Discussion Essay Example Samples

<h1>Discussion Essay Example Samples</h1><p>If you are searching for a conversation exposition model, at that point this article is for you. There are such huge numbers of article models on the Internet that you can not in any way, shape or form get confounded. Most subjects are amazingly like one another and an exceptionally vast greater part of them follow a comparative example also. The beneficial thing about getting your hands on some conversation article models is that you can start to perceive how things ought to go and what to record before you start writing.</p><p></p><p>The best part about taking a gander at paper models online is that they will surrender you a heads concerning how the entire procedure will function in an exposition. The equivalent goes for taking a gander at some video models. Video can be amazingly helpful, in light of the fact that you can truly discover how something should be.</p><p></p><p&g t;Of course take a gander at the assessments of others. This will assist you with making sense of how things should be, regardless of whether you concur with it. This is significant in papers and when you figure out how to build them. Similarly as a further note, you ought to consistently ensure that the article you are making will have the option to remain on its own with regards to scholarly standards.</p><p></p><p>Look into the general configuration of the theme also. This can give you a thought regarding how things ought to be introduced and the best possible structure for the general paper. It will likewise help you in ensuring that you will be ready to make a subject that is satisfying to both your understudies and to the author.</p><p></p><p>The theme ought to be given a concise diagram in the conversation paper model that is to follow. This will give you a thought with respect to what to talk about. This additionally gives you a thought concerning what to evade with regards to doing research. Ensure that you are doing the exploration accurately and give yourself sufficient opportunity to do it right.</p><p></p><p>You ought to consistently search for key focuses also. These will ensure that you are getting the data that you need and that it bodes well. At the point when you comprehend what to search for and when to search for it, you will find that your article is going to stream better.</p><p></p><p>Look at the manner in which the conversation exposition models are composed. This will let you know whether the creator is attempting to get over their point or in the event that they are simply being conspicuous. Recognizing what to search for also will assist you with deciding if the article is something that you need to compose. Be cautious when taking a gander at these kinds of essays.</p><p></p><p>Overall, the conversation exposition model examples will give you a huge measure of data that you can utilize. The point, and how it ought to be introduced, is in every case significant. On the off chance that you can make sense of what every one of these things implies, at that point you will comprehend what it will take to get your paper wrapped up. This will make your venture progressively effective and simpler to deal with as well.</p>

Essay Topics on Andrew Jackson - Use Them Properly

Essay Topics on Andrew Jackson - Use Them ProperlyEssay topics on Andrew Jackson are not difficult. The right topic is an easy one to write about. If you can't come up with a great subject, there are many other interesting ways to include the topic in your essay.Do you have the talent to write a great essay? I know you might think you don't, but if you truly believe that, then maybe you should study some writing tips before writing your essay. Although, anyone can write an essay, the only thing that matters is how you present it to others. If you think you don't have any talent, then think again because writing can be fun.Some of the topics on Andrew Jackson are interesting and people will read them. But this doesn't mean that you should write about such topics too much. Try to use these topics once every two months. The amount of time you use to write about these topics will vary depending on how serious you are about getting good grades.If you try to include a lot of essay topics o n Andrew Jackson in your essays, you might think the subject is boring and nobody will like it. But, remember that the main idea is to present your ideas clearly. You don't want your readers to skip parts of your paper. Make sure that you avoid jargon, acronyms, metaphors, and slang.Writing about subjects that you find interesting, can help you feel better about the topic. It will give you inspiration for the topic and help you come up with something original to write about. Sometimes, you might find it hard to come up with ideas for essay topics on Andrew Jackson.The best way to create a great essay topic is to get a pen and paper and write down some ideas that pop into your head. Next, compare what you write with the topic statement you wrote before the assignment begins. If you don't like your thoughts or ideas, make note of them so you don't repeat the mistake again. Always practice good writing skills, because the things you write will not only appear in your assignment but wil l be remembered by others as well.Before writing your essay, ask yourself whether the topic is appropriate for your writing style. For example, if you're using writing software such as Pimsleur, there is an option to 'Listen' that tells you if you're using the right accent, pronunciation, or grammar. You also need to check whether you're using the correct punctuation and capitalization. Many students start with easy essays, so they don't consider the hard questions until the deadline approaches.Remember that writing is fun. You don't have to follow specific writing techniques. Just enjoy writing and you'll be amazed at the huge improvement in your skills.

Top Essay Topics - Some Tips

Top Essay Topics - Some TipsSome people are not very good at writing essays, and they have to resort to writing top essay topics. But if you really want to excel in writing essays, then make sure that you get a good topic in which you can write your best essay.Before you actually think of the topic, you have to analyze your topic. If you think that your topic is uninteresting, then don't bother with it. If you think that you can write better essay topics, then it's time for you to start looking around.You can choose the topic you like best and then check out the topics listed on the Internet. There are also some books that come with topics and advice. However, you have to remember that these are good for you if you just have to apply them for a week or two, but they are not to be used on a regular basis. If you want to use them for a while, then you need to make sure that you are not going to use it as a crutch.You also need to consider the points that you want to incorporate into yo ur essay topics. If you think that you need to highlight different aspects in the essay, then go ahead and write some good topics about those. If you are a writer, then you should also make sure that your topics are easy to read and understand.So now that you have your essay topics in mind, you can go ahead and start looking around for the topics. However, before you start looking for them, you need to decide which topic is suitable for you. If you have weak writing skills, then you should avoid topics that are hard to understand and should be written in such a way that the students will have a hard time reading it.Besides, if you really know that your topic is not to be used as a crutch, then you should make sure that you will have an easy time translating your topic into a form that can be understood by the students. Since the topic you choose will be used for a long time, you need to make sure that you can add a lot of details to it. So when you submit your assignment, you can do a good job in presenting your topic to the students, and they will definitely appreciate it.Just bear in mind that it's not easy to find the best topic for you. You need to try different topics and see which one fits your needs the best. After all, the easiest way to get an excellent grade is to take good notes and write them accurately and concisely.

Vampires Are They Real And If So - 958 Words

Vampires: Are they real And If So, Are They a Threat to Society? There has been stories in the magazine, in the newspapers and on televisions about people who claim to be vampire and are practicing the Vampire culture. So the question here is, are these people who claim to be vampires really vampires and if they are, are they a treat to the society. The purpose of this essay is to investigate and find out more about vampire, their origin, the different types, their beliefs and practices, and if they are really a treat to the society. There are a lot of movies, books and stories about the existence of vampires, but many people still think it is a myth and vampires never existed. To start, where do Vampires come from? People have been educated through the media and books that, vampires are creatures that are created when a human being is bitten by another vampire and afterward feeds on blood. The movies specify that one will not fully turn into a vampire unless he or she drinks blood. Most movies even show them as bad for the society. Movies such as blade, Dracula and vampire diary all show how human beings turn into vampires. According to Browning, â€Å"Vampires self-described nature begins to manifest around or after puberty† (4). A person who is a vampire does not discover it until he or she reaches adolescence age. Vampires has been known throughout existence and people actually believe that they really do exist. â€Å"The term vampire was not popularized until the early 18thShow MoreRelatedVampires Are Becoming An Important Figure Of Modern Culture Essay1747 Words   |  7 PagesVampires are becoming an important figure in modern culture through the showing of television shows, movies, and novels. Most people think vampires are immortal creatures that suck blood from people and rise from the dead. Many people are not aware of the people in the world that consider themselves vampires. They are real, and they have formed communities. A real vampire i s someone who identifies themselves as a vampire. These are not the vampires from the myths and folklore. There really is noRead MoreVampire House And Resource1728 Words   |  7 Pages The word vampire is a term which hardly hold realistic connotations. It s a word associated primarily with two things, fear and romance. The idea of a real life equivalent to a vampire is a somewhat crazy notion to persons outside the pagan, occult, and otherwise magickal* subculture. In this subculture, however, vampirism is a real thing to be embraced or defended against. Individuals who absorb energy either through psychic means or even through the consumption of small amounts of blood generallyRead MoreThe Folklore of the Undead Essay1296 Words   |  6 Pagesgood reason. 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For less philosophical reasons, this was also the time that parts of Serbia and Walachia fell under Austrian control under the PeaceRead MoreVampire Existence1641 Words   |  7 PagesVampire existence Almost each nation has legends about vampires that rummage people at night and drink their blood. In these legends, vampires are brutal, heartless, half-decayed creatures. For example, Slavic mythology has a belief that a vampire won’t get out of grave if you throw some corn inside. The vampire will count corns all night long. But the image of a vampire has changed. Today it is an mysterious sexy superstar that kept its peculiar traits: love of blood, hate for garlic, and fearRead MoreQueen Of The Damned By Anne Rice1504 Words   |  7 PagesQueen of the Damned What was once a terrifying creature has now been turned into something that sparkles and seduces seventeen year old girls. Vampire movies have really changed over the years, each having their own way of displaying vampires to their audiences. Anne Rice, the author of the book Queen of the Damned, shows vampires in a way that most wouldn’t consider normal. Bringing the immortal into the music culture allows Rice’s main character Lestat to feel on top of the world again. With aRead MoreThe History of Vampires1397 Words   |  6 Pagesseems obsessed with vampires. From gothic vampire novels, to endless movies, television and art, the vampire archetype continues to grow in popularity and sophistication. What is behind this seeming obsession with vampires, in our western culture? Why does this archeype endure? What does the vampire have, or do, that makes him/her so attractive and compelling? When did the transformation occur, from foul miscreant to suave tragic hero? Who is the vampire - really? Vampire culture seems in stark

The Return of the Jedi Essay Example For Students

The Return of the Jedi Essay Cale ScheinbaumJim Monsonis Society and Religion19 November 1996So far this semester, we have studied several different sociologicaltheories of religion. These theories are built on both the known history ofreligions in the world and the cultures in which they originated, as well as,appropriately enough, theoretical suggestions of how those religions, and indeedany religion at all, will survive in the future. The theory I find the most trueis Stark and Bainbridges in The Future of Religion, although I like someelements from others, like Bergers concepts of reification and secularization. George Lucass Star Wars trilogy, apart from being incrediblyentertaining and extremely well-made, gives us a complete portrait of a society(The Empire) and a religion (Jediism, for lack of a better term). Although themovies are mostly devoted to the growth of the characters, throughout thetrilogy we see the society change in a drastic manner. This paper will examinethe history of Jediism, the current (as of the end of the last movie) status ofthe religion, and offer some suggestions as to what we can expect from Jediismin the future. I. The ReligionTo examine the future of religion as it relates to society, one mustfirst have an idea of the tenets and beliefs on which the religion is based. Jediism is based solely on belief in the force, a Universal energy field thatsurrounds us and permeates us. (O. Kenobi, SW) Stark and Bainbridge make thepoint that any religion based on magic or magic-like rituals is fated to die outunless the magic can work constantly and consistently. This, they argue, is whymany religions change from promising magic, which is quite verifiable (Did he,in fact, levitate?) to promising compensators, a sort of unverifiable magic. Agood example of this is the Christian Heaven. Stark and Bainbridge take it as agiven, however, that magic, or abilities that parallel magic, do not, in fact,exist. This makes an attempt to theorize about the future of Jediism moredifficult, since the religion is based, in part, on the belief that oneness withthe force has the ability to confer extraordinary powers to individuals abelief than is vindicated numerous times throughout the series. The internal organization of the religion is, apparently, entirelynonexistant. There is no leader, nor is there any defined structure. Much likeclassical Taoism, various masters exist, and students and supplicants must seekout a master on their own in order to learn. There is no hierarchy to advance in,other than the ability to eventually hone ones faith to a degree that one cantake on ones own students. The test of this is whether the student becomesattached to the dark side of the force, as did Obi-Wan Kenobis first pupil,Anakin Skywalker, later known as Darth Vader. The beliefs of Jediism, again, can be compared to classical Taoism. Thetrue Jedi believes in calm, and strives to maintain calm at all times. He canexperience emotions, but he does not let his emotions control him. He is at onewith his environment at all times. He is fully aware of the existance of allthose around him, and holds free will as one of his highest ideals. He is notviolent, but, if necessary, can fight extremely well and end conflicts ratherquickly. His ultimate goal is universal peace. Jediism is unique, however, inthat along with it developed a mirror religion, one that I will call, for lackof a better term, Dark Jediism. The tenets of Dark Jediism are all based onpersonal desires. To the Dark Jedi, other people are nothing but pawns withwhich to attain more personal power or resources. Peace is the defense ofweaklings who dont know how to fulfill their desires. The ultimate goal of theDark Jedi is to have complete and total control over the universe. This state,with th e two sides of the force existant and constantly at war, might becompared to a somewhat reified form of Zoroastrianism, in which the twouniversal natures (Good and Evil) not only existed, but were constantly beingsupported and battled over by their adherents. .ua01594ba73b5efbf1123c53de5d6b389 , .ua01594ba73b5efbf1123c53de5d6b389 .postImageUrl , .ua01594ba73b5efbf1123c53de5d6b389 .centered-text-area { min-height: 80px; position: relative; } .ua01594ba73b5efbf1123c53de5d6b389 , .ua01594ba73b5efbf1123c53de5d6b389:hover , .ua01594ba73b5efbf1123c53de5d6b389:visited , .ua01594ba73b5efbf1123c53de5d6b389:active { border:0!important; } .ua01594ba73b5efbf1123c53de5d6b389 .clearfix:after { content: ""; display: table; clear: both; } .ua01594ba73b5efbf1123c53de5d6b389 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ua01594ba73b5efbf1123c53de5d6b389:active , .ua01594ba73b5efbf1123c53de5d6b389:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ua01594ba73b5efbf1123c53de5d6b389 .centered-text-area { width: 100%; position: relative ; } .ua01594ba73b5efbf1123c53de5d6b389 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ua01594ba73b5efbf1123c53de5d6b389 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ua01594ba73b5efbf1123c53de5d6b389 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ua01594ba73b5efbf1123c53de5d6b389:hover .ctaButton { background-color: #34495E!important; } .ua01594ba73b5efbf1123c53de5d6b389 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ua01594ba73b5efbf1123c53de5d6b389 .ua01594ba73b5efbf1123c53de5d6b389-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ua01594ba73b5efbf1123c53de5d6b389:after { content: ""; display: block; clear: both; } READ: Gay Marriage EssayII. The SocietyAccording to the many of the theories which we have read this semester,a religions success is directly related to whether or not it is at odds withthe society in which it exists. If this is the case, Jediism is heading toward amajor revival. In order to fully comprehend the future of Jediism, we must lookat the society in which it exists the Galactic Empire. Before the Emperor tookpower, the galactic government was one of peaceful coexistence. All planets gaveeach of the other planets the right to live as they pleased. The galaxy wasgoverned by a representative from each planet that met together and formed alegislative and executive body. T his was the Old Republic, and it was verysympathetic to Jediism. Obi-Wan Kenobi tells us that during the Old Republic,there were many Jedi Masters, and they travelled the galaxy righting wrongs andspreading Jediism. It began to decay, however, when one of the senators, Palpatine,covertly converted to Dark Jediism and began using his powers and his influenceto slowly take over more and more of the system, until he had amassed enoughpower to dissolve the Republic and declare himself Emperor, in a situationsimiliar to that of Julius Caesar. As Emperor, Palpatine began a totalitarianregime, enslaving non-humans, and persecuting and then assassinating all of theJedi Masters he could find. He did this with the help of Darth Vader, one ofObi-Wan Kenobis pupils who turned to the Dark Side of the force. Palpatine alsotrained several of his subordinates in Dark Jediism, in order to enforce hispolitical agenda in the same way that the Jedi Masters had enforced that of theOld Republic. The society as it stands at the start of the movies is a classictotalitarian regime with a large black market, an underground rebellion movement,powerful crime lords, and spies for all sides everywhere. III. The PresentAs it stands at the end of the movies, the Emperor has been killed,Darth Vader has rejoined the Jedi Masters, Leia is organizing the New Republic,and Luke goes out into the galaxy to spread Jediism. What can we expect from thefuture? First of all, Jediism is a religion that does not do a lot oflegislating of moralities. Apart from basic liberties (Life, liberty, pursuit ofhappiness, etc.) Jediism mostly stays out of peoples private lives. As the NewRepublic grows, though, Jediism will start assuming a more secular role, perhapseventually slipping into an almost judicial branch of the galactic government. When this happens, other small sects will start to spring up. (In the Star Warsnovels, one or two sects of Jediism are discovered.) Perhaps a cult of DarkJediism will begin in the same manner as Jediism did during the time of theEmpire. The one opposing force to the secularization of Jediism will be, Ipredict, the Jedi Masters themselves. The drive to secularize will come mostlyfrom the government, which will be in awe of the magic-like abilities of theJedi Masters. The Masters, however, will realize that any form of secularizationprecludes understanding of the force, and will resist this. In the end, some ofthe younger Jedi will go into direct serrvice for the government. When thishappens, they will begin to lean toward the dark side of the force, since anygovernment is necessarily a compromise between limiting the personal freedomsthat Jediism demands and removing personal freedoms in order to create order andto continue to reify the current regime. This being the case, the Masters willmost probably go into temporary exile, allowing the young Jedi to rise in thegovernment and social order, taking more and more power for themselves. .u029d6936057419a31f25c5e3430019cb , .u029d6936057419a31f25c5e3430019cb .postImageUrl , .u029d6936057419a31f25c5e3430019cb .centered-text-area { min-height: 80px; position: relative; } .u029d6936057419a31f25c5e3430019cb , .u029d6936057419a31f25c5e3430019cb:hover , .u029d6936057419a31f25c5e3430019cb:visited , .u029d6936057419a31f25c5e3430019cb:active { border:0!important; } .u029d6936057419a31f25c5e3430019cb .clearfix:after { content: ""; display: table; clear: both; } .u029d6936057419a31f25c5e3430019cb { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u029d6936057419a31f25c5e3430019cb:active , .u029d6936057419a31f25c5e3430019cb:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u029d6936057419a31f25c5e3430019cb .centered-text-area { width: 100%; position: relative ; } .u029d6936057419a31f25c5e3430019cb .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u029d6936057419a31f25c5e3430019cb .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u029d6936057419a31f25c5e3430019cb .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u029d6936057419a31f25c5e3430019cb:hover .ctaButton { background-color: #34495E!important; } .u029d6936057419a31f25c5e3430019cb .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u029d6936057419a31f25c5e3430019cb .u029d6936057419a31f25c5e3430019cb-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u029d6936057419a31f25c5e3430019cb:after { content: ""; display: block; clear: both; } READ: Nazi Leaders In World War II EssayIn this light, the beginning of the movies seems perfectly fitting. Thisexact same process that I just described would have occured about 20 years ago,leaving the government ripe for takeover by Emperor Palpatine. In the end, Ipredict that Jediism will follow Stark and Bainbridges model, first rising,then secularizing, then falling, then being rediscovered, then rising again. Dark Jediism, the counterpart, will also continue in the same cycle, though on alesser scale, since it does not recruit anywhere near as effectively or aszealously as regular Jediism does. Though the Star Wars series is a filmmakingaccomplishment of extraordinary magnitude, it also deserves much credit, I think,as a sociologically correct study of the interaction of a society and a religionon a galactic level. Category: Religion

Malters Development In The Chosen Essays - The Chosen, The Promise

Malter's Development in The Chosen Reuven Malter's Development in The Chosen by Chaim Potok Malter's Development in The Chosen One of the most emotional scenes from Chaim Potok's The Chosen is when Reuven goes with Danny Saunders to talk to his father. Danny has a great mind and wants to use it to study psychology, not become a Hasidic tzaddik. The two go into Reb Saunders' study to explain to him what is going to happen, and before Danny can bring it up, his father does. Reb Saunders explains to the two friends that he already known that Reuven is going to go for his smicha and Danny, who is in line to become the next tzaddik of his people, will not. This relates to the motif of ?Individuality? and the theme of ?Danny's choice of going with the family dynasty or to what his heart leads him.? The most developing character from the novel is Reuven Malter. One of the ways that he developes in the novel is in hus understanding of friendship. His friendship with D\fanny Saunders is encouraged by his father, but he is wary of it at first because Danny is a Hasid, and regards regular Orthodox Jews as apikorsim because of the teachings of his father. Reuven goes from not being able to have a civil conversation with Danny to becoming his best friend with whom he spens all of his free time, studies Talmud and goes to college. Reuven truly grows because he leans, as his father says, what it is to be a friend. Another way that Reuven grows is that he learns to appreciate different people and their ideas. He starts out hating Hasidim because it's the ?pious? thing to do, even though his father (who I see as the Atticus Finch of this novel) keeps telling him that it's okay to disagree with ideas, but hating a person because of them is intolerable. Through his friendship with Danny, studies with Reb Saunders, brief crush on Danny's sister (who was never given a name), and time spent in the Hasidic community, he learns that Hasids are people too with their own ideas and beliefs that are as valuable as his. He learns why they think, act, speak, and dress the way that they do and comes to grips with the fact that he doesn't have a monopoly on virtue. A third way in which Reuven grows, though the book doesn't really talk about it a great deal, is in his appreciation of life, or cha'im in Hebrew. He almost loses his vision, his father nearly works himself to death, six million Jews are butchered in Europe, and Danny's brother's poor health threatens Danny's choice to not become a tzaddik. When his eye is out of order he can't read, and indeed does remark that it's very difficult to live without reading, especially with a voracious appetite for learning such as his. His father almost dies twice and he talks about how difficult it is to live all alone in silence (which is a metaphor alluding to Danny's everyday life) for the month while his father is in the hospital. He sees Reb Saunders and his father feeling the suffering of the six million dead, Saunders by crying and being silent, David Malter by working for the creation of a Jewish state and being a leader in the movement, in addition to teaching at a yeshiva and adult education classes. And of course Danny is very worried by his brother's illness (hemophillia?) because if he dies it will be even harded for Danny to turn down his tzaddikship. By the end of the book, Reuven Malter is a very changed character. Potok is an expert with using allusion and metaphor. Very subtly throughout the book he uses this for the purposes of renforcing his points, foreshadowing, and to make the book a better read when you've read it previously and know the outcome. One example of this, one that I missed the first time I read the book in 7th grade is the paragraph at the end of chapter nine where Reuven is sitting on his porch and sees a fly trapped in a spider's web with the arachnid builder approaching. He blows on the fly, first softly, and then more harshly, and the fly is free and safe from the danger of the spider. This is a metaphor to Danny being trapped in the ?filmy, almost invisible strands of the web? (165) that is a metaphor for the Hasidic clan that

The HRM Department

The HRM Department Introduction Globalisation, technological innovation, expansion of multinational firms, demographic shift in labour market, capital, and increased global competition among firms are phenomena that have transformed HRM practices and policies.Advertising We will write a custom essay sample on The HRM Department specifically for you for only $16.05 $11/page Learn More These factors become complex to multinational firms as they consider other factors related to local and country context. Thus, the focus shifts to cultural variables, labour market factors, regulatory factors, the structure of the industry, human resource skills, experiences, and willingness to work as expatriates. These factors may hinder or facilitate effective roles of HRM department in implementing strategic direction for the multinational firm. Thus, the firm must be: Globally competitive Responsive to local needs Efficient in operation Flexible and adaptable Encourage learning and knowledge transfer between the parent company and the local subsidiary Therefore, the HRM department must facilitate flexible work practices and encourage employees’ commitment to the organisation in order to enhance effective adaptation of the local subsidiary with the parent company. Multinational organisations face several challenges that influence HRM in the global perspective (Marchington and Grugulis, 2000, p. 1104). This implies that there is a need for integration of various practices and policies in order to ensure effective adaptation and management of human resources in the new subsidiary. HRM remains crucial for success of multinational organisations. Past studies in multinational organisations have raised significant issues, which multinational companies must address. First, there is an increasing need to find suitable models and frameworks, which can address various issues affecting the global management of human resources.Advertising Looking for essay on busine ss economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Second, there is also a need to develop a systematic model that recognises existing variations in international human resource practices and policies. Third, the global HRM should rely on theoretical viewpoints for predicting and explaining various characteristics of employees across the globe. In this research, a focus is on how the HRM department can change its policies and practices in order to accommodate a new subsidiary in a different location. The focus on a multinational organisation also highlights international human resource management (IHRM) and strategic human resource management (SHRM) (Scullion and Starkey, 2000, p. 1061). This broad focus provides opportunities of making recommendations and suggestions for further studies. Research Methodology Purpose of the Study Theories have emerged in the past few decades as attempts to provide theoretical foundations for HRM practices and policies across global borders. The main purpose of this paper is to identity HRM strategies that a multinational firm can apply in Britain after a takeover of a local insurance firm in London. Thus, we pay close attention to differences and uniqueness of the local subsidiary. The essay also explores how the multinational firm can apply its influence from the head office to the local firm. In this context, we highlight how such actions can influence strategies, implementation, and performance of the multinational firm in the local context. Methods This research makes use of existing literature in the field of HRM across national borders. In this context, the research focuses on best practices in the field of HRM, which multinational firms have applied for effective incorporation of strategic HRM functions in the multinational firm.Advertising We will write a custom essay sample on The HRM Department specifically for you for only $16.05 $11/page Learn More The research reviews both theoretical and empirical studies, which account for various factors affecting HRM in multinational, such as costs, skills, recruitment, labour mobility, retention, rewards and compensation, and transfer among other factors (Vaiman, Scullion and Collings, 2012, p. 925). Given this approach, we can understand why HRM strategies and practices in the local firms differ significantly with practices and strategies in multinational firms. The research makes use of existing studies from various parts of the world in order to show that every local firm may require a different approach to global HRM strategies rather than the standard approach of the parent company. Thus, it is imperative for the HRM department of the multinational organisation to consider the best local practices and align them with the best HRM practices form the parent company. Literature Review HRM Model for a Multinational Firm There are different views regarding HRM models for mu ltinational firms. Therefore, the research focuses on the Schuler and other authors’ model in order to provide a clear perspective of what a multinational firm is. This definition states that: â€Å"Any enterprise that carries out transactions in or between two sovereign entities, operating under a system of decision-making that permits influence over resources and capabilities, where the transactions are subject to influence by factors exogenous to the home country environment of the enterprise† (Schuler, Dowling and De Cieri, 1993, p. 717). It provides a basis to show that a global HRM involves many aspects of HRM than a domestic HRM (Dowling, Welch and Schuler, 1999, p. 89). Thus, HRM departments must develop policies and practices, and administer those policies and practices across many countries. The HRM department must recognise that every country has its own legal, cultural, social, economic, historical, and political attributes. After the takeover of Brit Insur ance with Apollo Global Management, the HR policies and practices have to change in order to reflect the multinational status of the company. Thus, Brit Insurance policies and practices should reflect various aspects of HRM planning such as staffing, repatriation, performance appraisal, training and development, and compensation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The HRM policies and practices have been the focus on many studies. However, some studies have limited research to domestic spheres. However, globalisation and the emergence of multinational firms have changed HRM practices and introduced the concept of international human resource management (IHRM). Human Resource Planning The HR department at Brit Insurance must address human resource planning in order to reflect multinational features of Apollo Global Management. This is a wide practice that covers staffing, appraisal, and compensation practices in the company. Thus, IHRM must provide a comprehensive way of addressing the HRM in response to the multinational status of the company, the stage of the company growth, competitive strategies, the global structure, and the stage of organisational growth globally (Bartlett and Ghoshal, 1998, p. 204). Some of the practices the HRM should consider are identification of crucial factors, which are significant for merger, planning career grow th, creating and maintaining career development systems. In addition, the HRM department must also play a strategic role in the formulation of organisational strategic objectives (Mathis and Jackson, 2011, p. 524). The HRM department must also manage organisational dynamic, which result from decentralisation in business units as the organisation strives to reflect both global and regional characteristics (Stone, 2010, p. 344). The HRM department must also ensure that employees have meaningful duties when appropriate in order to ensure maximum utilisation of human resources both internationally and locally. Wong also focused on ten areas in which the HRM department should address in multinational organisations (Wong, 2000, pp. 72-74). These include the following: Selection of candidates Assignment and cost planning Preparation of terms and conditions of employees’ contracts Processing of employees’ relocation and management of vendor Cultural and language orientation o r training Tax administration Compensation management and payroll processing Career guidance and planning Handling spouse and dependants’ issues Immigration affairs Integrating and promoting these issues to reflect global characteristics have challenged many HRM departments (Evans, 1986, p. 105). This research shall focus on four issues the HRM department at Brits Insurance must address after the takeover. Human Resources Management Approaches Staffing remains a significant activity that the HRM department of a multinational organisation must consider carefully for success of the firm. Harvey and fellow authors noted that the HRM department must coordinate and control all their human resources across the globe (Harvey, Novicevic and Speirer, 2000, p. 381). In the past, organisations used to send senior executives from the head office to ensure that the local company implemented all HR policies and maintained procedures as provided in the organisational HR policies (Brewster and Scullion, 1997, p. 72). Scholars have concurred that the HRM department must separate various HRM practices in various subsidiaries across the globe. However, as costs of running such practices increase, it is fundamental for the organisation to use staff in the host country to fulfil these needs (Black et al, 1999, p. 178). Apollo Global Management has its head office in the US. According to Schuler, Budhwar, and Florkowski, the US multinational companies use their employees as expatriates in global subsidiaries to take management positions for several reasons (Schuler, Budhwar, and Florkowski, 2002, p. 41). Protect the interest of organisation Enhance global perspectives Offer functional perspectives Enhance global knowledge Develop local talent through expatriates’ training Aid career planning Manage new ventures However, Apollo Global Management also has concerns regarding the best approach for selecting expatriates for foreign assignment. Glinow and Milliman noted that many multinational corporations of the US had trouble in overseas operation. They attributed these difficulties partially to ineffective application of IHRM principles. They applied a product life cycle (PLC) approach and proposed â€Å"a two-step contingency model of the strategic and operational levels of MNCs† (Glinow and Milliman, 2009, p. 4). These researchers discussed effective IHRM practices based on certain characteristics and needs of multinational organisations in a given environment. Glinow and Milliman approached IHRM by using the PLC and contingency model in order to develop effective IHRM practices, which the US firms could apply overseas in order to create effective cross-cultural managerial system applicable at every stage of production (Smith, 1992, p. 39). This shall finally create a global system that will be necessary for a competitive and dynamic global business environment. The US multinational organisations operate in a highly dynamic and competit ive global market. Therefore, there is a need for adaptation in several aspects of the organisation, especially HRM practices. The two-step contingency model highlights how the US firms can â€Å"adapt every stage of operation through effective HRM practices† (Glinow and Milliman, 2009, p. 21). The two-step contingency model looks at strategic phase where international PLC has effects on both environmental and organisational factors of the firm. As a result, these factors affect their strategies. Therefore, the management team and HR department have to transform organisational business plan to strategic HRM objectives. They identified both short-term and long-term strategic IHRM objectives as â€Å"planning, cost versus development and the need for integration and differentiation† (Glinow and Milliman, 2009, p. 23). On the other hand, the model’s operational phase focused on â€Å"converting strategic HRM objectives into specific decisions† (Glinow and Mi lliman, 2009, p. 24). They relied on the study of Tung when developing operational phase criteria that involved â€Å"nature of job or task, how different the host countrys culture is, the ability of the expatriate to adapt, spouse and family considerations, consideration of the host country nationals and the need for longer term developments of expatriates† (Glinow and Milliman, 2009, p. 31). On this note, Schuler, Budhwar, and Florkowski also observe that it is necessary to consider the following factors among multinational firms. Acceptance of foreign assignment Foreign language Spouse and family support Ability to adjust overseas lifestyle Technical and cultural competence Team spirit Glinow and Milliman noted that it was necessary for a global firm to conduct â€Å"continuous assessment of different IHRM practices and change them based on prevailing conditions† (Glinow and Milliman, 2009, p. 35). Glinow and Milliman show that adopting this model may be difficult . However, it is necessary for reducing problems that senior management and executives of global firms experience when they start overseas operation. They argue that it is best if only highly qualified employees go overseas in order to create interest in the company. This strategy shall result into â€Å"international thinking and organisational culture that values international assignments† (Glinow and Milliman, 2009, p. 35). Caligiuri and Stroh looked at the connection between the global management practices of multinational firms and the result of IHRM practices from 46 companies. They examined four global strategies, which included ethnocentric, regiocentric, polycentric and geocentric (Caligiuri and Stroh, 1995, p. 1). They concluded that HR practices, such as recruitment, selection, and socialization or cultural, were different due to global strategies of a firm. Specifically, they found significant differences between ethnocentric and geocentric companies. They also ob served that these two factors influenced the success of multinational firms based on profit margins, returns on capital, sales volumes, and returns on equity. They concluded that multinational firms operating under ethnocentric strategies had low-levels of success than other firms deploying other three approaches. Therefore, they noted that it was necessary for multinational organisations to incorporate local responses into their global strategies. Firms tended to align their global strategies with practices, which showed consistency with the overall organisational strategies in order to maintain competitive advantage (Wright and McMahan, 1992, p. 7; Daft, 2010, p. 298; Miner, 2005, p. 126). Caligiuri and Stroh asked HR executives to explain to what extent their firms preferred to maintain their headquarters’ cultures in their global subsidiaries. They noted that ethnocentric multinational firms had significant differences from regiocentric, polycentric, and geocentric firms. Ethnocentric firms believed that promoting the culture of the head office was a form of strategic control. Conversely, the other three types of firms did not have much difference among themselves as they favoured local integration. According to Caligiuri and Stroh, controls from the head offices reduce the extent of multinational firms’ involvement in local activities. Caligiuri and Stroh noted that multinational firms should conduct global recruitment in order to attract the best talents, promote global adaptation and orientation of the firm. They also observed that regiocentric, polycentric, and geocentric firms had flexible processes. They observed that cultural diversity and foreign laws had significant control over selection processes. They also proposed further studies with large sample to analyse the influence of foreign countries’ legal, political, and cultural constraints on selection processes among multinational firms. These authors argue that multinational companies, which promote ethnocentric ideologies in foreign countries, should re-examine their approaches and replace them with local strategies because â€Å"the parent company may not always be right† (Caligiuri and Stroh, 1995, p. 13). Caligiuri and Stroh conclude that such re-examination can help an organisation recognize that there are other culturally diverse and right ways of running a business. Mahmood investigated effects of â€Å"corporate strategies, structures, and international policy orientations on subsidiaries HRM practices† (Mahmood, 2009, p. 1). He specifically focused on recruitment and selection practices of global firms in their subsidiaries. He used four European organisations conducting business in Bangladesh and discovered that multinational firms’ HRM practices relied on â€Å"the changing nature of strategies, structures and HQ’s policy orientation towards the subsidiaries† (Mahmood, 2009, p. 1). Mahmood concluded that st andardization processes in subsidiaries do not always depend on decisions of the parent companies, but rather on capabilities and importance of the subsidiary influences on the parent company’s decisions on standardization of HRM practices. Mahmood notes that multinational firms have significant influences on subsidiaries. Attitude of the parent company on the subsidiary influences HRM practices and employees mobility across various subsidiaries. He notes that employee mobility among subsidiaries helps subsidiaries to acquire various skills from training of highly qualified employees. Some international firms considered employee mobility during selection and recruitment processes of managerial teams as it had significant effects on employees’ placement and assignment both on the long-term and short-term basis (Mello, 2010, p. 238). This study also noted that multinational firms had challenges in Bangladesh where HRM practices were chaotic and disorganised. As a result, most multinational firms had to apply their parent companies’ HRM practices in their local subsidiaries due to lack of HRM practices in their local contexts. However, the relationship between the subsidiary and the head office, operational issues, and host country societal activities influenced HRM practices at the local level. Mahmood concluded that activities of the parent company and globalisation of the subsidiary influenced the HRM practices and development of standardized practices at the local level. Mahmood noted that globalisation (internationalisation) processes of the subsidiary followed a sequential pattern with stages. Therefore, it is necessary for multinational organisations to have various HRM practices for different subsidiaries across the globe. Therefore, it is important for multinational firms to align their corporate structures, strategies, IHRM practices, and policies. This study presented two observations. First, subsidiaries have capabilities of earni ng reputations from their head offices based on their performances. Second, in some cases, the head office may trust some elements of responsibilities to subsidiaries due restructuring of the firm. Plessis and Huntley examined IHRM within the context of South Africa and noted that employees had diverse backgrounds and experiences (Plessis and Huntley, 2009, p. 413). They concentrated on challenges, which emerged in firms due to diverse composition of employees from different parts of the globe. These researchers argued that HR activities in multinational corporations were complex than in domestic firms as HR departments had to deal with cultural issues, pay issues, laws of the host country, working conditions of the workforce, and aligning HR practices throughout the global subsidiaries of the company. Plessis and Huntley developed a model applicable in the context of South Africa MNCs during â€Å"the transitional stage, from domestic local to international global† (Plessis and Huntley, 2009, p. 413). This model can act as a guideline for HR departments for â€Å"coordination and integration of leadership skills, procedures, policies, training, policies, and structures within the domestic and international firms of South Africa† (Plessis and Huntley, 2009, p. 420). The model consists of â€Å"HR manager, production manager, service centre and business managers† (Plessis and Huntley, 2009, p. 420). However, they also pointed out that the model was flexible and not restricted to these four areas as firms could adjust it to fit their needs as required. This model puts emphasis on the importance of HRM’s functions in developing policies, strategies, and procedures necessary for participation in the global economy. They note the importance of â€Å"aligning HR’s strategies to those of the organisation† (Plessis and Huntley, 2009, p. 413). This model also posits that multinational firms should standardize various aspects of human resources management in order to achieve fairness within organisations. Graham and Trevor observed that such strategies are good, but organisations must use them within the context of a specific multinational firm (Graham and Trevor, 2000, p. 136). The authors challenge HR managers of South African multinational organisations to understand â€Å"their employees’ cultural norms, pay and working conditions expectations before designing any program and set up conditions† (Plessis and Huntley, 2009, p. 423). Domestic and international HRM practices differ. The latter is more complex than domestic HRM. Therefore, it is necessary for HRM departments to consider various aspects HRM practices so that they can develop the best relationships with employees from diverse backgrounds and cultural orientations. Therefore, they explored the suitability of a ‘global integration strategy’ of Milkovich and Bloom 1998. They focused on how HRM department could apply it in today’s global firms (Milkovich and Bloom, 1998, p. 15). Retention Plan Both the parent company and the subsidiary must create a retention plan in order to address cases of potential turnover and ensure that the multinational firm sustains its workforce. The aim of the plan is to retain industrious and engaged employees. The HRM department must provide exit surveys or interviews in order to determine causes of turnover, what employees like, what they do not like, and what they wish to change about the firm. The HR department must coordinate with line managers in order to develop the plan. This is because managers allocate roles, targets, and responsibilities that challenge workforce. The manager must be responsible for retention because of job challenges they assign employees. The HRM department must hold managers accountable and provide incentives for high retention of desired employees. The firm must have retention measures to prevent turnover of desired employees, whic h include intangible and intangible strategies as follow: Professional mentoring, training, and development On-the-job training Bonus payment and perks Telecommuting Flexible work schedule Reimbursement or education assistance The company must put these strategies into action. However, it is necessary for the HRM department to protect the company through a retention agreement. This ensures that the employee serves the firm for a specific period before leaving. Conclusion The HRM department must extend to strategic needs of the organisation in order to achieve both goals of the organisation and those of employees. This study demonstrates that there are differences, which exist between domestic HRM and global HRM practices and policies. Staffing of a multinational firm remains a source of major concerns for the HRM department. This requires employees with various skills, experiences, and other attributes (Gratton, Hope-Hailey, Stiles and Truss, 1999, p. 17). The HRM department must coordinate and control these practices to reflect global characteristics of the company. Compensation and rewards also differ between expatriates and local employees. However, some scholars call for a fair compensation system across the multinational firm (Giammalvo, 2005, p. 18). Compensation and rewards must also take into performance of employees. Dowling, Welch, and Schuler insist that the HRM department must appraise performance of all employees including expatriates in order to promote fairness in the organisation. Another area entails the creation of synergy and teamwork among workers of diverse cultural backgrounds. However, scholars note that multinational firms should avoid ethnocentric tendencies in order to identify ability and benefits of cultural synergies in the organisation. Repatriation of employees also presents significant challenges to HRM department (Mendenhall and Stahl, 2000, p. 251). Studies have focused on activities and qualities of the repatriation as key factors in defining careers. Some scholars have expressed concerns with the turnover of expatriates after returning home from overseas duties (Cappelli, 2008, p. 56). Finally, training and development of employees in multinational organisations should serve as a tool of developing employees and promoting coordination of diverse aspects of a multinational firm (Li and Scullion, 2010, p. 190). A lack of proper training has led to failure of many expatriates abroad. Thus, training and development initiatives are fundamental practices for strategic goals of the organisation and employees. The HRM department must also account for labour relations in the US and the UK. For instance, the HRM department must focus on employees’ deployment especially in managerial roles. This also focuses on areas of legal, political, and historical characteristics of the country. The HRM must align legal requirements with the labour laws and employees’ rights, particularly with attention to co mpensation, holidays, benefits, legally established insurance standards, and bargains or individual benefits. Given these challenges, adhocracy in HRM practices and policies may be a suitable starting point for a multinational firm in a foreign land. However, it is difficult to predict the outcome of such an approach. Reference List Bartlett, A and Ghoshal, S 1998, Managing Across Borders: The Transnational Solution, 2nd edn, Random House, London. Black, S, Gregersen, B, Mendenhall, M and Stroh, K 1999, Globalizing People through International Assignments, Addison Wesley, Reading, MA. Brewster, C and Scullion, H 1997, ‘A review and agenda for expatriate HRM’, Human Resource Management Journal, vol. 7, no. 3, pp. 32–41. Caligiuri, P and Linda S 1995, ‘Multinational corporation management strategies and international human resources practices : bringing IHRM to the bottom line’, The International Journal of Human Resource Management, vol. 6, no. 3, pp. 1-14. Cappelli, P 2008, Talent on Demand: Managing Talent in an Age of Uncertainty, Harvard Business Press, Boston, MA. Daft, R 2010, Organization Theory and Design, 10th edn, South Western College, Cincinnati, Ohio. Dowling, J, Welch, E and Schuler, R 1999, International Dimensions of Human Resource Management, 3rd edn, South-Western College Publishing, Cincinnati, Ohio. Evans, P 1986, ‘The context of strategic human resource management policy in complex firms’, Management Forum, vol. 6, pp. 105–107. Giammalvo, D 2005, ‘Developing an Equitable and Fair Compensation Scheme for Multi-National Project Teams’, Cost Engineering, vol. 47, no. 12, pp. 18-23. Glinow, M and John M 2009, ‘Developing Strategic International Human Resource Management: Prescriptions for MNC Success’, CEO Publication, vol. 90, no. 166, pp. 1-38. Graham, E and Trevor, C 2000, ‘Managing New pay program introductions to enhance the competitiveness of multination al corporations’, Competitiveness Review, vol. 101, pp. 136. Gratton, L, Hope-Hailey, V, Stiles, P And Truss, C 1999, Linking individual performance to business strategy: The people process model’, Human Resource Management, vol. 38, no. 1, pp. 17-31. Harvey, M, Novicevic, M and Speirer, C 2000, ‘An innovative global management-staffing system: a competency-based perspective. Human Resource Management, vol. 39, no. 4, pp. 381–394. Li, S and Scullion, H 2010, ‘Developing the local competence of expatriate managers for emerging markets: a knowledge based approach’, Journal of World Business, vol. 45 no. 2, pp. 190-196. Mahmood, M 2009, ‘Strategy, Structure And HRM Practices In Multinational Subsidiaries: European MNCs in a Developing Country Context’, Bang College of Business: Economics and Strategic Research , vol. 1, pp. 1-20. Marchington, M and Grugulis, I 2000, ‘Best practice human resource management: perfect opportunity or dangerous illusion’, International Journal of Human Resource Management, vol. 11, no. 6, pp. 1104–24. Mathis, R and Jackson, H 2011, Human Resource Management, 13th edn, South-Western Cengage Learning, Mason, OH. Mello, J 2010, Strategic Human Resource Management, 3rd edn, South-Western Cengage Learning, San Fransisco. Mendenhall, M and Stahl, K 2000, ‘Expatriate training and development: where do we go from here?’, Human Resource Management, vol. 9, no. 2, pp. 251-256. Milkovich, T and Bloom, M 1998, ‘Rethinking international compensation’, Compensation and Benefits Review, vol. 30, no. 1, pp.15-23. Miner, J 2005, Organizational behavior I: Essential theories of motivation and leadership, M.E. Sharpe, New York. Plessis, A and Huntley, K 2009, ‘Challenges in A Globalised Context For International Human Resource Managers in South African Organisations’, International Review of Business Research Papers, vol. 5 no. 1, pp. 413-427. Schuler, R, Budhwar, P and Florkowski, G 2002, ‘International human resource management: review and critique’, International Journal of Management Reviews, vol. 4, no. 1, pp. 41–70. Schuler, S, Dowling, J and De Cieri, H 1993, ‘An integrative framework of strategic international human resource management’, International journal of Human Resource Management, vol. 4, pp. 717–764. Scullion, H and Starkey, K 2000, ‘In Search of the Changing Role of the Corporate Human Resource Function in the International Firm’, International Journal of HRM, vol. 11, no. 6, pp. 1061-1081. Smith, B 1992, ‘Organisational Behaviour and National Cultures’, British Journal of Management, vol. 3, pp. 39-51. Stone, R 2010, Human Resource Management, 7th edn, John Wiley Sons, Australia. Vaiman, V, Scullion, H and Collings, D 2012, ‘Talent management decision making’, Management Decision, vol. 50, no. 5, pp. 925-941. Wong, N 2000, ‘Mark your calender! Important tasks for international HR workforce’, Costa Mesa, vol. 79, no. 4, pp. 72–74. Wright, P and McMahan, G 1992, ‘Theoretical perspectives for strategic human resource management’, Journal of Management, vol. 18, no. 295, pp. 1-16.