Samples of Compare and Contrast Essay College Level Secrets That No One Else Knows About

Samples of Compare and Contrast Essay College Level Secrets That No One Else Knows About Your thesis is the fundamental argument your whole essay will revolve around. To begin with, in the same way as any other bit of academic writing, a comparative essay ought to have an objective. A comparison essay is among them. The same as descriptive essay examples and other sorts of academic essays, a comparative essay can be made in various ways. Writing is a skill that someone can learn. Before writing, you should think of a very good thesis statement. When writing any form of academic paper, an individual should be able to get familiar with the essentials of writing. Moreover, an essay writer must also have the ability to give valid references on the arguments which he would want to include in the paragraph. Begin with the topic title and an effective hook to create the reader interested and mention a detail linked to the theme. You may discuss a feeling of taste and the book of your favourite author. The above mentioned compare and contrast essay topics are just a couple of many topics it is possible to decide to talk about in your essay. Before you begin, it is essential to choose topics which you really know well. Otherwise, you have to have a look at a number of the easy compare and contrast essay topics on the many scientific innovations. Lucky for you, there are several topics you could concentrate on when writing and it's all your responsibility to figure out the precise topic that you would like to build on. Samples of Compare and Contrast Essay College Level Help! It's going to be rather simple to discover the differences but th e similarities are a lot more difficult to find. For example an individual may select a topic like, life in the shoes of a werewolf. You should have your reasons, and our primary concern is that you wind up getting an excellent grade. On a general viewpoint, there are lots of distinguishing facets which require close attention. Students learn how to analyze info about two subjects. They need to successfully complete the curriculum of both educational institutions in order to advance in many careers. They write better papers when they have some good examples in front of them. In the duration of obtaining an education, they have to deal with different tasks and overcome various challenges of different complexity. Naturally, writing is among the top learning programs in any critical school institution. Students who excel in writing about such complex topic could have an opportunity to be enrolled into a number of the ideal Art universities to come up with their abilities and talent. Therefore, if you're not acquainted with such requirements, you are going to go through different challenges as you attempt to finish your assignment. If you're not entirely knowledgeable about its different requirements, you're struggle to finish your assignment. The Pain of Samples of Compare and Contrast Essay College Level You don't necessarily must analyze the life span of people from exactly the same region or field of activity. Therefore, without the proper guidance, young women and men wind up destroying their fruitful lives. To begin with, getting all the executives to a single place is going to be a cost borne by the provider. Parenting Styles There are various styles of how folks raise their chil dren. The very first thing you ought to do is identify the kind of compare and contrast essay which you are handling. Don't fret about not understanding how to compose a compare and contrast essay worth receiving the maximum rate as you will find all the needed information below. The first thing you should do before you get started writing is to pick an ideal topic to write about. So it's naturally a scary job to take on a task that does not have any visible limits. You also know how to come across sources and the very best kind to utilize in your paper to allow it to be relevant and interesting. To begin with analyze objects that look the exact same but have a minumum of one difference. Any paper is going to be written on time for an inexpensive price. Finally, it is going to be a four-paragraph paper.

Guidelines For Students With Adhd - 1405 Words

Prospectus: Using Whiteboards with Instructions to help Students with ADHD to Close the Gap. Problem Statement In this section I will be focusing upon some the important concerns that prevent students with ADHD from achieving success in closing the gap. Some of these concerns are based upon children that have a current diagnosis with prescriptions for stimulants, like Ritalin or Adderall that can improve the lives of those with ADHD. However, this can also lead to addiction, anxiety and psychosis (NIH, 2011, para2-3). These disorders are common childhood brain disorders that can continue through adolescence and adulthood. The symptoms include problems staying focused and paying attention. Also, children may have issues with managing†¦show more content†¦Dr. Fabiano examined 174 studies along with his co-authors Pontifex, and DuPaul, about behavioral treatments in 114 papers. The treatments fell into three broad categories, such as parents, teachers, and therapeutic analysis (para. 2). For example, parents are considered a very helpful support for these children, because parents know their children and are able to provide behavioral support for their children in classrooms. Parents understand how to get their children to pay attention to instructions so they can learn skills. Also, teachers were provided with effective behavior strategies help students perform better in classrooms (Clay, 2013, p. 44). Attention-deficit/hyperactivity disorder (ADHD) is more widely conceptualized because early childhood, has helped children with ADHD to function properly in educational settings. Ten years have passed since the American Academy of Pediatrics (2001) reported to educators and primary care providers that ADHD should be treated as a chronic condition, because it persists beyond childhood into adolescence (para. 2). Many students with ADHD have behavior problems that prevent them from understanding instructions and connecting with the appropriate subject skills. When students with ADHD are not able to connect to instructions concerning subject skill s they are usually; they do not focused or participate in the subjects. Most

Human Resource Management at XYZ †MyAssignmenthelp.com

Question: Discuss about the Human Resource Management at XYZ. Answer: Introduction: XYZ is the company that operates in fashion industry and a big manufacturer of fashionable footwear for men and women. It is the firm that is very much established in Singapore and wants to enter the new market of China in order in order to expand the business overseas. As the company wants to send 10 of its employees to manage the operation in Chinas subsidiary, it is required to analyse the different trends of that country so that proper training can be given to the expatriates. Examining the various aspects of international human resource management can help the company to have successful operation overseas (Harzing and Pinnington, 2010). Background analysis of China: China is the country that falls under the category of developing country. It is considered as the most populous country with approximate 1.404 billion people living there. Thus, it is a potential market for the company to explore (Chen and Aryee, 2007). It is one of the members of WTO and has largest trading power. The value of international trade of the county is around US$ 3.87 trillion in 2012. Worlds second highest billionaires are from China only and thus the average purchasing power of the people here is also good. Country has 56 ethnic groups and Han Chinese is largest in number (Chen and Aryee, 2007). Detailed analysis of the country can be done by using Hofstede analysis. International Human resource management: As XYZ is the company that has to establish its operations in the new market thus it is required by the company to make use of international human resource management. It is the concept that deals with the ordinary human resource management practices such as recruitment, selection, staffing etc (Brewster et al.2016). It has been analysed that international human resource management helps the company to manage all the activities as per the culture and condition of the overseas country (Harris, Brewster and Sparrow, 2003). Job Design: Job design is about explaining the contents of the job. It is related to design of the tasks and the responsibilities that are being some by the person hired on a particular job position. It is very much related to the organisational structure and culture. This is because the culture of the organisation determines that what tasks need to be done by the person in the company. The hierarchal levels are also dependent on the culture of the particular organisations (Adler and Gundersen, 2007). Below discussion clearly describes the cultural differences in Singapore and China so that XYZ can take initiates to design their job accordingly. Organisational structure and culture of Singapore and China: Organisational structure and culture are the aspects that are very much related to each other. It has been analysed that if a companies like XYZ has to go overseas than it has to examine the structure and cultural values of the Chinese organisation and have to change their own structure as per the culture of China. As per the discussion of Hofstede model, it has been examined that Singapore and China are somewhat similar in almost all the dimensions (Adler and Gundersen, 2007). Thus, it can be concluded that XYZ dies not need to make more changes in context of their policies and stricture of the organisation. As far as the organisational structure of the companies are considered, it has been analysed that China is the country where the organisations are too much centralised and there is unequal distribution of power which is accepted by all. The lower level employees are not considered as the important part at the time of taking managerial decision and they follow what they are told by their managers. Singapore also shows somewhat similar characteristics in terms of organisation structure. Centralisation of the organisations is very common and here also the employees who work at lower level are not allowed to give their opinions in decision making (Schein, 2010). Mianzi is the culture that has been followed in both the countries but Guanxi is the cultural aspect of Chinese people that is more important than the legal considerations in the country. This mean making connection and this is the only way to conduct a successful business in China for the foreign companies. Any of the company that wants to porter in China then it has to understand the important of Guanxi and have to follow the same. Hofstede model on China and Singapore: It is the model that helps in analysing the six cultural dimensions of the countries. This model is used to compare the two countries (Hofstede, 2011). Power distance: It is the extent to which the unequal distribution of power is being accepted by the lower level of the employees. As far as the power distance index of the both the countries have been analysed, China scored 80 and Singapore scores 74. This suggests there is slight difference in the scores and both the countries have the nature of accepting the inequality of power distribution amongst the people (De Mooij and Hofstede, 2010). Individualism: This is the dimension that deals with interdependency of the members or the people on each other (Dowling, 2008). China scores 20 in this and thus supports the culture of collectivism in which they used to consider the interest of group. Singapore stands on the similar position. Masculinity: Chins scores 66 in this dimension and thus it has a masculine society. This means that most of the people in China are success oriented and can compromise with their personal life for the sake of work. On the other hand, Singapore scores 48 that mean it is in the middle of the scale. People have balanced nature between work and personal life. Uncertainty avoidance: It is the dimension where the society deals with the unknown situations (Armstrong and Taylor, 2014). China scores 30 in this dimension and thus it suggests that people in China are very comfortable with the unknown situations. On the other hand, Singapore scores 8 in this context. The people in Singapore are highly abided by the rules and regulations. Long term orientation: It is the dimension in which the preferable approach of the society can be measured. As far as China is considered, it scores 87 in this context and this means the Chinese people are long term oriented and also believes in pragmatism (Bond, 2010). Singapore scores 72 which is also a very high score. The Singapore people are also very much pragmatic and believe in long term investment. Indulgence: it is the dimension that refers to the extent to which the people try to control their desires and needs. Weak control is called indulgence and strong control is called as restraint. China is the restraint society as it scores 24 that is very low in context of indulgence. Singaporeans score 46 in this dimension which is a very intermediate score. Staffing process: Staffing is the function of human resource management in which the management of the company have to recruit and select the employees for the company as per the job requirements (Collings, Scullion and Morley, 2007). It is not limited to hiring of the person but it also includes activities like induction, training, termination, promotion etc. retention of the employees is also one of the major activities of staffing function or process. In todays era, human resource of the company can also provide a competitive advantage to the firm over other competitors and thus it is required by the company to make intelligent decision at the time of staffing people. In international context, XYZ the company has to make the balance between the national and international culture and also have to management workforce diversity. Recruitment: Recruitment is the positive practice that includes advertising of the job vacancy in the organisation. It is the process by which more and more applicants are attracted towards the job availability in the company. As per this case, it is required by the company to recruit people from inside the company as well as from outside the company (Boxall and Purcell, 2011). Thus external and internal, both types of recruitment are necessary to be conducted. The internal recruitment can be done by posting the job vacancy on the online portal of the company and the external recruitment can be done by making use of social platforms. As the company is operating in China thus it has to develop workforce diversity. For this, the company should advertise about the job in Singapore as well as in China. Recruiting people from both the sides help the company to integrate the host country culture with the parent county culture easily. Selection: Selections confided as the negative process. This is because; most of the applicants who applied for the job get rejected in this process (Harzing and Pinnington, 2010). This is the process after recruitment where the final candidates who are capable and whose profile matches with the job description are selected. A process starts with screening of the resumes and follows with telephonic round of interview. After shortlisting the people from telephonic round, they need to appear for personal interviews and then the final selection should be done. XYZ is the company who has to select the candidates for China. In order to select the people from Singapore, other than the job skills, the communication and learning skills of the individual should also needs to be judged. In selection process at China, the company has to look for the candidates who have the capability to adapt themselves with people from Singapore. Training and development: Training and development is the process that is to be done to train the employees so that they can achieve their individual as well as aligned organisational goals. In this case, the discussion is about expatriate training (Aguinis and Kraiger, 2009). This training is given to the expatriate so that they can develop the capability to adapt things in the foreign country. It is very compulsory to train the employees before sending them to the new country in order to save them from the situation of cultural shock. Some of the different types of training that should be given to expatriate are: Cross cultural training: This is the training that helps the expatriates to know about the culture of the foreign country so that when they reach their, they can be familiar with the culture and can adopt it easily (Min, Magnini and Singal, 2013). Language training: This is also an important type of training as the expatriates who do not have idea about the foreign country language may find it difficult to communicate. Thus, gibing language training to the expatriate is very necessary. Experimental training: It is also one of the most important training as it allows the expatriate to have small trips to the foreign country where they have to stay for long (Storey, 2007). This helps them to practically experience everything about the foreign land. This facilitates the expatriates to settle down at the place easily (Reiche, Mendenhall and Stahl, 2016). Remuneration: Remuneration refers to the monetary income and other benefits of the people. Expatriates have to be given remuneration that facilitates them to maintain their status and fulfil their living at the international place (Zhou, et al. 2010). Some of the inclusion of expatriate remuneration includes: Base salary: This is the basic salary amount that should be equal to the employees who are at the similar position in the parent country. This is because it is the amount that should be fixed as per the position. Hardship premium: It is the premium amount that needs to be given to the expatriate in order to take the foreign assignments (Boxall and Purcell, 2011). Allowances: Different types if allowances are need to be paid for different concerns. Cost of living: it is the allowance that has been paid as per the difference between the expenditure at the place of headquarters and at the foreign place (Warneke and Schneider, 2011). Housing allowances: This needs to be paid so that the expatriate can maintain that living standard as home country. Travel allowances: This is for the travelling purpose for the expatriate (Scullion, Collings and Gunnigle, 2007). Relocation allowances: It is the allowance that has been given as the expatriate is moving away from his home. Conclusion: The report concludes that international human resource management is the function of the organisation that allows the company to take decision over some of the employee related issues at international level. In this case, XYZ is the company that wants to enter the China market and thus the cultural and organisational analysis of the country has been done to plan the strategies of staffing. Hofstede model is used to analyse the country with regard to 6 dimensions. The overall discussion suggests that Expatriates have to make some adjustments as per the host country culture to balance the differences. References: Adler, N.J. and Gundersen, A., 2007.International dimensions of organizational behavior. Cengage Learning. Aguinis, H. and Kraiger, K., 2009. Benefits of training and development for individuals and teams, organizations, and society.Annual review of psychology,60, pp.451-474. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bond, M.H. ed., 2010.The Oxford handbook of Chinese psychology. Oxford Library of Psychology. Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Palgrave Macmillan. Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016.International human resource management. Kogan Page Publishers. Chen, Z.X. and Aryee, S., 2007. Delegation and employee work outcomes: An examination of the cultural context of mediating processes in China.Academy of Management Journal,50(1), pp.226-238. Collings, D.G., Scullion, H. and Morley, M.J., 2007. Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives.Journal of World Business,42(2), pp.198-213. De Mooij, M. and Hofstede, G., 2010. The Hofstede model: Applications to global branding and advertising strategy and research.International Journal of Advertising,29(1), pp.85-110. Dowling, P., 2008.International human resource management: Managing people in a multinational context. Cengage Learning. Harris, H., Brewster, C. and Sparrow, P., 2003.International human resource management. CIPD Publishing. Harzing, A.W. and Pinnington, A. eds., 2010.International human resource management. Sage. Hofstede, G., 2011. Dimensionalizing cultures: The Hofstede model in context.Online readings in psychology and culture,2(1), p.8. Min, H., P. Magnini, V. and Singal, M., 2013. Perceived corporate training investment as a driver of expatriate adjustment.International Journal of Contemporary Hospitality Management,25(5), pp.740-759. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016.Readings and cases in international human resource management. Taylor Francis. Schein, E.H., 2010.Organizational culture and leadership(Vol. 2). John Wiley Sons. Scullion, H., Collings, D.G. and Gunnigle, P., 2007. International human resource management in the 21st century: emerging themes and contemporary debates.Human Resource management journal,17(4), pp.309-319. Storey, J., 2007.Human resource management: A critical text. Cengage Learning EMEA. Warneke, D. and Schneider, M., 2011. Expatriate compensation packages: what do employees prefer?.Cross Cultural Management: An International Journal,18(2), pp.236-256. Zhou, E.I., Lu, Z., Li, X., Li, T., Papola, T.S., Pais, J. and Sahu, P.P., 2010. Remuneration differences in the emerging economies of China and India.International Journal of Psychology,45(5), pp.360-370.

Labor Relations Collective Bargaining

Labor relations entail the managing unions of employees; it covers organization bargaining under the Human Resource Management (HRM). Organization bargaining, which is also known as collective bargaining within an organization touches on the ability of workers to associate freely with each other in negotiating for proper working relations.Advertising We will write a custom essay sample on Labor Relations: Collective Bargaining specifically for you for only $16.05 $11/page Learn More Notably, the employer and employees have an equal share and bargaining power in the negotiations in order to ensure that the outcome is fair and equitable (Collective Bargaining, 2009). Fairness in the employment relationship averts scenarios of costly labor disputes, rampant workers strikes, and persistent unemployment. Collective bargaining is a joint work done between one or many people who take sides thus resulting in a collective agreement in their terms and conditions a s well as recognition. For example, in North America, the government is the only body entitled to issue a certificate of recognition to the workers union (Boivin, 2012). The certificate shows the support that the union has towards the absolute majority it presents in collective bargaining. The government offered mediation services to facilitate consensus-building process at the workplaces. North America gives the collective agreement a period, which is usually more than one year. The government recognized unions after a colossal strike by workers in 1947. The establishment of the Rand Formula that led to the recognition of workers’ unions paved way for the introduction of medical insurance and universal pension plans for employees. In other countries like Canada, the provinces contain jurisdiction towards labor issues excluding federal government regulated factories. According to Boivin (2012), collective bargaining involves two conflicting parties with separate interest conc erning workers with the urge of getting income and job security. This allows the union to have successful pluralistic goals since it is not pathological; none of the parties can attain its goals minus the other. It is a formalized process where employers and trade unions agree on the terms and conditions in the working premises. However, the public has the power to allow as well as encourage collective bargaining to assist the conflicting parties to make up their minds on their differences hence giving room for reconciliation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Collective bargaining increases the workers’ strength thus creating a sense of self-respect and responsibility among the employees. Moreover, it raises the workers’ production morale as it increases their level of bargaining at any negotiation meeting. Additionally, it limits the freedom of the management i n case of arbitrary actions towards the employees (Collective Bargaining, 2012). This motivates the employees on working relations whenever they consult the management. The managers of the union are able to sort out issues in the level of bargaining rather than forwarding complaints to the employees. It creates security towards the work, therefore, reducing the cost of labor turnover within the management. In addition, it creates a channel of communication between the employee and their employers hence resolving the industrial disputes (Collective Bargaining, 2012). Further, collective bargaining creates peace, therefore, establishing a harmonious environment that helps in pacing the efforts of the nation in developing the economy. Collective bargaining checks the exploitation of workers hence regulating employment conditions to the concerned parties. Evidently, collective bargaining can minimize striking among workers, as they will be able to air their grievances through their unio ns. Collective bargaining assisted South Africa to conduct a peaceful transition during the post apartheid era and even assisted the Republic of Korea move through the Asian financial crisis. Notably, good labor relations benefit all stakeholders in a business enterprise. Under the labor standards, the 1949 Collective bargaining convention encouraged relations and negotiations between employees and their employers within the stipulated conditions and regulations of collective agreements (Collective Bargaining, 2009). Further, the Geneva Conference ascertained the right to organize and engage in collective bargaining with no interference from any quotas. The 1978 Convention on Labor Relations recognized and aided the collective bargaining for public employees and the inclusion of their representative in determining the employment conditions. It went a head to outline various methods and processes of settling disputes between parties; some of the methods include arbitration and mediat ion. Collective bargaining took into concern the problems that can arise at the workplaces, especially among the high-level employees who are considered as policy makers (Collective Bargaining, 2009). In 1981, the Collective Bargaining Convention clearly defined the term collective bargaining and ensured that all sectors of economic production adopt it in order to improve their images. Article 5 of the Geneva Convention of 1981 holds that collective bargaining ought to be made achievable to all workers and their employers. Clearly, the International Labor Organization (ILO) has promoted the comprehension of this labor term among the workers and their employers. Collective bargaining modifies the terms of employment and the working conditions of employees and an organization in order to reach an amicable agreement that serves the interests of all the stakeholders.Advertising We will write a custom essay sample on Labor Relations: Collective Bargaining specifically for you for only $16.05 $11/page Learn More Collective bargaining has different forms that one can take to engage in a collective agreement. The process has intra-organizational bargaining, integrative bargaining, distributive bargaining, and attitudinal restructuring (Boivin, 2012). In distributive bargaining, economic parameters like salary and bonus form the core issues of discussion; in it, one party loses while the other party gains in the entire negotiations. Since distributive or conjunctive bargaining involves economic issues, it is more competitive than other forms of bargaining. Secondly, integrative bargaining may involve negotiations that can lead to gain by all the parties or no forfeit for all the parties in the negotiation. Attitudinal bargaining involves reshaping different attitudes that exist between the management and the workers. It aims at creating a favorable bargaining environment where there is trust, cooperation, and friendliness. Intra-organizati onal bargaining on its part tends to resolve internal managerial and non-managerial conflicts. Trade unions can use this form of bargaining to demand  equal rights for its women and the skilled personnel who may feel neglected. Evidently, collective bargaining tends to instill equality and discipline on employees, the union and their employers. Collective bargaining has a process that it adheres to when discussing the terms that enhances equality between the workers union and their employer. When the concerned parties follow this procedure of collective bargaining and reach an agreement, the result of the negotiation is known as the collective bargaining agreement (CBA). CBA can take the form of substantive agreement or procedural agreement, which tackles the relationship between the management and employees and the procedure that they have to adhere to when settling disputes between the concerned groups. Some of the issues that substantive agreement handles include basic pay, wor king hours, overtime premiums among others (Collective Bargaining, 2012). Most firms have fixed time scale agreement, and through a collective bargaining initiative, they audit the procedural agreement in case there are negotiations on reimbursements. There are five key steps in the collective bargaining process. The first step is the preparation phase; it is the step where negotiation team that includes representatives of all the concerned parties is composed. The employer and employees’ representatives present their issues that they feel are extremely essential. Markedly, the representatives should command vast knowledge and skills on negotiation of numerous activities so that they can accommodate diverse views during the collective bargaining process.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 second step is the discussion stage, where the negotiating parties design rules and norms that will act as a guide in the entire negotiation process. This phase assists in creating a favorable environment of mutual trust in order to facilitate the finalization of the collective bargaining agreement. The third phase is the proposal or brainstorming stage. Here, the issues and their possible solutions are outlined. The members give their opinions on how to handle the sensitive issues that may affect the employees, employer and the business. After the opinion seeking stage, there is the bargaining phase where the problem-solving attitude is encompassed in the process. The parties ponder on various solutions to the issue and their repercussions. They weigh the options and settle on one of the options that have favorable returns to all parties. The point at which they settle on an option marks the last phase of collective bargaining. The parties through consensus unanimously reach an agreement that all of them strive to implement (Collective Bargaining, 2012). The termination of the collective bargaining process results to a collective bargaining agreement, which can either meet all the needs of the parties or partially meet their needs. References Boivin, J. (2012, September 8). Collective Bargaining – The Canadian Encyclopedia. The Canadian Encyclopedia. Retrieved from https://www.thecanadianencyclopedia.ca/en Collective Bargaining. (2009, August 2). International Labour Organization. Retrieved from http://www.ilo.org/wcmsp5/idcplg?IdcService=GET_DOC_PAGEAction=GetTemplatePagePage=HOME_PAGE Collective Bargaining. (2012, September 5). Industrial Relations. Web. This essay on Labor Relations: Collective Bargaining was written and submitted by user Cullen Dale to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.