Essay on Mr. and Mrs. Bennets Parenting in Pride and Prejudice

Investigation of Mr. also, Mrs. Bennet's Parenting in Pride and Prejudiceâ â The jobs of Mr. what's more, Mrs. Bennet in Jane Austen’s tale Pride and Prejudice are differentiated between a dad who thinks about what’s within individuals and a mother who just stresses over vanity and appearance. Mr. furthermore, Mrs. Bennet’s parental direction is novel to their characters. As a result of their two restricting personas, Mr. what's more, Mrs. Bennet’s thoughts of marriage are conflicting for their little girls; Mr. Bennet puts stock in a caring deferential marriage while Mrs. Bennet esteems a marriage which concerns riches and economic wellbeing. Their desires for Lydia, Jane, Mary, Kitty and Elizabeth reflect their clashing philosophies. Mr. Bennet appears to have a calm profound love for his girls while, despite what might be expected, Mrs. Bennet’s love is over-acted and contingent. The two guardians help to shape their daughters’ attributes and convictions: Lydia reflecting Mrs. Bennet’s eccentric and unnecess ary conduct while Elizabeth acquires Mr. Bennet’s contemplative and intelligent disposition. Looking past their unique character qualities and repudiating feelings, the two guardians hold the family together and assume an indispensable job in the family unit structure.  â â The steady theme among most of the ladies in the Bennet family unit was marriage and future admirers. Mrs. Bennet prides with the expectation that some time or another every one of her little girls will be offered to affluent people who can even assistance bolster the Bennet family and increment their economic wellbeing: â€Å"The business of her life was to get her girls married...† (9). Mr. Bennet, then again, just cares to see his little girls glad and substance with themselves. In spite of the fact that Mr. also, Mrs. Bennet’s bequest is supplied to Mr. Collins, Mr. Benn... ...igued with the delights of his wife† (9). Their youngsters furnish them with colleagues just as individuals to take their sides. Mr. also, Mrs. Bennet’s relationship rotates around their kids on the grounds that without them, they would have an inconceivable time living alone together.  â â When assessing Mr. what's more, Mrs. Bennet’s job in the family structure, the two of them give understanding into the starting points of their daughters’ characters. Mr. what's more, Mrs. Bennet both play fundamental parts in their children’s lives; they give or endeavor to give them direction in marriage, in satisfaction, and in affection. Regardless of whether it’s Mrs. Bennet communicating her domineering adoration or Mr. Bennet offering Elizabeth some very much required guidance, the two of them plan to help their girls utilizing their inalienable parental love. Works Cited: Austen, Jane. Pride and Prejudice. Ed. Donald Gray. New York: WW Norton and. Organization, 1996.

Production and Operations Management (Case Study on Renewable Energy Essay

Creation and Operations Management (Case Study on Renewable Energy Technologies Implementation) - Essay Example Vitality improvement firmly connected with the advancement of the economy and in this manner, the proficiency of vitality use should be expanded to arrive at moderate vitality development. Sustainable power source is one of the ways planned for meeting expanded difficulties of vitality use and natural concerns. This offers an option of conventional wellsprings of vitality for creating nations. Elective wellsprings of vitality help in addressing the requirements of clients like the utilization of sunlight based radiators to create high temp water and even little scope enterprises of agro-handling plants. Sustainable power source use is advanced the world over and by considering this case; the scientists will pick up information and comprehension on the most proficient method to lessen carbon dioxide and green house gases discharge. For this contextual investigation, a few issues that need tending to incorporate plans of financing the undertaking, specialized testing, and evaluation, m ove of innovation, making of the activity and assembling of the items. The foundation of this undertaking will bring into light the usage of sustainable power source extends by dissecting the reasons for the disappointment or achievement of advances as well as ventures. This contextual analysis targets distinguishing the chance of destroying existing obstructions. Consequently, advances the usage procedure of Renewable Energy Technologies (RETs). The advantage of execution of this undertaking bears sanitation or ecological and agrarian benefits that will address provincial needs of drinking water. The contextual investigation venture will have the option to improve aptitudes, information and certainty of the NGOs in recognizing cases in which, sustainable power source advancements adds to the vitality needs of creating nations. Furthermore, it targets reinforcing the limit of NGOs for usage and investigation of RET venture. In conclusion, it will sum up the encounters and scatter di scoveries in a universal manner for different gatherings to profit by picked up information. From this exploration, it is clear that, a portion of the regular boundaries ruining the execution procedure incorporate market, institutional, data mindfulness, and budgetary, specialized, social, monetary, natural, limit and policy centered issues of the nation. The best issue adding to the execution procedure is related with the absence of data, talented labor and offices of preparing respondents. These equivalent respondents likewise decline to allow this innovation to be fused into the general public. Therefore, their absence of social acknowledgment and cooperation in nearby levels is an impediment to RETs usage. All together for this procedure of execution to be fruitful, an organization needs to recognize all hindrances and expel them. A portion of the activities required incorporate changing of strategies, mechanical organization setting for update and accessibility of innovation, f inancing, making talented work force accessible, and structuring and actualizing a system that suit law changes. By basically looking at and assessing existing issues, the organization had the option to make the essential changes and actualize sustainable power source advances. The contextual investigation likewise assessed both immediate and circuitous impacts by utilizing a subjective evaluation approach. Social, ecological, political and different impacts include the immediate effects of execution

Electronics and Communication Engineering (Ece) Syllabus Book R07

JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY, HYDERABAD B. TECH. Hardware AND COMMUNICATION ENGINEERING I YEAR COURSE STRUCTURE Code Subject English Mathematics †I Mathematical Methods Applied Physics C Programming and Data Structures Network Analysis Electronic Devices and Circuits Engineering Drawing Computer Programming Lab. IT Workshop Electronic Devices and Circuits Lab English Language Communication Skills Lab. Absolute T 2+1 3+1 2+1 3+1 2+1 3+1 25 P/D 3 15 C 4 6 4 6 4 6 4 56JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY HYDERABAD. B. TECH. Hardware AND COMMUNICATION ENGINEERING II Year COURSE STRUCTURE Code Subject Mathematics †III Probability Theory and Stochastic Processes Environmental Studies Signals and Systems Electrical Technology Electronic Circuit Analysis Electronic Circuits Lab. Electrical Technology Lab. II YEAR II Semester Code Subject Pulse and Digital Circuits Control Systems Object Oriented Programming Switching Theory and Logic Design EM Waves and Transmissi on Lines Analog Communications Analog Communications Lab.Pulse and Digital Circuits Lab. T 4+1* 30 P 3 6 C 4 2 28 T 4+1* 30 P 3 6 C 4 2 28 I Semester JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY HYDERABAD. B. TECH. Gadgets AND COMMUNICATION ENGINEERING III Year COURSE STRUCTURE Code Subject Managerial Economics and Financial Analysis Computer Organization Linear IC Applications Digital IC Applications Antennas and Wave Propagation Digital Communications Digital Communications Lab.IC Applications and ECAD Lab. T 4+1* 30 P 3 6 C 4 2 28 II Semester Subject Management Science Telecommunication Switching Systems Digital Signal Processing VLSI Design Microwave Engineering Microprocessors and Interfacing Electronic Computer Aided Design Lab. Propelled English Communication Skills Lab T 4+1* 30 P 3 6 C 4 2 28 I Semester III YEAR CodeJAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY HYDERABAD. B. TECH. Hardware AND COMMUNICATION ENGINEERING IV Year COURSE STRUCTURE Code Subject Computer Networks Electr onic Measurements and Instrumentation Cellular and Mobile Communications Radar Systems Elective-I Micro Controllers and Applications Television Engineering Operating Systems Elective-II Digital Image Processing Satellite Communications Data Base Management Systems Microwave and Optical Communications Lab.Digital Signal Processing Lab IV Year COURSE STRUCTURE Code Subject Optical Communications Elective-III Embedded and Real Time Systems Bio-Medical Instrumentation Digital Design Through Verilog Elective-IV Wireless Communications and Networks DSP Processors and Architectures Artificial Neural Networks Industry Oriented Mini Project Seminar Project Work Comprehensive Viva T 4+1* P C 4 T 4+1* P C 4 I Semester 4+1* †4 30 3 6 2 28 II Semester 4+1* †4 15 †2 10 2 28 Note :All End Examinations (Theory and Practical) are of three hours length. * †Tutorial T †Theory P †Practical C †Credits D †Drawing I Year B. Tech. ECE JAWAHARLAL NEHRU TECHNOLOGICAL U NIVERSITY HYDERABAD T 2+1* ENGLISH P 0 C 4 1. Presentation : In perspective on the developing significance of English as an instrument for worldwide correspondence and the ensuing accentuation on preparing understudies to get open ability, the prospectus has been intended to create semantic and informative fitness of Engineering students.The endorsed books and the activities are intended to serve comprehensively as students’ handbooks. In the English classes, the emphasis ought to be on the aptitudes of perusing, composing, tuning in and talking and for this the educators should utilize the content recommended for itemized study. For instance, the understudies ought to be urged to peruse the writings/chose sections quietly. The educators can ask cognizance inquiries to invigorate conversation and dependent on the conversations understudies can be made to compose short passages/expositions etc.The content for non-definite examination is for broad perusing/perusing for joy by t he understudies. Thus, it is recommended that they read it all alone with subjects chose for conversation in the class. The time ought to be used for working out the activities given after each area , as additionally for enhancing the activities with bona fide materials of a comparable kind for instance, from paper articles, commercials, limited time material and so on.. Be that as it may, the worry in this prospectus is on aptitude advancement and practice of language abilities. 2.OBJECTIVES: a. To improve the language capability of the understudies in English with accentuation on LSRW aptitudes. b. To prepare the understudies to examine scholastic subjects with more prominent office through the hypothetical and reasonable segments of the English prospectus. c. To build up the investigation abilities and relational abilities in formal and casual circumstances. 3. Prospectus : Listening Skills: Objectives 1. To empower understudies to build up their listening ability so they may val ue its job in the LSRW aptitudes way to deal with language and improve their articulation 2.To furnish understudies with important preparing in tuning in so that can grasp the discourse of individuals of various foundations and districts Students ought to be given practice in tuning in to the hints of the language to have the option to remember them, to recognize them to check pressure and perceive and utilize the correct inflection in sentences. †¢ Listening for general substance †¢ Listening to top off data †¢ Intensive listening †¢ Listening for explicit data Speaking Skills : Objectives 1. To make understudies mindful of the job of talking in English and its commitment to their prosperity. 2.To empower understudies to communicate easily and properly in social and expert settings. †¢ Oral practice †¢ Describing objects/circumstances/individuals †¢ Role play †Individual/Group exercises (Using practices from all the nine units of the recommen ded content: Learning English : A Communicative Approach. ) †¢ Just A Minute(JAM) Sessions. Understanding Skills: Objectives 1. To build up a mindfulness in the understudies about the hugeness of quiet perusing and appreciation. 2. To build up the capacity of understudies to figure the implications of words from setting and handle the general message of the content, draw derivations and so on. Skimming the content †¢ Understanding the significance of a contention †¢ Identifying the point sentence †¢ Inferring lexical and logical importance †¢ Understanding talk highlights †¢ Recognizing cognizance/sequencing of sentences NOTE : The understudies will be prepared in perusing aptitudes utilizing the recommended content for itemized study. They will be analyzed in perusing and responding to questions utilizing ‘unseen’ entries which might be taken from the non-nitty gritty content or other real messages, for example, magazines/paper articles. C omposing Skills : Objectives 1. To build up a mindfulness in the understudies about composition as a precise and formal ability 2.To furnish them with the segments of various types of composing, starting with the lower request ones. †¢ Writing sentences †¢ Use of proper jargon †¢ Paragraph composing †¢ Coherence and cohesiveness †¢ Narration/portrayal †¢ Note Making †¢ Formal and casual letter composing †¢ Editing a section 4. Reading material PRESCRIBED: In request to improve the capability of the understudy in the procurement of the four abilities referenced over, the accompanying writings and course content, partitioned into Eight Units, are recommended: For Detailed examination 1. LEARNING ENGLISH: A Communicative Approach, Hyderabad: Orient Longman, 2006. Six Selected Lessons) For Non-nitty gritty investigation 2. WINGS OF FIRE: An Autobiography †APJ Abdul Kalam, Abridged rendition with Exercises, Universities Press (India) Pvt. Ltd. , 2004. A. STUDY MATERIAL: Unit â€I 1. Cosmology from LEARNING ENGLISH: A Communicative Approach, Orient Longman, 2005. 2. Unit â€II Chapters 1-4 from Wings of Fire: An Autobiography †APJ Abdul Kalam, a compressed variant with Exercises, Universities Press (India) Pvt. Ltd. ,2004 Information Technology from LEARNING ENGLISH: A Communicative Approach, Orient Longman, 2005.Chapters 5-8 from Wings of Fire: An Autobiography †APJ Abdul Kalam, a compressed variant with Exercises, Universities Press (India) Pvt. Ltd. ,2004 Humor from LEARNING ENGLISH: A Communicative Approach, Orient Longman, 2005. Parts 9-12 from Wings of Fire: An Autobiography †APJ Abdul Kalam, an abbreviated form with Exercises. , Universities Press (India) Pvt. Ltd. ,2004 Environment from LEARNING ENGLISH: A Communicative Approach, Orient Longman, 2005. Sections 13-16 from Wings of Fire: An Autobiography †APJ Abdul Kalam, a shortened rendition with Exercises, Universities Press (India) Pvt. L td. ,2004 3. 4.Unit â€III 5. 6. Unit â€IV 7. 8. Unit â€V 9. Motivation from LEARNING ENGLISH: A Communicative Approach, Orient Longman, 2005. 10. Parts 17-20 from Wings of Fire: An Autobiography †APJ Abdul Kalam, a compressed form with Exercises, Universities Press (India) Pvt. Ltd. ,2004. Unit †VI 11. Human Interest from LEARNING ENGLISH: A Communicative Approach, Orient Longman, 2005. 12. Sections 21-24 from Wings of Fire: An Autobiography †APJ Abdul Kalam, a compressed rendition with Exercises, Universities Press (India) Pvt. Ltd. , 2004. * Exercises from the exercises not endorsed will likewise be utilized for study hall tasks.Unit †VII Exercises on Reading and Writing Skills Reading Comprehension Situational exchanges Letter composing Essay composing Unit †VIII Practice Exercises on Remedial Grammar covering Common blunders in English, Subject-Verb understanding, Use of Articles and Prepositions, Tense and perspective Vocabulary advancement

Gone Girl by David Fincher Movie Review Example | Topics and Well Written Essays - 2250 words

Gone Girl by David Fincher - Movie Review Example The film is the screen adaptation of the smash hit by the previous TV pundit Gillian Flynn. The pundit Scott Smith expounded on it: â€Å"I can't state this direly enough: you need to peruse Gone Girl. It’s as though Gillian Flynn has blended us a martini utilizing sulfuric acid rather than vermouth and by one way or another figured out how to make it taste outrageously great. Gone Girl is tasty and inebriating and brilliantly harmful. It’s shrewd (splendid, really). It’s entertaining (in the darkest conceivable way). The composing is jarringly acceptable, and the story is, well†¦amazing. Peruse the book and you'll find - among numerous different fortunes - exactly how much cargo (and fear) that last descriptive word can bear† (Smith). Flynn composed the content for a film herself. She says that her fundamental objective was to keep the soul of the novel. This soul is miserable and burdensome. Consequently, it is no big surprise that the creator of films Seven, The Game, Fight Club, Panic Room, Zodiac, Girl with the Dragon Tattoo David Fincher chose to make the screen form. Until further notice, his lone idealistic picture is The Curious Case of Benjamin Button. In the various works Fincher enlightens us concerning insane people, mental pathologies, and so forth. Unquestionably, we shouldn't disregard his Interpersonal organization, yet it likewise cant be called hopeful. It is intriguing that Gone Girl is a women's activist and hostile to women's activist film simultaneously. For instance, Fincher's The young lady with the monster tattoo was completely women's activist. Nonetheless, as another film of the chief is as a rule against human, it contains two inverse precepts: the penances ladies make for men are incre dible and sensational, yet ladies likewise mock at men so much that it deteriorates their own penances. The thrill ride is a sort that is famous in the cutting edge world, yet the motion pictures of this classification are typically skeptical. The inward universe of each individual is dull and alarming, accordingly this sort has all the earmarks of being the most troublesome and few out of every odd chief chooses to work with it.    Still, there is one thing that makes Gone Girl less desolate. One of two principle characters is by all accounts excessively explicit, not relating to the thoughts of a normal individual. Rothman states: â€Å"Gone Girl† is a dream, obviously, and it happens in a fantasy world, not reality. Leaving the theater, you need to ask yourself how associated these thoughts are, all things considered. Also, you can’t miss the way that, on a very basic level, â€Å"Gone Girl† is a sham. There is noâ realâ crime or loathsomeness in the Dunne family. Amy and Nick hurt each other, however in unexceptional ways; Nick’s undertaking with an attractive understudy - Emily Ratajkowski, of the â€Å"Blurred Lines† music video - is played for parody. Truth be told, it’s the formation of an increased air of doubt around those commonplace â€Å"crimes† that leads, in the long run, to the genuine ones. Possibly â€Å"Gone Girl† is simply me ssing about making up, as opposed to discovering, associations inside our innovative lives†. The film is a dream; accordingly, it isn't important to make terrifying speculations. Be that as it may, they despite everything can be made. What's more, this truly terrifies.  Â

Pros Cons of Making Universities Free for British Students

Pros Cons of Making Universities Free for British Students 19/12/2019 Although the British higher education system is highly effective, there is still no consensus upon whether the government should provide education services for free. Here are some pros and cons of making Universities free for national students. Cons Charging students for higher education services provided by unis is the only certain way to guarantee a constant source of funding. UK public spending on education is a less reliable source because of political and social uncertainties. It is impossible to ensure the quality of higher education services without fees. With so many individuals going to university, public spending wouldn’t cover all the expenditures on education. With the introduction of fees, the cap on student numbers has been removed. This means that competition for university places has become less tough and individuals from poorer backgrounds now have more ample opportunities to enter a university. British colleges and universities should charge students because it is a fair way to fund them. Only those individuals who benefit from higher education and consider it important should pay for it. By contrast, it would be unfair to pay for higher education through taxation. Pros Education is one of the fundamental human rights so the government has a duty to provide its citizens with free higher education. Providing higher education services for free is a way to improve social mobility. If education is free, then more individuals have access to it and low income is no more a barrier. In addition, by making higher education services free of charge, universities can reduce the disparity between students. Fees for higher education can negatively affect students’ financial health, which would in turn lead to more severe consequences, including mental health problems such as anxiety and depression. Students can more effectively manage their financial resources and get help from professional essay writing services if needed. Posted in Student Life

Merger Analysis Essay Example For Free At Magic Help - Free Essay Example

Mergers and acquisitions have long been an established form of corporate development to increase the strength of a business in an array of areas. The logic behind the Daimler and Chrysler merger was obvious, with Neubauer et al (2000) elaborating that it would potentially make the company an automobile powerhouse internationally and not just in mainland Europe. Furthermore, both companies felt that they were individually too small to challenge on a global scale in the long term. Chrysler were in agreement and believed the merger would generate enhanced prosperity. In 1998 Daimler paid $38 billion to takeover Chrysler in a horizontal merger (The Economist, 2000). The advantages of such a formidable merger are massive, with Gaughan (2007) believing that the primary benefits of a merger are synergy, value creation and competitive advantage. The merger of Disney and Pixar has symbolised these benefits with Barnes (2008) indicating that since 2006 Disneys stock rose by 28% in 2008 and revenue streams have continued to increase substantially. The two firms adopted a united approach, utilizing their expertise to increase the quality of their products. With Daimler ranked 17th and Chrysler 25th globally in 1988, the amalgamation would undoubtedly boost the value of the combined company, whilst also exploiting economies of scale which would allow the company to maximise profits, increasing share value. The sum of the whole was anticipated to be greater than the two p arts. The merger was claimed to be a merger of equals where the expertise and knowledge of the two companies would be combined to forge high quality marketable products. In reality this was not the case with Daimler thrusting their authority over Chrysler by installing German executives into senior positions within Chrysler. The scale of the failure of the DaimlerChrysler merger was illustrated when Daimler sold Chrysler to Cerberus for $7.8 billion in 2007, an astounding loss on what they had invested for Chrysler. Jensen and Ruback (1983. P.43) stated that on average target shares increase in price from 16% to 30% around the date of the tender offer. This does offer reasoning for why Daimler incurred such a loss. However, the issues are much more complex than this simple explanation. Jensen and Ruback (1983) believed such direct action was critical for corporate control. Sudarsanam and Mahates (2006) research would support this claim as they identified that hostile takeovers in nature tended to produce higher returns than a friendly takeover. From this aspect such a strong action was recommendable to achieve control. Johnson and Scholes (2000) believed a SWOT analysis was an effective method isolating the opportunities gained from a merger. Indeed such an analysis portrayed that the merger would allow massive market power growth, value creation and competitive advantage. A SWOT analysis in regards to the merger has been created below to illustrate the strengths, weaknesses, opportunities and threats of the merger. Daimler and Chrysler Merger SWOT Analysis Strengths Savings through economies of scale Large corporate brands Increased capital strength Competitive advantage through size Weaknesses Difficult to control and direct such a large organisation Two diverse cultures (European American) to infuse Different customer bases Opportunities Entry into new markets (Particularly Asia) and market expansion Innovation through combined expertise Potential to become a dominant market leader Threats Such a large merger can be high risk to the existence of both companies Newly formed DaimlerChrysler lacks any corporate identity, customers may not align with it Cultural Differences Matsumoto (1996, p.16) defined culture by stating that culture is the set of attitudes, values, beliefs and behaviours shared by a group of people, but different for each individual, communicated from one generation to the next. In contrast to the thought of Jensen and Ruback (1983) the ousting of management violated the long established culture within Chrysler, which in turn was the catalyst for the cataclysmic failure that was the DaimlerChrysler merger (Neubauer et al, 2000). Employees resisted the European style which caused great conflict and tension between the two organisations. Incidentally, this compromised the communication process, resulting in poor products and disappointing sales in relation to the size of the merger. Pritchett (1997, p.7) identified a failure rate of 61% in acquisition programs, with failure defined as not earning a significant return. This was very much the case for DaimlerChrysler, with the BBC (2000) reporting a record low share price of $42.79 fro m a high of $108 in 2000 for the company. Just two years into the merger performance was plummeting. The BBC (2000) also revealed that in contrast the merger of equals the Daimler chairman, Jurgen Schrempp actually viewed Chrysler as a division of Daimler and not as a partnership. As eluded to above, Schrempp directed Chrysler as a European company by replacing Jim Holden, the Chrysler president with Dieter Zetsche. Forcing this European style programme of change was greatly contested and fuelled disengagement from staff at Chrysler. Through Scheins (2010) theory of The Organisational Iceberg it is clear to isolate culture as an area which can be one of the most challenging barriers to introducing change. Schein (2010) attributed culture as part of the informal organisation which influences values, beliefs and conflict. If this is not confronted then attempt to integrate change will become extremely difficult (Senior and Swailes, 2000). Gertsen et al (1998) proposed that this fierce resistance to change was due to the fact that employees emphasise cultural differences to demonstrate their distinctiveness and social identity. Hofstedes (2002) Cultural Dimensions Theory found that culture within different organisations was influenced by which country they resided in. He developed the dimensions of national cultures which consisted of the power distance index, individualism versus collectivism, uncertainty avoidance index, masculinity vs femininity, long term orientation versus short term orientation and indulgence versus restraint. Hofstede (2002) found that these dimensions all varied in organisations depending on what their national identity was. From this it is clear to appreciate the huge problem of attempting to amalgamate a European and an American culture as there are so many variables. Daimler was very rigid and bureaucratic with Chrysler in contrast being much more informal. Daimler and Chrysler by their very cultures were incompatible, stressing the need for an effective change management programme. Haslam and Ellemers (2005) believed that there was positive correlation between the level of employees social identification towards the organisation and performance. It is apparent that a key reason for DaimlerChryslers drop in share price in 2000 was due to many of Chryslers employees seeing little association with themselves and their counterparts of Daimler. The companies in isolation varied in so many ways. For instance Daimler had a brand image of being a high end luxury brand while Chrysler was a low end cars and trucks manufacturer. These contrasts meant defining the very identity of the merger was plagued by paradoxs which meant both employees and customers failed to connect to DaimlerChrysler. Daimler had instilled a great emphasis on the operational and business synergies of the merger, seemingly ignoring the implications of culture. Human Resource Management The investment decision is one that is integral to any success of the allocation of capital by a company. Pike et al (2012) stated that the investment decision is the decision to commit the firms financial and other resources to a particular course of action. With culture being the predominant factor of the DaimlerChrysler mergers demise, the HRM policies of the chairman at any given time were equally responsible. Daimler had envisioned lucrative rises in profit yet they failed to invest in a strategic human resource management process which would introduce the desired change in an effective manner (Gaughan, 2005). Schuler and Jackson (2001, p.239) attributed the importance of HRM to the interpretation that companies today need to be fast growing, efficient, profitable, flexible, adaptable, future ready and have a dominant market position. HRM is critical to implementing these factors which the DaimlerChrysler merger had lacked greatly, providing evidence as to why in the 21st cent ury specifically that they crumbled. The transition of management and integration must be done in a systematic and people orientated approach (Schuler and Jackson, 2001). The HR issues associated with mergers can be categorised into two unique phases; Pre-Merger: Involves an analysis of the cultural differences and other issues such as the impact on employee morale. This stage reinforces the need for human resource planning as such an analysis would demonstrate major challenge. Solutions to such difficulties would be to modify the recruitment and development process whilst introducing specific appraisal systems. The protracted difficulties would be allocated an effective change management plan by the HRM department. However, Daimler critically undervalued this crucial aspect of a potential merger, which would have long term effects as explained. Post-Merger: The reality of the impact of the merger on HR related areas is revealed at this stage. The diverse HRM practices can uns ettle staff, with Chryslers staff resenting the European style of management, resulting in high levels of intransigence. Such emotional reaction diverts staff focus away from productivity, contributing heavily to laboured performance. The workshops devised by Daimler were not extensive enough to combat the massive cultural gap. It is imperative that strategic HRM is implemented to adjust a companys HRM strategy to that of the business strategy. For example Cisco has a culture constructed around risk taking and ambition. If they find that a protracted merger does not embody these values then they will refuse to force their culture on to a company, abandoning the prospect of the merger, such is the scale of problems which culture can present. There was also serious contemplation of separate headquarters such was the dismal level of communication between the two firms. Directions need to be from a centralised power source who is respected with Handy (1993) suggesting that this was t he ideal way to assume control and maintain effective decision making. Chryslers flat structure when compared to Daimlers hierarchical structure made it extremely difficult to initiate any HRM directives as both companies had different ways of doing so. The post-merger stage caused unprecedented difficulties for the merger as a result of little pre-merger analysis being undertaken. The cross-cultural differences were allowed to manifest into a massive concern with both Schrempp and Zetsche underperforming in their roles as chairmen of the merger. They distinctly did not commit their resources to developing training programmes which would have aided the alignment of Chryslers staff to that of the overall vision of Daimler. Tannenbaum and Yukl (1992) firmly contested that staff training was an area which should be reviewed regularly to ensure staff are being trained in accordance with the strategy of this business. Daimler did initiate HRM policies, but there was a lacking in depth. R egular staff appraisals and cross cultural learning days would have been methods of narrowing the gap between culture (Tannenbaum and Yukl, 1992). Conclusion From analysing the development and subsequent failure of the DaimlerChrysler merger it is abundantly clear that HRMs involvement in the change management process is integral. To overcome cultural issues, a tailored strategic HRM policy must be implemented such is the formidability of cultural factors. Daimler failed to realise just how potent the resistance of change can be and that as explained, originates from the informal structure of a company. It is undeniable that the Daimler and Chrysler merger had the potential to dominate the automobile industry due to their individually established size and profit margins. However, it was a mammoth failing as the two companies in reality were never able to amalgamate into a single corporate identity. AOL and Time Warner was a similar failing with the $164 billion deal eventually resulting in Warners stock diving by 80% (Bewkes, 2010). AOLs problem was that they did not anticipate that wireless internet and other relevant technology would revolutionise the broadband industry. They failed just like Daimler to analyse their threats and assess whether such a merger was of value. The Daimler and Chrysler merger was only a failure because Daimler underestimated the power that culture can forge. Strictly speaking, the merger for both companies was disastrous due to the stark culture gap, but equally so, this challenge was not managed effectively by the relevant departments. Perhaps the collapse of this huge merger can be embodied by Daimlers chief of passenger cars, Juergen Hubbert who is quoted as saying we have a clear understanding: one company, one vision, one chairman, two cultures (The Economist, 2000). Reference List Barnes, B. (2008) Disney and Pixar: The power of the prenup. The New York Times. [Online] Available from: https://www.nytimes.com/2008/06/01/business/media/01pixar.html?pagewanted=all_r=0 BBC. (2000) DaimlerChrysler shares hit new low. [Online] Available from: https://news.bbc.co.uk/1/hi/business/1090975.stm Bewkes, J. (2010) AOL merger was the biggest mistake in corporate history, believes Time Warner chief Jeff Bewkes. Telegraph. [Online] Available from: https://www.telegraph.co.uk/finance/newsbysector/mediatechnologyandtelecoms/media/8031227/AOL-merger-was-the-biggest-mistake-in-corporate-history-believes-Time-Warner-chief-Jeff-Bewkes.html Gaughan, P.A. (2005) Mergers: What can go wrong and how to prevent it. New Jersey: John Wiley Sons, Inc. Gaughan, P.A. (2007) Mergers, acquisitions and corporate restructurings. 4th ed. New Jersey: John Wiley Sons, Inc. Gertsen, M.C., Soderberg, A.M. and Torp, J.E. (1998) Cultural dimensions of international mergers and acqui sitions. Berlin: De Gruyter. Handy, C. (1993) Understanding organizations. 4th ed. England: Penguin Books. Haslam, S.A. and Ellemers, N. (2005) Social identity in industrial and organizational psychology: Concepts, controversies and contributions. International review of industrial and organizational psychology, 20 (1), pp.39-118. Hofstede, G. (2002) Cultures consequences: Company values, behaviours, institutions and organizations across nations. 2nd ed. Great Britain: SAGE Publications, Inc. Jensen, M. and Ruback, R.S. (1983) The market for corporate control: The scientific evidence. Journal of Financial Economics, 11 (4), pp.5-50. Johnson, G. and Scholes, K. (2000) Exploring corporate strategy. Harlow: Pearson education. Matsumoto, D. (1996) Culture and psychology. CA: Brooke/Cole. Neubauer, F., Steger, U. and Radler, G. (2000) The Daimler/Chrysler merger: The involvement of the boards. Corporate Governance: An International Review, 8 (4), pp.375-387. Pike, R., Neale, B. and Linsley, P.M. (2012) Corporate finance and investment: decisions and strategies. 7th ed. Great Britain: Pearson Education Pritchett, P. (1997) After the merger: The authoritative guide for integration success. Texas: Pritchett and Associates, Inc. Schein, E.H. (2010) Organizational culture and leadership. 4th ed. San Francisco: Jossey-Bass. 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Workplace Culture - 8726 Words

HR articles: Workplace culture Workplace culture is often hard to describe, because it means something different in every organisation and many times employees feel it’s ‘just the way things are’. But so often it can define a company and when it’s not working well, everyone knows about it. Below are some blog posts on what culture in the workplace is and how to positively cultivate it throughout your business. The happier an employee is at work, the more productive they are. It’s never too late to make improvements. Culture: Your Environment for People at Work Susan M. Heathfield Human Resources Guide What Is Organizational Culture? People in every workplace talk about organizational culture, that mysterious word that characterizes a work†¦show more content†¦* Sub-cultures Form Through Rewards.. Employees have many different wants and needs. Sometimes employees value rewards that are not associated with the behaviors desired by managers for the overall company. This is often how subcultures are formed, as people get social rewards from coworkers or have their most important needs met in their departments or project teams. * ï‚ · People Shape the Culture. Personalities and experiences of employees create the culture of an organization. For example, if most of the people in an organization are very outgoing, the culture is likely to be open and sociable. If many artifacts depicting the company’s history and values are in evidence throughout the company, people value their history and culture. If doors are open, and few closed door meetings are held, the culture is unguarded. If negativity abou t supervision and the company is widespread and complained about by employees, a culture of negativity, that is difficult to overcome, will take hold. * ï‚ · Culture is Negotiated. One person cannot create a culture alone. Employees must try to change the direction, the work environment, the way work is performed, or the manner in which decisions are made within the general norms of the workplace. Culture change is a process of give and take by all members of an organization. Formalizing strategic direction, systems development, and establishing measurements must be owned by the group responsibleShow MoreRelatedOrganizational Culture At The Workplace1749 Words   |  7 PagesOrganizations as culture are able to create a vision for leaders to use in order to guide organizational objectives. It can also provide a perspective so followers can measure their leader’s performance in achieving the vision. Organizational culture can determine the way employees interact at the w orkplace and helps guide and give them a sense of direction at the workplace. Through observing Foundation, the following provide examples to demonstrate how Foundation is operating within the culture metaphor:Read MoreCorporate Culture And Its Impact On The Workplace881 Words   |  4 PagesCorporate culture is refers to as the beliefs and behaviors that determine how a company employees and management interact and handle outside business transactions. It s the attitudes, standards, and beliefs that characterize members of an organization and which defines its nature. Corporate culture by definition affects a firm s operations as information is passed from management downward and outward, through the organization. it is also stated that, a healthy company culture may increase employeesRead MoreDifference Between Culture And The Workplace1842 Words   |  8 Pagesthe communities share a common background they most likely have a different perspective about certain situations than their peers. Culture is defined in countless ways and can be viewed differently in the workplace, in a family, or at a restaurant. Different generations may inherit the same culture from their organizations and an organization may have a certain culture that they practice. Sometimes this can lead to conflict and many disagreements being that everyone has their own opinion and beliefsRead MoreOrganizational Culture : A Diverse And Inclusive Workplace926 Words   |  4 Pagesachievements. Entergy is a very large company who has its own unique culture that strives to be diverse and inclusive. This paper will talk about Entergy’s culture, how change effects that culture, how members are brought in and socialized, and how the spirit of our Lord is integrated. Entergy’s culture â€Å"Organizational culture is the pervasive system of values, beliefs, and norms that exist in any organizations. The organizational culture can encourage or discourage effectiveness depending on the natureRead MoreAnalysis Of Aetna s Workplace Culture930 Words   |  4 PagesCulture Aetna’s workplace culture stands as a model to other organizations, regardless if they are an insurance company or not. The CEO’s mantra on having a successful workplace simply states â€Å"let’s invest in our people† (Aetna CEO: Let’s, 2015). Bertolini himself was no stranger to struggle in his personal life, having his son beat an incurable cancer as well as he himself getting into a skiing accident where he was given his last rites (O’Donnell, 2015). Having gone through these life alteringRead MoreCorporate Culture And Diversity At The Global Workplace1145 Words   |  5 PagesCorporate Culture Diversity in the Global Workplace Corporate culture is an intricate component of an organizations identity. Fortune 500 corporations have used corporate culture as a trademark. Apple Computers, a leading technology corporation, leverages its brand by promoting connectivity between all Apple devices. Walmart Corporation requires all associates to dress in dark blue shirts and beige slacks. This document will discuss cultural assessment tools used in assessing organizational cultureRead MoreThe Organizational Culture On Workplace Productivity And The Overall Impact On The Organization1500 Words   |  6 Pagesleadership team, with the purpose of developing culturally appropriate groups to carry out the expansion goals in these markets. In order to develop a successful global team, I must scrutinize the organizational culture, the necessary leadership style, the impact of the group’s culture on workplace productivity, and the overall impact on the organization itself. Cultural Assessment Since the expansion effort includes several different cultural norms, the leadership team must both recognize these uniqueRead MoreHow Culture Influenced The Values Rooted Within The Workplace1872 Words   |  8 PagesOxford Dictionary, culture is defined as â€Å"the customs, arts, social institutions, and achievements of a particular nation, people or other social group (Oxford, 2016).† With the rise of multiculturalism and diversity across many nations, understanding and practicing cultural etiquette within the business arena has never been of greater importance. Geert Hofstede, a well known leader in intercultural research and studies, conducted a comprehensive study in which he analyzed how culture influenced theRead MoreWhat Impact Does A Negative Personality Have On Workplace Culture?847 Words   |  4 PagesMy research question focuses on workplace culture. â€Å"What impact does a negative personality have on workplace culture, and how does it affect the other peop le working in the effected environment?† My hypothesis is that negative personalities destroy workplaces and leave employers with a high turnover rate as well as many unhappy workers. However, my follow up question is, â€Å"is there a way to fix negative personalities in the workplace?† My paper answers these questions using strong research evidenceRead MorePositive Workplace Culture974 Words   |  4 PagesOne of the most important things that can be done to create a more positive workplace culture in the work environment is to build trust. Building trust requires you to do what you say you are going to do. Being yourself, ‘walking the talk’. To be reliable, responsible and accountable all assist in creating a trusting environment. Staff members need to understand that you are a person of your word. Building trust takes a long time, if your words dont match your behaviours trust will be easily lost