Analysis of Hatha Yoga Essay Example | Topics and Well Written Essays - 2000 words

Investigation of Hatha Yoga - Essay Example Techniques Research alludes to the procedure of assortment, examination, and translation of information and data with the plan of taking care of a particular issue (Khan 132). This exploration, for example, targets addressing the inquiry on Yoga and how it is a scholarly and innovative procedure that influences the psychological, physical and otherworldly prosperity of a person. The examination is additionally subjective in light of the fact that it tries to investigate the idea of an issue. The initial step of this examination was detailing the exploration issue. This principally helps scientists in plainly illuminating what they need to accomplish from the examination. In this progression, the fundamental test was deciding the specific data that was significant data corresponding to the issue. This examination for the most part needs to reveal insight into the impact of Hatha Yoga on individuals genuinely, intellectually, and profoundly. The investigation populace for this explorat ion is fundamentally me and some other not many members whose interest were really auxiliary. This is on the grounds that generally the exploration includes adhering to online video guidance on Hatha Yoga activities and stances. The marvel in the exploration is the connection between Hatha Yoga and people intellectually, genuinely, and profoundly. The most utilized examination strategies, for this situation, are content investigation. Content investigation alludes to an examination method for quantitative, precise, and target investigation of the genuine substance and inside ideas of media. This technique was imperative to this examination since the majority of the information were gathered from an online video source (YouTube). The upside of the technique is that it can permit both quantitative and subjective examinations in this manner making it comprehensive. The other exploration strategy that is likely being used in this examination is a test research technique. Given that view ed the YouTube recordings and educated the activities and stance represented in them, the entire procedure can be alluded to as a test. In the wake of learning all the Hatha Yoga activities and stances the recognizable changes are brought to the record. The principle point is seeing how the exercises will influence me truly, intellectually, and profoundly. The outcomes got through this strategy are constantly viewed as profoundly sound since they depend on essential information and data (McBurney and White 101). The writing survey likewise framed a significant piece of this exploration. Since it includes a training that I was curious about previously, it was through the writing survey that I had the option to know the nuts and bolts, history, and significance of Hatha Yoga to human life. It was through the writing survey that it was conceivable to get explanation on certain ideas that were not explained in the online recordings. The writing audit was likewise profoundly significant in the assortment of data that was utilized in the interpretation of the research’s finding. The examination started with exploring writing materials about the historical backdrop of Yoga. The history was significant in understanding the basic ideas of Yoga and its motivation (Jackson 23).â â

Big Picture Questions Essay

1) The experience of domain for vanquished people groups was comprehensively comparative whoever their rulers were, Does the material in this section backing or challenge this thought? It supports and moves the plan to a limited degree. 2) In pondering the similitudes and contrasts among the realms of the early present day period, what classes of examination may be generally valuable to consider? 3) Have a glance at the maps in this section with an eye to the territories of the world that were not consolidated in a significant domain. Pick at least one of them and do a little research with respect to what was going on there in the cutting edge period. I picked the area of Borneo which is other than the Philippines. I accept the region more likely than not been driven by a domain who would not like to be over tossed by the greater realms, for example, Portuguese, French and English, so they would prefer not be associated with their exchange and different exercises. 4) Looking back: contrasted with the universe of the fifteenth century, what new examples of advancement are obvious in the realm building hundreds of years that followed? 1) To what degree did Europeans change before examples of business, and in what ways did they acclimatize into those more established examples? Europeans for the first worked on a worldwide scale, fashioning new exchange organizes over the Atlantic and Pacific seas They additionally encouraged the full incorporation of hide providing districts into more extensive exchange systems. However, in different ways the Europeans acclimatized more seasoned examples, as in the Indian Ocean, where they tried to command recently settled exchange courses, and they kept on exchanging a large number of similar items 2) How would it be advisable for us to appropriate the ethical obligation regarding the Atlantic Slave exchange? Is this a fitting errand for students of history? Indeed, this is a suitable assignment for students of history, however maybe the obligation ought to be dispensed by what locale an antiquarian is generally recognizable. 3) What enduring heritages of early present day globalization are obvious in the twenty-first century? Give specific consideration to the heritages of the slave exchange. 4) Looking back: Asians, Africans, and Native Americans experienced early present day European development in very various manners. In view of Chapters 13 and 14, by what means may you portray and clarify those distinction? In what regards would they say they were dynamic specialists in the recorded procedure instead of just survivors of European activities? Asians, Africans, and Native Americas were all survivors of European activities, yet in all in various structures. Africans were utilized as slaves and to their own comfort. Though, Natives were casualties in the structure that they were pushed out of their domains. Asians were undermined by the predominance of Europeans for two centuries. The English needed to ad lib on Christianity, however the Asians retaliated. In spite of the fact that, these societies were profoundly separated their traditions helped structure America today. For instance the Asians showed English men’s little girls to make benefit of their profit. Moreover, Native Americans showed the English how to gather and harvests. At long last the African Americans brought their traditions of nourishments and certain works.

St. Augustine Essay -- essays research papers

Holy person Augustine of Hippo Scholars, Biblical researchers and Christians everywhere throughout the world regularly grapple with two critical inquiries regarding their confidence. These inquiries are, "What is God like?" and "How should we live in light of God?" Some vibe that we need others to guide us, some vibe we need them to challenge us, yet everybody concurs that we need others. That is actually how Saint Augustine battles to discover his confidence and convictions. He discovered it amazingly hard to accompany an end when it was gazing at him straight in the face, however similarly as he did, we reach up our own inferences with the direction of others. Holy person Augustine, conceived Aurelis Augustinus, was a persuasive and extraordinary rationalist and scholar of early occasions. He was considered the most significant of the Latin Church Fathers. His compositions of lessons picked up popularity, outstandingly Confessions and his Treatise City of God. Through his work he recognized the congregation in Western Europe from the congregation that it had transformed somewhere else.      Saint Augustine was conceived on November 13, 354 AD in Tagaste, Numidia (current Nigeria). His dad, Patricius was an agnostic and his mom, Monica was a committed Christian who asked untiringly for her son’s change to turn into a Christian herself. His mom later turned out to be formally proclaimed by the Roman Catholic Church and turned into a holy person also. Because of his guardians blended convictions, St. Augustine addressed the two sides of re...

How to Make Your Own Personal Reflection Paper

How to Make Your Own Personal Reflection PaperThere are many effective ways for making your own personal reflection paper. Some of these ideas involve using a color that matches your wedding color scheme. For example, you may choose to use a bright blue or hot pink to match your wedding dress and veil. Or you may choose to use a deep purple as a main color for your personal reflection.If you are a bride who is looking for a few fun ideas to use on your personal reflection paper, you may want to think about using glitter. This is a favorite by many brides. It's often a great way to express your personality and make the paper seem like a beautiful piece of art. You can even add rhinestones to it to make it even more fancy.Another fun idea for your paper is to use some white crayons. Use them to create a bright eye-catching design on the back of the paper. You may choose to put a heart on the front of the paper to show that you are now a married couple. You may also want to add a little bow on the front to symbolize the new commitment you have made. Or you may choose to put a star that represents the two of you together on the front of the paper.In some romantic ways, you may wish to write a small poem on the back of the paper. This is perfect for a couple that likes to put a lot of thought into the paper. For example, you may want to write a love letter to each other. Or you may want to write a poem that talks about your feelings for each other. You may want to include a quote that reflects how much you love one another.In addition to this, you may also want to find a place where you can get card paper of your wedding colors. When you are using a white or cream color on the back of the paper, you may want to use white card paper on the front to highlight the wedding colors. You may also want to have a small selection of wedding cards to highlight your personal reflection paper.Once you are done with your personal reflection paper, you may wish to cut it out so th at you can put it in your jewelry box. Many brides keep a couple of pieces of their personal reflection paper in their jewelry box. When they are done with the gift, they can take it out to add a little drama to their jewelry box. This is a fun idea that you can utilize anytime you want. Plus, it is a very practical way to store your personal reflection paper when you don't need it.There are many creative ways to use your reflection paper. You may wish to consider using a different color or creating a flower design. You can also use your paper to accent your wedding decorations.

Analysis Of Angela Carter s The Bloody Chamber

IT’S NOT ABOUT THE SIZE, IT’S HOW YOU USE IT How short stories pack the perfect punch in promoting feminist ideals. â€Å"The limited trajectory of short narrative concentrates its meaning. Sign and sense can fuse to an extent impossible to achieve among the multiplying ambiguities of an extended narrative.† – Angela Carter Angela Carter is known in the literary community for her use of fairytales and overt sexual imagery in promoting feminist platforms. At the time she wrote â€Å"The Bloody Chamber†, the Second Wave of Feminism and, subsequently, the rise of radical-libertarian feminism were crashing into the forefront of the global politics. This wave of feminism primarily focused on the empowerment of women through the exploration of female sexual identity, the promotion of androgynous females as the ideal model for the modern woman, and the liberation of women from the patriarchal societal traditions established to keep women in their submissive gender role (Formizano). Angela Carter transforms the classic fairytale â€Å"Bluebeard† into a masterful portrait of fe male sexual liberation, empowerment through gender role reversal, and financial independence in â€Å"The Bloody Chamber†. A central dogma of feminism is the separation of female sexuality from the societal confines of reproduction. In â€Å"The Bloody Chamber†, the female protagonist is a seventeen-year-old virgin who goes on a journey of sexual self-actualization in her marriage to the Marquis. Throughout the narrative, we areShow MoreRelatedAnalysis Of Angela Carter s The Bloody Chamber 1756 Words   |  8 PagesMost of Angela Carter’s work revolves around democratic feminism and her representation of the patriarchal roles subjugated to women. (Evangelou, 2013) ‘The Bloody Chamber’ by Angela Carter suggests many substitutions to infamous depictions of femininity. Angela Carter manipulates old-fashioned fairy tales in order to subvert conformist gender roles like submissive wives and male dominance. (Makinen, 1992) While Carter receives commenda tion for her work, Patricia Duncker critiques her as well, forRead MoreCritical Analysis Of The Bloody Chamber By Angela Carter1611 Words   |  7 PagesCarter Castrates Freud: Criticism in ‘The Bloody Chamber’ of Psychoanalytic Theory While Psychoanalysis has provided many psychological breakthroughs in the field of mental health, it has also created great issue in relation to gender equality. Freud’s Psychoanalytic theory has contributed to the solidification of female oppression, and to the inferior status of women in the twentieth century. Psychoanalysis had become so intwined into the constructs of a male dominated society that it createsRead MoreEssay on The Bloody Chamber by Angela Carter2054 Words   |  9 Pagesin Carter’s writing, particularly in her book ‘The Bloody Chamber’ which is commonly considered to be her masterwork, brimming with intertextualities and ambiguities. Some may find her work to be excessively violent or savage, perhaps even alienating. Yet others may have found this no-holds-barred approach to be exhilarating and refreshing in comparison to other authors of her time. In her re-writing of Perrault and Beaumont’s classic tales, Carter proposes a rea ding of several well-known stories withRead MoreFemale And Female Gender Roles3513 Words   |  15 Pagesdesires to be made eminent and therefore characters can transgress and in the process, cross their contemporary gender boundaries. Keats uses the gothic device of Negative capability in order to conceal the transgression of the females in his poetry, Carter revised gothic fairytales in order to display them from a feminist approach and Stoker uses gothic themes, set against the backdrop of the fluidity of Fin de sià ¨cle period, to allow characters to stray from their gender stereotypes. Victorian women

Cross Cultural Communication Strategy Between The Roaring...

Cross-Cultural Communication Strategy: The Roaring Dragon Hotel and Hotel International Prasanna Baganagarapu Sullivan University MGT 510 Executive Summary This proposal is meant to provide a cross-cultural communication strategy between the Roaring Dragon Hotel (RDH), and the Hotel International (HI). RDH is one of the original three-star hotels in southwest China and a state owned enterprise (Grainger, 2008). This proposal will address the issues that come when failing to recognize cultural differences. In addition, the proposal will address the importance of involving the employees in important management decisions. These recommendations will provide a win-win situation, thus a healthy work†¦show more content†¦163). In addition, Guanxi is â€Å"personal, reciprocal and more long-term oriented† (Yang, 2011, p. 164). RDH depended on their social connections when conducting business. In 2002, Paul Fortune, the HI general manager was assigned to take over RDH management. Fortune’s challenge was to transform laid-back family-based employees, into professional, dynamic employees working under an international organizational management style. Fortune’s goal was that within two years the local Chinese employees could be transformed to world-class hotel employees. He introduced a two month training to search for employees that could handle these changes (Grainger, 2008). The majority of the employees had hard time adapting to the much sophisticated management style, especially the older employees. Many employees with important guanxi resigned or transferred to other hotels. Moreover, along with this process RDH lost one of its important client, the travel agency Nu Fu, because of lack of cultural understanding. Overall, the new management disregarded the Chinese business culture, and lacked communication with its employees. Problem: Lack of Cultural Understanding The organization culture of RDH and HI were completely different. RDH’s organizational culture was constructed by guanxi. The employees did not have work professionalism and lacked discipline. They did not show any effort to beat competition.

Hrm Strategy for Expats free essay sample

Executive Summary This study highlights problems in the preparation and selection process and hopefully will provide a HR department with a HRM strategy for any company operating internationally to select and prepare staff for expatriate management roles. The companies that prepare and select their expats effectively come in many sizes and from a wide range of industries. Yet research has shown if they follow the below general practices; the chance of success outweighs the chances of failure considerably, †¢ Assign overseas posts to people whose technical skills are matched or exceeded by their cross cultural abilities. Screen candidates’ spouses and families †¢ End expatriate assignments with a deliberate repatriation process. However when failure occurs in the international business arena the human and financial costs of failure in particular, indirect costs such as loss of market share and damage to overseas customer relationships may often be linked to poor management of expatriates. Since most expatriates work under minimal supervision in a distant location, mistakes in selection are likely to go unnoticed until it is too late. To choose the correct employee for an internation assignment the organisations should train the expatriate to prepare for their life and work abroad. Lack of training is a major cause of expatriate failure and approaches for overseas preparation would include: †¢ Visits to the host country †¢ Briefing by host country managers †¢ In-house management programs (with a focus on cross cultural adaptability) †¢ Training in local negotiation techniques (training in team building and conflict resolution) †¢ Introduction to organizations that provide personal and professional support (i. e. AMCHAM, ANZCHAM, In Touch Foundation) By management analyzing and addressing these issues companies would end up with much more loyal, culturally rich and enthusiastic international employees even when the international assignment ends. Introduction In today’s global economy having a work force that is fluent in the ways of the world isn’t a luxury. Its a competitive necessity. But international assignments don’t come cheap and are not always a guaranteed success. This study will look into a comprehensive description of what would provide the best HRM strategy for a company operating internationally to select and prepare staff for expatriate management roles. Companies increasingly operate in an interconnected world, and as mentioned well qualified people remain a crucial source of sustainable competitive advantage. The growth of international business at a time when most international organisations are under increasing cost pressures had led these organisations to take a sharp look at their policies for employees transferring from one country to another – the expatriates. An understanding of the management of these expatriates is of growing importance to new HRM strategies in the preparation and selection phase due or a number of reasons. Recent years have seen rapid increases in global activity and global competition. As the Multinational companies increase in numbers and influence, so the role of the expatriates in those companies grows in significance. †¢ The effective recruitment, selection, training and management of expatriates internationally are increasingly being recognized as a major determinant of success or failu re in international business. †¢ It is increasingly recognized that the human and financial costs of failure in the international business arena – while not so common as ometimes argued are considerably more severe than in the domestic business. In particular, indirect costs such as loss of market share, demoralization and demotivation of local staff and damage to overseas customer relationships maybe considered. There is evidence that many companies underestimate the complex nature of HR problems involved in international operations and that business failures in the international arena may often be linked to poor management of expatriates Criteria for selection of Expatriate Managers Reach has shown that the main criteria for the selection process are based primarily on the following factors:- Job factors †¢ Cultural empathy, flexibility and adaptability to cultural change †¢ Spouses and dependents situation †¢ Independence and self-reliance †¢ Leadership ability †¢ Language training †¢ Age, experience and education †¢ Motivation for a foreign assignment †¢ Physical and emotional health When a company takes into consideration the above criteria in most cases the international assignment for the expat will be a rewarding experience both for the individual and the company, however selecting the wrong person for any job can lead to failure and cost the company money. But the stakes are higher for expatriate assignments. Global projects always require extra care in handling different cultures, politics and business practices. And critical to their success is sending the right people abroad. Thats why planning is critically important in creating a successful international assignment program. Managers and HR people should be looking for and grooming candidates before a need arises. Preparation and selection In its approach to preparation and selection, an organization considers both headquarters’ practices and those prevalent in the countries of its subsidiaries. The choice of employee for an international assignment is a critical decision. Since most expatriates work under minimal supervision in a distant location, mistakes in selection are likely to go unnoticed until it is too late. To choose the best employee for the job, management should: †¢ Emphasize cultural sensivity as a selection criterion †¢ Establish a selection board of expatriates (with qualified local and expat managers) †¢ Required previous international experience †¢ Explore the possibility of hiring foreign-born employees who can serve as â€Å"expatriates† at a future date †¢ Screen candidates’ spouses and families A successful expatriate must be able to both do the job and handle(the stresses and challenges of ) a new cultural environment. Hence, the expatriate must do his job competently, learn to live comfortably in a new culture, and ensure that his family adapts as well. The companies that prepare and select their expats effectively come in many sizes and from a wide range of industries. Research has found that they all follow the following general practice. †¢ They assign overseas posts to people whose technical skills are matched or exceeded by their cross cultural abilities. Companies that select expats wisely do not assume that the people who have succeeded at home will repeat that success abroad. They assign international posts to individuals who not only have the necessary technical skills but also have indicated that they would be likely to live comfortable in different cultures. †¢ They end expatriate assignments with a deliberate repatriation process. Most executives who oversee expat employee’s view their return home as a non-issue. The truth is, repatriation is a time of major upheaval, professionally and personally, for the expats. Companies that recognize this fact help their returning people by providing them with career guidance and enabling them to put their international experience to work. Sending the right people As mentioned before, technical skill is frequently the main reason that people are selected for open posts. But managers often send people who lack the ability to adjust to different customs, perspectives and business practices. In other words, they send people who are capable but (may be) culturally illiterate. Question should be how do you weed out people who perhaps are culturally illiterate? Investigating these cultural characteristics that make an expat successful research shows the following:- †¢ A drive to Communicate. Most expats will try to communicate with local people in their new country, but people who end up being successful in their jobs are those that don’t give up after early attempts either fail or embarrass them. (Critical skills are listening, empathy, validating, confirming and consensus building) †¢ Broad based Sociability. The tendency for many people posted overseas is to stick with a small circle of fellow expats (â€Å"Expat ghetto†). By contact, successful global managers establish social ties to the local residents, from shop keepers to government officials for insight into a local market and to learn to adjust to strange unfamiliar surroundings. †¢ Cultural Flexibility. It is human nature to gravitate towards the familiar – thats why many Americans overseas find themselves eating lunch at McDonalds. But the expat who add the most value to their company by staying the duration and being open are those willing to experiment with different customs. †¢ Cosmopolitan Orientation. Expats with a cosmopolitan mind-set intuitively understand that different cultural norms have value and meaning to those who practice them. †¢ A Collaborative Negotiation Style. When expats negotiate with foreigners, the potential for conflict is much higher than it is when they are dealing with compatriots. Different cultures can hold radically different expectations about the way negotiations should be conducted. Thus collaborative negotiation style, which can be important enough in business at home, becomes absolutely critical abroad. Family Screening and Preparation Another reason and probably the biggest single reason why expatriate assignments fail is due to the spouse and children. Ask accompanying expatriate spouses anywhere in the world to identify the most overwhelming loss they feel after moving abroad and identity will likely be the near-unanimous reply. Who am I? They ask themselves this question too often lying prone on a bed in a new, unfamiliar, and half-unpacked home, overcome by depression and unable to imagine the exotic life which lay beyond the bedroom door. The spouses adjustment is one of the secret links to making any international assignment a successful one for the entire family. Virtually every study that has examined the causes of overseas assignment success finds the same thing which family and spouse adjustment are the most important factors. Too often spouses needs are disregarded, and they are left to their own devices when it comes time to move. Parents largest worry is often centered on their childs adjustment. Children, and especially teens, may be confused and upset with the anticipated changes, and feel powerless, as they are usually not the ones making the decision to leave. Below depicts the typical normal morale curves felt by both the expatriate and spouse leading up to the move and his term overseas, source by (Farnham Castle Center for International Briefing 2004) Expatriate training Expatriates are more successful when their organizations train them to prepare for their life and work abroad. Lack of training is also a major cause of expatriate failure approaches for overseas preparation would include the following: †¢ Visits to the host country – A previsit to the work location may be arranged for the Employee, accompanying spouse and children. The previsit enables the family to become acquainted with the new environment as well as to arrange for practical matters such as housing, banking and schooling of children. †¢ Briefing by host country managers – To advise the employee on their local subsidiary business related strategies in their respective organizations so that employee understand the strategies and is eager to make a great contribution to achieve them. †¢ In-house management programs – Support with tools to understand and develop engagement capabilities, e. g. ffer 360 assessment tools based on the new competency framework. †¢ Training in local negotiation techniques – Techniques and skills that can be applied to numerous circumstances when preparing an effective strategy for negotiation. Cross-cultural understanding and local practices can be a major obstacle to the effectiveness of an employee moving to another country. The ability to relate quickly and effectively with collea gues and clients and of individual family members to settle happily in a new country makes a very important contribution to long term success. Probably, especially for new young expatriats the most important aspect of expatriate training is cross-cultural training (CCT). Such training prepares an expatriate to live and work in a different culture because coping with a new environment is much more challenging than dealing with a new job. Table 1, outlines some of the popular models covered ones and give a brief description of each. Table 1. Cross-cultural training methods |Cultural Briefings |Explaination of the major aspects of the host country culture, including customs, traditions, | | |everyday behaviors. |Area Briefings |Explaination of the history, geography, economy, politics and other general information about | | |the host country and region. | |Cases |Portray a real life situation in business or personal life to illustrate some aspect of living| | |or working in the host cu lture. | |Role Playing |Allows the expatriate to act out a situation that he or she might face in living or working in| | |the host country. |Culture Assimilator |A written set of situations that the expatriate might encounter in living or working in the | | |host country. | |Field Experiences |An opportunity for the expatriate to go to the host country or another unfamiliar culture to | | |experience living and working there for a short time. | International Staffing Philosophies Examining the current different types of international staffing philosophies, they can be catogised in three different brackets. Ethnocentric staffing approach Companies following the ethnocentric approach assume the home country approach is best and that employees from other parts of the world can and should follow it. Key Managerial positions are filled with people from headquarters – i. e. parent country nationals (PCNs) and home country practices prevail. Headquarters from the home country make key decisions, employees from the home country hold important jobs, and the subsidiaries follow the home country resource management practices. Additionally with this approach, the cultural values and business practices of the home country are predominant. The disadvantages of this approach would be: †¢ Lack of opportunities or development for local managers, thereby decreasing their morale and their loyalty to the subsidiary. †¢ Unfamiliarity, communication problems, may not adapt to foreign culture Polycentric staffing approach †¢ Local managers – host country managers (HCM’s) – are hired to fill key positions in their own country. Each subsidiary manages on a local basis. A local employee heads a subsidiary because headquarters’ managers are not considered to have adequate local knowledge. Subsidiaries usually develop human resource management practices locally. With this type of approach HCNs managers are familiar with the local culture, language, and ways of doing business, and they already have many contacts in place and it is usually less expensive than transferring personnel from headquarters, but it may encounter: †¢ Difficulties with coordinating activities and goals between the subsidiary and the parent company. †¢ Loyalty may be to host country, not to the parent company Geocentric (global) staffing approach The best managers are recruited from within or outside of the company, regardless of nationality. The company that applies the global integrated business strategy manages and staffs employees on a global basis. The geocentric approach, organizations try to combine the best from headquarters and the subsidiaries to develop consistent world-wide practices. Manager selection is based on competency rather than nationality. With this type of appr oach the policy provides a rich pool of qualified and willing applicants from which to choose, which, in time, results in further development of an international executive cadre. However it may also encounter problems when:- †¢ The employee’s country does not maintain a good relationship with the host country. †¢ Locals may prefer their own citizens in key positions As Figures 1 and 2 show, there are other advantages and disadvantages to using local nationals and expatriates in foreign subsidiaries. Figure 1. Advantages and disadvantages of using local employees to staff international subsidiaries (Gomez-Mejia, Balkin, Cardy, 1995) Advantages |Disadvantages | |Lower labor costs |Makes it difficult to balance local demands and global | |Demonstrates trust in local citizenry |priorities | |Increases acceptance of the company by the local community |Leads to postponement of difficult local decisions until they| |Maximizes the number of options available in the local |are unavoidable, when they are more difficult, costly, and | |environment |painful than they would have been if implemented earlier | |Leads to recognition of the company as a legitimate |May make it difficult to recruit qualified personnel | |participant in the local economy |May reduce the amount of control exercised by headquarters | |Effectively represents local considerations and constraints| | |in the decision-making process | | Figure 2. Advantages and disadvantages of using expatriate employees to staff international subsidiaries (Gomez-Mejia, Balkin, Cardy, 1995) Advantages |Disadvantages | |Cultural s imilarity with parent company ensures transfer of|Creates problems of adaptability to foreign environment and | |business/management practices |culture | |Permits closer control and coordination of international |Increases the  »foreigness « of the subsidiary | |subsidiaries |May involve high transfer and salary costs | |Gives employees a multinational orientation through May result in personal and family problems | |experience at parent company |Leads to high failure rate | |Establishes a pool of internationally experienced |Has disincentive effect on local-management morale and | |executives |motivation | | |May be subject to local government restrictions | Conclusion Most companies use expatriates only for such key positions as senior managers, high-level professionals, and technical specialists. Since expatriates tend to be very costly, it makes little financial sense to hire expatriates for positions that can be competently filled by foreign nationals. An effective preparation program prior to any move should remove some fear of the unknown and provide up to date knowledge and skills to assist assignees and their families to make a quicker and more effective contribution in their new role. It will almost certainly prevent the necessity of an early return with all its associated costs. Companies that have learnt how to reap the full value of international assignments share a conviction that sustained global growth rests on the shoulders of key individuals, particular those with proven international experience. Companies that manage their expatriation process successfully follow two main practices that make the assignments work from beginning to end. 1. They make sure their candidates have cross cultural skills to match their technical abilities and 2. They prepare people to make the transition back to their home countries. From the repatriate perspective there is a growing recognition that where companies are seen to deal unsympathetically with problems faced by expatriates on re-entry, managers will be more reluctant to accept the offer of international assignments. Many expatriates leave their company on return, with the consequent loss of investment and expertise. Yet while it is widely accepted that the costs of expatriate turnover are considerable, few firms’ have formal repatriation programs to assist managers and their families with repatriation difficulties Companies with an effective HRM selection, preparation and repatriation strategy will retain more loyal, enthusiastic and worldly wise employees even far beyond the ending of any international assignment. References Deresky, Helen. 2006, International Management. 5th Ed, Pearson Prentice Hall, New Jersey. Brewster, Chris. International HRM: Beyond expatriation. Human Resource Management Journal; 1997; Vol 7 No. 3 Black, Steward J and Gregersen, Hal B. Harvard Business Review March – April 1999 Mitchell, R. Terence, Holtom, C. Brooks, Lee, W. Thomas; How to keep your best employees: Developing an effective retention policy, Academy of Management Executive, 2001, Vol 15 No. 4 Farnham Castle Center for International Briefing 2004