group dynamics can help you when working in groups as part of your master programme and in your career. Essays

critically discuss how an understanding of group processes/ group dynamics can help you when working in groups as part of your master programme and in your career. Essays critically discuss how an understanding of group processes/ group dynamics can help you when working in groups as part of your master programme and in your career. Essay critically discuss how an understanding of group processes/ group dynamics can help you when working in groups as part of your master programme and in your career. Essay critically discuss how an understanding of group processes/ group dynamics can help you when working in groups as part of your master programme and in your career. By katfount It is generally acceptable that successful teams arising long-term, after hard work. But what do they mean by team? According to Pattison (2013), there is a differentiation between the terms group and team, because groups need time and effort in order to be transformed into teams, having common sense of purpose as a starting point for their progress. This essay will address three main theories, oncerning the development and the format of successful teams. Students, especially postgraduate ones, are requested to deal with various group assignments, having the opportunity to learn how to cooperate with their peers. The groups are usually multicultural with different educational and social background. Therefore, it is essential to find ways in order to communicate and collaborate, respecting the cast of mind of each culture. A similar situation exists also in working environments, where employers, consider teamwork skills as essential requirement for hiring new mployees (Levin, 2005). According to Levin (2005), team-mates tend to adopt a specific role that reflects better their personality. This statement is based on Belbins Team Roles Model, consisting of nine different roles. The Co-ordinator has leadership skills and identifies the advantages and disadvantages of the others but lacks of creativity. The Shaper is also a passionate leader but he possibly can hurt peoples feelings with his criticism. On the other hand, the Plant is very intelligent, trying to find new and innovative ideas, sometimes unorthodox ones, but he is less ociable, and The Resource Investigator is also clever and he tries to find ways to make useful external contacts for the future. It is common for this type of leader to miss his passion soon. : A real Monitor evaluator Judges each aspect of teams work, forming an overall view of the situation. In other words, this role Judges everything and everyone with an unpleasant way. As regards the Implementer, this role acts like a soldier in a battle, but lacks of decision making abilities. Similarly, the Team Worker supports his colleagues, finding ways to maintain a close connection etween them but dislikes being the leader. Furthermore, the Complete- finisher pays much attention to the details in order to avoid mistakes, finding ways to organise every single detail. Finally, the Specialist is characterised by his valuable working experience, which gives a professional dimension to teams work. A common mistake for him is to stick to the technical details and to neglect other serious aspects (Levin, 2005). The above mentioned theory can work extremely well in every group but could you imagine what happens if one of these roles is missing? To make atters worse, Belbins Team Role Theory can be successful only in case that none of the nine roles is missed of the same team, because if there are, for instance, two or more Implementers, it could be impossible for this team to work properly. Another regarding to the lifecycle of teams. Each team should pass through four different stages: Forming, Storming, Norming and Performing. According to Levin (2005), Forming is the first stage, where new people are meeting and set a leader, who tries to from the teams strategic plan, while during Storming is quite difficult for the roup to make decisions because each member has its own point of you and the leader should make efforts to avoid the conflicts and generate ideas. During the next stage, Norming, there is cohesion between the members, who can easily make decision and identify the strengths and weaknesses of groups work. It is common for this stage the members to socialise outside the working environment, strengthening their bond. Finally, during Performing the group works ideally, as the team roles are distinguished, each member expresses ideas and then make a Joint decision. As regards the leader, his role is more to oversees rather than decide. Tuckman added a fifth stage, called Adjourning, which describes what is happening when teams come to an end. To be more specific, during this stage the teamwork is finished successfully and members tend to go your separate way, feeling insecure for this change. In spite of that, Tuckmans Team Development team theory is considered as an overgeneralization because it is not easy to clarify when one step ends and another begins. It is possible one step to overlap the other, depending on the works volume. Moreover, this theory does not take into consideration the special haracteristics of each member like the educational background, the working experience or the personality, which affect peoples ability to work successfully. An equally significant aspect of teams development is the cultural background as it is quite difficult for people from different cultures to collaborate effectively. This is the reason why Geert Hofstede has tried to examine the features of cross cultural team work. According to Hofstede (2010), there are five different dimensions of culture. The first index is called Power distance (PDI) and it is referred to the inequality of power mong the members of a team, as they accept a different degree of power, forming, consequently, a hierarchy. As far as Individualism (IDV) is concerned, this dimension measures whether the bond between the members of a team is strong or not. In general terms, it describes the fght between individualism and collectivism. The third dimension is called Masculinity (MAS), being related to the characteristics of each gender, as it is believed that women and men build different working skills as members of a team. Uncertainty avoidance index (IJAI) has to do with the peoples feeling of insecurity and anxiety about future ventures. Finally, there is a new index, the Long term orientation (L TO), suggesting that people from cultures with long term orientation tend to believe that everything is a matter of good timing and planning, as opposed to short term orientated cultures, which pay respect to tradition and values. Like any other theory, also this has a grey area as Hofstede did not include some important stimuli, which affect peoples behaviour and contribute to the formation of a culture, such as the political, educational or professional background of a person that affects his behaviour in the community. Moreover, people of the same nations could have different cultures, depending on individual believes. To sum up, through my short experience as a member of a multicultural team, I members to realize the transaction from one step to the other. In my opinion the daily contact with the group strengthens members relationship and through the problems that they should face, they build a strong bond. Although, the key to success is firstly to listening to others opinion and then to have clear team objectives, being comfortable with conflicts, having trust, respect and common sense of purpose. Following this technique the success is guaranteed and this is a valuable treasure for the future ventures in the world of work. REFERENCES Hofstede, G. H. et al. 2010. Cultures and organizations: software of the mind: intercultural cooperation and its importance for survival. 3rd ed. New York; London: McGraw-Hill. Levin, P. 2005. Successful teamwork! : For undergraduates and taught postgraduates working on group projects. Maidenhead: Open University Press. Pattison, L. 2013. Professional Skills and Employability. United Kingdom: Pearson, Higher Education.

Automotive Fair Price by Todd Low Essay Example | Topics and Well Written Essays - 1000 words

Automotive Fair Price by Todd Low - Essay Example The time in diagnosing the car is separate from the time used in fixing the car. Spending an hour on the car is more than enough to diagnose the problem. If I need extra time to find a fault, I will need to explain the customer in detail about the additional costs. My technician is appointed to diagnose the car; we are spending business hours in finding the fault with his car. That is an opportunity cost for us because we could be spending those hours fixing someone else’s car and earning money. If an arrangement is made with the customer where the technician drives the car to and from work, and driving during lunch breaks then this will be ethically more acceptable. The equipment, installed in the car, will record and diagnose the problem. The time my technician spends this way is not a burden on business hours. In this case, the total cost would come up for only two hours. The technician spent the first hour diagnosing the problem and did not find the fault. After that, the arrangement is made with the customer that my specialist will keep the car to find the problem. He will be driving the car to and from business and during lunch breaks. When he finds a fault, it will take probably less than an hour to fix it. So one hour for diagnosing and the other hour for fixing the problem would be charged from the customer. This method seems more professional than any of the other scenarios. What if you change every conceivable part that could cause this; would that be professional and ethical? If you cannot fix it, would it be more ethical to charge a nominal fee rather than what is due to you for services rendered? Changing every conceivable part is neither ethical nor professional. This way the customer will have to pay for the time consumed and the cost of new parts. Charging a nominal fee or for the services rendered will be an enormous burden on the client. The technician can use a 'trial and error' method, making educated guesses what the problem could be and then change that particular part.

In Favor of the Protect Life Act Research Paper Example | Topics and Well Written Essays - 750 words

In Favor of the Protect Life Act - Research Paper Example The litmus test for any efficient law is that it creates a favorable and just society, while leading to a minimal wastage of the tax payers’ money. After seriously deliberating and pondering on the varied aspects of law, American values and the available statistics, I have decided to emphatically support the Protect Life Act. I strongly and reasonably believe that the American tax payers’ money should not be wasted on facilitating, funding and allowing abortions. It is not only contrary the time tested Western ethics, but also does not make a sound economic sense. Many people are perhaps simply not aware of the fact that abortion currently qualifies to be labeled a gargantuan problem for our society that is undermining its values and economy. Every year, 42 million abortions take place in the United States of America. This roughly amounts to a horrendous 115,000 abortions per day. Things will get clearer if one takes into consideration as to whom the people are having t hese abortions. 52 percent of the women resorting to abortions happen to be less than 25 years of age. (The Center for Bio-Ethical Reform: Online)). Moreover, of these, 20 percent happen to be teenagers (The Center for Bio-Ethical Reform: Online). Also, out of all the abortions conducted every year, only 1 percent are performed on women who are victims of incest or rape, and a mere 6 percent of these abortions are performed for reasons classified as potential health risks to the mother or the child (The Center for Bio-Ethical Reform: Online). Astonishingly, 93 percent of the abortions are carried on for social or personal reasons ((The Center for Bio-Ethical Reform: Online). The American society and the American tax payer certainly have ample responsibilities towards people facing health risks and those who are the victims of crime and abuse. But, going by the mentioned statistics, why should the American public be wasting its hard earned money on supporting the abortions of people who simply get carried away by the recreational aspects of their love life, without giving a serious thought to the possible outcomes of their irresponsible attitude. I am no way against unmarried people engaging in sex, and am all in favor of sex education. Yet, I also hold that as people are responsible for the consequences of their career decisions, financial decisions, they are also as much responsible for the outcomes of their coital decisions and choices. Hence, it is they who should be bearing the cost of their irresponsible acts and not the American tax payer. The other thing that needs to be taken into consideration is that is abortion simply a problem or also a symptom of a bigger problem existing in our economic system? Again, it would be realistic and pragmatic to resort to the available and credible statistics. Almost, 29 percent of the abortions are availed by women whose family income stands to be less than $ 15,000 (The Center for Bio-Ethical Reform: Online). 19.5 pe rcent of the abortions are performed on women whose family income is between $ 15,000 and $ 29,999 (The Center for Bio-Ethical Reform: Online). In the case of women whose family income is more than $ 60,000, a mere 13.8 percent of the ab

Invasion of Privacy Essay Example for Free

Invasion of Privacy Essay While straightening your teenagers room, a book falls on the floor. You pick it up and see that it is her diary. As a parent, do you have the right to read it? Would it matter if you found the diary outside her room? Is it okay to read the diary if you suspect there is problem your teen is not telling you about? As a child, did you ever go into your parents room (without permission) and snoop around? Was that an invasion of their privacy? Did you find anything you werent supposed to? Did you learn from it? Did you tell them? You have every right to read your childs diary whether its found in the laundry or their bedroom. There is nothing wrong with knowing what your child is thinking, the changes that they are experiencing, or perhaps any troubling matters they dont feel they can approach one of their parents with. Consider yourself lucky you found it. Invasion of privacy? I dont think so; it could save their life. As long as your child is living at home with you, yes, you should read her diary entries. You are there to protect your child not only from outside influences but also from herself. If it means going through their belongings then so be it. When they move out and establish lives of their own, this is when you give up certain rights as parents, including reading their diaries. I guess my term is not snooping; it is monitoring your children. My parents monitor me. There is nothing in my room that my mother does not have access to. It is unacceptable for anyone to hide anything in our house. And, she monitors which people I hang out with. Granted, I didnt appreciate it for a while, but as some of her NO WAY choices started ending up hurting me, or others, I knew she had my best interest at heart, and wasnt trying to sabotage my life. I agree that its okay to go through your kid’s belongings. What should be done if you are going through it and you find something inappropriate, you find some roundabout way to bring it up to your child and see if they open up about it. By no means do you say, Oh, I was in your room snooping and found this or that. You have to protect your kids. Sometimes they will get into the habit of believing everything their friends say, not thinking that their mom or dad have been through or experienced just about everything theyre going through and have the wisdom to help them out in certain situations. Of course children do not believe that you should be snooping into what they want to call their privacy. They also think they know everything and can make wise decisions. They think it is ok to text and drive, drink and drive and show their private parts while on spring break. Kids think they should not have to go to school or have a bedtime. Do I have to go on? I think you get the picture. Bottom line is, they are not paying for a phone, internet, computers, Ipads and the electricity it takes to keep them running and until they do those items are not theirs. They are the property of the parent or guardian and can be looked at, searched, monitored at anytime they please. My point is, if you’re not doing anything wrong then there should not be a problem with anyone looking at your text messages or emails which by the way are not private anyway. If you feel you should have privacy and you are old enough then get a job, be responsible, and pay for all of your things yourself and you may also want to move out on your own until then, As my mom says â€Å"My house, my rules.† Legally, parents have the right to monitor their childs communications simply because they are legally responsible for the childs actions. Parents are legally responsible for their children. I know of past cases where parents have been arrested for crimes a child has done and they also can be held financially responsible. The trust element also comes into play when both the teen and the parent know they can trust each other that their home is a place free of harmful communication. To do that, the parent has to actively monitor the media that the teen uses and engage in censorship, no matter how awful the word seems. It is simply the act of a responsible society that harmful communication is not displayed to children and that children do their part in respecting the laws of society. I am a teenager. I think parents should be able to monitor my personal life, specifically my texts, because of all the dangerous things in the world. You start to notice on the news teens using drugs more often than they have before. Using a simple text message to one of your friends about drugs or anything can start peer pressure. Youre not talking in person so its easier to text it then actually say it. I was reading a story on CNN about a computer programmer who figured out slang use of words to cover so parents wont get it. He does have a website up with the meaning of the slang use of words. I looked at one and it said â€Å"tdtml†. This means â€Å"talk dirty to me later†. Parents should be able to ask for the phone to see what they are talking about. They should be able to ask for it at random times. My parents also told me that they will check my phone whenever giving me a heads up that I will just hand it over at any time. This has helped me a lot in my life to stay away from peer pressure and many other things as well. Using the website noslang.com can help parents figure out what their kids are texting. Reading the CNN report on what they could code for words was absolutely amazing. Go to cnn.com and in the search bar type in Parents do you know what these texts mean?† Parents you will be stunned at the reports and the type of coding teens use in these days.

Free Narrative Essays - Getting Out :: Personal Narrative Essays

Getting Out      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moving to Ankeny proved to be more difficult that I first expected. I had been looking forward to moving out of the house for over four years, and wxpected it to be easy and fun.   Moving turned out to be neither easy nor very fun, as I had hoped it would be.      Ã‚  Ã‚  Ã‚  Ã‚   I took us four trips to Ankeny just to get our apartment.   First, we had to look at different apartments.   Then we had to sign a few papers and leave a deposit.   Belmont Apartments decided to change the way it filed information.   So, we had to go back again to sign a bunch of papers, bring a money order for the first month's rent, rip up the old deposit check, and pay a highter deposit.   The apartment manager showed us the apartment, and then we left.   Our apartment manager decided to move us to the third floor. So, we had to approve the apartment and tell her what we wanted fixed.   At last, we had our apartment.      Ã‚  Ã‚  Ã‚  Ã‚   Finally, it was August and it was time to move.   Our original plan was to move everything at once with friends and family, but August became very bust.   One week I went on vacation to Chicago.   Then I had to go fishing for four days with my family.   Another weekend I went ot a friend's house, who I met at Boy's State, to see a rodeo.   My roommate, Nathan, had a wedding ot attend.   Nathan worked from eight'o clock untill five thirty as a hired hand.   I worked a virity of hours at the Dariy Queen usually over lunch and supper, which is when Nathan did not work.   By the time we finished playing the messages game, we dicided to take our things to the apartment when we had time to go to Ankeny.      Ã‚  Ã‚  Ã‚  Ã‚   Nathan and I had to by at DMACC on the same day for a financial aid seminar.   So, we planned to help each other take the thins up to the apartment.   Lucky for me he had already taken all of his heavy furniture on a previous visit.   I had a hide-a-bed couch, a love seat, a desk, and other smallitems to take up to the apartment.

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

Conjugation of Lesen German Verb Lesen