share their childhood memories with their friends. They can talk about the foods, the clothes, the places that they used to eat, wear and go. This warm-up activity is helpful in activating students’ schemata and arousing their interests to analyse and understand the poem. As Aebersold and Field (1997) state, pre-reading is important to raise students’ awareness of the text that they are going to read later. After the warm-up activity students are usually ready to look at the poem. Therefore, as while reading activities, there will be two activities. First is the teacher introduces the poem to students. Teacher does a reading chain activity with students by asking the students to read one line each. Teacher may then ask students to get into group and discuss the elements such as the meaning, the themes and literacy devices of the poem as well as discuss the questions that are given to them by relating it to what they understand from the poem. By doing this activity, students may share their opinions and ideas. As a result, it may develop students’ interpretive skills. Lastly, as follow up activity at the post-reading stage, teacher may ask students to do a class project of Baba and Nyoya culture. Students are divided into four group: (1) Clothes, (2) beliefs, (3) traditions, and (4) background. In groups, they have to discuss, write and draw the ideas about Baba and Nyonya’s culture. Then, teacher compiles all the students’ work for the class magazine. This activity helps students to appreciate the poem more. In conclusion, Monsoon History is one of the good poems written by a famous Malaysian poet that has many good values to be taught to Malaysian students. Other than incorporating other type of literature such as British and American literature, Malaysian literature should also be embraced in education system seem they are appeal to students’ culture.

To Be Evil or Not to Be essays

To Be Evil or Not to Be essays TO BE EVIL OR NOT TO BE...IS THAT THE QUESTION? The man who walks with god always knows in what direction he is going This quote has a direct irony in correlation to Nathaniel Hawthornes tale of Young Goodman Brown. Hawthornes profound short story is a pilgrimage to revelation for one devout Christian man; the idea that mankind, being himself, is not without sin and far from saintly perfection. This discovery deludes the Goodman greatly. As a result, he alienates himself from his wife Faith and the community he resides in. Hawthornes usage of allegory and symbolism in this story shows how perilous excessive pride, moral superiority, and religious zealotry can be to ones mortal existence. Young Goodman Brown is an upstanding man in the community. The use of allegory is obvious in his name. "Young" symbolizes his youth and immaturity. Goodman seems to imply that he represents all that is good in man. His wife is aptly named Faith, which symbolizes his faith in Christianity and commitment to rectitude. His faith is a little blind though; it borders on zealotry. To believe so blindly in the Bible verbatim, one must know that mans innate nature is to sin. According to the Bible, that is why Jesus Christ died on the cross - to forgive mankinds eternal sins. This creed leads Brown into the dark forest to confront evil. Hawthorne doesnt state why Brown must do this on this night of all nights twixt now and sunrise (Hawthorne 260). Perhaps the good man was awakening to the knowledge of his own moral imperfection. Unwilling to accept the inherent impurity inside him, the good man decides to try and literally face it head on. His immaturity and selfish pride wont allow quiet acquiescence. Browns intentional meeting with evil says he lacked confidence in his own faith. Else, why would he want to challenge it?...

Musical Piracy essays

Musical Piracy essays The topic of this project is musical piracy. Everybody is familiar with the Napster case about copyright infringement. However, Napster isnt the only example of this, MP3.com, and other file sharing sources are targeted also. There is a diverse field of opinions about whether it should be legal or not. The arguments for legalization feel that the record labels are charging exorbitant amounts of money for compact discs, and the artists net pennies from the sales of their records. The argument for eliminating file sharing software is the record labels loss of revenue for recording, advertising, and distribution of the records. My two articles are both from the New York Times, and show both sides of the issue. They dont seem to be editorialized very much to me. The news sources are the musicians, consumers, and the corporation/record labels. They all seem to be saying the same thing but, they are framed the opposite way. Alec Foeges article is showing how the artists are held back by the record labels from making enough money to go out on their own. Courtney love, the singer of the band Hole, says that the corporations have all the copyrights and use the songs for commercials and the artists dont see a penny in royalties from it. She was fighting her record label, Geffen Records to end their recording deal, and artists were watching her case and would follow her if she succeeded. Sheryl Crow, a singer and songwriter, spoke at a congressional hearing and criticized the record labels insistence on owning the copyrights to most of her songs. Some artists have already left the labels and instead market their material to fans via the internet, by offering free downloads, concert schedules, and even sell their records online. Courtney feels that the labels are the gatekeepers, and thats where the money is because they have unlimited power. In fact, some independent record label ...

Homelessness in the United States Essay Example | Topics and Well Written Essays - 750 words

Homelessness in the United States - Essay Example This essay will look at the conflict theory to explain homelessness. Homelessness, in reference to the McKinney Homeless Assistance Act, means the situation where an individual does not have a fixed, consistent, and adequate nighttime abode. A homeless person can also be defined as an entity with a principal night time residence that is not commonly used for human habitation or a principal nighttime residence that is a temporary shelter with the intention of being institutionalized. In addition, it means a principal nighttime residence that is an administered or a publicly managed sanctuary that provides short-term accommodation and includes welfare hotels and transition shelters for the mentally ill. Homelessness has been a problem in the United States since the pre-industrial era. In the 16th Century, the homeless in the US were few and were taken care of by the immediate community since it was viewed as a communal duty to offer help to them. This was promoted by the local churches and community organizations. In the late seventeenth century, however, a more systematic system was employed. For instance, the New York City working with the local churches rented a house to use as a temporary shelter for the homeless. This culminated in an official ‘almshouse’ in 1734. ... But after the civil war, opportunities especially for women dwindled in these rural settings and people moved to the new growing cities to work as bar maids, clerks, housekeepers, and even commercial sex workers. For most people, home was where they spent the night thus began a system of loosely attached people engaged in all sorts of activity including vices such as crime. Young men and women unhappy to work in the orderly disciplined factories carried about their own business and travelers for which constant moving became a way of life. The number of people who could not find work increased and became too many for the existing shelters. Consequently, some people started spending without roofs over their heads. This problem worsened during the great depression where even warehouses holding as much as 4000 people were not sufficient; thus began the modern problem of homelessness in the United States. From the First World War to the second, the number of unemployed people increased si nce manual labor was taken over by mechanization and industrialization. This resulted in a large number of homeless people in the seventies through to the nineties up to current times (Baumohl, 1996). In 1987, the number of the homeless was estimated at 500 – 600 000 with 81% being male, 54% non white, and 48% not having cleared high school. In 2010, it was estimated that the US had 3,500,000 homeless people. The majority of the people were between 25 to 44 years of age. 70% of the homeless live in the urban areas, 20% in sub-urban areas, and 10% in the rural areas. 67% of the homeless are single men while 20% are women. In addition, 25% are veterans and 15% are parents with children. Los Angeles has the highest

How to Invest $1,000 Essay Example | Topics and Well Written Essays - 500 words

How to Invest $1,000 - Essay Example This change may be an increase or decrease. If it increases, it may exceed the amount of EMV. However, if the probabilities are not 50/50, for instance 40/60 or 60/40, the EMV changes. Therefore to summarize the analysis, there are two variables which may affect Jim's decision to move. These include the probabilities of the chance of getting a higher paying job and the chance of leading to a lower paying job and the current salary (Jones, 1999). Jim's decision theoretically depends on the amount of EMV compared to his current salary. Judging upon the changes in the variables which may take effect, both the options of staying in his current job and moving may be a good alternative. If the expected value or EMV of the option of moving is greater than his current salary, then it would probably best for Jim to take the risk and move. In the contrary, if the EMV of moving is less than his current salary, then the option of staying in his current job would be better. Still, his decision must involve a comprehensive analysis of the probabilities of getting a higher or a lower paying job.