Off Shoring †Management Essay and Analysis

Off Shoring – Management Essay and Analysis Free Online Research Papers The issues with off shoring are that there is not enough information as well as vagueness of the information presented. It is important to address both sides of the issue in order to get a better understanding of whether or not off shoring is a good business decision. There are four areas which are taken into consideration when looking at the effects of offshoring on the U.S. economy that have two opposing sides. One issue is the average U.S. standard of living which is predicted to be beneficial in the long run with the use of offshoring, however some argue that offshoring could harm the standard of living by undermining U.S. technological leadership. Another issue is employment and job loss, some predict that offshoring will have little effect on overall employment levels, however there are still arguments that it may be a much larger impact on the white collar jobs that the U.S. offers. A third issue is the distribution of income, â€Å"some economists maintain that offshoring could increase income inequality in the U.S., while others argue that changes in the income distribution are driven primarily by factors other than offshoring.† (GAO, Overview of the Issues) A final issue is security and consumer privacy. O ffshoring may actually be making our national defense system vulnerable as well as consumer’s financial and medical information. There are many resources for and against the use of offshoring, although there are negative effects of offshoring, the positive effects seem to outweigh them. Globalization â€Å"has left many Americans disgruntled, jobless, and distrustful of corporations that practice it† (ezinearticles.com/outsourcing) Job loss and loss to U.S. income have seem to be the most prevailing of all issues against offshore outsourcing. Some feel that the potential damage to the labor market remains quite large and is heavily ignored by studies purporting to tally offshoring’s costs and benefits. (Economic Policy Institute) Although it may make sense for some firms to resort to offshore outsourcing, if the trend becomes too widespread, resulting in an increase in foreign productivity in sectors where the U.S. is a net exporter, it could actually result in a loss to U.S. income through terms of trade effects. â€Å"The terms of trade of the U.S. refer to the prices foreign purchasers pay for U.S. exports relative to the prices U.S. residents pay for imports. If U.S. exports fetch ever higher prices on world markets and/or U.S. import prices dro p, the terms of trade for the United States improve- the United States is able to consume more goods given its current income and productivity. If instead U.S. exports fetch ever lower prices and/or imports become more expensive, U.S. terms of trade deteriorate and its residents are able to consume less given current income and productivity.† (Economic Policy Institute) Also if the U.S. economy reaps efficiency gains from offshoring, these are unlikely to accrue to American workers. Of all the net jobs predicted to be created in 2008 due to offshoring, 44% are in only two sectors: construction and transportation/utilities. Another point made about labor is that â€Å"software is a very labor intensive industry, and large price declines can be had in this sector only through a large reduction in labor costs. This means either large scale employment relocation to other nations, or significant wage cuts for software engineers, publishers, and programmers in the United State s.† (Economic Policy Institute) The rising popularity of offshore outsourcing will continue to push down the prices of IT services for the next several years, this is a challenge for IT service providers. A second major risk is data security. Most countries do not have the protective practices that the U.S. and Europe require. The channels are well beyond the control of the company or the provider. These channels often do not have end to end transaction encryption which leaves vulnerability throughout the communication path. Validating security in a multi-vendor, multi-client, mixed environment is extremely difficult. There are also gaps in personal security, many companies have weak personnel policies. Also offshore providers do not have very strict contractual agreements so when there is a security breach they are less likely to inform clients of it. This lack of offshore loyalty also leads to many viruses implemented by possible government intelligence or organized crime. By offshoring, a company gives up a certain amount of control of the business processes. â€Å"Also, language barriers, cultural barriers and the protection of intellectual property, or lack thereof, can increase the risk of miscommunication and consequent misinterpretation of legal commitments.† (www.crm-daily.com) Research Papers on Off Shoring - Management Essay and AnalysisDefinition of Export QuotasPETSTEL analysis of IndiaTwilight of the UAWThe Effects of Illegal ImmigrationIncorporating Risk and Uncertainty Factor in CapitalRelationship between Media Coverage and Social andMoral and Ethical Issues in Hiring New Employees19 Century Society: A Deeply Divided EraThe Project Managment Office SystemAppeasement Policy Towards the Outbreak of World War 2

How Conservative Hollywood Became a Liberal Town

How Conservative Hollywood Became a Liberal Town While it may seem as though Hollywood has always been liberal, it hasn’t. Very few people today realize that at one point in the development of American cinema, conservatives ruled the movie-making industry. Santa Monica College Professor Larry Ceplair, co-author of The Inquisition in Hollywood, wrote that during the ‘20s and ‘30s, most studio heads were conservative Republicans who spent millions of dollars to block union and guild organizing. Likewise, the International Alliance of Theatrical Stage Employees, the Moving Picture Machine Operators, and the Screen Actors Guild were all headed by conservatives, as well. Scandals and Censorship In the early 1920s, a series of scandals rocked Hollywood. According to authors Kristin Thompson and David Bordwell, silent film star Mary Pickford divorced her first husband in 1921 so that she could marry the attractive Douglas Fairbanks. Later that year, Roscoe â€Å"Fatty† Arbuckle was accused (but later acquitted) of raping and murdering a young actress during a wild party. In 1922, after director William Desmond Taylor was found murdered, the public learned of his lurid love affairs with some of Hollywood’s best-known actresses. The final straw came in 1923, when Wallace Reid, a ruggedly handsome actor, died of a morphine overdose. In themselves, these incidents were a cause for sensation but taken together, studio bosses worried they would be accused of promoting immorality and self-indulgence. As it was, a number of protest groups had successfully lobbied Washington and the federal government was looking to impose censorship guidelines on the studios. Rather than losing control of their product and face the involvement of the government, the Motion Picture Producers and Distributors of American (MPPDA) hired Warren Harding’s Republican postmaster general, Will Hays, to address the problem. The Hays Code In their book, Thompson and Bordwell say Hays appealed to the studios to remove objectionable content from their films and in 1927, he gave them a list of material to avoid, called the â€Å"Don’ts and Be Carefuls† list. It covered most sexual immorality and the depiction of criminal activity. Nevertheless, by the early 1930s, many of the items on Hays’ list were being ignored and with Democrats controlling Washington, it seemed more likely than ever that a censorship law would be implemented. In 1933, Hays pushed the film industry to adopt the Production Code, which explicitly forbids depictions of crime methodology, sexual perversion. Films that abide by the code received a seal of approval. Although the â€Å"Hays Code,† as it came to be known helped the industry avoid stiffer censorship at the national level, it began to erode in the late 40s and early ‘50s. The House Un-American Activities Committee Although it was not considered un-American to sympathize with the Soviets during the 1930s or during World War II, when they were American allies, it was considered un-American when the war was over. In 1947, Hollywood intellectuals who had been sympathetic to the communist cause during those early years found themselves being investigated by the House Un-American Activities Committee (HUAC) and questioned about their â€Å"communist activities.† Ceplair points out that the conservative Motion Picture Alliance for the Preservation of American Ideals provided the committee with names of so-called subversives. Members of the alliance testified before the committee as friendly† witnesses. Other â€Å"friendlies,† such as Jack Warner of Warner Bros. and actors Gary Cooper, Ronald Reagan, and Robert Taylor either fingered others as â€Å"communists† or expressed concern over liberal content in their scripts. After a four-year suspension of the committee ended in 1952, former communists and Soviet sympathizers such as actors Sterling Hayden and Edward G. Robinson kept themselves out of trouble by naming others. Most of the people named were script-writers. Ten of them, who testified as â€Å"unfriendly† witnesses became known as the â€Å"Hollywood Ten† and were blacklisted – effectively ending their careers. Ceplair notes that following the hearings, guilds, and unions purged liberals, radicals, and leftists from their ranks, and over the next 10 years, the outrage slowly began to dissipate. Liberalism Seeps Into Hollywood Due in part to a backlash against abuses perpetrated by the House Un-American Activities Committee, and in part to a landmark Supreme Court ruling in 1952 declaring films to be a form of free speech, Hollywood began to slowly liberalize. By 1962, the Production Code was virtually toothless. The newly formed Motion Picture Association of America implemented a rating system, which still stands today. In 1969, following the release of  Easy Rider, directed by liberal-turned-conservative  Dennis Hopper, counter-culture films began to appear in significant numbers. By the mid-1970s, older directors were retiring, and a new generation of filmmakers was emerging. By the late 1970s, Hollywood was very openly and specifically liberal. After making his last film in 1965, Hollywood director John Ford saw the writing on the wall. â€Å"Hollywood now is run by Wall St. and Madison Ave., who demand ‘Sex and Violence,’† author Tag Gallagher quotes him as writing in his  book,  Ã¢â‚¬Å"This is against my conscience and religion.† Hollywood Today Things are not much different today. In a 1992 letter to the  New York Times, screenwriter and playwright  Jonathan R. Reynolds  lament  that â€Å"†¦ Hollywood today is as fascistic toward conservatives as the 1940s and 50s were  liberals †¦ And that goes for the movies and television shows produced.† It goes beyond Hollywood, too, Reynolds argues. Even the New York theater community is rampant with liberalism. â€Å"Any play that suggests that racism is a two-way street or that socialism is degrading simply wont be produced,† Reynolds writes. â€Å"I defy you to name any plays produced in the last 10 years that intelligently espouse conservative ideas. Make that 20 years.† The lesson Hollywood still has not learned, he says, is that repression of ideas, regardless of political persuasion, â€Å"should not be rampant in the arts.† The enemy is repression itself.

International Business Alliance case-writing Essay

International Business Alliance case-writing - Essay Example In 1996, TSYS and VISA U.S.A.'s Merchant Bank Services formed the for-profit Vital Processing Services LLC joint venture, combining both companies' merchant processing units, which together processed nearly three billion transactions in 1995. TSYS has also expanded into new areas to combat the increasing maturation of the U.S. credit card industry. In 1995, TSYS, which has long serviced banks in Canada, Mexico, and Puerto Rico, took its first steps to transform itself into an international company. TSYS formed the joint venture Total System Services de Mexico, S.A. de C.V. with Controladora PROSA, an 11-bank partnership representing 75 percent of Mexico's card-issuing banks. The joint venture added four million accounts, giving TSYS de Mexico 40 percent of that country's credit card accounts. TSYS has also expanded beyond traditional credit card markets by winning the processing business of United States Medical Finance Corp.'s USMed Card, a medical credit card. An alliance with Fair , Isaac and Company subsidiary DynaMark, Inc., formed in 1995, has enabled TSYS to extend its services to its clients with dynamic database marketing capabilities. TSYS generates revenues through the volume, rather than the amount, of transactions made on the credit cards it services. In 1995, TSYS revenues neared $250 million, producing a net income of $27.7 million. TSYS is led by Chairman and CEO Richard Ussery, Vice-chairman Kenneth Evans, and President Philip Tomlinson, all three long-time employees of parent company Synovus Financial Corp. That company, formerly known as Columbus Bank & Trust, owns 81 percent of TSYS's stock; TSYS management controls an additional ten percent of the company's shares, with the remainder trading on the New York Stock Exchange. In the 1950s, it was barely possible to speak of a credit card "industry." When tiny Columbus Bank & Trust (CB&T) issued a credit card to its local depositors in 1959, it was only the second bank in Georgia, and among the very first in the country, to do so. A credit processing operation was set up in the bank's basement; processing was done manually, as computers were still rare and software was even rarer. Through the first half of the 1960s, the bank's credit department grew from processing transactions from some 200 local merchants to 3,000. In 1966, CB&T built a separate operations building, and, after attempting to form a joint venture with W.C. Bradley Company to computerize processing, CB&T installed its own computer. Finding trained computer operators was difficult and expensive; instead, the bank trained some of its own personnel, establishing a computer department. By 1969 the company was writing its own software to handle processing of its credit card accounts. Joining the team developing the bank's software programs was Richard Ussery, then in his fourth year with the bank (he joined CB&T as a teller in 1965). As more banks instituted credit cards and struggled to process accounts, they were attracted to CB&T's processing system. Ussery told Georgia Trend of

Reconstructing Keynesian Argument Research Paper

Reconstructing Keynesian Argument - Research Paper Example Keynes deviates from what the Classical economists majorly focus upon, for the reason that he had been surrounded by Classical and Neo-Classical thinkers throughout his life, yet his ideas have a strong reliance to the Classical Thought and form an inspiration from this school of economic thought (Tarshis). Keynes strongly believes that the Classical Economic Theory focused on a specific, exceptional, rather than a general condition of economic theory, namely the strong emphasis on prices and wages as a determinant of the overall employment level of a country. He demonstrated this with respect to the Great Depression and concluded that the Classical focus was too narrow to apply in general. The Classical economists formulated the concepts which made us believe that we can drive the economy according to set preferences and likes, but in reality, it is difficult to so influentially affect the various economic forces which alter the real conditions. Hence, according to Keynes, the Classical Economic Theory is not sufficient to explain the general economic conditions. This gave rise to The General Theory of Employment, Interest, and Money, which focuses on general activity, unlike the Classical case. Building upon the concepts of employment, interest, and money, Keynes was not just an economist who provided core theoretical concepts, rather he believed in the formulation of sound economic policy through the application of those concepts (Johnson). Keynes’ theory, therefore, was not just focused on one particular direction of economic activity, but actually covered everything from the basics (prices, supply, demand, wages, employment, saving, investment, capital etc.) to actually applying those concepts practically, as economic policies.

Definition of Culture and Its Importance Essay Example for Free

Definition of Culture and Its Importance Essay Human beings are considered the highest form of animals, behaving passionately social as a group, using language and understanding, and doing teamwork and intergroup rivalry. Culture then relates to everything that humans have, think and do as a member of the social group. Both existent and make-believe, humans have stuff like tools, weapons, languages, laws, music, art, material resources, technologies and systems that when taken jointly will give details of the past and describes the present. On the other hand, when ideas, values, attitudes, beliefs and ideologies are taken as a group, help explains religious partiality, political directives, mores and extensive range of social associations. In addition, humans do or perform activities among specific group or society based on nationality, religion, ethnic boundaries and even occupation and academic, which later on collectively form the prescribed accepted behavior. (Holt, D. Wigginton, K. 2002). In 1997, culture was described by Geert Hofstede in his book, Cultures and Organizations as the â€Å"software of the mind†. While individuals all have the identical â€Å"hardware†, which is the human brain, their â€Å"software† or â€Å"programming† is rather diverse. It is an identical experience when interrelating with somebody from a dissimilar culture – their language, suppositions, body language and movement, morals, and other facets of their culture will not be logical when relocated to another’s orientation structure. There are three fundamental logical reasoning when it comes to culture, namely: 1. Superiority of experience in the fine arts and humanities; 2. A combined blueprint of human knowledge, trust, and manners that relies upon the aptitude for figurative thinking and social knowledge; and 3. The set of divided outlooks, principles, purposes, and practices that distinguishes an association, society or group. According to Holt and Wigginton (2002), culture is a concept in the field of anthropology that concerns with shared structure of attitudes, way of life, ownership, traits, tradition and morals that describes group actions, which can be observed in a family, ethnic group, a business organization or a society. Authority, leadership, work attitudes and ethical practices on the part of management are influenced by this shared structure. Workers also are influenced by cultural antecedents on how they recognize and understand quality performance, work responsibilities, their function in decision-making and attitude in following orders from superior, as well as insight of human rights. The daily demeanor of workers in terms of punctuality, following rules on safety standards and personal hygiene are also affected. Slight differences between any two or more cultural groups can be observed, which therefore requires sensitivity to understand cultural differences, especially in manners of proper handling of business transactions. This way, when difficulties are encounter they will be solved readily with positive results. Understanding Differences in Culture The basic requirements for human survival are standard, which means for people to live they need water, food, clothing, housing and security. However, scarcity of these necessities compels human to creatively expand manners of acquiring them in order to give solutions to these survival problems. For simple societies, economic and social behavior consists of uncomplicated activities like looking for and cooking food, crafting clothes, building houses and rearing children. On the other hand, for developed societies, roles go beyond work and domestic related actions and extend to production and distribution of goods and services in order to sustain their big areas of responsibilities. It is essential to know that differences in culture would mean that different cultures have a diversity of styles in looking at things, ways of dressing and expressing individuality and/or goodness. Education, social rank, religion, individuality, belief composition, precedent experience, warmth shown in the domicile, and a countless of other factors will influence an individual’s manners and mores. A good deal of dissimilarities in culture has something to do with foodstuff preparation, music, and what each culture considers good manners. There are really cultural and philosophy disparities and it is fine to have an appreciation about a civilizations way of life. Hofstede’s Model of Cultural Dimensions A Dutch researcher by the name of Geert Hofstede made a cross-cultural study of organizational behavior using managers from different countries to produce profile of cultural differences. This model is the most famous Hofstede’s Model composed of five dimensions namely power distance, individualism, uncertainty avoidance, masculinity and long term orientation, which gives a comparative evaluation of group attributes. Said dimensions when used jointly, provide management sensible outlook regarding contradicting values and prototypes of manners among countries and groups. Power distance as a dimension relates to the degree of human inequalities. Hierarchical position and authority are the main focuses of a culture with high power distance. Less dominant member of the society acknowledge just being subordinates, who should always follow those who are leading. In societies with high power distance as exemplified by Japan, formal authority comes from the hierarchy where employees hardly ever go against a chain of command or subject into scrutiny the decisions of top management. The reverse is true with societies like the United States, Australia and New Zealand with low power distance, where both higher-ups and subordinates coordinate their decisions with one another and authority is not a big deal. However, for societies like Great Britain, Israel and Canada in particular, though they refuse to accept parity in social level, still they value the right of each person’s accomplishment (Holt, D. Wigginton, K. , 2002). Individualism pertains to the degree of initiative in becoming independent against that of collective endeavor. Societies with high individualism placed importance on personal triumphs, advancement, escapades and self-sufficiency. This implies ignoring the extensive necessities of the society and making oneself and ones family the priority. Contradictory, culture with low degree of individualism supports family relationship, group synchronization, social order and devote to compromised ideas. Uncertainty avoidance (Holt, D. Wigginton, K. , 2002) is the degree of open-mindedness for uncertainty and ambiguity, particularly to man’s search for Truth. It means the feeling of contentment and discontentment in shapeless circumstances which are unusual, unknown and unexpected. For majority of the societies, their religious beliefs stand as their manner of knowing the Absolute Truth. Japanese culture for instance, typifies a society that avoids uncertainty by creating detailed laws and standards in consonance with the norms of the society. There are also societies with dual philosophical beliefs that they do not consider any Absolute Truth and so they accept uncertainty within their organizations. Canadians, as an example do not prioritize ceremonies and company rites unlike the Japanese. The degree of motivational behavior based on value systems that are depicted in terms of being masculine or feminine is another dimension in the Hofstede’s Model termed masculinity. The focus of the said model is not on biological perspectives; however, the behavior is portrayed using gender. In countries with high masculinity, like Japan, men work and hold top positions in organization, while women stay at home to perform household chores and nurture children. In other words, there are distinct roles that women and men do in society. The priorities of people living in societies with high masculinity are achievement, wealth and expansion. Working professionals spent much of their time in work related activities and seldom take vacations to relieve their stress. When confronted with problems, the manners of settling these conflicts are done aggressively. On the opposite, countries that score low in masculinity give significance to their family, relationships and quality of life. There is equality in terms of positions for both men and women which could be observed in all aspects of their lives. Negotiation for people in societies with low masculinity is the best way to resolve misunderstandings and disagreements. They are also fond of working in flexible hours to give way for more vacations and relaxation. The fifth and newest cultural dimension is the long term orientation, founded on the teaching of Confucius on the East. Countries with high long term orientation can be described as being persistent, thrifty, having a sense of shame and organizing and observing relationship by status. On the other hand, those cultures with short term orientation have personal control and firmness, shield ones â€Å"face†, value ritual and give back to greetings, favors, and gifts.

Neuroscience and the Theory of Multiple Intelligences Essays -- Biolog

Connections Between Neuroscience and the Theory of Multiple Intelligences: Implications for Education The old paradigm of students as empty vessels waiting to be filled with knowledge has given way to the constructivist belief that students continuously build understandings based on their prior experiences and information. The idea of a fixed intelligence has given way to a more flexible perception of gradual intellectual development dependent on external stimulation (6) Our intelligence, therefore, is our singular, collective ability to act and react in an everchanging world (1) In my first two web papers I researched two defined disorders, ADHD and Autism, following a train of thought which began with a question: given that the apparent bottom line concerning the human nervous system is that each of us is unique in our neural patterns, where do we draw the line between defining something as a disorder versus simply a difference? This has led me to think more generally about the notion of human variability, particularly with regards to learning abilities and intellectual achievement. I believe that our society has too narrowly defined these phrases, with the negative result that people who do not learn or achieve within these proscribed boundaries are considered lacking. This is true even with regards to the earliest days of schooling, and is reflected in traditional methods used to teach children. The ultimate, destructive result is that children who fall outside our educational protocols are at risk for feeling useless, worthless and unappreciated. Recent decades have seen a dramatic rise in our understanding of the neurobiology behind the way the brain works. The common denominator in brain research is variability... ...m the 21st Century Learning Initiative http://www.newhorizons.org/ofc_21clicaine.html 13)Principles of Multiple Intelligence Theory by J. Keith Rogers http://www.harding.edu/USER/cbr/WWW/midemo/prin.html 14)The Theory of Multiple Intelligences http://www.cogs.susx.ac.uk/users/zahraar/mil.htm 15)Matters of Style by Richard M. Felder http://www2.ncsu.edu/unity/lockers/users/f/felder/public/Papers/LS-Pri%20sm.htm 16)An Interview with Howard Gardner by Ronnie Durie http://www.newhorizons.org/trm_duriemi.html Other Sources: Armstrong, Thomas. Multiple Intelligences in the Classroom. Virginia: Association for Supervision and Curriculum Development, 1994. Delcomyn, Fred. Foundations of Neurobiology. New York: W.H. Freeman and Company, 1998. Gardner, Howard. Frames of Mind: The Theory of Multiple Intelligences. New York: Basic Books, Inc., 1983.

Organizational Controls

The Lincoln Company follows a decentralized approach to management. The decentralized approach is when employees participate in setting goals, determining standards of performance, governing quality, and designing control systems. The decision making is not confined to top executives but throughout the organization. The lowest level managers and employees are empowered to make decisions. The employees have added responsibility and they are involved in decision making which results in increased job satisfaction. The responsibility and the authority that goes with it make the job more interesting and provide greater incentive for people to put out their best efforts. The employees of Lincoln Electric Company tasks are precisely defined, and individual employees must exceed strict performance goals to achieve top pay. The Lincoln employee’s organization culture is based on trust, shared control, and an egalitarian spirit. The Lincoln Company has an open door policy. The company has cross functional teams and they are empowered to make decisions, take responsibility for product planning, developing, and marketing. The company openly shares information with the workers throughout the organization about the company’s operations and finances. The Lincoln system was so successful in the United States mainly because of a diverse control approach. Within this company the organizational culture is based on openness, trust, and shared control. As opposed to the hierarchical approach which involves monitoring and influencing employee behavior through extensive use of rules, policies, and written documentation, and the employees communicate with their immediate superior and with their immediate subordinates. The Lincoln Company use of this system gained trust with the workers. The employees can purchase stock, and they owned more than 60% of the stock. The incentive and control system was powerful with incentives that the company offered to employees. This included a no lay off policy, the employees are eligible for annual bonuses, the production workers are paid on a piece rate basis, plus merit pay based on performance. The company had an open door policy and the workers can openly disagree with the manager about pay and other issues. The problem with transporting Lincoln’s control systems to other national cultures because managers in some other countries have more trouble running an open book company because of prevailing attitudes and standards encourage confidentiality and even secrecy concerning financial results. The executives when deciding to expand to different countries may have just concentrated on technology, products, marketing, and control systems, but failed to recognize that the culture of countries may have widely different beliefs, values, and practices. These differences can create stress and anxiety for employees, and these negative emotions affect future performance. Cultural differences should be evaluated during the acquisition process, and Organization Development can be used to smooth the integration of this company to another country. Another helpful tool to make future international manufacturing plants more successful that is being used more often is total quality management. It is a way to implement the decentralized approach to another county. Total quality management uses quality circles and benchmarking as ways to introduce this approach to employees. The organization development will help the company with a culture change which is a major shift in the norms, values, attitudes, and mind set of an organization. It focuses on the human and social aspects of the organization and works to change attitudes and relationships among employees and helps strengthen the organization’s capacity for adaption and renewal. Lincoln Company should not borrow money and pay bonuses to the United States Workers. I think employees would rather have a job, than the company going bankrupt.