Adolescents in Education

Studying in college means new life. It allows new experiences and challenges. This can be exciting but it can also be stressful and make someone feel sad as well. The role of guide counselor is of great importance regarding the student’s adaptation in academic environment. The realization of student’s professional and personal skills depends a lot on the degree of the success of counselor’s activities.The main aim of this research is to show that today the counselors’ practices still are not perfect. They are some narrow-directed and are composed mostly as the instructions for dealing with a student who is already in stress. Also, the scheme of organization of counselor’s activities which is suggested to make their work more efficient will be proposed.As Kenneth W. Merrel says in his â€Å"Helping students overcome depression and anxiety: a practical guide† (2001): â€Å"Depression, anxiety, and related â€Å"internalizing† problems o f children and adolescents have been the focus of increased professional concern during the past two or tree decades. During the majority of the 20th century, relatively little attention was given to these problems†.Meanwhile, recently depression and stress have become rather a common phenomenon of students’ life. For many young adults, the transition from high school to college is one of the most exciting periods of their lives. Normative developmental tasks, such as moving away from home, learning new academic material, forming adult relationships, and managing time and money, can create feelings of independence and generate a sense of mastery and competence unparalleled in earlier adolescence.As educators are well aware, however, these critical tasks can become a source of chronic stress, especially during the freshman year. If left unchecked, such stress can uncover or lead to more serious psychological disorders, which can, in turn, cause social isolation, school f ailure, and self-destructive behaviors.The Nation’s Voice on Mental Illness (2005) affirms that: â€Å"Most illnesses develop between the ages of 17 to 25, but that's not to say it can't start sooner or later than that.†Ã‚   Speaking about American students, NYU Child Study Center (2004) shows also that:â€Å"- depression affects over 19 million American adults annually, including college students. At colleges nationwide, large percentages of students are feeling overwhelmed, sad, hopeless and so depressed that they are unable to function†¦Ã‚  -eating disorders affect 5-10 million women and one million men nationwide, with the highest rates occurring among college-aged women.   -suicide was the eighth leading cause of death for all Americans, the third leading cause of death for those aged 15-24 years, and the second leading killer in the college population in 1998.   -nearly 50% of American teenagers of high-school age are currently, or have been, sexually a ctive. Everyday, 8,000 teenagers in the United States become infected by a sexually transmitted disease (STD)†¦ †The transition to student life has always been unsettling but being a student is quite different now from 20 years ago. Today we have a mass higher education system, so universities tend to be much larger and less personal.  It's very rare for students to go through a degree program with the same 20 or 30 people – instead they take different modules with large numbers of different people so it's hard for them to build up support networks.   And one don't just have finals now, one have exams twice a year, every year, so the pressure is on from the moment one start until the moment he finishes.The causes of depression are complex. Very often a combination of genetic, psychological and environmental factors is involved in the onset of clinical depression.Common stressors in college life include: greater academic demands, being on your own in a new envir onment, changes in family relations, financial responsibilities, changes in your social life, exposure to new people, ideas, and temptations, awareness of your sexual identity and orientation, preparing for life after graduation. At times, however, depression occurs for no apparent reason.Whatever the cause is, depression is almost always treatable. But the problem is not only to get rid of the stress but to learn how to manage with it or (what would be the best solution) how to prevent it.The problem is also not only in a great threat for student’s health which is issued by stress but in making a student unable to develop his skills. Hundreds of students, sometimes very gifted ones, suffer because of depression which is a great obstacle on the way of their development as personalities.It must be said that nowdays the net of guide counselors is developed quite well and practically all educational establishments of famous have among their personnel professional psychologists w ho make a great deal of work. But it also must be noted that in recent years the intensity of so-called â€Å"students’ stress† hasn’t decreased but quite the contrary, it has increased a lot.Therefore, the main task of guide counselors is to learn to reveal the symptoms of depression at its early stage, identify the students who are especially vulnerable to stress form the very beginning of their education and direct their behavior to the safe path.So, as it was already said, the first step in defeating depression is recognizing it. It's normal to have some signs of depression some of the time. But five or more symptoms for two weeks or longer, or noticeable changes in usual functioning, are all factors that should be evaluated by a health or mental health professional.Depressive illnesses come in different forms. The following are descriptions of the three most prevalent, though for an individual, the number, severity, and duration of symptoms will vary:Major depression is manifested by a combination of symptoms that interfere with one’s ability to work, sleep, eat, and enjoy once pleasurable activities. These episodes can occur once, twice, or several times in a lifetime.Symptoms include: sadness, anxiety, or â€Å"empty† feeling, decreased energy, fatigue, being â€Å"slowed down†, loss of interest or pleasure in usual activities, appetite and weight changes (either loss or gain) ,sleep disturbances (insomnia, oversleeping, waking much earlier than usual), feelings of hopelessness, guilt, and worthlessness, thoughts of death or suicide, or suicide attempts difficulty concentrating, making decisions, remembering, irritability or excessive crying, chronic aches or pain not explained by other physical condition.A less intense type of depression- dysthymia, involves long-term, chronic symptoms that are less severe, but keep you from functioning at your full ability and from feeling well. In bipolar illness (also known as manic-depressive illness), cycles of depression alternate with cycles of elation and increased activity, known as mania.Bipolar disorder is a type of depressive illness that involves mood swings that go from periods of depression to periods of being overly â€Å"up† and irritable. Sometimes the mood swings are dramatic or rapid, but most often they occur gradually, over several weeks.The â€Å"up† or manic phase can include increased energy and activity, insomnia, grandiose notions and impulsive or reckless behavior, including sexual promiscuity. Medication usually is effective in controlling manic symptoms and preventing the recurrence of both manic and depressive episodes.When the depression lasts for two weeks and more or interferes with academic or social functioning it may be clinical depression. Clinical depression is a common, frequently unrecognized illness that can be effectively treated. Clinical depression can affect your body, mood, thoughts, and behavio r.It can change your eating habits, how you feel and think, your ability to work and study, and how you interact with people. Clinical depression is not a passing mood, a sign of personal weakness, or a condition that can be willed away.Clinically depressed people cannot â€Å"pull themselves together† and get better. Depression can be successfully treated. With the right treatment, 80 percent of those who seek help get better. And many people begin to feel better in just a few weeks.The notion of stress or depression is connected tightly with alcohol and drugs and suicide intentions. A lot of depressed people, especially teenagers, also have problems with alcohol or other drugs. Sometimes depression comes first and people try drugs as a way to escape it.Other times, the alcohol or other drug use comes first, and depression is caused by the drug itself, or withdrawal from it, or the problems that substance use causes. And sometimes one can't tell which came first. The importa nt point is that when one has both of these problems, the sooner he gets treatment, the better.Thoughts of death or suicide are usually signs of severe depression. Talking to a professional in this case can get student past those intense feelings and save his life. Suicidal thoughts, impulses, or behaviors always should be taken seriously.   It is necessary to contact someone he or she trusts: a good friend, academic or resident advisor.All the above mentioned problems referred to students’ stresses and depressions are suggested to be treated by counselors. The counselor is a teacher and psychologist at the same time. The relationship between teacher and learner essentially poses problems of human relations. Teachers bring more than knowledge to the relationship: they are motivators, experts, judges.Teachers and learners share responsibility for learning, and some question whether â€Å"teaching† has occurred if no â€Å"learning† occurred.Studies of teaching that produces the most learning suggest that â€Å"effective† teachers use an analytical and synthetic approach to the subject matter, organize the material well to make it clear, and establish rapport with their students.Most studies identify enthusiasm as important in promoting students' learning. The key seems to be to make college courses challenging but not threatening.Many stress models emphasize a â€Å"mismatch† between the individual and his or her environment. Both too little and too much stress inhibits learning. Stress is difficult to define because individuals react to it very differently, and a situation that is stressful for one person may not be for another. Further, stressed individuals vary widely in the effectiveness of their coping.The professional or academic adaptation is a kind of social adaptation. Academic adaptation consists of professional and psychological components. The psychological aspect has the leading role as it is the base for all th e other stages of human’s socialization.The academic adaptation is an intensive, dynamic and complex process in the course of which the individual elaborates constant skills of adaptation within the demands of his new environment. At the very beginning there is an adaptation to the social environment of high school, and on the senior rates – to the elected trade and profession.Thus, professional adaptation of the student at each subsequent stage includes adaptable abilities and the skills received at the previous stage as a basis. Each subsequent stage is the result of the development of the previous one with qualitatively new formations.It is necessary to point out a number of the initial subjective factors which negatively influence on the process of adaptation and underlying typical difficulties: 1. An insufficient level of actual readiness for the high school program, neglect of many knowledge from rates of school disciplines what leads to backwardness of diligence and inquisitiveness, deficiency of the personal responsibility and educational activity, a low level of spiritual and intellectual potentials. 2. Feebly marked studies skills, insufficiently advanced verbal (abstract) thinking, backwardness of concentration and distribution of attention, ignorance of effective mnemonic receptions, weakness of strong-willed regulation. 3. A low level of culture and moral shown on a background limited life experience and a social maturity; world outlook and social infantilism. 4. Uncertainty in one’s own forces, doubt in an opportunity of successful training in high schoolConsidering professional adaptation of the person as process, using concept â€Å"professional adaptation â€Å", we designate result of this process. Thus, professional adaptation is a result of personal changes during the coordination of professional intentions, qualities of the person and requirements of concrete professional work at adequate reaction to own changes, cha nges of professional work and the professional environment under influence of the factors generated at inclusion of the person in system of continuous education.Hence, professional adaptation of the person of the student forms a psychological basis of his vocational training. The challenges while getting education are especially important for gifted students. Many gifted youngsters have a heightened sensitivity to their surroundings, to events, to ideas, and to expectations. Some experience their own high expectations for achievement as a relentless pressure to excel. Constant striving to live up to self-expectations-or those of others-to be first, best, or both can be very stressful. With every new course, new teacher, or new school questions arise about achievement and performance, since every new situation carries with it the frightening risk of being mediocre.Striving becomes even more stressful when unrealistic or unclear expectations are imposed by adults or peers. The pressur e to excel, accompanied by other concerns such as feeling different, self-doubt (the â€Å"imposter† syndrome), and the need to prove their giftedness can drain the energy of gifted students and result in additional stress.Stress occurs even when everything is going well. Youngsters get tired from their constant efforts and may secretly fear that next time they will not be as successful.Many gifted students accept responsibility for a variety of activities such as a demanding course load; leadership in school activities, clubs, or sports and part-time jobs. Even if it were humanly possible, doing everything well would be physically and emotionally stressful.

Human Resources: Global Mobility

Introduction, Background and Key Problems Identified In an increasingly international world, the need for the workforce to become more mobile, both physically and mentally, with the willingness to travel internationally as well as being prepared to converse and work in multinational environments has become paramount. The issue here is to consider the way in which the HR function can manage and have an impact on the need for global mobility within any organisation, but specifically in the case of VL as noted here. The main issue facing both this company and any other company looking to improve its international expansion and to ensure that those working within the company is that they are able to make the most of the opportunities presented. For example, in the case of VL, the number of employees has nearly doubled in the last five years, many of whom work internationally as a way of ensuring continued growth within the company, yet this level of expansion presents potential problems that need to be tackled by the HR team, if the expans ion is to be successful (Lawler, 2008). The issue of global mobility has already been noted by the management team as being important in VL, with the factors associated with training, including culture and the general ethos of the company. Importantly in VL, the central location of London and Europe remains the head office, with operations then happening globally and feeding into the European offices. The aim is to bring the other locations in line with the overall European ethos, rather than to have several distinct groups across the world (Gillis, 2012). The key issues which have been identified in this individual company include the need to recruit and retain the best staff in every location and to ensure that the training recognises the cultural differences, without allowing for divergent and distinct groups to emerge. This report will look at how the capabilities will be developed within the company and will consider the key strategic issues that need to be taken into account, before then going on to look, in more detail at the role which HR can play in improving the impact of global mobility. Recommendations for next steps for both the HR team and the overall management team will then be established to conclude the report. Developing Capabilities Within VL, it is identified that international activities will typically fall into two categories, namely the longer term 3 – 6 year projects and the shorter term 3 – 6 month projects that involve an individual travelling internationally to fulfil a short term agenda. The capabilities needed for these two different types of projects will be very different, and the capabilities needed by the individuals will also be different to meet with the company’s demands (Freedman 2009). Firstly, it is recognised here that certain personnel are simply more likely to be open minded to global mobility and are therefore more likely to benefit from the process. For example, there are going to be certain individuals within the group who would find international travel practically very difficult, including those with young children, but this should not necessarily remove them from the pool of possible people, but rather should identify the additional needs of these individuals. The first challenge is therefore to identify the technical skills that are needed to narrow down the pool of available people and then to be able to narrow it down from this pool, to identify the personnel who will be most open to the experience. By making the identification process as comprehensive as possible, it is much more likely that the project will be a success. Although there are multiple ways in which capabilities can be developed by the HR team, fundamentally, the individuals themselves n eed to be open to the process, if it is going to be as successful as possible (Friedman 2009). It is suggested here that the heart of the global mobility agenda is therefore the need to identify the most relevant group of people for the mobility programme, both from the point of view of technical expertise and the need to select those who are mentally and emotionally open to the notion of the global mobility and the desire to develop their own experiences. Clearly, there is a need to have processes followed, particularly where there is an organisation such as VL, operating across several different regions; however, it is contended here that the company will not be best advised to have a set of inflexible policies which may not always allow for the individual personalities to adapt to the changing situations. The development of the business capabilities is therefore to look at the people, process, technology and third parties involved and to ascertain the best way in which the HR services and resources available can be deployed for most effective use. Consider, for example, a demand for a specific type of technology; it then needs to be determined whether the infrastructure in the location chosen is able to facilitate the appropriate technology (Schwartz,2011). From this position, it is then necessary to consider if the skills of the chosen individuals can support this infrastructure and whether the processes allow for this type of deve lopment. All of these capabilities need to be developed as a network of ideas and not as one stand alone process that is clinical and inflexible (Becker et al 2009). Key Strategic Issues Some strategic issues have been identified by the HR team as relevant to the notion of becoming globally mobile, as is the case in VL. Firstly, the HR team, as with any other business strategy needs to look at how the HR agenda can align correctly with the overall business strategy. The role of HR is to ensure that the suitably trained individuals are available and willing in whatever location is necessary to deliver the underlying proposition of the company (Wickham & O’Donohue 2009). The key strategic issue with global mobility is therefore to ensure that there is improved value being offered by the company as a result of the global mobility. This actually starts with the management team, before getting close to identifying relevant individuals who will facilitate this process. The strategy needs to be driven from the top. Furthermore, there is a need to balance sensible and consistent processes, while also ensuring that there is sufficient flexibility to deal with local and national differences (Harttig, 2010). This requires the correct people to be present and to have the suitable decision making power at every level of the organisation. In the case of VL, for example, a more senior member of the team may be suitable for the new countries, or for the long term assignments. Crucially, these individuals will have greater experience and more confidence when it comes to making on the spot decisions that are in line with the underlying business strategy but which do not change the direction of the business, fundamentally (Barney, et al 2011). Shorter term assignments will be subject to much greater control, in any event, as the individuals involved in delivering this service will typically be sent with a short term and specific agenda, with little room for manoeuvre. In this case, therefore, a more junior member of staff, or a less adaptable individual who has the necessary technical expertise, but who may not be as adaptable to changing circumstances, may be more appropriate. The key strategic issues is therefore to determine the business level agenda and to then to ensure that the HR team works in such a way that facilitates and supports this agenda, rather than producing a set of processes that are unwavering, with little flexibility offered at a local level, to change processes, in order to take into account local needs. Role of HR When looking at the position within VL, it s clear to see that HR have several vitally important roles at every stage of the process. Therefore, in order to encourage suitable results alongside the business strategy from the outset and prior to any actual attempts to become globally mobile, a company such as VL will need to have a higher level management meeting, including the HR manager, to discuss what it is the company is hoping to achieve overall. This should not necessarily be looking at HR issues, but rather what it is the company is hoping to achieve as an end result. For example, it may be the case that the company is looking towards the international arena as a means of increasing market share; this may be more likely in an area where the product has reached saturation point in the home market. Once the overall agenda has been understood, it is then possible for the HR team to consider how they facilitate this. HR should be driven by the underlying aim of the company and not by the needs of the HR team itself. By identifying the skills needed, the role of HR is to identify the relevant individuals amongst the existing team and to engage in suitable training or potentially to recruit people into the team to fill in any gaps (Schuler and Tarique, 2007). Once the global mobility structure is underway, the HR team will have a continuous responsibility for the management of the team and for making sure that the actions of the staff who are in a foreign jurisdiction remain congruent with the overall business strategy This is critical as, by definition, when a global team is established, there is a lesser level of control being shown directly, with the individuals and the HR team needing to ensure that the support is in place for remote management which is flexible, yet strong enough to ensure that the overall business goal is not lost. The HR team will also have an important role at the practical end of global mobility strategy, particularly when it comes to short contracts where there are going to be issues of travel and accommodation which need to be managed. If this is done effectively, it can ensure that the staff members themselves are free to concentrate on the task at hand. The role of HR in this case is very much as a facilitator, both in practical and strategic terms and this should be maintained at all times (Lazarova & Caligiuri 2001). Suggestions and Next Steps Bearing this analysis sin mind and the current challenges facing VL, there are several next steps that the HR team need to take, in order to support and facilitate the business strategy aims of the company. Firstly, the HR team need to involve themselves with the management team, to understand what it is they are aiming to achieve by becoming global (Benson & Scroggins 2011). Once this is understood, the choice of personnel to undertake this global move can be made, both in terms of the senior strategic individuals such as regional managers, as well as the team members who will facilitate this process. Selecting the correct people is going to be the main and arguably the most important role for the HR team, as they will need to be able to achieve the business strategy, but will also need to be sufficiently personally engaged and want to be part of the global move. Once the individuals have been selected, the HR team then need to ensure that the practical issues such as infrastructure are put in place to enable these people to function effectively and to ensure that there is at least some consistency in processes across the company. When global mobility is focussed on processes, difficulties can arise; however, this is not to say that there is going to be no consistency. Ultimately, it is the role of the HR team to set the boundaries and to ensure sufficient consistency for efficiency, without undue constraints (Wright, & McMahan 2011). Going forward, therefore, the HR team need to ensure that they are fully engaged with the business strategy and then focussing their work on achieving this strategy, rather than being process driven, which is likely to place constraints that will not be beneficial to the company. An ongoing and adaptable process is needed, with the HR team being central to facilitating this move, both initially and on an ongoing basis. References Barney, J., Ketchen, D. J., & Wright, M. (2011). The future of resource-based theory: Revitalization or declineJournal of Management, 37(5), 1299-1315. Becker, B., Beatty, D., & Huselid, M. (2009). Differentiated Workforce: Transforming Talent into Strategic Impact: Harvard Business School Press Books. Benson, P. G., & Scroggins, W. A. (2011). The theoretical grounding of international human resource management: Advancing practice by advancing conceptualization. Human Resource Management Review, 21(3), 159-161. Freedman, E. (2009). Optimizing Workforce Planning Processes. People & Strategy, 32(3), 9-10. Friedman, B. A. (2009). Human resource management role: Implications for corporate reputation. Corporate Reputation Review, 12(3), 229-244. Gerhart, B., & Fang, M. (2005). National culture and human resource management: Assumptions and evidence. The International Journal of Human Resource Management, 16(6), 971-986. Gillis, J., Jr. (2012). Global leadership development: An analysis of talent management, company types and job functions, personality traits and competencies, and learning and development methods. 72, Harttig, M. A. M. A. (2010). Global Workforce Planning. Benefits & Compensation International, 40(1), 19. Iles, P., Chuai, X., & Preece, D. (2010). Talent Management and HRM in Multinational companies in Beijing: Definitions, Differences and drivers. Journal of World Business, 45(2), 179. Lawler, E. E., III. (2008). Talent: Making people your competitive advantage. San Francisco, CA US: Jossey-Bass. Lazarova, M., & Caligiuri, P. (2001). Retaining Repatriates: The Role of Organizational Support Practices. Journal of World Business, 36(4), 389. Schuler, R. S., & Tarique, I. (2007). International human resource management: a North American perspective, a thematic update and suggestions for future research. International Journal of Human Resource Management, 18(5), 717-744. Schwartz, A. (2011). Leadership development in a global environment: lessons learned from one of the world’s largest employers. Industrial & Commercial Training, 43(1), 13-16 Wickham, M., & O’Donohue, W. (2009). Developing employer of choice status: Exploring an employment marketing mix. Organization Development Journal, 27(3), 77-95. Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: putting ‘human’ back into strategic human resource management. Human Resource Management Journal, 21(2), 93-104.

Organizational Structure Essay Example | Topics and Well Written Essays - 250 words - 1

Organizational Structure - Essay Example The 70/20/10 Rule is applicable to all employees; with 70% of day hours focused on management delegated duties, 20% diverted to daily idea generations or new projects while remaining 10% devoted to new idea specific to employees’ choice (Cordes, 2013, p. 78). NRO is led by director (DNRO), who is appointed by Defense’s Secretary in conjunction with Director of National Intelligence reporting to Secretary of Defense closely working with DNI and has supervises NRO’s responsibility with respect to its operational and management. Besides, there is Principal Deputy Director of NRO who is overseeing activities of NRO while coordinating and answerable to DNRO, executing NRO’s daily management as delegated by DNRO as well standing in for DNRO in case of absentia. The deputy Director of NRO who is an Air force General Officer exists and helps both PDDNRO and DNRO with operation of NRO as well as attached as senior Officer to uniformed and civilian Air Force NRO’s employees while coordinating NRO and Air Force’s operations. There exists other directorates; Signal Intelligence System Acquisition , Mission Intelligence, Corporate Staff, Deputy Director for Business Plans and Operations, Communications Systems Acquisition Directorate, Mission Operation , Management Services and Operations, System Engineering Directorate, Office of Space Launch, Ground Enterprise and Advance Systems and Technology Director that have served to ensure its uniqueness in successful operations. The structure is operated based on five regional centers and three directorates. There are four divisions of DIA’s regional centers and a functional center tracking and unearthing the Agency’s performance with respect to its regional responsibilities. The directorate of Operations is accountable for intelligence operations; Defense Attache System representing United States

Budgting ip3 Essay Example | Topics and Well Written Essays - 750 words

Budgting ip3 - Essay Example Finally, this memo will identify the guidelines for a budget that ICBI should adopt. A financial reporting system can be defined as the provision of information relating to the financial performance of the organization, and the usage of an organization financial resource. Financial reporting promotes accountability, which is an important factor that determines the success or failure of a business organization (Heath, 2012). In providing this information, financial reporting gives a summary of a detailed financial data, and it then presents this summarized information in a manner in which people with no accounting experience can understand. One major component of financial reporting system is the availability of information. It is this information that the financial reporters will use to develop budgets, analyze and forecast the flow of the organizations cash, create a dashboard report, identify the key financial indicators, and also provide financial restatements. All these are components of financial reporting. One of the recommended financial reporting systems for the organization to use is the budget (Shim and Siegel, 2012). There are two main types of budgeting, namely activity based budgeting and operating budgeting. The recommended type of budget to use is the activity based budgeting. This is a type of budgeting whereby the activities which incur costs at various functional areas of the organization are written down, and there relationships are thereafter analyzed and defined (Sharma, 2010). Budgeters will then tie these activities to strategic goals of the organization. The costs that the organization incurs in running these activities are then used for purposes of developing a budget. On this note, by considering the cost structure of a given organization, through the various activities that the organization performs, financial analysts can analyze the potential of the organizations services and products to achieve

Care of the Child within Accident and Emergency Case Study

Care of the Child within Accident and Emergency - Case Study Example The child whose care I am going to critically reflect on is a child with meningitis. This was a 2-year-old child who presented to the Accident and Emergency accompanied by anxious mother. This was a male child who presented to the A and E with loss of consciousness at home that was preceded by vomiting. This child was diagnosed to be a case of bacterial meningitis and I had to deliver care in the A and E. Milestones and Development: Obviously many children with the age group that I am going to discuss presented with different diagnoses during my placement in the Accident and Emergency, and milestones and development from both physiological and psychological perspectives have implications in diagnosis and management of these children. To discern an aberration, it is important that an overview of the normal milestones is done. Children accomplish maturation of different biological functions at an anticipated age with a margin of few months on the either side. Ideally, assessment of behavioural development should be interpreted from the time of appearance of definite skills while giving due considerations to environmental and social factors besides the stress of the actual clinical situation. In the phase between 2-3 years, the height increases further with 2.3 kg weight gain per year until the age of 5 years, and at the age of 2.5 years has a full set of 20 baby teeth (Rasen, D.S., 200 4). Psychosocial Milestones: Psychosocially, negativism grows out of child's sense of developing independence and says "no" to every command. Ritualism is important to toddler for security. Temper tantrums may result from toddler's frustration in wanting to do everything for self. The child shows parallel play as well as begins interaction with others and engages in associative play. Fears become pronounced, and the child continues to react to separation from parents but shows increasing ability to handle short periods of separation. The child has daytime bladder control and begins to develop nighttime bladder control. The child becomes more independent and begins to identify sex (gender) roles. The child explores environment outside the home and can create different ways of getting desired outcome (Parker, S., & Zuckerman, B., 1995). Child in the Accident and Emergency: The primary concerns of this age group that is relevant to the care that I delivered are many. These include "separation anxiety" relationship with mother is intense. Separation represents the loss of family and familiar surroundings, resulting in feelings of insecurity, grief, anxiety, and abandonment. The toddler's emotional needs are intensified by the parents' absence. Presence and treatment in the hospital or A anb E would mean changes in rituals and routines, all of which are important to sense of security, become a source of concern. In this age group, the child has limited capacity to understand reality and passage of time. There is inability to communicate and understanding of language and this affords the child limited communication between self and the world. Moreover while being investigated, examined, or treated, this represents to him loss of autonomy and independence. The child sees self as a separate being with some potential contr ol

Americas Film and Video Culture Assignment Example | Topics and Well Written Essays - 500 words - 1

Americas Film and Video Culture - Assignment Example Most people in the greatest generation were born during the time of the American silent feature film that lasted until 1929. During the period, the filmmakers in the country established the language of motion pictures as well as cinema that arrived at the height of artistic sophistication. Many full films were developed during the period. The 1930s, for example, was a period of economic problems and political turmoil. The events affected the films in one way or the other. The 1929 to 1946 period was referred to as the golden age of Hollywood even most of the film produced was black and white. The period was also the decade of color and sound revolution, the advance of the talkies as well as the further creation of film genres (Etkind, 94). Some of the films developed include the gangster films, newspaper reporting films, musicals, the historical biopic, social realism films, western and horror films and lighthearted screwball comedies. The silent period ended during this era with many film stars failing to make a transition to sound. In 1933, for example, the impact of depression was being felt strongly especially and resulted in a decreased attendance in Movie Theater. Some of the films of the time included the Hell’s Angel, Anna Christie and the stagecoach of that was released in 1931. A high number of the early talkies were active at the box office though most of them were of poor quality. The films were dialog dominated, with stilted acting and an unmoving microphone and unmoving camera. Screenwriters in most of the films were required to place emphasis on the script characters and the writers of the title cards became unemployed. Nonetheless, videos and films of this period were produced with style, wit, el egance, and skills that have never been equaled (Etkind, 95). Film production continued to improve between the years 1929 to 1946.

Decision Analysis Essay Example | Topics and Well Written Essays - 500 words

Decision Analysis - Essay Example The essay refers to â€Å"Case Study of Rural Health Care in the Economic Downturn" by North Carolina Rural Health Research and Policy Analysis Center. Healthcare facilities have energy-intensive buildings and use more energy than other forms of buildings per square meter. Energy efficiency is critical to freeing capital trapped within conventional hospital infrastructure. Approaches to energy efficiency will provide clean, cheap, and abundant to Ashe Memorial Hospital in the delivery of immediate hospital savings. The hospital will improve financial performance through making advanced decisions to energy management. Ashe Memorial Hospital should focus on achieving sustainable utility cost reductions and savings across the building’s life cycle (Borkowski & Deckard, 2013). The approach generates new cash and increased capital continuously. It is important to note that hospital investment in efficient procedures has appreciable impacts on hospital financial performance. However, there is a need to have consistency in implementing the stability of cost per case and cash flow. The reduced of penalties and carbon taxes grows the energy efficiency in the future while Ashe Memorial Hospital endorses the ability of full compliance with regulators and accreditation organizations in its operations. The reduced potential for preventable adverse events includes infant abductions as well as unexpected patient departures for improved security of patients, staffs, and assets without extra costs (Twaddle, 2002). Lower levels of power failure and patient injuries as well as death due to electrical fires or power failure reduces the potential for higher costs. The application of intelligent healthcare solutions provides Ashe Memorial Hospital with an opportunity of improving hospital’s financial performance. Other benefits of automation include higher productivity level and overall patient satisfaction, safety, and security. In addition,

Should Juveniles be tried as adults Research Paper

Should Juveniles be tried as adults - Research Paper Example The basis for trial in these courts was on there are rather than the crime committed. However, in the 20th century, there has been a change on perception of these courts. For example, in the last two decades of the 20th century, there was rethinking on the roles of these courts (Khan 1). Hence, the topic has been controversial in the recent time. Some of the public were calling for establishment of tough law to the juveniles and even trying them as adults. The change in opinions made it possible for some states to make laws that ensured treatment of youthful offenders as adults. This has been done through the modification of the age of juvenile court jurisdiction (Children’s Action Alliance 7). The age reduction has been implemented in states such as New York and North Carolina. In these states, the age of jurisdiction by courts have been reduced to 16 years (Children’s Action Alliance 7). Other states have come up with recommendations of doing away with juvenile courts . On the other hand, there are those that have a strong opposition to trying juveniles as adults. The paper focus on reasons why juveniles should not be tried as adults and refute. Juveniles should not be tried like adults, as their thinking capacity is not full developed. Most of the practices in the society shows that those under the age of eighteen cannot in any way compared to adult. A research carried out has shown that teenager’s brains are not developed like that of adults (Khalid 1). In the society, there are restrictions on drinking, use of tobacco, voting, and some other social activities to youth under eighteen years of age (Baruwa 109). The restriction is due to inability of adolescents of making mature and responsible decisions to some of these things in society. Moreover, the restriction may be due to lack of experience of adolescents in life. The characteristics are an indication that adolescents are in the process of developing to maturity. The

Applying a Lence of The Wire, Season 4 Research Paper

Applying a Lence of The Wire, Season 4 - Research Paper Example They carry the burdens of problems supposedly faced by their parents but because a father is in jail or a mother has nothing to do but get into her addictions, the children who are supposed to stay in school and think about nothing else but their lessons, instead, stay on the streets to sell drugs and earn. With such kinds of life, the students are exposed to hardships that pressure them to cheat in order to survive and consequently apply it in school. To the police, the students are just like their parents, drug dealers and cheaters who are threats to the peace and order of the community. They know they are selling drugs and they are watched like adults. Sometimes, they are also made as assets when the opportunity arises. They know they are tough so that even if they are young, they play rough with them. The kids’ parents look up to them to take responsibility in their families. For instance, Michael is expected to provide for the family’s needs and in the eighth episode of season 4, he even gives his mother money (34:37) instead of the mother giving him what he needs. The familial and environmental backgrounds of the children demand them to become tough as they are and lost interest in schoolwork. However, to the teachers, the children are still children and human beings. Although most of them are failing in their classes, the teachers like Prezbo, do their best to let the children learn. The sad thing is; there ar e also teachers who look at the situation differently. As one teacher said, it is not about the kids but it was about Prezbo surviving (37:25). The conversation came up when Mr. Rolan Pryzbylewski, also known as Prezbo, brought to the attention of the other teachers the very high percentage of failing students who were not yet able to do basic mathematical applications their age mates are performing. The reply was implied, that he should just let his students pass. One teacher suggested that he should not teach

Hat factors affect your choice of career Essay Example for Free

Hat factors affect your choice of career Essay Career choice is a complex phenomenon that can be better appreciated through a study of its key components, i. e. career and choice (Websters Dictionary, 1998). Dating back to the seminal works of Hughes (1937) and Goffman (1968), career has been the focus of many studies. However, the contemporary formulations of the concept by critical realists embody a layered conception that embraces subjective experiences and objective structures of work in interplay (Layder, 1993). The definition (choice) incorporates two components: First is the availability of alternatives, which presents an objective reality, and the second one, the act of preference, which involves a subjective process. If a reference to career choice is made, availability of career choices and the dynamics of choosing a career should be examined. Hence, in order for career choice to take place, there should be alternative career routes available and there should be an individual preference between these career options (Marshall, 1989). Career choice is a subject which has attracted academic, professional as well as public attention, due to its multifaceted nature. Since career is a result of the interplay between individuals within organizational and social structures, it yields well to analysis from diverse perspectives ranging from occupational psychology to organizational sociology. Research on career choice is not uncommon on occupational groups such as accountants and health care professionals (see Morrison 2004, Hallissey et al. 2000, Kyriacou and Colthart 2000). The aim of such research is often to predict career choice behaviors based on personality as well as demographic distributive factors. The present study aims to investigate students perception towards a career as Chartered Accountants. The topic is of interest since it is estimated that by 2020. Malaysia needs 65. 000 Chartered Accountants to fulfill industry needs (Abdullah, 2001). However, to date (as at 2010) only a number of 65. 000 accountants are mainly available. Given such statistics, it is almost impossible for the professor to meet the demands in the years time. As such, this study will shed some light or what is the perception of students toward these professors. The results could enable us to understand more the issue of career choice by accounting students. In Malaysia, accounting graduates from the public universities who are interested to register as public accountants are required to become members of the Malaysian Institute of Accountants (MIA). At present, MIA only recognized accounting graduates who graduated from the public universities or from professional accounting studies such as Chartered Institute of Management Accountants (CIMA), Malaysian Association of Certified Public Accountants (MACPA) and Association of Chartered Certified Accountants (ACCA). That is, MIA only accepts candidates for membership who hold the relevant academic qualification listed under the Accountants Act 1967. It is therefore, arguable that the public university students would register to become public accountants as their qualifications are recognized by MIA. Several studies in the education literature have identified that students share a common belief that the accounting environment offer a higher supply of jobs compared to other areas of business (Paolillo and Estes, 1982; Wheeler, 1983; Cangelosi et al. , 1985; Kochanek and Norgaard, 1985). Of consequence, such belief plays an important role in choosing their career decisions. Further, these studies found their respondents preferring to become public accountants compared to other accounting profession (Carpenter and Strawser, 1970). In Malaysia, several studies have shown that accounting profession is still popular amongst the students (Goon, 1975, Samidi and Tew 1995; Hashim et al, 2003 and Said et al. , 2004). For example: Goon (1975) found that the majority of her respondents had chosen accounting as a profession. Samidi and Tew (1995) reported that the profession is still the most popular choice 20 years later. Said et al. (2004) found that the accounting profession ranked amongst the two most preferred careers given by the public and private university students. The previous research internationally has examined high school and perception of tertiary students of an accounting profession and their intentions to pursue accounting career as the choice to the main thing in accounting can be made at any educational level. However, in results are many inconsistencies. The most of these prior studies are quantitative surveys whose results are statistically analyzed using a variety of methods including univariate, multivariate and factor analysis. A small number of these papers also utilize a theoretical framework based on the Theory of Planned Behaviours (Cohen Hanno, 1993; Felton, Dimnick Northey, 1995; Allen, 2004; Tan Laswad, 2006). As such, there has been no attempt to determine the reasons behind the perceptions and intentions or to provide any insight into why there are differences. Some accounting education researchers suggest a need for further research that considers these areas, conceivably by using qualitative research approaches (Hardin, OBryan ; Quinn, 2000; Byrne ; Flood, 2005; Sugahara, Kurihara ; Boland, 2006). So this current study sheds insights into the factors that affect a students vocational pathway. It focuses on both undergraduate and graduate students in UUM. The rest of this paper is as follows. It first discusses the prior literature in the area and then outlines the research method. It is accompanied by results, the analysis and related discussion. Work at last represents the conclusions of the study, its limitations and opportunities of the future research. LITERATURE REVIEW INTRODUCTION. There have been many previous studies that have examined the choice of accounting as a career by students, including the factors and people (referents) that influence their choice, their level of interest in accounting, and their perceptions on careers as chartered accountants. PERCEPTIONS OF THE ACCOUNTING PROFESSION. Some studies have found that people perceptions depend on many factors that influence their career decisions (Holland, 1966; 1973). Students perception effect them toward the accounting profession Marriot and Marriott (2003) term, the experience of students at the university and profession impact for pre decision. Therefore the monitor of public perception and students perception is very important for accounting professions, the relation between students perspective and perception of accounting (Nelson et al. , 2002, p. 282). Albrecht and Sack (2000) found that the important reason for declining the number of accounting graduate because they dont have more information about the meaning of accounting and accountants job. (Albrecht Sack, 2000, p. 28). Previous studies in USA identified that are many factors for those accounting students had no plan to accounting major and no idea to choose accounting as a career considered the accounting work environment (Cohen Hanno, 1993; Hermanson Hermanson, 1995; Saemann Crooker, 1999; Fransisco, Noland, Kelly, 2003; Allen, 2004). However, other research suggests the negative perception of accounting in Australian accounting university (first-year accounting students) (Jackling Calero, 2006), but the research in Canada suggests that the students have a high accounting perception (Felton et al. , 1994). Another research in New Zealand, found that the profession as boring for the final year of accounting students at five universities (Ahmed et al. 1997, p. 333). In addition, the study by (Laswad Tan, 2005, p. 61) suggests that business students have the impression that accountants are dull, boring, number crunchers. LEVEL OF INTEREST IN ACCOUNTING. Many studies suggests that those the accounting students (high school) have a more positive attitude towards accounting or becoming a CA, and those students more likely to study at university (Felton et al. , 1995; Hermanson Hermanson, 1995; Bryne Willis, 1995; Sugahara Boland, 2005; Hartwell et al, 2005; Tan Laswad, 2006). the students at high level they effect on those that choose a CA career Felton et al. (1994). Other research found that the students at the high school have experience and interest or matahematics those who choose accounting major (Paolillo Estes, 1982; Cohen Hanno, 1993; Allen, 2004; Bryne Flood, 2005; Hartwell et al. , 2005). In contrast, based in the study by Tan and Laswad (2006) suggests that skills and a background in mathematics are not an important of performance in accounting courses. Another study suggested that the accounting students (first or introductory ) has been argued the first year or introductory is good stage can effect for interest levels or accounting perception and they can impact on tertiary students career (Cohen Hanno, 1993; Felton et al. , 1995; Chen, Jones, McIntyre, 2005; Jackling Calero, 2006). Nonetheless, Saemann Crooker (1999). INTRINSIC AND EXTRINSIC CAREER RELATED FACTORS. A number of studies have indicated that the important factor for accounting students to discipline choice is job satisfaction (Paolillo and Estes, 1982; Gul et al 1989; Ahmed et al. , 1997; Auyeung and Sands 1997). However Paolillo and Estes, 1982 and Ahmed et al. , 1997 also suggests that the lower importance of intrinsic for accountancy. This is in contrast to the findings of Linden (1987), Adams et al. , (1994), Felton et al. , (1994) and Jackling and Calero (2006), who demonstrate that intrinsic factors are very important in career decisions made by accounting students. Some studies found that the interest and enjoyable in the subject is very important to choose accounting major Adams et al. , (1994) and Mauldin et al. , (2000), Saemann and Crooker (1999) this finding was further supported by results of Jackling and Calero (2006) suggests the enjoyment of the accounting topics can affect for students career in accounting. Other studies have found that many students believe the accounting curriculum impacts on students perceptions of the work of the accountant and their desire to pursue a career in accounting (Zeff 1989). Prior research has found misconceptions of what the level of interesting in accounting subject and accountants job are not the only factors that students dont choose accounting as a major Albrecht and Sack (2000) suggest that the high degree and career options are the reasons for declining of the number of accounting graduate. Therefore, intrinsic and extrinsic career related factors might also affect the choice of accounting as a career. There are many factors related to Extrinsic factors such as the job market, financial and career considerations, the costs of becoming a CA have also been examined in prior research. Job variety, availability, security and opportunities have all been proposed as possible factors that effect for accounting choice (Hartwell et al, 2005). Financial factors such as initial salaries and career consideration (potential long-term earning, prestige, career prospects) are the reasons for declining the number of accounting graduate Albrecht and Sack (2000), for example in the US school students 40 % focused opportunities for career promotion and 10 % valued financial rewards (Hartwell et al, 2005). The results for Japan study, suggests that the tertiary students were also attracted by career prospects and social status and prestige (Sugahara Boland, 2005). However, social status or prestige is not so important to Australian tertiary students (Jackling Calero, 2006). But some researchers suggest that the financial rewards dont impact for accounting choice and not as important as intrinsic factor (Paolillo ; Estes, 1982). However Sugahara ; Boland, 2005, they suggests initial earning were very important for tertiary students to choose their career. The result of New Zealand study argued that both initial and long term earning are important (Ahmed et al, 1997) MAJOR HUMAN INFLUENCERS OR REFERENTS. Prior studies suggests that the human or referents very important factor that impact for students for their career or to became CA ,some examination of the literature surrounding potential influencers or referents indicates there are five possible groups: parents/caregivers, friends, accounting/business professional members, university instructors and high school teachers/career advisors. Ahmend et al (1997) . (Cohen ; Hanno, 1993; Allen 2004). They use the Theory of Planned Behavior (TPB) as its theoretical framework have identified that tertiary students make a choice of major, in part, based on what their relevant referents think they should do This was also the case in the Tan and Laswad (2006) study. Regarding the importance of parents. Sugahara ; Boland, 2005 found that the most importance or significant is parents to influence of students choice . However, other US studies have found them to be less important (Paolillo ; Estes, 1982; Hermanson ; Hermanson 1995; Maudlin et al. , 2000). When combined with friends, family was found to be significant (48%) by Hartwell et al (2005). However, friends on their own were seen to be less important in the studies by Paolillo and Estes (1982) and Hermanson and Hermansson (1995). Japanese study found that the members of accounting or business professions were the most influential referent for accounting students career(Sugahara ; Boland, 2005) and the second most influential one for US accounting majors (Cohen ; Hanno, 1993; Hermanson ; Hermanson, 1995; Allen, 2004). US research has further demonstrated that accounting professionals can have an impact on the perception of accountants and the accounting profession when they make planned presentations to introductory accounting courses (Fedoryshyn ; Tyson, 2003). The high school teacher and high school career advisor found by previous studies. Hermanson (1995) and Hartwell et al. (2005) . Some research such as Hermanson and argue that in the US, high school teachers / career advisors only influence 5 to 12% of their students career choice. They were also found to have a weak influence on Japanese students (Sugahara Boland, 2005). However, the studies in US and Ireland has identified that the influence of teachers for students to their accounting perception (Paolillo Estes, 1982; Mauldin et al 2000; Byrne Flood, 2005; Byrne and Willis, 2005). Even though the results are inconsistent, any misconception of accountants and the accounting profession by these high school teachers and career advisors has the potential to change a students major or career choice. Wells and Fieger (2005) in a New Zealand based survey of high school teachers found that there was a mismatch between high school teachers perceptions of accounting and accountings actual role and that the teachers had a low opinion of accounting as a career option for students. These results are similar to two other studies that utilize the same survey instrument, those of Hardin et al. (2000) and Sugahara et al. (2006). These two research studies suggest that high school teachers consider accounting monotonous and boring (Sugahara et al. , 2006, p. 416) and that the accounting profession has a serious perception problem among high school educators (Hardin et al. , 2000, p. 216) when compared to other professions such as medicine, law and engineering. Furthermore, the Wells and Fieger (2005) results support those of Fransisco et al. (2003) who conclude that, in addition to the boring image of accounting, some high school teachers in the US are not encouraging their brightest students to consider accounting as a career. High school career advisors perceptions of the accounting profession have also been investigated. Pollock, Papiernik and Slaubaugh (2002), in a US-based study suggest that career advisors thought that the accounting profession was uninteresting, stressful, time consuming and not that financially rewarding with accounting overall being viewed as boring. They were also not familiar with the CPA requirements. However, high school career advisors have not been examined in a New Zealand context. Many researchers suggests that the students not only influenced by own perception but there are many reasons such as teachers, parents, and friends that effect their choice in high school or university Harrison (1998), however prior studies found that the impact of teachers on a students very important in university to choose accounting as major (e. g. Paolillo and Estes 1982; Hermanson and Hermanson 1995; Geiger and Ogilby 2000; Mauldin et al. , 2000) Some studies also found that parents had strong influence on accounting decisions Inman et al. , (1989); Mauldin et al. , (2000) and Tan and Laswad (2006). The result about Asian students suggests that the important of human to effect of their opinions towards accounting major Auyeung and Sands (1997). Tan and Laswad (2006) also found that international students in particular regarded the views of parents and career counselors as important in their selection of intended major. METHODS AND DESIGN TARGET POPULATION. The target population of this study is the Universiti Utara Malaysia (UUM), students studying of postgraduate and undergraduate Accounting course in 2010. SAMPLE. The sampling procedures relied on convenience and self-selection. All members of the sample were enrolled at university Utara Malaysia in one of the Malaysia universities. they were either in an Accounting-major class. For this study, there were two Groups, postgraduate and undergraduate students in UUM. INSTRUMENT. The instrument came in the form of a modified from Satoshi Sugahara and Gregory Boland (2005) study, the Accounting Profession as a Career Choice for tertiary Business students in Japan . 112 the questionnaire included 17 questions. Seven questions were related to Demographic information, five Questions related to Career choice, and five questions were related to perception toward the accounting profession. The Perception questions dealt with topics that affected specific perception toward the accounting profession such as background for accounting, occupational attributes regarding an accountant, difficulties to become a CPA. The career choice questions dealt with future career plans and goals as well as major selection and development, influenced by people, and factors for career options and development. DATA COLLECTION. The data set used in this study was collected via questionnaires completed by 150 students undertaking the accounting major as part of their undergraduate and postgraduate studies at a Universiti Utara Malaysia. This unit of study represents the first unit of accounting studied in the undergraduate and postgraduate degree that is only completed by students pursuing an accounting major. The questionnaire collected background information relating to entry pathway, country of permanent residence and factors important in decision to major in accounting The present study replicated several aspects of prior study of Satoshi Sugahara and Gregory Boland (2005) ,the Accounting Profession as a Career Choice for tertiary Business students in Japan , a factor analysis using the Accounting Attitude Scale (AAS) developed by Nelson (1991). The 150 questionnaires were distributed and collected directly from the classrooms at each Class. After eliminating unusable questionnaires, an effective 112 responses (74. 66% response rate) were used. Most of the unusable responses were due to the incompletion of the Questionnaires STATISTICAL ANALYSIS. Factor analysis was selected as the prime method for our study. This method is usually conducted by using a combination of factor extraction and factor rotation. It is possible that by using the factor extraction method we can identify any underlying latent patterns of relationships among students vocational attributes. This has the effect of condensing the gathered information into smaller and more meaningful components or factors. The factors were identified by determining the optimal combination of attributes, which enabled more of the variance in the data to be explained compared to any other variable combinations. Among several factor extraction methods available, the principal component analysis was selected for this study simply because it is one of the more commonly used today. The optimal numbers of factors were determined by applying the most commonly used eigenvalues- greater-than- one rule (Kim Mueller, 1978). From the samples used in our study, two factor analyses were conducted for both the postgraduate and undergraduate accounting students groups. As for the factor rotation procedure, the Promax rotation technique was applied to assist us in the interpretation of potential influential factors. This method has also been widely used in previous studies, for example Ahmadi et al. (1995). Following the analysis of these vocational attributes a descriptor was assigned to properly reflect the meaning of the factor and grouped attribute. In addressing students perceptions of the work of accountants the study uses descriptive statistics to examine the attitude of undergraduate and postgraduate students towards the accounting profession. The study explored students attitudes towards the work of accountants following the methodology by Satoshi Sugahara and Gregory Boland (2005). RESULTS INTRODUCTION. In this study, questionnaires were distributed to students studying the accounting course in the UUM. Of the 112 useable responses 74 were female and 38 were male. The distributions of students by race were 88 Malaysian students (46 Malay, 38 Chinese, and 2 Indian), 12 Arab, and 12 other international students. GENERAL PERCEPTIONS. The results of the present study show that the majority (32. 14%) of the respondents chose their careers during Pre-High school. This may imply that the recruitment campaigns at schools are fairly effective, but that career guidance teachers should provide more information to enlighten students regarding the pros and cons of the profession. This is in line with the findings of Hermanson et al. (1995) and Paolillo and Estes (1982). However, Sale (2001) and Graves, Nelson and Deines (1993) found that the majority of students made their career choice only once they had registered at a tertiary institution. CAREER CHOICE MOTIVATION DATA. PERCEIVED CONSTRAINTS OF THE PROFESSION. FUTURE CAREER PLANS. There are four factors were identified for accounting students. These results explained 73. 953% of total variance. The Promax method was selected for rotation, and all attributes with factor loadings of more than 0. 5 were retained for the purpose of this analysis. The first largest factor for accounting students was interpreted as Intrinsic and extrinsic career related factors (23. 154%) confirmed by the two attributes such as chance to make a contribution and nature of job. The intrinsic value was specifically defined in prior studies (Felton et al. ,1994; Ahmed et al. , 1997) as the factor relating to ones satisfaction derived from jobs, which Provide the chance to be creative, autonomous, intellectual challenging and working in a Dynamic environment. Prior New Zealand research (Malthus ; Fowler, 2003) has indicated that although extrinsic factors such as financial rewards, prestige and other market related factors are perceived as important when choosing an accounting career, they are inconclusive as to whether intrinsic factors such as job satisfaction are also important. The financial rewards factor. Financial reward has been regarded as an important factor that affects a students career choice decision in many prior studies (Paolillo Estes, 1982; Kochanek Norgaard, 1985; Inman et al. , 1989; Adams et al. , 1994; Felton et al. , 1994; Ahmed et al. , 1997) In the present study, this factor, comprising good initial salary and good long-term earning. Nevertheless, we believe that the attributes of financial rewards were integrated with other attributes to form different factors. As seen above, the attribute good long-term earning was combined with the largest Career Prospects factor. Similarly, the attributes for financial rewards, for example good initial salary, come with job availability. Another factor for accounting students was interpreted as Job Market Conditions. This factor also has been observed in previous studies (Felton et al. , 1994; Ahmed et al. , 1997). The two attributes of element of job variety adventure and flexibility in career options were basically incorporated into this factor. The factor of working environment. Although accounting students consider this as one of the influential factors. In accordance with this factor, Buckley McKenna (1973) similarly regarded some attributes, for examples the length of work hours and other physical working conditions, as crucial aspects of employers job motivation, which would affect ones career choice. However for this current study factors contained the three following attributes: sufficient time for social life, length of work hours and good physical working conditions. Research has suggested that at high school, the study of accounting, an aptitude for mathematics and/or an interest in the subject impacts on the choice of accounting as a career with this choice potentially being influenced by the students teachers and career advisors. The high school and tertiary students who were studying accounting generally had a more positive attitude towards accounting and accountants. The perception as to what skills and characteristics are required for an accounting career potentially affects the type of student the career advisors may encourage to study accounting at high school. Nonetheless, the results also indicate that other factors played a role in the career decisions the students made. The final factor for accounting students was interpreted as The Major human influencers or referents factor ranked relatively lower for both student groups in deciding their vocational choice. The empirical study by Inman et al. (1989), Silverstone ; Williams (1979) and Mauldin et al. (2000) reported that parental influence was relatively stronger. Similarly, Cohen ; Hanno (1993), Allen (2004) and Tan ; Laswad (2006) discovered that close friends and business friends have exercised significant influence on students major choice when studying accounting. Previous New Zealand Laswad Tan, 2005, Charting a course into accountancy, Chartered Accountancy Journal of New Zealand, 59-61 research suggests that the most important referent for New Zealand students is their parents (caregivers). However, international research suggests other groups may also be important. It was apparent from all the student focus groups that the main referents were the students parents and family members, teachers, and people. Other referents mentioned were friends, and university. CORRELATIONS. Correlation is a vicariate measure of association (strength) of the relationship between two variables. It varies from 0 (random relationship) to 1 (perfect linear relationship) or -1 (perfect negative linear relationship). It is usually reported in terms of its square, interpreted as percent of variance explained. The use of partial correlation is usually restricted to simple models of 3 or 4 variables, 5 at the most (Cohon, 1983). Correlation will also be attenuated to the extent there is measurement error, including use of sub-interval data or artificial truncation of the range of the data. Correlation can also be a misleading average if the relationship varies depending on the value of the independent variables. This section reports the correlation analysis results of maximum figures of inter-factor correlation were 0. 294 between factor 4 and factor 2 for accounting students, and shown the relationship between factor 3 and factor 1 were 0. 261, also the correlation between factor 3 and factor 2 were (0. 236). STRATEGIES TO ENCOURAGE ACCOUNTING STUDENTS. As noted above the results of our factor analysis for accounting students revealed that the major influential factor was Intrinsic Value. It would appear credible that such occurrences may quickly drive a students career choice away from accounting. To address this worrying issue, it is necessary to disseminate appropriate promotional activities that can negate such negative images and convince students of the attractiveness attached to a CPA profession. Our study also reports that the factor Career Prospects is ranked relatively higher for accounting students. From the authors experience. The empirical evidence supports this. However, our study suggests that this kind of information can be very harmful to our brightest accounting students. The findings also suggested that accounting students seem to be quite sensitive to employability when it comes to Job Market Considerations. While this factor was ranked for accounting students, the sub section for accounting students contained two specific attributes: namely job availability and security of employment. Working environment and financial rewards are in common in terms of physical benefits. Several prior studies examined and found that these factors have significant influences on a students career choice in relation to accounting (Paolillo ; Estes, 1982; Kochanek ; Norgaard, 1985; Inman et al. , 1989; Adams et al. , 1994; Felton et al. , 1994; Ahmed et al. , 1997). In contrast, the finding of our study in Malaysia indicated that these were ranked as only minor factors. The results again confirm that both the professional body and the accounting firms should give more attention to the intrinsic values rather than the physical factors when marketing the attractiveness of a CPA career especially for the accounting students. As for the remaining influential vocational factor for accounting students, Persons Influences, was rated the lowest. Prior studies discussed the effectiveness of this factor but have failed to agree on this issue. Some studies insisted that Persons Influence is very important to a students career choice (Paolillo ; Estes, 1982; Cohen ; Hanno, 1993) while other studies have not supported this impact (Gul et al. , 1989; Ahmed et al. , 1997). The analysis of this current study in Malaysia supports the latter cases, which indicate that promotional activities involving other persons could be relatively ineffective in encouraging accounting students. Job market considerations were also ranked relatively higher accounting students. This also suggests we need to emphasize the importance of the economical and physical conditions of an accounting career, rather than the mental factors such as occupational intrinsic values that were more important to accounting students. Therefore, in establishing a career pathway accounting students may be slightly driven by these attributes in the short-term. This aspect should also be considered by the professional body and accounting firms when developing remuneration schemes. CONCLUSION. The purpose of this study was to observe factors profiles in career choice for accounting students. The results of our empirical study indicated that there were four factors, our study also suggests strategies for the accounting professional body and the accounting firms to develop and maintain the attractiveness of the CPA in accordance with the results of the statistical analyses. As discussed, the strategies to promote the accounting profession. There are several limitations in this study. The strategies used to promote the accounting profession to accounting students and vice versa. Any contradiction between the resulting strategic will diminish if we can identify students future career perspective at an early stage of their career. Secondly, the study only asked students opinion regarding the attributes influencing their career decision. We ignored the effects on career choice of personal values, which is regarded as one of the cognitive styles, may influence a students career choice (Kolb, 1981). Thirdly, this study focused on the domestic population. Since some of the findings in this study were unique to specific traits identified in Malaysia, it is difficult to conclude discussion without comparative counterparts. International comparative studies within several countries regarding this topic will be required in order to finalize the issues. These limita

Contemparary Issues In International Hrm Management Essay

Contemparary Issues In International Hrm Management Essay In wide range of market economies, human resource management plays an important role. Analysis and evaluation of HRM have become major themes in, policy, academic and practitioner literatures (ref: human resource management by Julie Beardwell and Tim Claydon, 5th edition). In any organization, the main objective of the Human Resource Management function is to check that the most effective use is made of its human resources(ref :global excellence ) International HRM has been characterized by three broad approaches. Comparative HRM: It is one of the approaches in IHRM using which HR Management in MNCs (multinational companies) understands the reasons for similarities and cross- national differences in HR practice in the countries in which they operates. Before exploring this in detail, it is necessary to understand the institutional distinctiveness of National Business Systems (NBS) as it is the main reason for cross-national differences in employment policy and practice. Distinctiveness of NBSs: Global economy can be defined as amalgamation of different individual and independent nations. While majority of these nations are capitalist, they have followed unique and different path ways for their industrial capitalism .Each market economy is shaped by its distinctive economic, political and social characteristics which are embedded in its social system. Hall and Soski (2001) have done an academic work on NBSs by considering US, UK, Germany and Japan. Writer of this assignment explored. Hall and Soskis academic work and identified following things: Capitalist economies are of two types Liberal Market Economies (LMEs) and Co-ordinated Market Economies (CMEs).These creates different national patterns of corporate strategy. These also determine different labour laws and regulations around funding etc. US and UK economies are liberal with less government involvement in labour market and funding regulations. Provision of funds operates with in open market. Here capital providers like pension fund managers provides funds, on short term basis and expects rapid returns. It is more focused on the value created for shareholders with in short time scale. US is highly liberal market with highly developed stock and capital markets to reinforce market relations.UK even though liberal and capable of innovation .But low level of institutional regulator in labour and capital markets, skills education hinders its capability Germany and Japan economies are treated as CMEs where there is less free market for equity capital and most of the shares are owned by founders of firms, and have institutional fund providers supported by state provides funds as a credit and they look at long term prospective also their labour market is highly regulated. Germany is coordinated market economy which can exhibit incremental innovation and change and has sustained competitive advantage in manufacturing due labour and capital regulation. Due to these Distinctiveness of NBSs discussed above Comparative HRM approach is needed for MNCs to understand Cross-national differences in HR policy and practice. Researchers found differences in training, pay practices, industrial relations and employees representations between different nations. These differences which are impacting HR policy can be well understood, if we consider part time employment in Europe as more and more employers are using part time employees as a method of matching labour demand and supply on temporary basis and also European commission is promoting part time employment to combat unemployment. If we examine OECD stats, highest part time employment in UK can be explained due to lack affordable childcare facilities, state tax and welfare policies and availability on more students for part time etc. At the same time if you consider Spain which has less part-timers can be explained due to existence of fixed term contracts (full time) available in labour market. Also in UK part time means 17 HRs a week and in France part-time means 21.5hrs a week. Due to these differences, it is challenging for any global company to have HR strategy in different countries. USA has the weakest system of employment protection .Less or lack of regulation reduces barriers or constraints faced by employers, weather this result in improved performance is another issue for argument. If we take Germany it is a quiet contrast labour market is regulated and Germany human resource and employment relation policy and sectoral collective bargaining are deeply integrated in its society as a method of determining the wage. Almost 80%of German employees are covered by this creating good working conditions and standardisation of pay . Also training and human resource planning policies and institutions are governed by government, trade unions and employers. Sometimes these types of policies are treated as constraints for IHRM, weather it is true or not is another issue. This comparative approach doesnt take into account about the effects of multinationals and multi cultures have on HR strategy and policy. Cross -cultural approach Culture is a of shared attitudes, values, goals and practices that characterizes an company or institution (Asgary and Walleor, 2002) or a complicated socially constructed system which includes art, law, knowledge, beliefs, customs, morals and any other habits and capabilities acquired by human as a member of society (Banerjee, 2008). There exists ,many criticisms towards the cultural approach by HRM academics, out of  which Hofstede, Trompenaars and Laurent are confined in centre of attraction, as well being ambiguous when using ethnographic approach. The individualism has also a very different apprehension, from one civilization to another, and may not be always completely different from collectivism. Although, Hofstede and Trompenaars believe an apparent association between attitudes and  behaviour, on account of that, there is assumption that specific cultural attitudes would lead instantly to particular type of behaviour. They have as well been accused of disregarding cultural framework, having motionless determination which does not locate principles in historical growth and relationship between community and institution. Again, there is a problem of accreditation of one culture to entire national structure, which masculinity and femininity are inappropriate names and that structure of four-dimension app roach could be easily questioned (Beardwell et al. 2001, pp.642-643). Hofstedes (1980a) approach was one of the first attempt to develop a universal framework for understanding cultural differences in managers and employees values based on a worldwide survey, although not the only one. The argument here is that this work was starting point, both for serious academic research, and for managers working across culture to make a first estimate of the differences in organizational values which may exist among different countries(ref: international hrm: a cross cultural approach by Terence Jackson). Hofstedes work focuses on value systems of national cultures which are represented by five dimensions (1991). Power distance This is the extent to which inequalities among people are seen as normal. This dimension stretches from equal relations being seen as normal to wide in equalities being viewed as normal. Uncertainty avoidance This refers to a preference for structured situations verse unstructured situations. This dimension runs from being comfortable with flexibility and ambiguity to need for extreme rigidity and situations with a high degree of certainty. Individualism This looks at whether individuals are used to acting as individuals or as part of cohesive groups, which may be based on the family (Chinese societies) or the corporation (Japan: Hui, 1990). The dimension ranges from collectivism to individualism. Masculinity Hofstede (1980a) distinguishes hard values such as assertiveness and competition, and the soft or feminine values of personal relations, quality of life and caring about others, where in a masculine society gender role differentiation is emphasized. Long-term Vs short-term Orientation: This distinguishes peoples choice of focus for their actions; values that foster virtues oriented towards future rewards (persistence, perseverance) vs fostering virtues related to the present and past (eg :stability, respect for tradition) (Romani in Harzing Van Ruysseveldt, 2004; Jackson 2002) Multinational approach Multinational human resource management is an important function in multinational organizations. Multinational human resource management functions cover many different activities related to a business organizations employees and contractors. The first and most important is the staffing needs of the company whether staff members are company employees or outside contractors. Functions include Recruiting and training employees Performing at expected levels Handling performance issues Multinational human resource management is the fastest-growing subset of human resource due to the growing trend for global business operations. Companies can apply one of the three different approaches to managing and staffing their subsidiaries (Francesco, Gold, 1998). Different models and their advantages and disadvantages are as below Ethnocentric. Centre of operations from the home country makes key decisions, employees from the home country hold important  jobs, and the subsidiaries follow the home country resource management practice. Companies following the ethnocentric approach assume the home country approach is best and that employees from other parts of the world can and should follow it. Advantages and Disadvantages of using local employees as staff in multinational subsidiaries (Gomez-Mejia, Balkin, Cardy, 1995) are as below Advantages Lower labour cost Acceptance of the company by the local community Maximizes the number of options available in the local environment Leads to recognition of the company as a legitimate participant in the local economy Effectively represents local considerations and constraints in the decision making process Disadvantages Makes it difficult to balance local demands and global priorities Leads to postponement of difficult local decision until they are unavoidable, when they are more difficult, costly and painful than they would have been if implemented earlier May make it difficult to recruit qualified personnel May reduce the amount of control exercised by headquarters Polycentric Each subsidiary manages on a local basis. A local employee heads a subsidiary  because headquarters managers are not considered to have adequate local knowledge. Subsidiaries usually develop human resource management practices locally. Advantages Cultural similarity with parent company ensures transfer of business/management practices Permits closer control and coordination of multinational subsidiaries Gives employees a multinational orientation through experience at parent company Establishes a pool of multinational experienced executives Disadvantages Creates problems of adaptability to foreign environment and culture Increases of the subsidiary May involve high transfer and salary costs May result in personal and family problems Leads to high failure rate Has disincentive effect on local management morale and motivation May be subject to local government restrictions Geocentric or global. The company that applies the global integrated business strategy manages its staff and employees on a global basis. Advantages In developing an international managerial team in global context Overcomes the federation Co-operation and resource have sharing across units Disadvantages Most of local citizens employed demands by host government Extensive documentation is required References Richard C. Hoffman Frank M. Shipper (2012): The impact of managerial skills on employee outcomes: a cross cultural study, The International Journal of Human Resource Management Brent MacNab, Richard Brislin Reginald Worthley (2012): Experiential cultural intelligence development: context and individual attributes, The International Journal of Human Resource Management. David G. Collings (2012): International Human Resource Management: Policies and Practices for Multinational Enterprises, The International Journal of Human Resource Management PAPER 2 Culture Definition Culture is the shared knowledge and schemes created by a set of people for perceiving, interpreting, expressing, and responding to the social realities around them (p. 9). Lederach, J.P. (1995). Nature of Culture Every nation possesses at minimum some differences such as laws, government and history when compared to others. The more nations in which a multinational organization works the more compound and complicated will be their HRM policies that effect business performance. Its common for the MNCs to work together with multiples of other countries. Variations in the national cultures pertaining to different countries and degree of complexity in understanding the cultural differences is one of the main challenges faced by IHRM in its modern and global operations. Importance of Human Resource Management Human resource management plays a key role in the organization in recruiting the most effective human resources into the organization. In achieving the organizational goal, the HR professional make of activities include sourcing, development, reward and performance appraisal towards the employees. In this process the Human resource managers have different mind sets towards the organizational goal. There are mainly four mind sets Ethnocentric In this ethnocentric, major strategic decisions are made at the headquarters of the organization. They are managing the subsidiaries by the expatriates from the home country. Polycentric In this polycentric, multinational enterprise treats their subsidiary as a distinct national entity. Regiocentric In this regiocentric, decisions are made within a geographic region. In decision-making, the regional managers enjoy a degree of regional autonomy and they not be promoted to headquarters. Geocentric In this geocentric, they follow global approach to its operations, identify the each part and make a unique contribution with its unique competence. Hofsteds Study The research of the author Geert Hofstede, primarily reliant on review data attained from two organization approach studies performed has offered seminal insights of the changing cultural tendencies over the global barriers. A group of five dimensions are recognized involving power distance, uncertainty avoidance, individualism, Long-term versus short-term orientation and Masculinity versus femininity Power/Distance It explains about the degree of inequality in among the people with and without power. In this case, when the power/distance is high that indicates the society is in an unequal distribution of power and people in the system. Individualism/Collectivism (IDV) In this individualism, it explains that the individual are expected to take care of themselves and their related families only. In this collectivism, it means that the individual are expecting their relatives or group of members to take care after them in exchange for not loyalty. Masculinity Vs Femininity (MAS) In this dimension, the masculinity represents they preference the society for heroism, assertiveness, achievement and reward for success. Uncertainty Avoidance (UAI) In this uncertainty avoidance dimension, explains that the degree in which the members of a society feel uncomfortable with uncertainty and ambiguity. Long-Term Vs Short-Term Orientation (LTO) In this long-term orientation, they deal with societys search for virtue. In this dimension, people believe the truth on basis on situation, context and time. They also have ability to allow traditions to changed conditions and determination in achieving results. In this short-term orientation, they have strong concern with establishing the absolute truth; they think in normative way, respect the traditions and focus on achieving quick results. RECRUITMENT Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. -by Edwin B. Flippo In every organization or company, recruitment plays a role in human resource in achieving the organization goal. Recruitment is a continuous process in which the company attempts to develop a pool of qualified applicants for the future human resources and needs even though specific vacancies do not exist. TYPES IN RECRUITMENTS INTERNAL RECRUITMENT Recruitment takes place within the organization. In the internal recruitment they recruit the employees from their own organization by three sources Transfers Promotions Re-employment of ex-employees In this way, the organization can save the money, time and efforts. By this approach the organization can have drawback in refrains the new blood into the organization. Internal recruitment has some advantages and disadvantages Advantages Quickly and cheaper to recruit Employees are well-known to same business and operations Opportunities for promotions within the organization Disadvantages Numbers of potential applicants are in limits No new ideas can be implemented EXTERNAL RECRUITMENT External recruitment takes place outside the organization. The sources for the recruitment into the organization are Advertisements Employment exchange Labour contracts Educational institutes It involves a lot of time, money and effort in recruiting of new applicants into the organization. There are some advantages and disadvantages in the external recruitment Advantages New ideas come from new people Identify the right person for the right job Experience employee Disadvantages Big process to recruit the new applicants More expensive RECRUITMENT IN INTERNATIONAL HUMAN RESOURCE In international organizations, it is not easy to recruit the people from different cultural backgrounds and Human resource managers need to identify and ensure that the recruited people are eligible and having right skills and knowledge for the right position in the international role. Culture plays a key role in recruitment process in the organization. It involves in hiring talent from different cultures and it can influence in key recruitment practices such as interviews, assessments and applicants. Understanding the persons cultural background determine not only what holidays they celebrate, which language they speak but virtually we must understand and aspect of social and professional life is important. Diverse cultural backgrounds, different behaviours and attitudes can create confusion, misunderstandings and false perceptions are some factors while hiring new employees into the organization. For example: Job interviews conducted by the UK Company in INDIA may not get effective result in hiring the best candidates as a result of large cultural differences in between two countries. There are some keys areas in which the interview may fail as a lack of cultural awareness and cross cultural differences. In UK culture, the people are openness and directness are highly valued so that, the UK interviews may tend to ask the questions around the professional background of applicants. But in INDIA culture, people are some where they are closed-minded and may be difficult for the Indian people to tell for the direct questions and make them uncomfortable and not respond appropriately. In UK culture, the interviewer interviews the candidates in face to face .Face to face communication plays important role in recruitment. But in the case of INDIAN culture, there are different steps in recruiting the candidates such as writing test, communication test and then finally interview test. Another factor difference in culture between UK and INDIA while in interviewing the applicant the most important is eye contact. In interview process, the eye contact is most important that means it shows the applicant is confidence. References http://www.carla.umn.edu/culture/definitions.html http://www.brainyquote.com/quotes/keywords/culture.html http://geert-hofstede.com/dimensions.html http://recruitment.naukrihub.com/meaning-of-recruitment.html http://www.managementstudyguide.com/types-of-recruitment.htm http://blog.communicaid.com/cross-cultural-training/hiring-overseas-can-cultural-awareness- training-help-hr-professionals-manage-the-economic-crisis/ Paper 3 INTRODUCTION In this globalization, there are plenty of imperative and expatriate managers in doing international improvements for the challenging implications for IHRM. The development of multinational in the emerging countries is important factor in which to analyze and realize the organization structures and policies in complex situations. The imperative and expatriate managers from host and third countries into the home country organization in order to hold potential in developing of future global managers. In todays business environment, the globalization was approaching the status of a strategic norm and it is becoming strategic necessity. In increasing of business globalization there is necessarily of adaptation of human resource procedures, people and identifying the people who can facilitate the organization adaptation of global strategies while responding to local markets and competition. In the globalization, in competitive field the organization must develop their managers and protect them as core competencies which the company allows to compete effectively. In this growing consensus, the organization must have global human resource management architecture, reflecting the quantity and quality of global managers may be important resources of the organization capability to compete in the competitive world. IHRM IN EMERGING MARKETS In present economic environment, emerging markets are treated as economic engines for growth of MNCs in developed and matured economies. These emerging markets are important as they are rapidly expanding in certain areas like population, economic growth rate and having the opportunities or risk to attract the investors. Countries such as MEXICO, ARGENTINA, TURKEY, RUSSIA, POLAND, BRAZIL, CHINA, SOUTH AFRICA, INDIA and SOUTH KOREA are some of the emerging nations. In future, the vast majority of the population is to be in emerging countries due to this global expansion. There is rapid growth in emerging markets, which shows that there is more demand for both industrial and consumer goods and services. In the near future MNCs from emerging countries will have common uniqueness appropriate to European and United States based MNCs. Main difference is in economic development and cultural distance between the developed and emerging countries and it is the main reason for increase in the requirement of HR managers in MNCs, who are willing, capable ,understand and manage cultural differences between these distinct countries. If a HR manager is from native emerging county, they have ability to understand and forecast the future in different specific socioeconomic and cultural situations and add strategic value to MNCs. Most of the MNCs expanding their business into emerging markets and they need managers with specific social knowledge and ability to conduct revenue generating business in these countries. These MNCs believe in managers who can effectively operate in economically/culturally distant countries and this is key resource for creating competitive advantage and finally success for MNCs in the global market. MNCs treat HRM as important, knowledge intensive core competency, which have to be developed within the organisation. They treat this as must have to maintain competitive advantage over other organisations or other MNCs. This strategic international human resource management is focus on building process and procedures for utilizing personnel as a competitive asset. In recent survey they found that 81% of the companies felt, to expand their organization into emerging countries (expatriate manager program, 1997). In achieving the organization goal, in this competitive world the international human resource management managers identify the framework for emerging countries which is shown below. A conceptual framework of strategic HRM for emerging MNEs Internationalization Outcomes IHRM Philosophy, policy, practice Internationalization Drivers Practice Staffing, evaluating, rewarding and developing a global workforce Expatriation Vs Impatriation Talent attraction retention Vs diversity management Policy Fit between corporate subsidiary Centralized Vs Decentralized in decision-making Control communication Internal drivers Corporate vision mission Corporate structure strategy Resource seeking via MA Efficiency orientation Experience in international business Choice of host country Industry size External drivers Domestic global competitive demands Changing global market environment Government policy resource support Invited by developing host countrys government to revitalize economy Networking with local firms to industrialize Global village concerns Satisfy multiple stakeholders Cultural sensitivity local responsiveness Economic development in industry sectors Social harmony, peace and stability MNE goals Effectiveness in resource allocation Global competitiveness Global co-ordination integration Flexibility, learning and further expansion Other important emerging context specific variables (including geo-political factors) Philosophy National culture Vs Corporate culture Global integration Vs Local responsiveness Sinocentrism Vs Globalism INTERNATIONALIZATION DRIVERS There are both external and internal drivers of internationalization similar to those proposed in the prior models as the background of Strategic Internationalization Human Resource Management (SIHRM). Two distinctive drivers for internationalization of MNCs at the global level are domestic and global competition demands and global market environment. In present decades, many emerging countries economics have adopted major economic reforms and they have largely integrated into global economics. For example: In recent decades, China has become emerging country in global economics. Most of the multinational corporations have identified the China market and they establish their operations and created enormous competitive pressure. Due to the globalization, the market environment was changing with the increasing free flow of information, flow of capital, and labour that helps in facilitate networking and transactions between internally and abroad. Multinational enterprises have more opportunities and threats in free market conditions. Of course they have more opportunities but they have to face different cultural dimensions and organizational frameworks both in home and in the host countries. They also face the challenges in order to adjust their policy and practices in response to the changing environments. Therefore the internal and external drivers for the internationalization of MNCs are most combined and create confluence effects. STRATEGIC IHRM PHILOSOPHY, POLICY AND PRACTICE SIHRM is essentially for the balancing MNCs inter-unit and within unit and also the needs for differentiation and standardization. SIHRM policy formulated with three concerns similar to those established MNCs First, they think about the subsidiaries that it manages independently or to be managed by the headquarters way of the MNCs. Second, they need to devote considerable energy, time and financial resources towards managing their global workforce. They have take decision making use of resources in achieving the goal of ultimate effectiveness in resource allocation by using either centralization or decentralization depending on circumstances. Third, they have to decide whether in sending the staff from headquarters or need to recruit the resources from locally, regionally and globally in order to carry out tasks generated in first and second points. The importance and roles of these international staff is able to control, co-ordinate and facilitate communication between headquarters and subsidiaries. IHRM practices are most important to the strategy need of any MNCs of those practices related to evaluating, rewarding, staffing and developing a global workforce. Of course the MNCs have lack in managerial experience and impatriate the managerial staff to the headquarters and allow the general staffing issue to local subsidiaries. It is important to acknowledge both the internal and external fit in the organization and internal fit for the set of IHRM philosophy, policy and practices and external fit for the environment. INTERNATIONALIZATION OUTCOMES In organizational level, the IHRM play a key role in achieving the effectiveness in resource allocation, efficiency, global integration, global competitiveness, flexibility and learning. But they also need to take into account are national, industry, global and community levels of concern when multi levels of drivers are considered. In general HRM often considers employee job satisfaction and organizational commitment. But it is difficult in multinational organization to satisfy the needs of the employees. It is important and need to recognize local conditions when applying the IHRM across different cultural and institutional environments in the globalization. By positive results, the organizations would provide feedback so that they could analyze the alignment of their corporate strategy, structure and systems and strengthen existing IHRM. It indicates that the outcomes from home and host countries, that the policy makers has focus on further development in further expansion.