The Socio Cultural Forces Economics Essay

The Socio Cultural Forces Economics Essay As discussed earlier also, the Al Ain Diary is planning to expand its business overseas market of Germany by launching its new camel product within the foreign country. Thus, the launching of new products in the new market gave rise to development of the new international strategy which requires the external environmental analysis of the Germany market in comparison to the UAE market. The business environmental analysis of the Germany is done as under: Socio-Cultural Forces: Socio cultural forces have great impact over the international business as it is directly related with the external and the internal customers of the country. Germany is considered as the most popular nation of Europe and contributes a lot to the national culture of Europe, such as the German culture. In order to establish the international business within Germany, it is very essential for Al Ain to induce the cultural and social factor of the country within the international strategy. The key cultural and social features of the country are as follows: Ordnung: German living and the working style is regulated by the structures such as with the help of laws, rules, procedures linked with the economic, political and social factors. Thus, the German business is regulated by the strict and prescribed rules and regulations of having low degree of flexibility and spontaneity. Focussed Facts: The decision making and the problem solving process are based on the objective facts within the country. So, such processes are governed by logical analysis of information rather than perception. Focussed Tasks: Germans believe that they have to achieve the task that is in their hands rather than future tasks. They have well defined structure of their tasks and the interpersonal relationship plays a secondary role in the business. Communication Style: Germans follow direct and confrontational communication style. Therefore, the business discussions are followed by the open criticism and the project problems are not taken as the personal issues. Punctuality is the essential and vital part of doing business in Germany. German Business culture is well defined and strictly followed on the structures and hierarchy. There is a clear description of roles and responsibilities for each and every person. Personal life is never mixed in the professional life by the Germans. Business relationships are often made for mutual advantage. The level of formality is even maintained within the business and the colleagues. The first name is only taken by the closed ones, however within the professional environment, the last names and appropriate titles are used. Business meetings are totally formal procedures and greeting is initiated with the firm and brief handshake. Body language and eye contact plays a very vital role in business communications. The official language of the country is German and most of the Germans follow Christianity (Gorrill, 2007). Hofstedeà ¢Ã¢â€š ¬Ã¢â€ž ¢s Cultural dimensions of Germany in comparison to UAE: Power Distance: The power distance in Germany is highly decentralised and supported by the strong middle class. The score for the power distance is 35, which shows that the co-determination rights of the country is comparatively extensive and requires management. While in the UAE, power distance is highly centralised and governed by the upper middle class. Individualism: German society is truly individualistic and controlled by the short families with parent child relationship. While the UAE society is mostly grabbed by the expatriates and the migrants from the different countries. Masculanity/ Feminity: Germany has a very high score in this factor and performance is highly valued in the country with transparency. The people in Germany have high standard of living and managers are decisive and assertive. While in the UAE, the society strongly follows the male dominance and women are restricted to work outside. The high level of standards is also maintained in the UAE society. Uncertainty Avoidance: Germany is among the uncertainty avoidant country and the UAE also falls in the same category. To avoid uncertainty, they plan everything wisely and try to set rules, laws and regulations to rely on. The above analysis depicts that there is a great cultural differences between the culture of UAE and Germany and thus for the expansion of Al Ain within Germany all the cultural factors must be kept in mind as it directly related the internal and external customers of the company. Operation in Germany comprises of local employees following the German culture so the whole HRM should be designed within the cultural paradigms of Germany. The Major area of focus is the customers of Germany as they also believe in German culture and thus much concentration should be given on the cultural areas as these factors directly affects the loyalty of the customers. Economic and Socio-Economic Forces: The economy of UAE have witnessed a significant rise in the past decade, wherein they have been considered with an adequate economic stability and viable growth rates which are inclusive by their increased GDP and Fiscal Balance. On the other hand, the economic growth statistics of the UAE which was reported to be 2.9% owing to the impact of depreciated oil prices evident on a global scale will subject to vulnerability. Germanyà ¢Ã¢â€š ¬Ã¢â€ž ¢s economic freedom score is 71.0 which make the German economy as the 26th freest economy in the index of 2012. German economy has ranked as the 12th among the 43 countries of the European Region. The foundation behind such long term competitiveness and dynamic growth is based on the high quality legal regime of the country and strongest rule of the law. Regulatory efficiency of the market and the open market polices benefits Germany to contribute within the global economic business and market. The economy has been emerged from the effects of the global economic downturn which has negatively affected the financial and economic management. The budget deficit of the country has been pushed over the 3 % of the GDP (Germany). The population of Germany 81.726 million which makes it 16th most populated country. 13.7 % of the total population accounts for the people of age group 0-14 while 66.1 % of the total population accounts for the age group of 15-64 and 65 and above age group accounts for 20.3 % of the total population. The sex ratio within the economy is 0.97 Male/Female. The local German citizens within the total population accounts for 73.63 %, while German citizens with immigrant background accounts for 10 % of the total population and 8 % of the total population are foreigners without German citizenship. The literacy level within the country is 90 % and over 10 % of the German youngsters are functionally illiterate. The government of the country is democratic, parliamentary republic and federal republic and the GDP accounts for 3.571 trillion USD. The economic analysis depicts that there is a great scope for the business in the German economy as the economic structure of country strongly supports the business environment. The expansion of Al Ain in the German market i therefore beneficial for both the countries in economic respect. Legal Forces: The Federal government of the Germany is recognized as the constitutional state that ensures the stability within the laws and the protection of liberty and equality within the country. Basic law acts as the standard for the democratic constitutional state. The federal constitutional court monitors the management and maintenance of the rights and the preservation of the justice within the country. The administration of the country is being divided into five branches namely: Ordinary. Labour. Administrative. Social Financial Courts. Generally there are three tiers that re-analyse the decision of the court. 20000 independent judges pass the justice who are bounded by law and passes the judgement. There are 5000 public prosecutors and 15000 lawyers in the country. The internationally stabilised and recognized legal environment is able to attract the foreign countries to trade and operate the entrepreneurial activities within the country (The Legal System). The above analysis depicts that the strong and structural legal system is being followed in the German constitution and thus the expansion of Al Ain Group within German market should be done with all the standard legal norms and regulations. Political Forces: The Emirate of Abu Dhabi has been developed as an industrially fertile hub which has attracted various multinational corporations, diplomatic relations and investments made by the government in the various initiatives. The impact of Emiratisation policy may be seen in the Labor law which requires private sector organizations to employ 20% of their work force from the domestic population compulsorily. This means that any private sector organization which fails to obey to the recruitment regulations would be banned from undertaking any further recruitment of additional foreign employees in their organization. The Germany is the unified country which does not represents and depends for the decisions on two different type of government i.e. state and central government and thus the political stability of the government is very high. The Basic Law initiates the Supremacy of political parties in the government system which results to the development of all the government policies through the organizational structure of political parties that ultimately adds stability to the political environment. The trade restrictions within the country of Germany are restricted by the norms of WTO and EU Community. WTO trying to ensure that minimal technical or the non-tariff barriers are faced by the traders to smoothen the trade and economy. The above analysis depicts that the political environment of Germany is quite stable which supports the expansion of Al Ain through fulfilling all the political norms. Labour Forces: As per the data revealed by the labour ministry of UAE in the year 2010, the number of expatriate workers in the UAE symbolizing the stamina of the oil-rich economy is 3.8 million. A hasty financial and economic boom in the region of Gulf led to more than replication of the number of expatriate workers from 1.8 million in the year 2001 to four million in the climax year of 2007 prior to it slumped to 3.8 million by 2010 due to economic tightening in the stir of the global economic meltdown of 2009. (3.8 million foreign workers in the UAE, labor minister says, 2011). There are lot many issues due to the expatriate workers in the UAE. The first and foremost issue is that the immigrant or expatriate workforce may act as barrier and challenge the country by endorsing their own governments welfare or that of a planned crime within the alliance or federation. Secondly the expatriate employees frequently require a higher rate of payment for rendering their services and practically they tran sfer all the revenues and income to their countries rather than expanding or investing that amount in UAE. This affects the economy of UAE very badly in terms of revenue deficit, fiscal deficit, balance of payment, gross domestic product and gross national product etc. Last but not the least, immigrants or expatriate workforce exaggerate pre existing segments of society within the country since they learn to be the chief workers in non-oil industrial sector of the UAE, while the local Emiratis of UAE usually prefer to get employed for the government sector. (United Arab Emirates Overview of economy). The domination of expatriates over the UAE nationals is projected to have developed in around 8.2 million with UAE local citizens making only 11.47%. The UAE attracts personnel from across the globe, primarily from the Asian subcontinent and the Arab region. The key issues pertaining to the expatriate workers in the UAE are the Remittance of local revenue to the other countries. The do minance of expatriates in the employment sector affects the career and growth opportunities of the local Emiratis people a lot. (Suter, 2005) The employee employer relationship within the country of Germany is strongly being regulated by strong and tightly controlled legal processes. Various amendments in the law have resulted to the Germany as the system focussing on the industrial democracy and harmony. But still there are some problems in the system which results to economic difficulties. The above analysis depicts that strong labour laws and regulations must be followed by Al Ain to expand its operations in the country of Germany.

The University of Dissension

Why even consider the possibility of unionization? When lower-level employees start to feel the weight of the rising economy demands, the lack of wages, hours, and job satisfaction – other options become more desirable. Unionization sounds like a great idea to the minimum wage employees who feel dissatisfied with perhaps taking on the responsibilities of employees who have left the company for better opportunities. However there are many reasons why a company should avoid joining a union. Unions present a great idea, but here are a few examples of why not to unionize: Unions cannot guarantee the economic needs of wage and hour increases, job satisfaction, better supervisory performances and communication (Bateman & Snell, 2009, pg 386). Avoid Unionization What steps would you take as a school administrator to resolve this issue and avoid unionization of the operator’s staff? Employees form unions because they are dissatisfied with the conditions in which they are working under and the direction under which the company that employs them is taking. Companies can take certain steps to avoid unionization but they must follow certain rules and regulations regarding labor laws. Certain steps can be taken that will detour the employees from unionization and it starts with listening to your employees and their requests. It may be as simple as better communications or perhaps better working conditions. This step could be resolved easily by holding meetings on a regular basis. Actually listen to what the employee’s are saying and take notes. If necessary meet with the disgruntled employee’s one on one. Once you have identified the problems try and find a way to resolve these problems. At the next meeting identify the changes the company is able to make and address the changes that cannot be made and the reason why those changes cannot be made. Employers who meet with their employees and keep them up to date will gain much more respect. Employee committees established will strengthen communication and also give the employees a sense of empowerment. This makes the employees feel like they are a valuable of the decisions that are being made. This will make them less likely to want to unionize. An open door policy is always an excellent way to make the employee feel as though at any given time there is a member of the management team able and willing to listen to whatever problem they may be facing at this time You must train your managers on effective communication skills and how they can successfully deal with employee issues. Your managers are the ones who work on a daily basis with these employees. Management staff must also be informed on how to deal with union formation. Seminars where literature may be distributed that pertain to the newest laws affecting unionization should be held frequently. Company policies should be enforced fairly. As a leader you should be giving the employees the proper respect that they have earned and deserve. If this is not practiced than you can expect the employees to revolt and start the process of unionization. Always ensure that you stay up to date with the wages and benefits within the industry in which your company practices. If an employee feels they are earning the same pay that any other company would pay them they are much less likely to unionize. Effective ways to prevent unionization would be to continue the motion of communication. One idea is to conduct yearly employee relations audits, by doing this you are gathering small groups of employees and possibility hiring an outside communicator to relay the organizations intentions as well as hearing the voice of the disgruntled. Many of the employees who want to be part of a union are not fully educated on the meanings and possible freedoms that will lose or gained by becoming unionized. In all reality less than Less than 1 out of 10 employees in the United States are unionized (May 2010). With that fact it proves to be that most workers are not educated with the outcomes. Secondly, another factor to prevention is having a well oiled and trained management team. By having a management team who is knowledgeable; the team can recognize the possible infraction of union discussion. Approximately 80% of the time, the receiving of a National Labor Relations Board petition is the first time employers find out they had union activity( May 2010). Finally, a good method of prevention is during the new hire orientation process; provide information on the pros and cons of unionization of an organization. Unions often target new hires to sign union authorization cards and petitions because they are more susceptible to being pressured into signing (May 2010). Education, communication and a professional team can lessen a reality of having your organization unionized. The number of United States workers that have been unionized has been on a decline for the entire postwar period. In 1948, almost one-in-three workers (31. 8 percent) were in a union; by 2008, the fraction had almost on-in-eight workers (12. 4 percent). The drop-off in union membership has been particularly stark in the private sector, where, by 2008, only about one-in-thirteen workers (7. 6 percent) was unionized, whereas more than one-in-three workers in the public sector was unionized† (Schmitt and Zipperer 2009). Imminent Unionization If unionization appears imminent, what positions and actions would you take to work through the process (2-3 examples – 215 words each)†¦ ake sure these examples are in the most collaborative and least disruptive manner. If Unionization appears to be imminent, actions to be taken in order for the process to be smooth and not cause much conflict between employees and management. Action is to communicate in a well professional manner with all Associates. According to the article â€Å"The University of Dissension†, there supervisors have informally encouraged workers to give up the idea of unionizing†. By doing so all they are doing is conflict to rise and not work something through with all employees. First step to these will be a meeting to advice every one of what has happened with the company, changes they will be seeing, and decisions they can make whether to stay or leave. It will be shocking but at the same time it has been discuss with them in a well professional matter rather than informally advised to employees. As this action will be taken, some might agree to stay and work for the company while others will take actions needed to stop it or let other individuals know what the company has done to them. And it will be lead to a strike. As management it will be highly important to communicate and cover with employees all information needed for them to know before making a decision to stay and work or leave. As if a strike will be performed they will have much false information against them. When business continues during a struck, the company â€Å"claims the right to prevent people who do not support a strike from exercising their voluntary exchange rights with strike targets† (CW. 26 ) meaning that these information will be excluded to employees and those who plan to not stay with the company. As the case study indicates, most of the operating staff is unhappy with the increased workload with no pay increase, decreased health benefits with increased cost, and the failure of the administration to respond to their complaints. Although the University president listened to their complaints, he failed to give any feedback on the issues, and simply thanked the staff for their dedication to the school (Bateman). The only communication from the administrative staff at the university has been the informal warnings to the operating staff that their jobs could be lost to contractors. This type of disregard for the operating staff's complaints has them seeking help from a union. If the University has any hope of avoiding unionization of the operating staff, the lines of communication must open. Two important steps in avoid the unionization of staff involve having an effective way of resolving complaints and disputes, and communicating with workers (Worsham, J. 1998). The disgruntled employees have interpreted the lack of a response to complaints as a lack of concern. The informal warnings of job loss from the administrative staff have only increased the distrust of management by the operating staff. The university should open the lines of communication by setting up a committee from both sides to work towards resolving the complaints. Employees may accept some cuts in benefits or increased workloads if they can see that the concessions are equally distributed among all the university staff. If unionization is clearly imminent, the University could recognize the union without an election. This would allow the University to recognize the plight of the operating staffers and enter into negotiation of a Collective Bargaining Agreement (CBA) in good faith. Due to the negative situation that the operating staffers of the University have been put through, this option would allow the University to recognize the situation, and appear to be willing to resolve the situation in a fair and positive manner for all involved. Due to the larger workload demands, increasing healthcare costs, diminishing healthcare coverage, increased administrator and faculty benefits and wages, and increased enrollment at the University, it would be in the University’s best interest to recognize the lopsided treatment and engage the union in a CBA. This would allow the University to employ a fair and represented system to argue for the employees, while the University held its stance that, â€Å"times are tough, outside funding is down, and we must all share in the burden of maintaining our school. While this may very well be true, it is difficult to expect those who appear to be carrying the largest burden to understand the situation without fair negotiation and representation. In the team’s opinion, the situation has escalated out of hand to the point at which the school must acknowledge the union and use the union to help the employees understand that certain factors are based on the current economic times. If indeed, the University is just in their claims, the union will recognize after the CBA negotiations. The union will look into the University’s funding and compensation plans to determine if the workers are being fairly compensated. In addition, the workers will also be protected against employer discrimination, harassment, or termination due to the employee’s affiliation with the union. This is due to the National Labor Relations Act of 1935, which protects employees from retaliation due to their affiliation with a union, attempts to form a union, or an employer’s refusal to collectively bargain with a union that represents their employees.

Anti-Bullying Programs - 3007 Words

Anti-Bullying Programs Maryann Johnston DeVry University Anti-Bullying Programs â€Å"You may have noticed that this years’ trendy trauma is bullying, which replaces last years’ obesity.† (Nachman, 2011). In his article Gerald Nachman recounts how years ago it was a part of being a kid in school to be teased at some point and it made you a stronger person to come through school surviving the process. There has been an increase in the sensational media coverage of violence attributed to bullying. Almost weekly, there are headline news items concerning acts of violence committed on school grounds, which involve shootings of innocent students by disgruntled gunmen. The underlying cause is portrayed to be a result of some sort of bullying at†¦show more content†¦The student had the incident recorded on his permanent record. It will follow him through his academic career and may even have an impact on his possible potential for scholarships. That is an extreme example but one which occurs since the implementation of strict guidelines. Figure 1Retrieved from www.pinterest.com/pin/109634572151180349/ Figure 1Retrieved from www.pinterest.com/pin/109634572151180349/ These federal regulations have put an undue strain on many small school districts. Districts that have experienced cuts in funding due to the economic recession are now obligated to institute anti- bullying programs which are sometimes costly. This results in cuts to other needed programs. Many programs provided by private companies come with a high price tag with unsubstantiated benefits. The programs include many methods of presentation. Videos, personal training sessions for employees as well as manuals to be used for future reference are just a few of the options. The success of these programs is inconclusive. Some of the video presentations are ineffective but come with high price tags. The better programs include methods which have farther reaching effects. 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In The Year Of 1818, Author Mary Shelley Published A Novel

In the year of 1818, author Mary Shelley published a novel that depicted a concept nobody has ever seen before. The novel of Frankenstein is well known for its association with mystery, evil, and romanticism but the question many people ask is, why is it still relevant after all of these years? Frankenstein is a fictional story and is known as â€Å"The Modern Prometheus†. In Greek mythology, a titan named Prometheus stole fire from the Gods and gave it to mankind. Being that, Victor is compared to the titan as he stole the secret to creating life from nature and God. In a similar manner, the novel of Frankenstein was taken place in the Romantic era. Having the novel written in the romantic period connects influences such as human feelings,†¦show more content†¦Frankenstein’s actions can be classified as selfish; portraying him as an antagonist. Being that, the element of being blunt towards who is the hero etc. may be Shelley’s purpose of allowing the audience to discuss and have an open interpretation of the novel. With having an open interpretation, Mary’s readers is allowed to decide for themselves about the character’s role and also provides different views of the characters throughout the novel. To be more specific, an audience member’s feelings toward each scene and character is a wide variety. In addition, Shelley wrote with a style of empathy. To illustrate, my feelings towards the monster was very sympathetic when he tried very hard to find a friend and was forced to portray the typical monster role since humankind rejected him. To put it briefly, Mary Shelley’s choices in writing was complex and allows her audience to interpret her writing the way they desire. On the other hand, the novel Frankenstein contains several themes that influence a reader’s interpretation. To be more specific, three main themes within the story would be broken promises, revenge, love, and friendship. First, there’s a common theme of Broken Promises within the novel. In particular, the monster and Dr. Frankenstein have a deal between each other. The monster stated how he is willing to leave Dr.Frankenstein and humankind alone if he is given a mate and Dr. Frankenstein states how he will make a femaleShow MoreRelatedMARY SHELLEY’S FRANKENSTEIN: A PSYCHOLOGICAL REPRESENTATION OF HER FEAR OF CHILDBIRTH1694 Words   |  7 Pages HUMN 303 Week 7 Assignment Frankenstein, a novel first published in the year 1818, stands as the most talked about work of Mary Shelley’s literary career. She was just nineteen years old when she penned this novel, and throughout her lifetime she could not produce any other work that surpasses this novel in terms of creativity and vision. 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