Breastfeeding Or Nursing Is The Feeding Of Infants Or...

Breastfeeding or nursing is the feeding of infants or toddlers with milk from a woman’s breast. Some think the concept is disgusting and others think that it’s a natural, beautiful way of life. In earlier civilization, society didn’t have supplements for breast milk, such as Similac like in today’s society. Therefore infants and toddlers from earlier societies were much more nourished. Breast milk contains many molecules and antibodies that the infant needs to thrive more efficiently. In further depth, breastmilk contains a secretion by the name of colostrum, which is the primary secretion from the mammary glands after a pregnant mother gives birth; colostrum is rich in vital antibodies. Today’s society is encouraging and promoting pregnant mothers to breastfeed instead of feeding the infant the thick powdered substance that has to have water added to it to be consumed. Breastfeeding is highly beneficial for the infant, believe it or not, ità ¢â‚¬â„¢s also beneficial for the nursing mother, and greatly of all, nursing builds an unbreakable bond between the mother and her precious newborn. Natural breastmilk contains many sugars, fats, and proteins newborns need to thrive and be healthy. Breastmilk also contains many molecules such as enzymes, white blood cells, and many vital antibodies that are highly beneficial in the rapid development of the infant’s vulnerable immune system. The previously mentioned substances provide the newborn with protection against a broad varietyShow MoreRelatedBreastfeeding Persuasive Speech1606 Words   |  7 Pagesinvolve mothers to feed their babies through breastfeeding at any given time and at any place. The moment woman has a baby, she is faced with many decisions. One of the significant decision is whether to breastfeed her child. Almost everyone will suggest that breastfeeding has many benefits. These benefits are for the breastfeeding mothers, the babies, and for the economy. There are some negatively surrounded to breastfeeding too, but most of it from individual’s point-of-views. One of the majorRead MoreThesis on Infant Mortality15647 Words   |  63 Pagesperiod for child. Infant mortality has traditionally been viewed as an indicator of the social and economic well-being of a society. It reflects not only the magnitude of those health problems which are directly responsible for the death of infants, such as diarrheal and respiratory infections and malnutrition, but the net effect of a multitude of other factors, including prenatal and postnatal care of mother and infant, and the environmental 2 conditions to which the infant is exposed. The highRead MoreComprehensive 1 Essay18452 Words   |  74 PagesLyme disease known as erythema migrans, a skin lesion that slowly expands to form a large round lesion with a bright red border and clear center (B) at the site of the tick bite. A tick should be removed with tweezers by pulling straight from its insertion away from the skin, and not compressing its body or covering it with oil (A). Lyme disease is caused by the spirochete, Borrelia burgdorferi, which is transmitted by the bite of an infected deer tick, and antiviral agents (D) are ineffective. Symptoms

The Presidential Election Of 1860 - 848 Words

The presidential election of 1860 set the stage for the American Civil war. By 1860, the nation had been divided mostly up to that point regarding questions of states’ rights and slavery in the territories. Southerners were outraged over the plan by abolitionist, John Brown, to start a slave rebellion at Harper Ferry, Virginia. This event garnered headlines all over the nation in newspapers and magazines. On the other hand, the Northern Republic seemed equally anger by the Supreme Court decision in the case of Dred Scott v. Stanford, which declared free soil unconstitutional. The Northern Democrats, however, struggled to persuade the Americans that their policy of popular sovereignty still made since. Enter the presidential election of 1860, which brought these problems to a collision with dramatic consequences. The Democratic Party split into three groups along their regional lines, with each one vying for control of the party and each holding different ideas about how to deal with slavery in the West. They camps consisted of John C. Breckinride, John Bell, and Stephen A. Douglas; their efforts would be worthless however, as Abraham Lincoln would win for the Republican Party. Lincoln stood on the grounds that the West should be absolutely free of slavery entirely; which apparently was enough as he won the election with less than forty percent of the popular vote. On a side note about the election, fifty-nine percent of the Electoral College did vote for Lincoln;Show MoreRelatedThe Presidential Election Of 1860 Essay1271 Words   |  6 PagesIn November of 1860, the presidential election was one of the most momentous in the history of the United States. The land was split be tween North and the South and was smoldering for almost a decade. The candidates for the presidential election of 1860 were Abraham Lincoln, Republican, John Breckinridge, Southern Democrat, John Bell, Constitutional Union, and Stephen Douglas, Northern Democratic. Abraham Lincoln was against the increase of slavery into the new territories. Lincoln did not receiveRead MoreThe Impact Of The 1860 Presidential Election1442 Words   |  6 PagesAssess the influence of the 1860 presidential election as a cause of the American Civil War The 1860 presidential election of Abraham Lincoln greatly contributed to the outbreak of the Civil War. Abraham Lincoln, born in Kentucky on February 12, 1809, served as the sixteenth president of the United States. He was the very first Republican to serve as president, eventually leading the Union to victory during the civil war. Lincoln opposed the idea of the expansion of slavery but acknowledged thatRead MoreThe Kansas- Nebraska Act Essay1085 Words   |  5 Pagesgroups and Abolitionists. These groups created the Republican Party. The Republican Party unlike parties before it was a purely sectional party. The Republican Party made its first real stand during the election of 1856. During this election the Republican Party came close to winning the election by only taking the Northern states, this cemented the role of Republican Party as the successor of the Whig party and opponents to the Democrats. The slogan â€Å"Free soil, Free labor, and Free men â€Å"refersRead MoreAbraham Lincoln s Second Inaugural Address1070 Words   |  5 PagesConfederacy. Also during the war, Lincoln competed in the 1864 presidential election in which his leadership was challenged by George B. McClellan. This inaugural address was important at the time, and remains a relic of Abraham Lincoln’s powerful speaking ability. In the late 1850’s, tension were rising between the northern states and the southern states. These tensions began long ago, but continued to rise before the election of 1860. The main topic of debate at this time was slavery. SouthernRead MoreThe Presidential Selection Of 1860855 Words   |  4 PagesThe presidential selection of 1860 set the stage for the American Civil war. By 1860, the nation had been at odds mostly up to that point regarding questions of states’ rights and slavery in the territories. Southerners were livid over the preparation by an abolitionist, John Brown, to establish a slave uprising at Harper Ferry, Virginia. This event garnered headlines all over the nation in newspapers and magazines. On the other hand, the Northern Republic seemed equally infuriated by the SupremeRead MoreThe Election Of 1852 And Its Effect On The Growth And Development Of The United States943 Words   |  4 Pages1800’s, there were many presidential elections with all the candidates looking to fill the roles of their predecessors, George Washington and John Adams. All of the candidates looked to leave a positive, lasting impact on the growth and development of the United States. There were multiple candidates for each election, all with varying views on government and different issues to address during each election. The elections of 1852, 1856, 1860, and 1864 were all significant elections in the molding of theRead MoreLincoln-Douglas Debate Essay examples1458 Words   |  6 Pagesdecided the presidential election of 1860. The Lincoln Douglas debates were a series of several debates that took place all over the state of Illinois. In these debates, two men argued in order to express their beliefs and standpoints on certain issues, primarily slavery, in an attempt to be elected into a seat in the U.S. Senate. The two men that participated in these debates were Stephen A. Douglas and Abraham Lincoln. These debates not only primarily decided the outcome of the state election for SenateRead MoreThe Battle Of The American Civil War891 Words   |  4 PagesOn December 20, 1860, South Carolina became the first state to secede from the Union. Within six months, ten other states would follow. These eleven states would form the Confederacy. Southern secession was the first step leading to the American Civil War. This war was the bloodiest war in American history, killing roughly 600,000 American soldiers. The Civil War would have never happened if it wasn’t for the secession of the Southern states. Becaus e of Lincoln’s election, States’ rights, economicRead More Andrew Johnson Essay719 Words   |  3 PagesRepresentitives and one for following elections to retain his seat until 1853. While in the U.S. House, Johnson supported President Polk and his handling of the Texas and Oregon settlements and the Mexican War. Although hailing from a Southern state, Johnson was a staunch supporter of the Constitution over State’s Rights, a position which conflicted with many Southern legislators. Turning his sights back to state politics, Johnson won the 1853 Tennessee election and re election in 1855. Johnson’s star continuedRead MoreChapter 19 Outline: Perceptions on Slavery Essay1215 Words   |  5 Pagesslavery in peaceful manner eventually disappeared. By 1855, the territory of Kansas marked the beginning of violent disputes between proslavery and antislavery. Two years later, the Dred Scott decision caused even more tensions on the slavery problem. In 1860 the Republican party formed and nominated Lincoln for president who spoke much about the topic of slavery. All in all, the stage was being set for the civil war. I. Stowe and Helper: Literary Incendiaries: a. Harriet Beecher Stowe publishes her

Case of Gamescorp Plc-Free-Samples for Students-Myassignmenthelp

Question: Analyze the Difference between China and Europe. Answer: Introduction Gamescorp plc is a computer software store based in the United Kingdom with a high growth rate. The organization sells discounted computer games and similar products. Physical shops of Gamescorp are running successfully in Paris, Milan and Berlin since three years and after gaining momentum in business Gamescorp plans to adopt an expansion strategy in other parts of the world. Gamescorp plans to open retail outlets in China. However, the organization has decided that in China the physical stores will have a lot of similarity with the stores already established in the United Kingdom. Cultural Difference between Europe and China In Europe communication is explicit or direct. The Europeans speak their mind and adopt a verbal communication style with less non-verbal cues .The Chinese rarely speak directly. They do not get straight to the point. In business meetings, Chinese use formal and indirect language. Communication style in China is inferred or implied and subtle. More non-verbal cues are used in communication style. They focus on gaining trust; they reveal their intentions only after strong business relationships are developed. People holding senior positions in organizations generally speak during business meeting in China and all questions should be directed to the seniors. The Europeans value freedom and follow independent decision making approaches, whereas in China harmony and stability are valued and decision making process is group-oriented. In business relationships, the Europeans are quite superficial. They give priority to profitability and business relationships are contractual in Europe, whe reas in China business relationships are built on trust. The Chinese believe in building long -term business relationships and develop relationships at a personal level before conducting business. The Europeans focus on short-term goals, on the contrary, the Chinese focus on long-term results. The Europeans think per quarter whereas the Chinese think years ahead(Brewster, 2008).The Europeans are high risk-takers whereas the Chinese culture tries to avoid risks. The decision making process in Europe is fast, planned and proactive and distributed authority is used in decision making process. In China the decision making process is slow and impulsive; generally managers make the final decision. The Europeans generally respect wealth, achievement and success whereas the Chinese people have high respect for wisdom and seniority. The thought process or thinking style in Europe is guided by logic. Europeans are generally analytical whereas the thought process of Chinese people is holistic and intuitive. People in China consider the big picture and their though process is specific to a particular situation. In European culture, punctuality is of paramount importance whereas in Chinese culture times for appointment are flexible. The Europeans are generally argumentative and verbal while handling conflicts but people of China find it difficult to say no and they use non-verbal cues(Chan, 2012). The culture of a country determines the values that are practiced in workplace. Professor Geert Hofstede studied 5 dimensions of culture that can influence the workplace values of different countries. These five dimensions are power distance, Individualism Versus Collectivism, Masculinity Versus Felinity, Uncertainty Avoidance and Long-Term Versus Short- Term Orientation. Key cultural difference between China and Europe Power Distance China scores 80 on Power Distance Index (PDI). This means that in China there is substantial power distance between in between subordinates and superiors in China. The European countries demonstrate variation in this score. Countries like Ireland, Denmark, Austria, and the United Kingdom have a low power distance score and countries whereas countries like France and Romania score 68 and 90 on power distance (PDI). Individualism/ Collectivism (IDV)- China scores 91 on IDV , the Chinese culture is much more collectivistic. Group thinking is encouraged in China and decision is made with a consensus of group members rather than individual decision making. Majority of countries follow an individualistic culture in Europe but there is variation in this cultural dimension, for instance, the United Kingdom scores 89 on IDV dimension whereas Spain scores 51. Masculinity/ Femininity (MAS) -China ranks 66 on MAS dimension. The Chinese culture and people are highly driven by achievements, competition and success. People in China prefer to work and give importance to priorities related to work than spending time with families. Uncertainty Avoidance (UAI) China scores 40 in Uncertainty Avoidance (UAI) dimension. This means that Chinese follow a structured procedure and framework, rules and regulation to avoid uncertainty. However, the Chinese are not intimidated by uncertain situations and are willing to embrace changes according to the ambiguous situation(Shen Y. D., 2015). Long- term / Short-Term Orientation (LTO) - China scores high on long term orientation (LTO).The 118 LTO score of China clearly reflects that the Chinese people practice perseverance and persistence to accomplish goals. The Chinese focus on results of long-term rather than focusing on short-term goals. The negotiation process in China is time-consuming. The Chinese people believe to gain trust and build relationships before engaging into a business deal(Hofstede, 1983). The Effect of Cultural Difference on Business Relations From the analysis of the Hofstedes Cultural Dimension, it can be clearly understood that there is significant cultural difference between China and Europe. This cultural difference will cause difference in core values, attitudes and lifestyle of people of China and Europeans(Taylor, 2007). Thus, the style of doing business in China will be completely different from that of Europe. Thus Gamescorp Plc. needs to consider the cultural difference between China and Europe while setting the Human Resource Management Practices for its software store in China. The recruitment policies and practices for recruiting local staffs of China in the software store of Gamescorp Plc. will be substantially governed by the cultural values of China which is different from that of Europe(Chan, 2012). The Organization Orientation In ethnocentric staffing, people who belong to the same nationality as the parent Company are chosen as a part of the parent Company. In polycentric organizations, the workforce is hired from the host country. In geocentric organizations, global objectives as well as local objectives are met. Gamescorp plc wants the corporate culture of its software store in China to have resemblance with the software stores of the home country United Kingdom. The physical evidence of the stores are expected to be laid out and decorated in accordance to the already established corporate style. The stocks of the stores will have similar kind of stocks as the stores present in the United Kingdom. The strong corporate identity which is already established will be maintained wherever a store of Gamescorp Plc is opened (Hofstede, 1983). Since, the stocks of the store in China and the physical evidence of the store is planned to have resemblance with that of the store of the home country of Gamescorp plc., the organization is keen on adopting ethnocentric approach. Organizations adopt ethnocentric approach to implement a tighter control for its subsidiaries and to have a unified corporate culture. In ethnocentric approaches, the core competencies of Gamescorp plc will be transferred to its home country China and since the Chinese subsidiary will have to comply to the objectives and strategies of the home country, a good implementation of quality factors are expected in ethnocentric approach. However, if Gamescorp plc adopts the ethnocentric approach in China without considering the cultural values of the Chinese population, it might lead to lower productivity, higher dissatisfaction and turnover in the software store in China.(Schneider, 1988) If Gamescorp plc adopts a polycentric orientation for its software store in China, then there will be a wide cultural gap between its store of the United Kingdom and the store of China. Thus a polycentric approach will lead to mismanagement, lower point of control and supervision and there might be a drop in quality of stocks delivered to customers. Thus, the brand value of Gamescorp plc will be at risk if polycentric approach is adopted. Geocentric orientation will best suit the objectives of Gamescorp plc. The organization wants its strong corporate identity which is already established in the home country to be adopted in China. The physical resemblance and the stocks of the store of China will also have resemblance with that of the home country. But for hiring policies Gamescorp plc should hire managers and local staffs both from home country as well as host country. The skills, knowledge and abilities required for a particular job position should be filled by competent managers and staffs irrespective of the nationality.(Shen J. , 2004).Gamescorp plc should adopt a geocentric orientation because the organization needs to hire local Chinese managers who will be able to suggest the management of the organization about the cultural policies of China which will determine the human resource policies of that Gamescorp plc will adopt in China. Also, language is a great barrier among Chinese and Europe. The recruitment a nd selection panel of Gamescorp plc in China should have sufficient Chinese managers who will be able to communicate with local Chinese staffs in their mother tongue and will understand their psychology better than a European manager. The presence of Chinese managers will help to a great extent in face-to-face interviews of the local Chinese staffs. This is possible in a geocentric approach. The Chinese customers will have different needs, wants and demands. The preference of the Chinese customers will be guided by their core values, beliefs, attitudes and lifestyle. (Tang, 2015). . Gamescorp Plc should first understand the cultural values, core beliefs, attitudes and lifestyle of the Chinese population before setting up a framework for human resource practices in geocentric approach for its store in China. Thus, the human resource practices which Gamescorp plc has adopted for its store in the United Kingdom, Paris, Milan and Berlin might have to be modified. The organization cant adopt the same human resource practices which are applicable for its home country, the United Kingdom for its software store of the host country China(Shen Y. D., 2015) In the entire process of recruitment and selection for local staffs in China where a geocentric orientation should be adopted, Gamescorp plc must be sensitive towards the cultural needs and core values of the Chinese population. There are substantial cultural differences between China and Europe as it is already pointed by the analysis of Hofstedes cultural dimension factors. The geocentric orientation of Gamescorp plc should consider the difference in cultural values between Europe and China while selecting local Chinese staffs for its software store in China(Si, 2012). A European manager will be completely clueless about the cultural values of China. Thus Gamescorp plc should hire Chinese managers and local staffs who will be able to guide the higher management about the behavior of Chinese customers. If Gamescorp plc hires local managers and staffs who will be able to communicate in the local language with the Chinese customers, it will be an added advantage for the organization. Thus if Geocentric approach is adopted by Gamescorp plc, the organization will be more productive and will have a diverse competent workforce without losing control and quality (Daz de Basurto Isaba, 2014).Geocentric orientation will enable Gamescorp plc to utilize the best practices of ethnocentric and polycentric orientation. Policies for recruitment in China Policies and Practices to be adopted for selection of local staffs in China The registered capital of the Company Gamescorp plc will determine its power to hire expatriates. The higher the register capital of the company, higher will be its power to recruit expatriates. A work permit or work visa for the expat must be obtain by the employer. Gamescorp plc. Internship visa, Priority Talent Visa and Work Visa are different types of visas that will be available for the expats. The visa type will depend on the job role. In China, Discrimination in recruitment and selection process is considered unlawful on various grounds. If recruitment is made by an employer through a job fair or private employment agency then appropriate documents should be provided to the agency. A foreign national can only be recruited by an employer only if the position requires specific knowledge, skills, abilities and experience which cant be filled by a suitable Chinese candidate. Email circulations, employment websites, Consulate General Website can be used to advertise about the vacant position by Gamescorp plc in China (Huang Hao, 2014). The criteria for selection and job description are mentioned by the employer in the advertisement. The job advertisement can include the details of the person to be contacted, salary offered The application of candidates should be assessed against the criteria for selection; applications from candidates which will not match the selection criteria can be rejected. Applications can be ranked to select candidates for further interviews with the Company. The initial order of merit can be used to identify how the applicants match the criteria for selection with the organization. If the application of the candidate does not address each one of the criteria for selection, then the candidate should not be shortlisted for interview The best candidates can be shortlisted for an interview. The questions in the interview should be in alliance with the selection criteria. The interview panel can pose some scenarios in front of the candidate and he should provide information on what he should do to handle the scenario. Ability or aptitude testing can be essential for some positions, the technical skills of applicants, the language skill, the ability to handle basic computer related activities like working on word processors, power point or spreadsheet can be tested(Cadin, 2006). Background verification The candidates who will secure highest rank in the interview will be subjected to background verification. Each candidate must mention about two referees which Gamescorp plc can contact to obtain information about the reliability of the candidate and his ability to work under critical circumstances. Employment offer The successful candidate can then be offered the position by the organization. Under the Peoples Republic of Chinas Labor Law, the companies need to get a contract of employment signed by the employees, Date of Signing; Term of Contract and probation period should be included in the employment contract. Employees can be both a permanent employee and a temporary employee. Task-based term and fixed term are the different terms for a temporary employee in China. Permanent employees are not recruited based on a specific term in China. The probation period can extend to maximum time period of one month if the term of contract for employment is three months. The period of probation for contractual employees in China can extend to a maximum time period of two months if the term of contract for employment is in between one to three years. An employee does not need to serve a period of probation in China if his employment contract is of less than three months or if the contract is of a fixed term(Paill, 2014). Mandatory Benefits should be contributed by both employer and employee and this should be applied for the employment of local staffs of China by Gamescorp plc. There are five mandatory insurance schemes like pension funds, medical insurance, industrial injury insurance, unemployment insurance and maternity insurance. A housing fund should be provided by Gamescorp plc which should be applicable to Chinese employees The Individual Income Tax payment needs to be done by each individual depending on his salary. This tax should be deducted by Gamescorp plc every month from the salaries of the employees. The employer should then submit this tax to the Tax Authority. This tax is contributed only by an employee. This individual income tax policy is applicable by both Chinese employees and expatriates. The process of internal recruitment can be followed by Gamescorp plc. If there is a vacant position in Gamescorp plc, the organization should try to fill the gap internally to leverage its existing talented pool of managers and staffs and to save cost and money of external recruitment process. The internal recruitment process will be beneficial for Gamescorp plc because the organization will be able to provide a career development plan and process for its employees by the internal recruitment process(Holland, 2006).Recruitment in the China store cam be done through job portals online(Galanaki, 2002). Cultural diversity, cultural tolerance and cultural sensitivity should be encouraged by the recruitment and selection panel of Gamescorp plc .Stereotypes and biases based on sex, age, gender, language, minority, ethnicity and sexual orientation should be strictly avoided in the entire process of recruitment and selection(Thite, 2014). Conclusion It can be concluded that China and Europe are substantially different in terms of culture and sub-culture. The Europeans focus more on profitability and short term goals, whereas the Chinese prefer to gain trust and build long term relationship before signing a business deal. The Europeans are direct in their communication style whereas the Chinese communicate subtly and indirectly. Due to the cultural difference that is present in China and Europe, the human resource practices of China adopted by Gamescorp plc cant be the same as it is in its home country. The human resource policies adopted by Gamescorp plc for its store in China must consider the core values, attitudes and cultural beliefs of the Chinese population. Recommendations The cultural difference between Europe and China is substantial. It can be recommended that the culture, HRM policies and recruitment and selection process of Gamescorp plc for its store in China should focus on profitability for its shareholders as well should create long term value for all its stakeholders. The organizational orientation should preserve the corporate culture of the home country, however the management of Gamescorp plc should have a substantial proportion of Chinese manager who will be able to communicate in the local language with Chinese staffs and managers from China will interpret the psychology of the Chinese local staffs more effectively Also, Gamescop plc should implement a geocentric orientation for its software store in China. A geocentric orientation will enable the workforce of the organization to have a talented pool of managers and staffs irrespective of the nationality. Gamescorp plc must adopt a geocentric orientation as by this process the organization will be able to implement its already established corporate culture for the stores of its host country and modify them slightly according to the Chinese culture. Some flexibility will be granted to the local managers in terms of number and status of their employees in the store of the organization in China. Gamescorp plc should study the human resource policies, laws and regulations of China before hiring the local staffs and managers. The recruitment and selection process should be fair and transparent and biases and stereotypes bases on language, culture and ethnicity should be strictly avoided by Gamescorp plc in the recruitment process because the Chinese law strongly disfavors such kind of discrimination. In the recruitment and selection process for local staffs of China, Gamescorp plc must abide by the legal employment requirements of the Republic of China. The recruitment and selection process will be influenced by the Chinese culture and thus the organization will have to modify some of its policies it adopted in the home country, United Kingdom. Gamescorp plc is a foreign company and does not have sufficient technical know-how about the Chinese HRM policies; it can take help of a recruitment agency supervised by a government labor department to recruit local staffs of China. The recruitment agency can search its database for suitable candidate for the required position of Gamescorp plc. Once, the agency can find a candidate with the desired skills, knowledge, abilities, competency and experience to fill the gap of the vacant position of Gamescorp plc. , it can arrange an interview of the candidate with Gamescorp plc. If the candidate clears the interview and is selected by Gamescorp plc, then the organization must contact the recruitment agency to sign the contract of employment on behalf of the candidate because in this case the candidate will be considered an employee of the agency. Reference List Brewster, C. W. (2008). Similarity, isomorphism or duality? Recent survey evidence on the human resource management policies of multinational corporations. British Journal of Management , 19 (4), 320-342. Cadin, L. G. (2006). HRM Practices in the Video Game Industry:: Industry or Country Contingent? European Management Journal , 24 (4), 288-298. Chan, C. K. (2012). The dynamics and dilemma of workplace trade union reform in China: the case of the Honda workers strike. Journal of Industrial relations , 54 (5), 653-668. Daz de Basurto Isaba, I. (2014). Gestin y negociacin intercultural. Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career development international , 7 (4), 243-251. Hofstede, G. (1983). The cultural relativity of organizational practices and theories. Journal of international business studies , 14 (2), 75-89. Holland, P. . (2006). Corporate universities: a catalyst for strategic human resource development. Journal of European Industrial Training , 30 (1), 19-31. Huang, X. . (2014). System of digital publishing policies and regulations in China. Library Hi Tech , 32 (3), 397-408. Paill, P. C. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics , 21 (3), 451-466. Schneider, S. C. (1988). National vs. corporate culture: Implications for human resource management. Human resource management , 7 (2), 231-246. Shen, J. (2004). International performance appraisals: policies, practices and determinants in the case of Chinese multinational companies. International Journal of Manpower , 25 (6), 547-563. Shen, Y. D. (2015). Career success across 11 countries: Implications for international human resource management. The International Journal of Human Resource Management , 26 (13), 1753-1778. Si, S. . (2012). Human resource management practices on exit, voice, loyalty, and neglect: organizational commitment as a mediator. The International Journal of Human Resource Management , 23 (8), 1705-1716. Sparrow, P. R. (1988). Strategic human resource management in the UK computer supplier industry. Journal of Occupational and Organizational Psychology , 61 (1), 25-42. Tang, G. W. (2015). How effective human resource management promotes corporate entrepreneurship: evidence from China. The International Journal of Human Resource Management , 26 (12), 1586-1601. Taylor, S. (2007). Creating social capital in MNCs: the international human resource management challenge. Human Resource Management Journal , 17 (4), 336-354. Thite, M. B. (2014). Global HR roles and factors influencing their development: Evidence from emerging Indian IT services multinationals. Human Resource Management , 53 (6), 921-946.

Organization Behavior for Transformational Leadership Style

Question: Discuss about theOrganization Behavior for Transformational Leadership Style. Answer: Introduction Effective leadership is one of the most important components for an organization to become successful (Vasu et al., 2017). This essay will discuss the key qualities of a transformational leader and the impact of such leadership on organizational success. Saleh Al Abdooli, the present CEO of Etisalat, a telecommunication service provider in Middle east has been selected as the transformational leader for this discussion. With the leadership style of Saleh Al, Etisalat has able to achieve maximum success within just 5 years (Etisalat.ae, 2018). Appraisal from his followers and positive commitment of human resource has been effective due to transformational leadership approach, which will be further discussed. Critical Thinking of Transformational Leadership Style According to McCleskey (2014), transformational leaders possess five major personality traits, which are extraversion, neuroticism, openness to experience, agreeableness and Conscientiousness. While considering the leadership qualities of Saleh Al Abdooli, it can be understood that he is quite extrovert and loves to accompany any level managers, supervisors or even employees within very short period. Moreover, being a transformational leader, Roueche et al. (2014) pointed out that one must be well open towards gaining new experience though innovation and strategic motives. This has been the same with Saleh Al Abdooli as he rebuilt the network and technology sharing protocols from scratch for Etisalat from 3G to 3.75G and finally introduced fiber-connectivity in 2014. Furthermore, being a transformational leader,Breevaart et al. (2014) highlighted that one must be agreeabletowards employee demands and this has been the greatest quality of Saleh Al Abdooli has he has always tried to se ttle collective demands from any level of Etisalat. According to Engelen et al. (2015), transformational leader works one among the sub-ordinates by creating a vision of change and implement the same with royal motivation from employees within the organization. Saleh Al joined Etisalat in 2012 and since then created the vision of becoming the strongest and widest network provider in Middle East. Since 2012, Saleh Alinspired all operational managers andsupervisors across branches of the nation to work a team. Eventually, he acted as the motivator, morale developer and performer guidance through variety of mechanisms. Qu et al. (2015) pointed out that once an organization becomes successful in creating the sense of collective identity and operates unitedly it surely becomes to be the greatest ownership. While considering the impact of Saleh Als transformational leadership style on Etisalat, it can be found that the organization has the lowest attrition rate from 2013 and has the highest pool of talented employeesacross Middle East telec ommunication sector. Moreover, his leadership has actualized Broadband Internet services (Al Shamil and eLife) and 4G Mobile Internet access in Etisalat leading it to cover more than 90 percent of countrys populated areas.Therefore, it can be said that being the transformational leader Saleh Al has able to satisfy the human resource and motivate them by creating the vision through inspiration to be the part of the biggest telecommunication company in Middle East. Saleh Al started his career with Etisalat group in the year 1992 as the Mobile System Planning Engineer. He had to undergo several roles and worked under several supervisors. Being one of the nest performers, he was promoted to become the Chief Engineer in Mobile Systems Planning and Managing Engineer to the Chairman of Etisalat Groups technical committee. While being through such a long journey, Saleh Al had experienced the employee grievances, causes of employee dissatisfaction, impact of work pressure, negative impact of organizational culture and value of rewards. Therefore, while being the part of high level employee, Saleh Al always tried to listen and mitigate employee grievances. He always tried to be the part of system and process rather being the controller or manager. As pointed out by Avolio (2016), organizational leaders must always ensure employee satisfaction and guide them to achieve success, similarly Saleh Al stood by his fellow project team members and guided them to achieve target and deliver projects within stipulated deadline. In this way by performing as an active leader with employee-centric approach Saleh Al has able to acquire the qualities of transformational leader. Considering the above example of leadership, and as pointed out by Schmitt et al. (2016), it can be identified that the main components of a transformational leader are influencing nature, inspirational motivation, intellectual stimulation and individualized consideration. A transformational leader contains the qualities such as motivating and inspiring employees, create a vison for future, satisfy employee grievances and create a suitable blend of culture that satisfies all level of employees (Dong et al., 2017). While considering myself, I feel to cover some of the components and qualities of transformational leader which are influencing nature, individualized consideration and agreeableness. On the other hand, I lack the most important qualities which are being extrovert, openness to experience and being intellectual for strategic innovation. I believe myself to become a transformational leader in future because at present I not get the scope to socialize in the workplace, however in forthcoming days while working in groups and communities in an organization I will definitely become an extrovert and share my inspirational thoughts with employees. Moreover, I have the fear to experience new scope but in future I will need to work with experienced talented workforce from whom I will gather knowledge and openness to experience. Finally, I will need to gather ideas related to organizational stakeholders and based on that implement my innovative and creative power by guiding and directing employees to perform in new direction. Conclusion Transformational leadership has been found to have best components of a leadership style that helps in stimulating and developing human resource base. While considering the transformational leadership style of Saleh Al Abdooli, it has been found that only through such motivational and visionary approaches Etisalat has able to establish the highest market share in telecommunication sector of United Arab Emirates. I have able to understand all the components of transformational leadership style however, I will need to mitigate my shortcomings pertaining to being extrovert, openness to experience and being intellectual in future to become a successful leader. References Avolio, B. J., Keng-Highberger, F. T., Schaubroeck, J., Trevino, L. K., Kozlowski, S. W. (2016, January). How Follower Attributes Affect Ratings of Ethical and Transformational Leadership. InAcademy of Management Proceedings(Vol. 2016, No. 1, p. 16854). Academy of Management. 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