The liberalization of the international financial system Essay

The age of globalization has ensured that businesses are focusing more and more on international trade as the primary means of enhancing their competitiveness. For example businesses en masse are moving their operations offshore to China and India to take advantage of the low cost of operation in those countries. The liberalization of the international financial system has also facilitated the growth of this trend for foreign direct investment. However this investment takes place in more than one form. It can be in the form of money or it can also be in the form of employees. When it comes to relocating employees, the human resource department of the company which is sending its employees abroad must take into account as to how they are going to determine the international compensation system. The scenario under analysis is of that an US national going to Japan to work there as an expatriate. In order to determine what the compensation of the US national should be, the parent company based in the US must take several issues into account. Of course there are some cost categories that will have go into the calculations such as allowances for goods and services, housing, income taxes and reserve. Under the heading of goods and services are the basic needs such as food, clothing, transportation, furniture, recreation etc. An important part of the calculations is also the cost category associated with housing in the host country. There are differences between the income taxes in the parent country and those in the host country and these differences the international pay system will have to take into account. Last but not the least, the parent company has to make significant contributions in the form of reserve such as pension funds, benefits schemes, education taxes, social security taxes etc. So these are the four major elements that will have to go into determining the pay for Robert Lords in Japan. The human resource department of Riordan Manufacturing does not have problems determining what the components of the international pay system will be as they are all specified in the company policy. Usually companies sending their employees abroad in the form of expatriates have to decide between the going rate approach and the balance sheet approach (http://www. rocw. raifoundation. org/management/bba/IHRM/lecture-notes/lecture-21. pdf). According to the going rate approach, the parent company conducts a survey in the host country and develops a grasp of the cost of living in the host country. The approach is basically to match the pay of the parent country national to the host country national. If Riordan Manufacturing were to follow the going rate approach, then it would probably have to hire an international consulting firm to conduct a survey in Japan that would determine what the salary of a Japanese national would be. This is a Japanese national working in the same position with similar duties and responsibilities to those addressed by Robert Lords. However Riordan Manufacturing does not follow the going rate approach. The going rate approach has several disadvantages. For example, managerial salaries in the US are the highest in the world. Therefore, according to the going rate approach, expatriates to China from the US would be given a much lower level of compensation. The nature of the assignment also varies from one country to another. The going rate approach would not take those differences into account but the employees are very sensitive to these differences. In such cases, the application of the going rate approach in structuring an international pay system can result in loss of employee morale. In fact, if the management of Riordan Manufacturing were to follow the going rate approach, it would have a hard time persuading any of its employees to take off to China because Chinese managerial salaries are much lower than they are in the US. The approach followed is the balance sheet approach. The result therefore is one of equity in the international pay system at Riordan. However this equity exists from the perspective of the employees of the company and not from the perspective of the host country nationals. As a result Robert Lords’ pay would not be equitable with the pay of a Japanese national. The balance sheet approach is the exact opposite of the going rate approach in that the company does not have to undertake surveys in the host country to determine what the pay of nationals in that country in similar positions is. Under this system the pay that Lords is going to receive in Japan is going to be exactly the one that he was receiving in the US. Of course there would be a few adjustments to take into account the differences of living in the host country. For example, if the cost of housing in the host country is higher than it is in the parent country, then Riordan Manufacturing would pay for the difference in the compensation to the parent country national. Under this approach therefore, the pay that Lords is going to receive will not be equitable with that of a Japanese national in a similar position. However when Lords comes back to the states, his salary will be readjusted back to its former level and the element of equity will be maintained. What determines equitable pay is a valid question in this respect. Maintaining purchasing power of the expatriate is one measure of maintaining equity. The purchasing power that the expatriate used to enjoy in the parent country remains the same when he moves to the host country. Therefore, the employee enjoys the same level of compensation regardless of the national compensation system of the country he moves to. Managerial salaries in Japan are lower than they are in the US. As a result, Japanese nationals working in a position with duties and responsibilities similar to those relevant to Lords’ position will have lower pay. Previously businesses used to perform within the confines of their own national boundaries. But now, because of globalization, they are operating across national borders. For example, Riordan Manufacturing performs production activities in China. However strategic flexibility still remains the most important concept in achieving a sustainable competitive advantage. In fact it has grown in importance inasmuch as different marketplaces internationally have different factors driving supply and demand. Therefore, the organizational culture of a multinational company must develop passion for strategic flexibility. This is the duty of the human resource department. The human resource department is responsible for motivating employees to behave in a way that will contribute to overall organizational effectiveness. The most effective means of doing that is to design a compensation system that values employee behavior that values strategic flexibility (http://digitalcommons. ilr. cornell. edu/cgi/viewcontent. cgi? article=1164&context=cahrswp). As mentioned before, strategic human resource management has the two options of the going rate approach and the balance sheet approach in designing an international pay system. However none of these approaches are appropriate for promoting strategic flexibility or, in other words, for promoting business practices tailored to the cultural and economic values of the country it is operating in. On the one hand, there is the going rate approach which in Lords’ case would simply calculate the pay of a Japanese national in a similar position and on the other hand there is the balance sheet approach which would simply calculate pay based on what Lords would earn in a similar position in his home country. Both follow national characteristics. The going rate approach follows the Japanese national system while the balance sheet approach follows the US national system. As a result neither of these approaches is geared towards promoting strategic flexibility. If the objective of the management is to develop the kind of compensation system that would emphasize certain characteristics of the national culture that are better aligned with the organizational strategic map, then it would have to develop different compensation systems for different countries. In this respect, the management of Riordan Manufacturing must study the social contract in the Japanese national system and design the international compensation system in a way that stimulates aspects of Japanese culture in employee behavior most suitable for organizational effectiveness. The age of globalization means that a multinational company like Riordan Manufacturing must take into account the different cultural attributes of the country it is operating in. This is because demand is greatly influenced by cultural expectations. Therefore the product that the multinational company is producing must conform to the cultural expectations of the country in which it is selling the product. If it is important for product development to conform to cultural expectations around the world, then it is vital for the compensation system to conform in the same manner. The compensation system lies at the core of the employee motivation system. Previously, compensation consisted of solely financial gains. However financial gain can be easily matched by other companies. In a globalized system of free trade where money can flow from one country to another without friction, merely financial gains are no longer sufficient to motivate the employees to stay with the company. As a result, modern compensation systems emphasize the development of relationship between the employer and the employees. If Riordan Manufacturing is going to move to Japan with its operations, then it must develop that relationship between the employer and the employee and developing that relationship means that the management must carefully study the social contract that governs the organizational culture in Japan. International compensation systems have multiplied in complexities precisely because the measures of organizational effectiveness must inevitably vary from one country to another. The measures of organizational effectiveness have changed. In today’s business world, availability of information is the most important competitive advantage that a company might have. An example of the value of information in enhancing organizational competitiveness is the process of internal benchmarking that has recently been gaining popular support. Internal benchmarking compares the different organizational procedures across operations around the world and prepares a lit of best practices which might be applicable organization wide. A critical aspect in successfully performing internal benchmarking is the tacit knowledge that lies hidden in employees. This is valuable intellectual capital that an organization would lose if the compensation system were to emphasize solely financial gains. In the interests of organizational effectiveness, the management of that organization must make sure that practices are undertaken so that there is minimal turnover in the company. As a result, particularly in developing an international pay system, the management in multinational companies has been introducing an element of choice in their compensation systems. The international pay systems have three levels of pay: one is core which includes cash and basic benefits. Then there are crafted choices such as training, flexible scheduling, base/bonus mix and stock options and finally there are the choices given employees such as assignments, tax deferrals, stock purchases etc. It is in the aspect of crafted choices that we must consider the role that the social contract plays in the Japanese national compensation system. Designing a compensation system in the US and in Japan must necessarily include differing challenges because the cultures in the US and in Japan are greatly different. The Japanese system values the collectivist approach more. Therefore the performance-based or the ability-based approach followed in the US emphasizing individual risk-taking is not very effective in Japan. Group based policies have greater value in Japan. Status is an important aspect of the social contract in Japan. Therefore if the element of strategic flexibility means motivating employees to think and act in the best interests of organizational effectiveness as applicable to the host country, then an American company must design the compensation system applicable to its operations in Japan in a way that maintains employees’ group status. This is an example of the role that the social contract in Japan plays in designing international pay systems. From the above it will be clear enough that designing an international pay system is no longer so simple as selecting between the going rate approach or the balance sheet approach. If Riordan Manufacturing is moving to Japan with its operations then blindly following the balance sheet approach is no longer a feasible approach. The management of the company must do the additional homework of studying the social contract in Japan. An important feature of the social contract in Japan is the lifetime employment contract in Japan where the management ensures job security for the employees. Any American company attempting to design a pay system that is in alignment with the strategic map in Japan must necessarily take the lifetime employment guarantee into consideration. The Japanese management system follows this system because it is an effective means of developing company loyalty. Both the employees and the management have a sense of ownership in the long term performance of the company. As a result, the Japanese compensation system emphasizes the long term rather than the short term in offering bonuses. Rewarding systems in Japan are tied to the long term maximization of market share. The Japanese system also values bonuses more because they are not taxed to the same extent that regular salary is. Trade unions have always had a strong effect on employee benefits. In the US, unionized workers enjoy a greater level of employee benefits than non-unionized workers. However the trade union system in Japan is different because unlike the US, trade unions are formed not industry-wide but on the basis of organizations that the workers are tied to (http://japanhop. com/prosper/070-japanese-labor-unions. html). For example, Toyota employees will form a corporate trade union that is specific to the company itself. In the US, the employees from the auto manufacturers would form a trade union that represents the entire industry. In that respect the social contract in Japan is different. Because trade unions in Japan are company specific, there is a greater level of cooperation between the employees represented by the trade union and the management of that organization. Trade union strikes are rare in Japan and when they do occur, the management and the union cooperate on finding a solution that minimizes negative consequences to the company. Therefore pay systems are not adversely affected by the presence of trade unions formed along corporate lines. There is a minimum wage regulation in Japan that must be taken into account in structuring the international pay system. Mostly importantly, the management of an organization and the trade union of that organization collaborate in designing the salary system of that organization. Such a salary system emphasizes the role of overtime pay which in Japan represents a large percentage of the annual pay. Allowances also are a strong feature of the Japanese national compensation system. These are some of the example of the differences between the American compensation system and the Japanese compensation system that have arisen as a result of the different social contract prevalent in Japan. BIBILIOGRAPHY Workforce (Jan, 2001). Three ways to design international pay: Headquarters, Home country, host country – human resources employment abroad strategies. Retrieved January 12, 2008 from http://findarticles. com/p/articles/mi_m0FXS/is_1_80/ai_69294699. Executive Resources Limited (2002). Compensation, employee benefit, and organizational consultancy. Retrieved January 12, 2008 from http://www. erlimited. com/expatriate_services. php Rethinking International Compensation. Retrieved January 12, 2008 from http://instruct1. cit. cornell. edu/courses/ilrhr769/97_24. pdf Winston J.Brill & Associates (2006). Fundamentals of International Compensation. Retrieved January 12, 2008 from http://www. winstonbrill. com/bril001/html/article_index/articles/551-600/article557_body. html Tokyo Electron (2006). Review of the Dividend Policy and Executive Compensation System. Retrieved January 12, 2008 from http://www. tel. com/eng/news/2005/0419_001. htm Labor Unions in Japan. Retrieved January 12, 2008 from http://japanhop. com/prosper/070-japanese-labor-unions. html Japanese salary systems. Retrieved January 12, 2008 from http://japanhop. com/prosper/080-japanese-salary-systems.html Various approaches to international compensation. Retrieved January 12, 2008 from http://www. rocw. raifoundation. org/management/bba/IHRM/lecture-notes/lecture-21. pdf How Canadian companies are paying expatriates. Retrieved January 12, 2008 from http://www. orcinc. com/ics/download/orc_ics_molnar_cn_05q2. pdf Center for Advanced Human Resource Studies. Rethinking International Compensation: From Expatriates and National Cultures to Strategic Flexibility. Retrieved January 12, 2008 from http://digitalcommons. ilr. cornell. edu/cgi/viewcontent. cgi? article=1164&context=cahrswp.

Nonfunctional Requirements

Functional requirements define the needs in terms of performance, logical database requirements, design constraints, standards compliance, reliability, availability, security, maintainability, and portability. EXAMPLE 1 Performance RequirementsPerformance requirements define acceptable response times for system functionality.The load time for user interface screens shall take no longer than two seconds.The log in information shall be verified within five seconds.Queries shall return results within five seconds.Example 2Logical Database RequirementsThe logical database requirements include the retention of the following data elements. This list is not a complete list and is designed as a starting point for developmentBooking/Reservation SystemCustomer first nameCustomer last nameCustomer addressCustomer phone numberNumber of occupantsAssigned roomDefault room rateRate descriptionGuaranteed room (yes/no)Credit card numberConfirmation numberAutomatic cancellation dateExpected check-in date. Expected check-in timeActual check-in dateActual check-in timeExpected check-out dateExpected check-out timeActual check-out dateActual check-out timeCustomer feedbackPayment received (yes/no)Payment typeTotal BillFood ServicesMealMeal typeMeal itemMeal orderMeal payment (Bill to room/Credit/Check/Cash) EXAMPLE 3 Design Constraints The Hotel Management System shall be a stand-alone system running in a Windows environment. The system shall be developed using Java and an Access or Oracle databaseIllustrate a timeframe needed to complete each task based on the requirements from question 2.(5 Marks)Answer Estimating time framesTo manage your time well, you should know not only what tasks you need to accomplish, but also when those tasks must be completed and how long they'll take. Making accurate estimates about how long a task will take is one of the keys to effective time management. Many management problems are the result of unrealistic estimates of how long it will take to complete specific tasks.If you estimate time frames accurately, you'll be able to schedule work efficiently and meet deadlines:schedule work efficiently  Ã¢â‚¬â€œ Accurate estimates about how long tasks will take to complete make scheduling a lot easier. They ensure that you won't have to keep changing your schedule. If you have a task that you accurately estimate will take six hours, for example, you can allot that time in your schedule and be reasonably confident you won't have to change the schedule. But what if you didn't accurately estimate the time for that task and allotted it only three hours? It would throw your schedule off, and you'd need to rework it.meet deadlines  Ã¢â‚¬â€œ If you're accurate in estimating the time it will take to complete tasks, you'll be better able to meet your deadlines. If you're estimates aren't accurate, you may need to ask to change deadlines or disappoint others who are relying on you to complete certain tasks. With accurate time estimates, you'll also be more confident about setting deadlines because you know that the time you assign for completing each of your tasks is realistic.Time estimate equationIt's important to estimate the time frames for your tasks accurately so that you can schedule all your work effectively and meet deadlines. To go about doing this, you first need to know the requirements of each task and your experience with activities – both when they run smoothly and when they don't – to produce three time estimates:The  likely time  is the time that the task normally takes you to complete. It helps to consider the time it takes to complete the task without interruption. You should also think about a time frame you would be comfortable with based on your workload, the task, and any external factors that may delay or speed up the completion of the task. The  shortest time  is the least amount of time that you have taken to complete the task in the past. It may also refer to the shortest time in which you think you can complete the task if there are no interruptions or distractions.You can estimate the  longest time  by considering what may go wrong when performing the task and then adding this extra time to the task's likely duration. This estimate should be based on your experience of this type of activity in the past, as well as on any foreseeable difficulties. You use the three time estimates to calculate the shortest possible time to complete a task based on an average of the likely, shortest, and longest times. Because in most cases a task will take the likely time to complete, this time is given more weight. You need to multiply it by 4, add the shortest time, and then add the longest time. You divide the total by 6 to get the shortest possible time.One important thing to remember is that you must use the same measurements for each type of time. For example, if your likely time is a number of days, the shortest and longest times must also be in days. If your estimates are in different measurements, start by changing them so they are all the same. The time frames equation often produces a shortest possible time that is longer than the shortest time you put into the equation. This is because the equation helps ensure that you're realistic about how long things will take. To manage your time effectively, you have to estimate the time it will take to complete each of your tasks. Doing this ensures you can schedule your work appropriately and meet all your deadlines. To estimate the time frames for your tasks, you can use a simple time frames equation, which uses estimates for the likely, shortest, and longest times to calculate the realistic, shortest possible time that it will take to complete a task. Five threats to your business that you need to consider for the success of this system.Answer: After assessing the strengths and weaknesses of your business for your business plan, look for external forces, like opportunities and threats, that may have an effect on its destiny. These changes includeThe appearance of new or stronger competitors.The emergence of unique technologiesShifts in the size or demographic composition of your market areaChanges in the economy that affect customer buying habitsChanges in customer preferences that affect buying habitsChanges that alter the way customers access your business. Changes in politics, policies, and regulationsFads and fashion crazesList the threats and opportunities facing your business, and follow these guidelines:When listing opportunities, consider emerging technologies, availability of new materials, new customer categories, changing customer tastes, market growth, new uses for old products (think about how mobile phones and even eyeglasses now double as cameras and computers), new distribution or location opportunities, positive changes in your competitive environment, and other forces that can affect your success. When listing threats, consider the impact of shrinking markets, altered consumer tastes and purchase tendencies, raw material shortages, economic downturns, new regulations, changes that affect access to your business, and competitive threats, including new competing businesses and competitive mergers and alliances. Also think about the impact of expiring patents, labor issues, global issues, and new products that may make your offering outdated or unnecessary. If you're having a tough time getting specific, look back at the strengths and weaknesses, but this time, use it to list strengths and weaknesses of a competitor. You won't know as much about your competitor's capabilities as you know about your own, but you probably know enough to flag areas of strength and weakness. Your competitor's strengths are potential threats to your business, and its weaknesses present potential opportunities. Three elements of risk All risk management standards agree that the goal of risk management is to enhance the chances of success of the relevant endeavor. However, each of them provides a different definition of risk: ISO31000:2009 calls it â€Å"effect of uncertainty on objectives,† the PMI â€Å"PMBOK Guide†Ã‚  has â€Å"an uncertain event or condition that, if it occurs, has a positive or negative effect on the project's objectives,† and the preferred Risk Doctor definition is â€Å"uncertainty that matters. â€Å"Each description is true, but only partly so. This matters because, until we know what we are dealing with, we cannot manage it in the best way possible:If we use the ISO definition, then our first thought will be to focus on the  effect;If we follow PMI, then we will start from the potential  occurrence;With the Risk Doctor definition, we start from  uncertainty.Each of these — the effect, the event and the uncertainty  Ã¢â‚¬â€Ã‚  is a component of risk, but on its own is not a risk. Even taken in pairs they do not provide the full picture:an effect plus an event is  an issue;an event plus an uncertainty is  a prediction;an uncertainty plus and effect is  a concern.It is only when you put all three together that you can see what a risk is made of, and use this information to decide on what, if anything, to do about it. Of course, this then requires a longer definition, but the goal enhancing the chances of success is worth the effort. But what is â€Å"success†? It is more than simply â€Å"meeting objectives;† it must also include the condition of â€Å"complying with project constraints† in order for the final result to remain within scope.Given this clarification, a more complete definition is: â€Å"Risk consists of three parts: an  uncertain situation, the  likelihood of occurrence  of the situation, and the  effect (positive or negative)that the occurrence would have on project success.† The three-part definition helps with three important stages of the risk management process:In  1.risk identification, it supports the structured description of a risk (â€Å"risk metalanguage†) in the form: â€Å"Because of , may occur, leading to In  2.risk evaluation, knowledge of potential causes allows you to evaluate the likelihood; identification of effects provides a basis for quantifying the impact. In  3 risk response planning, the different parts of the definition suggest different response approaches:for  threat avoidance, understanding the  situation  may allow you to stop it happening or protect against its results;understanding the  situation  can also be used to help us  exploit opportunities;in  risk transfer or sharing, we seek a partner better equipped to address the  effect;for  threat reduction  or  opportunity enhancement, we focus on the  effect  and/or the  likelihood;in  risk acceptance, any contingency plan has to address the  effect. Including these three components when you describe risks (the uncertainty, the event and the effect) will help everyone involved in risk management to take account of these three important aspects of risk, and act on them to enhance the chances of success. EXAMPLE Two examples of Managing risk in hotels Process and framework IHG has an established risk management process and framework embedded in owned and managed hotels in all regions. The long-term strategic goals are aligned with the IHG core purpose Great Hotels Guests Love and include three key elements:safety and security of guests, employees and other third parties;brand strength supported by operational excellence in risk management at all hotels and corporate locations; andmaintenance and promotion of the reputation of the Company. Our approach has been to enable and support hotel owners, staff and corporate functions to manage risk effectively. This is accomplished by giving them a systematic approach and framework to follow and by providing them with tools to do the job.The Global Risk Management function aims to share specialist knowledge and capability globally whilst being aligned to the operational structure of the business to ensure local circumstances are understood and respected and greater engagement of our people is achieved. Example 2 1 Safety and security risks in hotelsA strategic framework for hotel safety and security has been designed for owned and managed hotels and is illustrated below, showing the identified groups of risks and describing the management activities carried out to mitigate those risks.2 Mitigating hotel safety and security risksRisks are identified at hotel level through various means including intelligence gathering, quality audits, risk management assessments and internal audits. They are also identified as a result of incidents, customer audits and self-assessment. Hotel management discuss issues at monthly safety meetings and action plans are developed. Risks are prioritised, assigned and improvement actions are identified, progressed and monitored. Action plans are reviewed at appropriate levels in the organisation for issues that need to be escalated either to drive action or to develop common solutions. IHG believes it has a mature and capable systemic and systematic approach to managing hotel safety and security which both reduces the likelihood and impact of events. The embedded culture within IHG makes hotels and the corporation more resilient to unexpected or unidentifiable risks.https://www.ihgplc.com/files/reports/ar2009/managing-risks-in-hotels.htmlhttp://exclusive.multibriefs.com/content/3-essential-elements-of-risk/business-management-

Video Games and Violence Research Paper Example | Topics and Well Written Essays - 3750 words

Video Games and Violence - Research Paper Example However in the recent years with the development of video games and violent sports it is seen that children are indulging a lot in gaming. And this has forced many individuals to carry out researches to find out the effect of games on children. It is found that violence in real life has a direct relationship with people who are involved in playing these games. The aim of this research is to promote that the violent content of video games has been contributing to the aggressive behavior of the individual player. History and Extent of The Problem Media is an important and inseparable part of our daily routine in the modern age. It provides us new and technologically advanced modes of learning, working and doing the regular activities rightly and accurately in a timely manner. Media plays a crucial role in altering our thoughts, perceptions and viewpoints about certain personalities, relationships, issues and in turn the whole society. The extremely harsh exposure of media about current affairs results in negative or positive changes in our attitudes and point of views about those events under consideration. The extreme integration of media in our lives point towards the alarming situation where our lives and actions are all immensely affected by the media portrayal. Media does not affect a single group, stereotype or class but its effects surround the whole social constructs due to its presence in the lives of every individual today. Video games are one of the forms of media which are greatly influencing the behavior and attitude of people. Video games are getting increasing attention of the consumers as the technological advancements are getting more and more flexible, rich and user-focused. Video games serve as one of the most popular form of media to entertain children. The involvement of people in video games and their continuous interaction with video game environment affects them negatively. This is specifically adverse when the games are of violent nature with destruction, fighting or combating as the major themes in it. There has been a strong relationship between exposure in video games and rise in crime rate of younger generation. The violent activities, behaviors and attitudes are observed as a result of continuous exposure to video games. The popularity of video games has been increasing as shown by the investments made to meet the increasing demand. The innovations and technological advancements played a vital role in increasing the demand for video games. It has been observed that children of ages between 8 and 18 are found to have spent at least 40 hours per week in some form of media. This also includes the sharp rise in the exposure to video games by younger generation. The increasing popularity of video games has encouraged the exposure to video games to children aging 2 years with a minimum of 1 hour per day spent on games. Children falling in the age group of 8-13 years are observed to have played video games nearly 7.5 hours a week. Anderson’s (2001) research further illuminates the fact that children are exposed to video games which are never supervised by their parents or elders. Adams (2010) further explains the problem in terms of age-directed games that 85% of children play game which are designed and launched for adults. Adams’s argument points towards the heavy exposure of violence and negative exposure about female body, relationships and negative ideals in

Management, Work and Society Essay Example | Topics and Well Written Essays - 3750 words

Management, Work and Society - Essay Example It also gives an idea of about when and how the recognition and measurement of intangibles assets are done in a business corporation. Further it also elaborates the condition needed to be an intangible asset. The paper thoroughly describes elements associated with intangible assets like why corporations purchase or internally develops them and what are the examples of intangible assets. Furthermore the paper describes value of intangible assets for a business corporation. Nowadays it is a very sensitive area regarding accounting of intangible assets in a business combination. Further it also shows the importance intangibles assets held by the acquiree’s business while going for business combination. It also describes the growing importance of the various types of intangible assets like human resources, technology & etc. It also helps us to understand the basis of valuation of an intangible asset in the context of sports players in corporate teams. It highlights the trend of bu ying sports teams by the corporate houses and naming them after their name. These corporate houses treat these sports teams and their players as intangible and their valuation is major concern for them (Cohen 2011). Intangible assets Intangible assets can be defined as non-monetary assets which cannot be seen, touched or measured physically. These are identified as separate assets and are created through time or efforts. Hand and Lev (2003) has stated that intangibles can be identified in two basic forms viz. legal intangibles and competitive intangibles. Legal intangibles comprises of copyrights, patents, trademarks whereas competitive intangibles comprises of various activities related to the acquisition of knowledge , various collaboration activities, leverage activities, various structural activities, human capital, competitive advantage etc. Legal tangibles are generally called as intellectual property and the one who possess these assets have the legal right to defend these as sets in the court of law. On the other hand competitive intangible assets cannot be owned legally but are of great importance. It has a direct influence on the effectiveness, productivity, costs, revenue, customer satisfaction, market value and overall performance of an organization (Hand and Lev 2003). Intangible assets can also be categorized as the one that are being included for the accounting purposes and are included in the balance sheet of the companies. Such intangible assets include licenses and patents, purchased goodwill and capitalized R&D costs. The other category includes the intangible assets that are not being considered while accounting and are considered assets from the economics perspective. Various intangible assets that are generally excluded under accounting rules includes staff training, brand value, the development of IT systems, and customer networks. As per IAS 38 an intangible asset other than goodwill can be defined as non-monetary asset which do not have any physical substance. An asset can be recognized as intangible asset only if it is expected to yield future economic benefits and

Using an extended example critically discuss the view that a sector Essay

Using an extended example critically discuss the view that a sector matrix gives a better strategic understanding of product markets than the concepts of product or commodity chains - Essay Example e essay analyses other tools including value chains and commodity chains in a bid to prove the effectiveness of the sector matrix that provides an in-depth understanding of the patterns of both demand and supply which are the key market features that influences the profitability of an organization (Lane, 2005). The essay will provide a systematic approach to the analysis of the above tools including their strengths, weaknesses and the comparison of their performance against the sector matrix which the paper hypotheses is the most effective marketing tool. Marketing refers to the management function mandated with the determination, anticipation and satisfaction of the customer demand. Every business organization has a primary objective of sustained profitability in order to increase its market share. The need for growth as Froud, Haslam, Johal & Williams (1998) explain in their sector matrix relies on the determination of the market. Business organizations must have a substantial market shares and possibly increase their shares a feature that will portray growth and sustained profitability. In order to achieve such growth patterns, the organizations must have effective understanding of the factors that influence the demand from the market. By understanding the factors affecting demand, the organization readily manipulates its supply of products thereby cushioning the organization from incurring loses. Additionally, understanding the relationship between demand and supply makes it possible for organizations to plan their productions th ereby sustaining their profitability as the below analysis of the sector matrix portrays (Alexander, 2010). Just as the name suggests, the sector matrix breaks down an industry into various factors that influence the production and sale of products. Understanding the industry is fundamental for every organization since it helps the organization appreciate the nature of supply and demand. This way, the sector matric overcomes some of

Saudi Airline and the Privatisation Dissertation

Saudi Airline and the Privatisation - Dissertation Example However, in essence, it refers to the shift of partial or full responsibility for a function performed by the public sector or government to the private sector. The most common usage of the term takes place when a public sector entity is divested, either through sale or a long term lease, to a private entity (Veljanovski & Bentley, 2008, p. 42). However, technically, the granting of a long term franchise or concession to the private sector investors, where they would build, manage and operate a major project also falls under the umbrella of privatisation. Furthermore, in a third type of privatisation, a government entity retains control of the strategic direction of the public service but allows a private entity to deliver a public service. This form of privatisation is commonly known as outsourcing or contracting (Bortolotti, et al., 2004, pp. 330). Reasons for Privatisation As argued by Megginson & Netter (2001) that the government usually justifies privatisation with three reasons . First, privatisation generates revenue which could be used to reduce the fiscal deficits and pay off debts. Throughout the history, in times of dire need, huge debts and fiscal deficits, policymakers have resorted to privatisation of the SOEs s that they reduce fiscal deficits and pay off the public debt (Bos, 2011, p. 41). Consider the ongoing example of the European Sovereign Debt Crisis, where countries such as Spain, Greece, Portugal, Cyprus, Iceland and others are facing a difficult time in meeting their debt obligation. Many of the European countries have sold off several public entities to generate much needed revenue. In fact, many countries that have acquired bailouts from International Monetary Fund (IMF) and European Central Bank (ECB) have had to sign agreements promising the privatisation of several underperforming public sector institutions. Therefore, in these countries, privatisation is an attempt at bailing out the government and the SOEs. Second, policymakers mig ht also undertake privatisation to reverse the effects of â€Å"crowding out† within markets and encourage the private enterprises to take the lead. As apparent from the theory of crowding out, when governments, while following an expansionary fiscal policy, increase the size of the public sector, it drives out the private sector from the market (Cashore, 2002, p. 505). More importantly, in several cases, even a moderate increase in public sector might drive out several private entities. Therefore, when public sector entities leave the competitive arena, with their monopoly, concessions, subsidies, unlimited funds and several other advantages, it encourages the private sector to enter the market (Vickers & Yarrow, 1988, p. 52). When the government no longer is there to distort the market, the market forces ensure effective and efficient resource allocation, which not only generates employment

Employment Law essay Example | Topics and Well Written Essays - 2000 words

Employment Law - Essay Example Along with this transference, the company requires the redundancy of thirty-five employees out of total fifty employees in the South Sea centre because of bad reputation of the centre and lessening memberships. The company, Keep Fit & Well Co Ltd has a high turnover, but it is liable for unfair dismissals of employees and in case of downsizing or transferring, it is again accountable to the employees. This paper offers legal advises to Abe, Donald and Esme and finally to the employers and employees involved in the transference of Fareham centre to the Fitness Freaks, as many employees have to face redundancy. The employees are highly affected by wrong decisions taken by the company’s administration. In addition, legalization of every employment action is necessary in order to work without any legal claims. Abe has been wronged, as Cathy, the manager of the South Sea centre unjustifiably accused Abe of theft and pushed him into dismissal. She took a one sided decision based on her own will that comes into the category of discrimination. She also dismissed Abe unfairly calling legal action. She conducted the investigation after dismissing Abe, however, she was supposed to investigate the matter beforehand. In Abe’s case, the role of employment tribunal, unfair dismissal and dismissal based on discrimination must be considered in detail to come to a conclusion, as what Abe can claim for the injustice. Employment tribunal resolves conflicting situations between employers and employees and the matters, it usually solves are related to unfair dismissal, redundancy and discrimination1. In addition, the employment tribunal is also referred to be accessed as per ACAS guidelines related to disciplinary rules and procedures2. Unfair dismissal can be explained in legal terms as inability of the employer to provide a justified reason for dismissal of the employee, failure of the employer to follow the legal processing of dismissal or a dismissal based on unfair reason.

Wilson J (2014) Ward staff experiences of patient death in an acute Essay

Wilson J (2014) Ward staff experiences of patient death in an acute medical setting. Nursing Standard. 28, 37, 37-45 - Essay Example en identified as a qualitative study, the paper will critique the justification of the methodology and research design used, the identification of major concepts, identification of the study’s context, sampling of participants, and auditability of data collection method, creditability of data analysis method, the presentation and transferability of results, and comprehensiveness of the conclusion. According to Caldwell et al (2005: p4), a research title must be concisely, clearly, and accurately written, while also being grammatically correct and brief and reflecting the content and emphasis of the paper. The research article’s title must, therefore, concisely, clearly, and accurately reflects the paper’s content and importance in one sentence. In this case, the title reflects the paper’s context within the hospital ward’s acute medical setting, while also reflecting the importance of the paper with regards to how nurses in these setting react to the death of patients. The job title and qualifications of the author can be used as a useful indicator of the knowledge of the researcher in the area that they are investigating (Caldwell, 2005: p4). The article identifies the author, Janet Wilson, as a senior lecturer at Sheffield Hallam University in the faculty of Health and Wellbeing and has worked for more than thirty years as a healthcare professional (Wilson, 2014: p37). Moreover, she has also worked as a supervisor, counsellor, and group facilitator in supporting bereaved persons, while has also authoring various articles on nursing practitioner roles and the bereavement process, which makes her views on grief especially relevant. Therefore, the qualifications of the author make the research article more reliable and valid. According to Parahoo (2014: p26), research articles should include an abstract that briefly states the purpose/problem of the research, indicates the experimental or theoretical plan utilized, summarizes the key findings, and

Mathematics & everyone everyday Essay Example for Free

Mathematics everyone everyday Essay Mathematics is used in the lives of everyone everyday. Whether it is used by engineers designing a machine or by clothes shopper determining how much they will save, all use math and mathematic concepts. Mathematics has also been used for at least seven millennia by many of the early great civilizations. Many of those civilizations became very dependent on the use of math to create their great empires. The importance of math has not diminished since its infant years. Because of its importance how it is presented to students has become equally important. Only 30 years ago most students did not have calculators to aid them in learning. Today, high-tech calculators can carry out extremely complex mathematical equations in a fraction of a second. This has created a debate on whether or not the use of calculator benefit or hurt students. More specifically the debate is about how much use of the calculator should be used in the classroom. There is much debate on the research as to whether it truly helps or hurts students to over use or under use calculators. Much of the debate is based on subjective approaches to the research data as each side is trying to claim as much ground as they can in this debate. Both sides wish the best for the students want to see the students excel. However, they cannot agree on whether the calculators advance their mathematical education. History of Math Mathematics is a concept that has been around since the earliest records of written language. The oldest archeological mathematics discovery was found in Swaziland, Africa where a 170,000 year old Lebombo bone with notches chipped into it (Williams, 2005). These marks seem to indicate days in a month by adding a notch for every day that passes. Unfortunately, much of the history of how math developed is left to interpretation of archeological finds. Some speculate that the designs of monuments and buildings seem to have a geometric understanding, but that is entirely up to interpretation. As civilizations began to emerge two in particular developed complex mathematical systems: the Babylonians and the Egyptians. Around 1850 BC, the Babylonians developed a base-60 system of mathematics. This system seems to be modeled after how the Babylonians viewed time. They divided the day into 24 hours, with each hour having 60 minutes and each minute having 60 seconds. This is the same system that is used to describe modern time. This base-60 model seems more complicated compared to the modern base-10 system, but the Babylonians only had to learn two characters as opposed to learning 10 characters in the base-10 system (St Andrews, 2000). This mathematical system helped sustain one of the most powerful civilizations of the ancient world. The Egyptians also developed their own form of mathematics. They developed a base-10 system around 2700 BC. Part of the Egyptians desire to learn mathematics had to do with understanding time. The annual flooding of the Nile River was a very important event in Egypt. The Nile River was the lifeblood of the entire civilization and its annual flood ensure that the ground would be fertile enough to grow crops. Because of this important event, it became necessary for the Egyptians to find a way to calculate when the annual flooding would occur. Once their mathematical system was born, it was applied to other areas of their civilization, particularly in building. The result can still be seen with the Pyramids. The Greeks took mathematics to a high level along with the Chinese and the Indians. The biggest contribution the Greeks gave to math was removing unknown concepts and applying logic to math. Math and logic have definite similarities in that both have problems with absolute answers. The logic minded Greeks applied these concepts to mathematical principles. However, the Greeks logic limited their use of irrational numbers. This made their form of Algebra somewhat inadequate and some speculate that it set back mathematical progress several centuries (UL, 2008). Both the Chinese and the Indians were able to calculate the formation of pi. However much of early Chinese mathematics was destroyed during the book burning before 202 BC. Much of what as written is speculation based on works written after the burning. The significance of Chinese mathematics is how well it thrived while its western counterparts fell into a dark period. The Indians developed the concepts of trigonometry and would later develop an early form of calculus (Dutta, 2002). With the exception of the Muslims, mathematics entered a dark period. Throughout Europe, math was neglected along with many other sciences. However, in the 12th century, many European scholars sought after scientific texts the Arabs had translated. The created a rebirth in European interests in mathematics. With the Arab texts, the Hindu-Arab numerals were introduced and eventually became the norm of mathematic script. By the time the Renaissance period began, the interest in mathematics exploded. Navigation brought an interest in detailed maps. This spawned a need for trigonometry. From this point forward, math advanced continued to expand. In the 17th century, Isaac Newton discovered both the laws of physics and modern calculus. John Napier developed the concept of decimals which helped replace the limitation of fractions. Since the 17th century, many more development is the field of mathematics has been made. Math is now applied to most fields of science. Scientists have found that math has proven particularly accurate in the fiends of chemistry, astronomy, and physics. Along with reading math has become the foundation of all learning. History of Calculators The earliest form of calculators was known as abacuses. These simple devices helped in the arithmetic calculations. They were often made with a wood frame with beads strung across the frame. Each string would represent a different base unit. One string would represent an individual unit, another 10 units, another 100, and so forth. The Roman and Chinese abacuses were very similar in this respect. So much that some speculate whether the two were developed together through trade. No evidence has been found to support this other than the similarities (Messina, 2008). These early calculators can be found in some places today where technology is not thriving such as rural town in the Far East. The first mechanical calculator was invented in 1623 by William Schickard. He invented a machine called the Calculating Clock that could do simple adding and subtracting up to 999,999. Beyond that, a bell would indicate a numeric overflow error. Although this machine could only add and subtract, John Napier, in 1617, discovered a logarithm that could calculate multiplication and division through adding and subtracting (Smart Computing, 2008). In 1822, Charles Babbage came up with the idea called a difference engine. This mechanic device could store up to seven numbers of 31 characters each. He later developed another model called an analytical engine. This device was steam driven and was around 100 feet by 30 feet in size. This machine could hold 1000 number of 50 digits. All four arithmetic operations plus square roots could be calculated by this machine. Unfortunately, eight years after Babbage died in 1871, the British Association for the Advancement of Science recommended against the machine and thus no government funding would be provided to complete the machine (Stanford, 2008). Other calculator inventions came during the 19th century but it was in the 20th century that the calculator can into its own. Mechanical calculators began to be more prevalent in major suppliers. Two World Wars helped advance calculators through the use of computers and microelectronics. In 1955, IBM introduced the first transistorized calculator (IBM, 2008). Three years later, Casio introduced the first compact calculator. However, it was Texas Instruments in 1967 that introduced what is the predecessor to the modern hand held calculator. By the 1970s, pocket calculators began to enter the market place. First in Japan, these calculators could perform simple computations. The only problem was the calculators were very expensive, a tape display, and its power supply was limited. These problems were fixed through several innovated solutions. First was the Liquid Crystal Display screen, or LCD. The LCD allowed the calculator to display the results on a screen that can change rather than using thermal paper that was both cumbersome and needed constant replacing. Another novel concept was the use of replaceable batteries. This meant the calculator could truly be portable and not limited to an electrical outlet. Over time the power consumption of the calculator was reduced and solar panels were able to power the pocket calculators. This further freed users to use the calculators where ever they needed them. Calculators have now becomes commonplace in homes, businesses, and schools. Calculators have become powerful enough that pocket calculators can now calculate complex algebra and calculus equations in a fraction of a second. Computers and the Internet allow for even more levels of complexity.

Literature Review of Cultural Leadership Essay Example for Free

Literature Review of Cultural Leadership Essay Cultural leadership is a diverse subject to touch upon. This aspect of leadership is constantly growing and changing. People should not look into cultural leadership with biased opinions. Dividing cultural leadership into sub groups just gives people an opinion on how to look at people differently. Cultural leadership should be looked at as a whole, as we are one, working together, with the same goal to be successful. Cultural leadership profiles are used to classify what followers expect from leaders in ten cultures cluster groups comprising of sixty-two countries. Six different leadership behavior classifications are used to show what profile is dominant in varying strengths in each region. A successful leader involves more than just planning, coordinate, managing and supervising. A successful leader also has the ability to deal with all genres of people. Whether in involves ethnicity, sexual orientation or people with different cultures. The success of an organization is highly impacted by its culture, which is part of a strategic planning of an organization. What is culture? Culture is defined as the universally shared beliefs, values, and norms of a group of people. Two factors that can hinder cultural awareness are ethnocentrism and prejudice. It is challenging for leaders because it averts them from fully understanding the world of others. Prejudice has a negative impression because it is self-orientated and restrains leaders from seeing the many sides and qualities of others. Whatever makes them unique is their culture. Having a clear understanding of one’s culture, communicating with each other will be much more efficient. Culture has been the attention of many findings across a variety of principles. In the past 30 years a significant number of studies have focused on specifically on ways to recognize and categorize the various dimensions of culture. Determining the rudimentary dimensions or charismas of different cultures is the first step in being able to recognize the relationships between them. Ever since World War II, globalization has been progressing throughout the world. Globalization is the increased interdependence (economic, social, technical, and political) between nations. People are becoming more interconnected. There is an increasingly significant amount of international trade, cultural exchange, and use of worldwide telecommunication systems. In the past ten years, our schools, organizations, and communities have become a lot more global. Increased globalization has created many challenges as well, for example the need to design effective multinational organizations, to identify and select appropriate leaders, and to manage organizations with culturally distinctly different employees. Globalization has also fashioned a need to understand how cultural differences affect the leadership performances. Globalization also created the requirement for leaders to become knowledgeable in cross-cultural awareness and practice. First, leaders need to understand business, political, and cultural settings worldwide. Second, they should learn the perspectives, tastes, trends, and technologies of multiple cultures. Third, they basically need to be able to work concurrently with people from many cultures. Fourth, leaders must be able to familiarize to living and communicating in other cultures. Fifth, they need to acquire to relate to people from other cultures from a position of equivalence rather than cultural supremacy. Anthropologists, sociologists, and many others have questioned the meaning of the word culture. Because it is a theoretical term, it is hard to define, and many different people often define it in unrelated ways. Here, culture is defined as the learned beliefs, values, rules, norms, symbols, and traditions that are common to a group of people. It is these shared qualities of a group that make them matchless. In summary, culture is the way of life, different customs, and script of a group of peoples. Related to culture, are the expressions of multicultural and diversity. Multicultural indicates an approach or classification that takes more than one culture into interpretation. It mentions to the existence of multiple cultures such an African, American, Asian, European, and Middle Eastern. Multicultural can also denote to a set of subcultures defined by race, gender, ethnicity, sexual orientation, or age. Diversity signifies to the subsistence of different cultures or ethnicities within a group or organization. Ethnocentrism is the inclination for beings to place their own group (ethnic, racial, cultural) at the center of their interpretations of others and the world. People tend to give importance and value to their own beliefs, attitudes, and values, over and above other groups. Ethnocentrism is the sensitivity that one’s own culture is better or more expected than the culture of others. Ethnocentrism is a worldwide tendency, and each and every one of us is ethnocentric to some degree. Ethnocentrism can be a major impediment to effective leadership because it averts people from fully understanding and/or respecting the perspectives of others. The more ethnocentric we are, the less open or accepting we are of other people’s cultural customs and practices. Prejudice is a general continual attitude, belief, or emotion believed by an individual about another individual or group that is based on defective or unproven statistics. It refers to assumptions about others based on previous decisions or occurrences. Prejudice involves obstinate generalizations that are impervious or change or evidence to the opposing. Prejudice is often thought in the framework of race. In addition to combating their own prejudice, leaders also face the experiment of dealing with the prejudice of followers. These prejudices can be toward the manager or the leader’s culture. Additionally, it is not infrequent for the leader to face followers who symbolize several culturally different groups, and these groups have their own prejudgments toward each other. A experienced leader needs to find ways to negotiate with followers from numerous cultural backgrounds. Training programs about culture and diversity have been admired for many years. At the center of these programs, people are educated about the degrees and characteristics of different cultures, and how to be perceptive to people in other countries and cultures. Considerate about issues about culture is useful in several ways. The discoveries about culture can help leaders recognize their own cultural biases and inclinations. Tolerant of their own preferences is the first step in accepting that people in other cultures might have different predilections Additionally, the findings help leaders to apprehend what it means to be a noble leader. Different cultures have different ideas about what they desire from their leaders. These verdicts help our leaders adapt their style to be more operative in different cultural settings. Third, the findings help leaders correspond more effectively across cultural and geographic boundaries. By considering cultural differences, leaders can become more empathic and precise in their communication with others. Information on culture and leadership has also been applied in very concrete ways. It has been used to construct culturally perceptive Web sites, design new employee orientation programs, organizing programs in relocation training, advance global team effectiveness, and expedite multinational merger implementation. These illustrations clearly specify the wide range of applications for research on culture and leadership in the workplace. GLOBE researchers allocated the data from the 62 countries they studied into regional masses. These masses provided a expedient way to investigate the similarities and differences between cultural groups, and to make significant generalizations about culture and leadership. In sum, these regional masses exemplified a valid and dependable way to differentiate countries of the world into 10 distinct groups. The GLOBE studies compromise the greatest body of findings to date on culture and leadership. GLOBE researchers studied how 17,000 managers from 62 different countries perceived leadership. They evaluated the similarities and differences between regional clusters of cultural groups by grouping countries into 10 distinct clusters; the outcome was a list of leadership attributes that were universally recognized as positive and negative. The representation of an ineffective leader is someone who is asocial, malicious, self-focused, and autocratic. The conceptualization of leadership used by GLOBE researchers was consequential in part from the work of Lord and Maher on implicit leadership theory. Concurring to implicit leadership theory, individuals have implicit beliefs and opinions about the qualities and theories that differentiate leaders from non-leaders and effective leaders from ineffective leaders. â€Å"Leadership is in the eye of the beholder.† Leadership refers to what people see in others when they are demonstrating leadership behaviors. To depict how different cultures view leadership behaviors in others, GLOBE researchers identified six global leadership behaviors: * Charismatic/Value-Based Leadership: Reflects the ability to inspire, to motivate, and to expect high performance from others based on strongly held core values. This kind of leadership includes being visionary, inspirational, self-sacrificing, trustworthy, decisive, and performance oriented. (Peter Northouse 2012). * Team-Orientated Leadership: Emphasizes team building and a common purpose among team members. This kind of leadership includes being collaborative, integrative, diplomatic, non-malevolent, and administratively competent. (Peter Northouse 2012). * Participative Leadership: Reflects the degree to which leaders involve others in making and implementing decisions. It includes being participative and non-autocratic. (Peter Northouse 2012). * Humane-Oriented Leadership: Emphasizes being supportive, considerate, compassionate, and generous. This type of leadership includes modesty and sensitivity to other people. (Peter Northouse 2012). * Autonomous Leadership: Refers to independent and individualistic leadership, which includes being autonomous and unique. (Peter Northouse 2012). * Self-Protective Leadership: Reflects behaviors that ensure the safety and security of the leader and the group. It includes leadership that is self-centered, status conscious, conflict inducing, face saving, and procedural. (Peter Northouse 2012). Cultural Leadership in organizations always seems to miss the discussion of how leadership keeps culture in organizations stable. Charisma is where it all begins. Therefore having multiple cultural leaders helps to resolve this issue. Most leaders do and say different things, but in the end, everyone just wants success. Whether that success is culture, coordination, or a profitable business, or all of those things, many people learn to cope with differences by experience. Experience is the best form of knowing, therefore, to be a great leader; you have to start somewhere. The leader, the followers, and the situation, all have to do with leadership. As well as playing a significant role in cultural leadership. Or any type of leadership for that matter. Personal qualities, perceived situation, vision and mission, followers’ and attributes, leader behaviors, performance, administrative actions, use of cultural forms, and the use of tradition all are key elements to a successful leader, their followers, the business, and the outcome of the business, organization, company. Multicultural is increasing all over the world. Even though America is known as the melting pot, everywhere across the world have cultural behaviors within their organization. Ethics affects leadership, as well as tradition. But studies complied on cross-cultural leadership have been attained, and this helps us to understand the differences between different cultures from our own. Decaregorization is a cultural leadership style for employees to become more aquinted with one another. This style helps companies get to know onw another and interact in a positive manner doing something else besides work. The leader would old a funraiser, etc. Therefore, rather than group-based interactions, this approach will focus on individuality. The following quotes are crucial to cultural leadership, and accepting differences among others. â€Å"Moral excellence comes about as a result of habit. We become just by doing just acts, temperate by doing temperate acts, brave by doing brave acts.† – Aristotle, Nichomachean Ethics (350 BCE). â€Å"Lead them with culture and regulate them by the rules of propriety, and they will have a sense of shame and, moreover, set themselves right.† – Confucius (5110479 BCE). The results of ethical leadership came up with six main themes from the responses of all six societies. Accountability, consideration and respect for others, fairness and non-discriminatory treatment, character, collective orientation – organization and social, openness and flexibility. Each society is unique, and to understand the differences, you must experience it firsthand. Reading and learning will only give your insight. Aforementioned cultural leadership must be learned in person, by the leader and its followers, for they are working towards a common goal. Leadership profiles are used to describe how cultures view leadership behaviors. There are six leadership behaviors identified by Globe researchers, they are: charismatic/value based, team-oriented, participative, humane- oriented, autonomous, and self-protective.( House Javidan, 2004) Charismatic/value based leadership is being visionary, inspirational, with the ability to motivate high performance from others based on strongly held core values. Team-oriented leadership is instilling a common purpose among team members to encourage a team effort by being collaborative, diplomatic, and administrative competent. Participative leadership involves making others in the decision making process and includes being non-autocratic and participative. Autonomous leadership is being unique, independent, and a individualistic leader. Humane-oriented leadership is being modest and sensitive to other people, being supportive, compassionate, and generous. Self-protective is self-centered, face saving, status conscious, ensuring the safety and security of the leader and group. There are ten distinct groups to differentiate countries of the world into regional clusters ( e. g. Ronen Shenkar, 1985) Middle East, made up of Qatar, Morocco, Egypt, Kuwait, and Turkey. Nordic Europe which includes Denmark, Finland, and Sweden. Latin Europe comprising Israel, Italy, Spain, Portugal, France, and Switzerland. Latin America made up of Ecuador, El Salvador, Columbia, Bolivia, Brazil, Guatemala, Argentina, Costa Rica, Venezuela, and Mexico. Southern Asia which includes The Philippines, Indonesia, Malaysia, India, Thailand, and Iran. Sub-Saharan Africa consisting of Zimbabwe, Namibia, Zambia, Nigeria, and South Africa. ( Black caucus) Anglo consists of Canada, the United States, Australia, Ireland, England, South Africa( white caucus) and New Zealand. Confucian Asia includes Singapore, Hong Kong, Taiwan, China, South Korea, and Japan. Eastern Europe is Greece, Hungary, Albania, Slovenia, Poland, Russia, Georgia, and Kazakhstan. Germanic Europe includes Austria, The Net herlands, Sweden, and Germany. Middle Eastern culture and leadership perceived to be effective in this region of the world are the interrelationships among societal culture, organizational culture and leadership methodologies. Data collected from four Middle Eastern nations (Iran, Kuwait, Turkey, and Qatar) provide an insight into the framework of societal and organizational values and management practices in Arab countries. The great majority of the population in Iran, Kuwait, Turkey, and Qatar are muslins. Turkey has a formal state ideology; the state is independent of religious rules and is run by secular rules mostly adapted from the west. Iran, Kuwait, and Qatar are not secular, but religious laws dominate. Also differences in the Islamic sects, Iran being predominately â€Å"shiite†, Kuwait, Turkey, Qatar people largely â€Å"sunni†. Language may account for part of the differences in Middle East region, while Islamic religion seems to be a common attribute. In making plans and forecasts all four nations are below average and very close to each other, which involves the concept of fate embodied in Islamic beliefs. Effective leadership attributes in Middle Eastern societies have universalistic characteristics and some culture-specific attributes with participation having a different meaning compared to western societies, being centered on satisfaction of egos rather than to improve quality of a decision. Organizational leaders tend to be more sensitive to local cultures and traditions and more future-orientated practices, plus promote change.( Introduction to the special issues on Leadership and Culture in the Middle East, Hayat Kabasakal and Ali Dastmalchian) Face saving and status are important characteristics of effective leadership, and deemphasizes charismatic/value based and team- oriented leadership. Looking after one’s job and security is of the upmost priority for most leaders in this group category. Diversity of management systems exist across contemporary Europe, and societal culture diversity remains unquestionable and frequently preserved as much as possible. The formation of the European Union has opened up all borders, increasing diversity if cultures, all intermingling, changing cultural clustering, and cultural divide between eastern and western Europe. Prior studies of cultural distinctions, cross-cultural studies between east-west and north-south European distinctions are changing from prior data and may need further studies. Managers in Germanic countries make more participative decision-making behavior, central Europe makes more autocratic decisions. West European (Nordic, Anglo, Latin) empathize more â€Å"Equality â€Å"or egalitarian commitment. East and near East countries lean more toward hierarchy or conservatism. North Europe has shown to favor equality and participation, while managers from Southern Europe prefer more hierarchy. A coaching leader is preferred in North Europe, while preference is for a directing leader in South Europe. While self centered and malevolence are seen as impeding leadership in all clusters. Eastern Europe leader would be independent while maintaining strong interest in protecting their position as leader. Nordic Europe want leaders who are inspiring and involve others in decision making, not concerned with status and other self-centered attributes. Anglo Europe want leader to be exceedingly motivating and visionary, considerate of others, team orientated and autonom ous and not autocratic. Latin America leader is charismatic/value based but somewhat self serving, collaborative and inspiring. Confucian Asia leader works and cares about others but uses status and position to make independent decisions without input of others. Sub-Saharan Africa sees effective leadership as caring, should be inspirational, collaborative, and not excessively self centered. A portrait of a leader who is high in integrity, is charismatic/value based, and has interpersonal skills is one whom almost everyone would see as exceptional. (Dorman et al. 2004) After major corporate failures and financial failures of banks and other high impact institutions, being honest and trustworthy could be a high priority for leadership positions in all culture groups. Other personal traits or learned skills would be useful and desirable attributes but lower on the priority scale. Being positive and intelligent definitely would be useful as a leader of any type of venture or business. There are a lot of other positive attributes that would be desirable for leadership; among them is one that plans ahead, having foresight to accurately see what is coming up in near and long range time predictions. Being a team builder, instilling confidence in others encouraging them with a just and dependable example. Personal traits such as being administrative skilled, decisive, and motivating people to be excellence oriented would be very beneficial to any leader and followers. Leaders should be aware and knowledgeable of the many undesirable attributes that can be obstacles in being an effective leader. Being a loner and anti-social would be very negative in showing followers your concern for them and gaining their confidence. The most visible and destructive undesirable attribute in recent events is that of being ruthless, as you would think of people in financial leadership of banks and wall street that caused the massive collapse of the world economies. Being dictatorial and egocentric is very bad for keeping a positive relationship with followers. Personal traits like being irritable and non-cooperative would be hard to understand by followers. There are many strengths associated with classifications of culture groups into clusters that can be easily be utilized for leadership profiles so as to provide a data base of reference for managers of international corporations. Providing valuable asset for training more efficient leaders is one of the strength, it also provides a good understanding of how different cultures have an impact upon leading a workforce into better cohesion and productive atmosphere in the workplace. What followers expect from leaders is a signal to upper management as to what type of person would be more effective with a certain culture group. A second strength could be that this provides useful information/guidelines about what is accepted as good and bad leadership, a yardstick for managers/leaders to measure how do I measure up? Leadership and culture are two separate studies, but inseparable in effective leadership programs. There are some criticisms on culture and leadership classification studies in that a lot of findings about perceptions of leadership in different cultures do not provide a clear set of assumptions and propositions that can be used to provide a single theory about the way culture influences the leadership process. Another one would be in that some of the terms used are hard to understand without any education about the diversity of world culture. The meanings of some terms are very vague. The conceptualizations in these studies of culture and leadership integration has had varying reception from people on that it being a process of being perceived by others as being a leader. Also the way a provocative list of universally endorsed desirable and undesirable leadership attributes are presented. Different cultures have different ideas about what they want from their leaders. Understanding the diversity of cultures in the workplace today can be very positive for leaders and followers in their pursuits. While there are many studies on culture leadership and the GLOBE Study, there is also a model that helps leaders in achieving effective cultural leadership. In that it helps them understand the difference that exits among national cultures. The model was developed by Geert Hotstede. In his research he outlines the variation of national culture into five dimensions. They are as follow: individualistic/collectivistic, high power distance/low power distance; high and low uncertainty avoidance, achievement/nurturing; and long-term/short-term orientation. Familiarity with the GLOBE Study and the Hofstede model, leadership culture is made easy and will increase organizational effectiveness. This will also create better relationship among nations. This will benefit the common good of all through respect and better communication. Individualistic people; according to Hofsede, worry about themselves and that of those who are close to them or who are like them. They tend not to trust outsiders. In contrast, collectivistic work in groups, much like team players. The second dimension of Hofsede’s study is power distance. Some cultures have accepted high power distance and others low power distance. High power distance cultures display great respect for those in authority or power holders. This model is seen based on the difference between leaders and their followers. It is obvious in pay scale, benefits and promotions. Though lower power distance: power is distributed more equally among group members; there is much lateral communication line between subordinates and leaders. Third dimension is high uncertainty avoidance. This dimension is concerned with the impact of societal norms, ritual and what is being done in avoiding uncertainty. Organizations want to be able to predict the future based the rules of cultures are used. They live under constant stress because of fear of the future. In contrast; low uncertainty avoidance is comfortable with risks, they do not impose or create friction over differences in behaviors and or others opinions. Those cultures in the low uncertainty avoidance tend to be more tolerant of others. The next dimension is achievement; those belonging to this group tend to be more aggressive. They are assertive, they are confrontational, there is a lot of greed for money and they lack humility. They encourage competitiveness among them and others. Whereas the opposite of that is nurturing, they value relationship and are genuinely concern about the wellbeing of others. The last set of dimension of natural culture is long-term orientation. They are optimistic of the future and they are persistent. Though short-term orientation, they stay in the past, they place high importance on values of the past. In addition to the Five Dimensions of National Culture as described by Hofsete, there is for additional dimensions that affect cultural leadership. They are as follows, and I quote as listed in Northouse (2010): * Institutional Collectivism: An organization or sociality encourages institutional or societal collective action. (Peter Northouse 2012). * In-Group Collectivism: People express pride, loyalty, and cohesiveness in their organizations or families. In-group collectivism is concerned with the extent to which people are devoted to their organizations or families. (Peter Northouse 2012). * Gender Egalitarianism: An organization or society minimizes gender role differences and promotes gender equality. (Peter Northouse 2012). * Assertiveness: People in a culture are determined, assertive, confrontational, and aggressive in their special relationships. (Peter Northouse 2012). * Future Orientation: People engage in future-oriented behaviors such as planning, investing in the future, and delaying gratification. (Peter Northouse 2012). * Performance Orientation: An organization or society encourages and rewards group members for improved performance and excellence. (Peter Northouse 2012). * Humane Orientation: A culture encourages and rewards people for being fair, altruistic, generous, caring, and kind to others. (Peter Northouse 2012). Through all of the studies it has been concluded that there is exact correlation between the culture of an organization and its effectiveness. And it also shows that a lot of those dimensions have a negative impact on the organization. In conclusion, cultural leadership is one of the major principles every organization, company, person needs to fully grasp. For decades, many researchers have been prophesying that globalization, increased technology, civil rights legislation, and changing demographics will generate new encounters for leaders who administer a diverse organization. All of these elements place a considerably improved probability that workers from both genders, diverse nationalities, ethnic backgrounds, numerous races, and a mixture of religious will be essential to work jointly. This in sum, employees must work together to create a positive environment. This is what naturally will happen, and this is an international effort. References Leadership Theory and Practice Fifth Edition Peter G. Northouse Introduction to the Special Issue on Leadership and Culture in the Middle East(2001) Hayat Kabasakal Ali Dastmalchian Cultural Variations Across European Countries(2000) Felix C. Brodbeck Michael Frese THE INTERNATIONAL JOURNAL OF INTERDISCIPLINARY SOCIAL SCIENCES (http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=a2b5ee8b-a9d2-4bae-a8ed-16919582d9c5%40sessionmgr115vid=4hid=14) Chrobot-Mason, Donna, Ruderman, Marian N. Weber, Todd J, Oholott, Patricia J, Dalton, Maxine A. (Nov 2007) Illuminating a Cross-Cultural Leadership Challenge: When Identify Groups Collide. Volume 18 (11) 2011 (26). Retrieved From http://discover.linccweb.org/primo_library/libweb/action/display.do

Globalization And Nation State Essay

Globalization And Nation State Essay Since the beginning of the 1990s, globalization has become a high frequency word in our daily life. Actually, globalization is not a strange word since the sixteen-century and Europe as the original source of globalization. It has some simple international trade at that time. People realize the importance of multinational communication and trade; therefore make globalization become the main trend in todays world. In 21st century, globalization has become more and more common in the whole world, no matter people, organizations, or government, both can see the changes which globalization brings them. Globalization has deeply influence peoples life and working style, globalization make world integrity closely and makes peoples life become more and more convenient, it brings many benefits to people. Not only have deeply impact on peoples life, but also influence the nation-state more or less. It influences the nation-states sovereignty integrity, impact on their economic development and their national culture. Although it changes the nation-state original condition, it still brings them some positive influence. It helps nation-state develop better and better. Therefore, globalization both give them chances and challenges, restructuring politics, economic penetration and communication between multinational culture and national culture. In this essay, the purpose is to explain the relationship between the globalization and nation-state. Firstly, it will explain the academic definition of globalization and nation-state, and state the process of globalization and the characters of nation-state. Then, it will put forward the academic debate about the relationship between globalization and nation-state and explain it briefly. Thirdly, it will discuss the globalization influences the nation-state through political, economic and cultural aspects. Media globalization also brings benefits to nation-state because media is the key linking bridge which connects the nation-state with other countries. Lastly, it will make a conclusion and provide the opinion for this essay. Globalization and nation-state Globalization has become a major feature of contemporary social life. Globalization is penetration into different aspects like business, politics, economics, cultural identity, law, the environment and music. It almost exists in every corner of peoples life. Robertson gives the academic definition of globalization as follows: Globalization as a concept refers both to the compression of the world and the intensification of consciousness of the world as a wholeà ¢Ã¢â€š ¬Ã‚ ¦both concrete global interdependence and consciousness of the global whole (1992:8). This definition refers to the increasing of interdependence in different countries, it means the world is unified and standardization, there is close relationship in each country through politics, economics and cultural areas. The more important of this definition is the intensification of global consciousness, it means globalization infuse people the conscious of integrity and unified in their mind, make people think there is one world, and the world is unified. Also this is the common idea that the world is becoming more and more uniform and standardization through the cultural and technological development from the West. After World War II, the high speed development of communications technology and transportation make people come into the new world. More and more people can travel anywhere they want, and make migrate to other countries more easily. Satellite broadcasts make people become globally audience; they can hear different kinds of information through different countries. The world is becoming a single place, people sharing the common understanding of living together in one place (Lechner, F.J.& Boli, J, 2000). Moreover, in some critical view of globalization, Pieterse, J.N.(1995) state that the globalization as a process of hybridization, and the globalization in the plural. Globalization can be described from four aspects, political, economical, international relations and cultural. In political, social arrangements for the application of power which control the territories, populations and others. In economics, globalization refers to internationalization of economic, and expands of the market. The appearance of some international institutions intended to supervise the process of globalization, these international institutions includes International Bank for Reconstruction and Development, and the International Monetary Fund (IMF) (wzeu.ask.com). It keeps the balance in the international trade. In international relations, the importance is the inc reasing consistency of the relations between nations and their global politics. In cultural aspect, it is focus on global communications and cultural homogenization, like the spread of the American culture and McDonalds culture, those culture both the symbol of the cultural globalization. As for nation-state, it can be defined as a certain form of state that derives its political legitimacy from serving as a sovereign entity for a nation as a sovereign territorial unit (en.wikipedia.org) The nations is refers a cultural and ethnic entity, and the state is for political and geopolitical entity. The nation-state combine those two characters then composing the nation-state. Also there are different numbers of ways of understanding the nation-state. One is to focus on the issue of sovereignty. In this perspective, it can be date back to 17th century Europe, to the emergence of concentrated monarchical power and to the development of a system of nation-states sovereign in relation to eac h other (Holton,R.J.) Also the nation-state has own characteristics, differ from pre-national states. Nation-state has strong idea that about their territory, they think the territory cannot be destroyed and non-transferable, it cannot easily exchange to other nations. The crucial character of nation-state is they use ethic entity as the nation policy through the economics, cultural and social life activities. Nation-state promote the economic unity, they abolish the doll and internal customs. They focus on infrastructure the transportation and they also concentrate on construct the motorway network, both of these policies is for better trade and travelling between nations. Compared with non-national predecessors, the most obvious impact of nation-state is the creation of uniform of a nation cultural through nations policy. The model of nation-state is that the residents is constitutes a nation, integrity together by common descent, a common language and many shard cultures. If the nation loses this unity, it tends to create it. It promotes the national language unity through the language policy (baike.baidu.com). Therefore, nation-state has their particular characters which others cannot easily destroy. Debate between nation-state and globalization With the world become globally, the relationship between nation-state and globalization has raised the many scholars attention. It may use other way to explain this issue which does globalization destroyed the nation-state? Many scholars provide their opinion towards this hot issue. According to Ohmae,K.(2000) opinion, he think the globalization has deeply weaken the nation-state through political, economic and international trade aspects. Ohmae,K.(2000) think the nation-state sovereignty is deeply threatened by globalization, nation-state begun to lose their dominance. Also author think the nation-state is lose their control in economics because of the penetration of globalization. The nations cannot protect their currency and capital market, it become more and more vulnerable. Also from the daily goods and services now produced in todays world, Ohame, K. think the nation-state has already lose their national label. Other scholars also indicate the challenges towards the nation-stat e when facing the globalization. Mann,M(1997) put forward their opinion towards this issue, he analyst four threats to nation-state which is global capitalism, the dangerous of environment change, post-nuclear geopolitics and identity politics. All four factors influence the nation-state in different regions. Capitalist transformation is mildly weakening the north of the nation-state, with the development of industrialization, environment pollution also threat the whole world, the problems of environment is hard to solve by nation-state alone; post-nuclearism weakening state sovereignty. For this argument, some other people state opposite opinion, Thus, Mann(1993a, 1997) indicate that the rise of the nation-state does not influence by globalization; Hirst and Thompson (1996) state that the nation-state still remain the strong status. Different people have divergent opinion toward this question. As for personal view, I agree the moderate view, it can combine different scholars opinio ns because everything both has positive and negative sides. It is no doubt that the globalization plays the dominant role in nation-state, it brings them huge change, but it can act these change as both chance and challenges. Globalization has impact on nation-state in political, economical and socio-cultural areas in positive and negative sides. The impact of the globalization on nation-state Globalization is changing the world step by step, it also has profound influence on nation-state, it changing and threatening the nation-state through three aspects like political, economical and socio-cultural. It is both chances and challenges to nation-state. In nation-state, their main thing is to protect the sovereignty and territory integrity. It cannot be easily destroyed. However, the world in nowadays is the Economic Globalizaiton (Holton,R.J.), the economic integrity connect todays world, it also threaten the nation-states sovereignty, supranational institutions deeply influence the national political activities, like the appearance of United Nations, the World Bank, International Monetary Fund and WTO (Held,D,1991), both of these economic regulatory bodies control and monitor the nation-state political structure. The strengthen power of the international institutions make nation-state sovereignty more and more vulnerable. Multinational companies not only manipulate the pro cess of economic globalization, but also influence the internal polity in nation-state. The flow of global capital and the multinational companies activities need to burst the territory and sovereigntys restriction in order to better develop themselves. Moreover, the nation-state traditional function is threaten and restricted by globalization. Due to the development of global market, nation-state has to cooperate with transnational organizations because they have no other ways to protest the economic globalization. Some national taxes issues, the regulation of financial rules and the investment strategy cannot decide by nation-state alone. All of these issues make nation-state more and more weakening and threatened by globalization. In economics, the global economy is characterized by massive flows of money and capital across political boundaries. Integrated global finance markets shift billions of dollars around the world daily in a manner (Holton,R.J.). These changes have profoun d effect on nation-states foreign exchange, tax revenues, interest rate, the stability of currency, the employment level and the stock markets. Also the multinational companies improved by developed information technology and communications. These huge changes is undoubtedly challenge the nation-state develop. As I discussed above, those international institutions not only influence the nation-state sovereignty, but also control the national economic activities more or less. These international institutions like WTO, World Bank regulate the nation-state economy and then it will make their national foreign exchange and interest rate fluctuated; due to the increasingly multinational companies, they come into the national market and doing the international trade between other countries, the flow of capital and money impair their internal economy in some degrees. In addition, globalization makes people can migrant to other countries, this change influence the nation-state local labor ma rket, it may increase their unemployment rate because the flow of the labor market make the local market cannot keep balance. In market, when people look closely at the products and services, they can find most of them are not made by themselves. Thats the result of economic globalization, international trade makes nation-state lose their market share and influence their government income and GDP. In socio-cultural area, there are different views about the relationship between global culture and national culture. Global culture is the main part of globalization, like globalization, with the evolution of information technology and communication, predict the developing trend of global culture. Herbert Schiller(1976) advance that the global culture is a kind of cultural homogenization, also seen the global culture as the Americanization cultural imperialism. However, cultural globalization does not mean the Americanization or absolute homogenization (studa.net). In the process of cultu ral globally, there is connection between homogenization and heterogenization, like different nation-state have different consciousness towards the ecological culture and environment culture. Therefore, this kind of consciousness is the cultural heterogenization. For instance, you can buy KFC fast food in Beijing, you can listen the Madonna tape, but it does not mean you will give up the traditional culture of the nation-state. Americanization is a kind of diversification in cultural homogenization, America culture is the combination of different countries culture factors because America culture is a kind of immigrant culture (studa.net). Therefore, people cannot say that global culture is Americanization homogenization. In nation-state, there is a clash between the foreign culture and national culture. With expand of internet technology and communications, it creates the clash to nation-state, also bring the challenges. Firstly, it will generate the cultural war, this war is betwee n the English language country and non-English language country, in internet, people always can see lot of English language articles appearing in the national website. Therefore, some nations think it is necessary to protect their language culture. Then, the internet communication technologies originally come from USA, lot of multinational media companies dig other countries cultural resources and then act these as the commodity to sell. It means culture is becoming a kind of consumer goods, not the culture itself; it will create negative influence towards the nation-state traditional culture. Moreover, entertainment culture is the main feature of contemporary globalization (Hafez,K. 2007). Due to the media globalization and the evolution of communication technologies, entertainment culture has become the common and popular circumstances in this world. Film and Programme imports are the crucial part in every country. In nation-state, in their TV programme, it has lots of internation al programmes, people can get the information and learn the different countrys culture, however, if there are too many foreign programmes, it will influence the local peoples mind especially for younger people. It will make younger people ignore their national culture. Therefore, media globalization is also the key feature of the cultural globalization. Due to the evolution of communication technologies and the media globalization, it can spread the culture through these platforms to other countries. It make the culture become globally and increase the communications between different countries. Overall, globalization has profound influence on nation-state in political, economical and cultural fields. These three aspects both threatened the nation-state, it weaken their sovereignty and make their economic activities unstable and easy to undermine their national culture due to the cultural globalization. Nevertheless, not only economic globalization brings the challenges to nation-st ate, but also have some positive changes in nation-state through these influential factors. Globalization bring more chances to nation-state, nation-state still play the crucial role in todays world, it cannot easily destroyed or undermine by economic globalization. Positive effect on nation-state in globalization world Nation-state still has profound functions in todays global world, territory still the symbol of distinguishing nations, globalization creates many new political groups, but the nation-state still the most important political group in todays world. Globalization does not destroy the territory and sovereignty totally, only influence it. Although many international institutions existing in nation-state, the nation identity still play the dominant role in nation-state and they are decide the national rules and policies (news.xinhuanet.com). Economic globalization brings many chances to nation-state although it threatens in some ways. In national market, multinational companies give nation-state more benefits due to the international trade, it also enhance their national companys competitive advantages. It can bring more chance to trade with other international organizations. Then, more and more multinational companies, it can reduce their unemployment rate though it has many foreign labo rs. It can create more job vacancies to the nation-state labor market. Cultural unified is the main part as for nation-state, however, cultural globalization cannot guarantee the nation-state cultural unity. In one hand, cultural globalization threaten the national culture development, on the other hand, national cultural also integrate into the global culture. National still keep own cultural characters even better developed. Cultural communication is important to nation-state because they also need to improve their cultural weakness, nation-state can learn and absorb multinational culture to enhance their culture. Also other countries people can absorb and learn the nation-states cultural through cultural communication. It is a good way to promote their nations culture advantages, make more and more people know their nations. Overall, the evolution of globalization not only threatens the nation-state in some ways, there are more benefits which they can gain through globalization. Chances are more than challenges, nation-state has their policy to protect their country, it cannot easily be destroyed. Nation-state just needs to adapt to this economic globalization world in order to better develop their nations because globalization is the whole world phenomena it cannot reverse it. Conclusion In conclusion, from what I discussed above, economic globalization is the main trend in todays world, the world is become unity and closely. It has a long history since the appearance of early globalization, therefore, globalization is not a strange word in nowadays. The world is changing rapidly since the globalization become more and more dominant; it can be feel through the economical, political and socio-cultural aspects. These changes make people feel the world is a united world, people living in a common planet. Also as for nation-state, they have own nation characters and own living habits, culture habit and economic activities, nation-state is focus on their sovereignty, they try their best to protect their territory and sovereignty. However, the economic globalization cannot make nation-state feel safety forever. There is a drastic debate about the relationship between globalization and nation-state, some scholars indicate the globalization is demise the nation-state and thr eatened their sovereignty, the nation-state will be disappear after several decades. It still have other people state the globalization have profound influence on nation-state but not destroy it. As far as I know, I prefer the latter view, globalization plays the dominant role in todays world, however, it does not undermine the nation-state. It is the fact that the economic globalization brings both challenges and chances to nation-state, not only threat the nation-state, it still create some benefits for nation-state. It can be seen from political, economical and cultural areas. Although the appearance of international institutions like World Bank, IMF etc make nation-state feel the challenges towards their sovereignty and territory, it still have positive effect on nation-state. Due to the existing of these institutions and many multinational companies come into nation-state, it makes national economic activities become confusion, in some degrees, nation-state loses their power an d threats their local industry. Nevertheless, it also give nation-state more chance to develop them, multinational companies enhance and improve the international trade, make nation-state have more opportunities to develop their economics, also decrease their unemployment rate. In cultural aspects, nation-state also takes lot effort to maintain their cultural unity, however, cultural globalization make cultural integrate and spread to all over the world, it also shock the nation-state national culture. Moreover, due to the development of media technologies and internet widespread, every nations can see more and more TV programmes in television or through different broadcasting. Nation-state have more chances to widen their eyesight to absorb other countries culture and then it can improve their culture weakness. Overall, not only globalization threats the nation-state in some ways, but also give them more opportunities to develop and improve. It can be seen as opportunities more tha n challenges. Therefore, nation-state cannot undermine by globalization, it just change it in some areas. There is a close relationship between nation-state and globalization, they depend on each other.