Sex, Gender, and Popular Culture Spring 2015 Look through popular magazines, and see if you can find advertisements that objectify women in order to sell a product. Alternately, you may use an advertisement on television (but make sure to provide a link to the ad so I can see it!). Study these images then write a paper about objectification that deals with all or some of the following: • What effect(s), if any, do you think the objectification of women’s bodies has on our culture? • Jean Kilbourne states “turning a human being into a thing is almost always the first step toward justifying violence against that person.” What do you think she means by this? Do you agree with her reasoning? Why or why not? • Some people would argue that depicting a woman’s body as an object is a form of art. What is your opinion of this point of view? Explain your reasoning. • Why do you think that women are objectified more often than men are? • How does sexualization and objectification play out differently across racial lines? • Kilbourne explains that the consequences of being objectified are different – and more serious – for women than for men. Do you agree? How is the world different for women than it is for men? How do objectified images of women interact with those in our culture differently from the way images of men do? Why is it important to look at images in the context of the culture? • What is the difference between sexual objectification and sexual subjectification? (Ros Gill ) • How do ads construct violent white masculinity and how does that vision of masculinity hurt both men and women? Throughout your written analysis, be sure to make clear and specific reference to the images you selected, and please submit these images with your paper. Make sure you engage with and reference to at least 4 of the following authors: Kilbourne, Bordo, Hunter & Soto, Rose, Durham, Gill, Katz, Schuchardt, Ono and Buescher. Guidelines:  Keep your content focused on structural, systemic, institutional factors rather than the individual: BE ANALYTICAL NOT ANECDOTAL.  Avoid using the first person or including personal stories/reactions. You must make sure to actively engage with your readings: these essays need to be informed and framed by the theoretical material you have been reading this semester.  Keep within the 4-6 page limit; use 12-point font, double spacing and 1-inch margins.  Use formal writing conventions (introduction/thesis statement, body, conclusion) and correct grammar. Resources may be cited within the text of your paper, i.e. (Walters, 2013).

Sex, Gender, and Popular Culture Spring 2015 Look through popular magazines, and see if you can find advertisements that objectify women in order to sell a product. Alternately, you may use an advertisement on television (but make sure to provide a link to the ad so I can see it!). Study these images then write a paper about objectification that deals with all or some of the following: • What effect(s), if any, do you think the objectification of women’s bodies has on our culture? • Jean Kilbourne states “turning a human being into a thing is almost always the first step toward justifying violence against that person.” What do you think she means by this? Do you agree with her reasoning? Why or why not? • Some people would argue that depicting a woman’s body as an object is a form of art. What is your opinion of this point of view? Explain your reasoning. • Why do you think that women are objectified more often than men are? • How does sexualization and objectification play out differently across racial lines? • Kilbourne explains that the consequences of being objectified are different – and more serious – for women than for men. Do you agree? How is the world different for women than it is for men? How do objectified images of women interact with those in our culture differently from the way images of men do? Why is it important to look at images in the context of the culture? • What is the difference between sexual objectification and sexual subjectification? (Ros Gill ) • How do ads construct violent white masculinity and how does that vision of masculinity hurt both men and women? Throughout your written analysis, be sure to make clear and specific reference to the images you selected, and please submit these images with your paper. Make sure you engage with and reference to at least 4 of the following authors: Kilbourne, Bordo, Hunter & Soto, Rose, Durham, Gill, Katz, Schuchardt, Ono and Buescher. Guidelines:  Keep your content focused on structural, systemic, institutional factors rather than the individual: BE ANALYTICAL NOT ANECDOTAL.  Avoid using the first person or including personal stories/reactions. You must make sure to actively engage with your readings: these essays need to be informed and framed by the theoretical material you have been reading this semester.  Keep within the 4-6 page limit; use 12-point font, double spacing and 1-inch margins.  Use formal writing conventions (introduction/thesis statement, body, conclusion) and correct grammar. Resources may be cited within the text of your paper, i.e. (Walters, 2013).

The objectification of women has been a very controversial topic … Read More...
Essay list

Essay list

      Some students have a background or story … Read More...
TEXT The sole text is Daniel Bonevac’s Today’s Moral Issues. This is an extremely accessible work that organizes the subject matter of ethics into well-structured units involving both general principles and focused ethical dilemmas. The instructor will guide the students through the pertinent readings and discussion topics. Exam #3: WAR ECONOMIC EQUALITY 1. Aquinas 5. Mill 2. Grotius 6. Hospers 3. Clausewitz 7. Anderson 4. Gandhi CONCERNING THE SHORT PAPER Choose one of our dilemma topics from our book as the focus of your short paper. If you have another topic in mind, please consult with me for permission. —length: 4 to 5 pages — format: typed —number of points: 10 — submission via Bb, under “Assignments” — Format: Microsoft Word — Line Spacing: Double-Spaced —Print: Black The following is merely a suggestion for the organization of the paper, but it might be useful as an indication of how it could look: a) Initial statement of your position concerning the moral dilemma; how to resolve it, how you plan to argue for/against it. b) Amplification of your position; your main points or position. c) Backup: some cited references and supporting evidence for your position. d) Your criticisms of alternative or contrary points of view. e) Your conclusion/summing up. Plagiarism is a serious breach of academic integrity. If you submit plagiarized materials you will receive a zero on the assignment. If you need an extension of the due date for the paper, please consult with me.

TEXT The sole text is Daniel Bonevac’s Today’s Moral Issues. This is an extremely accessible work that organizes the subject matter of ethics into well-structured units involving both general principles and focused ethical dilemmas. The instructor will guide the students through the pertinent readings and discussion topics. Exam #3: WAR ECONOMIC EQUALITY 1. Aquinas 5. Mill 2. Grotius 6. Hospers 3. Clausewitz 7. Anderson 4. Gandhi CONCERNING THE SHORT PAPER Choose one of our dilemma topics from our book as the focus of your short paper. If you have another topic in mind, please consult with me for permission. —length: 4 to 5 pages — format: typed —number of points: 10 — submission via Bb, under “Assignments” — Format: Microsoft Word — Line Spacing: Double-Spaced —Print: Black The following is merely a suggestion for the organization of the paper, but it might be useful as an indication of how it could look: a) Initial statement of your position concerning the moral dilemma; how to resolve it, how you plan to argue for/against it. b) Amplification of your position; your main points or position. c) Backup: some cited references and supporting evidence for your position. d) Your criticisms of alternative or contrary points of view. e) Your conclusion/summing up. Plagiarism is a serious breach of academic integrity. If you submit plagiarized materials you will receive a zero on the assignment. If you need an extension of the due date for the paper, please consult with me.

Non-violence as a rule of love   The mainly essential … Read More...
Lab #03 Studying Beam Flexion Summary: Beams are fundamental structural elements used in a variety of engineering applications and have been studied for centuries. Beams can be assembled to create large structures that carry heavy loads, such as motor vehicle traffic. Beams are also used in micro- or nano-scale accelerometers to delicately measure and detect motions that trigger the deployment of an airbag. From a technical standpoint, a beam is a structure that supports transverse load. Transverse load is load that is perpendicular to the long axis of the beam. As a result, of transverse load, beams undergo bending, in which the beam develops a curvature. As the beam bends, material fibers along the beam’s long axis are forced to stretch or contract, which in turn causes a resistance to the bending. The fibers that are the farthest away from the center of the beam are forced to stretch or contract the most and thus, material at these extremities is the most important to resist bending and deflection. This topic is studied quantitatively in Strength of Materials (CE-303). Purpose: The purpose of this assignment is to accomplish the following goals: • Develop a simple experiment to achieve a goal. • Statistically and observationally analyze your data and interpret the results. • Summarize and present your data, results and interpretations. Procedure: 1. Working as a team, develop a procedure to carefully document the amount of bending a beam under-goes as loads are placed on it (this is your experimental protocol). You must select at least two different beam styles. 2. Collect the data points your experimental protocol calls for. You should conduct at least three trials and the order of data collection within those trials should be randomized. 3. Using the provided Excel deflection calculator, calculate the “predicted” deflection for each of the trials in your protocol. 4. Please observe the following MAXIMUM test torques to avoid damaging the beams. • Width Effect Beams: Small beam: 48 in-lbs, Medium beam: 80 in-lbs, Large beam: 120 in-lbs • Depth Effect Beams: Small beam: 8 in-lbs, Medium beam: 48 in-lbs, Large beam: 160 in-lbs Report and Presentation Requirements: 1. Title Page: Should include the title of the lab experiment, groups individual names (in alphabetical order by last name), data collection date, report due date, and course name and section. 2. Introduction: Briefly explain what you are trying to accomplish with this experiment. 3. Hypothesis Development: Should clearly state the three hypotheses, with respect to distance, beam size, and calculated versus actual deflection. Be sure to include logic to support your educated guess. 4. Method: Explain each activity performed during the data collection and analysis process. Provide a list of the equipment used and its purpose. 5. Analysis and Results: (1) Using the raw data, provide a table of descriptive statistics (mean, variance, and range) for each beam at each distance. (2) Provide a data table (average across 3 trials) showing the deflection for each beam at each distance. (3) Create one or more charts demonstrating the difference, if any, between the calculated and observed deflection for each beam. (4) Use the t-Test: Paired Two Sample for Means in Excel to determine if there is a statistically significant difference between predicted (calculated) deflection and actual (observed) deflection, assuming α = 0.05. Show the results for each beam. Note: To add in the Data Analysis package (under the data tab), go to Office Button -> Excel Options -> Add-Ins -> Manage Excel Add-Ins -> GO… -> check Analysis TookPak and click OK. For each table or chart, provide a description and explanation of what is being displayed. 6. Conclusions: Restate the hypotheses and explain whether or not the educated guess was correct. Include limitations of the experiment (in other words, describe other factors that would make the experiment better or possible errors associated with the experiment). Provide suggestions for future research. 7. Last Page: Include, at the end of the document, a summary of all the tasks required to complete the assignment, and which member or members of the group were principally responsible for completing those tasks. This should be in the form of a simple list. 8. Presentation: Summarize the report, excluding the last page. Due Date: This assignment is to be completed and turned in at the beginning of your laboratory meeting during the week of 11th March. Microsoft office package: Excel: Data tab functions, round, drag-drop, $-sign functions, Beginning of analysis toolpak-t-tests

Lab #03 Studying Beam Flexion Summary: Beams are fundamental structural elements used in a variety of engineering applications and have been studied for centuries. Beams can be assembled to create large structures that carry heavy loads, such as motor vehicle traffic. Beams are also used in micro- or nano-scale accelerometers to delicately measure and detect motions that trigger the deployment of an airbag. From a technical standpoint, a beam is a structure that supports transverse load. Transverse load is load that is perpendicular to the long axis of the beam. As a result, of transverse load, beams undergo bending, in which the beam develops a curvature. As the beam bends, material fibers along the beam’s long axis are forced to stretch or contract, which in turn causes a resistance to the bending. The fibers that are the farthest away from the center of the beam are forced to stretch or contract the most and thus, material at these extremities is the most important to resist bending and deflection. This topic is studied quantitatively in Strength of Materials (CE-303). Purpose: The purpose of this assignment is to accomplish the following goals: • Develop a simple experiment to achieve a goal. • Statistically and observationally analyze your data and interpret the results. • Summarize and present your data, results and interpretations. Procedure: 1. Working as a team, develop a procedure to carefully document the amount of bending a beam under-goes as loads are placed on it (this is your experimental protocol). You must select at least two different beam styles. 2. Collect the data points your experimental protocol calls for. You should conduct at least three trials and the order of data collection within those trials should be randomized. 3. Using the provided Excel deflection calculator, calculate the “predicted” deflection for each of the trials in your protocol. 4. Please observe the following MAXIMUM test torques to avoid damaging the beams. • Width Effect Beams: Small beam: 48 in-lbs, Medium beam: 80 in-lbs, Large beam: 120 in-lbs • Depth Effect Beams: Small beam: 8 in-lbs, Medium beam: 48 in-lbs, Large beam: 160 in-lbs Report and Presentation Requirements: 1. Title Page: Should include the title of the lab experiment, groups individual names (in alphabetical order by last name), data collection date, report due date, and course name and section. 2. Introduction: Briefly explain what you are trying to accomplish with this experiment. 3. Hypothesis Development: Should clearly state the three hypotheses, with respect to distance, beam size, and calculated versus actual deflection. Be sure to include logic to support your educated guess. 4. Method: Explain each activity performed during the data collection and analysis process. Provide a list of the equipment used and its purpose. 5. Analysis and Results: (1) Using the raw data, provide a table of descriptive statistics (mean, variance, and range) for each beam at each distance. (2) Provide a data table (average across 3 trials) showing the deflection for each beam at each distance. (3) Create one or more charts demonstrating the difference, if any, between the calculated and observed deflection for each beam. (4) Use the t-Test: Paired Two Sample for Means in Excel to determine if there is a statistically significant difference between predicted (calculated) deflection and actual (observed) deflection, assuming α = 0.05. Show the results for each beam. Note: To add in the Data Analysis package (under the data tab), go to Office Button -> Excel Options -> Add-Ins -> Manage Excel Add-Ins -> GO… -> check Analysis TookPak and click OK. For each table or chart, provide a description and explanation of what is being displayed. 6. Conclusions: Restate the hypotheses and explain whether or not the educated guess was correct. Include limitations of the experiment (in other words, describe other factors that would make the experiment better or possible errors associated with the experiment). Provide suggestions for future research. 7. Last Page: Include, at the end of the document, a summary of all the tasks required to complete the assignment, and which member or members of the group were principally responsible for completing those tasks. This should be in the form of a simple list. 8. Presentation: Summarize the report, excluding the last page. Due Date: This assignment is to be completed and turned in at the beginning of your laboratory meeting during the week of 11th March. Microsoft office package: Excel: Data tab functions, round, drag-drop, $-sign functions, Beginning of analysis toolpak-t-tests

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1. According to Ryan & Siebens (2012) __________ of adults 25 years old completed at least a high school degree and more than __________ of all adults had attained at least a bachelor’s degree. A.50.2%; 15.5%. B.70.3%; 18.4%. C.C) 85.3%; 27.9%. D.78.4%; 20.7%. 2. Which of the following was not identified as a manifest function of the social institution of education? A.personal development. B.educate. C.proper socialization. D.supervision. 3. Which of the following sociological perspectives is/are concerned that schools often indoctrinate students in the U.S. in Western bureaucratic ideology? A.Functionalism. B.Interactionism. C.Conflict. D.Conflict and Interactionism. 4. The sociological concept of “definition of the situation” was developed by: A.W.I. Thomas and Dorothy Swaine Thomas. B.W.I. Thomas. C.Rosabeth Moss Kanter. D.R. S. Smith. 5. According to the research of Myra and David Sadker (1994): A.boys receive less praise, corrections, and feedback than girls in school. B.girls receive less attention than boys in school. C.boys receive less attention than girls in school. D.girls and boys receive about the same amount of attention, praise, correction, and feedback in school. 6. The number of elderly Americans in the workforce has decreased over the last decade. True False 7. According to the author, the current call for educational reform was initiated during the __________ administration. A.Clinton. B.Reagan. C.Bush. D.Nixon. 8. The No Child Left Behind Act was passed during the __________ administration. A.Bush. B.Clinton. C.Reagan. D.Ford. 9. While the U.S. spends __________ on education than other high-income countries, our literacy scores are __________ in a world comparison. A.less; above average. B.less; average. C.more; average. D.more; below average. 10. According to the textbook, which of the following countries did not score higher than the U.S. on literacy scores? A.Sweden. B.Japan. C.Canada. D.Norway. 11. The U.S. Bureau of Statistics reported a __________ unemployment rate in December 2009. A.18. 2 million B.7.1 million C.12.7 million. D.18.4 million 12. Frances is working at a job that is below her skill level. Frances can be considered to be __________. A.unemployed. B.underemployed. C.not in the workforce. D.disemployed. 13. Persons who are __________ and __________ have high underemployment rates compared to those outside their groups. A.female; college educated. B.elderly; non-college educated. C.college educated; young. D.young; ethnic/racial minorities. 14. According to the 1993 report cited in your textbook, which of the following groups had the highest rates of labor force nonparticipation? A.blacks and Puerto Ricans. B.blacks and Native-Americans. C.Asians and blacks. D.Asians and Puerto Ricans. 15. Which of the following countries is expected to be the recipient of the largest number of outsourced jobs from the United States? A.Canada. B.India. C.China. D.Brazil. 16. Low-wage workers are characterized as: A.minority. B.female. C.disabled. D.both a and b are correct. 17. __________ defines job stress as the harmful emotional or physical responses that occurs when one’s job characteristics do not match with the capabilities, resources, or needs or the worker. A.Occupational Safety and Health Administration. B.Department of Commerce. C.National Institute for Occupational Safety and Health. D.Department of Health and Human Services. 18. Under Title VII of the Civil Rights Act of 1964, employment discrimination based on __________ is prohibited. A.religion and sexual orientation. B.sex. C.national origin and disability. D.both b and c are correct. 19. While laws were created to stop workplace discrimination on the basis of race, religion, sex, and national origin in 1964, the

1. According to Ryan & Siebens (2012) __________ of adults 25 years old completed at least a high school degree and more than __________ of all adults had attained at least a bachelor’s degree. A.50.2%; 15.5%. B.70.3%; 18.4%. C.C) 85.3%; 27.9%. D.78.4%; 20.7%. 2. Which of the following was not identified as a manifest function of the social institution of education? A.personal development. B.educate. C.proper socialization. D.supervision. 3. Which of the following sociological perspectives is/are concerned that schools often indoctrinate students in the U.S. in Western bureaucratic ideology? A.Functionalism. B.Interactionism. C.Conflict. D.Conflict and Interactionism. 4. The sociological concept of “definition of the situation” was developed by: A.W.I. Thomas and Dorothy Swaine Thomas. B.W.I. Thomas. C.Rosabeth Moss Kanter. D.R. S. Smith. 5. According to the research of Myra and David Sadker (1994): A.boys receive less praise, corrections, and feedback than girls in school. B.girls receive less attention than boys in school. C.boys receive less attention than girls in school. D.girls and boys receive about the same amount of attention, praise, correction, and feedback in school. 6. The number of elderly Americans in the workforce has decreased over the last decade. True False 7. According to the author, the current call for educational reform was initiated during the __________ administration. A.Clinton. B.Reagan. C.Bush. D.Nixon. 8. The No Child Left Behind Act was passed during the __________ administration. A.Bush. B.Clinton. C.Reagan. D.Ford. 9. While the U.S. spends __________ on education than other high-income countries, our literacy scores are __________ in a world comparison. A.less; above average. B.less; average. C.more; average. D.more; below average. 10. According to the textbook, which of the following countries did not score higher than the U.S. on literacy scores? A.Sweden. B.Japan. C.Canada. D.Norway. 11. The U.S. Bureau of Statistics reported a __________ unemployment rate in December 2009. A.18. 2 million B.7.1 million C.12.7 million. D.18.4 million 12. Frances is working at a job that is below her skill level. Frances can be considered to be __________. A.unemployed. B.underemployed. C.not in the workforce. D.disemployed. 13. Persons who are __________ and __________ have high underemployment rates compared to those outside their groups. A.female; college educated. B.elderly; non-college educated. C.college educated; young. D.young; ethnic/racial minorities. 14. According to the 1993 report cited in your textbook, which of the following groups had the highest rates of labor force nonparticipation? A.blacks and Puerto Ricans. B.blacks and Native-Americans. C.Asians and blacks. D.Asians and Puerto Ricans. 15. Which of the following countries is expected to be the recipient of the largest number of outsourced jobs from the United States? A.Canada. B.India. C.China. D.Brazil. 16. Low-wage workers are characterized as: A.minority. B.female. C.disabled. D.both a and b are correct. 17. __________ defines job stress as the harmful emotional or physical responses that occurs when one’s job characteristics do not match with the capabilities, resources, or needs or the worker. A.Occupational Safety and Health Administration. B.Department of Commerce. C.National Institute for Occupational Safety and Health. D.Department of Health and Human Services. 18. Under Title VII of the Civil Rights Act of 1964, employment discrimination based on __________ is prohibited. A.religion and sexual orientation. B.sex. C.national origin and disability. D.both b and c are correct. 19. While laws were created to stop workplace discrimination on the basis of race, religion, sex, and national origin in 1964, the

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Select Case 1, 2, or 8 in the back of the textbook. After you have read the case, select at least one of the questions presented at the end.-If you select only one question, then you will need to elaborate with more examples and perspectives than if you select more than one, but the choice is yours. Fair warning: It is possible to fall into the trap of repeating oneself. To avoid that threat, think in advance of the different perspectives that you wish to explore. If you select more than one question, each answer will naturally be shorter. This may be a good approach if you discern that the questions lack strong potential to elicit in-depth answers. Remember to reply to the contributions of two other students in this exercise. This is a rule that we are only observing in the case analyses, given the relative complexity of the cases, compared to the chapter discussion questions. Always add value, from the textbook, news, personal experience, or all three. Indicate the case and question at the beginning, but avoid restating the question in your answer. In this respect, use the same method as in the chapter discussion questions, described in the Week 2 forum. Write at least 500 words (no minimum for replies, but do add value). Quoted passages do not contribute to the word count (so you will need to write more if you insert any quoted material). Post-edit your work carefully to catch errors. Avoid plagiarism at all cost. ——— Note on anomalous questions. Some questions will require you to work around selected details to fit the requisite discussion format. For example, Question 2 in Case 1 asks how your proposal will solve certain problems noted in answer to the previous question. If you have not actually answered Question 1, then you will have to assert one or more problems from the case, a proposed solution, and then an explanation of how your proposal may help. Question 3 is similar, in that you will need to identify a problem and a solution, followed by an argument about the budget. Although Alistair was expecting to hire a Project Engineer rather than a Quality Compliance Manager, the methods used to make the decision should be similar. The main difference in the Quality Compliance Manager position is that it is in a joint venture with a Hungarian government backed firm. International Joint Ventures (IJV) makes HRM practices more complicated because HRM practices and strategies are required for each IJV entity (Dowling, Festing, & Engle, 2013). HRM must address IJV in four stages, in which, each stage has an impact on the next. It is important for HRM to very thorough with each stage and communication through each stage is vital. To be successful, HRM must combine the IJV strategy along with the recruitment, selection, training, and development processes (Dowling et al., 2013). In light of the needs of the company and the new Quality Compliance Manager position, Alistair should choose the first candidate, Marie Erten-Loiseau. The fact that the job requires travel to France and Germany is a positive for Marie because she was born in France and was educated in France and Germany. The familiarity of these locations will help her as she meets with new business partners because she will have a good understanding of the policy and procedures required for companies in these two countries. Dowling et al., (2013), points out that the manager needs to be able to assess the desires of the stakeholders and be able to implement strategies based on their desires. Another reason for choosing Marie is that she has the most experience and has worked with Trianon for 13 years. The experience she has with the company is invaluable because she knows the goals of the company and strategies for implementing those goals. The last reason for choosing Marie is that she has been successful in her previous positions. She has lead two projects in two different countries and both were successful. This shows that she is able to adapt to the different practices of each country. There are many factors that Alistair should take into consideration to determine the correct choice for the Quality Compliance Manager position. The major factors that require consideration are the specificities of the entire situation, the reason for the assignment, and type of assignment. The four main specificities include context specificities, firm specific variables, local unit specificities, and IHRM practices (Dowling et al., 2013). The context specificities would include the differences in cultures between the assignment in Hungary and the base location for the Trianon, Marseilles. The firm specific variable includes any changes in the way operations in Hungary are conducted, whether it is strategy or HRM policies. The local unit specificities include the role of the joint venture in relation to Trianon and how this joint venture will fit into the long-term plan of the company. The company hopes that it will provide a good working relationship with the state supported airline, which will lead to more business in the future. The IHRM practices determine the employees that are hired and the training that is available to the employees. The reason for the assignment also is a major factor in determining the correct candidate. In the situation of Trianon, a joint venture with a Hungarian government back firm created a position that needed filling. The Quality Compliance Manager position allows Trianon to manage the joint venture operation, make sure it is successful, and build a strong relationship with Malev. The last major factor is the type of assignment. The Quality Compliance Manager assignment is long-term assignment because it is 3 years in duration. The joint venture is the first that the company has been involved in outside the UK so there is less familiarity on the administrative/compliance side. The candidate must act as an agent of direct control (Dowling et al., 2013) by assuring that compliance policies are followed and company strategy is implemented. Assessing whether a male or female would be the best fit for the position is also a factor that deserves consideration. The low number of female expatriates led Jessens, Cappellen, &Zanoni (2006) to research the following three myths: women have no desire to be in positions of authority in a foreign country, companies do not desire to place females in positions of authority while a foreign country, and women would be ineffective because of the views towards women in foreign countries. The research indicated that female expatriates do have conflict that arises related to their gender but the successful ones were able to turn the conflicts around based on the qualities that these women possess (Jessens et al., 2006). With all of these factors considered, I believe Marie Erten-Loiseau is the best candidate for the Quality Compliance Manager. References Dowling, P.J., Festing, M., & Engle, A.D. Sr. (2013). International Human Resource Management (6th ed.). Stamford, CT: Cengage Learning Janssens, M., Cappellen, T., &Zanoni, P. (2006). Successful female expatriates as agents: Positioning oneself through gender, hierarchy, and culture. Journal of World Business, 1-16. doi:10.1016/j.jwb.2006.01.001 2.) Case 8 – Questions 1 & 4 Multinational firms are often faced with recruiting and staffing decisions that could ultimately enhance or diminish the firm’s ability to be successful in a competitive global market. Perlmutter identified four staffing approaches for MNEs to consider based on the primary attitudes of international executives that would lay the foundation for MNEs during the recruitment and hiring process (Dowling, Festing, & Engle, 2013). At one point or another throughout the MacDougall family journey Lachlan and Lisa have served in one of the four capacities as an ethnocentric, polycentric, geocentric, and regiocentric employee. The ability to encompass all four attitudes that Perlmutter set forth is something that the MacDougall family has managed to do extremely well. The possibility for a multinational firm to recruit a family of this caliber that has been exposed and has an understanding of the positive and negative aspects of each attitude is phenomenal. This would be resourceful for any multinational firm. The MacDougal family’s exposure to cross-cultural management is also valuable. The diverse cultural background that the family has encountered on their international journey is a rarity. Cultural diversity and cross-cultural management play a critical role in MNEs because it produces a work environment that can transform the workplace into a place of learning and give the firm the availability to create new ideas for a more productive and competitive advantage over other firms (Sultana, Rashid, Mohiuddin, &Mazumder, 2013). This is something that is easy for the MacDougall family to bring to the table with the family’s given history. The expatriate lifestyle that has become second nature to the MacDougall family is beneficial for multinational firms for multifarious reasons Being raised around different cultures and then choosing to work internationally and learn different cultures has attributed to Lachlan’s successful career. The family’s ability to communicate and blend in socially among diverse cultures is an important aspect for international firms that want to stay competitive and be successful. The family has acclimated fairly easy to all of the places they have been and this is something that can be favorable when firms are recruiting employees. The MacDougall family has an upper-hand in the international marketplace naturally due to previous experiences with other countries and cultures. The exceptional way that the family has managed to conform to a multitude of other cultures and flourish is not an easy task. Marriage is not easy and many families experience a greater challenge avoiding divorcees when international mobility is involved. Lachlan and Lisa have been able to move together and this is an important aspect to the success of their marriage. Based on the case study they have a common desire to travel and both are successful in their careers. Lisa’s devotion to her husband’s successful career has put some strain on the marriage as she has had times where she felt she did not have her own identity. Military spouses experience this type of stress during long deployments and times that they have to hold the household together on their own. Another example is with employers who are transferred internationally for a short period of time or travel often. Separation of spouses can strain any marriage, but Lisa and Lachlan have been fortunate to avoid separation for any extended length of time. References Dowling, P.J., Festing, M., & Engle, A.D.Sr.(2013). International Human Resource Management. (6thed.). Stamford, CT: Cengage Sultana, M., Rashid, M., Mohiuddin, M. &Mazumder, M. (2013).Cross-cultural management and organizational performance.A Contnet analysis perspective.International Journal of Business and Management, 8(8), 133-146.

Select Case 1, 2, or 8 in the back of the textbook. After you have read the case, select at least one of the questions presented at the end.-If you select only one question, then you will need to elaborate with more examples and perspectives than if you select more than one, but the choice is yours. Fair warning: It is possible to fall into the trap of repeating oneself. To avoid that threat, think in advance of the different perspectives that you wish to explore. If you select more than one question, each answer will naturally be shorter. This may be a good approach if you discern that the questions lack strong potential to elicit in-depth answers. Remember to reply to the contributions of two other students in this exercise. This is a rule that we are only observing in the case analyses, given the relative complexity of the cases, compared to the chapter discussion questions. Always add value, from the textbook, news, personal experience, or all three. Indicate the case and question at the beginning, but avoid restating the question in your answer. In this respect, use the same method as in the chapter discussion questions, described in the Week 2 forum. Write at least 500 words (no minimum for replies, but do add value). Quoted passages do not contribute to the word count (so you will need to write more if you insert any quoted material). Post-edit your work carefully to catch errors. Avoid plagiarism at all cost. ——— Note on anomalous questions. Some questions will require you to work around selected details to fit the requisite discussion format. For example, Question 2 in Case 1 asks how your proposal will solve certain problems noted in answer to the previous question. If you have not actually answered Question 1, then you will have to assert one or more problems from the case, a proposed solution, and then an explanation of how your proposal may help. Question 3 is similar, in that you will need to identify a problem and a solution, followed by an argument about the budget. Although Alistair was expecting to hire a Project Engineer rather than a Quality Compliance Manager, the methods used to make the decision should be similar. The main difference in the Quality Compliance Manager position is that it is in a joint venture with a Hungarian government backed firm. International Joint Ventures (IJV) makes HRM practices more complicated because HRM practices and strategies are required for each IJV entity (Dowling, Festing, & Engle, 2013). HRM must address IJV in four stages, in which, each stage has an impact on the next. It is important for HRM to very thorough with each stage and communication through each stage is vital. To be successful, HRM must combine the IJV strategy along with the recruitment, selection, training, and development processes (Dowling et al., 2013). In light of the needs of the company and the new Quality Compliance Manager position, Alistair should choose the first candidate, Marie Erten-Loiseau. The fact that the job requires travel to France and Germany is a positive for Marie because she was born in France and was educated in France and Germany. The familiarity of these locations will help her as she meets with new business partners because she will have a good understanding of the policy and procedures required for companies in these two countries. Dowling et al., (2013), points out that the manager needs to be able to assess the desires of the stakeholders and be able to implement strategies based on their desires. Another reason for choosing Marie is that she has the most experience and has worked with Trianon for 13 years. The experience she has with the company is invaluable because she knows the goals of the company and strategies for implementing those goals. The last reason for choosing Marie is that she has been successful in her previous positions. She has lead two projects in two different countries and both were successful. This shows that she is able to adapt to the different practices of each country. There are many factors that Alistair should take into consideration to determine the correct choice for the Quality Compliance Manager position. The major factors that require consideration are the specificities of the entire situation, the reason for the assignment, and type of assignment. The four main specificities include context specificities, firm specific variables, local unit specificities, and IHRM practices (Dowling et al., 2013). The context specificities would include the differences in cultures between the assignment in Hungary and the base location for the Trianon, Marseilles. The firm specific variable includes any changes in the way operations in Hungary are conducted, whether it is strategy or HRM policies. The local unit specificities include the role of the joint venture in relation to Trianon and how this joint venture will fit into the long-term plan of the company. The company hopes that it will provide a good working relationship with the state supported airline, which will lead to more business in the future. The IHRM practices determine the employees that are hired and the training that is available to the employees. The reason for the assignment also is a major factor in determining the correct candidate. In the situation of Trianon, a joint venture with a Hungarian government back firm created a position that needed filling. The Quality Compliance Manager position allows Trianon to manage the joint venture operation, make sure it is successful, and build a strong relationship with Malev. The last major factor is the type of assignment. The Quality Compliance Manager assignment is long-term assignment because it is 3 years in duration. The joint venture is the first that the company has been involved in outside the UK so there is less familiarity on the administrative/compliance side. The candidate must act as an agent of direct control (Dowling et al., 2013) by assuring that compliance policies are followed and company strategy is implemented. Assessing whether a male or female would be the best fit for the position is also a factor that deserves consideration. The low number of female expatriates led Jessens, Cappellen, &Zanoni (2006) to research the following three myths: women have no desire to be in positions of authority in a foreign country, companies do not desire to place females in positions of authority while a foreign country, and women would be ineffective because of the views towards women in foreign countries. The research indicated that female expatriates do have conflict that arises related to their gender but the successful ones were able to turn the conflicts around based on the qualities that these women possess (Jessens et al., 2006). With all of these factors considered, I believe Marie Erten-Loiseau is the best candidate for the Quality Compliance Manager. References Dowling, P.J., Festing, M., & Engle, A.D. Sr. (2013). International Human Resource Management (6th ed.). Stamford, CT: Cengage Learning Janssens, M., Cappellen, T., &Zanoni, P. (2006). Successful female expatriates as agents: Positioning oneself through gender, hierarchy, and culture. Journal of World Business, 1-16. doi:10.1016/j.jwb.2006.01.001 2.) Case 8 – Questions 1 & 4 Multinational firms are often faced with recruiting and staffing decisions that could ultimately enhance or diminish the firm’s ability to be successful in a competitive global market. Perlmutter identified four staffing approaches for MNEs to consider based on the primary attitudes of international executives that would lay the foundation for MNEs during the recruitment and hiring process (Dowling, Festing, & Engle, 2013). At one point or another throughout the MacDougall family journey Lachlan and Lisa have served in one of the four capacities as an ethnocentric, polycentric, geocentric, and regiocentric employee. The ability to encompass all four attitudes that Perlmutter set forth is something that the MacDougall family has managed to do extremely well. The possibility for a multinational firm to recruit a family of this caliber that has been exposed and has an understanding of the positive and negative aspects of each attitude is phenomenal. This would be resourceful for any multinational firm. The MacDougal family’s exposure to cross-cultural management is also valuable. The diverse cultural background that the family has encountered on their international journey is a rarity. Cultural diversity and cross-cultural management play a critical role in MNEs because it produces a work environment that can transform the workplace into a place of learning and give the firm the availability to create new ideas for a more productive and competitive advantage over other firms (Sultana, Rashid, Mohiuddin, &Mazumder, 2013). This is something that is easy for the MacDougall family to bring to the table with the family’s given history. The expatriate lifestyle that has become second nature to the MacDougall family is beneficial for multinational firms for multifarious reasons Being raised around different cultures and then choosing to work internationally and learn different cultures has attributed to Lachlan’s successful career. The family’s ability to communicate and blend in socially among diverse cultures is an important aspect for international firms that want to stay competitive and be successful. The family has acclimated fairly easy to all of the places they have been and this is something that can be favorable when firms are recruiting employees. The MacDougall family has an upper-hand in the international marketplace naturally due to previous experiences with other countries and cultures. The exceptional way that the family has managed to conform to a multitude of other cultures and flourish is not an easy task. Marriage is not easy and many families experience a greater challenge avoiding divorcees when international mobility is involved. Lachlan and Lisa have been able to move together and this is an important aspect to the success of their marriage. Based on the case study they have a common desire to travel and both are successful in their careers. Lisa’s devotion to her husband’s successful career has put some strain on the marriage as she has had times where she felt she did not have her own identity. Military spouses experience this type of stress during long deployments and times that they have to hold the household together on their own. Another example is with employers who are transferred internationally for a short period of time or travel often. Separation of spouses can strain any marriage, but Lisa and Lachlan have been fortunate to avoid separation for any extended length of time. References Dowling, P.J., Festing, M., & Engle, A.D.Sr.(2013). International Human Resource Management. (6thed.). Stamford, CT: Cengage Sultana, M., Rashid, M., Mohiuddin, M. &Mazumder, M. (2013).Cross-cultural management and organizational performance.A Contnet analysis perspective.International Journal of Business and Management, 8(8), 133-146.

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Learning Objectives This part begins with what are probably the basic questions for a designer of a computing sytem’s human interface: • How should the functionality of the system be described and presented to the user? • How can the design of the interface help the user to understand and successfully use the system? Learning Goals At the conclusion of this module you will be able to: • define the user’s movement among the displays that make up the system; • the addition of visual and spatial cues to the information organization; and • methods of structuring and presenting the interface. Introduction This module deals with the development and utilization of a system. We all have systems for doing things. For instance, we may have a system for handling routine situations around the house that makes sense only to us. Or, we may be oriented toward systems that have a more widespread understanding such as personal finance or how to fill out our IRS forms. When humans use a system, whether natural or man-made, they do so based on their understanding of that system. A totally accurate understanding of a system is not a necessary condition for effective use of that system. Key Terms Systems, User Model, Model, Metaphor, Concept Modeling The Development of Human Systems I. The organization of knowledge about a phenomenon or system constitutes the human’s conceptual model of that system. Information gained from experience with a system contributes to the model, and the model in turn provides a reference or guide for future experience with the system. A. (Reinstein and Hersh, 1984) – a set of concepts a person gradually acquires to explain the behavior of a system. …. That enables that person to understand and interact with the system. 1. For the user, the important thing about a model is its ability to predict: when confronted with unfamiliar or incompletely understood situations, the user relies on their model, their conceptual understanding of the system, to make educated guesses about how to proceed. If the user’s model accurately reflects the effects of the system, then he will be more successful in learning and using the system, and likely will perceive the system as easy to use. 2. Because the model can server this important role in design of helping to create an understandable and predictable system, the creation of the user’s conceptual model should be the first task of system development. One of the more important examples of the use of conceptual model, the XEROX Star office automation system (whose design greatly influenced Apple’s Lisa and Macintosh systems), started with thirty man-years of design work on the user interface before either the hardware or the system software was designed (Smith, Irby, Kimball, Verplank and Harselm, 1982). 3. The conceptual model does not have to be an accurate representation of how the system actually functions. Indeed, it can be quite different from reality, and in most if not all circumstances for systems as complex as computers, should be. 4. The model may be a myth or metaphor, that explains the system: it “suggests that the computer is like something with which the user is already familiar” (Rubinstein and Hersh, 1984, p. 43), or provides a simple explanation of the system which can be used to predict the system’s behavior. 5. ….the conceptual models people form are based on their interactions with an environment … “people who have different roles within an environment … will form different conceptual systems of those environments. 6. People whose essential interaction with an environment is to create it will almost inevitably have an understanding and conceptualization of it which is different from those whose major interaction with it is to use it” Action Assignment Based on the readings for this module, please identify a personal “system” with which you act and perform within. This should be from personal experience and one that assists in providing a model for organization, understanding and problem solving.

Learning Objectives This part begins with what are probably the basic questions for a designer of a computing sytem’s human interface: • How should the functionality of the system be described and presented to the user? • How can the design of the interface help the user to understand and successfully use the system? Learning Goals At the conclusion of this module you will be able to: • define the user’s movement among the displays that make up the system; • the addition of visual and spatial cues to the information organization; and • methods of structuring and presenting the interface. Introduction This module deals with the development and utilization of a system. We all have systems for doing things. For instance, we may have a system for handling routine situations around the house that makes sense only to us. Or, we may be oriented toward systems that have a more widespread understanding such as personal finance or how to fill out our IRS forms. When humans use a system, whether natural or man-made, they do so based on their understanding of that system. A totally accurate understanding of a system is not a necessary condition for effective use of that system. Key Terms Systems, User Model, Model, Metaphor, Concept Modeling The Development of Human Systems I. The organization of knowledge about a phenomenon or system constitutes the human’s conceptual model of that system. Information gained from experience with a system contributes to the model, and the model in turn provides a reference or guide for future experience with the system. A. (Reinstein and Hersh, 1984) – a set of concepts a person gradually acquires to explain the behavior of a system. …. That enables that person to understand and interact with the system. 1. For the user, the important thing about a model is its ability to predict: when confronted with unfamiliar or incompletely understood situations, the user relies on their model, their conceptual understanding of the system, to make educated guesses about how to proceed. If the user’s model accurately reflects the effects of the system, then he will be more successful in learning and using the system, and likely will perceive the system as easy to use. 2. Because the model can server this important role in design of helping to create an understandable and predictable system, the creation of the user’s conceptual model should be the first task of system development. One of the more important examples of the use of conceptual model, the XEROX Star office automation system (whose design greatly influenced Apple’s Lisa and Macintosh systems), started with thirty man-years of design work on the user interface before either the hardware or the system software was designed (Smith, Irby, Kimball, Verplank and Harselm, 1982). 3. The conceptual model does not have to be an accurate representation of how the system actually functions. Indeed, it can be quite different from reality, and in most if not all circumstances for systems as complex as computers, should be. 4. The model may be a myth or metaphor, that explains the system: it “suggests that the computer is like something with which the user is already familiar” (Rubinstein and Hersh, 1984, p. 43), or provides a simple explanation of the system which can be used to predict the system’s behavior. 5. ….the conceptual models people form are based on their interactions with an environment … “people who have different roles within an environment … will form different conceptual systems of those environments. 6. People whose essential interaction with an environment is to create it will almost inevitably have an understanding and conceptualization of it which is different from those whose major interaction with it is to use it” Action Assignment Based on the readings for this module, please identify a personal “system” with which you act and perform within. This should be from personal experience and one that assists in providing a model for organization, understanding and problem solving.