The role of human resource management (HRM) in Australian-Malaysian joint ventures

The role of human resource management (HRM) in Australian-Malaysian joint ventures As is stated in the article The role of human resource management (HRM) in Australian-Malaysian joint ventures by Gladys Cheah-Liaw, Stanley Petzall and Chris Selvarajah, the two human resource management issues that was agreed in the article are the staffing policies in term of compensation plan and the cultural differences issue thats mostly discussed in the article. Compensation gap has become the issue between the host country nationals and parent country nationals. Besides that, joint ventures between Australia and Malaysia have that gathering two differing cultures has be one of the challenge for human resource management to overcome if wanted to be success in joint ventures. Arguable issue always occur about the compensation gaps between host country nationals (HCNs) and parent country nationals (PCNs). As stated in the article, PCN on an international assignment would have a higher level of compensation then a HCN or a third-country nationals (TCNs) doing the same job and this cause HCN and TNC react negatively (Gladys et al., 2003). However, not adapting pay scales to local market can present human resource manager with more problems then it solve. The fact is that it can be extremely more expensive to live in some countries like UK than other like Malaysia, and if these cost of living differences arent considered, it may be most impossible to get managers to take high cost assignment. One international compensation trend of growing importance concerns the awarding of long-term incentive pay to overseas managers. Nowadays, a lot multinational are finding to formulate new long-term incentives specifically for overseas executives. Thus, joint ventures sh ould devising performance-based long term incentive plans that tied more closely to performance at the subsidiary level. These can help build a sense of ownership among key local managers while providing the financial incentives needed attract and keep the people we need overseas. The second issue as is agreed in the article is about the cultural differences. As joint ventures involve of employees from different background, human resource manager must be aware of cultural traditions and practices in the nations they are operating in. Unawareness of such things often causes offence to potential overseas business partners and customers. This is one of the factors needed to be attentive. Understanding the national culture can be vital. National culture refers to the attitude and perspectives shared by the people of a specific nation or cultural group that shape their behaviour and the way they see the world. There is wide ranging cultural and ethnic differences from country to country which demand corresponding differences in personnel practices among joint ventures. A high degree of sensitivity and empathy for cultural and attitudinal demand of employees is always important when selecting employees to staff overseas operations. However, such sensitivity is espec ially important when the job is human resource management and the work involves all labour force. Is important also for human resource department that shares the employees cultural background is most likely to be sensitive to the employees needs and expectation in the work place and its thus more likely to manage successful join venture. In summary, human resource management in joint ventures played an important role in overcoming all the issues that might cause failure to the joint ventures development. Question 5 What was the pattern of HRM practices for successful joint ventures? Explain it accordingly to the phase of join ventures development. The pattern of human resource management practices or successful joint ventures is whereby human resource management can fit with the organizations stage of development in joint venture. Each stage of development needs human resource management to adjust the firm accordingly with the different stage. The five organization stage was initiation, functional growth, controlled growth, functional integration and strategic integration. In the initiation stage, joint ventures should had operates for one to three years. In this stage, human resource practice was taken from the parent company. Employment in the initiation stage was said ethnocentric have been taken place which have their own management control and particularly use all capable managers for joint venture. By succeed in the initiation stage, human resource management need to lay emphasis on training, appraisals and aware of compensation for the employees to be in line with the host country. However, the cultural differences issue whereby human resource management need to attentive on it. In transition stage, joint ventures are mainly controlled by a parent country and focusing in the mechanized sector. Transition stage was said to be put up with local demand and is in polycentric perspective, like joint venture was managed by host country nationals. In this stage, training and development was intend to improve current and future employees performance by enlarge employees ability in achieve goal. Compensation was needed to be restructure to retain talented employees as if is due to the labour shortage. In this stage, cultural differences issue was not that critical as employees were monitored to work together and improve by communication. And lastly, joint ventures was said to be greatly successful if reached the maturation stage. They said to be aware of adopting the best practices and be competitive in the universal market. Employment was said to be geocentric which by using the best approach around the world and forces managers to take a wider, global view of operations. Training in this stage was still in improving their efficiency and effectiveness. And the compensation needs to be reorganizing by following the Hire Worldwide Remuneration Consultants (HAY) system for the organizational levels. Cultural differences challenge was said to be solve out and creating a successful diversity workforce. In short, every stage of the successful joint venture development is still on the purpose of getting the job done. As the joint venture development stage can be accomplish stage by stage, join ventures is said to be greatly successful. Question 6 Do you opine that your employers or the organization where you are familiar with has same HRM practices patterns as the organizations highlighted in the article? Discuss your answer. On year 1997, Malaysia Airlines (MAS) and General Electric Company of the United States (GE) have signed an agreement to shape a joint venture after a year of signed a Memorandum of Understanding for a joint venture which MAs and GE will joint together to form a Centre of Excellence in engine repair at Malaysia, The Aero Centre facility in Subang. The plan of joint ventures between GE and MAS in opening the Aero Centre of Excellence is to provide service and repair of to the aircraft engine to Asia Pacific customer which last time use to service in the United States and Europe. As stated in the Press Centre of GE, the joint venture is significant for the country, company and customers. GE is one of the world largest high-technological and blue chip company which joint venture with Malaysia Airlines. In this joint venture, Malaysia gain benefits in upgrading its present aerospace technological capacity, able Malaysia to develop indigenous technology and lead to becoming an aerospace hub. As stated by Tan Sri Tajudin Ramil, the chairman of MAS, this joint venture have bring advantages to MAS through upgrade the navy support and improved skill and productivity. MAS employees also gain benefits from the advance training in leading-edge technology for GE, the world class company. The president of GE Engine Services Inc. affirmed that through CE investment, and joint with MAS, they intend to make Kuala Lumpur the first-class shop operation that will drive future growth. In the joint venture, Malaysia Airlines able to carry to the undertaking a state-of-art facility and a trained workforce. As Aero Centre of Excellence in Malaysia which was the joint ventures between GE and MAS has gain profitability through growth, this joint ventures is to be said as successful just like stated in the article of The role of human resource management (HRM) in Australian-Malaysian joint ventures which involved with the pattern of human resource management practices for successful joint ventures. The successful joint venture development consists of 3 main stages which is initiation, transition and maturation. In the initiation stage, GE from U.S had started to assemble their own human resource policies and practices which included local demands. This was be said as ethnocentric whereby is the parochial belief that the best work practices and approaches are those of the home nation. The advantaged of ethnocentric are the organization will have simple structure and managers can implement closer control. However, theres still disadvantages in this view whereby that decision-making may be le ss effective. There is no flexibility for employees working in foreign locations and there will be difficulties in building good business relationships in the host nation. Due to the shortage of labor, they cant choose the people they want. So, training is needed in this stage and basic compensation was needed to be structured as the principle of the host country. In this stage, cultural issue will be the issue and challenges as human resource department needed to overcome the diversity problems. In the stage of transitional, human resource practices hold to local demand. This stage was polycentric perspective which , this is the view that managers in the overseas, host nation know the best work practices for running operations in that nation. The advantages are that the managers working in the overseas operation will have extensive knowledge of how best to run the workplace and meet market demand. Local managers are likely to be more committed and have higher morale than managers imported from the home country. Also the host government is more likely to provide support. The disadvantages are that duplication of work efforts and facilities in both the home nation and foreign host nation leads to inefficiencies and ineffective use of resources. It is also difficult to maintain a single focus on global objectives as operations in each nation concentrate on their own operations. In this stage, career development for staff is to be organized to improve the productivity. Compensat ion in this stage need to be restructured to retain the potential workers. However, the cultural differences issue has been reduced in this stage. And lastly, when reach the maturation stage, geocentric perspective was taken place whereby global-oriented view focusing on finding and using the best approaches from around the world. The advantages of this view are that it forces managers to take a wider, global view of operations. As in this stage, joint venture was said to be greatly successful which had managed cultural diversity. As GE and MAS was recently successful in the joint venture, they should have overcome all the stages and apply the human resource practice effectively and efficiently to be success in the diversity environment. GE and MAS was working greatly together with the profit that reached $ 1 billion last year. This is because, Aero Centre of Excellence in Malaysia which is joint venture between GE and MAS has overcome all the problems and challenges that occur on the joint venture development, especially the working environment that full of cultural differences. Question 7 Explain two human resource problems experienced by your employer of the organization where you are familiar with and to strategies for overcoming the problems. The two human resource problems experienced by my employer of the organization are the compensation and cultural differences. Compensation and retaining workers have always be the problems to human resource management because employees always not satisfy with the salary and benefits that been given by the employers. Developing a pay plan that is internally and externally equitable is no less important in a small firm or large firm. Besides the compensation problems, managing diversity workforce also be a problem to employer as Malaysia is a mixture country with different of race, religion and so on. Everyone have their own backgrounds which lead to the different thinking compare with others. To keep organization still that competitive, human resource problem needed to be solve out before it get worse. Employee compensation means all forms of pay or rewards going to employees and arising from their employment. Everyone knows that people have many needs, and some which can be satisfied directly with money. As every employee always as for a better life, they expect employers will provide them with satisfied salary just to retain them. Some employees always compare their salary with others. If salary was lower than their colleague, they will just go search for another job might increase the job turnover. In such case, employer should have policies on compensation-related method. Human resource manager need to ensure why the amount of salary among employees is is different and employees need to understand the reason to reduce conflict that might happen in organization. Employers should develop a workable pay plan by conducting a wage survey which collects the information about the job and set a base salary that deserve to receive by the employees. It can be easier also in structure the compensation plan if split employees into three group to managerial, clerical and plant personnel. For each of the three groups, determine the compensable factors to be evaluated and then rank or assign points to each job based on the job evaluation. For each class of jobs, employers should create a pay range. Besides this, employers also can provide reward to employees that attaining companys goal. This was not only can motivate employees but also keep them getting the job done, just to get the reward. Reward also can be a way in retaining potential worker. Capability workers will always surrounded by head-hunter and intellectual employees will just leave the organization if other company can provide better benefit package to them. Not all employees asking for money to satisfy their need but some may ask for achievement, affiliation, power or self-actualization. Yet, even with job enrichment can be a modern motivation technique. Besides that, to retain worker, non-monetary reward like vacations and holiday, sick leave, annual leave and so on can help in retaining potential workers. For employees that attaining organization goal, employers can reward them with promotion or paid vacation as a reward. Employees will somehow work hard just to get the reward offered by employers. Cultural factor have been generally be a problem to human resource. As Malaysia was known as rich of different cultural, most of the company in Malaysia was facing the same problem which is workforce diversity. To overcome this problem, employers can increase relationship between employees by regular meeting. Training also needs to be providing to employees in how to communicate efficiently to reduce conflict in the workforce. Besides that, employers can use teamwork to build relationship between employees while completing their task. In teamwork, sharing will be more to be occur and this can make employees understand each other more. Employers should encourage idea sharing among employees, just to make them discuss more and build relationship without knowing. This kind of method not only can help in diversity labor force but also can come up with new ideas and improve the productivity in the organization. In short, every company has their own human resource problem as is important for employers to apply strategies that is effectiveness and efficiency. Retaining workers has mostly been the problems faced by most of the organization and compensation needs to be structured carefully to avoid from any turnover. Cultural differences are something Malaysian companies can avoid from as Malaysia is a multi-cultural country. To cut down the problems in cultural differences, human resource need to solve out the diversity labor force by monitoring and liaison employees with each other.

Global Outsourcing of American Products and Services Essay -- Globaliz

Global Outsourcing of American Products and Services   Ã‚  Ã‚  Ã‚  Ã‚  Global outsourcing of American products and services is a trend that is becoming increasingly popular with large corporations. For the same services provided in the United States, corporations are finding quality work in other countries for a fraction of the cost. The country currently at the forefront of this trend is India. This paper will discuss companies that outsource business to foreign countries and also why they are chose to. The ethical implications to both countries in these situations will also be discussed.   Ã‚  Ã‚  Ã‚  Ã‚  Many corporations are experiencing significant cost savings by outsourcing work to developing countries across the globe. Some advantages of global outsourcing are: technically skilled, inexpensive labor; multi-lingual workforce; potential 24/7 global tech support; global prestige; local market access advantages; lower duties and tariffs; low cost delivery; and after sales service. (http://www.wsa1.org) â€Å"Developing nations†¦benefit by providing local viable careers for their educated populations, attracting foreign investments in their infrastructure, and a general increase in the standard of living.† (http://cseserv.engr.scu.edu) These advantages make a strong case for outsourcing, but there are many disadvantages that are being discounted or overlooked.   Ã‚  Ã‚  Ã‚  Ã‚  Some disadvantages noted by corporations are: political risk; loss of quality control over manufacturing, brand, and support; misrepresentation of the company; IPR concerns; brand management; channel conflict (gray market, territory); stricter labor laws; bribery and kickback pressure; and productivity. (http://www.wsa1.org) There is also the possibility of a negative impact to the American job market. Issues surrounding this impact to our job market are not frequently mentioned during discussions about whether or not to send business overseas. Finally, there are many ethical questions and dilemmas involved with these decisions. These ethical dilemmas affect individuals in America as well as those in the overseas countries. In spite of these disadvantages, many major corporations have decided to outsource to foreign countries, indicating that the advantages are worth the risk.   Ã‚  Ã‚  Ã‚  Ã‚  Several corporations have already experience... ...e Web. Call Center India (November 19, 2003); More U.S. Jobs, especially in Call Centers, headed for India, http://callcenterinindia.blogspot.com/ Retrieved on November 25, 2003 from the World Wide Web. Ranjit Shastri (October 6, 2003); An Overview of India’s Call Center Industry, http://www.tmcnet.com/tmcnet/articles/2003/100603rs.htm Retrieved on November 25, 2003 from the World Wide Web. Ronil Hira (October 20, 2003); Testimony to the Committee on Small Business, http://www.ieeeusa.org/forum/POLICY/2003/102003.html Retrieved on November 25, 2003 from the World Wide Web. Nicholson & Sahay (November, 2001); Some political and cultural issues in the globilisation of software development: case experience from Britain and India, http://les1.man.ac.uk/accounting/Staff/Academic/B_Nicholson/I&Opapernicholson_sahay.pdf Retrieved on November 25, 2003 from the World Wide Web. CIO.com (June 5, 2003); Global Outsourcing and L-1 Visas, http://comment.cio.com/ Retrieved on November 25, 2003 from the World Wide Web. Walter Williams (2003); Minimum Wage Tip-Off, http://www.washtimes.com/commentary/20031114-081940-9148r.htm Retrieved on November 25, 2003 from the World Wide Web.

Sri Lanka Tourism

Tourists Return to Paradise Isle a Year After War’s End By Amantha Perera COLOMBO, May 17, 2010 (IPS) – A year since Sri Lanka’s bloody civil war ended on May 18 last year, tourists are returning in huge numbers to a popular beach destination located over 300 kilometres from where the last battles were fought. Nowhere is the relief at the end of fighting more tangible than on the beautiful beaches of Hikkaduwa, south of the capital Colombo.The war against the secessionist Liberation Tigers of Tamil Eelam, fighting for a separate state for the minority Tamils, cost over 70,000 lives in over two and half decades and sent over 280,000 fleeing for their lives in its final phase. Hikkaduwa, famous for its coral reef, sandy beaches and swanky hotels, is on the rebound. Visitors who abandoned the sun and the beach when bombs started going off have begun to return. The best days may be still ahead of this famous tourist destination south of the capital Colombo. Already, it is bracing itself for huge arrivals during the next European winter season.Arrivals grew by an impressive 50 percent or an increase to 160,000 from 106,000 in the first quarter of 2010, compared to 2009, according to the Sri Lanka Tourism Development Authority, the government agency that monitors tourist arrivals. This year, the island known for its scenic beauty expects over half a million tourist arrivals, making 2010 one of the best seasons in the last half a decade. â€Å"We saw very good arrival rates this season (between November 2009 and April 2010),† Siri Goonewardene, president of the Hikkaduwa Hoteliers’ Association, told IPS. With the war no more, travellers feel safer visiting here and there were no unexpected security-related incidents that would have driven them away. † The general manager of Coral Sands, a 75-room luxury hotel on the Hikkaduwa beach, expects better results later this year when the next winter season starts. â€Å"The bookings h ave been good. If the trend continues the next season will be definitely better than this one,† says Goonewardene.He adds that operators expect about a 50 percent growth in arrivals next season. The upbeat assessment is shared by operators who run smaller hotels and restaurants and others who depend on the tourist trade. This season was good. We had a high number of visitors,† says Dhammika Silva, who runs a small hotel at Mirissa, a cove-like beach south of Hikkaduwa. He depends on individual tourists who visit the Mirissa area as his business is too small to tie up with tour operators. â€Å"I needed more people on the beach having a good time to make ends meet. This time it happened. † The same is true of Nimal, who sells traditional woodcarvings from a small shop near the beach. â€Å"We had a very good season. I made some good sales,† adds Nimal, who simply identified himself by his first name.These hopes for a bumper tourist season are a far cry from the beach operators’ downcast mood less than 18 months back. With the war raging in the north, by the time the winter season began in November 2008, arrivals were sliding. With earnings going down, in 2008, tourism fell to number six in the country’s top foreign revenue earners from the fourth slot, accounting only for 2. 8 percent of the gross national product. The industry supports a large workforce, much of it informal. According to a labour survey conducted by the Sri Lanka Census and Statistics Department in 2007, over 100,000 were employed in the trade, 56 percent of whom were nformal employees. It was the informal employees that felt the pinch when arrivals kept going down without the security of at least a small wage packet. In early 2009, business operators like Nimal were complaining that they could not keep their shops open and at least pay the utilities.Some decided to close shop. The downturn in arrivals due to the war attracted low spenders to the island. Silva says that many tourists from Eastern Europe and Russia began arriving in Sri Lanka when the big spenders from Western Europe stayed away. I have nothing against them. But these were budget travellers who travel through the region. They don’t spend much,† he told IPS. Nimal concurs. â€Å"They are not the type who buy souvenirs, let alone expensive carvings, they will show up in the number of arrivals, but have no money. † Goonewardene from Coral Sands warned that the high numbers should not be an indication that the industry has fully recovered. â€Å"When the numbers are analysed, we will see that there will not be a 50 percent increase in earnings corresponding to the increase in arrivals. â€Å"He says the government should launch an aggressive public relations campaign to attract high-end spenders and give incentives like tax breaks to the industry. The new government that took office last month has brought tourism under the purview of the Economic D evelopment Ministry, which has been tasked with accelerating development. It is an indication that tourism is to be a vital component in the new economic plans. â€Å"It is good that the government is showing signs of making tourism part of the bigger national plans. Whoever invests in tourism now will be making a lot of money come next season if we make the right decisions,† Silva

Ethicals Ethics and Company Essays

Ethicals Ethics and Company Essays Ethicals: Ethics and Company Essays Here is a summary of the consequences of your decision to modify spot 'A': Director of Product Management:Your boss says, "I asked you to reach 15,000+ units a week. Your decision put us at 14,616 at the end of last week. While it's not what I asked for, it's in the ball park. You had better hope unit sales increase to meet projections in the coming weeks." Unit Sales:Medium increase, 2,616 units, potential for future increases looks good. HA advertising is losing out on the Sunday 3:00 - 4:00 market. Brand awareness increased 10 points among parents. Sales Team:The sales team is disappointed in your decision. They had hoped you would have gone with an option that would have increased their commissions more. Advertising to children is the act of marketing or advertising products or services to children. According to the characteristics of children , who are easy to be influenced and imitate, the advertising should be more carefully and strict. therefore, I think it will be a problem that advertising to children. A good and educational ad may guide children to the correct direction, but a bad one may misguide them both on mentally and behaviors. Turning Gears should try to alter its approach to limit concerns about negative impacts on kids. The influence of the advertisement to children is profound. thus, it is important for the company to discuss this problem. It is not necessary for the company to stop advertising to kids, but must change the way to advertising to children with positive impacts. What's more, it can also consult from parents, and make efforts about the problem together. Uncertainty touches most aspects of life, especially when we make decisions that have consequences that we cannot predict. It is natural that we can weigh up the possible results and their risks and benefits. Hence we should change the uncertainty into certainty though further research. The uncertainty will become a problem or a significant issue when you ignore it, or you insist on your own benefits as you find it out. We should accepting and realizing this principal uncertainty is a conceptual challenge, and it is within this framework that we must make decisions of a moral nature. Therefore, decision-making and the handling of uncertainties have important ethical dimensions. According to my opinion, adding labels would be the best way to resolve the problems of current situation. Before we make the decision, we should carefully take consideration about the consequence of insisting selling toys without any changes. It is an unethical behavior that make kids in an uncertainty dangerous situation. We also cannot solve the problem though replacing the material of toys because it is great harmful to company's benefits. therefore, it is the best way for the company to add labels on the toys to remind people to be careful about making choice. What should be put into consideration at first is the safety of customers, so it is the best way comparing with any other options. A company should response to pressure of shareholders groups when the resources related to 1) Company's mission statement. A company's mission statement is a constant reminder to its employees of why the company exists and what the founders envisioned when they put their fame and fortune at risk to breathe life into their dreams. So it's significant to response. 2) The consequence of issue harm. A company should also consider about the issue harm as it may result in kinds of serious consequence 3) Company's perspective. You cannot just consider about your own benefits but also the stakeholders benefits. otherwise, you don't need to response if it is not relevant to the things above. The main argument is whether child labor should be accepted. Based on the point of view of employers, it can be accepted because they think the manufactory has been provided higher payment and good quality of life for the children, and it also be accepted by the

Free Essays on Interpersonal Communication

or actions, as they understand them (Beebe 6). Although most people limit the realm of communication, it does not only occur between humans. It is possible for an individual to act on information from their pet. For instance, when the cat meows, a good owner feeds it. Moreover, it is possible that pets can act on information from their owners. For example, when the owner picks up the leash, the dog knows it is going for a walk. Interpersonal vs. Impersonal Communication Human communication ranges on a spectrum from impersonal communication to interpersonal communication. Impersonal communication occurs when we communicate or respond to people ¡Ã‚ ¦s roles, rather than who they are as people. When you ask your waiter for a soda, you are communicating with his role, not him as an individual. Interpersonal communication is conducted on a more intimate level of communication in which we disclose personal information. Although this type of communication is more intimate, it does not always involve sha... Free Essays on Interpersonal Communication Free Essays on Interpersonal Communication Introduction The following report contains information on the subject of communication. It is being reported on for Professor Underwood ¡Ã‚ ¦s Business Communications class. The information reported on was conduct at the LRC at Mesa College and local San Diego public libraries. The topic at hand is divided into different components that effect how we communicate. The main topics that will be discussed are impersonal vs. interpersonal communication, how people communicate, perception, and culture. What is communication? Communication, a complicated area, has been researched for countless years. Scholars have attempted to arrive at one general definition for Communication, yet experts still cannot agree on any one meaning. However, in the broadest sense, it has been determined that communication is the process of acting upon information. An individual says or does something, and others think or behave in response to the words or actions, as they understand them (Beebe 6). Although most people limit the realm of communication, it does not only occur between humans. It is possible for an individual to act on information from their pet. For instance, when the cat meows, a good owner feeds it. Moreover, it is possible that pets can act on information from their owners. For example, when the owner picks up the leash, the dog knows it is going for a walk. Interpersonal vs. Impersonal Communication Human communication ranges on a spectrum from impersonal communication to interpersonal communication. Impersonal communication occurs when we communicate or respond to people ¡Ã‚ ¦s roles, rather than who they are as people. When you ask your waiter for a soda, you are communicating with his role, not him as an individual. Interpersonal communication is conducted on a more intimate level of communication in which we disclose personal information. Although this type of communication is more intimate, it does not always involve sha...

Death of a loved one and identity Essay Example | Topics and Well Written Essays - 2750 words

Death of a loved one and identity - Essay Example The main reasons given about the change of identity concern the aspects of religion, psychological perspectives, and interpersonal relationships. From the perspective of religion, it would be noted that a persons religious identity and spiritual affiliations are the most probable aspect that can be changed. This essay, â€Å"Death of a Loved One and Persoanl Identity,† is a critical analysis of the impact of the death of a loved one, and the effect it has in the identification of the personality of a person. Olver (2002) explains that death is an old phenomenon, and it has always existed. Many people are afraid of death, and this is the reason there is extensive debate on how to prevent it, and the life of an individual after death. However, there are different beliefs about this concept of death, and this depends on the values and status of an individual. Earle, Komaromy, and Bartholomew (2009) explain that religion plays a role in explaining the concept of death, and the impact it has on an individual. For instance, religious people believe that, once an individual dies, then he or she has a next life. This life depends on the religious belief of an individual, for instance the Buddhists believe in re-incarnation, while Christians believe in ascension to heaven once an individ ual dies. However, scientists do not have such kind of beliefs, and this is because they are motivated by facts in trying to explain this aspect of death, and the consequences it has in the identification of the personality of an individual. The lack of concrete evidence on this aspect of resurrection has made this topic ambiguous, and difficult to explain. This is because of lack of stories on people who have resurrected, hence giving an account of what happens after death. Therefore, a person can only experience this concept of death, through a third party. That is an individual who is grieving, or has just lost a loved one. The loss of a loved one, normally leads to a

Behavior management Inventory Case Study Example | Topics and Well Written Essays - 250 words

Behavior management Inventory - Case Study Example I’m not coming and you can’t make me!† I think this is probably the best way to handle this, because there is already a conflict and it gives the student an out. They can choose to keep their ‘pride’ and continue to be defiant by going to the principal’s office, or by simply following the instructions in class. Over one-half of your class is constantly asking, â€Å"Will this be on the test? How many pages does it have to be? Can I use a pencil? Does neatness count? Is it due at the beginning or at the end of class?† You set up a rule forbidding such questions, but they keep coming anyway. This situation should eventually stop the questions, hopefully, because the students will learn that they aren’t getting any new information by asking those kinds of questions. If a question isn’t addressed by those groundrules, it is either a good one or could be added to the groundrules. It also sets up a positive culture where the students know what is and isn’t important to me as a teacher. Micky hasn’t done his homework in over six weeks. He always has an excuse such as he lost it, he left it at home, or his baby sister ripped it up. He has a difficult time reading and comprehending and seldom participates in class. You have discussed the matter with Micky and have met with Micky and his mother who works second shift. Still the homework is never done. Obviously in this situation Micky is having trouble with the school work, and his family can be of little help. But he also has to understand that the classroom community has expectations, and doing homework is one of them. By eventually putting him in detention for missing so many homeworks it at least gives him time where he has no excuse and forces him to do some, so I can see where he is and where he needs more