What a Multinational Company?

What a Multinational Company? 1- Introduction: For better understanding this is important to discuss what a multinational company is in first place. In short words multinational company can be defined as a company or an organization that serves or produce in more than one country is known as multinational company. Other names use for such kind of organizations is Multinational Corporation (MNC), Transnational Corporation (TNC) or Multinational Enterprise (MNE). Multinational organization can be engaged in manufacturing, services or the exploitation of natural resources in the operating countries. Different writers described different definition of multinational companies. According to Moore Lewis (1999, P. 21) stated that â€Å"an enterprise that engages in foreign direct investment (FDI) and own or controls value adding activities in more than one country is known as multinational enterprise†. As Jones (1996, p.4) says â€Å"An MNE is usually defined as firm that controls operations or income generating assets in more than one country.† There is a long list of multinational firms like Sony, Nestle, Wal-Mart Stores, General Motors, Ford Motor, ConocoPhillips Microsoft, Nokia, Toyota Motors, Intel, Coco-Cola, Sony, IBM, Nike and Citigroup etc. Now the main question is about the multinational companies of different origin adopt different approaches of HRM practices. To discuss this section this is really important to discuss the HRM practices in first place, to define what HRM is and then its practices will be discussed throughout this essay step by step, and then practices of HRM in broader context for the MNCs or MNEs. HRM is modern word use in the businesses, which can be defined as â€Å"a model of personnel management that focuses on the individual rather than taking collective approach†. (www.dictionary.bnet.com). As Pennington Edwards (2000, P. 4) stated that â€Å"Human Resource Management (HRM) is a new way of thinking about how people should be managed as employees in the workplace†. It can be classified into two schools of thoughts.i.e. Hard HRM Soft HRM. Both types of HRM are under studies of different authors in detail. Now to concentrate on the question directly a survey is going to be under studies â€Å"Country of origin effects and HRM in multinational companies† which took place in 2007 by P. Edwards et al. In which he discussed 302 UK based multinational companies, which cover both UK owned and overseas owned companies. This study will play an important part in the essay to get the conclusion either multinational companies of different nationalities have different HRM approaches and practices or not. 2- Challenges In Multinationals According to Brett, Jeanne Kristin, 2006, international businesss nature is going under a sea change. The globalisation, multi-nationalisation, and the geographical diversification is pushing companies towards change in their management structure and style. Multinationals now need to consider regional market conditions and develop strategies to cater to each of the regional markets. Culture Shock Culture shock is the big challenge for multinationals, the difference brings the different thinking ways and working ways, and it needs time to adjust it. In most cases the expatriate manager prefer to emphasize and require the home office or home country values on the host countrys employees instead of accepting and learning within the new culture. (Adler, 2002) Lack Of Cross Cultural Training In fact, most multinationals ignore this training program during the staffing management. However, the better understanding about culture block can help managers to improve the effectiveness of staffing management. For example, The managers at Bell Canada were totally asked be training about Muslim laws of drinking and the treating of women there before he or she assigned a project for Saudi Arabia such like constructing the telephone system in there. (Adler, 2002) Family Problems Family problem for PNC manager is another challenge. The overseas employees always think of their family. Sometime, such emotion will effect the concentrations in their work. These difficulties are usually underestimated. What the organization should do is to assist expatriates family to adapt their new environment. (Dolan, 1996) 3- HRM Functions In MNCs Team members of multinational companies come from different countries with the different culture, economic, religions and habits. All of these differences bring the different thinking and working methods, thus, how to manage the multicultural team is a big challenge for the HRM in the multinationals. In the article â€Å"Managing multicultural team†, the author states that â€Å"Communication in Western cultures is typically direct and explicit. In many other cultures, meaning is embedded in the way the message is presented. The differences can cause serious damage to team relationships† (Jeanne Breeet , Kristin Behfar, and Mary C. Kern, 2007) . Retaining Subsidiary Staffs Retention It can be argued that the retention of staffing in the multinationals subsidiary conducts huge influence. The transfers between the PCNs, HCNs and the TCNs are the big issues in the staffing management strategy. Scolders identify that the HCNs and TCNs who are sent to the corporate headquarters (HQ) called inpatriates. As this article mentioned before, the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach are the four major nationality staffing policies in the international staffing, by analyzing the complex and the new situation appear in the relationships between the HQ and subsidiary, B. Sebastian Reiche (2007) explores the international stiffing-related retention strategies . Firstly, he claims that a pluralistic and consensus-driven approach to international staffing enhances the retention capacity of international staffing practices through increased responsiveness to and involvement of the respective local unit. He states that the knowledge and skill from the local staff can help multinationals to reduce the risk and culture-bound in the local market. He also believes that this approach can improve the loyalty of local staffs, and the local staff can achieve individual career plan to cohere the institutional development plan. At the same time, he states that the PCNs still act as the vital role for informal controlling and coordination in the multinational companies. Secondly, he indicates that expatriation of local staff can help to retain the MNCss retention. In this approach, he states that the â€Å"inpatriates can share their social and contextual knowledge of the subsidiary environment with managers at the HQ. And also inpatriates tend to be accepted by HCNs more willingly than foreign personnel.† HRM is all concern about the employees at the work place, but the demands from HRM gone up as the education rate grown up. As Pennington and Edwards (2004, P.4) stated that â€Å"As a level of education become higher, a greater proportion of the population world wide expect more than fair treatment, they seek a range of intrinsic rewards such as job satisfaction, a degree of challenge, a sense of career progression and satisfying relation with co workers†. Selection Recruiting:- The main function of HRM is selecting and recruiting, no matter the firm is domestic or multinational. Staffing issue for domestic managers and MNCs managers are not very different for recruiting for the middle management or ground floor workers, but for selecting and recruiting of top management then the choices come like parent country national (PCNs), Host country national (HCNs) or third country national (TCNs). According to Parlmutter (1989) divided into three main categories. ‘Ethnocentric where top management favours PCNs managers, who are posted abroad for a period of time. ‘Polycentric where top management give choice to subsidies to fulfil management posts themselves, and ‘Geocentric when top management recruits managers globally and post them anywhere in the world. For example Japanese style of HRM dont rely on interviews and job advertisements, they select the people from the universities and the most top MNCs can afford the students from the most prestigious university. According to Keeley (2001, P.62) stated that â€Å"unlike the most Western companies detailed job description rarely exist. The company seeks to determine if the prospective employee has the type of personality that fits in well with the atmosphere at the company.†While US MNCs rely on â€Å"interview must† attribute of HRM practices in their subsidies. In China, they had no selection processes per se when they first started. Senior managers were appointed by community government-officials. Most of the new hires were based on employee referrals. Selection criteria were based on nepotism and contacts. Hiring decisions are influenced by the following in china: A persons ability to perform the technical requirements of the job A personal interview A persons ability to get along well with others already working here Having the right connections (e.g. school, family, friends, region, government, etc.) The companys belief that the person will stay with the company An employment test in which the Person needs to demonstrate their Skills Proven work experience in a similar job A persons potential to do a good job, even if the person is not that good when they first start How well the person will fit in the companys values and ways of doing things Future co-workers opinions about whether the person should be hired (Huczynski, Andrzej / Buchanan, David, 2001) A most important attribute in Japanese style of HRM is called â€Å"Shushinkoyo† which means life or long term employment. This is considered the success key of Japanese HRM as stated by Keeley (2001, P.65) â€Å"Nevertheless, a number of scholars both Japanese and non Japanese have praised ‘Shushinkoyo and have attributed the success of Japanese enterprises to its practice.† Here this shows that multinational companies from Japan apply different approach for selection the new recruits while US MNCs rely on a different phenomena of selection and recruitment. Performance Appraisal:- This is the HR attribute which has significant attention from both academics and practitioners, the appraisal system in US MNCs use to reduce the labour force as stated in Edwards (2007, P. 40) that â€Å"some US companies, GE for instance, have become known for using the appraisal system to remove the lower- performing employees from the workforce on a regular basis and /or to identify those in need of ‘remedial action for their performance level.† But in Japanese MNCs the companies gives the life time or long term employment as mentioned by Keeley (2001) that it is one of the best attribute of Japanese HRM in small Japanese enterprises or Japanese MNCs. Differences can b seen in the Edwards (2007) survey of Japanese and US multinational companies based in UK, where he stated that â€Å"US companies are more likely to emphasise the importance of behaviour in relation to corporate values, while Japanese firms give lower importance rating to quantitative or qualitative i ndividual evolution criteria, and criteria based on corporate values.† In large organizations the performance review on periodic basis, this is second task of organizations HR departments, after hiring an employee and on the basis of performance employee get bonuses, promotions and rewards. Performance appraisals give opportunity to the workers (individual/group) to get prepare for the future goals of firm. Pay, Compensations, Rewards Benefits:- Compensations like hourly wages and annual salaries while benefits are like life insurance, pensions and sick pays etc. According to Cherrington (1995) stated that compensation should be legal and ethical, adequate, motivate and fair, and should be able to give employment security to the worker. Pay compensation and rewards are not really different from each other, but in simple words rewards is the term use to motivate and to get the future goals by means of workforce for an organization, the reward system plays an important role, by reward (individual/group) the workers get appreciation and get themselves more committed to the firm. These are the some of the main features and functions of any (domestic/MNCs) firm HR department. In Japanese style of HRM they use a Japanese term ‘Nenko Joretsu which means seniority system, where in Japanese HR management the wages goes up with the age and experience, as stated in Keeley (2001, P. 76) said that â€Å"though nenko is most often translated as ‘seniority†. While US and Europe MNCs apply the performance related pay system. This is the most important phenomena of MNCs HR system when they go to borderless business. According to Edwards (2007, P. 46) stated in his survey that â€Å"Nationality has some effects. For example, American firms are likely to give organisational performance a higher importance rating for the KEY GROUP than others firms. UK firms are more likely emphasis individual output measures for LARGEST OCCUPATIONAL GROUP.† It shows the difference in attribute of HR practices and approaches in multinational firms. Training Development:- This is one of the important as well as crucial task for HR department for a firm operating globally, in this area of HRM multinational companies of different origin follow different approaches, for example according to Tung (1981) stated that â€Å"by comparing US, European and Japanese corporations, Americans firms it seems tend to underestimate the importance of training, whereas most European and Japanese organizations see this as a highly important area of attention†. The objectives and goals of training and development are to make sure the skilled and willing workers are available in the organization. Training and development are important to create a smarter working environment. In China, medium and large companies have formal training programmer and many have established special facilities for teaming purposes. Because of the lower educational level in the rural areas, the quality of the rural labour force is significantly in urban areas. Experienced, well-qualified staffs are in short supply. To disadvantage of hiring Key personnel from a shallow pool of talent, they invest heavily in training. Training is an important investment in human capital. Training improves an individuals performance and increase organizational effectiveness. (Ahlstrom Garry, 2001) Japanese MNCs pay less attention to training and development attribute of HRM, the reason might be the less mobility of workers in the Japanese firms, as they use the term ‘Shushinkoyo. According to Keeley (2001, P. 88) stated that â€Å"A study of the Japan Productivity Centre found differences in the attitudes towards training in Japanese and American firms.† Where Keeley stated that from the study and respond of both countries towards training issue were positive but American firms were strong and more positive then the Japanese firms and he also stated that Japanese firms arrange training on ‘request basis. A strategy which makes a firm successful is not easy to implement when they go beyond the borders, because of the barriers which might be language, religion, culture and legislations etc. As Keeley (2007, P.89) stated that â€Å"HR practices which makes a firm successful in domestic environment are difficult to implement in their overseas subsidiaries.† 4- HRM Approach In Multinational Firms: Now in this essay some of the multinational firms characteristics will be studied to see do they get affected by the country where they belong to in their HR practices and approaches or not? There are many MNCs, the country which has most MNCs is USA, and after that are Europe, Japan and Germany. There are many writers who discussed the issue of ownership and HRM in MNCs like Evan, Lank and Farquhar (1977), Barlett Goshal (1989), Rozenzweig Nohria (1994) and Innes Morris (1995) etc, which prove that the issue of ownership has been in discussion from ages, as according to Economist (1995) said that â€Å"the issue of ownership is central to the number of important policy related and academic debate in the area of HRM and IR, One line of argument is that, with increasing globalization MNCs are becoming stateless players, detached from individual nation states†. MNCs of different origin work in the host country by applying its local mechanism of HR practices and approaches, because it is not possible to work and apply 100% approaches of the parent country, as according to Rozenzweig Nohria (1994) said that â€Å"a rank and file IR issues are more likely to exhibit ‘local isomorphism †. There are many arguments about the affection of country of origin on MNCs HR practices, the reasons are many for MNCs to adopt different approaches of HRM, as Ferner (1997) described that â€Å"in short, it is imperative to take into account the dynamic of nationality as a factor affecting the behaviour of MNCs. The modernization of political institutions, the rapid pace of technology, the internationalization of product itself and changing pattern of international market and competition, all are likely to modify to pre existing national structure although not necessarily in the direction of convergence of different national systems on a si ngle model†. Now the essay will point out some differences in Chinese and American Human Resource Managements. China is one of the fastest growing economy of the world, according to Zhu (2005, P.2) explained that â€Å"the past two and half decades of reforms and impressive economic growth have witnessed an unprecedented enthusiasm for the establishment of foreign invested enterprises (FIEs). Many foreign companies have expended their operations into china, attracted mainly by the sheer size of its potential market†. There are many multinational firms in China like Aluminium Corp (ACH), China Petroleum Chemical Corp (SNP) and China Unicom (CHU) etc. The main practice of HRM is selection and recruitment as mentioned above, and the difference between the process of selection of Chinese and USA approach is, in USA model of HRM job interview is essential for filling a major position, while in Chinese HRM mostly jobs are allocated by government and interview process is not common. In reward system the USA model of HRM offers a variety of incentives system, while Chinese HRM system is different from USA, in Chinese system salary ranges are narrow, group reward system is common, but the pay system is more motivate than American pay system. In performance appraisal USA model of HRM believes in two way communication, while in Chinese model supervisor have absolute power and authority to evaluate subordinates, in USA participative management is welcome and encourage, but in Chinese HRM collective leadership is common, and in major decision making, the involvement of workers is symbolic. The difference can be seen in different origin or nationality MNCs that the US MNCs are significantly more like to collect information on employee attitude bring together HR managers from different countries and use HR international shared services, Japanese organizations are less likely to collect data centrally, while French origin MNCs acting more likely in US style of HRM practices, and German origin MNCs firms follow Japanese style of HRM practices. (Jackson, 2002) The best example is British American Tobacco (BAT), which is operating in a number of countries in the world, i.e. Pakistan, South Africa, UK, Japan, Saudi Arabia and many more. As this is an American based firm, and American have an ‘interview must attribute in their HR practices, they apply the same approach for selecting and recruiting in the host country Pakistan, and the adopt some practices of Pakistan HRM practices (host country) like monthly payment of salaries instead of weekly wages, so its means BAT reflected their parent country HRM practices in some ways and in subsidies like UK, BAT apply the same HR practices and approaches as the parent country have, because the culture difference is not very distinct from each other i.e. UK and USA. (www.bat.com) (self experience as a worker of BAT in Pak) 5- Conclusion This essay was carried out to see, do multinational organizations of different origin have different approaches to international human resource management? There were some evidences that showed the answer as ‘Yes they get affected by its country of origin in on or other way, but it is also proved that the most of MNCs adopt ‘the best fit policy when MNCs start operating in a host country, because of the obstacles in the host country, i.e. language, religion, norms and values, culture and legislations. Writers in HRM field have different opinion about the behaving of MNCs, so the best option for MNCs is to apply the ‘best fit approaches of the HRM practices, means combination of both (Parent Host countries) HRM practices. The issue of ownership country of MNC has been in discussion for ages, but still there is not a 100% accurate answer came out as according to Ferner (1997) said that â€Å"but existing research has failed to systematically explore differences†. All these discussion and researchers efforts bring the conclusion that in some HR attributes in MNCs they follow the a universal approach while in some they follow the different approaches in HR practices, according to the survey by Edwards (2007) stated that â€Å"throughout the report, we have noted the persistent influence of nationality. There are clear national differences in all four area of HR/ER: Pay performance, Learning development, employee involvement and employee representation.† But the bottom line can be that: yes! Multinational firms of different origin can be effected by the parent country HR practices when the run business in other part of the world instead of the home country. There are some obstacles for multinational companies which can stop them to apply the 100% parent country HR practices in their subsidies like legislation of the host country, rules and regulation and more, there is term used in Edwards (2007, P.29) survey of Multinational companies in UK called discretion or local autonomy. Which shows multinational companies of different origin give the power of decision making and freedom to their subsidies? In that survey the high discretion power firms are Japanese, which means Japanese multinational companies give more freedom to their subsidies comparatively to American, French and other Multinational firms of different origin. But another thing can be the law enforcement of subsidies (host Country), the example can be Germany where the rules and regulation are strict so the difference in practices of HR of a multinational firm would not be as bigger as in Pakistan, because of the law enforcement, like differences would be less in Europe but it would be greater in Asia. Reference And Bibliography Acuff, F. (1984) International and Domestic Human Resource Functions: Innovations in International Compensation. New York: Organization Resources Counsellors, pp. 3-5. Bartlett, C., Goshal, S. (1989) Managing across Borders : The Transnational Solution, Boston, Harvard Business School Press. Briscoe, R.D. Schuler, R.S (2004) International Human Resource Management; 2nd Ed, New York, Prentice Hall. Cherrington, D, J. (1995) the management of human resources; Enkweed Cliff, NJ: Printice Hall. Edwards, P. at al. (2007) employment practices of multinational companies in organisational context: Available at: http://www2.warwick.ac.uk/fac/soc/wbs/projects/mncemployment/conference_papers/full_report_july.pdf Ferner, A (1997) ‘Country of origin effects and HRM in Multinational companies, Journal of Human Resource Management, Vol. 7, no.1, 19 28 Ferner, A. (2000) ‘The embeddedness of US multinational companies in the US business system: implementation of HR/IR. Harzing, W. A. Ruysseveldt, V.J. (1995) International Human Resource Management; London, SAGE Publications Ltd. Harzing, W. A. Ruysseveldt, V.J. (2004) International Human Resource Management; 2nd ed. London: SAGE Publications Ltd. Jemison, D, B. Sitkin, S, B (1986) Corporate acquisition: A process perspective. Academy of Management Review, 11, 145 163 Jackson, T. (2002) International HRM: A cross cultural approach, London; SAGE publications Ltd. Jones, G. (1996) The Evolution of International Business: An Introduction; London, Routledge. Keeley, T.D. (2001) International Human Resource Management in Japanese firms. Hampshire: PALGRAVE MACMILLAN. KPMG (Ed) (1999) unlocking shareholder value: The keys to success. London Maund, L. (2001) An Introduction to Human Resource Management: theory and practice; Basingstoke, Palgrave. Moore, K. Lewis, D. (1999) Birth of Multinational; Denmark, AKA Print. Ozbilgin, M. (2005) International Human Resource Management Theory and Practice. Hampshire: PALGRAVE MACMILLAN. Parlmutter, H.V (1969) ‘the tortuous evolution of the multinational corporation, Columbia Journal of World Business, 4 (1), pp. 9 18 Pennington, A. Edwards, T (2000) Introduction to Human Resource Management; New York, Oxford University Press Inc. Pucik, V. (1984) ‘the international management of Human Resources, in: Fombrum, C.J. Tichy, N.M. and Devana, M.A. (eds.) Strategic HRM. New York: Wiley, pp. 403 419. Rozenzweig, P Nohria, N. (1994) ‘Influence of human resource management practices in multinational corporation Journal of International Business Studies, Vol.25, no.2, 229 251 Stopford, J. M. Turner, L. (1985) Britain And The Multinationals; Chichester, JOHN WILEY SONS. Tayab, H.M. (2005) International Human Resource Management: A Multinational Company Perspective; New York, Oxford University Press Inc. The, economist. (1995). ‘A survey of multinationals. 24th June Tung, R.L. (1981) ‘Selecting and training of personnel for overseas assignments, Columbia Journal of World Business, 16 (1), pp.68 78. www.bat.com [online] Access date: 01st Aug 2009 Available at: http//:www.bat.com/group/sites/UK_3MNFEN.nsf/vwPagesWebLive/DO6Z2KVH?opendocumentSKN=1 Zhu, C.J. (2005) Human Resource management in China: Past, current and future HR practices in the industrial sector; New York, Routledge Curzon. http://en.wikipedia.org/wiki/Qualitative_research http://en.wikipedia.org/wiki/Staffing International dimensions of human resource management, Peter J. Dowing Randall s. Schuler, page 4 Managing the global work force: Challenges and strategies, Academy of Management Executive, Roberts,K.Kossek,E.E., and Ozeki,C(1998) 12(4): 6-16 Adler,N.J.(2002) International dimensions of Organizational behavior, 4th edn Shimon L. Dolan. International HRM Ecole de relations industrielles, Case postale 6128 Montreal, 1996 Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p88 (AN 22671287) Edstrom, A., Galbraith, J. R. (1977). Transfer of managers as a coordination and control strategy in multinational organizations. Administrative Science Quarterly, 22: 248-263. David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p200. Tahvanainen, M., Welch, D., Worm, V. (2005), Implications of short-term international assignments. European Management Journal, 23: p663-673. David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p210. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p529. B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p529. B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p530. http://www.colmr.research.va.gov/mgmt_research_in_va/methodology/qualitative_research.cfm Ahlstrom, David / Bruton, Garry / Chan, Eunice S. :HRM of foreign firms in China: The Challenge of Managing Host Country Personnel, Business Horizons 44(3), 2001, p, 59 68. Blake, John / Amat Salas, Oriol / Wraith, Philip: Joint ventures in China a Spanish case, European Business Review 97(4), 1997, p. 155 161. Foster, Dean: The Global Etiquette Guide: China, http://workabroad.monster.com/articles/chinaetiquitte/, 2001. Huczynski, Andrzej / Buchanan, David: Organizational Behaviour An Introductory Text, 4th edition, London: Prentice Hall, 2001. Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p87 (AN 22671287) Adler,N.J.(2002) International dimensions of Organizational behavior, 4th edn

Black dog of fate Essay

The Book â€Å"Black Dog of Fate† by Peter Balakian is a memoir by the Armenian genocide survivors’ descendants that lived in the United States of America and it was written in the suburbs of Tenafly, New Jersey, where the author grew up. The author tries to relate his personal history and happenings in his family to the general story of the Armenians. It is the story of a young man’s realization of his background and the huge massacres that occurred to the Armenians in Turkey. It is the history of the killing of about one and half million Armenians by the Ottoman Turkish government in 1915 (Balakian, 1997). These series of killings is regarded as the twentieth century’s first genocide. The name ‘Black dog of fate’ is about the parable that was narrated to the author by his grandmother ‘Nafina Aroosian’. In the parable, there were two offerings that were made to the goddess of fate. The first offering is a luscious lamb that had its body filled with almonds and pomegranates and its eyes sparkled with rubies, while the other offering is a dead black dog that had its mouth filled with wormy apple. In a twist of fate, the lamb is rejected and the dead black dog is accepted by the goddess. As Nafina puts it to Peter that he should not be deceived by appearances and that the world is not what people think it is (Balakian, 1997). Peter balakian was one of the members of the Balakian-Aroosian family and the oldest in his generation. His family had secretly guarded the history of their past for so long. They guarded this secret as they had horrific memories of their past in their heads as they knew if they delved into their pasts the gory details of their traumatic experiences in the hands of their persecutors would haunt them. The memory of the brutal murder of lots of their relatives was not a topic that was suitable for discussion as they looked to erase the tragic event from their memories. It narrates the ordeal of the Armenians in the hands of the Turks. The Armenians were subjected to various forms of inhumane conditions. Their ladies were raped and their men were butchered. The Armenians were gruesomely murdered in their thousands day after day and their carcasses were left to the vultures to feast upon. The Turks robbed them off their belongings and really impoverished them. The book exposes the societal evils perpetrated by the Turks on the Armenians. The Turkish government tries to cover up these horrific crimes as they denied the existence of the genocide. Balakian lets us into his family line as we are introduced to the matriarchs, a bishop, merchants, physicians, his aunts and two famous figures in the world of literature. The names of his renowned aunts are Anna and Nona Balakian, who distinguished themselves in the field of literature. His two other aunts are Gladys and Lucille, who were business women on Wall Street. But out of all these characters, the most important of them is his grandmother, one of the survivors of the genocide, whose experience was dreadful as she lost her husband to the genocide. The book teaches us survival instincts in the midst of obstacles and it narrates a family’s sojourn from a horrific past into a better life and a new world. It represents the experience of an immigrant child in the United States of America while still retaining one’s cultural heritage. It tells us how the author’s relatives escaped the genocide and ended up in the United States of America. One of the remarkable quotations in the novel that makes the novel a notable one as recognized by the New York Times Book review is simply quoted â€Å"In all of this germ madness there seemed to be some deeper, more pervasive anxiety being expressed. Some pathological fear that I sensed in my grandmother when she hovered over me, incessantly brushing her hand over my hair and asking me, How are you, what can I do for you, are you OK? Eench, eench, eench. [What, what, what] For my grandparents’ and parents’ generation, perhaps the world was a place conspiring to kill you. After the Genocide, the fear of death was different from the fear of mortality. In this atmosphere of deep anxiety, our family was far from the optimistic mood of suburbia. As my grandmother said to me as I lay on my bed recovering from the measles, ‘Sleep with one eye open; know the evil eye.'† (Balakian, 1997). Another powerful excerpt is in the latter page of the book and it is quoted a s â€Å"Free speech does not guarantee the deniers the right to be treated as the other side of a legitimate debate when there is no other side.† (Balakian, 1997). As the persecutions was against the Armenian Christians by the Turkish Muslims, the holocausts in the World War II era draws inspiration from it as it foreshadowed the mind-sets of the German army. The World War I killings of the millions of Armenians by the Ottoman Turks served as a justification to the holocausts of the World War II era. The holocaust was a period of mass murder of the Jews during the Second World War. During the holocausts, Hitler made several references to the serial killings of the Armenians as he justified their extermination. On the latter part of the book, Peter Balakian observes the mind-set of the German army towards the Armenians which foreshadows the pains they would later inflict on the European Jews in the Second World War (Balakian, 1997). As the Germans considered the Armenians as threats to the Turks so also were the Jews considered as threats to the establishment of the superiority of the Germans. In the concluding pages of the book, Balakian requests for the acceptance by the Turkish government of the Armenian genocide, a fact they had previously denied its existence. He also requests for an apology by the Turkish government and a consequential forgiveness from the Armenians. Reference Balakian, P. (1997). Black Dog of Fate . New York: Harper Collins Publishers.

Counseling, Cognitive And Behavioral Therapies - 1165 Words

Introduction Counseling is a therapy that involves communication using a variety of methods. Verbal, nonverbal, and written are some of the ways to communicate during counseling. Counseling allows a person to share their feelings, thoughts and problems to another (a counselor) in a dependable and confidential environment. Normally the counselor empathizes with the clients. Many types of counseling are evident depending on the type of problem one has. Counseling usually involves the psychology, therefore, can be termed as psychological therapy. One of the psychological therapies is behavioral therapy. Behavioral therapy involves behaviors and cognitions. Apparently, cognitive and behavioral therapies are based on the thinking of the individual and on the way the individuals behave. Cognitive and behavioral therapies are of importance and that is the area of my specialization. Type 1 Cognitive and behavioral therapies are subdivided severally. They include acceptance and commitment therapy (ACT), behavioral therapy, cognitive analytic therapy (CAT), cognitive behavioral therapy (CBT) and cognitive therapy. Acceptance and commitment therapy (ACT) is a behavioral analysis that uses strategies like mindfulness and acceptance to aid in increasing flexibility of psychology. Cognitive analytic therapy (CAT) is a form that tries to assemble ideas together from both analytic and cognitive into integrative models. CAT helps the client understand the reasons as to why they behaveShow MoreRelatedA Personal Theory of Cognitive-Behavioral Therapy Counseling Essay2719 Words   |  11 PagesRunning head: A PERSONAL THEORY OF COGNITIVE- 1 A Personal Theory of Cognitive-Behavioral Therapy Counseling Mary L. Terry Student ID #: 22185762 Liberty University Abstract A counselor’s job is to journey along with their client and to provide insight and support to those who are at risk and those who are hurting and searching for comfort and acceptance. If the counselor is a Christian they will also want to share our Heavenly Father’s love with the counselee and help guide themRead MoreRole of Cognition in Counseling1589 Words   |  7 PagesCOGNITION IN COUNSELING TABLE OF CONTENT. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 Cognitive therapy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 Cognitive-Behavioral Therapy...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 Characteristics of cognitive-behavioral therapy†¦.5 Virtual Reality Therapy...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 Rational Emotive Therapy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 Transactional ANALYSIS†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...8 conlusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..9 reference†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 Role of cognition in counseling Introduction Cognitive therapyRead MoreCognitive Psychology : Cognitive Behavioral Therapy1403 Words   |  6 PagesCognitive therapy, now called cognitive behavioral therapy was developed by Aaron Beck. Beck believed that dysfunctional thought processes and beliefs are responsible for an individual’s behaviors and feelings. He also believed that individuals’ have the ability identify these distorted thoughts and change them to more realistic thinking in order to relieve their psychological discomfort. This type of therapy is designed to be a short-term, straight-forward and structured approach to counseling inRead MoreThe Relationship Between Regenerate And Unregenerate Thought Processes Essay1089 Words   |  5 Pages23:7; and FAMILY COUNSELING APPROACH11 Romans 12:1-2. Notably, Paul discusses the relationship between regenerate and unregenerate thought processes in Roman 12:1-3 and Ephesians 1-4. In these three passages, Paul is beseeching humanity to change some of the internal thoughts, which in turn will change the behavior of people and positively impact on their feelings. One of the primary premise that the proponents of REBT rely on is the belief that people are fundamentally born imperfect; one of theRead MorePsychology Methods1267 Words   |  6 Pagesbetween two therapies used in psychology. The approaches are known as the Client-Centered Approach and the Cognitive Behavioral Therapy. They are both used daily, world-wide, and can be seen in different ways. In psychology, the use of therapy, approaches, and techniques are used all the time. The client-centered model is all about the clients themselves and the cognitive behavioral therapy relies on direct counseling tools to control and guide the client. Cognitive behavioral therapy is more short-termRead MoreEssay Cognitive Behavioral Therapy1200 Words   |  5 PagesKendra Cherry, â€Å"professional counseling is an application of mental health, psychological or development principles, through cognitive, affective, behavioral or systemic intervention strategies, that address wellness, personal growth, or career development† (Cherry - Paraphrase). Many counselors specialize in specific forms of therapy. Generally, counselors who focus on specific types of counseling methods usually require advanced knowledge in the specific field. Counseling can be described as guidanceRead MoreEssay about Contrast Effective Biblical Counseling Concepts1412 Words   |  6 PagesIn order for Biblical counseling to be effective, a counselor must be completely prepared to work in the ministry of helping others. Beyond the worldly challenges, a Christian counselor also faces humanistic therapeutic false views of secular therapy. Christian counselors maintain a focal point in guiding people to living a life that is full of spiritual richness and maturity. Yet, secular therapist focuses on self-gratification and self-actualization. As Christian ministry helpers, you must beRead MoreSex Offenders1410 Words   |  6 PagesIntroduction Treatment providers recognized that sex offenders evidenced had a high prevalence of cognitive distortions, or thought processes that allowed the offenders to neutralize their feelings of guilt and shame (Abel, 1989). No matter what setting that cognitive therapy is used in, its purpose is to focus on the way an individual thinks and to change any type of â€Å"thinking errors†. For our purposes, cognitive treatment is used in the correctional and community setting to help offenders think rationallyRead MoreCognitive Behavioral Therapy ( Cbt )1697 Words   |  7 PagesCognitive Behavioral Therapy (CBT) is one therapeutic approach that is capable of providing this group with effective psychotherapeutic treatment and interventions as well as approaches that enhances the effectiveness and efficiency of group therapy. Often developed for skills training, cognitive-behavioral groups are characterized by the use of practical interventions focused on behavior modification techniques (Wilson, Bouffard, and Mackenzie; 2005). The therapeutic goal of cognitive behavioralRead MoreContrasting Psycodynamic, Cognitive Behavioral and Person-Centered Counseling Theories1732 Words   |  7 PagesCounseling is a process that enables a person to sort out issues and reach decisions affecting their life. Often counseling is sought out at times of change or crisis, it need not be so, however, as counseling can also help us at any time of our life† (Woods, 2005). Counseling theories are used by counselors as part of their treatment plan for clients. There are many types of theories that counselors can choose from. These theories are usually hosen based on the client needs and what the counselor

Facts About the Whale Shark

Whale sharks are gentle giants that live in warm waters and have beautiful markings. Although these are the largest fish in the world, they feed on tiny organisms.   These unique, filter-feeding sharks appeared to evolve about the same time as filter-feeding whales, around 35 to 65 million years ago.   Identification While its name may be deceiving, the whale shark is actually a shark (which is a cartilaginous fish). Whale sharks can grow to 65 feet in length and up to about 75,000 pounds in weight. Females are generally larger than males. Whale sharks have a beautiful coloration pattern on their back and sides. This is formed of light spots and stripes over a dark gray, blue or brown background. Scientists use  these spots to identify individual sharks, which helps them learn more about the species as a whole. The underside of a whale shark is light. Scientists are not sure why whale sharks have this distinctive, complex coloration pattern. The whale shark evolved from bottom-dwelling carpet sharks that have noticeable body markings, so perhaps the sharks markings are simply evolutionary leftovers. Other theories are that the marks help camouflage the shark, help sharks recognize each other or, perhaps most interesting, are used as an adaptation to protect the shark from ultraviolet radiation.   Other identification features include a streamlined body and broad, flat head. These sharks also have small eyes. Although their eyes are each about the size of a golf ball, this is small in comparison to the sharks 60-foot size. Classification Kingdom: AnimaliaPhylum: ChordataClass: ElasmobranchiiOrder: OrectolobiformesFamily: RhincodontidaeGenus: RhincodonSpecies: Typus Rhincodon is translated from the Green as rasp-tooth and Typus means type. Distribution The whale shark is a widespread animal that occurs in warmer temperate and tropical waters. It is found in the pelagic zone in the Atlantic, Pacific, and Indian Oceans. Feeding Whale sharks are migratory animals who appear to move to feeding areas in conjunction with fish and coral spawning activity.   Like  basking sharks, whale sharks filter small organisms out of the water.   Their prey includes plankton, crustaceans, tiny fish, and sometimes larger fish and squid. Basking sharks  move water through their mouths by slowly swimming forward. The whale shark feeds by opening its mouth and sucking in water, which then passes through the gills. Organisms get trapped in small, tooth-like structures called dermal denticles,  and in the pharynx. A whale shark can filter over 1,500 gallons of water an hour. Several whale sharks may be found feeding a productive area. Whale sharks have about 300 rows of tiny teeth, totaling about 27,000 teeth, but they are not thought to play a role in feeding. Reproduction Whale sharks are ovoviviparous and females give birth to live young that are about 2 feet long. Their age at sexual maturity and length of gestation are unknown. Not much is known about breeding or birthing grounds either.  In March 2009, rescuers found a 15-inch long baby whale shark in a coastal area in the Philippines, where it had been caught in a rope. This may mean that the Philippines is a birthing ground for the species. Whale sharks appear to be a long-lived animal. Estimates for the longevity of whale sharks are in the range of 60-150 years. Conservation The whale shark is listed as vulnerable on the IUCN Red List.  Threats include hunting, impacts of diving tourism and overall low abundance. References and Further Information: Associated Press. 2009. Tiny Whale Shark Rescued (Online. MSNBC.com. Accessed April 11, 2009.Martins, Carol and Craig Knickle. 2009. Whale Shark (Online). Florida Museum of Natural History Ichthyology Department. Accessed April 7, 2009.Norman, B. 2000. Rhincodon typus. (Online) 2008 IUCN Red List of Threatened Species. Accessed April 9, 2009.Skomal, G. 2008. The Shark Handbook: The Essential Guide for Understanding the Sharks of the World. Cider Mill Press Book Publishers. 278pp.  Wilson, S.G. and R.A. Martin. 2001. Body markings of the whale shark: vestigial or functional? Western Australian Naturalist. Accessed January 16, 2016.

A Dolls House, by Henrik Ibsen - 1539 Words

The themes of â€Å"objecthood† and â€Å"feminine liberation† in Henrik Ibsen’s A Doll’s House as conveyed through the characterization of Torvald and Nora, diction, stage directions and structure in two integral scenes. Henrik Ibsen’s A Doll’s House conveys the story of a wife’s struggle to break away from the social norms of late nineteenth century middle class Europe. Throughout the play, Ibsen focuses on Nora’s characterization and experiences and thus this leads the reader to perceive her as the protagonist. On the other hand, her husband, Helmer – also referred to as Torvald, is revealed as the antagonist as the dialogue between him and Nora throughout the entire play portrays him as an authoritative figure and oppressor rather than a†¦show more content†¦In many instances he calls Nora by animal names, such as â€Å"skylark, little squirrel and featherbrain (Ibsen 148 )†, in a playful tone thus conjuring up an image of a master to animal or object relationship. As we read on further, it becomes evident, through Nora’s diction, two main aspects of her character. The first aspect is her conformity to the â€Å"master and object† re lationship, revealed through her lack of protest against Torvald’s treatment of her: â€Å"Nora: Very well, Torvald, if you say so (Ibsen 149 )†. The other aspect of her character is her apparent childishness, revealed through her playful actions and tone of voice, and her lack of knowledge on the wise use of money: â€Å"Helmer: After New Year’s Day, yes – but there’ll be a whole quarter before I get paid/ Nora: Pooh, we can always borrow till then (Ibsen 148 )†. Interestingly, we observe a shift in Torvald’s tone of voice as he is conversing with Nora. This shift becomes apparent as Torvald begins to refer to Nora, no longer by belittling names but by her real name. This shift is significant as it illustrates a shift in status in Nora’s case from that of an object to that of Torvald’s equal. However despite the shift in Nora’s status, Torvald desperately tries to restore the relationship by reminding her of her inferiority as a woman of little education: â€Å"Helmer: Nora! (He goes to her and takes her playfully by the ear.), The same little scatterbrain (Ibsen 148 )†. By using derogatoryShow MoreRelatedDoll’s House by Henrik Ibsen1126 Words   |  4 PagesHenrik Ibsen wrote the book, Doll’s House, in the late 1870s about the life of the common woman in Norway during the 1870s. The book gave society an inside of look of the life women in general. Woman during this time were oppressed and men were contemptuous towards women. Women that opposed their husband were considered mentally insane and sent to a mental institution. The book is about a domesticated woman named Nora. Nora lives in a house with her husband and their three kids. Nora main job toRead MoreA Dolls House by Henrik Ibsen1725 Words   |  7 Pagessuffrage, took place from 1848-1920. In the drama A Doll’s House by Henrik Ibsen, readers are presented with what seems to be the perfect little Ameri can dream home. Anti-feminist values are presented immediately in the first scenes of the play and carry out until the end. The play was written in 1879, a time when the feminist movement was just starting to take shape and become well known. The drama A Doll’s House has feminist themes that indicate Henrik Ibsen to be a supporter of the feminist movement throughRead MoreA Dolls House by Henrik Ibsen1492 Words   |  6 PagesA Doll’s House by Henrik Ibsen was written in 1879 during the Victorian Era. The story is written as a play to be performed on stage. The two main characters Nora and Torvald Helmer are upper middle class husband and wife, but it boils down to social expectations. Conflicts arise when women are under their husbands rule for everything and society pressure to keep up appearances. Torvald Helmer is the antagonist to Nora, his wife, because he is mostly concerned about his reputation, he is the supremeRead MoreA Dolls House by Henrik Ibsen1556 Words   |  7 Pagesprevalent in a variety of literary selections. This paper will focus on animal imagery in Henrik Ibsens A Dolls House by using the reader response strategy. In the play A Dolls House by Henrik Ibsen, animal imagery is used in the development of the main character Nora. It is also later found that the animal imagery is a critical part in understanding who Nora is and how other characters perceive her. Ibsen uses creative animal imagery to develop Noras character throughout the play. The animalRead MoreA Dolls House by Henrik Ibsen1829 Words   |  7 Pages Henrik Ibsen, writer of his most famed play A Doll’s House. Ibsen emphasizes on small-town life in this play. A Doll’s House takes place in the 1880s in Europe/Norway and based on a married couple, Torvald Nora, who are considered to be middle class. The main character Nora in Ibsen’s play, A Doll’s House, seems to give this false installment of her identity. She is both unpredictable and childlike. The entire first and second act she spends giving this hidden subtext that she is unreliableRead MoreA Dolls House by Henrik Ibsen868 Words   |  3 Pagesmoney is considered to hold the most power. In the case of the household, the person who holds the most power is the person who handles the money, and in our man-centric world, it is usually the man who holds both money and power. In Henrik Ibsens play A Doll’s House, the theme of money is used to establish power roles between the characters of the play, and how the theme contributes to typical gender roles in the 19th century. A womans duty in the 19th century was to exhibit â€Å"piety, purity, submissivenessRead MoreA Doll’s House by Henrik Ibsen Essay961 Words   |  4 PagesIn Henrik Ibsen’s play A Doll’s House, pointedly captures the reality of the Victorian Era within the play. Nora Helmer, the protagonist of the story, represents the typical women in society during that era. The audience’s first impression of Nora is a money obsessed, childish, obedient house wife to her husband, Torvald Helmer. However, as the play progresses one can see that Nora is far from being that typical ideal trophy wife, she is an impulsive liar who goes against society’s norm to be whomRead More A Dolls House by Henrik Ibsen Essay842 Words   |  4 PagesA Dolls House by Henrik Ibsen â€Å"A dolls house† was written by Henrik Ibsen and produced by famous actors during the time of the 1800’s; in fact it was the year of 1879 to be precise. It was around this time that many different Social, cultural and historical moments were changing through time, leaving the end result to change not only one country but had an effect on most of the world. For this section of the work I will be carefully discussing with you the issues of; * Social events Read More A Doll’s House by Henrik Ibsen Essay1111 Words   |  5 PagesA Doll’s House by Henrik Ibsen The play â€Å"A Doll’s House† by Henrik Ibsen is about a wife that is hiding a big secret from her overprotective husband. The play takes place on Christmas Eve till the day after Christmas. Nora Helmer and Torvald Helmer have been married for 8 years, yet Nora is hiding something from Torvald that she thinks would ruin everything if he found out. It opens up with Nora coming home and decorating the house for Christmas and making preparations. They have 3 children:Read MoreA Dolls House by Henrik Ibsen834 Words   |  3 PagesMr. Krogstad, a former employee of Torvald is the leading antagonist in A Doll House. He clearly has an agenda and a lust for power. Krogstad’s lust for power gives the reader a sense of subtle rage because Krogstad only wants what’s best for him and his family but he exploits Nora for his own gain. Krogstad advances the plot by controlling Nora through a loan, while illuminating both main characters, and reinforcing the themes of confusion and lost love. Krogstad influences the plot in a very

The Feeling of Music Free Essays

In my listen world there are almost no classical music existence, but sometimes will still have a little. It does affect the music that I listen to now. Those classical music like a memory to me. We will write a custom essay sample on The Feeling of Music or any similar topic only for you Order Now Sometimes it will attract me to listen it; it reminds me to some historical memory, which I don’t like it at all. It will make me think the music that now I listen to are no any connotation and superficial. Even though I don’t like classical music, but somehow I will choose to listen it; because it let me have a feeling that back to the century. Classical music has a pretty big influence, because listening to classical music can decreases my tension in sometime. Even that classical music is not my preferred genre. Now, in my opinion there are a lot of difference between modern classical music and pop music. The tones of the modern classical music are still singing very slowly and the sounds can make you sleepy. Also now all the modern classical music all around us most have gone, even though there are still have some popular in this century, but most people won’t hear it because now have pop music. However, the classical get in development it still can’t compare favorably with pop music, because now is twenty-one century everyone get in fashion. Pop music is modern say music that a large amount of the population enjoys listening to. As a genre, pop music is very eclectic, often borrowing elements from other styles. It’s including urban, dance, rock, Latin and country; nonetheless, there are core elements which define pop. It is written quite recently and has almost no rules as to how it can sound. Also it’s unique and lots of improvisation. In additional, classical music does not affect my life at all. In my life only contain pop music, because I am a person that seeks vogue. I don’t allow anything affects my fashion, because in my mind classical music is a backward thing. As I mansion earlier, in my listen world there are almost no classical music existence. So, for this case classical music wont affect my life at all. How to cite The Feeling of Music, Papers

Businesses and Influential Organizations †MyAssignmenthelp.com

Question: Discuss about the Businesses and Influential Organizations. Answer: Introduction The aim of this report is to identify and research the Work Health and Safety practices for Coles Supermarkets Australia Pty Ltd. It is an Australian supermarket chain owned by Wesfarmers (Coles.com.au 2017). The organization was founded in 1914 and currently it handles over 100,000 employees (Coles.com.au 2017). The supermarket chain operates in over 776 stores across Australia (Coles.com.au 2017). The company is committed to deliver quality products and services and move towards a sustainable future. The company intends to take care of its employees (Coles.com.au 2017). Workplace Health and Safety (WHS) or Occupational Health and Safety (OHS) is a discipline related to protection of health and safety of the workers from work activities. They are important to prevent injury and illness at the workplace. Workplace safety is important to create productive work environments. The well-being of both employers and employees can be enhanced. There have been incidents of trip, fall or slips reported in the supermarkets where the employees make a personal injury compensation claim (Bruening et al. 2015). Therefore, it is the duty of supermarket retailers to create an environment that is safe for the workers. Risk cannot be eliminated completely, however circumstances of injury can be minimized to keep the employees safe. Regular inspections and risk assessment is necessary to create a healthy and safe atmosphere (Bruening et al. 2015). Evaluation of WHS and Suggested Improvement The grocery stores hold a number of potential hazards to the customers and employees. A few obstacles must be overcome on a daily basis. Obstruction hazards can cause customers and employees to trip. The grocery stores must ensure that the aisles and walkways are clear to prevent tripping hazards. It is noted that a few carts obstruct the walkways that can cause hazards to the customers and employees (Pitt 2016). The stocking materials and pallets must be kept off the grocery store to avoid tripping hazards during the working hours. The other obstacles involve the products that fall off the shelves, loose floor mats or exposed electrical cords. It is the responsibility of the management to take immediate actions and prevent injury. According to McCauley (2016), Coles was ordered to pay a customer a compensation for $284,000 as she tripped and injured her ankle. The customer was unable to do her household activities and had to undergo surgery and physiotherapy. However, Coles argued t hat the trip happened due to her lack of care leading to the accident. Coles had to pay the amount for covering her damage, both economic and non-economic loss, lost earnings, medical treatment and cost of hiring servants (McCauley 2016). Another hazard that may be caused are slipping hazards that may be caused by grocery store floors. Coles may have incidents such as leaky pipes in the refrigerators that may cause potential slipping hazard. Spilled products such as liquids, detergent and other liquids may cause the employees to trip and hurt themselves. The staff at Coles must always wear slip-resistant shoes and maintain a daily cleaning schedule so that the corrections can be made in the event of spill. A hazard was caused where a woman, Sangeeta Guru slipped on a grape in Coles leading to claim of $90,000 (Johnston 2016). Another customer, Rakesh Dhody slipped on a whole banana resulting in taking the company and cleaners to the court. He asked for $50,000 as a compensation for his stress, suffering and pain (Johnston 2016). Another hazard is bacterial hazard that needs proper monitoring. The employees at Coles must develop a habit of washing hands regularly and wearing clean uniform to prevent the spread of bacteria. The equipments such as knives, cutting boards and other utensils need to be maintained (Pitt 2016). Coles must supply sanitizing stations for constant cleanliness and sanitation purposes. According to Cheer (2016), the investigation by Seven News stated that the trolleys at Coles supermarkets were detected for faecal coliforms. Bugs were found on surfaces that reveal poor sanitation practices. Therefore, the employees as well as customers are not protected against the risks. Brown and Killalea (2016) argue that salmonella was spread in Australia due to the bacteria present in fruits and vegetables. Coles was reported to have vegetables that lead to spread of salmonella. Mechanical hazards can occur from equipment such as forklifts and deli slicers. The supermarket employees must be trained and practice safe use of equipment. Also, they must wear personal protective equipment. According to Poulsen (2016), an electric contractor aged 19 was rushed to the hospital after suffering from an electric shock. The incident occurred when an electrical contractor was working on a refrigeration unit, but received shock in the afternoon. He was immediately moved to the hospital to ensure if he was alright. Therefore, Coles faces hazards and risks from mechanical equipments, slipping, tripping and bacterial infection at Coles supermarket. This indicates that Occupational Health and Safety is necessary at the supermarket. According to Safe Work Australia, workplace health and safety practices are necessary as it ensures safety of the employees (Safeworkaustralia.gov.au 2017). With the safety of employees, positive relationship can be built (Pitt 2016). Therefore, employees need proper training. Training shall help them in putting things in place so that nobody is hurt from trips and falls. It is a legal requirement by Safe Work Australia to provide training in occupational health and safety (Bruening et al. 2015). Hazard risk assessments can be done for particular tasks such as manual handling, fire safety and others (Pitt 2016). Conclusively, workplace safety is important to create productive work environments. The grocery stores must ensure that the aisles and walkways are clear to prevent tripping hazards. The staff at Coles must always wear slip-resistant shoes and maintain a daily cleaning schedule so that the corrections can be made in the event of spill. Coles must supply sanitizing stations for constant cleanliness and sanitation purposes. It is a legal requirement by Safe Work Australia to provide training in occupational health and safety. Coles Supermarkets Pty Ltd. is committed to ensure a safe and healthy workplace for its employees by minimizing or eliminating the risk of injury to people. Coles is committed to providing a suitable and safe environment, training and instruction to ensure safety and competence (Pitt 2016). An employee must report injury or illness with their supervisor within 30 days and lodge a Work Cover claim. According to Work Cover Queensland, the employees shall be eligible for accident insurance policy and household worker insurance (Worksafe.qld.gov.au 2017). According to Safe Work Australia, the employees must receive training, instruction and information to carry out manual handling task such as lifting, pushing, holding, throwing, carrying, packing, assembling, cleaning and operating machinery (Safeworkaustralia.gov.au 2017). According to the Emergency Control Organization (ECO), safety of the building at Coles must be ensured. An evacuation alarm system shall be set up with repeated beeps in case of an emergency. Upon hearing the evacuation tone or direction of the supervisor, the employees must quickly proceed to the emergency exit door in the department. The lift must not be used to evacuate the building and only stairs must be used. As a responsible management, Coles must achieve the highest level of fire safety. Fore risk assessments must be reviewed and undertaken regularly. The fire evacuation procedure must be practiced at least 5 times a year. Training shall be provided to any staff and induction shall be given how to raise the alarm and escape through the given routes. OHS/ WHS Representative Functions According to Occupational Health and Safety, a safe work environment must be created by designing and installing equipments. The inspectors of health and safety must be updated at regular intervals and instruct the employees. For the purposes of smoking policy, all the employees are restrained from smoking all tobacco and containing products that are not limited to cigars, cigarettes, electronic cigarettes, pipes and others. According to the Human Rights Department, unwelcome sexual advances or sexual comments, remarks, comments about sexual experience are prohibited. Physical misconduct of a sexual nature such as molestation or rape, request for sexual favours, and discriminatory displays are strictly prohibited (Safeworkaustralia.gov.au 2017). This policy is established to identify, assess, and control the risks at Coles. The Board members, employees and management members must review the measures to ensure that the risks are minimized or eliminated. Induction Feedback Form The OHS/ WHS induction session for new employees went well as they enjoyed the training. The employees took the training more seriously as they asked to demonstrate the learning. However, the return on investment needs more improvement as the financial gains are not high. If the induction session was run by me, I would improve the process by talking about the experiences of the new hires. Feedback shall help in making the induction better in future. References Brown, V. and Killalea, D., 2016.Lettuce recall at Coles, Woolworths: Why we should avoid pre-packaged greens. [online] NewsComAu. Available at: https://www.news.com.au/lifestyle/health/health-problems/lettuce-recall-at-coles-woolworths-why-we-should-avoid-prepackaged-greens/news-story/e4dc3dbb1b89efe2da098b9576f05e7c [Accessed 27 Apr. 2017]. Bruening, R., Strazza, K., Nocera, M., Peek-Asa, C. and Casteel, C., 2015. How to engage small retail businesses in workplace violence prevention: Perspectives from small businesses and influential organizations.American Journal of Industrial Medicine, 58(6), pp.668-678. Cheer, L., 2016.Tests reveal faecal bacteria on trolleys and baskets at Coles and Aldi. [online] Mail Online. Available at: https://www.dailymail.co.uk/news/article-3696827/Tests-reveal-faecal-bacteria-trolleys-baskets-Coles-Aldi.html [Accessed 27 Apr. 2017]. Coles.com.au, 2017. [online] Available at: https://www.coles.com.au/about-coles [Accessed 27 Apr. 2017]. Johnston, C., 2016.It's all gone bananas for Coles - another injured shopper seeks huge payout. [online] The Age. Available at: https://www.theage.com.au/victoria/its-all-gone-bananas-for-coles--another-injured-shopper-seeks-huge-payout-20161214-gtbco3.html [Accessed 27 Apr. 2017]. McCauley, D., 2016.After tendering CCTV footage with a crucial 27 seconds missing, Coles has been ordered to cough up a quarter of a million.. [online] NewsComAu. Available at: https://www.news.com.au/finance/business/retail/coles-ordered-to-pay-customer-284000-after-she-slipped-and-injured-her-ankle/news-story/71409ab5480ad8271c4464a654468749 [Accessed 27 Apr. 2017]. Pitt, M., 2016. Health and safety and health and wellbeing.Journal of Retail Management Leisure Property, 7(4), pp.263-264. Poulsen, J., 2016.Man suffers electric shock at Coles. [online] Themercury.com.au. Available at: https://www.themercury.com.au/news/national/nineteenyearold-rushed-to-hospital-after-suffering-electric-shock-at-coles-palmerston/news-story/30cb8321017aed6c6ab3d9638cb9a0f3 [Accessed 27 Apr. 2017]. Safeworkaustralia.gov.au, 2017.Home. [online] Safe Work Australia. Available at: https://www.safeworkaustralia.gov.au/ [Accessed 27 Apr. 2017]. Worksafe.qld.gov.au, 2017.Apply for a WorkCover policy online. [online] WorkSafe Queensland. Available at: https://www.worksafe.qld.gov.au/insurance/apply-for-workcover-policy-online [Accessed 27 Apr. 2017].