Stereotyping in Society :: essays research papers

Generalizing in Society      I think it is quite difficult to experience seven days without encountering in any event a few occurrences where somebody or a gathering of individuals is being sterotyped. Regardless of whether it originates from jokes, TV, funnies, or simply hearing individuals talk about others, generalizing is around constantly.      The first case of generalizing that I saw originates from the TV program "That 70s Show." At least every scene the "crew," or gathering of companions consistently hang out, and they have a remote international student for a companion. They don't have the foggiest idea what nation he's from however they generally ridicule outsiders on the show. They break kids about him skimming over on a pontoon to the United States and consistently make references to him being from various nations that he's not from in light of the fact that his skin is dull. The jokes are clever and they should offend the character, yet they are exceptionally cliché.      I saw a business recently that was a commercial for utilizing security during sex to help the battle against the spread of AIDS. The business begins discussing how African Americans speak to the pioneers of sports since they have the best ball players, pioneers in baseball, and have the quickest track sprinters. At that point toward the finish of the business they state that they are likewise driving the number of inhabitants in the United States in being determined to have the AIDS infection.      When I saw the business I didn't generally have the foggiest idea where it was going and it is acceptable that it finished with a genuine message, yet I didn't generally concur with the manner in which they introduced it. It is presumably evident that African Americans make up the majority of certain games, however they didn't need to make it seems like African Americans are better than white individuals with regards to sports.      The third model that I saw was from the show Seinfeld. It was where the character Elaine met another sweetheart and she didn't have the foggiest idea what race he was. The person was somewhat dull complected and an unexpected race in comparison to white was normal so Elaine continued taking him to various cafés attempting to make sense of what race he was.

Ski Jacket

The examination directed shows the significance of amount creation inconstancy on the benefit amplifying edge. A scope of qualities is introduced by four Regional Sales Managers; every area incorporates the base, no doubt and greatest deals estimations of an irregular variable. The example information is depicted as straightforward, restricted, and to some degree rare; along these lines, given the evaluation of vulnerability, the most fitting and appropriate circulation to utilize is the Triangular dissemination. The Monte Carlo Simulation from Microsoft Excel @Risk, will figure â€Å"a model yield esteem ordinarily with various information esteems. The reason for existing is to get a total scope of all conceivable scenerios. †1 For the Region 1 the interest is produced from (3000, 4000, 8000) with a mean of 5000. One focal point in the information is the changeability of the qualities. As indicated by the parameters of this information the coefficient of fluctuation is 22%. The diagram is correct slanted, as we see the mean (5000) is on the whole correct to the middle (4875), and the middle is on the right track to the mode (4000); its pinnacle speaks to the most probable worth (4000). As per the information the complete interest normal created for this locale is 5000 coats. For the Region 2 the interest is produced from (2000, 4000, 5000) with a mean of 3667. One focal point in the information is the inconstancy of the qualities. As indicated by the parameters of this information the coefficient of fluctuation is 17%. The chart is left slanted, as we see the mean (3667) is generally close, yet left to the middle (3717), and the middle is additionally close, and left to the mode (4013); its pinnacle speaks to the most probable worth (4000). As indicated by the info the complete interest normal produced for this district is 3667 coats. For the Region 3 the interest is created from (1500, 2000, 3500) with a mean of 2333. One focal point in the information is the fluctuation of the qualities. As indicated by the parameters of this information the coefficient of fluctuation is 18%. The diagram is left slanted, as we see the mean (2,333) is left to the middle (2269), and the middle left to the mode (2242); its pinnacle speaks to the most probable worth (2000). As indicated by the information the all out interest normal created for this district is 2333 coats. For the Region 4 the interest is created from (500, 1000, 1500) with a mean of 1000. One focal point in the information is the fluctuation of the qualities. As per the parameters of this information the coefficient of changeability is 20%. The chart consummately symmetric, the pinnacle speaks to the most probable worth (1000). As indicated by the information the complete interest normal produced for this area is 1000 coats. At the point when the four Regional requests are sum up (5000, 3667, 2333, 1000) we totalize a gauge estimation of 12000 coats. The four Regions have various methods, standard deviation; the propensities of the qualities are they decline from Region 1 to Region 4. Adjacent to the qualities gave by the four Regional Sales Managers, 12 Egress workers have freely assessed interest for the up and coming season. Utilizing a similar program portrayed over, the example information produced a mean of 11750, standard deviation 3678, and an IQR of 5039. The best appropriation fit for the example has all the earmarks of being triangular. Whenever contrasted with the Regional Manager’s request, the mean created from the employees’ gauge (11750) is near the absolute interest assessed by the triangular dispersion (12000) from the manager’s information. The most engaging alternative, between the two interest gauges, is the Regional Manager’s request as it prompts the chance of producing triangular dispersion gauges, straightforward and imagine any impact of any changes, which will bring about positive dynamic. There are three distinct amounts of creation levels anticipated for the up and coming season (7800, 12000, 14000). As indicated by the past interest appraises, the all out amount requested is 12000. In this manner, the creation level of 7800 coats doesn't coordinate the interest evaluated; there is an interest deficiency of 4200 coats, which will bring about disservice, clarified as follows. When contrasted this amount level of creation and the 12000 creation level, there is a $84,000 benefit distinction between the two levels, which causes us to discover that between both the most engaging option revenue driven expansion is the 12000 creation level. Then again, the 14000 creation level produced an all out benefit gauge of $40,000; his sum can be converted into lost $100,000 when contrasted with the 12000 creation level. Implying that, 2000 additional coats created over the evaluated request will be sold at $30 per unit rather than $100. Be that as it may, if these 2000 additional coats were to be sold at the maximum ($100 per unit) benefits would increment by $40,000. At last, when looking at all three creation levels, we can infer that the most reasonable other option, that co ntains the most advantages, as far as benefit boost, is the 12000 amount creation level.

From Good to Great How to Become a Badass Recruiter

From Good to Great How to Become a Badass Recruiter Every company needs employees, and every person needs a job, so you might say that the recruiting position is necessary for the current system.Whether you want to work in an HR department in the company, or in a private hiring agency, there are some things you need to know.First of all, being a recruiter is not that hard, but being a badass recruiter is very hard. Everyone can be an average recruiter, but not many people can wear the title of an excellent recruiter. Therefore, we are here today to help you with becoming one.We could say that all badass recruiters have some things in common: they all have a certain set of skills, qualities, and habits. In other words, skills, qualities, and habits are the pillars of being a great recruiter.Good recruiters have some, but not all of the above, which is what separates badass recruiters from regular ones.Right now, we are going to dive deeper into what these skills, qualities, and habits are, in order to get a better understanding of what it takes to be a great recruiter.SKILLS THAT COULD HELP YOU BECOME A GREAT RECRUITERLet’s start by examining certain skills that every great recruiter has. Some might not be necessary in order to do the job, but they are very useful when it comes to doing it.1. Skills in SalesOne way of looking at the job of a recruiter is to compare it to any job regarding sales. Same as in sales, in recruiting you to want to sell a job to your candidates. You want to give them an offer that would benefit them, and at the same time be acceptable for your company.Therefore, having some skills in sales would help greatly. By using them, you could definitely think of a way to make both your company and potential candidates happy, by offering them nice working conditions, while respecting the limitations set by your company.2. Skills with PeopleThe whole recruitment process is simply a different sort of sales. Instead of selling a product made by one person to a different person, you need to sell on e person (a candidate) to your company and you have to sell a job position for the candidate.So, we could say that it is still the sale process, with multiple stages. And since it is about selling the job and the candidate with a certain set of skills, you need to be good with the people, understand them, their motives, their wishes, and reasons. Only then you will be able to become the best of the best when it comes to recruiting.3. Communication SkillsOne of the most important skills you should have in order to deal with people is, of course, good communication skill. The way to properly present your offer to candidates and make them accept it. The way to convince your bosses about a candidate’s worth.All that requires you to be communicative and good with words. That way, people will recognize you and respect you. In business, you can never talk too much. The more you talk, the more information you can learn and give. In other words, you simply need to practice and find that op timal level of information sharing that would be enough to satisfy both your candidates and the company.4. Skills in MarketingSometimes a good recruiter is not so easy to find. Sometimes people get picked for the job, simply because they are famous, which doesn’t have to mean they are the best at what they do. It just means they advertised themselves better than other recruiters, who could potentially be better than them.Therefore, in order for you to become a badass recruiter, you need to have some marketing skills, so you could fight your way to the top of the food chain and make companies select you as their recruiter, over other people. For that reason, you should do research and find out what are the most in-demand marketing skills, and make sure to learn them as best as possible.5. Ability to Solve ProblemsSame as on any other job, there are occasional difficulties in the recruitment world as well. For example, let’s say that you found a perfect person for the position in your company, but for some reason, the conditions you offer are not enough and the person is not willing to join you unless you change your offer.Now, sometimes it is easy to solve this, just offer a higher salary or certain benefits, but most of the times, the company sets the maximum salary limit you can offer to job applicants.In order to get that candidate to join you, you would need to use your creative problem-solving skills, to think of something that could be done to satisfy the candidate, while respecting the company’s limitations.For instance, if the problem is the job location, you could offer organized transportation to the candidate, or if you work for a big company with offices in multiple locations, you could offer your candidates to work in an office close to their homes, while keeping other conditions unchanged. That way you would increase your chances of hiring the candidate in question while respecting the company’s salary limit.6. Ability to NegotiateAbility to negotiate comes naturally as one of the most important skills every badass recruiter should have. Recruiters need to be able to make good offers, find a balance between their candidate’s wishes and the limitations set by the company’s officials.Good negotiation skills are very important during the offer stage when you have to “guess” the terms that could be acceptable to both the company and candidates. A good way to ensure the success is to offer realistic amounts, but keeping it a bit lower than what the company is ready to offer. That way, you would have a chance to increase it if needed.Some companies though will want you to offer a fixed amount, without lowering it during the interview. In that case, you can always work with other information, since salary is not the only deciding factor. There are other points of interest, which you could use to your advantage, such as bonuses, transportation fees, health insurance, etc.7. Good Time ManagementLast skill, but not the least, every badass recruiter should master is the ability to manage their time in a good way.Depending on the company you work for, you might have a small or huge amount of potential candidates. In any case, you should organize your activities to help you maximize your productivity and time, without having to reschedule so often, because of other obligations.Some interviews may take longer than others. Some recruitment processes have several stages, especially in large multinational companies. So, the entire hiring process needs to be well-organized and carefully executed.However, in some companies, that doesn’t have to be the case. You can organize your interview outside the office, go grab a cup of coffee with the candidate, or even do the interview while doing shopping. It all depends on the job position and the company’s rules.In both cases, time management is crucial, so make sure you know how to organize your time and make good schedules.THE MOST IMPORTANT QUALITIES OF A BADASS RECRUITERNow that we went over some skills every badass recruiter should have, let’s talk about what qualities separate bad or good recruiters from badass recruiters.1. ConfidenceOne of the most important qualities, not just for a job, but for everyday life in general, is to be confident. While there is a confidence gap between men and women, it is certain that confident people are more attractive, both in a personal and business way.In order to become a badass recruiter, you need to look and sound confident. You will often have to persuasive and make people accept your terms, which is only possible if you reassure them that it is a good decision to make. You can’t do that if you are not or you don’t seem confident about it.Confidence is not just important for your candidates, but for yourself as well. There is no company that would hire recruiters that are not self-confident and sure they are able to complete their job.2. PatienceAnother quality every badass recruiter should have is patience. When everything goes smooth and you are able to find the right people for the job, there is no problem. However, like with everything in life, things won’t always go smoothly in hiring business as well.You may end up losing a very important candidate or having difficulties with finding the right terms to offer. When that happens, you might get nervous and be under the pressure from your bosses. However, you shouldn’t despair. Be patient instead and work harder to work on a solution that could fix the problem, whether it is looking for a new candidate, or working on a new set of terms.3. PersistenceYou could say that persistence and patience are inseparable. And you would be right to say so. In hiring business, there is usually a need for repeating negotiation or continuous looking for suitable candidates. That means you will have to be persistent in what you do and don’t give up easily, even when things seem dark.Sometimes, you may need to change your offer one more time or to look for one more applicant or simply to make one more decision. To be successful in this kind of environment, persistence is the key.4. ProfessionalismWhen it comes to business, and especially with dealing with people, it is very important to be professional and to be recognized as a professional. People would be more likely to do deal with you if they knew you are professional or that you come from a serious company.For example, it’s not the same if you go to an interview in a new, small company, and to Google. You would act differently in both. Therefore, as a recruiter, it is a very good idea to always be as professional as you can, in order to earn a reputation.5. DependabilityIn business, everyone like people who are capable of doing things on their own and to make tough decisions without hesitating too much. It means a lot to companies if they can rely on their recruiters to pick good candidates for them.Therefore, you should always try to be depe ndable and show your bosses that you are a trustworthy person, who is capable of hiring the perfect candidate for the job they need.Apart from that, if you are dependable, your candidates would be more eager to trust you and accept your offer with less resistance. Along with that, they might even look up to you as their personal coach, from who they would learn new and important things.6. Good Risk ManagementDepending on whether you work for a big company as a professional recruiter in their department, or for a separate hiring agency, you might face more or less risk.Of course, it is riskier to work for a hiring agency, because salaries there are not fixed and you earn it according to the number of people you get for your clients. Therefore, there is always a risk that you could fail in getting the job done, meaning you wouldn’t get your payment.In order to become a badass recruiter, you will have to learn to manage that risk and to become comfortable in a risky business environm ent.7. Ability to Stay Calm in a Chaotic EnvironmentAlong with the risk, comes the managing the chaos that comes with it. Hiring job is not quite easy and you may find yourself in some very chaotic situations. At one point you may be at the top of things, while at other points, you may be at the bottom.Therefore, you need to be adaptable and to stay calm in a chaotic environment. Keep doing your job and try to solve any problems that may have occurred during that time. However, even though the job is risky, the rewards are high, so that is one more reason to get comfortable with chaos, so you wouldn’t have any issues.HABITS OF A BADASS RECRUITERNow, having all those skills and qualities we had previously talked about is not quite enough to become a badass recruiter. You also need to practice a lot, which means that you need to grow certain habits, to make it easier for you to get used to doing things a certain way. Let’s see what those habits are.1. Good PlanningEvery good syste m needs a good plan. Same goes for recruiting. We had already mentioned how good an organization is important for recruiting. Therefore, it is only natural that planning is an important part of the process as well.It doesn’t have to be a lengthy plan. You should simply take some time, let’s say 30 min to 1 hour to plan the activities for the next days, what calls to make, what people to see. That way, you will be ready to start working tomorrow when you come into the officer, rather than having to spend time planning on-site.By doing that, you will be able to focus on more important things at work, which could possibly lead to increased productivity and a more professional way of dealing with potential problems.2. Phone TimeOne of the pillars of recruiting is constantly talking over the phone. Therefore, you should get used to it, if you want to become a badass recruiter.Data shows that recruiters whose phone time is bigger, usually score more hits than others. And it is safe to say that most of them really enjoy being on the phone, talking to people and trying to get those candidates for their clients or company.3. Tracking MetricsIn order for you to be able to analyze your score and working progress, you need to track metrics and get the necessary data. That would help you see how well you performed during some period of time, what you could do better and whether or not you should change something, in order to improve the entire process.There are different ways to track your metrics, depending on the field and other factors. You should explore your options and use ones that are suited for your job the most. 4. Having Straight PrioritiesAlong with the planning process, it is also very important to make a categorization plan, allowing you to prioritize activities and people that are more relevant to your business.For instance, you could categorize people into different groups, dividing those who are almost ready for offers from those who just entered the s ystem.   That way, you will be able to prioritize interviews and finish the entire process in a shorter amount of time.Another good solution is to prioritize activities that would maximize your revenue, which is an excellent way of getting the most money for your services.5. Not Giving UpNo matter how things may look tough, you should always try to follow through with your plan and actions. Being a recruiter isn’t easy. There is a lot of stress involved in the process, especially if you work in a hiring agency, where salary is based on the number and quality of people you bring in.Therefore, you will face some difficulties. And in those situations, it is important not to give up when things seem tough. That way, you will show your bosses that you are a fighter, which is what they need from a recruiter.6. Don’t Get too Comfortable in Your Safe SpaceAs in normal life, people often tend to get too comfortable with something, for instance, in one job, which can halt their career dev elopment in the future. Therefore, even though things may look good and comfy, you should always strive for better and push yourself to achieve more.This is, of course, the case when it comes to recruiting too. Even though you may think you are doing your job well and enjoy your current place, you shouldn’t get too comfortable. Instead, you should try to become even better and look for a way to improve your current position.Also, we had already said that recruiting is a risky business, so you never know if you will stay in your “safe space” forever or whether it could crumble at any moment. It is something that you simply cannot control, so it is better to be prepared.7. Keep Training and Educating Yourself to Become even BetterIn order to keep striving for a better position, you have to keep learning and training. Do some courses, acquire a new set of skills or simply practice your negotiation skills by continuously working with people.Apart from that, you can always watch an d attend webinars related to recruiting training, where you can learn a lot of new and useful tips and tricks that would help you do your job better.Along with that, you have an option to complete formal training programs made by the National Association of Personnel Services, such as Certified Personnel Consultant (CPC) or Certified Employee Retention Specialist (CERS)All you need to have, in order to improve your knowledge about recruiting, is to have a will to do it.CONCLUSIONThere you go, folks! That would be everything we have prepared for you today. We learned what makes a badass recruiter.You now know about the three pillars of a badass recruiter: skills, qualities, habits. We explained each of those in detail and learned why they are so important.What remains now, is for you to start implementing what we had taught you here and focus on becoming a great recruiter that could be recognized by everyone.If you still have any doubts or questions, don’t hesitate to ask us in the comment section below. As always, see you in the next one!

The German National Soccer Team Essay - 2081 Words

Upon first thought, traditions can provide a sense of comfort and can therefore be hard to break. They are something individuals can fall back on in times of distress and often offer a sense of community. When individuals go against these traditions, however, there are frequently consequences due to cultural norms. For a fictional character like Victor Frankenstein, his oppositions come from his own conscience and originates after attempting to play god by creating a murderous monster, something society would deem inexcusable. On the contrary, Luther the Reformer went against numerous traditions of the catholic church, the biggest organized religious group of his time. He was excommunicated from the church who opposed his beliefs, but as a result, he formed a new religion with millions of followers today. Erik Erikson, and similarly, the German national soccer team, were highly criticized by their respected communities after embracing a new path. Throughout all these examples, each c ase has produced opposition due to cultural norms. Although the consequences of breaking tradition can be either good or bad, one thing is for certain, the act of breaking tradition is always going to be met with opposition, whether it be internal or societal. Through the act of breaking tradition, the fictional character Frankenstein faced rather extreme consequences from his actions. Victor Frankenstein was driven by his desire to go above and beyond the limits of the scientific discovery ofShow MoreRelatedAldi Vs. Soccer : The Opinions For US Soccer1308 Words   |  6 Pagesyou get a lot for your money† So, the Germans are taking less entry money for soccer per ticket but getting more people through the gates in real terms. Their TV deals are good, but still only a fraction of what Sky pays in England. 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Just Mercy By Bryan Stevenson - 1963 Words

Are some lives worth more than others? Are some lives worthy to be considered lives at all? Bryan Stevenson aims to answer that in his book Just Mercy. In it, he explores the American justice system and its systemic prejudice, whether it’s based on race, income, or gender. Stevenson is a lawyer who founded the Equal Justice Initiative (EJI), an Alabama-based nonprofit that aims to defend those who have been unfairly represented or unjustly imprisoned, and Just Mercy is a compilation of some of the cases he encountered during his time. Just Mercy is a collection of redemption and corruption--almost everyone he represents in the story finds their freedom from the unnecessarily harsh sentences they were given. In every other chapter he details the stories of multiple people punished by the legal system, including women and children. It is notable that throughout these chapters Stevenson emphasizes real, human connections with his clients to shine light on how distant and unjust t he prison system is. In a system where these people are given subhuman treatment, Stevenson reaffirms their inherent dignity and cares for them. This has a profound effect on them and the people around them, seen especially in the cases of Charlie (Chapter 6), Joe Sullivan (Chapter 14), and Avery Jenkins (Chapter 10). Chapter 6, â€Å"Surely Doomed†, is about Charlie, a little boy no more than fourteen arrested and tried as an adult. He was arrested for the murder of his mother’s abusive boyfriend,Show MoreRelatedJust Mercy By Stevenson Bryan Essay1297 Words   |  6 PagesJust Mercy was written in 2014 by Stevenson Bryan. This story takes place in Montgomery Alabama. This story is about the broken system of justice. How people are judged unfairly even in the supreme Court. 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Children should never be pushed into adult prisons or receive adult punishments because ofRead MoreJust Mercy By Bryan Stevenson1633 Words   |  7 PagesIn the novel, Just Mercy, by Bryan Stevenson, Stevenson explains his quest to get prisoners, who were originally convicted when they were adolescents, out of adult prison. Later, Stevenson sees how the prisoners who were convicted as children revert to a very low mental state and often have a great deal of trouble readjusting if they are even remotely capable of doing so. That is why children should never be pushed into adult prisons or receive a dult punishments because of their lack of brain developmentRead MoreJust Mercy By Bryan Stevenson1519 Words   |  7 Pages Bryan Stevenson, author of Just Mercy, is a lawyer from the rural south that advocates for mostly children on death row. He spends most of his time in low income communities with next to no hope. His TED talk was based on his experiences in these communities, his career, and his knowledge regarding minorities while addressing his predominately financially stable, White audience. Trying to persuade an audience that is not effected by what you are trying to speak against is hard, however, Bryan StevensonRead MoreJust Mercy By Bryan Stevenson2043 Words   |  9 PagesThe start of the book, Just Mercy, grabbed me pretty quick, but I was thinking â€Å"why are we reading a book about a lost soul who is going to spend his time with people who are sentenced to die for the horrible crimes they committed?† I soon started to realize the true story was much more than that and I would read a story about right and wrong and receive a message about the goodness and mercy of humans towards each other. The story is told by Bryan Stevenson, the author and a graduate of HarvardRead MoreJust Mercy By Bryan Stevenson903 Words   |  4 Pages In his memoir Just Mercy, Bryan Stevenson recounts the stories of several clients whose mental illness was ignored during their trial. Some had intellectual disabilities, others were dealing with the aftermath of severe trauma, but each one was changed in some way. Whether their reasoning had been altered or they simply did not understand what was happening, any crime they committed was closely tied to their mental state. Logically, a major detail like the defendant’s thought process and motivationRead MoreJust Mercy By Bryan Stevenson Essay1730 Words   |  7 PagesIn the book â€Å"Just Mercy† by Bryan Stevenson, the author is a lawyer and founder of the Equal Injustice Initiative who helps and defends those that are in desperate needs. Stevenson tells different stories of different cases that he had through the course of his professional career. One of the most heartbreaking stories that Stevenson shares on his books is about a boy named Charlie. Charlie is a fourt een years old who murdered his stepfather because he was abusive with his mom and left her unconscious

Answering Questions on Keystone Corporation Free Essays

Based on the Geert Hofstede Cultural Dimensions Study, there is an uneven distribution of power and wealth in the Indian society, which is generally accepted by the Indians as a cultural norm (Geert Hofstedeâ„ ¢ Cultural Dimensions India). Indians are persevering, and are more receptive to unstructured ideas or occurrences, having less regulations and standards with which to control unexpected events (Geert Hofstedeâ„ ¢ Cultural Dimensions India). Australians are generally individualists who have a penchant for privacy (Geert Hofstedeâ„ ¢ Cultural Dimensions Australia). We will write a custom essay sample on Answering Questions on Keystone Corporation or any similar topic only for you Order Now There is a higher level of equality between Australia’s tiers of society, spanning between families, organizations and even the government (Geert Hofstedeâ„ ¢ Cultural Dimensions Australia). North Americans, belonging to the category of United States, have one of the highest individualism traits yet have greater equality between social levels, and hold the highest regard for cultural differences (Geert Hofstedeâ„ ¢ Cultural Dimensions United States). Americans appreciate fewer rules and do not try to control all events and outcomes (Geert Hofstedeâ„ ¢ Cultural Dimensions United States). Friction in the Keystone set-up is predictable, made up of the easy-going Indians, the individualistic Americans, and the private Australians. 2. In any global company that is planning to consolidate its workforce, there are four global drivers for engagement: (a) The nature of the job itself and the opportunities for growth. Keystone has to ensure that the work environment is healthy with lots of team work, respect and camaraderie. Employees are well compensated and motivated. (b) Confidence in the company’s leadership. To obtain the confidence of its workforce, a company must have leaders that act and work in accordance with established company goals and visions, and earmark resources that support those values. (c) Recognition and rewards Even though just compensation and regular, earned bonuses are not exactly drivers, they should be conceptualized to motivate the workforce and enhance a healthy competition within the organization. Non-monetary rewards such as recognition is effective in morale-boosting within a company. (d) Organizational communication There should be consistent open channels of communication, wherein information is released from top management in an organized and systematic way. Communication should be enhanced by dialogues, giving and taking of feedback and an open-door policy for management. Leaders should take the initiative in  this particular driver. 3.  Ã‚   Within this Global Project are two of the most contrasting personalities: the German and the Indian. Nevertheless, to prevent conflict in the organization, I will closely study the personas of the different races. I will focus on the similarities, and work on managing the cultural differences. The Americans and the Germans have high levels of individuality, thus I can use them for the marketing side of my Project. The Indians will be best for customer service, because of their easy-going nature and lower tolerance for rules and regulations. I can also employ the Germans to spearhead the finance sector of the business, where strictness is appreciated. The Americans and Indians will make up the largest part of the organization, which is operations. Both have perseverance in their natures, and would easier adapt to new work environments and adjust to each other as well. The Americans and Indians would be more receptive to occasional changes in the organization, and will work well with less friction. The Indians will be on my Public Relations team, and if I could get a female for the part, the better. She will have a good disposition, perfect for dealing with clients, and would be more competitive than her male countryman.  In the world we live in – especially if one is operating a business — fully understanding the cultural peculiarities, quirks and traits of the workforce can spell the difference between success and failure. To foster harmony in a multi-cultural organization, one must realize that even minor considerations like time may be perceived in different ways by different cultures. In most Eastern and African culture, friendship and relationships are more important than time. Hence, one does not run away from a friend to make it on time for work. It is different in the West. It would be best to integrate into the organization, team-building activities wherein employees who work in close proximity are encouraged to know each other on a more personal level. Thus, friction is minimized and mutual respect is fostered.  Thus, to have an effective organization, top management must study the cultural traits of the employees, in particular, with respect to politics and diplomacy, religion, social values and cultural traditions. Though this, management can determine which areas of the business a person is best suited, and top management can also devise ways of keeping their people happy, motivated and productive. Works Cited Hofstede, Geert. Geert Hofstedeâ„ ¢ Cultural Dimensions. The Netherlands: 1967 – 2003. How to cite Answering Questions on Keystone Corporation, Essay examples

Rihanna free essay sample

The celebrity, Rihanna, is twenty years old. She was born in Saint Michael, Barbados on February 20th, 1988 to Ronald and Monica Fenty. She has two younger brothers who are Rorrey and Rajad Fenty. Her real name is Robyn Rihanna Fenty. She was chosen after her friend introduced her to a producer. One of her famous albums, â€Å"Good Girl Gone Bad† released on June 5th, 2007 has been sold about 6.2 million times including her second version â€Å"Good Girl Gone Bad: Reloaded† which was released on June 17th, 2008. She sings with Def Jam Records. Thats where she had met Jay-Z for the first time and she joined the singing career. Rihanna is 5?† tall and is outgoing in her songs. She has almost black color hair and its sometimes straight or sometimes curly. She may be a grown woman but her songs sound youthful and they are songs for all ages. Thats because her songs are energetic, some are loud and some are very composed. We will write a custom essay sample on Rihanna or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Her videos look fun because of all the singing and dancing except for one of her recent songs â€Å"Disturbia†. It is a dark version out of all her songs. As she sings â€Å"Disturbia, its like the darkness is the light†. This is what according to her disturbia means and is the basis of her song. The recent album â€Å"Good Girl Gone Bad: Reloaded† has new singles like â€Å"Disturbia†, â€Å"Take A Bow†, and the CD features Jay-Z and Ne-Yo. She has songs featuring Maroon 5 â€Å"If I See Your Face Again† and Timbaland â€Å"Lemmie Get That,† â€Å"Rehab,â€Å" and â€Å"Haunted.† The songs Rihanna sings are so interesting and entertaining that most of her songs that have been released have sold more than a million times worldwide. Her songs are hot and new just like if you got a new sidekick. Its hot because its the new thing out in style! If you like Ne-Yo and artists like him then I recommend Rihanna. They both sing R