What is a Persuasive Argument

A persuasive argument is a list of connected statements, aimed at establishing a definite proposition for giving one conclusion on the issue.Whatever a topic, your essay should have a persuasive argument to be worth a high grade. More than that, this argument should have a definite structure for your essay to sound logical and credible enough.Here youll learn the structure of a persuasive argument, find persuasive argument examples to understand this concept, and see how to use it for your persuasive essay to sound better.Persuasive Argument StructureA persuasive argument is the one making readers agree with your opinion. You cant just make a claim; you should offer a series of statements with evidence to support it. Only the claims with evidence are worth using in your argumentative essay.What can serve as the evidence for your persuasive argument?Proven facts and statisticsDefinitions and researchQuotes from experts in the topicYour personal experience, if you can provide the examp les illustrating your point of viewIf you can support your claim with further statements (evidence), your argument will be persuasive and successful. If you dont support the claim, your argument fails. In other words, offer readers the reasons to believe you.Its the purpose of an argument: to prove that your claim is true or that others claim is false. If your series of statements cant do that, then its not an argument.Depending on the length of your persuasive essay, the argument can take the form of a sentence, a paragraph, or several paragraphs. But regardless of the length, each persuasive argument consists of three elements: premise, inference, and conclusion.1. PremiseA premise is the statement or a fact, supposed to give reasons or evidence why your claim is true. Its the basement of your argument, and its what youll use to support your conclusion.The term premise itself comes from Latin and means things mentioned before, leading to a logical resolution in the argument. Joshu a May, a professor at the University of Alabama, defines it that way:Joshua May, PH.D.Associate ProfessorU. of Alabama at BimminghanA premise is a proposition one offers in support of a conclusion.That is, one offers a premise as evidence for the truth of the conclusion, as justification for or a reason to believe the conclusion.And according to the Stanford Encyclopedia of Philosophy, a persuasive argument is valid only if it follows logically from premises, both major and minor ones.Example:All mammals are warmblooded. [major premise]Whales are mammals. [minor premise]Therefore, whales are warmblooded. [conclusion]However, you need to be careful when choosing major premises for your persuasive argument. If wrong, they can lead you to wrong conclusions, which is not good when you write about persuasive essay topics.Example:All women are Republican. [major premise: false]Hilary Clinton is a woman. [minor premise: true]Therefore, Hilary Clinton is a Republican. [conclusion: false]2. InferenceIn persuasive argument examples, inferences are the reasoning parts. They link a premise with a final conclusion.From Latin, the term inference means bring in, and its valid only if based on the evidence that makes a logical conclusion from the premise.The author of Language in Thought and Action, Samuel Ichiye Hayakawa defined it as follows:S. I. HayakawaAcademic and politicanAn inference is a statement about the unknown made on the basis of the known. It can be made on the basis of a broad background of previous experience with the subject matter or with no experience at all. But the common characteristic of inferences is that they are statements about matters which are not directly known, statements made on the basis of what has been observed.Inferences come from factual premises, therefore linking them to the argument conclusion. You cant come to a logical conclusion without an inferential claim, because its the only way to prove a premise and connect it to the evidence .Example: Doctors have a lot of money. [major premise]With that money, a person can travel a lot. [minor premise]Doctors can travel a lot. [inference, from premises 1 and 2]I want to travel a lot. [a new premise, based on inference 3]I should become a doctor. [inference, from 3 and 4]For you to understand the concept of inference better, lets appeal to the talk of Sheldon and Raj (The Big Bang Theory):Sheldon: I took another look at the board, and I realized you were right. Raj: So you were wrong. Sheldon: Im not saying that. Raj: Thats the only logical inference. Sheldon: Im still not saying it.3. Argument ConclusionAn argument conclusion is a claim you justify by a number of premises with inferences. It follows logically from your premises, and your argument can be called persuasive if those premises are true to support your conclusion.Here goes the example from Michael Andolina’s Practical Guide to Critical Thinking.An argument:This job description is inadequate because it is too vague. It doesnt even list the specific tasks that should be performed, and it doesnt say how my performance will be evaluated.The argument’s structure to see if its persuasive enough:This job description is inadequate. [conclusion]It is too vague. [inference]It doesnt list specific tasks. [premise]It doesnt state how performance will be evaluated. [premise]How to Know Your Argument is PersuasiveIf youve already checked our ultimate guide on how to write a persuasive essay, you know five elements of persuasion that make your argumentative writing sound legit.If not, here they go:Your clear position.Your effective communication (know what hooks to use, what words to choose, etc.)Your solid argument (thats what we discuss here now).A clear structure of your essay.Its solid conclusion.The argument with evidence is what turns your writing into persuasive essays. Remember about the structure (premise, inference, conclusion) and use a straightforward language to communicate it.And now you may ask:Whats the heck is a straightforward language?It refers to brief and concise writing: short sentences, power words, active voice, and transitional phrases you use for an essays better readability. In other words, follow the rules of academic writing and avoid empty phrases all teachers hate so much.Okay, Whats Next?Persuasive essay topics and the ability to state a persuasive argument in your academic writings help you grow critical thinking and creativity. So dont hurry up to curse your professors if they assign such tasks to you. Learn to make a claim, prove your position with evidence, train your brain to think critically and question every claim you read in a book or online – and youll know how to make points for others to listen to you.Those able to clarify their thoughts and bring their point home, they rule the world.

Divorce-Practice Questions Essays

Divorce-Practice Questions Essays Divorce-Practice Questions Essay Divorce-Practice Questions Essay Despite minor fluctuations, there was a steady rise in divorce rates in Britain throughout the twentieth century. The figures show a rising divorce rate over the period from 1961 to 1997, although in the 1990s the divorces rate seems to have stabilised at around 13per thousand married people. Therefore it isnt presently increasing. The figure may not appear very high until it is compared with the marriage rate. The statistics show that as divorce has steadied, the decline in first marriages has increased. The lower divorce rate now may be because of the lower marriage rate. If people arent getting married they cant get divorced. According to Joan Chandler, if trends continue, approximately 40% of marriages presently being formed will end in divorce. The proportion of marriages that are remarriages has also been rising. For example, 15% of all marriages in the UK in 1961 were remarriages for one or both partners; by 1996 this figure had risen to approximately 41%. Whichever way the figures are presented, the rise in divorce has been dramatic. The changing attitudes towards divorce have been institutionalised by various changes in the law which have made it much easier to obtain a divorce. After the Second World War, there were major changes made to divorce laws. In 1949 the Legal Aid Act was introduced. This provided financial help for those unable to afford legal costs of a divorce. A major change in the divorce law was the passing of the 1970 Divorce Law Reform Act, which made the only grounds for divorce the irretrievable breakdown of marriage. This went some way to removing the notion of an innocent or guilty partner, and led to a significant increase in the divorce rate, yet the figures were rising prior to this and continued many years after so it cannot be seen as the sole reason. New legislation relating to divorce was introduced at the end of 1984. This reduced the period a couple needed to be married before they could petition for divorce, from three years, to one year. The Family Law Bill of 1996 ended the reliance upon showing that one or both partners were at fault in order to prove that the marriage had broken down. Instead, the partners simply had to assert that the marriage had broken down and undergo a period of reflection to consider whether a reconciliation was possible. Normally this period was one year, but for those with children under 16, or where one spouse asked for more time, the period was eighteen months. Despite a reduction in costs, divorce was still an expensive process during the first half of the twentieth century. It was beyond the means of many of the less wealthy. This was particularly changed by the Legal Aid and Advice Act of 1949 which provided free legal advice and paid solicitors fees for those who could not afford them. The economics of divorce were further eased by the extension of welfare provisions, particularly for single parents with dependant children. Although many consider these provisions far from generous, they do provide single parent families with the means to exist without the support of the second partner. The statistics of divorce rates show that there has been a major increase since new laws were introduced after the Second World War. But the laws were not the sole reason for the increase in divorce. There have been increases in divorce at times when the law was not changed. Hence it is more likely that legal changes reflect other changes in society. Many people have high expectations of marriage, especially young woman through the ideology of romantic love portrayed in teenage magazines. When reality fails to live up to this expectation, one feels let down. This can explain why three quarters of divorces are filed by females. Functionalists like Fletcher as well as Liberal Feminists argue that this simply reflects the higher expectations women have of marriage due to: greater equality, increased opportunities to escape (divorce law changes) and greater financial security through increased job opportunities. Some writers, such as Dennis argue that the family has lost some of its former functions. With no production function, families are only bound together by love. If this is not forthcoming, there is nothing else to keep people together. If Parsons idea of the isolated nuclear family of Young and Willmotts notion of the privatised nuclear family are correct, it may explain the increase in divorce. Families are now more isolated from their wider kin and so their stigma within extended families of divorce may be reduced. Also, if families are isolated from a wide range of kin, without the support provided by extended families this may, as Leach argues, lead to greater emotional tension. There is also now much less social disapproval of divorce. As divorce becomes more normalised, society is more tolerant and understanding to marital breakdown. This can be traced to secularisation in Western society. Less than half of marriages have a religious ceremony now, even among these, few are regular churchgoers. There is no absolute reason for the increase in divorce. Divorce law has simply made it easier, yet it doesnt explain why divorce has increased when there has been no parallel change in the law. Divorce laws are perhaps better seen as a reflection of our attitudes towards divorce and not a cause of it. Legal changes may have allowed more divorced to take place, but they do not explain why more individuals choose to take the option.

Integrating Internet Resourses Essay Example | Topics and Well Written Essays - 750 words

Integrating Internet Resourses - Essay Example I will also give a quick review about the quality and availability of these resources. I will also make use of the examples and illustrations to analyze how and what different types of internet resources are being used in our teaching and learning processes. I will also try to develop a general understanding about the underutilization or overutilization of these resources. In the end I will also try to identify the type of internet resources which are most needed in my area of field. Integration of military science or history into course The seeds of community college were planted in USA just before the second Civil war in 1862. The intension was that higher education should not just be restricted to the privileged few but it should be available to all. These public universities are supposed to prepare students for careers in engineering, medicine and military services etc. these public institutions prepare the first national work force. These not only helps in meeting community need s but developing critical thinking and help them in choosing a career path for them. (Kent A Phillipe L. G., 2005) E-learning in Higher Education Institutions Recent technological advancements and extensive use of internet has not only (Mapuva, 2009)transformed our businesses but the usage of internet has found inroads into our education system as well. Especially in the higher education there has been unprecedented demand for tertiary education and a no. of students are enrolling for distant learning programs. Internet has become an indispensible and a very important tool of imparting education. Internet has not only transformed the way through which knowledge can be accessed or retained but it has also transformed the basic structure of traditional teaching. It has transformed the ways through which knowledge is disseminated, interaction with the course material and the associated resources. Now every university has to reorganize itself to inculcate e-learning and newer methods of teaching. I as a military instructor although doesn’t approve of distant learning but a strong propagator of integrating other internet resources in the teaching system. Military science and internet resources Internet helps in interacting a large no of educational, research and other related organizations through its extensive academic and research based network linking. Its importance to military science can be understood from the fact that it was first developed as a military network by US department of Defense, originally called APPRANET. In 1989 it was finally decommissioned from military services and was devoted to education and research purposes. (Kumar, 2005) Types of internet resources utilized Internet is the future in research and in planning and facilitating higher education because of ever decreasing funds as well. We can categorize the different internet resources that are available. They are listed below List serves, newsgroup, email discussion groups Federal State and local government Electronic publications Library access catalogues/ literature search Peer comparisons Admissions Fact books, Management information systems, Intranet Policy studies Environmental scanning Professional development Association Higher education Research Online survey All of the above types are generally used in the higher edu

Compare and contrast the different connections Essay

Compare and contrast the different connections - Essay Example Firstly, with respect to Buddhism, the reader can acknowledge the direct meaning of the term â€Å"karma† within the Buddhist tradition relates to action or doing. Within this understanding, there is a further separation between meanings as karma refers to actions that come from a sentient being and those that refer to the entire karmic teaching that encompasses the entire universe (Ciurtin 493). Within this, it is clear to understand that karma is not only something that is represented between human relations, but a static and very real concept that helps to define the universe itself and the mechanisms through which humans interact with one another. Perhaps the most basic level of understanding that exists within the Western world with reference to karma is with relation to the Hindu understanding of what it represents. As a direct result of the Hindu focus on reincarnation and the importance of allowing for positive deeds to determine whether or not one will achieve a higher station in the afterlife, karma within Hinduism is intrinsically tied to good deeds and good thoughts being rewarded and attributable to reciprocity in both the current life and the afterlife. Not surprisingly, by contrast and comparison, bad deeds and bad thoughts experience reciprocity in this life as well as the afterlife as well; within the Hindu tradition (Sharma 29). From such an understanding, the reader can assert that of the three religions that have thus far been discussed, it is the Hindu tradition that places the most immediate emphasis on karmic tradition and the need to integrate with it as a means of ensuring the afterlife and intrinsic happ iness within the present. Moreover, as a direct result of the karmic tradition within Hinduism and the belief that all living creatures have a soul, the need to protect those creatures and

Sources Of International Law Essay Example | Topics and Well Written Essays - 2000 words

Sources Of International Law - Essay Example 2. Customary law: International customs are the oldest and the original source of international as well as of law in general.3 Article 38 (b) of the statute of international court of justice recognises international custom as evidence of general practice accepted as law. Elements of customary law. i) Long duration: - This is true of a custom in municipal law. However, this requirement is not necessary in international law. Article 38 of the statute of the international court of justice directs the world court to apply international custom as evidence of a general practice accepted as law. Emphasis is not given on a practice being repeated 3.Oppenheim's International Law, note 4 p 25. ii) Uniformity and consistency: The custom should be uniform and consistent. In the asylum case4 the International Court of Justice observed that the rule invoked should be in accordance with a constant and uniform usage practiced by the states in question. Article 38 of the statute of the court, which refers to international custom as evidence of a general practice, accepted as law. In its judgment of 27 June, 1986 in the case concerning Military and paramilitary activities in and against Nicaragua5 while referring occasional violations of the principles of non- intervention the International Court of Justice observed: "It is not to be expected that in the practice of states the application of the rules in question should have been perfect in the sense that states should have refrained, with complete consistence, from the use of force or from intervention in each other's internal affairs. The court does not consider that, for a rule to be established as customary, the corresponding practice must be in absolutely rigorous...Whenever an international court decides an international dispute its first endeavour is to find out whether there is international treaty, the decision of the court is based on that treaty. According to article 2 of the Vienna convention on the law of the Treaties, 1969, "A treaty is an agreement ii) Uniformity and consistency: The custom should be uniform and consistent. In the asylum case4 the International Court of Justice observed that the rule invoked should be in accordance with a constant and uniform usage practiced by the states in question. In its judgment of 27 June, 1986 in the case concerning Military and paramilitary activities in and against Nicaragua5 while referring occasional violations of the principles of non- intervention the International Court of Justice observed: "It is not to be expected that in the practice of states the application of the rules in question should have been perfect in the sense that states should have refrained, with complete consistence, from the use of force or from intervention in each other's internal affairs. The court does not consider that, for a rule to be established as customary, the corresponding practice must be in absolutely rigorous conformity with the rule."6 iv) Opinion juris et necessitates: - According to arti

HRM Best Practice and Fit Approach

HRM Best Practice and Fit Approach The discussion between promoters of best practice and best fit approaches has sparked widespread controversy in the human resource management (HRM) area. The topic has gained much scholarly attention because it not only addresses a theoretical controversy but also possesses a high degree of practical managerial significance. The essay has the aim to analyse best practice and best fit approaches in HRM of a multinational enterprise. The reader receives insight into Lincoln Electrics organization through a case-study analysis of practical HR approaches serving as a basis for developing practical managerial implications in the last part of the paper. 2. Critical evaluation of best practice and best fit practices in HRM 2.1 Best practice approach The best practice approach claims that certain bundles of HR activities exist which universally support companies in reaching a competitive advantage regardless of the organizational setting or industry (Redman and Wilkinson 2009). Best practice models imply a close connection between HR practices and organizational performance and are often associated with high commitment management (Paauwe Boselie 2003). Empirical research in the best-practice field shows similar groups of HR polices which are especially suitable for maximizing performance irrespective of market and product strategies (Peffer 1998, Guest 2000). Best practice bundles of activities are characterized as mutually compatible HR activities which forge high levels of workforce competence, encourage motivation and introduce a workdesign boosting employee commitment (Maloney and Morris 2005). Based on concepts from expectancy theory (Vroom 1964, Lawler 1971) best practice HR will result in higher levels of quality, product ivity and low rates of absenteeism and wastage (Guest 2000). The best practice approach suffers from a series of limitations. Firstly, when implementing best practice standards organizations run risk of introducing mutually prohibitive combinations like team working and compensation based on individual performance resulting in a deterioration of employee collaboration through overexaggerated competition (Delery 1998 in Redman and Wilkinson 2009). Secondly, high commitment management systems are generally a complex undertaking requiring large inputs of planning and top level management commitment. Thirdly, critics like Milkovich and Newman (2002) argue that best practice HR lacks direct linkages with organizational strategies and is minted by the belief that outstanding high performing human resources will influence strategy. By making HR policy precede corporate strategy an organization risks prescribing standardized sets of one size fits all best practice approaches which will not support the particular needs of employees and be detrimental t o overall strategic objectives (Maloney and Morris 2005). Fourthly, discussions with regard to the appropriate choice of best practice measures resulting from an insufficient research methodology and theoretical definition exist (Marchington and Grugulis 2000 in Redman and Wilkinson 2009). 2.2 Best fit approach The best-fit model is considered as a variant from precedent models of Harvard, Michigan and York and is called matching model for HRM (Sparrow and Hiltrop 1994). It is based on developing HRM policies according to business strategy. Strategy involves planning future activities, performances objectives, and policies towards reaching the corporate aims. HRM strategy should be designed and applied to support the given corporate strategy (Lawler 1995). The best-fit approach questions the universality assumption of the best-practice perspective. It emphasizes contingency fit between HR activities and the organizations stage of development, an organizations internal structures and its external environment like clients, suppliers, competition and labour markets (Redman and Wilkinson 2009). HR policy should be minted by the appropriate context of individual employees and therefore support the overall competitive strategy. Aligning HRM practices to strategies can enable companies to create p otential competitive advantages (Schuler and Jackson 1987 in Redman and Wilkinson 2009). The best fit approach is also subject to sever criticism. Firstly, Boxall and Purcell (2003) criticizes that in a changing business environment companies and their strategies are subject to multiple alternating contingences and that it is merely possible to adjust entire HR systems to new challenges frequently. Secondly, as companies move through their life-cycle HR practices have to be aligned which leads to an alternating treatment of employees which can have a demotivating effect and show inconsistency in corporate culture (Boxall and Purcell 2003). 3. Analysis of Lincoln Electrics HRM approach 3.1 Evaluation: Best practice or best fit approach in certain HR practices 3.1.1 Selection practices For the hiring of its U.S. workforce Lincoln Electronic is applying best practice methods as it pursues a selective employment approach aiming at attracting skilled personnel that can connect to the companies high performance ethic and live up to quality standards. New hires have to pass a three-month probation period and prove their work dedication in trainee programme (Bjà ¶rkman Galunic 2003). For the established U.S. operations promoting experienced employees from within can be regarded as an element of best fit approach of aligning HR goals with corporate quality strategy (Lawler 1995). It is coherent with Lincolns strategy of binding the best employees and rewarding them for their long-term achievements with responsibility thus keeping its intellectual capital and ensuring a sustainable competitive advantage in fields of performance, knowledge and quality. In the international management Lincoln made the mistake of relying too much on inexperienced U.S. managers from within a nd only after the disaster of the international subsidiaries started to move from its unitary strategy towards a more responsive best fit approach to external environmental by hiring more internationally experienced external managers in China and Europe which fits the international expansion strategy (Hastings 1999). In its Chinese recruitment it adapts to the Chinese labor market by personally promoting and introducing prospective employees through senior management to identify personalities who can live up to performance, education and quality requirements applying a best fit approach (Bjà ¶rkman Galunic 2003). This is in line with common relationship and social network oriented selection practices in China (Warner 2005). 3.1.2 Training practices Lincoln is applying a best fit strategy which aims at enhancing employees abilities, technical and business knowledge through a significant investment in globally recognized best practice training methods (Marchington Grugulis 2000). Examples are a sophisticated trainee program for sales and engineering trainees, constant vocational trainings for experienced workers and regular work certification programs (Bjà ¶rkman Galunic 2003). These actions aim at supporting and maintaining the superior efficiency objectives creating core competences compared to industry rivals and a competitive advantage. Lincolns approach to training employees resembles the immersion training conducted by Toyota which also conducts extensive investment in workers qualifications to achieve highest productivity and quality (Spear, 2004). 3.1.3 Reward system The reward system which has been invented by founder James Lincoln is at the core of the successful individual performance working system. In the US, Lincoln employs a highly compensated piece-work system which is linked to individual employee performance based on a multitude of work-related factors (Bjà ¶rkman Galunic 2003). The reward system is able to motivate employees for achieving commitment through a remuneration which is at the top of its industry (Bjà ¶rkman Galunic 2003). Payment system possesses clear management commitment and is seen as the key for achieving outstanding employee commitment leading to advantages in costs, productivity and quality (Hastings 1999). Group collaboration within the company is created through specific bonus pools which are allotted to work group performance. The bonuses are then distributed to the members of that group according to their quantified relative performance on the semi-annual merit rating based on factors like idea generation, qu ality, reliability, dependability and output (Milgram Roberts 1995). Employees are closely bound to the organization through a long-term stockpurchase plan as part of their remuneration making them entrepreneurs at their workplace (Bjà ¶rkman Galunic 2003). Classification of the reward system in one of the HRM approaches is ambiguous. Lincoln invented the individual performance-system as the major component towards developing its employees for becoming its core strength through an unbeatable motivation and quality-drive (Milgram Roberts 1995). This is the utilization of the best fit approach minting HR towards organizational strategic objectives. The performance payment system has proven immensely successful becoming an internal best practice. Empirical studies by MacMillan and Schuler (1984) confirm the success of individual performance- pay with end-of-year bonuses at US bearings company Baimco and at the aviation company PEOPLexpress. For its global operations Lincoln is forc ed to abide by national restrictions in the legal environment (e.g. prohibition of piecework in Germany) and traditional working habits in the socio-cultural environment to align its reward system to local standards (Bjà ¶rkman Galunic 2003). In Europe, it is forced to conduct a best fit approach abiding by local regulations and adjust to differing standards of motivation where workers value benefits like vacation over annual bonuses. 3.1.4 Employee participation The best fit approach is also utilized for the field of employee participation. The company possesses an open-door policy where employees can contact management directly. Flat hierarchies with minimal supervisory management lead to very low communication barriers and wide-opportunities for taking responsibility (Milgram Roberts 1995). Due to participation is one of the evaluation criteria for employee remuneration Lincoln has a very high workforce participation rate concerning continuous improvement suggestions. Similar continuous improvement and feedback programs are also pursued by Japanese companies like Nissan in order to enhance productivity (Erstand 1997). That not only encourages idea generation but also directly involves employees in major decisions like the turnaround after the economic crises (Hastings 1999). Although workers are not unionized a very lively participation with the management board takes place through the Employee Advisory Board leading to a very high level of workforce loyalty. The best fit participation approach supports the core competence and sustainable competitive advantage of productivity and innovative quality as major strategic objectives (Pfeffer 1995) 3.2 External and internal factors influencing Lincolns HR strategy 3.2.1 External factors Firstly, the legal environment both in Lincolns domestic market and international markets significantly influences the HR strategy. Regulations regarding the legality of piece-work systems, vacation requirements and working hour limitations force Lincoln to adapt HR practices in all fields elucidated in chapter 3.1. In the U.S. more performance driven and entrepreneurial HR approaches are possible whereas regulations in Europe, Asia and Latin America force Lincoln to adhere to adapt local HR practices (Bjà ¶rkman Galunic 2003). Secondly, Lincoln is affected by the cultural diversity of its operations again creating barriers for the introduction of performance driven measures in markets like Western-Europe and China. Whereas in the U.S. traditionally hierarchy is low and employee idea generation is common, Chinese culture is more subversive and critical idea generation practices will fail (Zhu 2005). Similarly hiring and training practices are different across cultures: The U.S. and Europe allow for the application of best practices in recruitment and training. In Asia Lincoln needs to align to the environment of conducting rather relationship oriented hiring and in-depth skill development (Warner 2005). Thirdly, different market maturity and industry-life-cycles between developed and developing markets affect Lincolns HR approaches with differences in hiring, training and workforce participation. 3.2.2 Internal factors The first major internal factor affecting Lincolns HRM is the life-cycle of the respective subsidiary. U.S. and Canadian operations have a historical presence with high levels of employee loyalty, trust, identification with the individual performance culture and a well attuned work organization and low hierarchies (Bjà ¶rkman Galunic 2003). Due to recent acquisitions and Greenfield investments in Europe and Asia loyalty and identification with the overall corporate objectives and working ethics is unincisive (Hastings 1999). Lincoln is challenged developing HR-approaches to create employee involvement and implement the performance driven internal values. Especially, immense discrepancies between the subsidiaries international managers and the U.S. headquarters management are major obstacles for the development of globally coherent HRM strategies which can enforce the overall companys performance (e.g. objections against incentive system, language barriers, management philosophies) (Hastings 1999). Lincolns executives do not possess the required international management skills and are very much minted by idealized U.S. practices. 3.3 Practical managerial lessons and broad implications for HRM practices Practical managerial HRM implications which can be drawn from the Lincoln case are the following. Lincolns HRM strategy is based on a best fit approach designed to achieve an optimal vertical fit with the overall corporate strategy with a strong alignment towards the competitive strategic objectives of employee productivity and product quality on the companys domestic American market (Basset 1999). Lincoln is immensely successful on the U.S. market because it matches HR approaches to corporate, competitive and functional level strategy to achieve a sustainable competitive advantage. Internationally, Lincoln is not able to transfer the U.S. model of best fit to its subsidiaries. Environmental factors like legal requirements and cultural differences make it impossible to use a system which is based on individual performance (Bjà ¶rkman Galunic 2003). Lincoln is limited in fitting its HR approach to what would be best for reinforcing its efficiency and quality driven competitive advantage. The Lincoln case illustrates that in a global context companies are influenced by a multitude of contingences. A universalist HRM approach within a MNC applying a certain bundle of HRM best practices will not render an optimal outcome for the entire organization (Sims 2007). According to Dowling et al (2008) International managers need to take a more detailed approach by identifying individual circumstances of national subsidiaries and fitting HRM strategies to achieve a mutual enforcement between local requirements and corporate strategy. For some a best practice approach might be a superior solution while for other subsidiaries only certain best practice elements (e.g. hiring, training, rewards etc.) might prove to be effective: In Europe Lincoln fails to develop any sort of HRM strategy which can satisfy the environmental requirements and reinforce its competitive differentiation strategy at the same time. Due to a lack of international knowledge Lincolns managers rely on the stat us quo (Hastings 1999). In Europe an introduction of best practice methods with a HPWS would have immediately allowed ensuring better control and performance in the newly acquired international subsidiaries through standardized practices (Maloney and Morris 2005). The best fit approach in Lincolns Chinese subsidiary incorporates lessons learned from the European failure: Lincoln is able to adapt HR strategy to environmental requirements of culture, legal requirements and the market and at the same time introduce best fit approaches in hiring and employee development to support its competitive strategy. The broader implication is that there is no single best way to approach HRM. Companies should design their approach according to elements of best practice and best fit to achieve the best possible outcomes. Studies conducted by Mendonca Kanungo (1994) and Cyert March (1963) show that the adaption of HRM approaches to local international environments is essential for companies leading to and adaption of processes and practices to fit with the local workforce. Successful MNCs like Unilever, Royal Dutch Shell and Nestlà © are those that conduct HRM strategies based on localized requirements incorporating elements from best fit and also standardized best practices (Briscoe Schuler 2004). In this context a localized resource-based HRM approach can be a good possibility to create synergies between internal competences with strategy and performance. 4. Conclusion To put everything under consideration, one can see that best fit and best practice approaches offer companies powerful tools for shaping human resource management processes. The case study has illustrated that an application of one bundle of best practice strategies across all geographies of MNCs, as proposed by Pfeffer (1998), is almost impossible because of regional differences in work-related practices, laws culture and characteristics of motivation. Similarly, sticking to a best fit strategy which is only aligned to the contingency of strategy and a neglect of environmental forces and internal capabilities can lead to a failure of HR in international markets. The case has shown that the concepts of best practice and best fit have to be analyzed and adapted to suit the localized needs of international subsidiaries in order to pave the way to overall global competitive advantages through HR.

Analysis Of Bel Air :: essays research papers

Analysis of Bel Air   Ã‚  Ã‚  Ã‚  Ã‚  In the essay â€Å"Bel Air: The Automobile As Art Object;† Daniel L Guillory uses a combination of narrative and expository writing as a way of showing his audience the connection between an icon, which in his case is a 1958 Chevy Bel Air, and the effect that it can have on a person.   Ã‚  Ã‚  Ã‚  Ã‚  Guillory starts off the essay with narrative writing. He is telling his audience about how he was in Illinois when he came across a flea market. He saw a 1929 Ford Model A, but the price was too high for him. The farmer told him that his friend was selling a 1958 Chevy Bel Air up the road. So Guillory went and looked at the car, and ended up buying it.   Ã‚  Ã‚  Ã‚  Ã‚  By starting this essay with narrative writing he captures the reader’s attention, especially the readers with the same literary repertoire. This is what happened in my case. I have a certain fascination for cars, so when I noticed it was about a car it just grabbed my attention and kept it.   Ã‚  Ã‚  Ã‚  Ã‚  Guillory then goes into expository writing. He compares his 1958 Chevy Bel Air to â€Å"every man’s space ship,† and he relates it to a space ship because the year before the car was made Sputnik was launched. He than says, â€Å"Eisenhower was enclosed safely in the White House, Elvis was king, and the Cold War was turning icy-hot, as suggested by the Civil Defense Conelrad logo on the radio dial.† Just looking at this car brought him back memories of what was happening at the time the car was made. Then he says, â€Å"I dimly understood that by possessing this car I was retrieving part of my past and—through a kind of Proustian logic—expanding my present.† In order to understand the term used in this sentence you need to be familiar with the French author Marcel Proust. In his novel, Remembrance of Things Past, the narrator eats a piece of cake that takes him back to his childhood. So the term Proustian is when an object has the power to take us back to the past. I know how this experience feels. My first car was a blue 1994 Hyundai Elantra GLS. I loved that car. I would pamper it with the best gas, the best oil; and I would wash it once a week. I would go everywhere with my car.