Human resources manager in international expansion

Human resources manager in international expansion ABSTRACT The worldwide dimension of Human Resources work may not have high influence in some businesses. But in some business it does posses a lot of influence. Some organizations that have world wide activities, needs to be staffed but with some different comparisons in the terms and conditions of employment. This is where the importance of international human resource management and the role of international human resource manager arise. International human resource manager must be responsible for framing new Human resources policies and strategies that gets in line with the locations ethical and religious issues for which managers need to posses both explicit and tacit knowledge. This research highlights the importance of this knowledge and its transfer from the parent country to the host country in line with the other objectives of this research. INTRODUCTION The growth of significance in International Human Resource Management originates from the augment of globalization. This substantial growth can be seen very obviously over the past half century. This term explains the propagation of international trading relations, foreign direct speculation, worldwide mergers and acquisitions, quicker and affordable transport and swift technological revolution. Amalgamation of markets multi-nationally was involved by globalization and the involvement was done on a regional level as well which is enthused by the rise of potential and authoritative markets in china, India and Eastern and Central Europe. Multinational companies are yet other visible manifestations of globalization. As companies expand domestically to a certain level they then try and expand internationally. This is when the role of International Human Resource Management comes into action. The objective of this research is to 1. Identify the role of International HR Manager. 2. To provide justification for the chosen geographical area. 3. To discuss the role of IHRM in relation to companys global involvement. The chosen geographical location for this research is India, for which the justification would be revealed during the course of the research. LITERATURE REVIEW International HRM can be defined as ‘the set of distinct activities, functions and processes that are directed at attracting and maintaining an MNCs human resources. It is thus the aggregate of the various HRM systems used to manage people in the MNC, both at home and overseas. Taylor, Beechler and Napier, 1996, pg: 960. There are various models that best explain the International Human Resource Management. These models have been put forward to illustrate how the HR function is configured. The Schuler et al. (1993) model explains us the integrative frame work of international HRM. This is a conceptual frame work that tried to record HRM activity to the diverse strategic requirements for integration and local responsiveness. Schuler et al. (1993) defines strategic international HRM as ‘Human Resource Management issues, functions, policies, practices that result from the strategic activities of multinational enterprises and that impact the international concerns and goals of the enterprise. â€Å"International Human Resource Management can also be referred to as a scrupulous type of devolution activity and spreading out of HR role. As and when an organization starts to develop its international activities, the organization inexorably sets up the degree of decentralization, but internationalization is not just a form of decentralization. This is considered to be one of the most complex forms of the same and involves different types of language, culture, economic and political systems, legislative frame works, management styles and conventions and diversification that stay within those national boundaries.† (Torrington, Hall and Taylor, 2005, pg: 695). Perlmutter (1969) proposed a model that was purely network based, illustrating the globalization of companies. This model was initially implemented in the international human resource management prose, rather than the international business field from where it originated. Kobrin (1994) ‘identified the classification in human resource management issues such as training, recruiting, selecting people and resources as the prime reason why international Human resource theorists adopt the Perlmutters model widely. Perlmutter (1969) initially defined three organizational types based on managements mindsets. They are ethnocentric, polycentric and geocentric organizations. Later he came with the fourth type of organization which is called the regiocentric organization. â€Å"THE ETHNOCENTRIC MINDSET reflects a spotlight on home country values and methods of operating. The consequence is the key positions are filled by the parent country nationals which give them a high degree of direct control over the subsidiaries. THE POLYCENTRIC MINDSET focuses on host country values and methods of operating. The key positions are filled by local employees and the parent company is less interested in homogenizing the organizational culture. THE GEOCENTRIC MINDSET focuses on global operation methods and values. These values are not nationally specific but transcend national boundaries and become almost multi-cultural. This approach involves best people for the job and the selection is done from all over the global organization. THE REGIOCENTRIC MINDSET recognizes regional operational methods and values. The organization is normally structured along regional geographic lines (e.g.: Europe, America, Asia Pacific Rim) and employees are transferred within these regions allowing certain degree of integration and recognizing regional diversity.† Perlmutter (1969). ROLE OF INTERNATIONAL HUMAN RESOURCES MANAGER The primary role of the human resources manager of a company that is expanding internationally for the first time is to formulate new HR strategies and policies based on the organizations business policy. They must keep in mind the issues in the geographical location where the company is going to operate. Those issues may be varied starting from political issues, labor issues, religious issues and diversity issues. The next important role would be the transfer of knowledge. ‘Knowledge is defined in terms of its explicit and tacit qualities (Nonaka and Takeuchi, 1995). Polyani (1962) states that ‘tacit knowledge is the one that can be articulated and explicit knowledge is something that cannot be articulated. Both these knowledge has different methods of acquisition and accumulation purposes. Lam (2000) argues ‘that explicit knowledge is mostly generated through reckoning and inference and can be acquired through learning, training reading and listening and tacit knowledge is acquired through exposure in different environments, face to face communications. Close interaction plays a critical role in diffusion of this knowledge. As per the above argument by Lam (2000), we can say that it is mandatory for an international human resources manager to posses both explicit and tacit knowledge. Explicit knowledge will help the manager in framing international HR policies and strategies based on organizational objectives. This can also be addressed to as the internal factors in international expansion. Where as the external factors include the political issues, the opportunities and threats which they might experience. This requires the manager to posses abundant tacit knowledge which is acquired through experience. To be more specific on the roles we can consider the work of Tregaskis, Glover and Ferner (2005). They examined the role of international HR networks in 13 different Multi-national companies and outlined the role of the HR manager. These include â€Å"1. Global policy development. 2. Global HR policy accomplishment. 3. Best practice conception and allocation. 4. Utilization of the distributed HR expertise. 5. Creating buy-in to policy initiatives. 6. Information Exchange. 7. Socialization of the HR community.† These roles are self explanatory and it underpins the relevant knowledge requirement of the person involved in the international setting. JUSTIFICATION OF THE CHOSEN AREA This research will proceed further based on the assumption that the UK based organization is planning to expand its operations in India. India is one of the largest democracies in the southern Asia. India draws a high level of international attention with a GDP of growth rate of 8.1 percent in the first quarter of the financial year 2005-2006. This increased from 1.9 percent in 1995 to 3.4 percent in 2004. Major growth rate can be found in the industrial and the services sector with a growth rate of 8 percent in 2005. There are quite a few challenges that the organization might have to face during its expansion in India. This is outlined by Beardwell and Claydon (2007, pg: 626). â€Å"INFRASTRUCTURE: The combination of weak authoritarian mechanisms and the improper flow of FDI which is found more in non core sectors have restricted the flow in core sectors and Energy. Wider skill up gradation seems to be essential in India for e.g., more manpower is required in the information and the communication Industry. CORRUPTION: This is another challenge that could be faced by the organization. This is the reason that the FDI flow in china is comparatively higher. The government of India has implemented the Rights to Information Act in 2005. Setting up of the vigilance commission is also an important step taken by the government. GROWTH WITH EQUITY: Despite the fact that there are more jobs being created, these jobs are in the unorganized sector with poor wages and benefits and there is less job security. But the government is taking necessary steps to improve job opportunities and enhance skills development by ensuring education for all. Beardwell and Claydon (2007, pg: 627), outlines the advantages an organization that enjoy despite the arousing the challenges. They are LANGUAGE: Advantage of wide knowledge in English language is evident in most graduates who come from across a million universities in India which makes recruiting quality candidates very easy. SKILLS: Highly skilled people from the field of software and information technology are one of Indias competitive advantages. India though highly recognized for unskilled cheap labor produces a number of graduates from the field of mathematics and science from a number of colleges. DEMOCRACY: The egalitarian nature of the Indian state provides a sustainable distribution of resources with an equitable distribution of resources and opportunities. This may help India address the challenges of poverty, inequality, low equality and per-capita income. DIVERSITY: The key to understanding the Indian context is its diversity. Managers with an experience in a diverse organization are regularly equipped to adjust as well as respond to the increasingly diverse international work place. PROSPECTS: India on description of its competitive advantage continues to gain employment within global division of MNC. The probability of this change happening is high with a projected growth of 9-10 percent which was predicted by the World Bank.† DISCUSSION AND EXAMPLES IHRM and Companys Global Involvement This discussion will mainly focus on role of IHRM in companys global involvement followed by examples of two organizations. Vernons (1996) stage model of organizational change and the steps are listed below PHASE 1. DOMESTIC: Focus is on the market, with unique products and services. ‘There are no requirements of cultural diversity and the HR needs are not demanding in international terms. I.e. expatriate assignments cross-cultural (Dunbar, ET. Al., 1989). PHASE 2. INTERNATIONAL: There is an increase in competition and international markets gain significance for profit. The HR now performs vital role in attaining control of local operations. PHASE 3. MULTINATIONAL: The product/ service reaches maturity, there is a rise in competition and a fall in price. The best people are chosen for international postings for increasing profits and the recruitment of international manager would be from those with the knowledge of parent culture. PHASE 4. GLOBAL: The previous three stages were based on hierarchical structures. This phase functions on the postulation that the business unit will need to operate in all the three phases continuously. ‘It is in this stage the demarcation between the expatriate and local managers disappears and management of dual demands of integration and local responsiveness takes place in the organization. (Doz and Prahalad, 1986). Phase I Domestic Phase II International Phase III Multinational Phase IV Global Primary Orientation Product or Service Marketing Price Strategy Strategy Domestic Multi Domestic Multi National Global World Wide Strategy Allow Foreign Clients To buy Product/service Increase market Internationally, Transfer technology abroad. Source, Produce and Market Internationally Gain global strategic competitive advantage Staffing Expatriates None (Few) Many Some Many Why sent? Junket To sell control or transfer technology Control Coordination and Integration Whom Sent? ‘ok performers, salespeople Very good performers High- potential Managers and top executives Purpose Reward Project ‘to get Job done Project and career development Career and organizational development Career Impact Negative Bad for domestic career Important for global career Essential for executive suite Professional Re- entry Somewhat difficult Extremely difficult Less difficult Professionally easy Training and Development None Limited Longer Continuous throughout career For Whom No one Expatriates Expatriates Managers Performance Appraisal Corporate bottom line Subsidiary bottom line Corporate bottom line Strategic positioning Motivation Assumption Money motivates Money and adventure Challenge and opportunity Challenge, opportunity, advancement Rewarding Extra money to compensate for foreign hardship ______________ Less generous, global packages ____________ Career ‘Fast Track Domestic Domestic Token international Global Executive Passport Home country Home country Home country, token foreigners Multinational Necessary Skills Technical and managerial Plus cultural adaptation Plus recognizing cultural differences Plus cross- cultural interaction, influence and synergy Source: Adler and Ghadar, 1990 cited on Beardwell and Claydon 2007. The table illustrated above was proposed by Adler and Ghadar, (1990), which illustrated the IHRM in relation to the companys global environment relating various aspects with Vernons model of organizational change. Examples The two organizations that will be considered as examples in this research are Barclays bank and British airways. â€Å"Barclays is a UK based organization which is expanding globally at a considerable rate. Barclays bank has been operating in India for just a span of two years. Within a short span of time they have gained the title as the most respected foreign banks of the country. This bank is led by Mark Jones, who is the Managing Director in Asia. The company has its own corporate social responsibilities. In 2008 52.2 million pounds was invested in community projects and over 57, 361 employees in over 50 countries was involved in one of them.† www.barclays.in (2009). Theoretically speaking Barclays in now on PHASE 3. THE MULTINATIONAL STAGE, as illustrated by Vernon (1996). The organization employed a director who has the knowledge of the parent culture. They have five branches across India and currently have their efforts focused on financial inclusion, entrepreneurship, and education and Helping people into Employment. The ethnocentric and polycentric mindsets of Perlmutters (1969) model best suits the companys International HR management practices because; Barclays key positions are filled by parent country nationals as well as nationals from the host country. â€Å"When considering the case of British Airways, they are slightly different from Barclays. This difference occurred because British airways are a huge organization with over 80 years of history. Though they have their hubs only in London, they have their operations in six continents and in over 69 countries and India is one of them. They serve to more than 36 million passengers every year. They believe in offering diversity, more development, better training than their competitors.† www.britishairways.com (2009). This organizations international HRM strategy can be compared in contrast with the permutters (1969) geocentric and regiocentric mindsets of the people because; they involve best people from all over the globe and at crucial stages employees are transferred within a particular region. British airways is currently in the PHASE 4 which is the GLOBAL PHASE as they are operating on all the prior three stages. CONCLUSION This research analyzed the international human resource management using a range of academic models and theories. The role of human resource manager during a first international expansion was clearly related to the knowledge transfer and the organizational strategies and policies. This research can be a useful tool for a domestic company whose future plan is to expand their business globally. After analyzing the advantages and challenges in India it gives the organization a clear picture as to what are the issues that can be expected, both internally and externally. Advantages are those which the organization must be prepared to utilize, and the challenges are something which they must be ready to face. Keeping in mind the role of the IHRM in organizations global involvement, the stages for organizational change, and the advantages and challenges they might face in the host country, the organization can really make an excellent start in their proposed geographical location. REFERENCES 1. All about British Airways, available at http://www.britishairwaysjobs.com/baweb1/?newms=info1 accessed on 24 August 2009. 2. About Barclays (2009), available at http://www.barclays.in/about/about_us.htm accessed on 24 August 2009. 3. Adler, N. and Ghadar, F. (1990) ‘strategic human resource management: A global perspective, in Pieper, R. Human Resource management: An International Comparison. Berlin: Walter de Gruyter. 4. Beardwell, J. and Claydon, T. (2007), ‘International Human Resource management, HUMAN RESOURCE MANAGEMENT: a Contemporary Approach, Edition 5, PP: 562-664. 5. Doz, Y.L. and Prahalad, C.K. (1986) ‘Controlled variety: A Challenge for Human Resource Management in the MNC Human Resource Management, 25, Edition 1, PP: 55-72. 6. Kobrin, S.J. (1994) ‘Is there a relationship between a geocentric mindset and multinational strategy? Journal of International Business Studies, third quarter: 493-511. 7. Lam, A. (2000) ‘tacit knowledge, organizational learning and societal institutions: an integrated frame work. Organization Studies, 21, Edition 3, PP: 487-513. 8. Dunbar, E., Mendenhall, M. and Oddou, G. (1989) ‘Expatriate selection, training and career pathing: a review and critique, Human Resource Management, 26, fall: 331-345. 9. Nonaka, I and Takeuchi, H. (1995) the knowledge creating company. New York: Oxford University Press. 10. Perlmutter, H.V. (1969) ‘the tortous evolution of the multinational corporation, International Organization, 51, Edition 1, PP: 1-30. 11. Polyani, M. (1962), Personal Knowledge. Chicago: University of Chicago Press. 12. Schuler, R., Dowling, P. and De Ceiri, H. (1993), ‘An international framework strategic international human resource management, Journal of Management, 19, 2: 419-459. 13. Taylor, S., Beechler, S. and Napier, N. (1996) ‘Toward an integrative model of strategic international human resource management, Academy of Management Review, 21, Edition 4, PP: 959-985. 14. Torrington, D., Hall, L., Taylor, S. (2005), Human Resource Management, Prentice hall, Edition 6; PP: 693- 778. 15. Vernon, R. (1996) ‘international investment and international trade in the product cycle. Quarterly Journal of Economics May.

Body of the Paper Essay

People see marriage as a bond between two people that involves responsibility and legalities, as well as commitment and challenge irregardless of how the ceremony took place. This concept of marriage hasn’t changed over the years. The notion of marriage as a sacrament and not just a contract can be traced from the writings of St. Paul who compared the relationship of a husband and wife to that of Christ and his church (Eph. v, 23-32). Different cultures are rich with wedding rituals and traditions. The said practices have some sort of historical and spiritual explanation amongst people with varying traditions drawn from their ancestors. A certain belief was incorporated in their culture which makes every ritual unique from one another. Nonetheless, all of them acknowledge the union of two individuals. One universally known tradition is that of the engagement ring. It is a ring that is given prior to the wedding ceremony which means that two people are engaged and are scheduled to be married soon. This custom can be dated back to the ancient Romans. It is believed that the roundness of the ring represents eternity. Therefore, wedding rings symbolizes a union that is to last forever. It was once thought that a vein or nerve ran directly from the â€Å"ring† finger of the left hand to the heart (Wedding Traditions 2008). The objective of this paper is to review wedding rituals and traditions being practiced by people across cultures. More specifically, we will look into the rich and unique wedding practices observed by the Filipinos, Chinese and Hindus. Moreover, we will study the significance of each wedding ritual for every culture and why it is part of their tradition. Body of the Paper A wedding ceremony is celebrated in recognition of the union or so-called â€Å"marriage† of two people. It may be performed by either a highly-respected religious elder or a government-sanctioned officiator. Marriage generally creates commitment between the individuals involved and also with their extended families in most cases. Throughout history, and even today, families arrange marriages for couples. The people involved didn’t and don’t have much to say about the decision. Most couples didn’t marry because they were in love but for economic contact. People marry for various reasons—it may be one of the following: public declaration of love, wants to gain legal, social and economic stability, formation of a family unit or legitimizing sexual relations. Some marriages involved a bride price wherein the groom or his family will give money or a present to the brides family; some required dowry where the bride’s family will be the one to offer money and gifts to the groom’s family, few had underwent some sort of dating or courtship for some time, but most of us are generally accustomed to our own traditions (Wedding Traditions 2008). In this paper, seven wedding rituals across different cultures will be discussed. Egyptian, Korean, Lebanese and Libyan wedding traditions will be reviewed. Specifically, the Filipino, Chinese and Hindu wedding rituals will be studied in details and will be compared. Weddings in Egypt are huge family events irregardless of their social status. Even in this generation, some of them still hold the significance of customs and symbols to the celebration. Al-zaffah is a slow procession performed by the couple’s family and friends. It is accompanies by music until they reach the reception hall. Also, the henna party called laylat al-hinna is still an important tradition to them. Egyptian weddings are celebrated with a strength that comes from the respect of family bonds. Like other couples, they also wish for a happy married life. In Korean wedding ceremonies, wild geese is used as a symbol of faithfulness. The groom’s father will throw red dates at the bride for fertility and good luck. In addition to that, cotton seeds, red beans and salt are thrown by their neighbors to drive evil spirits away. Three days after the wedding, the bride will be sent to the groom’s house. There, the bride then crosses a sack of grain and burnt straw to wish for a good harvest. In Lebanese weddings, roses are generally used. The bride then wears bangles and tiara on the wedding day. The new couple will serve ghoraibi to their guests as a symbol of the bride’s purity. Their weddings are inspired by rose petal shaped chocolates and white butter cookies. Libyan weddings ceremonies are Islamic in nature and is generally presided by an imam. At the bride’s house days before the actual wedding ceremony and reception, the marriage contract is already being signed. At the reception, the couple doesn’t eat with their guest. Rice and candy are showered on the bride. a. Filipino Marriage Gone are the days of arranged marriage (kasunduan) and shotgun marriage (pikot) where individuals, the bride and the groom, had no choice but to obey and comply with their parent’s wishes of them getting married. However, the Filipino style of courtship (ligawan) and suitor’s serenade (harana) have been lost over the years, too. These so-called traditional courtship styles have been reduced to dating. SMS messages and emails are means of communication of single men and women in today’s generation, and Filipinos have their way of adapting to these changes. Though these rituals have vanished as time passes by, engagements and wedding practices are still pretty much the same. Despite these revolutionizations, the essence of marriage remains in Filipinos—that is having the purest and sincerest intentions, respect for the elders and spiritual devotion. a. 1 Filipino Wedding Customs In early times, Filipino groom-to-be threw his spear at the front steps of his future home, which is said to be a sign that the bride has been spoken for. Nowadays, a ring is used as a symbol of engagement. a. 2 The Engagement Pamanhikan is an activity done by Filipino families where the groom and his parents visit the bride’s family to ask for her in marriage. In this event, wedding plans are included in the said activity participated by both families. The plan includes the discussion of guest list and wedding budget. Usually, the groom-to-be is seen to run some errands around the bride’s house. Paninilbihan is the tradition where the groom-to-be renders service to his future wife’s family to gain their approval (Celeste, T. 1997). a. 3 The Ceremony The wedding ceremony lasted for three days during the pre-colonial days. On the first day the couple was brought to the house of babaylan (priest) and will join hands over a plate of raw rice and give blessings to the couple. The priest will then prick the chest of both the bride and groom and draw a little blood on the third day. They then will join hands and proclaim their love for each other three times. The couple will be fed with cooked rice by the priest on the same plate and will give them a drink with some of their blood mixed with water. Binding the couple’s necks and hands with a cord, the priest will then declare them married. Today, most Filipino weddings are performed as Catholic weddings though some native ritual still remains. Sponsors are special people chosen by the couple to act as their witnesses. Thy can be godparent, counselors or relatives. Secondary sponsors will take charge to some special parts of the wedding ceremony such as the candle, cord and veil ceremonies. Lighting the candle symbolizes the joining of two families and representing Jesus Christ as the light of their married life. Placing the veil over the bride’s head and groom’s shoulder symbolizes that the two individuals are joined or unified. The cord, which is made of a decorative silk cord called yugal, in a form of figure eight, is placed in the couple’s shoulders symbolizes everlasting fidelity among the bride and groom. Arrhae or 13 coins which are blessed by the priest is given by the groom to his bride as a sign of his commitment, dedication to his wife and future children’s welfare (Filipinafiancevisa. com 2001). b. Chinese Marriage Chinese wedding is a ceremonial rite within Chinese folks wherein marriage is established by pre-arrangement between families. In short, the spouse-to-be of sons and daughters in Chinese families are determined by their parents. Within the Chinese culture, romantic love is prohibited and a monogamous relationship is common among citizens. Between 402-221 B. B. , Chinese marriage started to become a custom. Though the country China has many geographical as and is filled with extended history, generally there are six rituals to be followed, known as the three letters (request letter, gift letter and wedding letter) and six etiquette (proposal, birthdates, bride price, wedding gifts, arranging the wedding and wedding ceremony). Before modern age, women and not allowed to choose the person they will spend the rest of their lives with. Marriages were chosen based upon the needs of reproduction and honor as well as the needs of the husband and father-to-be (The Chinese Historical and Cultural Project 2001). b. 1 Chinese Wedding Customs Ancient Chinese believes in destiny. In prehistoric times, the gods tie a red string around the ankles of a man and a woman who will be a couple in the future. The Chinese tradition of determining their destiny is through their parents. The parents of the groom will write the bride’s eight characters which her year month, day and hour of birth and will then be placed in their family altar. After three days and nothing unfortunate happened in the family, it is a sign that the match is approved. The same ritual is performed by the bride’s family. If the match is granted, the celebration begins (About. Com 2008). b. 2 The Engagement Twelve gifts were exchanged by both parties to seal the couple’s marriage agreement. Chopsticks are famous engagement gift symbolizing the wish for sons. Usually, the family of the groom sends a whole roast pig to the bride’s house. In olden times, the bride’s family will send back the pig’s head and hind portion showing that everything has a beginning and an end. The wedding announcement in China is done by the groom providing special cakes to the bride’s family for it to be sent to family and friends. b. 3 The Ceremony Firecrackers are used to drive away evil spirits and are fired upon the arrival of the bride to the wedding ceremony. In a traditional Chinese wedding vow, the couple will kneel before an altar with offerings such as roast pig, ducks and chickens decorated with red candles. With cups tied with red strings, the bride and the groom will then sip wine as a sign of their vow. They will then cross their arms, exchange cups and drink again. The sharing of wine symbolizes the harmony of their married life together. After the event, the bride will serve a cup of sweet tea to each member of the groom’s family (The Chinese Historical and Cultural Project 2001). c. Hindu Wedding Sanskit is the language used for most holy Hindu ceremonies. One of which is the Hindu wedding. Traditionally, Hindu weddings are conducted in this language, thought not always. They have many wedding rituals that have evolved over the years and are different in many ways from the modern western wedding ceremony. The Hindu marriage ceremonies vary in different regions and according to family traditions. The Hindus give a lot of emphasis and significance to marriages and the ceremonies are very colorful and extend for several days. However, modern Hindu weddings are much shorter and do not involve the traditional ceremony that lasted for days. Also, some of their rituals are being altered. Instead, ceremonies are chosen by the couple’s family depending in their family tradition and class. Therefore, ceremonies differ among various ethnic groups that practice Hinduism. Generally, the wedding is conducted under a canopy with four pillars and a sacred fire in the middle of the altar which serves as the witness of the ceremony (National Association of Wedding Ministers 2008). c. 1 Hindu Wedding Customs In Old Hindu wedding ceremonies, the whole family participates in the ceremony, from nephews and nieces to the couple’s siblings. Moreover, the mothers of the groom and the bride play a special part of the entire celebration. c. 2 The Engagement The priest visits the bride’s home to recite reading and prayers so as to bless the wedding a few days before the formal wedding ceremony. On the evening before the wedding the groom will come over to the bride’s house and the bride’s family will welcome them with a small ceremony. Sometimes, the bride’s mother will be offering a gift to the groom’s mother. During this activity, the couple is not allowed to meet. If they see each other, it is believed that it will bring bad luck to their marriage (National Association of Wedding Ministers 2008). c. 3 The Ceremony The bride is escorted to the canopy by her maternal uncle. On the other hand, the groom is accompanied by the best man and a young girl whose role is to keep him alert by shaking a metal pot filled with coins. The entire ceremony is divided into three parts. The Kanyadaan is the first part where the bride’s parents will wash the couple’s feet with milk and water to cleanse and purify them for a new life together. The Hastamelap or known as the joining of the hands, the couple’s hand are joined together. The priest will then chant some verses in their holy scripture then a loop pf white raw cotton will be placed around the couple’s shoulders to symbolize their bond. A small open fire is lit in the center of the place. The bride’s male relatives will be called to lead the couple to walk around the fire. The number of times that they will walk around the fire will depend on the village they came from. In the southern state of Kerala, couples walk around coconut blossoms instead of a fire. In the couple’s hands are grains of rice, oats and leaves which symbolizes the blessings of good health, prosperity, happiness and wealth. At the end of the ceremony, rose petals are sprinkled to the couple to ward off evil spirits by the groom’s brothers. When the entire ceremony is over, the bride will feed her groom with mouthful of Indian sweets to show her responsibility to cook and take care of him and their children. In turn, the groom does the same act to show that he will provide her needs as well as for their future family. After the rituals, the relatives are invited under the canopy to place red dots in the couple’s foreheads and sprinkle them with rice grains to wish for a long, happy and prosperous knowledge together (Triveni Wedding Cards 2007). Discussion Marriage has been a very significant event among men and women. It symbolizes the union of two souls as well as recognition of the bonding of individuals in the presence of a minister or a government-sanctioned officer. In addition to this, wedding rituals have made cultures across nations rich and unique. These rituals exemplify their beliefs and lifestyles which explains some psychological theories. This paper primarily focuses on wedding rituals of Filipinos, Chinese and Hindus. The Egyptian, Lebanese, Libyan and Korean wedding styles and traditions were also reviewed. They differ in a way that is shows or portrays their traditions, however everyone has a common goal and that is to present how two individuals are joined and unified. That is, the need to express and acknowledge the joining of two souls, in the eyes of God or a government officiator for the recognition to be legalized. Filipino rituals only show how Filipinos value and respect their family’s approval for their soon-to-be spouse and that spiritual cleansing is important as a commitment and devotion to one’s lifetime partner. Valuing family ties can be observed to all Filipinos. Moreover, this concept can be seen in Filipino’s way of living—that they are still attached to their own families though they already have a family of their own. Chinese, on the other hand, believes in destiny and marriage is pre-determined. Their practices and beliefs show the Chinese way of living. Chinese nowadays are known to bloom in the business field, and from what was discussed in this paper, their marriage also depends on one’s economic stability. In addition to that, their rituals show the wealth of every Chinese family showing their capability to build and sustain a family. Lastly, the rituals of the Hindus show more of their spirituality. Driving evil spirits and wishing for happiness, wealth, prosperity and good health are some of the elements significant in the ceremony. Their ceremonies are usually colorful which indicates their lifestyle. Also, since family members and relatives play an important role in the festivity, it shows how significant family togetherness is to them. Having seen and discovered various rituals from different cultures, it clearly illustrates the diversity of people’s beliefs and traditions. It appears that every ritual and practices observed in different nations shows a historical, spiritual and psychological background that explains their lifestyles. Historical in the sense that these practices are drawn from their ancestors and are still practiced nowadays. Spiritual, because they honor and ask blessings from the gods that were introduced in their culture. Moreover, these rituals have specific meaning that will result to spiritual empowerment for the married couple. And lastly psychological, because there are certain reasons why people get married depending on their background and culture, how they choose the person to marry and the effect of their marriage in their future together. In my own point of view, further studies should be recommended for more explicit explanations of reviewed traditions and practices. In addition to that, results or outcomes should be recorded to analyze the accuracy of certain rituals that are observed. This may be helpful for further developing traditions as to giving more fruitful effects to couples who are soon to be married. In this case, comparison will be avoided to whether what culture is more rich and meaningful; rather respect for every culture’s belief will be promoted. Though such recommendations may seem tedious as to disrespectfully changing one’s belief and modifying a certain culture, acquiring these ideas may also help elevate people’s lifestyle as well as establishing a more logical and significant culture. References About. Com 2008. Chinese Marriage since 1950s Retrieved on March 14, 2008 from http://chineseculture. about. com/library/weekly/aa112200a. htm Celeste, T. 1997. Filipino Wedding Rites. Retrieved on March 14, 2008 from http://www. snoopydude. com/wedding/filipinowedding. htm Down, J. 2002. Chinese Wedding. Retrieved on March 17, 2008 from Newsfinder 2002, Culture Section. Ehow. com 2008. Wedding Customs and Traditions. Retrieved on March 14, 2008 from http://www. ehow. com/information_1329-wedding-traditions-customs. html? ref=fuel Filipinafiancevisa. com 2001. Filipino Wedding Traditions. Retrieved on March 14, 2008 from http://www. filipinafianceevisa. com/FilipinoWedding. htm Finch, P. 2007A Filipino Wedding – What To Expect Retrieved March 17, 2008, from http://ezinearticles. com/? A-Filipino-Wedding—What-To-Expect&id=821770 Huanxing Q. and Zhongmin L. 1999 Unique Chinese Customs in Hui’an, Fujian Province Retrieved on March 17, 2008 from Xindeco Business Information Company Kasal. com 2006. Despedida De Soltera. Retrieved on March 14, 2008 from http://www. kasal. com/html/rr/fili/fili5. html Morgan, P. J. Weddings in Egypt. Retrieved on March 17, 2008 from Saudi Aramco World, pages 34-39 National Association of Wedding Ministers 2008. Hindu Wedding Ceremony. Retrieved on March 14, 2008 from http://www. aweddingministers. com/ceremonial_mat/hindu_wedding. htm Persian cultures 2007. Wedding in different culture. Retrieved on March 14, 2008 from http://www. coxformat. co. uk/images/_backup/wedding-in-different-culture. html The Chinese Historical and Cultural Project 2001. Chinese Wedding Traditions. Retrieved on March 14, 2008 from http://www. chcp. org/wedding. html Triveni Wedding Cards 2007. Hindu Wedding Ceremony. Retrieved on March 14, 2008 from http://www. weddingcardshoppe. com/Hindu_Wedding_Ceremony. htm Wedding Traditions 2008. Wedding Traditions and Folklore. Retrieved on March 14, 2008 from http://www. vfwpost1503. org/wedding_traditions. htm Xing Q. H and Zhongmin 1998 Lu Wedding Customs Northern Shanxii Retrieved on March 17, 2008 from Folk Customs of China

Drug Abuse And The Drug Industry - 1836 Words

Over the past years, we have seen that there is an increasingly amount of people that are taking some sort of prescription drug. Most people take them because their doctor has prescribe the medication, but also because people tend to feed off of what s being told to them through the media. Propaganda through advertising has even influenced consumers, convincing them that they may have a certain medical condition, just in order for the buyer to get the drug prescribed. But when does the line cross on prescription drugs? When does it become abuse? In this paper I plan on describing why drug abuse and addiction to prescription drugs is growing in our society and how the pharmaceutical drug industry is feeding off it, and how it effects normal people like us. According to the NIH (national institute of drug abuse) â€Å"prescription and over the counter drugs (OTC) are commonly abused by Americans 14 years old and older† (NIH). Most medications prescribed by doctors have a mind altering effect, furthermore becoming addicted if taken for other reasons than what the drug was intended and or prescribed to do. The most common abused drugs are opioid pain relievers, stimulants for treating Attention Deficit Hyperactivity Disorder (ADHD), and central nervous system (CNS) depressants for relieving anxiety. The most commonly abused OTC drugs are cough and cold medicines. (National Institute on Drug Abuse†). Prescription drug abuse, while most common in the US, is a problem in many areasShow MoreRelatedThe Drug Of The Pharmaceutical Industry1081 Words   |  5 PagesThe birth of pharmaceutical industry has increased the longevity of our lives in society and eradicated diseases such as chicken pox and hives, but has created an addiction to prescription drugs in America. The concept of prescription has made society to believe that taking pharmaceutical drugs comes without a consequence. Though these drugs come with consequence, the positive effects of the pharmaceutical industry helped eradicate diseases that would be a potential threat to our lively hood in today’sRead MoreDrug Testing In Schools. The Topic Of Random Drug Testing1490 Words   |  6 PagesDrug Testing in Schools The topic of random drug testing has been a very controversial one, especially in the last few years. RSDT (random student drug testing) made a rise in popularity after being legalized by the United States Supreme Court in 2006. This ruling made testing students who participate in extracurriculars or drive to school able to be tested for illegal drug abuse. This court decision is like many others in the aspect that some strongly agree and others heavily disagree. One sideRead MoreEssay about Views on Alcohol and Drug Abuse733 Words   |  3 PagesAlcohol and drug abuse among the youth and the adult population is a growing social problem in the United States. The teenage population is very influential to when around its peers. With peer pressure and social roles, teens tend to try and be like the person they look up to, and will do just about anything to look and seem cool in an effort to fit in. Adults tend to turn to alcohol and drugs due to life experiences, such as getting laid off of a job,a death of a family member or friend, or simplyRead MoreWorking Under The Influence Case Study796 Words   |  4 Pagesalcohol or taking drugs. While doing such things can be fine when an employee is at home, these substances have no business in the workplace. Being under the influence at work can cause accidents, less production, tardiness or absenteeism, poor decision making, theft, and much more (â€Å"Drugs†, 2015). Employers can combat these problems by utilizing drug testing programs, establishing anti-drug abuse policies, and establishing an Employee Assistance Program. 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Drug test ing can reduce the company’s health care and insurance costs. Even though drug testing has become common in the workplace, there is little research that exists regarding this matter. Overall, drug testing affectsRead MoreSex Is A Tricky Subject1451 Words   |  6 Pagesattached to sex. People who work in the sex industry face harmful stigmas that cause our society to believe that jobs in the industry are not viable career choices. People in sex work are demonized as whores or drug addicts, thought of as less intelligent, and thought of as victims. These jobs are viable career choices; there are a variety of people who work in the sex industry with a variety of experiences, many of them positive. People who work in the industry, though looked down on, are objects ofRead MoreDrugs in the Music Industry1199 Words   |  5 PagesDrugs in the Music Industry The Music World-glamorous, fast paced, and a world most of us will never be part of. But if we knew what it entailed, would we still want to be? The whole world seems to be building itself around drugs more and more every day, and music industry isn t immune. In fact, music is one of the most influential art forms of today s society, and drugs, especially to today s youth, just add to the attractiveness of it all. In the last two or three years, drugs, especiallyRead MoreShould Drugs Be Legalized?1005 Words   |  5 Pages Drugs are upon the most controversial topics in the world, they are known for many reasons for bringing evil among the communities. They affect lower class families who struggle to make living in the world. The drug trade industry has lead politicians to corruption, because it makes them have more power. Drugs have made a huge impact in today’s society, although people will argue and agree that drugs can make the world a better place if they were just to be legalized. If drugs were to be legalizedRead MoreIntroduction Of Drugs And Alcohol Essay1392 Words   |  6 Pages Introduction to Drugs and Alcohol 2 Overview 2 I. Workplace Factors 3 II. Workplace Performance Behavior 4 III. Workplace Role 5 RECOMMENDATION 6 Workplace Policies and Drug Testing 7 Policy and Regulations on Alcohol and drug abuse 7 Employee Education/Health Promotion 8 Works Cited 9 â€Æ' Employer’s Guide for a Drug-free Workplace Introduction to Drugs and Alcohol In order to understand drug and alcohol use, it is important to be clear about what we mean by the terms ‘drugs’ and ‘alcohol. Alcohol

technology and the workforce Essay - 837 Words

Should we hold back technology to protect the unskilled workforce? Since the beginning of time, people have made and used tools to make everyday life simpler. The car was a major breakthrough for transporting people as well as goods and services. The conveyor belt also helped production rates for manufacturing, allowing the work force to finish goods almost 10 times faster. The workforce benefits with new technology, some may argue that new technology hurts the workforce. Colleges and universities provided the necessary training for potential employees to be able to embrace technological changes. Vocational training also provides potential employees with the tools needed to survive the technological changes. It is important to note that†¦show more content†¦Student loans are also difficult to obtain and interest rates are high too. Furthermore, some students are not encouraged to attend college, based on their family environment and socioeconomic status. While everyone may not be able to go to college, more people are able to attend than b efore. Many high schools offer vocational trainings and programs that allow students to obtain trades and skills, without even having to go to college, which allows them to be successful in the workplace. Computer technology is one of the most common advancements in the workplace. Many school systems post homework on-line and require students to regularly use Microsoft Office. It should be mandatory that high-school curriculums teach the latest technologies, so the students are prepared to enter the workforce, whether or not they attend college. The younger generation also uses cell phones, tablets, and MP3 players, so their ability to adapt to change happens socially as well. Technology is constantly changing (Weiss et al 10), so just because someone goes to college and is considered â€Å"skill,† a new advancement may quickly make them unskilled. We should not hold back technology from the workforce just because employees are â€Å"outdated†. If we would have held back making and producing the car, car technology would not be as advanced as it is today. The conveyer belt helped us in the production of goods. If we didn’t have the conveyer belt, whereShow MoreRelatedTechnology Changing the Workforce835 Words   |  4 PagesTechnology and social change go hand-in-hand with the advancement of the workforce society within the last decade. Thanks to new technological breakthroughs emerging on a regular basis, the way we view employment has changed drastically compared to those of years before us. Dating back to the 1400s, Johan Gutenberg revolutionized the world as we know it today by developing the printing press. Today, we take such things for granted but it is writing that makes it possible to spread knowledge,Read MoreTechnology And The Future Workforce Essay1457 Words   |  6 Pagesinto it, Adaptation is a must. Eventually, we as a species will become like our devices. The future workforce must be able to open their minds to what achievements can be made when technology and nature are no longer separate. The boundaries of what we can do will be pushed in the future and those working in it will need to know how to operate within this new set of boundaries and the new technology and regulations that will be acquired as well. Many people will become makers. They will also be ableRead MoreEssay on Technology Changing the Workforce818 Words   |  4 Pages Technology and social change go hand-in-hand with the advancement of the workforce society within the last decade. Thanks to new technological breakthroughs emerging on a regular basis, the way we view employment has changed drastically compared to those of years before us. Dating back to the 1400’s, Johan Gutenberg revolutionized the world as we know it today by developing the printing press. Today, we take such things for gra nted but it is writing that makes it possible to spread knowledge, communicationRead MoreImpact Of Computer Technology On The Future Of Workforce1260 Words   |  6 Pages11IPT Term3 Essay: Impacts of Computer Technologies in the Future of Workforce Since the very first automatic computer has been invented in 1941 by Konrad Zuse (Lexikon Services, 1982), information technology has brought many benefits to our lives, and also altered the nature of work and enterprise to the extent that most jobs in the developed world to involve computers. In the future, with new information technology features that will be introduced, many jobs would be either reduced or turned intoRead MoreThe Impact of Information Technology on the Workforce of the Future3258 Words   |  14 PagesPreface The Impact of Information Technology on the Workforce of the Future To determine the impact of information technology on the workforce of the future, I conducted a study using an historical perspective on the use of information technology in the workplace and by the workforce. This study also considered recent trends in workforce management such as telecommuting, globalization, outsourcing, and off-shoring activities. The results of this study revealed that technological advances in officeRead MoreImpact of Technology and Workforce Diversity on Corporate Sector4032 Words   |  17 PagesImpact of Technology and Workforce Diversity on the Corporate Sector | Keerthi Purushothaman III B.A. Corporate Economics 10CEM28 | Introduction With the onset of globalization, the corporate sector has transformed in many ways. It has adopted new work policies and adapted to new technologies. The impact of technology and workforce diversity on corporates is an area of growing importance. In a multicultural nation such as India, workforce diversity has a huge impact on business. WithRead MoreHow Technology Has Hindered Our Workforce2615 Words   |  11 PagesToday’s workforce is filled with a plethora of new technology that was not exposed to the world before. A lot of these technological devices were seen with hopes to possibly make life easier for both personal and work life, which sounds great for employers (Palmiere). With so much technology around and with a generation of tech savvy people he question arises of whether or not people have become less productive in the workforce. With people checking their phone very often, and with so many socialRead MoreThe American Workforce Today : The New Age Of Innovation An d Technology Essay1217 Words   |  5 PagesIn the American workforce today, organizations most commonly use a hierarchy system of employee roles and authority, descending from the CEO all the way to line workers for the company. This traditional system has provided a framework and has been a staple for commerce, leading to great advancement of societies around the world. This system of management has provided structure for great opportunity, but with technology advancing faster every day in a modern world hungry for innovation and efficiencyRead MoreHow The Flexibility Of Women During The Workplace Is A Social And Structural Issue1511 Words   |  7 Pageswomen in the workforce, women’s rights, and equal opportunity should be key factors when determining them. Kathleen Christensen, recognized for her expertise on work-family issues and workplace flexibility states that flexibility of women in the workplace is a social and structural issue (sloan.org). Structural and Socia l issues as they pertain to flexibility of the women in the workplace needs to start with review of history. History has become a vital role in changing the workforce due to many analyticalRead MoreHow Human Resource Planning Is Different From Manpower Planning? Essay1494 Words   |  6 Pagesachieve its goals. This is a process, which continuously runs in an organization. It adapts the change, which means that it keeps on changing its strategies so as to meet the uncertain conditions in an organization. Its main aim is maintain quality of workforce; therefore it requires skilled and experienced employees. Aim of Human Resource Planning: - †¢ Identify Business Strategies, needs and conduct job analysis †¢ To avoid manpower shortages or surpluses. †¢ To enhance and develop the skills of the employees