The Degree Of Mba Degree - 1491 Words

There is controversy in the added value a student gets out of a degree in Masters of Business Administration (MBA). Experts outside of the field argue that the MBA degree program provides courses for students, but that the courses are not teaching the students skills that they need for the field. Chris Roebuck says that MBA School graduates â€Å"educated bad leaders,†(62). Jeffrey Pfeffer; a professor of organizational behavior says that not all successful business leaders have an MBA degree (12). Supporting professor Pfeffer, Charles Haddad mentions that successful businessmen have made a career without a degree in MBA. For example, Bill Gates and Ted Turner say they didn’t bother with the degree because over a span of years the degree lessens in value (12). Attaining an MBA degree has better benefits than those who don’t because a degree ensures that you are qualified and skillful in doing your job. Having an MBA degree enhances management practice becaus e it gives you tools that prepare you for the field, a broader perspective on how business is run, and enriches your learning experience by networking with peers of various disciplines. MBA programs are designed to prepare, and enhance managers for difficulties they might find in the field. Having an MBA gives the manager a broader perspective on the business as a whole, and allows more strategic decisions that will ultimately impact the bottom line. â€Å"Studies suggest that for most managers, the MBA program was seen toShow MoreRelatedMba Vs. Ms Degree1071 Words   |  5 Pagesquestion a lot: What is the difference between an MBA and an MS Degree? Should I go for a Master of Science or MBA (Master of Business Administration)? And that s why I m writing this article. If you re here for the same purpose, read on Getting your masters degree requires a huge investment of your time and a large amount of change you must need, to actually find the answer to your question: Master of Science or MBA which you should pursue? MBA vs. MS If you have already narrowed your optionsRead MoreApplication Letter For Mba Degree Program1243 Words   |  5 Pagesstudy permit to pursue my further studies in MBA degree program with three months MBA foundation course in University Canada West, Vancouver, British Columbia. As far as my profile is concerned, I accomplished my first milestone of school (school leaving certificate) from New Horizon Higher Secondary School achieving 75.75% and joined Science stream in New Horizon College Butwal, Nepal and secured 52% aggregate in 10+2. I completed my Bachelor’s degree in Mechanical Engineering from PSNA collegeRead MorePersonal Statement for a Business Degree (MBA) Essay533 Words   |  3 Pages confidence and creativity are also, needed to flourish. These factors have allowed me to pursue in the following subjects: Business Studies, Accounting, ICT and Psychology. I felt these A-levels are related to my goal of achieving a business degree (MBA) in a business specialist university. I find that Psychology and ICT compliment with business studies as Psychology is a major beneficial factor in Business as when interacting with costumers and marketing new products you can see the differentRead MoreMy Mba Degree At A Business Consultant Position1499 Words   |  6 PagesBefore the pursuit of my MBA degree, I held a Business Consultant position in a small, but a very influential consulting company in South America. BET LATAM, Business Excellence and Training in Latin America, is a company whose purpose lies in the development of business strategies and training programs for any type of organization. My role in the company involved the creation of training programs in Leadership Development, Sales Techniques and Costumer Service Satisfa ction, as well as the developmentRead MoreWhy I am Pursuing a MBA Degree Essay1032 Words   |  5 PagesWhy am I Pursuing an MBA degree? I decided to pursue an MBA degree in order to further my managerial career in the company I work for. The question would be: Why do I think it will enhance my management career? The answer to that question requires short background information. I started my career as an entry level programmer in 2000, after receiving my bachelor’s degree in computer science. My career took a turn to management in 2003 when I was offered a team lead’s position with the company IRead MoreEssay Is an MBA Necessary for a Successful Career?765 Words   |  4 PagesIntroduction The importance of having an MBA for a successful career has been greatly debated since the first time it was introduced in 1900. The aim of this essay is to determine whether an MBA degree is essential to a successful career in business or perhaps there are other factors such as experience that is more important than mastering the business degree. The price of getting an MBA is increasing every year while the return of investment (roi) is dropping significantly at the same time. (ByrneRead MoreObtaining an MBA in Finance Essay822 Words   |  4 Pagescareer in this sector. In order to achieve my goal I will pursue MBA specializing in Finance, which is most popular among other degrees in this segment. Thus, MBA will be the chosen profession degree. Cost analysis of MBA degree: Cost of MBA degree differs from one institute to other and also with specialization that is the subject chosen by the candidate. Students are also eligible to get scholarship, which reduces the cost of degree. In this analysis one has to consider the foregone income becauseRead MoreOnline Mba Programs For College Mba Program Essay779 Words   |  4 PagesOnline MBA programs (Master in Business Administration programs) are famous amongst adults or youthful professionals who need to gain degree to get advanced or upgrade their status without the need of relinquishing their vocation or disturbing their family or work schedule routines. in the event that you need to go for online MBA programs then choose the particular course that is a good fit for you, as there are numerous programs with diverse specializations, and verify that the university from whereRead MoreCareer Goals And Objectives For Health Care Management789 Words   |  4 PagesI’ve completed my undergraduate degree. In this time, I’ve had a chance to reflect on my career goals. I am now ready to earn my MBA in health care management. With this degree, I will be able to accomplish my career goals and objectives. I plan to use my master s degree to help me pursue a career in health care management. My career goal is to become a health care manager in one of my area hospitals. I’ve research the strategies needed to successfully complete a MBA program. I’m motived and fullyRead MoreCareer Aspirations1515 Words   |  7 PagesWhat are your career aspirations and how will the internship module help you to achieve them? Introduction My name is Praveen Divakaran B.Tech Degree in Electrical Electronics form Saintgits College of Engineering (2009). PROFESSIONAL EXPERIENCE: Two years of work experience as a Sales Engineer for Gulf Services and Industrial Supplies Co.LLC in Water Equipment’s Division – Oman. Employer Profile: Gulf Services and Industrial Supplies Co. LLC is a part of Arabi WLL Group, one of

Essay about The Inversion of Buddhism in Heart of Darkness

The Inversion of Buddhism in Heart of Darkness In Joseph Conrads Heart of Darkness, Marlow is described more than once as sitting in the pose of a Buddha while he begins his story. Even our first view of Marlow prepares us for the later comparison: Marlow sat cross-legged... He had sunken cheeks, a yellow complexion, a strait back, an ascetic aspect, and, with his arms dropped, the palms of hands outwards, resembled an idol (16). This is the very image of a meditating Buddha. Our suspicions are confirmed that Conrad is indeed making reference to the Buddha as he describes the pose of the Buddha of Compassion-- note the hand raised in blessing: Mind, he began again, lifting one arm from the elbow, the palm of the hand†¦show more content†¦Sidharthas search first brought him to the forests where the ascetics meditated and practiced self-mortification having left all worldly possessions behind. Marlows account of the natives beneath the tree could easily have been what Sidhartha saw there: Black shapes crouched, lay, sat, between the trees, leaning against the trunks, clinging to the earth, half coming out, half effaced within the dim light, in all the attitudes of pain, abandonment and despair. . . . They were dying slowly . . . These moribund shapes were free as air-- and nearly as thin. (34-35) Seeking this very freedom, Sidhartha joins the ascetics while Marlow soon joins the accountant who is in such an unexpected elegance of get-up that in the first moment I took him for a sort of vision (36). The description of the accountant immediately following that of the dying natives emphasizes the contrast and reinforces the idea that the path of Sidhartha is not the path of Marlow. The accountant brought with him into the forest all the material trappings of society that ascetics went into the forest to avoid. Likewise, Marlows traveling companion to the central station is rather too fleshy (39) and often faints, requiring Marlow to shade him until he comes to. When asked what brought him there he replies To make money, of course (40), precisely the opposite goal of an ascetic. Sidhartha remains with the ascetics until he

How Family Intervention Works in the Social System Free Essays

Intervention is a designed interaction with an individual who may be reliant on one or more psychoactive matters, with the goal of making a complete assessment, overcoming refusal, intruding drug-taking actions, or bringing to the mind of an individual to initiate therapy or remedy. The favored procedure is to hand over information concerning psychoactive substance utilize in a thoughtful or gentle, realistic and understandable manner. (ASAM, 1998) There are times when we have a family member or relative, a co-worker, or a friend who has a dilemma on drug or alcohol abuse but he/she does not want to admit it. We will write a custom essay sample on How Family Intervention Works in the Social System or any similar topic only for you Order Now And in reality, they do need help. However, we do not know how to begin, where and when. One thing can be a good help with this quandary. This is what you called intervention. An intervention is a meeting that is well-planned and coordinated properly. Interventions, which can be family intervention or crisis intervention, are a verified process that has helped number of friends and families crash the â€Å"Barrier of Denial† that besieges a person who is covering up or refusing to admit their alcohol or drug abuse, for an instance. The term â€Å"raising the bottom† has frequently been used to explain or illustrate the intervention process. Someone can be prevented from suffering their behaviors’ unavoidable consequences later through this process. This is achieved by bringing the actuality of the situation into effect at this time. By far, the most successful way of carrying out an intervention is a professionally handled intervention. An intervention is the greatest way in helping or assisting someone who ignores to see the impact of their use of drug or alcohol on themselves and on the people around them. By taking action, you can infiltrate or give them the support that they so badly call for, whether it is a relative or anyone you care about. (â€Å"Family Intervention Information†) Family Intervention is particular type of intervention, which involves family members or relatives of an alcoholic or addict, intended to do good to the patient a well as the family group. Of course, as the term implies, the population best served by this intervention are the families. It is important to give family bonds much concern since they are the basic units of the society. (ASAM, 1998) One model for family intervention is the AIR Model for Interventions. This model of intervention is developed on the perception of Carefrontation. In addition, it also overlaps with the principal features of the Family Systems and the Johnson Institute intervention models. The Carefrontation model was established by James Fearing, Ph.D., acknowledged as America’s Crisis Doctor.   This model is an individualized procedure of modifying family dynamics and relationships in order to discontinue the cycle of addiction, take the system out of crises, and efficiently deal with a person’s addiction. (â€Å"AIR Model for Interventions â€Å", 2006) To understand totally how addiction has an effect on the system that encircles an addict, take the mobile as an example. Each piece of a mobile links to and depends upon the others for steadiness and stability. When you draw one component and every element moves in return accordingly, the mobile operates properly. The mobile stops to function when you applied energy to one part and nothing happens. (â€Å"AIR Model for Interventions â€Å", 2006) The people around the individual work much like a busted mobile when there is an existing addiction within a family. Great effort is applied to make a difference in an obsessed individual. Still, they get no avail unexpectedly. On the other hand, when the collective pieces of the mobile are moved or put in motion, those encircle the alcoholic or addict person can move about from their conventional places or positions. This is done by means of the intervention process.   Then, the obstinate piece will be enforced to change his or her actions. (â€Å"AIR Model for Interventions â€Å", 2006) The AIR model of intervention has two declared objectives: 1) To shift the system around the addicted individual out of the disarray and predicament created by addiction; and 2) To bring about help accessible to the individual. By directing our concentration on the organization surrounding the individual, and operating with them to make alterations in their response to addiction, we transform the organization separate of his or her choice to ask and receive help. (â€Å"AIR Model for Interventions â€Å", 2006) Immediately, AIR responds to appeals for help. The emotional pain and distress of people close to the addicted individual can be tremendous. That is why family and workplace predicaments are considered as emergencies. The sooner an intervention program instigates, the sooner that system will face relief.(â€Å"AIR Model for Interventions â€Å", 2006) A successful and effective intervention normally consists of the following components or mechanisms: A small but enthusiastic group of family members and familiar friends merge together with the common target of getting the involved party into medication Converse with and then take into service a professional interventionist to assist in making this very sensitive process possible Once on the project, the professional interventionist aids the group find the respectable treatment center for the individual   Make the compulsory arrangements to get the person admitted to the chosen treatment program Prepare the place and time to do the intervention Talk about and then write what each partaking person will say during the intervention Delineate what consequences will be pointed against the concerned individual should they will not agree to go to rehabilitation Create arrangements for the involved person to go to drug abuse medication right away upon their approving to get help. (â€Å"Family Intervention Information†) Family interventions have strengths and weaknesses. Let us first enumerate its strong points. Family intervention is the kindest and most caring and affectionate family and friends can do. It is appropriate at anytime person needs assistance but does not want to receive one. Also, it can be applied in people with any self-destructive actions. This can be alcohol or drug abuse or addiction, eating disorders, gambling and sex addiction, computer addiction, and even an elder who needs living assistance. How to cite How Family Intervention Works in the Social System, Essays

International Management Political Attitudes and Democracy

Question: Discuss about the International Management: Political Attitudes and Democracy. Answer: 1. The top five biggest management challenges that the international management firms face are as follows, Attracting and developing the new clients It has been seen that 72% of all the professional services actually cite generating new business to be their most prioritized challenge (McFarlin Sweeney, 2014). In management consulting world, the new business need is noted over three times more the respondents than the challenge which is second highest. Dealing with competitive marketplace or difficult economy The competitive pressure signs are been echoed in the challenge of the second business which is named just above 25% respondents in the industry of management consulting. It has been seen that the competition has heated up as several international companies have increased their efforts (Ruigrok Van Tulder, 2013). Many firms are continuing to look for other opportunity in the economic sluggishness. Finding and keeping the good people Searching and retention of the best people has become a major challenge for the management firms. To fight for the best talent has always been a challenge to business. Innovating new ideas The companies have focused to innovate at higher level than other industries (Cavusgil et al., 2014). For staying competitive, the companies should show their expertise and thought process. Strategic issues Coordination of all the activities starting from developing new client to continuous innovation is a key concern for the firms. For contending pressures, the companies should make efficient approaches in their strategy through effective utilization of available resources which is a major challenge. The international firms should hire qualified professionals who will make promotional strategies to attract and develop new clients. The firms should make rigorous market research to understand the exact condition for dealing the economy (Galliers Leidner, 2014). The company should keep expert HR people who will recruit dedicated professionals and provide good monetary and non monetary facilities to retain them. The firms should idealize those companies who have given innovative ideas and are able to mitigate strategic issues. 2. The two forms of political risks are the macro and micro level political risks. The political risks of macro level affects a countrys all participants. The local, regional and national events of politics often mean that events at local levels have the follow on effects for the macro level stakeholders. It includes actions of government currency, changes in regulation, declarations of war (Pastor Veronesi, 2013). It also affects the companies who are been operating in the nations and the result of the political risk of macro level are like the confiscation which causes the business propertys seize. The political risks in the micro level are risks which are project specific. These risks are more in local business favor rather than the international organizations that operate in the nation. The process of risk includes the government review committee, which is project specific on the United States Foreign Investment, the project, assets nationalization, and the dangerous politically strong local partners selection (Almond Verba, 2013). The risk is also relevant for the decision making of government project where the initiatives can be complicated due to the risk result. The four steps that the firms should take to deal with the risks are as follows, Identification of the risks. Measuring the exposure Mitigation of the risks. Monitoring the risks (Giuliani Macchi, 2014). 3. In the multinational companies, if abuses regarding human rights take place in the foreign countries, then the management board will make discussion with the foreign government so that they will take remedial actions for mitigation of such evil practices. The directors of the companies should make a consultation with the government authorities to make legislations in favor of human rights that if someone in the company does such activities will be strictly penalized and terminated without any delay (Ruggie, 2014). The government should support them in further the further trial of the convicted. The companies should not opt for the attempt of giving bribery to the foreign government as it is an unethical means of practice and will be risky of the government treats it to be an offensive activity. They can think of inducing such attempts of the government allows such practice such as Brazil. The other questionable practices can be counseling the employee who has made the human right abuse or making a compromise between the employee who has abused and the one who has suffered (Wetzel, 2016). A further questionable practice can be providing money to the abused as compensation so that he will withdraw his complains for a peaceful settlement. The companies should involve themselves in case of human right abuse to the fullest extent as the mishap take place in between their employees. They should remain engaged until coming to a justified solution. They should remain involved in providing solutions to the human right abuse from top to bottom, as it is their prime corporate social responsibility (Samovar et al., 2014). They should remain involved to maintain a clean and peaceful corporate life with security to their employees. 4. The effect of cultural context in cross-cultural interactions is all about the cultural difference that takes place between the people while communicating each other, which can hurt each others sentiments (Peretz, 2013). Each person actually represents their cultural value while interacting with the others. If there is a cultural difference between the persons who are making business negotiations then there will be an impact in both of the persons mind. It can be possible in case of meetings or can be in the firms human practices as a whole. For an example, of a business negotiation takes place in a meeting between two persons belonging from Australia and France then a cultural difference lies between them (Medved et al., 2013). The official language Australia is English whereas of France, its French. If the employee of Australia speaks to the French employee in English language then it can hurt the sentiments of the French as there is no such space for him to communicate in French. Therefore, the French can have a barrier in accepting the opinions of the Australian employee. In case of an Australia based company having their branch office at France, there is a high chance that employees working in the office are French. But as per the rules in the head office, there is rule imposed by the HR authority to use English language in the branch office at France (Ting-Toomey Chung, 2012). This can also hurt the sentiments of the French employees working in the branch as they are unable to communicate in their mother tongue though working in their native land. 5. The spoken communication presents challenges to the non-native communicators for the following reasons, The accent of the language in which they are communicating is different and is not properly understood in the both end. Communicators in the both end may use different language as their mother tongue which can create a huge barrier for communication (Vaara et al., 2012). The formal speeches used in one end during communication may not be a practice of the other, which can hurt the sentiments of the first one. The written communication presents challenges for the causes given below, Various nations use various forms of same language while writing. For an instance, the formalities used in writing English in UK is not acceptable to the people in US as they dont prefer formal English but like to write the language in casual way (Goetsch Davis, 2014). Such casual writing may hurt the sentiments of the people of UK. Moreover, Shakespeare English used in France is not properly understandable by the people in Asian countries. Natives using different languages as mother tongue face difficulties while communicating through a common language in written if they dont have enough knowledge in that language (Cummings Worley, 2014). The other side may not understand such written standards. 6. The conflicts or misunderstandings in cross culture may take place in case if there are differences in culture. The causes of cultural conflict in the international management are as follows, The conflict or misunderstandings that take place between the religious or ethnic groups or different natives. The ignorance in culture and the case of insensitivity that exists in organizations. People have lack of awareness in different societal lifestyle practices (Rothaermel, 2015). People have different cultural practice. People have differences in perception of illness and its treatment. There is a miscommunication and misinterpretation among the people regarding concepts of cultural practices (Terpstra, Foley Sarathy, 2012). People who belong to different nations have different cultural views. If they work with each other in a company then chances are there for differences between them. Several nations have their own personal religions, which can make people to get involved in cultural conflict. People who belong to different cultural practices if dont have ample respect to each other can pass comments which can eventually hurt others sentiment (Antras, 2014). Their procedure of work can be different which can be misinterpreted or misunderstood by the others. 7. The five steps in the process of the development of international strategy for a company are as follows, Analyzing the strength and weakness of the company regarding growth in the international level The analysis is done for the preparation of the objective presentation as per the capabilities of the company regarding international growth (Banks, 2015). The issue is the analyzing the companys present products competitive advantage. Analyzing the position and strength of the competitors A proper identification of the companys competitors should be done along with their line of products. A rigorous analysis should be done on their weakness and strengths (Antras, 2014). A requirement is there for the information stating how the competitors have made penetration in the markets abroad. Selecting the markets which are been targeted The necessary screening can provide result in the prospective nations for which the potential of the market has been estimated roughly (Rothaermel, 2015). There should be an inclusion of the specific parameters of the market, which can turn the products for decision making and evaluation purpose. Selecting the modes for entry The mode for entering the target market can be selected on the basis of marketing and financial risk, the financial return to be expected in relation to cost, desired management controls degree. Deciding the strategy of international business at the workshop of the top management The management of top level will make the evaluation for the options of varieties (Cummings Worley, 2014). They will take the decision on the issues regarding strategy of desired business for the growth in international level. 8. The advantages and disadvantages of the foreign market entry options are as follows, Advantages There is feedback of good information from the target market, which makes the development of better relationships with the buyers (Goetsch Davis, 2014). A controlling of foreign market selection is there which will make a choice for the companies representing abroad nations. A better protection is there in case of the patents, trademarks, goodwill and the property, which was intangible (Vaara et al., 2012). It is realized that the market has the potentiality to have a greater sales and profit, which is a kind of indirect exporting. Disadvantages In case of foreign market entry, a greater requirement of information always becomes existent. There is a requirement of investments, which are higher in case of resources, time and personnel (Ting-Toomey Chung, 2012). There is higher risks and higher costs for start up of business which is opposed to the exporting in indirect mode. There are also a chance of longer time-to-market which is opposed to the indirect export business. 9. The pros and cons associated with the various organizational structure in the international management firms are as follows, Pros The structures are cost efficient (Medved et al., 2013). It makes promotion of making faster decisions. It provides a communication, which is clear. It has a requirement of supervision and less dominance (Peretz, 2013). Cons A sharp chance lies there that the management can loose their control. There can be a struggling effort between work and relationship. A creation of power struggle can take place. It makes the retention of the employee to be difficult (Samovar et al., 2014). It can make a hindrance of the growth. A lesser amount of motivation can take place. It can make results for the confusion of roles. 10. The difficulties that are been faced by the multinationals with regard to the issues of cross cultural leadership are as follows, Understanding the difference in peoples behavior from expectation The behavior of common people is their values expression that they manage people from other culture. They have to understand their behavior (Wetzel, 2016). Development of a proper understanding is one of the biggest challenging task that the managers are facing. Avoiding to get frustrated and angry A rigorous comparison is always been made in case of the behavior of the people with values and norms. If there is a sense of behavior to accept then it will be accepted otherwise it will be rejected (Ruggie, 2014). Such rejection tends to hostility and frustration towards the behavior of employee. Providing motivation to a team, which is culturally diversified Motivation has a close relation to culture. A factor that is motivating in one culture can be de-motivating to the other. Achieving the efficiency of desired level It is difficult for reaching the desired efficiency level in a team having cultural variations as maximum time gets spent to sort out the misunderstandings or setting the expectations and making all person for pursuing the same goals (Giuliani Macchi, 2014). Lack of training to manage a team of cultural diversification The managers of cross culture can have the feeling they require for managing tools and leading a team which is culturally diversified. 11. The problems associated with evaluation of employee performance are as follows, Bias of the rater. Influence of the events that occurred recently. Make a rating in the middle. Make a focus in the negative side. Surprises, which are unwanted (Almond Verba, 2015). Infrequent feedback. Improper assessment of the actual performance. Assessment done without data. Lack of accountability. The problems are been complicated by international settings through following ways, Lack of understanding of the international performance management. Inability to analyze the areas on the basis of skills and other traits for appraisal in the international level (Pastor Veronesi, 2013). Lack of understanding of the conflicting role expectation from organizational groups of diversified culture. Analyzing appraiser varieties in international level of performance appraisal and determination of who will make the appraisal (Galliers Leidner, 2014). 12. The advantages associated with cultural diversity in groups are as follows, The gender and racial diversity are found for positively contributing to sales, profits and customers. The racial diversity can make an influence on the market share (Cavusgil et al., 2014). The companies can increase their creativity through encouragement of diversified opinions and perspectives. The disadvantages are, The company that makes recruitment and makes employment of diversified workforce should create a culture promoting respect and dignity for avoiding the tension between the employees. There will be an adverse effect in communication if the first language of the employee is not English (Ruigrok Van Tulder, 2013). The existing employees will leave the organization if there is a prevention of their personal prejudices from working with the colleagues having different background. While making investigation of the employee complaints for the negative attitudes can acquire a huge time of the management (McFarlin Sweeney, 2014). References Almond, G. A., Verba, S. (2015).The civic culture: Political attitudes and democracy in five nations. Princeton University Press. Antras, P. (2014). GrossmanHart (1986) goes global: Incomplete contracts, property rights, and the international organization of production.Journal of Law, Economics, and Organization,30(suppl 1), i118-i175. Banks, J. A. (2015).Cultural diversity and education. Routledge. Cavusgil, S. T., Knight, G., Riesenberger, J. R., Rammal, H. G., Rose, E. L. (2014).International business. Pearson Australia. Cummings, T., Worley, C. (2014).Organization development and change. Cengage learning. Galliers, R. D., Leidner, D. E. (2014).Strategic information management: challenges and strategies in managing information systems. Routledge. Giuliani, E., Macchi, C. (2014). Multinational corporations economic and human rights impacts on developing countries: a review and research agenda.Cambridge journal of economics,38(2), 479-517. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. pearson. McFarlin, D., Sweeney, P. D. (2014).International Management: Strategic Opportunities Cultural Challenges. Routledge. Medved, D., Franco, A., Gao, X., Yang, F. (2013). Challenges in teaching international students: group separation, language barriers and culture differences. Pastor, ., Veronesi, P. (2013). Political uncertainty and risk premia.Journal of Financial Economics,110(3), 520-545. Peretz, H. (2013). Information Technology Systems in the Human Resource Management Area. InGlobal Trends in Human Resource Management(pp. 214-236). Palgrave Macmillan UK. Rothaermel, F. T. (2015).Strategic management. McGraw-Hill. Ruggie, J. G. (2014). Global governance and New Governance Theory: Lessons from business and human rights.Global Governance,20(1), 5-17. Ruigrok, W., Van Tulder, R. (2013).The logic of international restructuring: The management of dependencies in rival industrial complexes. Routledge. Samovar, L., Porter, R., McDaniel, E., Roy, C. (2014).Intercultural communication: A reader. Cengage Learning. Terpstra, V., Foley, J., Sarathy, R. (2012).International marketing. Naper Press. Ting-Toomey, S., Chung, L. C. (2012).Understanding intercultural communication. New York, NY: Oxford University Press. Vaara, E., Sarala, R., Stahl, G. K., Bjrkman, I. (2012). The impact of organizational and national cultural differences on social conflict and knowledge transfer in international acquisitions.Journal of Management Studies,49(1), 1-27. Wetzel, J. R. M. (2016). Targeting Corporate Human Rights Conduct from a Multinational Perspective. InHuman Rights in Transnational Business(pp. 105-147). Springer International Publishing.