The 'colored revolutions' of Eastern Europe and their success factors Essay

The 'hued unrests' of Eastern Europe and their prosperity factors - Essay Example The populist upheavals of 1989 in Central and Eastern Europe have been marked as the finish of the third wave of overall democratization that impelled in Spain and Portugal in the mid-1970s. It is unquestionably charming to see the breakdown of the Soviet region as fragment of an all inclusive crumbling of totalitarianisms. This sentiment clearly biased how the equitable changeover in Eastern and Central Europe has been seen in the West (as the finish of history) just as by a portion of its characters. Ten years after, in any case, even with far reaching Western efforts at majority rule government headway, the vote based current has rather pulled back, leaving a portrayal of achievements in Central Europe (alongside in Latin America and sections of Asia) offset by obstacles in the previous Soviet Union and the Balkans (however also in China and the vast majority of Africa) (Jacques, 2000). Body The assessment of the outcomes of local changes for the neighborhood arrangement of global dealings should happen from the ramifications of the primary elements and methods, which framed the post-soviet space plan in the most recent decade. The first among these is the methodology of state and country organizing in the Afresh Independent States. New political pioneers in the past Soviet states had a specific picture of their state-ventures which, as a law, secured Euro-Atlantic desire and, in all actuality, disconnected relations with Russia also joint effort in the post-Soviet area from the rundown of powers in their international strategy plans. Besides, these targets, alongside the variances in Europe and its limit, stemmed in the interest of outside troupes in the post-soviet area - US, EU, NATO, and the Western European nations, and, some neighborhood on-screen characters, for example Poland, Turkey, China, , and so forth. The third on-screen character in the post-Soviet locale was Russia, which was essentially irritated by the appearance by the previously mentioned impacts in its Immediate Abroad, as Moscow had its own genuinely disparate vision for the extension of this area (Samokhvalov, 2005). Assessment of the second upsurge of fair advancement in Eastern and Central Europe’s â€Å"color revolutions† has slanted to underscore on essential factors, for example, locale scattering, administration strategy, and well known showing. Anyway it might be uncertain to name the post-socialist tyrannical throughputs the region has seen as a feature of a â€Å"surge†; prolonged term factors, for example, state and occasion capacity and the intensity of a country’s relationship toward the West may captured shed light on why certain countries have watched such upsets while others have not (Way, 2008). The conversation on the shading upheavals is for the most part about the near hugeness credited to scattering versus certain primary operat ional elements. Among these highlights is the sum and impact of Western power, which varies subject to the level of association with Western Europe just as the United States. In the short affiliation past Soviet states, local powersâ€particularly, the solid suit of the obligatory state and political partyâ€

Organizational Behavior Essay Example | Topics and Well Written Essays - 1000 words

Authoritative Behavior - Essay Example This is an especially intriguing subject to talk about because of the way that it permits the peruser and the expert to see that paying little heed to the size, extension, or conspicuousness of the firm being referred to, key authoritative provokes keep on raising their heads and cause hazardous circumstances for the people that make up these associations. It is the expectation of this writer that such an investigation will have the option to distinguish a portion of the key minutes at which an alternate result could have been acknowledged than the one which the understudy has just related inside their examination of the authoritative issues that unfolded. Key Questions: Right off the bat, concerning the execution of the new information the executives and stock framework, the understudy didn't make any make reference to of earlier preparing that became effective preceding the beta test rendition being discharge for far reaching use inside the office. Despite the fact that this may have just been an oversight, the truth is that trying to execute such a wide and larger authoritative change without first looking to coordinate this with the investors as trainings and joining with the information the board administration, such a methodology nearly ensures the hierarchical challenges that the understudy includes characterized inside the primary areas of the report. Also, an auxiliary issue that comes into view from a survey of the report that the understudy submitted is the absence of premium that different workers inside the unit communicated concerning endeavoring to coordinate with and become familiar with the framework before being directed to go to tr ainings on the theme. In spite of the fact that it is reasonable that these representatives may not all be proactive in trying to get information that would eventually make their occupations simpler over the long haul, the way that there was no notice of the craving by any of the people inside the stock control division to try to become familiar with the program that at last has such an amazing effect upon the productivity of their essential assignments. The third and last part of hierarchical technique and the board that was of enthusiasm inside the piece had to do with the way that the investors inside upper administration inside Nokia took into consideration the issues to be shown for a significant stretch of time (roughly one month) preceding trying to give an improvement to them. This is interested because of the way that the understudy takes note of that the segment regions of the firm depended vigorously upon the stock administration and control viewpoints so as to follow and satisfy current needs (Wen et al, 2011). One is left to ask why, if the association depended so vigorously upon such a part of the procedure, it was left to opportunity to decide the methods whereby the new framework would be incorporated and comprehended by the people being referred to. Suggestions: Finally, the peruser should endeavor to draw in a comprehension of the various methodologies that could have considered a progressively smooth and easy joining of the new framework into the work process and lives of the individual investors being referred to. Concerning the first that has been examined, it is agonizingly clear that the association and the investors could have played a progressively dynamic job in trying to incorporate with the product bundle before it being constrained upon them (Lindberg and Foss, 2011). The conversation that has been incorporated inside respects to the instance of Nokia infers a few of the hypotheses of hierarchical that have been talked about so far in the course work. Initially, the butterfly impact hypothesis is completely incorporated because of the reality

A Study On Communicative Teaching Education Essay

At last, when we figure out how to pass on using our imprint semantic correspondence we do it obviously in light of the fact that we are associated with a setting that utilizes this etymological correspondence so we become acclimated to talk it in a short clasp non by larning syntactic guidelines at the same time, as Nunan communicates we gain proficiency with a phonetic correspondence â€Å" as a powerful asset for the innovative movement of intending†¦ we have to isolate between cognizing grouped linguistic guidelines and having the option to use the guidelines strongly and appropriately when pass oning † . ( 1989 ) At the point when we need to larn another etymological correspondence unique in relation to the imprint one there are numerous techniques or assaults that we can use, every one of them for a similar expectation: Communicate. The informative guidance assault emerges from the disappointment of numerous instructors that are non content with the sound lingual technique since language structure is hard to larn and students get exhausted in classification since they do n’t happen the existent open help company of the new semantic correspondence. Since the students were larning how to develop an ideal sentence they did n’t hold the chance to design existent imparting. This technique concentrates more on the motivation behind convey and less in the ideal way to talk in light of the fact that the understudies need to happen some way to show what they need to state. This assault utilizes exercises that mimic existent life condition of affairss and urges the understudy to design the new semantic correspondence discourse creation it and happening the way to offer hugeness to their words without the need of an ideal language structure. In these exercises the understudies can work in supports or gatherings where they can happen criticism from their classmates so they feel less apprehensive on the grounds that they end up in a benevolent setting. These exercises are all the more fascinating for the understudies since they can use their ain contemplations and they do n’t hold to decipher or repeat words to larn, so they keep persuaded. They can take the way to show their considerations dependent on the person who is tuning in to them what's more on the setting that they are working in. Other than this technique is useful for the educator on the grounds that there is more flexibleness to do exercises that appear to be progressively similar to a game giving students a loose and joy condition where they can happen answers from their couples. Moreover, the examination of the understudies is situated in measure up the capacity to pass on in a correct way. An open schoolroom is extremely uproarious on the grounds that the students must be associated with exercises where they can talk and tune in to their classmates. In addition, they can stir stand up and they can be voyaging so the class is non stifling. Thusly, they gain affirmation and they feel comfortable talking the new semantic correspondence. The understudies have the obligation of their ain securing and the educator demonstrations progressively like an attendant and a perceiver. The informative strategy depends on a few guidelines. One of the most utilized rundown of rules is David Nunan ‘s ( 1991 ) which portrays that: It places complement in the conveying in the outside phonetic correspondence over the connection. It presents existent messages in the situation of procurement. It offers opportunities to the understudies to accept about the obtaining system and non just about the phonetic correspondence. It offers significance to the students ‘ individual encounters as components that they add to the obtaining of the schoolroom. It attempts to relate the etymological correspondence learned in the schoolroom with exercises acknowledged out of it. In this manner, the understudies are larning like in the existent life from their encounters what's more from the encounters and criticism from their classmates. In addition, they are larning to use the semantic correspondence in recreations of everyday condition of affairss, so they are obtaining achievements to open introduction in a cultural and social existent setting using an ordinary etymological correspondence non an ideal one like the one utilized in books. The students other than figure out how to hold coherency when they are conversing with do their sentences understandable and significant. In this kind of schoolroom the students work in supports or gatherings so they can have the option to better their collaboration whit others mirroring an existent situation holding a connection that permits them to negociate an examine vulnerabilities. Is of import the continuous utilization of the imprint semantic correspondence, here is the place the teacher goes about as a delegate ov ersing that the understudies do n’t talk in their local phonetic correspondence so as to hold an existent example during the exercises. The students does n’t hold to act in a particular way, when a mistake happens the understudies are non rebuffed, on the other hand of that the educator raters to respect the expert articulation and great elocution. Also, in certain exercises the students are allowed to take what to state and they other than can take the simplest way to state it. Along these lines the student can create plans to larn and quantify without anyone else. Another of import point is that the students have the chance to show their sentiments and feelings so they feel comfortable in classification since they believe they are doing an of import part for the procurement strategy. This strategy utilizes a push to energize the existent imparting however is non correctly the equivalent. It ‘s of import that the students use what they realize in schoolroom when they are out of it. In different techniques the main motivation behind securing is decipher words and sentences and larn an ideal language that occasionally is kind of pointless in existent life, is smarter to larn how to have confidence in the new phonetic correspondence so the understudies do n’t hold to decipher before talk, losing clasp and persuasiveness. At the terminal, the hugeness is the thing that issues the most. At the end of the day what is of import is the substance of the sentence, non the way to state it. The central procedure in this strategy is to do exercises that advance conveying between life partners. It ‘s of import to hold a longing of imparting doing requests and offering answers to propel duologue holding a ground or a subject to talk about. The educator can put the subject or give the students opportunity to take it, hence the understudies have an open plan. Some of the time exercises in the open schoolroom can look unbelievable on the grounds that students are just imagine ofing condition of affairss furthermore on the grounds that the teacher is to a great extent of the clasp following to them which non happens in existent condition of affairss. To maintain a strategic distance from this hindrance, the teacher can try to use increasingly existent stuff like magazines, books, games, and so on. I believe that this technique can be utilized in a student focused schoolroom where the vast majority of import individual is the understudy and all the exercises are engaged to better the open introduction of the researcher getting close to existent life condition of affairss. As far as I can tell as student I have had the chance to analyze open exercises and I really like them since little by little I ‘m less reluctant to talk and to do mistakes supposing that I ‘m wrong typically I have input from my classmates or from my educator. Other than this strategy makes me experience progressively intrigued by the new etymological correspondence, English in this occurrence since I like to use it non just in the schoolroom however in my existent life. I would wish to use this strategy in my classifications to do them greater joy and fascinating what's more to make an agreeable domain with my understudies. Notices: Wikipedia ( 2009 ) Metodo Comunicativo [ Website ] Available from: A ; lt ; hypertext move convention:/es.wikipedia.org/wiki/M % C3 % A9todo_comunicativo gt ; [ December 2009 ] Nunan, David. ( 1991 ) . Planing endeavors for the informative schoolroom. Cambridge Language Teaching Library [ Online Book ] Available from: A ; lt ; hypertext move convention:/books.google.com.mx/books? id=NSlMZp9XkHoC A ; dq=david+nunan % 2Bcommunicative+teaching A ; lr= A ; source=gbs_navlinks_s gt ; [ December 2009 ] Harmer, Jeremy ( 1991 ) The example of English Language Teaching. Longman.Longman Printing New York. Support, Tricia ( 2000 ) Teaching and Learning in the Language Classroom. Oxford University Press Library [ Online Book ] Available from: A ; lt ; hypertext move convention:/books.google.com.mx/books? id=VG8NuoGgKJYC A ; dq=hedge+tricia A ; lr= gt ; [ December 2009 ] A Study On Communicative Teaching Education Essay At last, when we figure out how to pass on using our imprint etymological correspondence we do it obviously in light of the fact that we are engaged with a setting that utilizes this semantic correspondence so we become acclimated to talk it in a short clasp non by larning syntactic guidelines at the same time, as Nunan communicates we gain proficiency with a phonetic correspondence â€Å" as a unique asset for the inventive action of intending†¦ we have to isolate between cognizing arranged linguistic guidelines and having the option to use the guidelines strongly and appropriately when pass oning † . ( 1989 ) At the point when we need to larn another semantic correspondence not the same as the imprint one there are numerous strategies or assaults that we can use, every one of them for a similar expectation: Communicate. The open guidance assault emerges from the disappointment of numerous instructors that are non content with the sound lingual technique since sentence structure is hard to larn and students get exhausted in class since they do n’t happen the existent open help enterprise of the new etymological correspondence. Since the understudies were larning how to build an ideal sentence they did n’t hold the chance to design existent imparting. This strategy concentrates more on the motivation behind convey and less in the ideal way to talk in light of the fact that the students h

How to Breathe Life Into Your Characters According to David Sedaris

Best-selling author and humorist David Sedaris uses real people from his real life to create compelling characters in his nonfiction writing. Whether you’re writing a first-person collection of essays like David, or short stories with fictional characters, learn how to create memorable characters using physical appearance, mannerisms, body language, and personality traits.

Obama and Lincoln - Similarities and Differences

Financial Statement Analysis and Stock Valuation of Oxy

INDIVIDUAL ASSIGNMENT FIN202 | | TOPIC: Financial statement analysis and stock valuationLECTURE: PHAM LIEN HASTUDENT: HOANG MY LINH ROLL NUMBER: FB00073 CLASS: FB0609 - FPT University | | Contents I. INTRODUCTION 2 1. Main production 2 2. Segment market 2 3. Vision 2 4. Strategy business 2 II. Analysis 3 1. Common – size finance statement 3 a. Common – size balance sheet 3 b. Common – size Income statement 5 c. Ratio 6 d. Dupont 7 2. Competitor 7 III. Analysis of company’s stock 8 1. Stock 8 2. Grow rate 8 3. Require rate of return 10 4. Intrinsic value of stock 10 I. INTRODUCTION 1. Main production Occidental Petroleum Corporation (OXY) engages in the†¦show more content†¦y Plant and Equipment | | 45,684,000 | 76.08% | 36,536,000 | 69.68% | 31,137,000 | 70.40% | Goodwill | | | | | | | | Intangible Assets | | | | | | | | Accumulated Amortization | | | | | | | | Other Assets | | | | | | | | Deferred Long Term Asset Charges | | | | | | | | Total assets | | 60,044,000 | 100.00% | 52,432,000 | 100.00% | 44,229,000 | 100.00% | Liabilities | | | | | | | | Current Liabilities | | | | | | | | | Accounts Payable | 7,854,000 | 13.08% | 7,213,000 | 13.76% | 5,597,000 | 12.65% | | Short/Current Long Term Debt | | | | | 239,000 | 0.54% | | Other Current Liabilities | 93,000 | 0.15% | 612,000 | 1.17% | 655,000 | 1.48% | Total Current Liabilities | | 7,947,000 | 13.24% | 7,825,000 | 14.92% | 6,491,000 | 14.68% | Long term Debt | | 5,871,000 | 9.78% | 5,111,000 | 9.75% | 2,557,000 | 5.78% | Other Liabilities | | 98,000 | 0.16% | 115,000 | 0.22% | 136,000 | 0.31% | Deferred Long Term Liabilities Charges | | 8,508,000 | 14.17% | 6,897,000 | 13.15% | 5,886,000 | 13.31% | Minority Interest | | | | | | 78,000 | 0.18% | Negative goodwill | | | | | | | | Total Liabilities | |Show MoreRelatedDamodaran Book on Investment Valuation, 2nd Edition398423 Words   |  1594 PagesINVESTMENT VALUATION: SECOND EDITION I will be putting my entire second edition online, while the book goes through the printing process - it will be available at the end of the year. This may seem like a bit of a free lunch, and I guess it is. I hope, though, that you can do me a favor as you go through the manuscript. If you find any mistakes - mathematical or grammatical - could you please let me know? It would help me ensure that the typos do not find their way into the final version. ChapterRead MoreApache Case Essay4043 Words   |  17 Pagesï » ¿Team 1 Table of Contents Executive Summary Oil Gas Industry Analysis Apache Managing Risk Analysis Porter 5 Forces Model Conclusion Appendix Executive Summary Apache Corporation is one of the world largest independent energy companies in the world, and is headquartered in Houston, TX. Apache has gas exploration and production company with operations in six countries, divided into seven operating regions which are Canada, Egypt, AustraliaRead MorePetrobras9596 Words   |  39 PagesEvaluates Pecom If you live in our neighborhood, you ve got to look at Argentina. It s going through a major crisis today, but it is the second largest market in South America.1 — Francisco Gros, CEO, Petrobras Joà £o Nogueira Batista, Chief Financial Officer of the Brazilian firm Petrobras, reflected on Gros’s words as he prepared for a Board of Directors meeting in July 2002. The main item on the Board’s agenda was the proposed acquisition of an Argentinean firm, the Perez Companc Group, orRead MoreMedicare Policy Analysis447966 Words   |  1792 PagesRelated to Medicare Parts A and B Subtitle D—Medicare Advantage Reforms Subtitle E—Improvements to Medicare Part D Subtitle F—Medicare Rural Access Protections TITLE II—MEDICARE BENEFICIARY IMPROVEMENTS Subtitle A—Improving and Simplifying Financial Assistance for Low Income Medicare Beneficiaries Subtitle B—Reducing Health Disparities Subtitle C—Miscellaneous Improvements TITLE III—PROMOTING PRIMARY CARE, MENTAL HEALTH SERVICES, AND COORDINATED CARE TITLE IV—QUALITY Subtitle A—Comparative

Children with Capacity for Criminal Responsibility

Question: Discuss about the Children with Capacity for Criminal Responsibility. Answer: Introduction: In this case, there were two half- brothers who are involved in the offence, and at the time of offence complainant aged almost 6 years and 9 months whereas appellant aged almost 11 years 9 months. At the time of first offence, both the brothers were alone at home and there was no supervision of adult when elder brother grabbed the younger one and held him down. Elder brother put his hand on the mouth of the younger brother when younger brother crying and protest. Elder brother try to intercourse with the younger brother, and ceased to intercourse when feels that adult is returning to the house. Similar offence committed by elder brother when adult was not at home and both the brothers are alone at home. However, these facts are not in the question. The main issue was whether prosecution successfully proved that elder brother, being 11 at that time was aware that his actions were seriously wrong in a moral sense. At the age of 17 and 18, the elder brother was assessed by the trial judge on the basis of disabled range of intellectual functioning, and trial judge found that his intelligence level was very low. Trial judge held that circumstances surrounded at the time of first offence proved without any reasonable doubt that presumption had been rebutted, and trial judge also stated that at the time of second offence presumption had been rebutted. The sole and material issue for trial judge was whether prosecution successfully rebutted the presumption that the appellant in this case was doli incapax. Circumstances surrounded at the time of offence which satisfied the trial judge that appellant committed the offence after knew that his act was seriously wrong. Therefore, appellant was sentenced to an effective sentence imprisonment of the period of two years and five months with a non-parole period of 10 months. The Court of criminal Appeal agreed with decision made by trial judge, and Court stated that understanding of appellant that his actions are wrong at the time of first offence would also inform him at the time of second offence that his actions were wrong this time also. Grounds of appeal: The issue entertained by trial judge in this case was whether prosecution successfully rebutted the presumption that the appellant in this case was doli incapax. Trial judge was satisfied that the appellant committed the offence after knew that his act was seriously wrong, and The Court of Criminal Appeal agreed with decision made by trial judge. Appellant appeal in the High Court against the decision of The Court of Criminal Appeal, and this appeal was allowed by the High court on the ground that there was lack of criminal responsibility in case of offenders less that age of 14 years. Both the offences committed by offender at the time when his age was 11 to 12 years. It is general presumption that offender under the age of 14 years was not responsible because of crime committed by him. A child offender who was under the age of 14 years is not responsible for the crime committed by them, but exception is there which stated that offender under the age of 14 years is responsible for his or her offence if sufficient evidence are there to prove that offender was aware that his actions are seriously wrong, and his act is different for naughtiness and mischief. Procedural history: Reasons provided by trial judge: At the trial, use of condom by appellant was considered as the sufficient evidence to presume that appellant has the capacity to understand the moral wrongness of the act conducted by him at the time of offence. Trial judge does not give much preference to the evidence of condom for the purpose of determining whether the presumption related to doli incapax of the appellant was rebutted. His honor further stated that appellant was of very low intelligence at the time of offence. However, His Honor was satisfied that circumstances surrounded at the time of offence clearly stated that appellant clearly knew that his conduct was not right. Trial Judge consider various circumstances such as force used by appellant, appellant place his hand on the mouth of complainant, complainants evident distress, ceased to conduct intercourse when adult returned at home, and instruction made by appellant to complainant for not disclosing anything. The Court of Criminal Appeal: each member of the Court of Appeal rejected the contention that reasons provided by trial judge for second offence was unreasonable. Johnson J agreed with the reasons provided by Johnson J because he considered the difference between the knowledge related to moral wrongness of action and whether action is merely considered as naughtiness and mischief. In this both the parties considered the use of condom by appellant. On the behalf of the appellant, it was stated that behavior of appellant was sexualized but he did not realized that his conduct was seriously wrong. Prosecution argued on the behalf of this statement and stated that use of the condom is the clear evidence which shows the appellant's "preparation for, and knowledge of, wrongdoing. Argument on behalf of the appellant: On behalf the appellant, argument was stated that behavior of appellant was sexualized behavior but at the time of offence his age was only 11 and he is not able to realize that his conduct was seriously wrong. Appellant further stated that his act was merely the act sexual play, and its common for childrens to engage in such play and keep such act secret. Action conducted by appellant was beyond ordinary childish sexual experimentation, but this does not state that he understood his conduct was seriously wrong. Argument stated by respondent: Prosecutor stated that act of appellant cannot considered as the act of childish sexual experimentation because circumstances surrounded at the time of offence clearly shows that appellant clearly know that his act was morally wrong such as condom used by the appellant shows that he knows that his action was seriously wrong. Decision made by High Court and reasons for decision: High court allowed the appeal filed by appellant against the decision made by the New South Wales Court of Criminal Appeal on the basis of presumption that if age of the offender was less than 14 years then there was lack of criminal responsibility. Therefore, Court unanimously allowed the appeal made by appellant. The plurality of Judges that was Kiefel, Bell, Keane and Gordon JJ, held that presumption was not rebutted by the prosecution because they does not produce sufficient evidence to prove that appellant is understood the moral wrongness of the act even in case of intellectual limitations. However, conduct of appellant was beyond the ordinary childish sexual experimentation but this fact cannot be considered as appellant knew his act was morally wrong and does not considered as naughty or mischief act. Evidence related to use of condom by appellant was important and ought not to have been ignored by the appellant judges and they stated appellant at the age of 11 years have complete knowledge of anal intercourse and need to use condoms, and such things clearly state that appellant has complete knowledge of what is right and wrong. He knows how to use sexually explicit materials or had been abused. Finally, it is not possible to assume that child of 11 years and 6 months understands that inflicting hurt and distress on sibling results in serious wrongdoing, and evidence is also need which shows that there was lack of consent and observation of brothers distress. Evidences are also not there which shows development, upbringing, and school performance of the appellant because of his intellectual limitations because of which it is not possible to conclude that he is aware about the seriousness of his act. Gageler J allowed the appeal on the fact that whether evidence provided at the trial was not sufficient to prove that appellant understood that intercourse was serious wrong as per adult standards. Transcript presented by police after several years showed that behavior of appellant was not considered as normal childish behavior and he is able to understand that he get punishment if someone sees him. Other evidences related to mental capacity of the appellant shows the clear difference between the intellectual disability of the appellant and evidence related to cognitive development at the time of commitment of offence. Consequently, capacity of appellant to understand his actions were seriously wrong by normal adult standards was an unanswered question, and therefore evidences do not support the findings of trial judge related to guilt. References: Time base, RP v The Queen [2016] HCA 53: Children with Capacity for Criminal Responsibility, https://www.timebase.com.au/news/2016/AT04028-article.html. Accessed on 23rd March 2017. Austlii, Supreme Court of New South Wales - Court of Criminal Appeal, https://www.austlii.edu.au/au/cases/nsw/NSWCCA/2015/215.html. Accessed on 24th March 2017. Austlii, High Court of Australia, https://www.austlii.edu.au/au/cases/cth/HCA/2016/53.html. Accessed on 24th March 2017. Melbourne Law school, RP v The Queen, https://blogs.unimelb.edu.au/opinionsonhigh/2016/12/21/rp-case-page/. Accessed on 23rd March 2017. High court, HIGH COURT OF AUSTRALIA, https://eresources.hcourt.gov.au/downloadPdf/2016/HCA/53. Accessed on 24th march 2017. High Court, RP v THE QUEEN [2016] HCA 53, https://www.hcourt.gov.au/assets/publications/judgment-summaries/2016/hca-53-2016-12-21.pdf. Accessed on 24th March 2017.

The Most Significant Inventions of the Second Half of XX Century free essay sample

It is difficult to value the role of scientific invention of the second half of XX century. But we shouldn’t forget that it is would have been impossible without countless ideas and inventions which mankind had made before. Every minute of our life is history in the making. Nowadays technical progress is developing so fast, that people who lived 50 years ago even couldn’t imagine our modern way of life. They couldn’t realize things, which is widespread and habitual for us. Today’s events can soon enter history books as well. As for me, it is difficult to pick out three the most important inventions from inventions which are not less important than them. So I think that the most significant inventions and events of the last 50 years are: invention of computer, internet and the latest discovery is cloning, which has been made not long ago, in 1997. Our century is a century of developing informational connection. We will write a custom essay sample on The Most Significant Inventions of the Second Half of XX Century or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When Charles Babbage invented the first calculating machine in 1812 he could hardly have imagined the situation we find ourselves today. Computer becomes like a brain of human but the only thing it cannot do is to feel. Nowadays computers play a huge role in our day-to-day life. They simplified our life a lot. Importance of computers increased rapidly. They help housewives in the kitchens and in systems of air traffic control. This invention resulted to other discoveries, like internet and cd-rom. Also a lot of new professions appeared, like programmer and system administrator. Internet was created in the 1969 as the result of a secret project in the USA. However, the internet, in the way we understand it was invented in CERN, in 1980th. Nowadays the internet connects nearly all parts of our planet. With the help of the internet we can visit museums and art galleries, learn the latest news, prepare home assignment. Also The Internet is used for communication. We can send e-mail and chat with friends and people all over the world. And do many other activities without going out from our homes. In 1997 English scientists managed to create an exact biological copy of a sheep. This method was named cloning. This success led to tough debates in society. Cloning can made a revolution in agriculture; scientists will start cloning the best specimens of plants and animals. It can be useful in medicine. It will be possible to grow new organs to help ill people, to cure many diseases. Also cloning can use for saving animals which are in danger of extinction. But on the other hand, scientists know very few about in. We don’t know how it will influence on people. I think we live in a very interesting period. There is a rapid progress of technology and science, so by the end of, for example, 2020 our life will have changed greatly. Nearly every day scientists make new inventions. And more over that we don’t even know what it is going to be tomorrow. I believe mankind stand on the threshold of even greatest discoveries.

Protagonist How to Write a Kickass Main Character Readers Will LOVE

Protagonist How to Write a Kickass Main Character Readers Will LOVE Main Character: How to Write a Kickass Main Character Your Readers Will Love Readers will show up to your metaphorical yard for a good storybut they will come back for a good protagonistAnd well teach you how to write a main character your readers will love, root for, and even cry for.You have the story you want to tell. You know exactly how to write the novelhowever, youre not sure how to make your protagonist stand outsThe reason why so many popular books are a series of books (other than the author wanting to make a living writing several books). We all want to see the next adventure of a character we love.At some point, if you like the character enough, you stop caring what they are even getting up to (almost) and you just want to know more about them and their life.Think of any engaging character you’ve encountered in the past decade. These characters could have stopped after one go, but they keep coming back with new and interesting things to do. Sometimes they engage in stand-alone stories, other times their continuing adventures are part of the overall story structure that shows off their growth over a series.Here are some examples of great protagonists:Harry PotterSpidermanJack ReacherTony StarkThorKatniss Everdeen from Hunger GamesTobias Kaya of The Saviors ChampionAnybody that survives an episode of Game of Thrones†¦How to Write a Good Protagonist Your Readers Will RememberNot every character is worth coming back for. The staying power of a character comes from more than simply surviving the plot (though that usually helps).You need to do intense character development and give them some special quality and/or make them likable. In other words, make them kickass.While that is easier said than done, it isn’t too hard to do. Here are six ways to put some kick in your character.#1 Make Your Protagonist LikablePeople like to spend time with likable characters. Much like in real life, the off-putting people tend to get skipped over and left to the side.Think of any Tom Hanks character in any of his romantic comedies. He always plays a likeable guy, a guy you’d happily have over for dinner, spend the day with, hang with.His charisma and charm extend from there, making his characters in dramas more approachable.In the same way, if your make a character likable and personable, the reader will stick by them in the tough spots. They will care about the events that happen because they like the character. Consider the way a slasher flick sets up the characters. You know from the introduction who is going to survive the night and who isn’t. The heroes (usually a couple) stand for the same values as the audience. They are kind, good, and moral. They look out for their fellow characters in times of danger.A likable character sticks up for the little guy and adds a human quality to their supporting cast, even when that cast isn’t remotely human.When a character feels like a guide, it makes the reader feel safe. Especially in horror or thriller stories, you want the reader to be more excited to turn the page and see the next scene than they are hesitant.Examples of these likable main characters include: Harry PotterLeonard in the Big Bang TheoryJon Snow in Game of ThronesCaptain KirkTobias Kaya in The Saviors Champion#2 Make Them FunnyNot quite the same as likable and not quite the opposite either. Funny characters can get away with more than unfunny ones, but they can get annoying if pushed.Like any good joke, timing and delivery matter.Biting wit and a jocular look at the dangers all around make for some memorable character moments. Make writing dialogue for this type of character worth some outbursts of laughter and you’ll have your reader turning the pages with gleeful delight.Funny isn’t just jokes consisting of set up and punchline. You definitely don’t want to rely on a string of catchphrase utterance, no matter how much a Groot might work on occasion.The essence of wit is brevity. Quips work when they are insightful but also come from a real place. Be extra careful in establishing the backg round of a metacharacter. Deadpool’s humor doesn’t fly in all stories at all times.Funny can also mean awkward or accidentally funny.Think Ron in Harry Potter. He doesn’t mean to be funny†¦ he’s awkward, but in a lovable, hilarious way and we love him for it. The falls into trouble and falls back out of it style of character goes way back to Greek comedies. The setup for a comedy of errors relies on a likable fellow getting in over their heads and trying not to make a mess as they work it out.Examples of funny characters: Starlord and Rocket Raccoon in Guardians of the GalaxySherlock Holmes in the latest rebootsTyrian Lannister in Game of ThronesSimon Pegg’s Scotty#3 Make Your Protagonist PowerfulA character that lacks the ability to affect the world around them becomes tiresome. We want heroes challenged, sure, but we also want to know they can succeed. That when faced with the dangers of the plot and the villains they have a shot that, when it comes down to it, they can kick some ass.Tony Stark isn’t just a billionaire. He’s a billionaire genius. Take away his armor and he’s still a beloved figure with money, brains, fame and the awareness to point it all that out, if pressed on the subject.The reason we love underdog characters is because they are secretly the most powerful. They have the power to rise up and supersede the challenges, they just aren’t there yet. The likable, funny exterior makes you root for a character, but you want them to win in the end because they are better than the competition.If your character is a lawyer, they’re the best lawyer in town. If they are entering an academy to become a pilot, they are on the path to be the best pilot.A powerful character (ie- the best at something) garners respect from the reader. Remember to keep the character likable, a powerful character that uses their power to do harm becomes a villain. Redemption arcs aside, you want to avoid both a snotty character and a character that can’t be challenged.Powerful doesn’t mean perfect. One of the bonuses of being great at something is that people are quick to forgive them some of flaws. Tony Stark is arrogant. We forgive him that because there is a good reason why he’s arrogant.Genius characters can get away with being antisocial, wholesome characters can be naà ¯ve, and effective characters can be forgiven some moral grey areas.Unless you are writing noir, you want to keep the positives outshining the negatives. That balance can flip a bit for antiheroes (ie Deadpool, John Wick) but often takes a darker world to be effective.#4 Give Your Protagonist Trouble and ConflictConflict makes character. Conflict that stems from the characters internal conflicts leads to a different emotional response than conflict that stems from inevitable outside forces.Case in point, we immediately feel sorry for Jack and Rose because we know the Titanic is going down and there isn’t anything that either character could do to avoid that fate. We feel a lot less for Superman and Batman in their Doomsday fight when they need a device they casually tossed aside an hour ago.The more a conflict resonates with the reader, the more they can identify with the character. While saving the world from the terrible forces of an overwhelming alien order is fun, it isn’t relatable. It isn’t the kind of thing you are likely to face in a day.You personalize it by bringing it down to the granular. You make it about a particular personal loss, not all the losses.Examples of great conflict with protagonists:We empathize with Harry Potter because he’s an orphan, not because he’s a wizard in the wrong world.We understand what it’s like not to be believed, not so mu ch dying and being resurrected by magic like Jon Snow.We want to make a difference like Hawkeye, knowing that what we do matters even if we aren’t Thor level powerful.Be warned: there is a difference between the reader empathizing with a character and pitying them.Jack and Rose are good people enjoying life. They make the most of their last days.Harry Potter is a school kid trying his best. He (almost) never wallows in self-pity over his trials and problems.Thor loses his hammer and his eye. He makes jokes about his problems while trying to solve them instead of giving up.#5 Give Them Diverse CharacteristicsCharacter’s shouldn’t be one dimensional cardboard cut-outs. You want to make them rich and full.To this end, you don’t need to stick to one technique.As the preceding examples overlapped quite a bit, you see that mixing and matching works better than solo applications.Mix and match your protagonists characteristics like these examples: Tony Stark is powerful, likable, and funnyHarry Potter is likable, in a situation that’s relatable but outside his controlKirk is likable, often in danger outside himself, and has the skill to outpace his faultsYou don’t want to overdo it. A character that is trying to be too many things can become cluttered and confusing. Sometimes this is a result of the Superman problem, you can’t directly challenge a character designed to be too good.Flaws make for an anchor for a reader to project themselves into a character. Also, nobody likes a story where the plot dictates the effectiveness of the character from page to page.You also don’t want to alienate an audience by creating a dreaded Mary Sue (which is a perfect character who can never do wrong)†¦Leave room for flaws in your protagonist like these examples:Tony Stark is arrogant and a drunkHarry Potter lacks self-confidence and doesn’t get the girlDeadpool has cancer, is a jerk, and can’t seem to dieThe Cast of Game of Thrones is all too mortal, and largely unprotected by plot armor#6 Avoid Making a Passive CharacterA common mistake of first-time writers is to make characters reactive, otherwise known as passive.And you know just how much passive voice is a no-no in writing, passive characters are also frowned upon.While they might need to roll with the punches when they first splash into the deep end, you want them to drive the action soon after.A great character is proactive. They take charge, make a plan, and attack a problem with their skills and supporting cast.O ften, you can use the above techniques to define their approach to proactivity.Here are some questions to ask in order to learn how to avoid a passive character:Do they face their problems with a joke?Do they enlist the help of their cast of friends?Do they solve it with their power?Do they solve the problem by acknowledging that any effort matters because where they find themselves is not their fault?Keep in mind what fuels your character and they will always have a way to move forward. Not only that, the reader will be rooting for your charter as well.Great characters come from relatability and impact a reader by appealing to what we like to think about ourselves. A likable character engages a reader and can be a vector into a strange world.Likable characters humanize conflict and give readers a reason to care.Funny characters use their quips and whit to attack problems and keep the darkness at bay. We like to leave our fiction with a good feeling and jokes are how we cope with the worst of our issues.Powerful characters embody proactive approaches. A reader likes to see a character succeed and likes to know what a character is capable of so they can be in on the action, not blindsided by troubles and des ex machina.A reader likes to see real conflict. That is conflict that matters to a character and challenges the character. They don’t like to see pity and interpersonal wallowing.Think of your character like a friend. Do your best to advocate for them but remember that they aren’t you. Keep writing and let your characters speak for themselves.Start Writing a Bestseller Today (FREE class for you)This training isnt for everyone.If youre serious about writing a great fiction book that sells well (and consistently), then we have something for youIts your free training to take you from blank paged to published author!

Role of secretariat of the United Nations Research Paper

Role of secretariat of the United Nations - Research Paper Example Workers hired on a contract for less than a year sum up to around 30000 from 180 states. The Secretariat ascertains general guiding principles and offers overall regulation to the Organization. Its headquarters are situated in New York, with regional offices all over the world. Table of Contents Introduction The United Nations Secretariat - a global workforce functioning at duty stations all over the world - performs a number of tasks for the Organization. It facilitates the other major bodies of the United Nations in administering the plans and strategies. The role played by the Secretariat is as varied as the issues that the United Nations faces. These issues include, but are not limited to; (1) managing peacekeeping functions, (2) arbitrating global arguments, (3) studying fiscal as well as societal drifts and difficulties, and (4) organizing forums on constitutional rights and sustainable growth. Secretariat staff is also responsible for regularly updating the media regarding the work of the United Nations; arrange international discussions on subjects of global distress; and understand speeches and translate documents into the official languages (English and French) of the Organization (Meisler, 2011, p. 21). From the time of its foundation, the Secretariat has gone through extensive restructuring. During the first quarter of year 2005, Secretary-General Kofi Annan recommended quite a lot of transformations for the Secretariat. He declared his targets of hiring a technical consultant, forming a peace-maintaining support group, set up a cabinet-style executive system, and make the conciliation task stronger. He moreover requested the legislative body to (1) provide suitable finances for a â€Å"one-time staff buyout† (Zacklin, 2010, p. 102); (2) to support him in modifying budgetary as well as human resources regulations; (3) to give the Secretary-General additional decision-making power as well as flexibility; (4) to support the ‘Office of Int ernal Oversight Services’; and (5) to evaluate all directives that are more than five years old to notice whether the activities concerned are still actually required or whether the funds allocated to them can be transferred latest emerging challenges. Hypothesis Recently, the Secretariat of United Nations is becoming more and more involved in global peacekeeping issues and this increased involvement modifying the core operations of the organization. The Evolving Role of UN Secretariat The role of the UN Secretariat is generally administrative and incorporates the translation of papers in addition to the organization of conferences. It guarantees that the UN as well as its agencies operates efficiently. Besides, the Secretariat can as well intervene in global arguments and study fiscal and social drifts. It is also in charge for correspondence with the media. The Secretariat is formed â€Å"exclusively of civilians (approximately 250) and has some 40,000 staff members around the world† (Negroponte, 2012, p. 122). As international civil servants, employees and the Secretary-General respond to the United Nations only for their actions and take a pledge not to look for or accept orders from any Government or external power. According to the Charter, â€Å"each member state undertakes to respect the exclusively international character of the responsibilities of the Secretary-General and the staff and to refrain from seeking to influence them improperly in the discharge of their duties†

The ethical appraisal of the scientific paper which is about placeobo Essay

The ethical appraisal of the scientific paper which is about placeobo uploaded - Essay Example This paper discusses one such experiment conducted on live human subjects with use of a sham acupuncture device and an inert pill (composed mostly of starch and colored blue); the objective of the experiment was to determine the placebo effects and also measure how its supposedly enhanced effects can possibly alter the course of the ailment, which was persistent arm pain (upper extremities) due to repetitive use strain injury (Kaptchuk et al. 1). Issues on ethics are examined in the way this experiment was conducted, selection of participants, how informed consent was obtained, and other related ethical issues which might adversely affect them. In terms of selection of potential participants, the study was conducted in an ethical manner as all selected participants were willing to join the study; this means participation was voluntary, and they can opt out at any time they want at any period during the study. Further, all of them were informed of the probable side effects (pain aggravation for acupuncture and dryness of the mouth, dizziness, sleepiness and restlessness for amitriptyline) and so informed consent was properly obtained all throughout the recruitment process (ibid. 2). A study physician was always assigned and present for the duration of the research study to ensure safety of subjects, such as if they ever experienced nocebo or any side effects whatsoever. Moreover, the study authors intentionally shortened the run-in period from the original four weeks to two weeks to minimize any possible harm that might result if the participants were deprived of actual treatment for longer periods. However, an ethical ques tion is always raised by the use of placebo treatments, because the sick participants were deprived of the treatments that could have cured them of the disease or at least minimized their pain or symptoms. This was actually what happened, as several participants within the

Negative Feedback Essay Example for Free

Negative Feedback Essay Negative feedback is the process by which the outputs tend to reduce the inputs, which causes the system to stabilize. It is found in many functions that organisms carry out on a daily basis, most notably homeostasis. Negative feedback can be seen during the menstrual cycle, during days 5-10 oestrogen levels slowly rise, this increase causes the release of the hormones FSH and LH to be inhibited. Also in low concentrations progesterone has a negative feedback effect on FSH, this means that more follicles cant be stimulated during the second half of the cycle. Moreover, once levels of progesterone are high, it inhibits the production of the hormone LH, meaning the corpus luteum is no longer stimulated to make progesterone, so it could be said that progesterone effectively turns itself off unless pregnancy occurs. Negative feedback can also be witnessed in childhood growth, the pituitary gland produces thyroid stimulating hormone, which is used to create the materials necessary to grow. The amount of TSH produced is controlled by negative feedback. Homeostasis, or the maintenance of a constant internal environment is also mainly controlled by negative feedback. For example, thermoregulation works because if the temperature falls below normal the body will initiate a response such as shivering, however as the temperature returns to normal the corrective mechanism will be reduced. Similarily negative feedback also controls Osmoregulation, if osmoreceptors detect change in the concentration of the blood, for example it may be too high the hormone ADH is released which targets the distal convulated tubule, causing it to become more permeable to water so that more is reabsorbed into the blood, reducing the concentration. Negative feedback is also a crucial part of controlling blood glucose levels, for example if the islets of Langerhans detect a fall in blood glucose levels, the alpha cells release glucagon, which in turn activates the conversion of glycogen to glucose within cells so it can be released in to the blood. As the levels of glucose in the blood increase the amount of glucagon released will decrease until it reaches normal. Negative feedback is an essential process that helps regulate many of the processes that enable us to live.

Isolation in A Rose for Emily Essay -- essays papers

Isolation in A Rose for Emily The year is 1852, Emily Grierson has just been born into the small town of Jefferson. A town she will soon discover has distinct hierarchial differences and social classes that are to be followed by everyone in her community. However this same community and the values which it holds will eventually be a key factor in determining Miss Emily's madness. "A Rose for Emily", tells the story of a woman who fails to live up to her high reputation and fitting in a community where almost everyone knows each others business. William Faulkner lets the reader into the life of Emily Grierson from two different key perspectives, man and woman. The men represent respectful affection towards Emily, while the women are just plain curious and enjoy gossiping behind her back. In this story Faulkner reveals how a community's actions, or in this case, lack of action can contribute to one's madness. Faulkner opens "A Rose for Emily" with a lengthy fifty-six-word single sentence that shows the community's reaction to her death and describes the scene through gender differences. Although both men and women attend the funeral, they do so for very distinct reasons. Faulkner writes, "When Miss Emily died, our whole town went to her funeral: the men through a sort of respectful affection for a fallen monument, the women mostly out of curiosity to see the inside of her house, which no one save an old manservant- a combined gardener and cook- had seen in at least ten years" (p.52-53). With this initial passage we see what motivates the townspeople to attend Emily's funeral. Although the men attend the funeral to show a sort of respectful affection, the reader gets the feeling that the men have attended because th... ...uses to enter. It is safe to say that there are a large number of factors that help contribute to Miss Emily's madness. Her father's over controlling relationship, is not a healthy one and does not really prepare her for dealing with relationships in the future. However, when her father dies she does not receive the support she deserves from the community, simply because of her high patriarchal status. She is not regarded as a real person, who has feelings just like anyone else, instead she is put on a pedestal that she can not live up to and like an old fallen monument she leaves the people of Jefferson behind, without having a friend or someone that even cared about her. Maybe if someone would have come to her in her time of need she could have received the help she desperately needed and maybe she might have lead a fulfilling, normal and enjoyable life.

Buddhism vs Jainism

There are great differences as well as similarities when comparing Buddhism and Jainism. The major difference that stands out to me would the doctrines of these religions. Mahavira and Buddha parted ways over doctrine differences. Mahavira and Buddha were powerful and charismatic in the eyes of society. They both obtained the amazing skill to convince and influence which are extremely important in start-up religions. Naturally, these two religions often disagreed over finer aspects of their prospective beliefs. Buddhism was more defined in its criticizing of Jainism. Both sought to convert others. The leaders of the two seemed to have put great efforts in support of finding converts. Both leaders, Buddha and Mahavira were from royal families. Mahavira was the last and most popular of the thirthakaras. These people worshipped in temples as â€Å"enlighten beings† who live on earth as humans. Buddhism was actually founded by Siddharta Gautama who later became Buddha entering his mother’s right side white elephant. Jainism and Buddhism were considered atheistic religions. Neither believes a â€Å"supreme God† exist. However, Buddhism seems to be more agnostic due to speculation that Buddha refused to publicly denounce or dismissed the idea of a â€Å"supreme God†. Both Jainism and Buddhism believe that karma is the force that is responsible for suffering on earth. Unlike Buddhism, Jains believe karma is not just a result of ones actions. However, karma is a real substance that becomes attached to each jiva, like impurity, performing many actions while on earth. In Buddhism the eightfold Path and four Noble Truths are what are needed to minimize the effects of negative karma and strive for their ‘salvation’. Both religions believe in liberation. There are great differences regarding who achieves this. Jains believe souls become entangled in the causative phenomena and fall to the law of karma. If liberated souls are pure and divine, but if bound they result in birth and death. According to Jain doctrine, the soul can free itself from suffering of physical life by leading a pure life as taught the thirrthankaras. Buddhism does not believe eternal souls exist. Therefore liberation is physical and mental perspective. This would be considered an individualistic approach. This indicates this person is not eternal neither Devine. Nirvana is a state in which the person’s personality becomes free. Buddhism opposed the order of the Vedic society system that divides people in caste. The Jain did not technically oppose the cast system; however everyone was treated equally under the umbrella of Jainism. Buddha’s teachings also revealed that humans suffered on earth as a direct result of negative karma, becoming attached and full of worldly desires. The Buddhism belief is the world is filled with evil and discomfort. Man is bound to the cycle of births and deaths until righteously committed. Buddhism opposed rituals of Vedic religion and concentrated more on righteous living to achieve liberation. Jainism did not oppose religious rituals. They worshipped the thithankaras in Jain temples. Jain is an austere religion; it focuses more on the individual’s actions and purity for gaining liberation. Buddhism has gained more notoriety than Jainism worldwide, most likely due to its practices. Besides, a major difference lies in the dominions of both the religions. Though both, Buddhism and Jainism, developed and originated individually in India, but difference how they went about teaching and converting. While Buddhism went abroad to other parts of the India, Central Asia, far eastern countries, and parts of North America and Europe as well. Jainism remained confined to India and seems to stagnate as it pertains to growth. Buddhism today is culturally diverse.

A Military Officer At The Time - 1674 Words

Constantine was born in Naissus, upper Moesia on February 27th 285 ad, and was the son of Helena who was a barmaid. His father Constantius Chlorus was a military officer at the time. In 293 AD, while his father constantius was at the rank of Caesar, Constantine attended the court of Diocletian. His father was given the control of Gaul ( Fance). He was soon after promoted to Caesar. Rise of Diocletian Third century Rome was run down by constant barbarous attacks from the north. Diocletian becomes Rome s new emperor. He proposed new ways on how the frontiers should be defended, creating a mobile imperial army. One of his most skilled soldiers was Constantine 17 years old at the time. While under Diocletian s rule Constantine was a soldier†¦show more content†¦He worked with a variety of pagan and Christian scholars. Christianity became my fluent within the Roman Empire. The religion began taking over building structures and was starting to flourish. During that time there were widespread persecutions of Christians in 303 AD. There were large amounts of arrests, vandalism of churches, and executions in Rome. ( biography) Only about ten percent of the Roman population had Christian beliefs passed down to them at the time of the crisis. (patterns). Diocletian believed that the only way to achieve complete unification or Rome and complete control over the Pagan religion was b y destroying the Christian beliefs within the whole Roman Empire. Constantine’s achievements. Later on Constantine was proving much promise and was seen to have much potential when serving under the Diocletian s and Caesar Galerius when going up against the Persians. Two years later in 305 ad he started opposing such actions against the Christian people and left the Galerius court. He later joined his father in Britain where he made a base at York. â€Å" My father revered the Christian God and uniformly prospered, while the emperors who worshiped the heathen gds died a miserable death; therefore, that I may enjoy a happy life and reign, will imitate the example of my father and join myslef to the cause of the Christians, who are growing daily, while the heathen are diminishing† Constantine. His father died

Recruitment Chinese Resources - Free Essay Example

Sample details Pages: 31 Words: 9272 Downloads: 10 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Abstract The study looks into the various aspects of recruitment employed within the Chinese SME sector. It examines the recruitment methods for the higher level management positions. Other aspects of HR such as reward and recognition are also examined as they are closely aligned to the recruitment process. The research looks into the various methods of recruitment and discusses the use of internet as an effective recruitment medium. It also compares the recruitment practices in Chinese SMEs to those of western countries and the US. Leadership and management involvement in the recruitment process is also discussed and analyzed. The integration of recruitment within the HR framework is also assessed and explored. The methodology used for the purpose of this study relies on Secondary data collected from books, journals, magazines, TV interviews, News channels, Internet and online journals. Cases Studies of Chinese SMEs are studied and analyzed before coming to a particular conclusion. Some case s from German and UB based small and medium sector firms is also studied to compare the difference in recruitment practices. Don’t waste time! Our writers will create an original "Recruitment Chinese Resources" essay for you Create order Introduction It is a widely held view that an organizations human resources are its most important assets and, among the resources available, may offer the only non-imitative competitive edge (Pfeffer, 1994; Huselid, 1995). Thus, an organizations ability to attract and retain capable employees may be the single most important determinant of organizational effectiveness. As the point of entry for employees, the recruitment function plays a critical role in enhancing organizational survival and success in the extremely competitive and turbulent business. Most companies in China describe the availability of highly qualified staff in the region as insufficient. Essentially, the recruitment process begins with the identification of a vacancy, after which the recruiter receives authorization to fill it. The job is then carefully analyzed and the knowledge, skills, ability, and experience required to effectively perform the job are identified (Pilbeam Corbridge, 2002). This implies using existing job analysis data or doing a job analysis. The recruiter may also consider the job environment, as well as the organizations culture and strategy, to determine individual characteristics necessary for a job fit. The recruitmenteffort is then planned and coordinated. Internally, one of the most common methods, especially in Chinese organizations, involves posting vacancies within the organization and encouraging bids from current employees. Externally, the organization depends on employee referrals, newspaper and other print media ads, employment agencies, search firms, college recruiting, and job fairs. Background to the research Rising competition in a globalized economy has entailed restructuring in production processes and an orientation towards new technologies and lean management concepts. Owing to these changes, the demands placed on highly qualified staff regarding their technical, organizational and social competence has risen (Buttler Tessaring, 1993; Kadritzke, 1993; Wolf, 1994). With some delay, which is typical for modernization and innovation processes in peripheral regions, new patterns of job requirements have entered the Asian region. A rising number of Chinese companies require increasingly qualified staff with wide-ranging job experiences. From 1949 to 1979, China had a completely centrally planned economy; all industries were owned and run by the state. Personnel management was characterized by the iron rice bowl, which ensured jobs for life and a cradle to grave welfare policy (Wamer, 1993, 1995). Individual workers were born into, educated by, spent all their working lives in and then enjoyed their retirement.This approach to personnel management was originally copied from the Soviet Union and it often resulted in a mismatch of skills with enterprise needs and, combined with the long-term security of employment, meant enterprises could not use their workforce in order to obtain a strategic or competitive advantage (Child, 1994; Chen, 1995; Wamer, 1999). Since 1979, China has embarked on a strategy of economic reform, based on the Open Door policy and the Four Modernizations (of agriculture, industry, defence and science and technology) (Warner, 1996, 2000). Chinas economic reform has involved an unprecedented transi tion from a centrally planned economy to a more individualistic market-based one (Goodall and Warner, 1999; Child, 2000; Nolan, 2001). These economic reforms have necessitated significant changes in HRM, including an apparent move away from central job allocation, lifetime employment, egalitarian pay and political control. Personnel practices, once considered a state responsibility, have now become part of the strategic management of the enterprise (Benson and Zhu, 1999). Recent reforms now allow enterprises increasingly to recruit, allocate and reward people according to their competence (Benson et al, 2000). The flexible deployment of workers has been enhanced by individual contracting and, to a certain extent, individual compensation schemes, which recognize differences in educational background, skills, training and work effectiveness. Research aim and objectives The aim of this research exercise is to find out the reasons that why companies can not recruit right people in China. The main objectives are: To addresses the various aspects (recruitment process, strategy, channel) of recruitment practices for higher management in Small and Medium Enterprises in China. To find out what are the process of recruitment and selection and identify which are the crucial parts To examine higher-level recruitment related issue within SMEs in China To identify the factors that impact companies difficult to find right employee in China To bring out some suggestions of recruitment and selection for companies Methodology Layout and structure of the dissertation The dissertation is laid out in five chapters, sub-divided logically on the basis of their relative importance to the study. Each chapter looks at the research problem in a different perspective though there is noticeable degree of inter-relationship amongst them. The actual study begins from chapter two with Review of Literature analyzing the different recruitment practices and the problems faced by Chinese organizations in getting them deployed. The contents in the research report can be elaborated briefly as shown under the following headings. Chapter One Introduction As the name suggests, this chapter introduces the study of the primary focus of the area of research. It clearly marks out the purpose, aim and objectives of the research giving a reader a guideline as to what to expect. It also gives out the scope of the research and spells out the rationale behind the study. Chapter Two Literature Review This chapter primarily prepares the study for empirical work by looking at evaluations and conclusions drawn on certain theories and concepts to check for similarities and difference made by past writers on similar or related studies. Its on this basis, that later stages in the research are developed. It is therefore, purely a representation of secondary data with various notions. In particular, academic journals, websites and textbooks that articulate models and related theories are used as a reference. Chapter Three Analysis of Research Findings This chapter is devoted to the presentation and analysis of the information collected and the theories studied as a part of this dissertation. Recruitment practices in China are examined in detail. The problems associated with the learning techniques are clearly highlighted. Chapter Five Conclusions After careful examination, evaluation, assessment and analysis of data, in this chapter, the study points out how the aims and objectives of the research are met. It points out how the respective objectives are realized and tries to give an answer to the research question. It also discusses the future trends in recruitment practices and how they might effect the current practices in China. Chapter Six Recommendations The last and final chapter of the study gives recruitment specific recommendations based on the study undertaken. The chapter also discusses the limitations of the study and areas where further research may be carried out. SUMMARY This chapter provided us with a basic guideline of the things to come. It gave a detailed description of the aim, purpose and objectives of the study and what the study seeks to achieve. It clearly mentioned the scope of the research and areas where the study will not throw much light on. The study now moves forward to discuss the existing theories and concepts related to recruitment. It will also examine the problems associated with current recruitment practices. Chapter 2 Literature Review Skills Shortage According to market experts, there is not only a general shortage of workers in the upper segment of the labour market in the Asian region but also a lack of executives highly qualified in personnel management who can `stimulate and mobilize people, i.e. who meet requirements in socialization and integration for introducing new organizational concepts. A lack of sensibility for a modern personnel policy in many of the traditional Chinese firms; due to cultural provincialism, positions of junior executives and specialists are too often not filled in the best possible way. A core objective of modern economies throughout the world today concerns how to create the conditions for rapid and sustained productivity growth and superior competitive advantage. Nordhaug (2004; pg 6) notes that the recent upsurge in human capital research, preoccupied with the recruitment and selection of employees, lends support to the view that competitiveness is increasingly being built around strong investmen t in human resources. Indeed, Sappey and Sappey (1999; pg 88) posit that some industrialized societies may well have been impeding their own economic development by ignoring the necessity for a more skilled workforce. The dimensions of human capital encompass not only the level of education but also the work experience of the labour force and managerial expertise. Staffing is a major strategic HRM practice that helps small and medium sector organizations to have the right people in the right place at the right time. It can be divided into recruitment and selection. Recruitment is defined as searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs (Zwart, 2003). Selection is the process of gathering information for the purposes of evaluating and deciding who should be employed in particular jobs (Dowling et al., 1994). In China, recruitment and selection are usually not separated. As a filtering mechanism in the selection process, the recruitment function is one of the most important areas of human resource management. Essentially, the purpose of recruitment is to locate and attract qualified job candidates to fill job vacancies. The emphasis is on qualified candidates, since considerable resources may be wasted processing unquali fied applicants. Ideally, recruitment follows from a systematic human resource planning process, whereby an organization analyzes and plans for the flow of people into, through, and out of the organization (Dahl Wels, 2002). Recruitment also goes hand in hand with the selection process whereby organizations evaluate the suitability of candidates for various jobs. Thus, without effective planning systems, organizations may recruit the wrong type and numbers of people, and without effective recruitment, organizations may end up processing and selecting people who are not the best on the market. Ahmad (2003) argues that there is a major difference between recruitment at middle-management and more operative levels as compared to those in the upper management posts. One of the other key recruitment issues is whether firms recruit internally or externally. Internal vs External Recruitment Economists have long emphasized the importance of the internal labor market in shielding workers from external labor market fluctuations (Reina, 2001). An obvious reason to recruit externally instead of promoting from within is that outsiders might possess specific skills or characteristics that the firm needs (Baron and Kreps 1999). But researchers like Lima and Centeno (2003) argue that outside recruiters often lack the firm-specific investment that the insiders have built up through their careers within the firm. Also, by recruiting externally, the firm decreases the chance of internal promotion. Eg A supervisor might be worthy enough to be promoted to a mid- management level position, but external recruitment not only prevents him from being promoted but also minimizes the future progression possibilities. But, Hays et al., (2004) believe that external recruitment reduces the effectiveness of negative activities and leads the internal employees to substitute productive effort in place of negative effort, which results in an increase in productive effort. It is largely being believed in the research community that although external recruitment hurts the morale of insiders and reduces their total effort, the output of the workers actually increases due to this. Cost saving are put forward as a major advantage for internal promotion. Long-term staff members have a store of company-specific knowledge and qualifications and thus need less investment for initial guidance and training than external candidates; moreover it saves costs for advertising, consultants, and the selection procedure, and it lowers the risk of selecting the `wrong person (Marchack, 2002). Today, knowledge is very short-lived and increasing requirements of experience and know-how in different settings place high priority on people constantly extending their qualifications, which often best can be achieved by professional mobility (Mullins, 2005). Without sufficient importation of the new impulses and creativity potential given by new staff members, Chinese SMEs may run the risk of losing competitiveness. The economic reform in China has also necessitated significant changes in HRM, including an apparent move away from central job allocation, lifetime employment, egalitarian pay and political control. But, in spite of this, most of the companies in China had long-time employees and higher level vacancies were mostly filled by internal promotion (including transfers from other locations of the companies) according to the seniority rule. But, small enterprises in China were too small to be able to `build up the staff they needed in higher positions; in many cases it was by coincidence that a staff member was available or not to move up to a higher position that had come open (Jago, 1996). What added to the woes of the smaller organizations, was they did not have a proper qualification program or implemented personnel development programs. Recruitment process Essentially, the recruitment process begins with the identification of a vacancy, after which the recruiter receives authorization to fill it. The job is then carefully analyzed and the knowledge, skills, ability, and experience required to effectively perform the job are identified. This implies using existing job analysis data or doing a job analysis. The Chinese recruiter may also consider the job environment, as well as the organizations culture and strategy, to determine individual characteristics necessary for a job fit. The recruitment effort is then planned and coordinated. Recruitment is to attract people that make contributions to the organizations work process. The whole recruitment process can be sub-divided into different stages. The first stage is to determining the vacancies for recruitment that organizations have to make. Pilbeam and Corbridge (2002) also argued that establish a prima facie case should be the first thing that organization have to consider. Whatever resignation, dismissal, increased workload or reorganization will create a vacancy. This phase is to help managers to rebuild the structure of the organization and allocate the responsibility. After a prima facie case for recruitment has been completed, job analysis is the next stage that provides the opportunity for evaluating whether the job has changes. The stage usually begins with a definition of the ideal candidate and a systematic review of the organizations requirements which can also be termed as requirements analysis. The ideal candidate refers to the profile of an applicant who would best fit the job. The necessity of requirements analysis lies in the fact, that it not only helps to understand the blueprint behind the workings of the organization, but also identifies different jobs and how they fit together (Innis and Kleiner, 2002). This stage is for reviewing the knowledge, skills, qualities and competencies required of this job. It also is the systematic process of collecting information about the tasks, responsibilities and contexts of a job. (Pilbeam and Corbridge, 2002) The choice of a particular recruitment channel represents the second selective stage of the recruitment process. Chinese firm may advertise the vacancy, or it may restrict recruitment to the internal labour market (ILM) or to friends and relatives of employees. The third stage is the selection stage which builds on from the first and second stage. In this stage, the selection tools are largely based on the results of the job analysis (Bach and Sisson, 2000). At this stage, applicants have to pass through a set of filters such as application forms, reading, writing, personality tests, and interviews with personnel and first-line managers. This stage also provides the basis for all aspect of organizational reviews of performance and training, reward systems, staff development and career progression. In addition, job analysis techniques are a pivotal tool for gathering information that can be applied to expend healthy selection systems (Piotrowski et al., 2006). The interview is the most important filter built into the procedure. In China, it is biased towards the cultural norms and social values of the interviewer. Job description Mullins (2005) and Bach and Sisson (2000) stated that job analysis focuses on work-oriented analysis (job description) or worker-oriented analysis (person specification). A job description is used to highlight the features of working environment and present the requirements of the job. Bach and Sisson (2000) agree that job description should describe the objective of the job and tasks to be undertaken under that management position, what the task will be undertaken and the responsibilities. The descriptions should also include the details of salary, interests, working conditions and hours. Perry and Kleiner (2002) point out that drafting a job description is the important step for hiring employee as the job description identifies the skills and abilities needed for the job. A well constructed job description includes technical and performance skills, fundamental or non-fundamental job functions and the qualifications. Recruitment Methods In the search for highly qualified staff, companies advertised their job offers in newspapers or magazines that had a national circulation; some engaged in private personnel offices or head-hunters while other went addressed the issue with public employment agencies (Anderson et al., 2004). In addition, information on job openings was commonly distributed through informal channels or preferred candidates were addressed directly. Selection procedures for top positions are most extensive; usually they include the engagement of personnel agents or the placing of job offers in national newspapers or magazines. However, in Chinese organizations top positions generally are not advertised publicly as the number of suitable candidates is very small, they hold attractive positions and do not actively apply for other jobs. At this level the strategy to hire new staff is to address a candidate directly. Some Chinese SMEs may apply more diverse recruitment techniques and several search strategies may be initiated concurrently. Job offers may be advertised in national and regional newspapers or magazines. They normally refrain from employing personnel agents and head-hunters. Exceptions from this rule are made if the open position requires specialists that are very scarce and have to be enticed away from competing employers (Hollenbeck, 2002). Another reason to engage head-hunters or personnel agents is to avoid extensive selection procedures, e.g. if there is reason to believe that advertising a job would generate a flood of applications and the ensuing processing of the applications would be very time-consuming. The search for personnel can be further differentiated by types of firms. Big companies apply more professional and costly strategies than smaller ones. SMEs in China not only avoid engaging personnel agents or head-hunters, but in general apply rather restricted search activities; quite a few merely advertised the job offer in the regional press and informed the regional public employment agency about the vacancy (Polyhart et al., 2003). Recruitment methods and strategies also differed by business sectors. Eg. Manufacturing companies advertised positions at higher levels much more frequently in nationwide newspapers and magazines and relied much more on personnel agents than service companies. Recruitment Strategy It is the power of the Chinese firm in the labour market that determines the degree of choice which the firm can exercise in deciding upon a particular recruitment strategy. The firms which are in the most powerful position are those which can offer the best remuneration package of wages, working conditions, fringe benefits, and job security (Wallace Vodanovich, 2004). The second variable which influences the recruitment strategy used by the firm is its organizational intelligence. This term describes the capacity of the Chinese firm to use professional knowledge, to collect and process information, and to work out complex labour market strategies (Bourgault, Mary, 2001). There are firms which manage to survive only by muddling through whereas others establish professional departments to control external labour markets and to work out strategies for manpower utilization. The third variable which is used to develop the typology describes the technical complexity of the product and t he production process. This variable, however, is not used systematically in China because recruitment strategies are only marginally influenced by technical constraints. The selectivity of the Chinese firm is determined by the specific combination of the various instruments of recruitment. Different firms recruit workers with different levels of skill and background characteristics for very similar types of jobs. Thus, the recruitment strategy of a firm is defined as an organizational decision-making process in which several departments (personnel management, first-line manager) are involved. The choice of a particular recruitment strategy depends upon both environmental constraints and the internal resources of the organization. New Recruitment methods A review of the literature reveals that the increased use of IT in recruitmentis having a fundamental impact on all aspects of an organizations recruitmentfunction, including its people, i.e., the HR personnel involved (the recruiters themselves); processes, i.e., the operations inherent in the recruitment function; and organizational structures or forms (Hendrickson, 2003). Contemporary IT systems are leading Chinese organizations to implement new processes in recruitmentand selection. For instance, some Chinese organizations might request applicants to provide on-line biographical information often used to predict employee performance, including educational attainment and relevant job experience (Milkovich and Boudreau, 1997). This information may be used to assess the likelihood of an applicant performing a job at a satisfactory level. The employer may then decide to make an offer of employment to someone passing this stage, or have the applicant take further tests, some or all of which may also be done on-line. For the recruitment personnel, these new procedures save time and cost. Eg. Advertising costs are also generally lower on the Internet versus traditional methods. One of the other ways in which IT is influencing recruitment in China is by increasing the speed and efficiency in dealing with applicants and clients. The Internet, for instance, is available 24 hours a day, seven days a week. thus making it possible to advertise a position on-line almost instantaneously. As Zall (2000) notes, this alone can save a recruiter as much as five days off the time it takes to fill a job. Furthermore, response time from candidates may also be reduced. But, one has to bear in mind that the success of a just-in-time recruitment system would depend on the availability of relevant labor on the market. In a tight Chinese market, job seekers can search the Web, leave a rsum, and receive a job when a match is secured (Goodridge, 2000). This process is transforming the nature of the employment relationsh ip in China as well. Employment can become transactional rather than extended, with an employee using his/her skills sets to bargain and move from one employer to another so as to enhance his/her career (Piturro, 2000). Summary This chapter dealt with the relevant theories and concepts that pertain to the concept of recruitment and selection in China. It gave us the outline of the form and structure of the recruitment process and how it is embedded within the small and medium organizations. Chapter 3 Analysis Introduction The aim of this chapter it to analyze recruitment activities in Chinese SMEs and to examine the different recruitment methods used by organizations. The chapter also looks at the effectiveness of those methods. It also explores the issues related with recruitment and selection in Chinese small and medium sized organizations. Selection criteria Among the selection techniques, traditional practices like application forms, knowledge or skill tests and one-to-one and panel interviews appear to be used most frequently by SMEs in China for high level posts. Psychometric tests and assessment centres were also used at lower level but were used least with higher managerial level recruitment. This is a stark difference from recruitment practices in the Western countries like Germany and UK where instruments such as psychometric tests and assessment centres are more commonly used. One of the reasons Chinese dont use it is because of the cost involved as the psychological tests may require the help from trained and qualified staff and requires the help of professional psychologists from outside the firm to administer and interpret the test results. Different selection criteria should be used for different job assignments. Some skills are general competencies, such as leadership skills, initiative, emotional stability and motivation. These turn out to be of importance for all managers, regardless of the functional specialization. Others are seen to be specific competencies, such as the ability to handle stress, to deal with responsibility and subordinate development skills, technical skills and flexibility. These skills need to be related to functional specialization. In order to assess candidates suitability for assignments, some techniques, such as a psychological test and traditional interview, should be used in the selection process. Within a state such as China, cultural traditions and values influence the way politicians, business people, workers and consumers think and behave, while political authorities lay down the legal and regulatory framework in which business transactions are conducted (Kelly and Prokhovnik, 2004: 89-90). Chinese business traditionalist view is closely interlinked and with families (Ong, 2002; Dahles and Wels, 2002). The rise of online recruitment methods in China Traditionally, organizations in China have depended on fairly low-tech methods, including newspaper ads and employee referrals, to locate and attract qualified candidates. Of late, the recruitment function has been undergoing dramatic changes as a result of information technology (IT). While there are still more changes underway, its clear that the Web has quickly and dramatically changed the way the recruiting industry works (Kay, 2000, p. 72). The Internet is one of the most popular IT methods used in recruiting job candidates. In the past, the Chinese recruiter depended on fairly low-tech methods to produce a pool of potential qualified candidates. Internally, one of the most common methods, especially in Chinese organizations, involved posting vacancies within the organization and encouraging bids from current employees. Externally, the organization depended on employee referrals, newspaper and other print media ads, employment agencies, search firms, college recruiting, and job. The research found out that recently, many Chinese organizations have begun to use innovative information technology (IT) methods to complement the traditional sources. but larger companies used high-tech methods more than smaller companies. Not wanting to lose out on either the continued importance of traditional methods or the promise of high-tech approaches, many Chinese companies are adopting a dual approach, viz., using both high- and low-tech approaches. For instance, some Chinese SMEs firms are placing short print ads for higher level positions in newspapers, with a reference to the full ad on a web site. Some also advertise in newspapers, such as the Wall Street Journal which is usually read by people of higher rank. How Chinese recruitment practices differ from the rest Chinese SMEs need to review their recruitment strategies and think more laterally to ensure that theyre well equipped for the future. In the wake of global credit crisis and not very encouraging growth in economy forecast, it is all the more important that the correct people are hired. This means that the right methodologies are used to screen individuals. The methodologies should not only be the ideal fit for the screening of candidates, but should reduce the recruitment cost and the cycle time. It was highlighted in the review of literature and in the analysis chapter that the cost of recruitment is lower with online tools as compared to traditional methods. SMEs in China need to increasingly adapt the internet as a recruitment tool. This is where Chinese recruitment differs to the ones in Europe and Asia. Eg. A typical higher management recruitment in UK would employ both the online and traditional methods for screening. Online numerical, verbal, reasoning and personality tests ar e normally conducted as the first phase of interviewing. Once candidates get past this stage, the next stage involves face-to-face interviewing where candidates are asked competency or scenario based questions. They are asked to demonstrate their skills at dealing with situations. This is followed by a series of technical questions. Some companies also employ case studies where candidates have to study and analyze the case and answer case related questions. In western recruitment practices, there is equal involvement of the HR and the line managers. The face to face interview is conducted in the presence of HR personnel and the line manager / director. HR is responsible for judging the psychology of the candidate and soft skills (such as communication, team-working, cooperation) while the line manager is responsible for judging the overall skill set required for the job. They assess the candidates technical, numerical and other relevant skills through their set of questions. Chinese business practices on the other hand are less reliant on HR and some SMEs dont even include any HR personnel in the recruitment process. One of the other aspects of recruitment where China differs from the Western world is in the concept of taking references. Countries like Germany and UK require potential employees professional and personal references. Employees previous employers are contacted (with employees permission) to find out the general conduct of employees. Chinese culture is so dominant in its recruitment practices that they dont feel the need to ask for references. A good proportion of recruits are recommended by friends and family and most often than SMEs dont check references. On the contrary, there have been cases in Germany where even after candidates successful qualification through interviews, they werent given the offer letter until the references were checked. Most employers make sure that they get a reply from candidates previous employers back before they make the decision to recruit the candidate. So, in a way, references form a part of the recruitment process. Responsibilities of line management HR should share responsibility with line management rather than having sole responsibility. Line involvement seems to be stronger in the areas of recruitment and selection and in particular regarding the final hiring decisions, training and development and workforce expansion/reduction. This is consistent with the point made by Hays and Sowa (2004) in the review of literature who emphasized that the performance and delivery of HRM is a management responsibility, shared among line (operational) managers and those responsible for running service or staff (related) functions. It was found that line managers had some substantial responsibilities for HR issues in SMEs. This evidence is consistent with a suggestion that some of the principles of Western models of HRM have been adopted in the Chinese organizations. This highlights that there is a desire for strategic integration and some substantial devolution and sharing of decision making recruitment (Jenei et al., 2001). Recruitment planning The study also found out that recruitment planning plays an important part in the recruitment process. A recruitment process which lacks planning can end up spending a lot of money on recruitment activities. Chinese small and medium sector organizations need to position themselves to attract talent looking for new opportunities, and planning is the key (Ito, 2002). Lack of proper planning can lead to high recruitment cost, it could also mean that the SME can run the risk of recruiting the wrong person. Besides, lack of planning can also delay the whole process of recruitment. Eg. A common scenario that occurs within the SME is the leaving of key employees, which places extra strain on those left to pick-up the additional workload. The pressure is then on the hiring manager / director to find a replacement as soon as possible to ensure the remaining employees dont get de-motivated or burnt out because of the heavier workload. However, because of the tight market and the inability to a ttract the right talent for your business, the hiring manager has to go with someone whom they think will do the job. These kinds of decisions taken in a hurry can prove to be wrong later and the manager might discover that the candidate is not the right fit. This might mean them going back to the drawing board after spending considerable time and money recruiting someone who was inappropriate for the business. Critical Success Factors Recruitment should be an integral part of companys strategy People are companys valuable resource. Every company or organization should have a People Strategy involving strategies for recruitment and selection of all personnel (Walsh, 1998; pg 33). In order to make selection effective, it should from part of organizations corporate strategy and should be pro-active. It should be in consonance with the culture of organization national and regional sub-cultures and well designed to suit needs of organizations. The recruitment process should always start by reviewing the organization structure. From a human resources perspective, the organization structure defines how the business operates, what roles, skill sets, knowledge and competencies are required for the effective operation of the business to meet the business strategy. Key to recruitment is also to ensure that the financial/revenue hurdles is met to enable the hiring manager to introduce new employees to the business (Sullivan, 2002). A established Chiense SME should also keep reviewing the organizational structure on an annual basis against their business strategy and financial goals. Other aspects of HR such as reward and recognition program, is also aligned to recruitment. Sullivan (2002) states that the days of offering only a salary package are gone and Chinese SMEs need to be willing to recognise and reward people for their good performance. The program needs to ensure that rewards are consistent with the business strategy and it is not all about financial gain. It is more about what drives the employees. The reward structure also reflects the type of type of people the SME is trying to employ to meet the needs of the business. This will help in the employee branding of the organization and through this program the organization can provide a program that will encourage the staff to work efficiently and strive for higher levels of performance. Recruitment problems in China Chinese capitalism combines modern capitalism with traditional Chinese culture. Leung (2004) discovered that that most of the SME managers, still hire new employees on a personal basis or through word of mouth, prefer to use their business network, which largely consists of former colleagues, and study-time friends. Associates in higher level positions were taken because hiring managers knew these individuals professionally, valued their skills and were used to working with them. Some factors that typically discourage interest in public sector jobs in China include slow and bureaucratic recruitment processes, narrow job descriptions, the perception that seniority prevails over merit, and excessive rules and regulations (Langan 2002). Chinese public sector recruitment has a notorious reputation for being slow, unresponsive, bureaucratic and passive. Too often, public agencies have assumed that qualified applicants would clamor for job openings. These agencies therefore are seldom engaged in aggressive outreach programs or other ways to attract superior job candidates (Williams, 2001). In many cases, this reactive approach results from the centralized and control-oriented way that HR services are delivered. This often means that applicants enter into public through a single point of entry in China where a jurisdictions entire recruitment function is handled by one or two agencies. The desk research revealed that most SMEs in China applied recruitment methods such as internet, agencies and advertising. But, instead of the various recruitment methods employed, employers are still finding it difficult and time-consuming to recruit the right staff. It is not much different with the employees as they are finding it hard to get the right jobs. All this suggests that something somewhere is not working within Chinese SMEs. Some of the factors that are leading to such a phenomenon are Excess importance on qualification and professional courses. Some SMEs pay excess emphasis on managers academic background and the qualification they have acquired over the years. Professional qualification and certification are key recruitment attributes for these companies. The premise of their belief is that people having higher education will be easy to accommodate within the confines of the high job because of their implicit knowledge. Although, education should be a major recruitment attribute, it should not be the only variable which organizations should consider while recruiting. This is because, many skilled individuals may have the experience but not the education. Equal weight should be given to both class-room and on-job learning. Some Chinese SMEs, on the other hand, focus just on work experience and not education. This is mainly driven by the additional training and development costs which SMEs have to incur in order to train the individuals who have not worked under organizational settings. These SMEs focus on the short-term value they get out of the recruits. At higher levels, recruits should be backed both by academic and professional knowledge and experience. Their skills should be in line with the job at hand and should match the strategy and goal of the concerned organization. Lack of alignment also results in wrong recruitment decisions. Chinese organizations dont have a vision on the evolvement of a role. They recruit to fill the needs gap that may have arisen due to someone leaving the role. There is a clear lack of planning because most of the recruitment is only to fill the vacancy. Beside, companies only recruit people for the job; they do not have any employee with ability and employee development plan. This is the most important reason that companies frequently have to recruit personnel and fail to select a right person. Job Description The desk research revealed that in order to set out a good job description, Chinese firms employ an intelligent employee technique. They question their existing management staff in similar positions to describe their daily tasks which is then used to construct a valid job description. This also helps the new employee to have a better of the job requirements. In addition, it also plays its part in understanding the workings of the organization and the associated challenges. But, this is not the case with every SME as most SMEs seem to have a generic job description which is seldom revisited. It was found out that by and large firms did not pay much emphasis on the documentation of job description. This is not different to the western countries and the US who neglect the job description documentation as well. One of the reasons for this was the multi-tasking and scope of managerial responsibility. This made it difficult to capture every aspect of the high level job in a one or two page description document. Also, the changing nature of work role is partly to be blamed. The changing role requirements entailed that people at higher levels need to possess a range of skills. Eg. A marketing manager for a small financial services firm in China needs to understand the risk and credit factors, have a sound knowledge of marketing finance and how marketing decisions impact the management accounts and have a firm understanding of marketing analytics to determine the effectiveness of their campaigns. The multiple talent and the continuous changing job role and responsibilities now require a broad skill set which is difficult to put down on paper. But, whatever the difficulty in writing the job description, SMEs must have a close match job description for higher level staff which gives them an idea of what their responsibilities are. The best way of doing this is to ask the relevant staff to write down their responsibilities and use that as a template to develop the descript ion. Summary After analysis and in-depth examination of recruitment practices in Chinese SMEs, the study now summarizes the important findings in the form of conclusions and gives the appropriate recommendations to overcome the shortcomings of recruitment methods employed. It also points out the scope of the research and the areas where further research may be undertaken. Chapter 4 Conclusions Introduction After careful examination, evaluation, assessment and analysis of data, its the prerogative of every study to point out how the aims and objectives of the research were met, which is what this chapter aims to do. It points out how the respective objectives were realized and tries to give an answer to the research question. The chapter also encapsulates specific recommendations and discusses the limitations of the study and areas where further research may be carried out. Conclusions Recruitment in general and in SMEs is a costly affair and a very time consuming process. This means that it is even more important to embark on the correct methods for recruitment. Recruitment structure is crucial to SMEs as it effects the type of personnel employed. The structure and form of recruitment is also guided by recruitment policy. Every Chinese SME has an established recruitment method policy which represents managements commitment to recruit the right employees. It appears that both modernity and history still co-exist in the business life of Chinese. As mentioned earlier, Visscher (2002) argues that the ambiguity between modernity and tradition was present in Chinese SMEs. Yet, a trend also seems to be developing that goes beyond historical continuity, having to do with the unprecedented advancement of Western business morals and mentality. The study demonstrated that families have an ambiguous place in Chinese Small and Medium Enterprises. Although China has made rapid progress in the recruitment aspect of HRM, the government administration and control over HRM matters still remain strong. Due to which, some small and medium sector organizations still lack the necessary autonomy to implement strategic HRM. From the research conducted, it can be concluded that Chinas recruitment practices for SMEs for higher management level is a hybrid of the traditional personnel management and modern HRM. Government administration and control over recrui tment matters still remain strong in China and organizations still lack the necessary autonomy to implement strategic HRM. Western-style recruitment techniques have not yet replaced existing recruitment methods. The transfer of HRM and recruitment practices in general has only been partial and has been absorbed into the Chinese managerial culture with Chinese characteristics. We have seen that families have an ambiguous place in Chinese Small and Medium Enterprises. On the one hand, the traditional element of family presence within business is praised and honoured, on the other hand, it is also seen as archaic and embarrassing. Hiring practices and succession in Chinese Small and Medium Enterprises reflect this paradox as family involvement in business is seen as a source of both pride and shame, as an expression of a lived culture and an outdated system of organizing business. Both modernity and history still co-exist in the business life of Chinese. Chinese culture is affected by global trends where modernity and tradition are closely interlinked; and the boundary between the old and the new, local and global, is continuously being renegotiated and redefined by social actors. These effects are felt through the resulting practice of hire, which is actually dictated by a mix of economic necessities and cultural loyalties or traditions. Since recruitment and selection are the first stages of a dialogue between applicants and the organization that form the employment relationship, managers / recruitment specialists in China need to realize the importance of the formation of expectations during the recruitment and selection processes. If they fail to do so, this may result in the loss of high-quality applicants and set the initial level of the employment relationship at such a low level as to make the achievement of potentially desired HRM outcomes most difficult. Personnel/HR managers should recognize that the types of selection technique they utilize to select the right employees for the jobs are critical to their firms success. The misuse of any kind of instrument may be costly to the organization and may also be demoralizing to the employee who may find himself or herself in the wrong job and consequently de-motivating to the rest of the workforce. Incorporating interviewing techniques that deal effectively with applicant misrepresentation is just as important as identifying the correct information targets that actually predict the problem. Organizations have to bear in mind that most HR activity are integrated. Similarly, the recruitment function is closely aligned with the organizations performance management framework. It was reflected in the review of literature that new talent and existing employees value the opportunity to reflect on their performance, be provided with opportunities to provide feedback from their perspective, know where they are heading within the business and the necessary steps to achieve progress. This is where the importance of performance management comes in because it actively engaged the employees and they are far more likely to take ownership of their development and focus on what they need to do to progress to the next level. From an organizational perspective, it is important to prioritize learning and development opportunities based on return to the business. Employer branding also plays an important part in recruitment. Employer branding is about articulating what the organization has to offer to its employees and how they offer it. It helps in recruiting the right people and makes the right people apply. But, for an SME becoming an employer of choice might involves a lot of resources and, depending on the size of the business, may not be feasible. Chapter 5 Recommendations Recommendations Chinese organizations have to realize the importance of online recruitment. This will help them have better access to applicant data fostered by IT. Such access may allow direct contact with applicants, thus reducing bureaucratic administrative procedures, and most likely increasing efficiency. IT can also influence organizational structures through its ability to facilitate intra- and inter-organizational teams. One of the significant advantages of IT in recruitment lies in the ability of new systems to generate a large applicant pool. Ironically, for many HR in Chinese organizations, this boon may pose an inherent challenge, via., the allocation of scarce time and resources needed to effectively process the volume of inquiries and rsums. But, for recruiting managerial staff, Chinese SMEs should not depend on the Internet for all their recruits: rather, they should diversify their advertising efforts to include the traditional applicant sources as well. Furthermore, employers should ensure that all instruments used on the Internet, like those used in traditional systems, have sound psychometric properties; that is, they must be reliable and valid. For many recruiters, Web-based prescreening tools can help in assessing a persons potential fit with the organization. This is a relatively inexpensive alternative to hiring a good testing consultant or having an HR department that is dedicated to serious testing. When making the final hiring or selection decisions, HR managers/specialists in China should look for potential candidates whose qualifications, characteristics and work-related values and attitudes most closely conform to the requirements of the open positions and who can fit well with the organizations needs and culture, and can effectively carry out required tasks and collaborate well with other colleagues. On the whole, HR managers/specialists need to ensure that the type of recruitment and selection practices they adopt is coherent and consistent with their firms business strategies and with other associated functions of HRM such as HR planning, training and development, pay and benefits, etc. Recruitment and selection need to be considered as an integrated process rather than a marginal, ad hoc activity. Job description forms an important part of the recruitment activity. Most often, it is found that SMEs dont have position description for higher managerial posts. This stems from the fact that because the higher management are involved in so many different organizational activities and have varied functions and decisions to take, it is difficult to capture the scope of their responsibility in the form of a job description. But, this should not be used as an excuse for Chinese SMEs for not having any description document because the candidates they are looking to screen or interview will want to look at some kind of job specification document. It is therefore highly recommended to develop descriptions for all the roles that the company is looking to hire. The description should encapsulate things such as the day-to-day expectations of the role, their reporting personnel, the skills, knowledge attributes and competencies required to perform the current role. Besides, if the organizatio n has an existing description, they have to be reviewed and updated as a part of the recruitment process. All too often, organizations do not revisit the job description and because of this the description does not reflect the responsibilities correctly. 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