Capstone Research Project Essay Example | Topics and Well Written Essays - 2500 words

Capstone Research Project - Essay Example The rise and fall of organizations is dependent on the business practices adopted by them in a particular business environment. It is often assumed that the prime responsibility of any organization is to promote fair and honest business practices along with being transparent and honest to stakeholders in the short as well as in the long run. In terms of effective business practices, it is judicious to follow the prescribed financial standards and parameters of the recognized bodies. The Financial Accounting Standards Board designs Generally Accepted Accounting Principles for public and private companies. GAAP can be considered as a book of law that is not authorized by the government of the US but is followed religiously by the corporate community of the country. The guidelines mentioned in the GAAP are generally accepted by all companies and unwillingness to follow these guidelines has severe consequences that might even hamper the growth and development of the culprit organization. Over the years, wide arrays of organizations have tried to dress their financials in a manner that conceals the validity and financial information that might affect the overall decisions of stakeholders. In order to safeguard the interest of stakeholders, GAAP was introduced and has been great success in terms of acceptance and following across the world. The assignment aims at highlighting the importance of GAAP in context to Capstone Research Project by evaluating organization’s accounting practices and interpretations. Some of the issues pertaining to unfair business practices totally against the GAAP would be discussed in an analytical manner along with identifying the relevance and importance of GAAP in the financial world. The understanding would be presented through a series of example based on text books and journals understanding. Initial Findings After analyzing the accounting practices and interpretations of the organization, it was found that wide arrays of frauds and malpractices were prevailing in the financial system of the organization. Some of the fraudulent activities include: Leases on Technology Assets seems Inflated It needs to be understood that the organization uses technological assets to strengthen the operational activities. Leasing usually has a lower impact on the cash flow considering lower cash ou tflow at the initial phase. It needs to be mentioned that leases are not treated as assets and thus there is no reason to mention them in the balance sheet. Moreover, even if the leases on technology assets are shown in the balance sheet, it should be shown in a transparent manner without inflating or deflating its value. GAAP Rule- the GAAP rule states that usually operating lease does not affect the balance sheet of the organization as it is not considered as an asset and on the other hand, the expense is not highlighted in the income and expense statement. However, many organizations state leases in the balance sheet and income and expense statement just to dress the statements as per their needs and desires that is totally against the normal business practice (Barry, Jermakowicz, 2007 pp-965). Consequences of the Activity- it may be the case that the independent auditors and financial bodies highlight the fraudulent activity as inflating leasing assets affect the financial ratio s and thus misguide the stakeholders in every possible manner. GAAP do not allow such acts and consider this as a serious offence. Measures to Control the Activity- An independent set of auditors should be appointed by the organization working in tandem with the internal auditors to control and manage the transparency of financial statements in an honest manner. The management should take the initiative of appointing independent auditors auditing financial statements at regular interval along with promoting honest and ethical business practi

Company - BlackBerry mobiles Essay Example for Free

Company BlackBerry mobiles Essay BCG matrix is a portfolio planning model, which is used to determine position of the product in the product portfolio of the company. Under this model, company divides its business units into four categories on the basis of combinations of market growth and market share comparative to the leading opponent. This model helps the management to analyze the future growth of different business units. We can take the example of BlackBerry mobiles. It is the Canadian telecommunication and wireless equipment company best known to the general public as the developer of the BlackBerry brand of smart phones and tablets. At one point of time, BlackBerry mobiles were considered as best mobiles in the market. They use to give direct competition to the Nokia and apple mobile phones. In 2011, the market share of the BlackBerry mobiles was 14.3%. But, over the last few years, company market share has declined to 0.6%. In BCG Matrix, we can place the BlackBerry mobiles into question mark category. We have placed the BlackBerry mobiles into question mark category because the market of mobile is increasing with the rate of around 40% but the market share of the BlackBerry mobiles is deceasing every year. Apart from BlackBerry, all other major mobile phone companies such as Samsung, Apple, Huawei, and Lenovo are growing with good pace. Actually, unlike other companies, BlackBerry did not focused on innovation. It was the last major mobile manufacturing company, which introduced the smart phone. They do not able to match the expectations and needs of the people, due to which company lost its market share into the hands of other mobile manufacturing companies. References http://www.quickmba.com/strategy/matrix/bcg/ http://www.gartner.com/newsroom/id/2665715 http://bgr.com/2014/02/12/blackberry-market-share-q4-2013/ http://www.bloomberg.com/news/2014-05-28/blackberry-market-share-to-fall-to-0-3-in-2018-idc-says.html

Humor as a Form of Cultural Expression Essay -- Culture

Humor as a Form of Cultural Expression How can one look at a culture and understand its origins, its values, its accomplishments and failures? Through art, poetry, or other literary, or scientific advances? Maybe even in its political standpoints? All of these methods are acceptable. There is one I did not mention in the above list however. It can be considered trivial by some, but I think it is also important. Perhaps we can understand a culture by its humor. Even on the surface the jokes of a country generally reflect its habitat, attitude, and its people. In the US for instance, most jokes you hear on late-night television would probably be political ones, bashing this political figure or the next. Why is this so? Perhaps because Americans have strong feelings about the politics in their country, and have the right of free speech. Because of the former the jokes come about, and because of the latter they are aired on national television. As for reflecting the environment, another popular collection of American jokes usually starts with the words â€Å"A guy walks into a bar ...† Just by looking at this â€Å"prefix† we can see that many Americans spend a lot of time in bars. Thus we see the usual â€Å"environment† of all important occurrences in the daily life of an American. In the USSR, most jokes would take place in a store or marketplace, because that is where people spent most of their time -- waiting in line s. A joke is as much of a national expression as folk stories, tales and legends. Except those three talk about past times, and the joke is current. I originally come from the former Soviet Union, and there the joke was an even more popular media than television, art or books. It was not censored by the government, whi... ...es in both cultures. For example : â€Å"In the meat department of a supermarket, a customer is asking : ‘Don’t you have any fish?’ The reply is : ‘No. We don’t have any meat. They don’t have fish in aisle 7’.† This type of joke would not travel very far in the US because not many people would understand it. It was much more effective when there actually was no fish or meat in the stores at the time I heard it. You wouldn’t have this problem in the US (unless there was some terrible war or another such calamity). This joke never came about in the US. It (hopefully) never will. What’s more, it doesn’t catch on, because it takes special conditions to understand this type of sarcasm. They are funny. At times also sad. But jokes have to get credit for the benefit, and insight they can provide. We cannot overlook them. But on the other hand, don’t take it too seriously.

Origins and Causes of the Cold War

————————————————- Why the iron curtain descended: origins and causes of the cold war ROHAN SINGH SEPTEMBER 2012 Name of University: The West Bengal National University of Juridical Sciences Subject:Political Science Date of Submission:1st October, 2012. â€Å"Why the Iron curtain descended†: A study into the origins and causes of the cold war INTRODUCTION On April 16, 1947, Bernard Baruch, former advisor to former U. S.Presidents, Harry Truman and Woodrow Wilson came up with the term ‘Cold War’ to describe the breakdown in relations between the two superpowers at the time-the United States of America and the Soviet Union. Historian Walter Lippman, his friend used it in the New York herald Tribune-which marked it’s introduction in popular media. This mutual antagonism between the two nations manifested itself, not in all-out war but in attacks thro ugh economic sanctions, proxy wars, the building of alliances propaganda warfare, enmeshed in an overarching principle of non-cooperation.In this context, before delving into the causes, which this essay seeks to do, it is imperative to note that the fact that the two superpowers fought on the same side during World War II was nothing but a ‘marriage of convenience,’ where they were united against the common enemy rather than on grounds of a common cause. The suspicions, ensuing due to the differences in ideology and motives on the global scale had not been occluded by any means, merely erased for the time being. ‘THE BREAKDOWN OF ‘THE MARRIAGE OF CONVENIENCE’To fully understand the origins of the Cold War and the breakdown in relations,it is necessary for us to consider the Yalta, Potsdam and Tehran conferences that occurred towards the dying stages of the Second World War. The Tehran Conference held in 1943 was attended by Roosevelt, Churchill and S talin and even though, the leaders went to Tehran with different goals in mind, the quintessential objective, which was to open a second front against Germany, was achieved. The ‘big three’ met again in Yalta in February, 1945.Relations again seemed cordial and the three leaders agreed on various key points, such as the formation of the United Nations, punishment of the Nazi war criminals, the division of Germany and Berlin into four zones, the holding of free elections in Eastern Europe. Yet, there were perilous signs foreshadowing the origin of the Cold War as the three disagreed about what was to be done about Poland. Stalin’s demand that the Soviet Union should be given all land east of the Oder-Neisse Line was not taken too favorably by the other two leaders.When they met at Potsdam again in July 1945, relations were not so amicable. Various changes had taken place in the international stage since Yalta. Firstly, the Soviet Union’s Red Army had taken control of the Baltic States under the pretext of liberating them. Secondly, both the United States and Great Britain had different leaders representing them. Attlee replaced Churchill and Truman replaced Roosevelt. Both the new leaders were far more suspicious of Stalin and his ‘red agenda’ than their predecessors had been. Fourthly, the Americans had already tested an atom bomb on July 16, 1945.While Stalin was informed of this development at the conference, the motive behind the Manhatten Project was a manifestation of the suspicion the leaders harbored towards the Communist as they wanted to ensure that Japan was invaded by them and not the Soviet Union. Truman also disagreed with Stalin’s request for a ‘Soviet sphere of influence’ and kept on pressing for free elections in the liberated states of Eastern Europe, which Stalin objected to on grounds of Soviet security. The expansion of the USSR east of the Oder-Neisse line in Poland remained a top ic of dispute.The setting up of a government in Poland that recognized all three powers, termed as a ‘Provisional Government of National Unity’ (also known as the Lublin Poles), which effectively rendered the Polish government in exile a thing of the past was another source of conflict. WHO WAS TO BLAME FOR THE COLD WAR? : USA, USSR OR SIMPLE IDEOLOGY? Now, we come to the three schools of thought on the origins of the Cold War. The traditionalists, led by the eminent historian George Kennan believe that the Stalin and USSR were to blame, owing to their agenda, which involved expanding Communism and establishing control over all the Eastern-European tates. In the 1960s and 1970s, Russian historians, who propounded the revisionist view believed that the United States were to blame for the war as the leaders had become paranoid about Communist aggression, whereas Stalin’s motives were purely defensive and the establishment of his ‘sphere of influence’ i n Eastern Europe was justified on grounds that USSR had suffered grave economic losses during the war and it seemed prudent to ensure that neighboring states weren’t hostile.This view became more popular during the 1960s and 1970s as the inherent paranoia regarding both the external and internal Communist Threat, better known as ‘The Red Scare,’ propounded by the Senator Joseph McCarthysubsided in the United States and people become exceptionally critical of American foreign policywith the emergence of the Vietnam War. The third view, which is accepted by most historians across the globe, including this author is the post-revisionist view, which says that it would be unfair to blame the origin of the Cold War on any of the sides without placing equal blame on the other.Furthermore, to fully understand, the causes behind the Cold War, we need to consider a multitude of factors. Firstly, the World War II had a detrimental impact on the economies of both Britain and France and neither of them were the superpowers they had once been. Thus, the USA and the USSR were now the remaining superpowers, two superpowers, which had starkly different and almost contradictory ideologies on government and economics. The Soviet system of government was a Communist one based on the Marxist principles of equality and the welfare state, which involved central planning at the expense of individual freedom.On the other hand, the United States was a capitalist democracy, which espouses the ownership of private wealth, embedded in the pursuit of profits, at the expense of economic disparity. This also led to a breakdown in communication. Every act was construed by the other superpower to be a propaganda move to thwart the other. The Truman Doctrine, which vowed to provide military aid to European states from internal or external aggression and the Marshall Plan, largely responsible for the economic rebuilding of Europe were interpreted, perhaps rightly, by the Sovi et Union as means of spreading USA’s capitalist agenda.Stalin responded to the ‘capitalist expansionist’ agenda of the Marshall Plan by setting up the Council for Mutual Economic Assistance (COMECON) to economically aid the members of the Eastern Block. ‘ACTION AND REACTION:COLD WAR CONFLICTS FROM 1945-1960 Each superpower wanted to spread their specific ideology and contain the other’s, which resulted in a number of propaganda measures, alliancesand proxy wars. The first major cold war conflict was the Berlin blockade and airlift of 1948-49.Stalin cut of all transport links to West Berlin, which was under Allied Control, thus cutting of all food supplies to the city. Truman ordered an airlift with food supplies through B-52 bombers, thus ensuring that the population and autonomy of the zone were kept alive. In 1949, Stalin called of the blockade. The ‘iron curtain’-which was a symbol of both ideological and physical division between Eas tern and Western Europe became permanent and the arms race started to pick up pace.The western nations were convinced of what a potential threat the Soviets could be, which prompted the USA to supplement its military deployment with political affiliations by signing the North Atlantic Treaty Organization in April, 1949, emphasizing the principle of collective self-defense. This, along with the rearmament of The Federal Republic of Germany (West Germany, which was in the Allied Zone) was met with the creation of the Warsaw Pact in 1955. The Soviets also set up a Communist Information Bureau (Cominform), which served as a forum that gathered all communist Eastern Bloc nations.Throughout the 1950s, both countries continued to build up their military arsenal- of both conventional and nuclear weapons. This form of action and reaction due to high levels of suspicion and hostility towards the other played a key role in laying the foundations of the Cold War that ensued. The final Cold War Conflict of the 1950s which laid down the foundation for the tension that would exist in a divided Europe for the next forty years was the Berlin Crisis, which ensued from 1958-61.In 1961, The Soviet Union constructed a wall between east and West Germany in the heart of Berlin. Khrushchev claimed that it was an attempt to curb the expansion of western influence of fascist attempting to influence the mindset of the people of East Germany through brainwashing and coercion. However, most historians believe that it was simply an attempt to curb the exodus of many immigrants (a number that has been pegged at 3. 5 million before the construction of The Wall) to West Germany, which was doing much better economically.Throughout the Cold War, the war was a physical representation of the divide across the iron curtain and an emblem of the conflicts that it represented. CONCLUSION: THE END OF THE COLD WAR AND THE BEGINNING OF A NEW WORLD ORDER The years 1945-1960 laid down the foundations for the period of international and diplomatic tensions that would ensue between the two superpowers. While, all-out- war- never broke out, the two countries’ policies of containment and brinksmanship brought them close to it on many occasions, such as during the Cuban Missile Crisis of 1962.Of course, the Cuban Missile crisis also helped in improving communication ties and kickstarted the process of arms limitation by the setting up of measures such as the Partial test ban treaty in 1963 and the Moscow-Washington ‘hotline. ’ The period 1969-79 saw a thaw in relations between the two superpowers- a period known as ‘detente’, which ended with the Soviet invasion of Afghanistan in 1979. The end of the Cold War, which was marked by the fall of the berlin Wall in 1989 and the dissolution of the Soviet Union in 1991 led to a ‘new world’ order.In this new era, there has generally been a decrease in inter-state conflicts but other threats to intern ational piece such as conflicts of ethnicity, religion, militancy and terrorism are still rampant. Communal tensions in regions such as Sudan, Somalia and the Congo are latest epitomes of this form of conflict and to truly establish a framework of international piece it will be imperative for national governments, in conjunction with the United Nations to make addressing such issues a priority. BIBLIOGRAPHY Arthur Bliss Lane. I saw Poland betrayed: An American Ambassador Reports to the American People.Indianapolis: TheBobbs-Merrill Company, 1948. pp. 5. Church, George,†Freedom! The Berlin Wall,†Time. Available at: (Accessed 29th September,2012. ) Cleary,Helen and Edwards,Phil (2005),†Fact File:Potsdam Conference. † BBC Archives. Availableat: (Accessed 28th September 2012. ) Czechoslovakia: A Country Study†, Glenn E. Curtis, ed. (Washington, D. C. : Federal Research Division of the Library of Congress, 1992. )Church, George,†Freedom! The Berlin Wal l,†Time. Available at: (Accessed 29th September,2012. ) Glass,Andrew (2010)â€Å"Bernard baruch coins the term Cold War. †Politico. Available at: < http://www. politico. com/news/stories/0410/35862. html > ( Accessed 26th September, 2010. ) Fried, Albert (1997). McCarthyism, The Great American Red Scare: A Documentary History. Oxford University Press. pp:10. Lowe,Norman (2005)Mastering Modern World History. 4th ed. Palgrave Macmillan Publishers. London. pp. 130. Scott,Lenn(2001)International history 1900-90. n Baylis, Jon and Smith, Steve (2001),The globalization of world politics:An introduction to international relations. 2nd ed. Oxford University Press. London. pp:55-63. Yilmaz,Muzaffer (2008),†Ã¢â‚¬â„¢The New World Order’:An outline of the Post Cold-War Era,†Turkish Journal of International Relations. v. 7(4) Available at: http://www. alternativesjournal. net/volume7/Number4/myilmaz. pdf (Accessed 1st October,2012. ) ———â€⠀Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€œ [ 2 ]. Glass,Andrew (2010)â€Å"Bernard baruch coins the term Cold War. †Politico( Accessed 26th September, 2010. [ 3 ]. Ibid [ 4 ]. Lowe,Norman (2005)Mastering Modern World History. 4thed.Palgrave Macmillan Publishers. London. pp. 122. [ 5 ]. Churchill, Winston Spencer (1951). The Second World War: Closing the Ring. Houghton Mifflin Company, Boston. pp. 642. [ 6 ]. Lowe,Norman (2005)Mastering Modern World History. 4th ed. Palgrave Macmillan Publishers. London. pp. 123. [ 7 ]. Ibid [ 8 ]. The elections were held during the Conference and Churchill was replaced midway through the Conference. SeeLowe,Norman (2005)Mastering Modern World History. 4th ed. Palgrave Macmillan Publishers. London. pp. 122. [ 9 ]. Cleary,Helen and Edwards,Phil (2005),†Fact File:Potsdam Conference. † BBC Archives (Accessed 28th September 2012) [ 10 ].Arthur Bliss Lane. I saw Poland betrayed: An America n Ambassador Reports to the American People. Indianapolis: The Bobbs-Merrill Company, 1948. [ 11 ]. Supra note 5 [ 12 ]. ibid [ 13 ]. Fried, Albert (1997). McCarthyism, The Great American Red Scare: A Documentary History. Oxford University Press. [ 14 ]. Supra note 5 [ 15 ]. Scott,Lenn(2001)International history 1900-90. in Baylis, Jon and Smith, Steve (2001),The globalization of world politics:An introduction to international relations. 2nded. Oxford University Press. London. pp:55-63. [ 16 ]. â€Å" Czechoslovakia: A Country Study†, Glenn E. Curtis, ed. (Washington, D.C. : Federal Research Division of the Library of Congress, 1992. ) [ 17 ]. Lowe,Norman (2005)Mastering Modern World History. 4th ed. Palgrave Macmillan Publishers. London. pp. 130. [ 18 ]. Supra note 14 [ 19 ]. Lowe,Norman (2005)Mastering Modern World History. 4th ed. Palgrave Macmillan Publishers. London. pp. 130. [ 20 ]. Church, George,†Freedom! The Berlin Wall,†Time (Accessed 29th September 2012 ) [ 21 ]. Supra note 14 [ 22 ]. ibid [ 23 ]. Yilmaz,Muzaffer (2008),†Ã¢â‚¬â„¢The New World Order’:An outline of the Post Cold-War Era,†Turkish Journal of International Relations. v. 7(4) (Accessed 1st October,2012)

Hrm Evaluation and Hrm Models

Introduction The study of HRM evolves from the personnel management since from the industrial revolution age. During that time two types of perspectives are widely prevalent one is Pluralist and the other is Unitarist. There lies a significant difference between the two. As per Pluralist a multinational organization basically consists of large no. of subgroups where loyalty lies in each subgroup, whereas as per Unitarist it is a single entity which flourishes in harmony. In pluralist, the two important subgroups are trade union and management, whereas as per Unitarist it is unique. Analoui, 1999) Over the year the same thoughts prevail, but with the emergence of HRM and modern business strategies, many changes occurred in the field of HRM and can be explained with the help of various models. Multinational organizational structure, Multinational organizational strategy and HRM are interrelated. A large no. of models has been derived to discuss this and one such model is the beer Model . This model acts as a map or guide to develop strategy pertaining to relationships among all the employees. It basically concentrates on the soft aspects of HRM.It basically gives importance to the employee commitment rather than control. It is also based on the premise that employees needed to be congruent, cost effective and competent. This model is very successful in explaining various strategies adopted by the multinational organization as reward system leads to better job performance. However it is criticized on the resource based perspective that it disrupts the business focus of the multinational organization and also distorts the cost minimization and the profit maximization. ( Beer (1984))Significant of HRM and Multinational organizational behavior as per various Models HRM and organizational behavior plays an important role in devising strategy to increase efficiency and effectiveness of the multinational organization. Various models are there which are helping the multi national organization to achieve their goals. The various problem faced by a multinational organization during following phases are given below. Scholars of HR suggested various models which is widely used by multinational companies as given in the following sections:- Problem to select right candidates during recruitment can be better explained by self efficacy model. ? LMX Model to define relationship between Manager and subordinates ? Job Characteristics Model to solve the problem of the characteristic of ideal job ? Goal Setting Model to prepare performance appraisal. Self Efficacy Model The term self-efficacy is used to describe an individual’s perception of how competent they find themselves and their abilities to achieve complex tasks. People with strong self-efficacy are more likely to accept more responsibility and accept more challenging tasks.They also believe that no obstacles can get in the way from stopping them achieve their goals. Individuals with low self-eff icacy are more apt to looking as difficult tasks as intimidating and do not believe they that are capable of achieving personal success. Self-efficacy is something that is important in any multinational organization. However, it is more important at any multinational organization to hire individuals who have a High level of self-efficacy so that employee perceives themselves capable of achieving many complex tasks.This could prove to be an issue within the multinational organization because individuals could become bored or feel not challenged by the tasks designated in their position, which could lead to frustration for the employees and employer. Hence, Challenging tasks should be given to such individuals. An individual with moderate level of self-efficacy provides opportunity for the multinational organization to designate tasks to that are challenging, but also still attainable. It is good to hire large no. of employees of this category.Hence, multinational organization is usin g it to compare the self efficacy of the person with job requirements so that right person will be put at right place. This can be done in the following ways:- 1) An individual with moderate level of self-efficacy provides opportunity for the organization to designate tasks to that are challenging, but also still attainable. It is good to hire large no. of employees of this category. 2) The individuals with low self-efficacy can pose a problem for any multinational organization as they might hinder the productivity and success of the organization.Hence, in order to ensure more confident and driven individuals, it could moderately delegate more difficult tasks to these individuals in order to boost their confidence and the way they perceive themselves. Also, they could provide more positive feedback in their jobs and reinforce that the individual is doing well at their job. Leadership Model It is a model that suggests that leaders develop different relationships with each of their su bordinates only through work related activities.There are two important groups to consider that a subordinate may fall under depending on which phase they fit into. The in group is defined as a low number of subordinates with high LMX relationships. The second group is known as the out group in which the number of subordinates is large and contains relatively low level LMX relationships (Hellriegel 323). Employees who find themselves in the out-group are likely to face high job turnover. This should be important to all management because high turnover is a very large investment for the multinational organization.The level of LMX has a significant relationship to subordinates satisfaction with their manager. Employees with lower LMX are more dissatisfied, less motivated, and more prone to quit whereas employees with higher LMX are likely to be satisfied with their work, more motivated, and committed to staying and contributing to the multinational organization (Hellriegel 323). LMX h as three critical components which are mutual affection, contribution to work activities, and professional respect.When a subordinate has high mutual affection for a superior, the subordinate likes the superior as a person and will often come to the superior’s defense if attacked. High contribution to work activities comes into play when a subordinate goes above and beyond their job description to help the superior out. High Professional Respect is when the superior admires the subordinate’s knowledge and competence of the job (Hellriegel 323). Multinational companies are widely using it in the following ways for the betterment of relationship between manager and subordinates in the following ways:- ) It explains that generally if an organization doesn’t take steps to increase the mutual affection score of its staff then they will likely to enter the realm of the out group which could potentially lead to the employee leaving the organization because Why stay at an organization if you’re not happy with your manager? 2) One way management can increase the mutual affection is to take a more active role and listen to the complaints of the employees and to take the time to establish supportive and trusting relationships with the employees. ) Another suggestion as per this model might be to engage the staff in team building activities and icebreakers. It can be concluded that if the superiors and managers of any organization are not providing proper support to their staff and then there is need to make a drastic change soon because the organization as a whole could be affected. 4) Some possible solutions from this external factor might include taking the time to reassess what kind of support is needed for staff. One way to do this is anonymous comment cards.Have all the employees fill out comment cards anonymously and identify specific instances where an employee failed to receive support. This must be down anonymously by the employer bec ause the employee might be unwilling to respond for fear of termination. 5) The manager may have a tendency to interact with other employees in an unprofessional manner. The manager can decrease this perception by keeping to policy or by adjusting his/her interactions in front of employees. 6) Management needs to do a better job of developing better relationships with its employees.Some improvement strategies include the use of assertive communication, appropriate communication openness, and constructive feedback with all of the subordinates. Job Characteristics Model The job characteristics model has to do with the idea of increasing the amounts of five job characteristics: skill variety, task identity, task significance, autonomy and feedback in a job. This model can be related to any multinational organization and its HRM strategy building since it looks into how well an employee has the opportunity to be motivated to work in the restaurant.It highlights the areas that need work in the restaurant and what the employees enjoy or dislike about working there. It also demonstrates which employees are content with working there for a while and which view it as a stepping stone towards another opportunity that has not yet befallen upon them. The model demonstrates a need for change in the structure of a multinational organization in case it wants to increase their employee’s motivation to continue their work there. Generally, there are two main approaches recommended to superiors for designing/redesigning jobs which are vertical loading and the formation of natural work teams.Vertical loading is when tasks that were considered reserved for management level staff are delegated to all employees. It includes the power to set schedules, decide work methods, breaks, and seek solutions to their own problems. Goal Setting Model Goal setting is a very integral part of any job. Whether you are attempting to better yourself or complete a project, setting goals is on e of the most helpful tools to assist you throughout the process. Goal setting can definitely help a business in raising their standards for employees which will end up helping the bottom line.The goal setting model that we used for our survey seems to have a big impact on job performance. According to the model, if employees felt good about the goals they set, they were better at their jobs. It basically consists of five essential pieces must come together in order for the managers to gain benefits of a goal setting program. The first piece is that the person must be knowledgeable about the topic of the specified goal and have the sufficient capacity to attain the goal.The second step is that the person must be committed to the goal, especially if the goal is difficult. The third step is that people need feedback on their goals. According to the text, employees will raise their performance because they are afraid they will have past performance. The forth step is that complex tasks must be broken up into simpler more short term goals so that the goals can be attained. It is stated in the text that employees are more responsive when they know about their progress. The fifth and final piece is to have a situation constraint.One of the most important aspects of a leader is to ensure that employees have the resources to attain their goals and to help eliminate any troubles that may lie in the way. Now to discuss some of the benefits that goal setting can have on performance. According to the Don Hellreigel text, Goal setting motivates individuals to achieve high performance. Some of the benefits stem from developing difficult goals. When it comes to an multinational organization for example a restaurant, such goal setting can be setting goals for a certain dollar amount each table waited on per person.The benefits is that it will motivate people to develop aim to reach goals. It also helps people to focus their attention on goal-relevant action, and encouraging p eople to develop action plans to reach these goals. Conclusion From the discussion mentioned above by using various models of HRM, it is clear that HRM plays an important role in designing strategy of an multinational organization in all three levels i. e. corporate level, SBU level and operational level. It is clearly shown that how strategy can be derived in all these levels using these models.In the similar way the bath models also give importance to external factors of AMO i. e Ability, Motivation and Opportunity to devise the various strategies of the HRM. (John Purcell,2004) The seven principles filling the strategic gap of HR are as follows:- 1) It tells there must be sufficient employees with desired skill which is also mentioned by Self efficacy model to carry task at multinational organization. 2) There must be enough motivation as explained through job characteristic model to give desired performance. ) There must be opportunities given which is also explained through job characteristic model to perform job. 4) Responsibilities of line manager as explain by the Leadership theory to develop those qualities in their subordinates. 5) Distinction between policies and practices as per job characteristic model is the heart of bath model for better performance. 6) Job enrichment needs to maintain better performance 7) Consistencies in policies for efficiency and effectiveness. References ? Analoui, F. 1999), Strategic Human Resource Management: Towards Constructing a Choice Model. ? Bagshaw M (2004) â€Å"Is diversity divisive? A positive training approach†, Industrial and Commercial Training 36, 4, 153-157 ? Beer, M. , Spector, B. , Lawrence, P. R. , Mills, D. Q. , Walton, R. E. (1984), A Conceptual View of HRM ? Hellriegel, Don, John W. Slocum. Multinational organizational Behavior. Ohio: South-Western Cengage Learning, 3rd edition, 2009. ? John Purcell, Bath Model , University of Bath, 2004