The Evasion of the Letter Essay Example For Students

The Evasion of the Letter Essay In the early 1940s, I had three young children and was working at the Post Office in Mishawaka, Indiana. I was looking forward to finally getting to go to school again. Indiana University was opening a campus in South Bend, only about 5 miles away from my house and I was hoping to go there. I eventually became the poster child for the new campus. I wanted to go to college and then medical school at Indiana University to become a General Practitioner. My job at the Post Office was during World War II, and one of my responsibilities was to sort the mail. We will write a custom essay on The Evasion of the Letter specifically for you for only $16.38 $13.9/page Order now I frequently saw of draft letters come though. I dutifully sorted them into the right bin to get to the right person. I was wondering if I was going to see a letter with my name on it. What was I going to do if one did come though? I decided if I saw a letter with my name on it, I would try to avoid getting drafted. It finally occurred to me that if a letter came in for me, I could sort it into the wrong bin. When a draft notice was sent to a person, it had a â€Å"call up† date on it. The call up date was the day that the recipient had report to the draft board. By law, there were a certain number of days the recipient had to have received the draft notice before they had to report to the draft board. If a draft letter took too long to get to me, then it would be void. The draft board had to re-issue a call-up letter and I would be safe for a while. Soon enough, a draft letter came addressed for me, I saw it, and slid it into the bin marked Zone 9, which is the west coast. The mail would go to the zone, and then be sorted by state where it would be re-routed to Indiana. Finally, it would be sorted again, more finely, within the streets. By the time it got back to me, it would be too late for me to report to the draft board. I looked around and only saw my coworkers minding their own business. Nobody saw me put the letter in the Zone 9 bin, I was safe. I had to be careful; nobody could know I had done this. Getting yourself out of the draft for the war was against the law, you would be sent to jail if you were caught. If anybody found out that I had intentionally rerouted my draft letter I could get arrested. I couldn’t let that happen. I had three kids and my family needed my income. Later in the mid-1990s, I tried to tell the rest of my family. My wife was there and basically told me to shut up. She didn’t want to know what I had done and she didn’t want anybody else to know either. If she knew, and if somebody asked her, then she might not have any choice but to tell on me. I later told the story to my youngest daughter, so the secret didn’t die with me. I got to go to college and become a doctor. I was excited to get to start my own practice and follow my dream.

Inherit The Wind

Inherit The Wind Henry Drummond (Tracy, left) and Matthew Harrison ...The book "Inherit The Wind"‚  by Robert E. Lee, is about a man, Bertram Cates, who is accused of teaching the theory of evolution in a public school, that only allowed the theory of creation and the bible to be taught. The theory of evolution says that man evolved from monkeys. When Henry Drummond, a lawyer for Cates, and Bert are talking in the courtroom, while the jury was out making their decision on a verdict. Henry brings up an old memory of an old rocking hoarse he used to have called the "Golden Dancer"‚ . Henry says that the "Golden Dancer"‚  was his first long shot. Henry Drummond has a piece of advise for Bert, it is " whenever you see something bright, perfect seeming all gold, with purple spots-look behind the present! And if it's a lie, show it up for what it really is!"‚  To begin with Drummonds quote relates to when he was a kid, Henry had wanted a rocking hoarse by the name of "Golden Dan cer"‚ , in the big side window of a general store in Wakeman, Ohio. Henry said he used to stand out on the street and say to himself, "if only he had Golden Dancer he would have everything in the world that he wanted."‚  The rocking hoarse had a bright red mane, blue eyes, was gold all over with purple spots. Henry said it was a week's wages for his father, so he knew there would always be a plate glass between him and the rocking hoarse. Until one morning he woke up and saw the beautiful rocking hoarse lying at the foot of his bed, it was the "Golden Dancer"‚ . Henry's mother had skimped out on the groceries and his father had worked nights for a month. Henry got...

Musil, behind the wall Assignment Example | Topics and Well Written Essays - 250 words

Musil, behind the wall - Assignment Example It resulted to long-term cooperation between the environmentalists, the religious community and the scientists. So many religious environmental writers have come up to address the continuing environmental crisis and the climate change that continues to worsen (4-6). Musil asserts that the Roman Catholics have not been left behind. John Paul II made some significant efforts when he moved the Roman Catholic Church towards environmental concerns (9). St. Francis was made the patron who would be in charge of the environment in the late 1970s. In addition, he questioned the science and technology that had resulted to the problems of destruction from the nuclear weapons (10). On the other hand, Judaism has been blamed for the various environmental sins that have resulted from modern chronic consumerism and industrialism. Since the production of a journal named peace Seders the ecologically minded groups from the Jewish religion started connecting, and this resulted to representation in the Kyoto negotiations of all denominations (11-13). Musil is openly in support for the religious environmental movements as the publication has revealed discuss all the religious groups and the steps they have taken to address the issues regarding the environment. In addition, at the end of his article, he gives various recommendations to the religious climate movement to inspire grassroots congregations and offer a stable prophetic critique of inaction. He particularly notes that the movement has experienced a period of reevaluation within Obama’s Administration (22). He is in support of the religious environmental movement and illustrates that the main strength is that it can take a concern on social action and get hope within its theological and Biblical

Answer Questions Assignment Example | Topics and Well Written Essays - 250 words - 5

Answer Questions - Assignment Example Preventing the development of addiction in young people is essential. Family involvement is important for the families who have an addictive problem. Disclosure among a parent with an addictive problem to the child is essential as well as letting the child know that addiction is a family problem and it runs in the family, thus the child will be aware of their chances of being an addict. In schools, it is important to educate the children on the consequences that result from abusing drugs such as addiction so that the young people can be aware. Teachers and parents should be involved in childcare to discover any abnormal behaviors of the child to offer corrective measures as such behaviors result due to instances of drug abuse (Vida &Rasa, 2011). Children from alcoholic’s families have a four-ten times risk of becoming alcoholics themselves. Hereditary is a major predisposing factors to drug addiction. It is important for such parents to discuss and disclose their addiction problems to their children. Despite the problems being faced by addict parents, the child needs to be shown that they are loved. They need to know that it is not their fault that the parent has an addictive problem. The parent needs to involve the child in their own program of rehabilitation by assuring them that they will do everything to get out of the problem. It is good to discuss with the child about drug addiction as it is hereditary so that the child may avoid any instances. In so doing, young people will be aware of drug addiction thus will be very cautious not to develop an addiction problem. Often, alcoholism and other drug addictions are a family legacy. The family (parents) has the major responsibility to provide support for the alcoholic children or drug addicts. Treatment period brings the family together enhancing and opening up communication within the family structure. The parents needs to offer physical, emotional as well as

English Essay Example | Topics and Well Written Essays - 1000 words - 4

English - Essay Example Ideally, the bodies giving censorship to books, films, and music, radio or television programs and artistic expression ensure that the information they think is unacceptable to the members of the public and threatens the socio economic and political order of the state has been altered. Specific bodies like the government, religious body or even privet groups are capable to impose censorship on artworks, film, music, and television and radio programs among others. Various forms of censorship exist namely, preventative which is done before publishing the expression, licensing, prior restraint by the government, self-censorship, and punitive censorship usually done after the publication of the material. Basically, in most cases, it is done to protect the public from filthy materials or information especially the children. Some individuals are against censorship as they argue that it deprives them their right to be freely express themselves. Censorship can be done in order to uphold the societal moral values like in the case of censorship to pornography films. Moreover, the stability of the state and the togetherness of people in a nation can be maintained or protected wherever there is censorship to media to reconsider the information they are distributing to individuals. ... In the United States, right to free speech has been clearly provided by First Amendment of the Constitution. Therefore, freedom of expression and right to free speech correlate and so people should be entitled to freely express themselves whether in television, forums or in any form of artwork. Artists have however, claimed that their creativity and art have been somehow negatively interfered with the so called censorship. According to some artists, censorship has restricted creative expression since one has to limit and revise their materials without being displayed to the whole public. But still artists, individuals and other media personalities can entertain people and transmit the intended message without any indecent or coarse words. The following are examples of censorship from my personal experience, from the article by Inglis called, â€Å"The Ed Sullivan Show† and from a general perspective. To start with, when I was about twelve years old, my parents were very keen o n which channel I was watching, which programs I was listening to, and the peers I was hanging out with. This to them was a way of ensuring that I learn good manners and be a responsible person in future. For this reason, they censored almost everything in my life and even at school, teachers tended to do the same arguing it was for our own good. I would argue that, yes there are certain words, music that cannot be aired in popular radio stations where they can be heard by everyone including the innocent children. However, today there are many programs that demand for particular audience. For instance, at the beginning of certain programs, there are indicated PG to block children from watching or listening to them or parents are advised to

Essential Factors Considered In Hr Practices Commerce Essay

Essential Factors Considered In Hr Practices Commerce Essay Human resource management (HRM) is known and accepted in the broadest sense of the term, as a form of management that includes all management decisions and actions that affect the nature of the relationship between the organisation and the employees its human resources (Beer et al., 1984, p. 1). As can be observed based on the definition, the tasks of those belonging in HRM can be complex as it involves all issues that encompasses employee and firm relationship. Believing that the most important asset of a business is the people in order to achieve sustained business success is the core philosophy of human resource management (HRM), and realising this leads to a strategic management of people within the organisation. The effective management of human resources is increasingly being recognised as a major determinant of success or failure in international business (Tung, 1998), in practice many organisations are still coming to terms with the human resources issues associated with international operations (Ferner, 1997). In the international arena, the quality of management seems to be even more critical than in domestic operations (Tung, 1998). This is primarily because the nature of international business operations involves the complexities of operating in different countries and employing different national categories of workers (Morgan, 1986). The field of international human resource management, however, is only slowly developing as a field of academic study and has been described by one authority as being in the infancy stage (Laurent, 1986). Primarily, the main goal of this paper is to provide insightful details regarding the concept of the international human resource management in relation to a multinational company like Honda. In addition, this paper will discuss some factors that must be considered when managing people in the international environment. This paper will focus in three areas: The Organisational Structure in the Context of Globalisation, Global Leadership in a Global Environment and Transferral of Employees Internationally. Company Profile Honda is the worlds largest manufacturer of engines, ranging from tiny single-cylinder lawn trimmers to the mighty V-10 engines of Formula 1 racing. Honda Motor CO., Ltd. is considered as a limited liability and a joint stock corporation which was incorporated on September 24, 1948 under the Commercial Code of Japan known as Giken Kogyo Kabushiki Kaisha. The company was formed to the firms of an unincorporated business founded in 1946 by the late Soichiro Honda, to produce or manufacture motors for motorised bicycles. Honda was unusual in having already created an industrial model by the time it entered the automobile industry. Twelve years after it was founded in 1948, Honda had become the worlds largest motorcycle manufacturer, on the basis of a strategy which focused on product innovation and production flexibility and on the mass production of products which had in effect opened new market segments. The firms success owed much to the mechanical and commercial imagination of Soich iro Honda himself. His associate, Takeo Fujisawa, who was in charge of the organisation and its finances, had been concerned from the start to find the resources needed to overcome the difficulties inherent in this profit strategy. Industrial models which are to be consistent with part of a strategy of flexibility and innovation must therefore give the firm the resources to counter these risks or reduce their impact. By 1967 Honda had become a proper car manufacturer. It opted for an innovative automobile niche and exportation in order to create a place for itself among Japanese producers. It marketed a mini front-wheel-drive car with a small but powerful air-cooled engine. The models commercial success in Japan propelled Honda into third place behind Toyota and Nissan, with an annual production of 277,000 passenger cars in 1970 (Mair, 1994). Honda became the worlds largest motorcycle producer twelve years after it was founded in 1948. The company entered the automobile industry during the early 1960s. It then grew continuously for three decades, overtaking established automobile producers to rank tenth in the world and become one of Japanese Big Three alongside Toyota and Nissan. During this period Honda developed an image as a different company with an idiosyncratic trajectory led by innovative products. Growth was seriously challenged in the 1990s. Yet by now Honda had deepened and globalises an industrial model of flexible mass production. Accordingly, Honda remained profitable during the 1990s Japanese recession. At the same time the crisis forced a rethink of the product innovation strategy (Freyssenet, 1998). Today, Honda is being regarded as one of the multinational automotive companies operating in different parts of the world. Honda had been able to penetrate the global market including countries in different pa rts of Asia, USA and Europe. Organisational Structures in the Context of Globalisation The true worth of international HRM is becoming more widely understood as IHRM steadily interweaves all aspects of people management and development within the company (Williams, 1995). According to Lipiec (2001), HRM is defined as the process of coordinating an organisations human resources, or employees, to meet organisational goals. Human resource professionals deal with such areas as employee recruitment and selection, performance evaluation, compensation and benefits, professional development, safety and health, forecasting, and labour relations. There are many factors in which multinational companies must consider, and one of these is about giving emphasis to the organisational structure imposed in the globalisation context. A key issue in accomplishing the goals identified in the planning process is structuring the work of the organisation (Zammuto OConnor, 1992). Organisational structure is the formal decision-making framework by which job tasks are divided, grouped, and coo rdinated. The organisational structure of multinational companies is being influenced or affected by the emergence of globalisation. Globalisation is easier to describe than to define. This is because, in its present form and usage, it is a new, complex, dynamic, multidimensional, and worldwide phenomenon, which means different things to different people and different things to the same people across time and space (Rosenhead, 1996). It evokes strong emotions because it is associated, rightly or wrongly, with most of the worlds significant challenges and opportunities (Kiggundu, 2002). As mentioned, one of the Multinational companies that are being challenged by the concept globalisation in terms with organisational structure is Honda. The organisational structure of Honda comprises of board of directors, senior management, different committees on finance, and employees. As of March 31, 2003 the company has been able to employ 126, 900 full time employees which includes approximately 65, 000 l ocal employees employed in international subsidiaries (See Appendix 1). In order to cope with the various influences and effects of globalisation, the management of Honda, has been able to improve and expand its organisation so as to conduct environmental activities on a global scale. The management has improved its organisational structure to achieve their organisational objectives (A sample of organizational structure of one of the subsidiaries of Honda is seen in Appendix 2). One of these objectives is to be able to pursue an environmental conservation programs at all phases of Hondas operations and throughout the lifecycle of Hondas products. In addition, the improved organisational structure is done in order to initiate speedy and flexible measures in managing their internationally diverse employees. In this manner, Honda ensures that the manager that they will hire certainly have the ability to adjust the human resource policies and practices to foreign environments. In the competition for global talent, corporations that are reluctant to consider foreign nationals for top management positions will lose out; the most talented people simply will not join an organisation that holds no promise of promotion (Keeley, 2001). As of March 31, 2003, Honda had 139 Japanese subsidiaries and 173 international subsidiaries (See Appendix 3). As Honda gain more experience they are able to adopt a more global approach to the management of all their operations both domestic and international (Dowling Schuler, 1990). Researchers have long acknowledged that there are differing types of organisational structures that produce differing types of manager-subordinate relationships. Honda try to enhance cross-value capabilities by facilitating dialogue, camp sessions, or brainstorming seminars held out side the workplace, and even drinking sessions (Nonaka Takeuchi, 1995). Organisational structure had a bigger role in the organisational practice of the management of Honda. It has been evidently shown that when the leader had a great strategic plan and whose plan had been vision and delivered well, the company will have a greater probability to succeed. Since, the competition are very high in the market be especially in the global arena, Honda has been able to consider the strategic function of its organisational structure internationally. Global Leadership in a Global Environment Due to the emergence of globalisation and its intense effect to different companies, many of the businesses are trying to cope with this situation and be known not only in the local marketplace but also in the international level. However, operating in the international arena is not that easy because of different factors to consider. When a firm decides to expand its venture to international market, it faces different challenges that need to be given emphasis (Klein, Ettenson Morris, 1998). One of the most important considerations that should be given enough attention by the management of any industry is the management of the human resources and the determination of the international human resource management (IHRM) practice that will be implemented through the global leadership ability. Leadership comprises the aptitude and ability to inspire and influence the thinking, attitudes, and behavior of other people (Adler, 1991; Bass, 1985; Bass and Stogdill, 1989; Bennis and Nanus, 1985 ; Kotter, 1988). Leadership is a process of social influence in which one person is able to enlist the aid and support of other individuals in the achievement of a common task (Chemers, 1997). The achievement of corporate success can only be accomplished by people who have broader knowledge in leadership (Cascio, 1995). In an international marketplace where borderless organisation is quickly becoming the norm, the leaders of Honda has been able to recognise that employees have an increasingly important role in the cultivation of the company achievements. The level of employee involvement in companies has expanded in general and in internationally-oriented corporation, progressive manages must recognise that only through effective management of people can organisations survive (Bartlett Ghoshal, 1989). The concept of international human resources refers to the process procuring, allocating and effectively utilising human resources in an international corporation. The leaders handling IHRM is said to be significant in the attainment and accomplishment of companies in the global scene. IHRM apparently draws the line between a companys endurance and obliteration (Sims, 2002). In line with the global leadership of Honda, the company has been able to utilise a system that would give balance to their imposed international human resource management. One of the leadership ability that Honda, inherited from Soichiro Honda, is his visionary ability. The visionary leadership ability of the leaders of Honda encompasses their ability to eliminate management layers to become visible within the organisation and being active, early participants for future projects and operations. The leaders of the company have been able to be directly involved in every operation and become a powerful role model to their subordinates (Nevis, DiBella Gould, 1995). In addition, the company had been able to utilise the permissive (delegative) or the so called laissez-faire style. In this manner the employees of the company in the international level are permitted to be involved in the decision making process. In this manner, the management implements minimal control or manipulation on t heir employees both local and international. However, the management is still accountable for the final decision to be made. Herein, the opinion and ideas of the Honda employees are being valued by the leader and each employees and staff encompasses different tasks set by the leader. Transferral of Employees Internationally Another factor to consider when managing international human resources is the concept of transferring human resources to international operations. Part of the concept of transferral of employees to international organisation is the recruitment context. Recruiting in the international arena is taken a lot more seriously and given a lot more thought than it used to be. Gaining competent employees at all levels of the organisation is more than a matter of training. It stems from changes in recruitment and selection philosophy (Ashkenas et al, 1995). Recruiting the most competent employees for each and every organisation is continuous challenge for the human resource management, specifically in the international arena (Henderson, 1996). Faced with the problem of conducting recruiting effort to fill critical position in any level of organisation, the international HRM practice must create an Employee Recruiting Policy to identify the critical activities in the recruitment process and monitor its results. In case of Honda Motor, the international human resource management of the company has been able to plan an IHRM Recruiting Program clearly state the mission and objective of the recruitment process to be done. Specifically, the purpose of such policy is to offer a criterion and standard measure for recruiting human resources that will be work in the international level. The recruitment imposed by the international HRM also includes a procedure so that the recruitment process for the international subsidiaries of Honda should be accurate and correct. In this manner, the international HRM of Honda also ensures that they are updated when it comes to job position, if a new position is required or if a transferred/reassi gned or terminated workers or employees would need a replacement. In addition, the move of Honda to transfer employees to international subsidiaries aims to promulgate their organisation culture even in the global arena. Honda Motor has make it sure that they always follow the international labour policies. In this manner, before an employee is given an opportunity to work in the international level, the company provides all the necessary trainings, in order to ensure that the transferred human resource or employees will be able to provide the necessary responsibilities allotted effectively and efficiently. Another important factor to consider when transferring an employee to an international subsidiary is the orientation of the management system of the host country in order for the transferred employee to adjust with the present situation of the international organization. In the case of Honda, the company has been able to provide a comprehensive orientation to employees who will be transferred regarding the culture, attitudes values and other hum an factors that can be encountered to such international subsidiary. It is also equally important to note that since, Honda, belongs to a company which manufactures quality and innovative cars, sharing of knowledgeable and efficient employee or managers is one of their style. These transferred employees, are responsible to collaborate with other employees in such international subsidiary (Gallie, 1998). The creation of work teams with collective responsibility for the management of a group of machines or a specific segment of the work process was based on a managerial initiative. Conclusion In any business enterprise, employees are considered as the most vital assets. In order for these companies maximise their assets, the management should have the ability to effectively manipulate employees working condition (Ulrich, 1998). Herein, the employees must be allowed to be involved in the decision making process to further enhance the organisational structure (Delaney Huselid, 1996). Moreover, the structure of tasks among the employees strengthens the organisational performance (Wilson, 1989). As problems of regional and cultural diversity politically led administrative issues impede the functioning of the organisation, it is very essential understand the employees (Schneider, 1983). The enhancement, building, enthusiasm, motivation and development of the employees of any organisation depend largely on the leadership, mandate and vision of the organisation (Rainey Steinbauer, 1999). The management of Honda has been able to employ the general HRM practices of Japan with their international subsidiaries like the United States. Hanada (1989) described five phases in the development of international human resource management through which Japanese firms such as Honda pass as it become increasingly involved in global activities. In stage one of Hondas international activities, the programs are limited to export of its product for example in Philippines, Taiwan and USA and its International HRM function is mainly concentrate in an export department. With the urge of the company to be known in the global context, Honda has been able to establish foreign assembly or operations like in USA, UK and other part of Asia. Herein, the increase human resources of Honda, is usually handled by creating an overseas operations department. The establishment of an overseas human resource department characterises the structure of the firm which is substantially modified to reflect the increasing interaction between Hondas domestic and foreign operations. In addition, there are also times when Honda, felt to have greater control of their international operation. Herein, the International HRM of Honda, functions mainly in different areas and practice of HRM. In this manner, the company gives emphasis to the differences of their employees so as to have a harmonious human resource relationship. There are also times in which the company had been able to reach the globalisation phases that the management of Honda, attempts to thoroughly internationalise its human resource management and there is no distinction between foreign and Japanese employees with the international division. All in all it is very crucial that an international organisation should make a way in adjusting their management styles and approaches to adhere with the differences and similarities of the employees, specifically those in the international environment so that IHRM may catalyst the motivation among diverse individual. It is also important to note that international human resource management should have the ability to employ the principles and concepts of emotional intelligence and give emphasis to the importance of self-awareness in dealing with different kinds of people, winning their trust and to ensure that the peoples values and the organisations objective will intersect to a common goal and that is to incorporate good employment relationship. Recommendation In managing people, the international human resource management, Honda Motor Corporation and other Multinational Corporations should be able to have the ability to think more systematically and strategically in handling one of the most valuable factors within the organisation, i.e. its human resources. Herein, IHRM practice should be able to develop a successful organisational culture and a stable organisation by means of effective management of the people. In addition, communication is a very important factor to use in order to have a harmonious and smooth relationship between the management team and the employees in the international level. In addition, the management should try to integrate its own management system with the management system of the host countries, in which MNC are operating. The main goal of this integration is to let the employees within the international operation feel that their culture, values and traditions are not being discriminated by the management. In this case, if Honda would continue to implement a strategic international human resource management, it will be able to handle and manage their human resources in each international operation successfully. Reference Ashkenas, R., Ulrich, D., Jick, T., Kerr, S. (1995). The Boundaryless Organization. Breaking the Chains of Organizational Structure. San Francisco: Jossey-Bass. Bartlett, C.A. Ghoshal, S. (1989). Managing Across Borders. The Transnational Solution. London: Hutchinson Business Books. Beer, M., Spector, B., Lawrence, P., Mills, D. Walton, R. (1984). Managing Human Assets. New York, NY: Free Press. Cascio, W. (1995). The Human Resource Challenge of International Joint Ventures. Westport, CT: Quorum Books. Delaney, J.T., Huselid, M.A. (1996). The Impact of Human Resource Management Practices on Perceptions of Organisational Performance, Academy of Management Journal, 39: 949-69. Dowling, P.J. Schuler, R.S. (1990). International Dimensions of Human Resource Management . Boston: PWS-Kent. Ferner, A. (1997). Country of Origin Effects and HRM in Multinational Companies. Human Resource Management Journal, 7(1): 19-37. Fine, M.G. (1995). Building successful multicultural organisations. Westport, CT: Quorum Books. Freyssenet, M. (1998). One Best Way? Trajectories and Industrial Models of the Worlds Automobile Producers. Oxford: Oxford University. Gallie, D. (1998). Restructuring the Employment Relationship. Oxford: Oxford University Press. Hanada, M. (1989). Management themes in the age of globalisation. Management Japan 20, 19-26. Henderson, G. (1996). Human Relations Issues in Management. Westport, CT: Quorum Books. Honda Motor Co. Ltd (2005). Available at [www.honda.com]. Accessed on [05/05/2005]. Keeley, T.D. (2001). International Human Resource Management in Japanese Firms: Their Greatest Challenge. New York: Palgrave. Kiggundu, M.N. (2002). Managing Globalization in Developing Countries and Transition Economies: Building Capacities for a Changing World. Westport, CT: Praeger. Klein, J.G., Ettenson, R.E. and Morris, M. (1998). The Animosity Model Foreign Product Purchase: An Empirical Test in the Peoples Republic of China. Journal of Marketing, 62(1): 89-100. Laurent, A. (1986). The Cross-Cultural Pussle of International Human Resource Management. Human Resource Management, 25: 91-102. Lipiec, J. (2001). Human Resources Management Perspective at the Turn of the Century. Public Personnel Management, Vol. 30. Mair, A. (1994). Hondas Global Flexifactory Network. International Journal of Operations and Production Management, 14(3): 6-23. Morgan, P.V. (1986). International Human Resource Management: Fact or Fiction. Personnel Administrator, 31(9): 43-47. Nevis, E. DiBella, A. Gould, J. (1995). Understanding Organisations as Learning Systems. Sloan-Management Review, 73-85. Nonaka, I. Takeuchi, H. (1995). The Knowledge-Creating Company. New York: Oxford University Press. Rainey, H.G., Steinbauer, P. (1999). Galloping Elephants: Developing Elements of a Theory of Effective Government Organisations. Journal of Public Administration Research and Theory, 9: 1-32. Ragins, B.R. (1997). Diversified mentoring relationships in organisations: A Power Perspective. Academy of Management Review, 22: 482-521. Rosenhead, J. (1996). Whats the problem? An introduction to problem Structuring methods. Interfaces 26:117-131. Schneider, B. (1983). Inter-actional Psychology and Organizational Behavior. In L.L. Cummings and B.M. Slaw (Editions) Research in Organizational Behavior, vol. 5, pp. 1-31. Selmer, J. (2001). The Preference for Pre-departure or Post-arrival Cross-Cultural Training: An Exploratory Approach. Journal of Managerial Psychology, 16(1): 50-58. Sims, R (2002). Organisational Success through Effective Human Resources Management. Westport, CT: Quorum Books. Tung, R.L. (1998). American expatriates abroad: from neophytes to cosmopolitans. Journal of World Business, 33(2): 124-45. Ulrich, D. (1998). Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Boston, Mass: Harvard Business School Press, p.88. Williams, L.C. (1995). Human Resources in a Changing Society: Balancing Compliance and Development. Westport, CT.: Quorum Books. Zammuto, R. OConnor, E. (1992). Gaining advanced manufacturing technologies benefits: the role of organizational design and culture. Academy of Management Review, 17: 701-28. Appendix Appendix 1 Total Number of Employees of Honda Motor Co. Ltd As of March 31, 2003 Total Motorcycle Business Automobile Business Financial Service Other Business 126,900 24,100 92,100 1,700 9,000 Appendix 2 Organizational Structure of Honda (Based in Pakistan)

Short Circuit Prison - Original Writing :: Papers

Short Circuit Prison - Original Writing Suddenly Mr and Mrs Mcgrathy's television set sprung into life and the room lit up as the introduction played for the 6'oclock news. The newsreader was looking very upset as he shuffled his papers, then he spoke "as the rain thunders down in central London" he paused to blow his nose then continued "we are very, very upset and sorry to announce than the head of state, her majesty Queen Elizabeth the second, also head of the commonwealth has been assassinated" He paused again as a tear trickled down his face "the police have arrested a certain Bill McGrathy" There were gasps of breath as the McGrathys were shocked at the mention of their sons name It was 9'oclock at night and it was pitch black the lightning struck and illuminated a tall dark grey building known to the locals as Short Circuit Prison, travelling along in a police van under armed guard Bill McGrathy was thinking of what his parents would say if they ever saw him again. Surrounding the prison was a dark forest. As the convoy travelled along a dirt track through the forest Bill McGrathy looked out of the slit window. He saw the branches reaching into the road like long bony fingers trying to extract the souls of all who passed by. Back in London there was dispute in Buckingham Palace the queens body had disappeared and there were fresh footprints of blood leading from the room. P.C Smith was closely following these footprints. Suddenly loud footsteps were heard and P.C Smith was getting closer when the lights all went out there was a bang and a loud crashing sound as something dropped down the centre of a spiral staircase on a rope and P.C Smith felt the wind as the thing came flying past him then a large blunt object struck him round the head and he fell to the ground he was dead. Wrought iron gate clanked for the first time in two hundred years as Short Circuit Prison's recently installed electricity sprung to life.