Ethnographic Writing And Theory Cultural Practices - 825 Words

Ethnographic Writing And Theory: Cultural Practices (Essay Sample) Content: ETHNOGRAPHIC WRITING AND THEORY Students Name Course Date The use of ethnography to disentangle human culture is a process that calls for a close examination of various methodologies. In the realm of social-cultural studies, the prevalent methods of obtaining information are participative observation and informant interviewing. Participative observation connotes the act of living among people for long in an attempt to unearth their cultural practices. Interviewing involves the inquiries into the social aspects of people. The paper will examine Malinowskis Argonauts of the Western Pacific and Starns Ishis Brain: In Search of Americas Last Wild Indian in the context of these methods. Both Malinowskis Argonauts of the Western Pacific and Starns Ishis Brain: In Search of Americas Last Wild Indian are two related works on ethnography and the general study of anthropology. To start with, Malinowskis article is entirely based on the ethnographic accounts of explaining the trade between the South Sea populations. In his book, Malinowski points to the readers about his studies as well as expeditions in the Trobriand Islands. In so doing, the writer gives his audience a spectacular view of the inhabitants of the Island. Malinowski considers Kula as to bear a theoretical importance. He does not stop at the Kula but goes forth to study other cultures by describing data collection methods. Malinowski gives an analysis of how ethnographic research can form generalizations and evaluates the role of an ethnographer as well as participatory observations. Starn utilizes ethnography to elaborate on the demise of the aboriginal culture in the United States. Starn utilizes a combin ation of ethnographic models to showcase the plight of the aboriginals. Malinowski uses the objectivity method of ethnography to provide a critical approach to the human culture, and he bases his study on the morals, customs, and beliefs of people. In essence, he enables the readers to understand the real life of the Indigenous Indians and their behaviors when he pinpoints the outstanding acts of the tribe, the tone in its action, and providing each detail in the tribe's ways of life. In essence, the objective method encompasses the act of immersing oneself in a strange environment. Indeed, Malinowski attempted to stay with the Trobiands people where he had a first-hand experience of these people. In unraveling the hypothesis of his study, Malinowski learned from the daily lives of the Trobiands hence compiling the book. Precisely, he speaks about the tribes social fabric. Starn, on his part did not attempt to apply the objective approach in his ethnographic inquiries into the demise of the aboriginal culture. Instead, he gives an account of historical h appenings whereby he roughly states that the Maidu Indians were wiped out leaving Ishi in solitude. It is certain that Starn relied on interviews from people who once had contacts with Ishi. Starns Ishis Brain: In Search of Americas Last Wild Indian is an elucidation on the ethnology, and the social changes that occur to a man from a forest tribe that was entirely wiped out. In essence, Starn is unlikely to convince a critical reader of his book. It is evident that Starn learned from Jim Johnston that the Maidu Indians were attempting to exhume Ishis ashes for a proper burial in Mount Lassen.. Therefore, this can never be termed as first hand information. Moreover, it is intriguing that Starn heard rumors concerning Ishis brain. In the common logic, rumors can never be a reliable source of anthropological information. He wholly relies on information derived from interviews and peoples beliefs. This can be contrasted with other methods of collecting anthropological data that Malinowski used. Malinowski has used observation throughout his study of the Trobiands. Evidently, he gives nearly every aspect of culture of the Trobiands. Noteworthy, one could not tell that there e ver exists a witch among the Southern Sea communities if he does not fully immerse himself in the ...

Gaius Mucius Scaevola

Gaius Mucius Scaevola is a legendary Roman hero and assassin, who is said to have saved Rome from conquest by the Etruscan king  Lars Porsena. Gaius Mucius earned the name ‘Scaevola’ when he lost his right hand to Lars Porsenas fire in a show of intimidating will power. He is said to have burned his own hand off in the fire to demonstrate his bravery. Since Gaius Mucius effectively lost his right hand to the fire, he became known as Scaevola, which means left-handed. Attempted Assassination of Lars Porsena Gaius Mucius Scaevola is said to have saved Rome from Lars Porsena, who was the Etruscan King. In about the 6th century B.C., the Etruscans, who were led by King Lars Porsena, were on a conquest and were trying to take Rome. Gaius Mucius supposedly volunteered to assassinate Porsena. However, before he was able to successfully complete his task he was captured and brought before the King. Gaius Mucius informed the king that although he might be executed, there were plenty of other Romans behind him who would try, and eventually succeed, in the assassination attempt. This angered Lars Porsena as he feared another attempt on his life, and thus he threatened to burn Gaius Mucius alive. In response to Porsena’s threat, Gaius Mucius stuck his hand directly in the burning fire to demonstrate that he did not fear it. This showing of bravery so impressed the King Porsena that he did not kill Gaius Mucius. Instead, he sent him back and made peace with Rome. When Gaius Mucius returned to Rome he was viewed as a hero, and was given the name Scaevola, as a result of his lost hand. He then became commonly known as Gaius Mucius Scaevola. Gaius Mucius Scaevola’s tale is described in the Encyclopedia Britannica: â€Å"Gaius Mucius Scaevola is a legendary Roman hero who is said to have saved Rome (c. 509 bc) from conquest by the Etruscan king Lars Porsena. According to the legend, Mucius volunteered to assassinate Porsena, who was besieging Rome, but killed his victim’s attendant by mistake. Brought before the Etruscan royal tribunal, he declared that he was one of 300 noble youths who had sworn to take the king’s life. He demonstrated his courage to his captors by thrusting his right hand into a blazing altar fire and holding it there until it was consumed. Deeply impressed and fearing another attempt on his life, Porsena ordered Mucius to be freed; he made peace with the Romans and withdrew his forces. According to the story, Mucius was rewarded with a grant of land beyond the Tiber and given the name Scaevola, meaning â€Å"left-handed.† The tale is presumably an attempt to explain the origin of Rome’s famed Scaevola family.†

James Buchanan Marking His Point In History Essay

One of the nation’s leaders. A genius. An ambassador. This human being was a strong individual. James Buchanan was one of the United States’ most inspiring presidents. His remarkable contributions were a significant mark in history, as well as his education that he received. The year 1857 to 1861 were the four years that made a mark in history. April 23, 1791 was the day an amazing individual was born into this world that was made to change the country. James Buchanan was the second child out of his eleven brothers and sisters that was born in a log cabin near Mercersburg, Pennsylvania. His two very important parents were Elizabeth Speer Buchanan, and James Buchanan,. Some of James’ hobbies were reading books. When James was a young†¦show more content†¦Upon graduation he also served in the War of 1812, three years later. In the war, Buchanan volunteered to defend Baltimore, Maryland against the British. Also, one of his first jobs was a lawyer, after re ceiving his degrees in law. Unknowingly, James Buchanan hadn’t realized what had hit him the day he became the President of the United States after becoming a lawyer. After receiving his full education, James Buchanan was finally announced the fifteenth president of the United States on March 4, 1857 when he was inaugurated. His inauguration was a memorable time during that time period, which was held in front of the U.S. Capitol. Throughout his lifetime, James Buchanan made many contributions from treaties and changes in government, to helping the country. One of the treaties that Buchanan had contributed to was the Oregon Treaty. This treaty was a settlement of the disputes of the Oregon Territory, which in present times, were Oregon, Washington, Idaho, and parts of Montana, Wyoming, and British Columbia. The Oregon Treaty was then represented by James Buchanan, later on. Also, on December 18, 1832, James negotiated a commerce treaty with Russia, which was the first. In 1854, the United States was having several political conflicts with Cuba and Spain. Having that said, the Ostend Manifesto was written wit the help of James Buchanan and two othe r United States diplomats. This plan helped the United States upon purchasing Cuba. When the Ostend ManifestoShow MoreRelatedChapter 24 - Industry Comes of Age, 1865-1900 I. The Iron Colt Becomes an Iron Horse 1. Railroads1600 Words   |  7 Pagesled by the Big Four which included Leland Stanford and Collis P. Huntington o These western tracks used Chinese workers who were motivated by the same rewards as the irish but had drill through the Sierra Nevada as a bonus 3. Promontory Point, Ogden, Utah-The point of completion of the transcontinental railroad which consisted of 1086 miles from UP and 689 by CP in 1869 III. Binding the Country with Railroad Ties 1. Prior to 1900, other transcontinental railroads included: o The Northern PacificRead MoreInspiration : The F. Scott Fitzgerald2741 Words   |  11 PagesInspiration. Beginning his career at the turn of the Roaring Twenties immensely aided his profound writing career. With risquà © fashion and decadent young lifestyles fueled by newfound electricity, the 1920’s Jazz Age was the place to be. A young man and woman’s game, revolutionary new music and visual art deco spun the traditions of the 19th century around, creating the Modern Era. Brought up in a relatively affluent family with no living siblings, Francis Scott Fitzgerald began his writing before heRead MoreNew World Order in Conspiracy Theory13987 Words   |  56 Pagesterrorism  but have devastating effects on American political life,[8]  such as the  far right  wooing the  far left  into joining a revolutionary  Third Position  movement capable of  subverting  the established political powers.[3][9] Contents  [hide] * 1  History of the term * 2  Conspiracy theories * 2.1  End Time * 2.2  Freemasonry * 2.3  Illuminati * 2.4  Protocols of the Elders of Zion * 2.5  Round Table * 2.6  Open Conspiracy * 2.7  New Age * 2.8  Fourth Reich * 2Read MoreOrganisational Theory230255 Words   |  922 Pagesintroduction to the heterogeneous study of organizations, including chapters on phenomenology, critical theory and psychoanalysis. Like all good textbooks, the book is accessible, well researched and readers are encouraged to view chapters as a starting point for getting to grips with the field of organization theory. Dr Martin Brigham, Lancaster University, UK McAuley et al. provide a highly readable account of ideas, perspectives and practices of organization. By thoroughly explaining, analyzing and exploringRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesMuch Do I Know About Organizational Behavior? 4 Myth or Science? â€Å"Most Acts of Workplace Bullying Are Men Attacking Women† 12 An Ethical Choice Can You Learn from Failure? 24 glOBalization! Does National Culture Affect Organizational Practices? 30 Point/Counterpoint Lost in Translation? 31 Questions for Review 32 Experiential Exercise Workforce Diversity 32 Ethical Dilemma Jekyll and Hyde 33 Case Incident 1 â€Å"Lessons for ‘Undercover’ Bosses† 34 Case Incident 2 Era of the Disposable Worker? 35 vii

The Culture of the Lincoln Electric Company - 656 Words

The Founders’ Legacy The founders of the Lincoln Electric Company left a legacy of an organization culture that promotes high productivity through sound management policies which have stood the test of time. The exponential growth of the company after the death of James F. Lincoln was a direct result of the establishment of a rich culture mix based on values that were widely shared and accepted by the members of the organization. Management empowered employees to become part of the decision making process through the contribution of ideas through the Advisory Board which was elected by the employees from amongst themselves. Reward management systems and all the other artifacts of the Lincoln Electric’s distinguished strong organizational culture will be analyzed in greater detail in this essay. 2. Strength of Culture Lincoln Electric Company has a very strong culture based on shared assumptions values and beliefs. This is evidenced by the attitudes of both the company management and employees towards the organization. The unchanged policies, practices and products point towards a very strong corporate culture. High employee performance and productivity over the many years of the company’s existence is also another indicator of a strong culture. 3. The Incentive Management Plan The company’s people-driven values and assumptions about employees are that productivity and employee performance are the means the means to achieve customer satisfaction. It isShow MoreRelatedThe Lincoln Electric Company Culture969 Words   |  4 PagesThe Lincoln Electric Company Culture The Lincoln Electric Company is a welding company that has been around since the late 1800’s. Not only are they known for their prospering business, but they also are known for their management plan. A company’s culture has so much to do with their success, and The Lincoln Electric Company is definitely a business to look up to in that regard. They are a company that succeeds through their sturdy history, their incentive plan for their employees, their managementRead MoreThe Culture At Lincoln Electric Company1120 Words   |  5 PagesThe culture at the Lincoln Electric Company would be described as a strong one. A company culture can be strong or weak influence on the employees of a work place. A company culture can also be a positive or a negative aspect to a company’s bottom line. For example: it would be possible for a company to have a weak culture in management, but lucky with employees who are hardworking and need little direction. This is not the case at Lincoln Electric but I used it as an illustration. In the eyes ofRead MoreCulture Of The Lincoln Electric Company1174 Words   |  5 PagesWritten Assignment Unit 3 Culture of the Lincoln Electric Company The company culture of Lincoln Electric is one of teamwork, support and innovation. After reading and reviewing the case study done on Lincoln Electric by Arthur Sharplin of McNeese State University, I have come away with a better understanding of how the company has become the role model for management world-wide. Many different programs have been incorporated into the company that insures morale and productivity levels remain highRead MoreThe Lincoln Electric Company Culture879 Words   |  4 PagesThe Lincoln Electric Company Culture The Lincoln Electric Company is indeed a success story. It remains the world’s leading welding machines and electrode manufacturer. Notably, estimates indicate that the company may be controlling about 40% of arc welding equipment market. It has two factories in US and 3 more factories abroad with a combined workforce about 3000 excluding field sales staff. However, the immense success the company has registered in its operations is tied to its long-standing managementRead MoreCompany Culture : Lincoln Electric Company917 Words   |  4 PagesCompany culture can have a major impact on an organisations success. This culture is known as organisational culture which is defined as a system of shared assumptions, value and beliefs that show people what is appropriate or inappropriate behaviour (Carpenter, Taylor, Erdogan, 2009). These shared assumptions, values and beliefs strongly influence how well employees behave and how well a company will perform. â€Å"The factors that ar e most important in the creation of an organization’s culture includeRead MoreThe Organizational Culture Of The Lincoln Electric Company1035 Words   |  5 Pagesthe story of Lincoln Electric Company I’ve come to the Conclusion that their organizational culture they practicing is People-oriented culture. Because the company values fairness, supportiveness and they respect individual rights. There is a greater emphasis on expectation of treating people with respect and dignity. All the founders of the company had a great deal of continues influence on the positioning of the company today, form John C. Lincoln to James F. Lincoln. John C. Lincoln started itRead MoreOrganizational Culture Of The Lincoln Electric Company1107 Words   |  5 PagesThe Culture of a Company, or the Organizational Culture like it is mentioned in Principles of Management, has gotten a new dimension for me in terms of importance to assure the success of a company. This Organizational Culture is based on a series of values that are defined and established by the founder of a company for instance, which has a deep relation with his ethics and moral values. Therefore, the first factor to outline would be what the culture of a company shows, that can describe alreadyRead MoreAnalysis Of Company Culture Of The Lincoln Electric Company1302 Words   |  6 PagesAnalysis of the Company Culture of the Lincoln Electric Company Analysis of the Company Culture of the Lincoln Electric Company â€Å"Lincoln employs 2,400 workers in two U.S. factories near Cleveland and approximately 600 in three factories located in other countries† (Sharplin, 1989), numbers which don’t include their substantial field sales force. Lincoln Electric’s founder, a John C. Lincoln, was a man of sound business practices who, after being frozen out of Elliott-Lincoln Company in 1895, builtRead MoreLincoln Electric Company s Culture1291 Words   |  6 PagesThe Lincoln Electric Company s culture is a wonderful example of how to create an exceptional culture within your business. Lincoln Electric has been a leading manufacturer in welding machines and electrodes for over 100 years. During this impressive tenure, the Lincoln Electric Company has adhered to its founders’ philosophy that the customer always comes first, the employee always comes second, and stockholders come third. This philosophy is upheld throughout the entire organization, fromRead MoreOrganizational Culture Of The Lincoln Electric Company1439 Words   |  6 PagesIntroduction The Lincoln Electric Company is the world’s largest manufacturer of welding machines and electrons. Lincoln employs 2,400 workers in two U.S. factories near Cleveland, OH and approximately 600 in three factories located in other countries. (The Lincoln Electric Company p. 1.) The main focus of this paper is to analyze the organizational culture of this company, by doing so, I will point out the different features, the rules and norms, beliefs and philosophies and the systems implemented

Women s Role During The Mining Industry - 1391 Words

. Due to measures that prevent women from engaging in some of the roles in the mining industry, women’s roles in gold production have become marginalized, less lucrative, and are often overlooked (Hinton et al. 2003). In the Talensi mining industry, the existence of gender-specific jobs and the perception of the men that women should perform roles the men do not want to perform contributes to women’s marginal roles and affects their inability to realize the full benefits of the industry. According to Hinton et al. (2003), women would not be able to realize the full potential of the mining industry unless their activities attracted the attention of researchers and policy makers. The mining industry parallels the social organization of the†¦show more content†¦According to Dako Gyeke and Owusu (2013), the difference in the roles of women and men begin in the household, where there is a strong emphasis on differential gender roles in the socialization processes of boys and girls. In Ghana, young boys are socialized to take up culturally defined masculine roles such as working on household farms and tending the household animals while women are socialized into the more feminine household roles such as preparation of meals and providing laundry services. Dako Gyeke and Owusu (2013) argue that knowledge about gender differences between men and women is entrenched in Ghanaian society to such an extent that it is likely the children will hold these views throughout their lives and show up in the type of work they do. Differences in agricultural roles for men and women perpetuate gender roles in households. Ghana is mostly rural, with over 70 percent of the rural population working in agriculture (Ghana Demographic and Health Survey 2014). Gender division of labor shows up in the differences in the crops men and women plant; access to land, labor, and technology; and marketing practices. According to Dako Gyeke and Owusu (2013), Ghanaian s ociety uses stereotypical processes such as proverbs to explain the roles of men and women and reinforce gender differences in agricultural practices. The restrictions on women’s roles adversely affect agricultural productivity and ultimately ruralShow MoreRelatedAnalysing Gender Roles in Billy Elliot1306 Words   |  6 PagesAnalyzing Gender roles in Billy Elliot Billy Elliot, directed by Stephen Daldry, is a film taken place in England during the mining workers riot. Set against the background of the 1984 Miner s Strike, Billy Elliot is an eleven year old boy who stumbles out of the boxing ring and onto the ballet floor. He faces many trials and triumphs as he strives to conquer his family s set ways, inner conflict, and standing on his toes!. Between Billy and his family the relationship is Read More The European Expansion and its Effects on the World Essay1260 Words   |  6 PagesThe growth of commerce and industry led to the technological advances, which in turn stimulated, and were stimulated by science.† (p. 403) The European scientific revolution was fueled by the blending of â€Å"liberal† and â€Å"servile† arts, in other words, science and technology. Because of the European expansion taking place throughout the world, new commerce and industries were advancing, creating the need for new technology and science. The theories and inventions that Copernicus, Galileo, and NewtonRead MoreDiamonds : An Artifact Of Love And Commitment Between Two Lovers1362 Words   |  6 Pageswas named as indrayudha meaning Indra s weapon. This was around 4th century BC and apparently it was used as part of a weapon and a valued material. Later, diamonds became an accessory for European nobles around 13th century BC. By the 16th century to 18th century, it became prominent in the jewelries of the aristocrats and wealthy merchants. Towards the end of the 18th century, diamonds became an important commodity and are worn by women during evening parties to showcase their positionRead MoreMass Production Affects Conflicts With Society, Business And International Affairs907 Words   |  4 Pageson several factors such as marketing, sales, etc. During the Industrial Revolution, the role of government was to keep the peace (or fight wars), maintain civil order and enforce law. By the progressive era, government in addition accepted some responsibility for regulating the economy and caring for the needy. The concept of economic policy had been born. Anti-trust laws and civil rights laws now existed. In Europe, the labor movement began during the industrial revolution, when agricultural jobsRead MoreIndustrial Revolution Essay1000 Words   |  4 Pagesperson will make a great business who wants to do it all himself or get all the credit. (Carnegie) One of the major characteristics that define the success of this Golden age was that of the onset of the multitude of inventions that played a major role in the reformation of agriculture and lifestyle.The transformation of the United States into an industrial nation took place largely after the Civil War and on the Britsih model. Although the Industrial Revolution brought many positive inventions,Read MoreKate Chopin s An Hour1273 Words   |  6 Pagesadvanced societies, women were often treated as objects and prizes. They had very limited freedom, rights and voices. However, as time passed, women became fed-up with male domination and sought independence from their husbands. They managed to fight for their rights and to end gender based oppression. For example, women caused the probation to ban the consumptions of alcohol, because alcohol attributed to their husbands’ abusive behaviors. Three stories serve as great examples for how women were treated/viewedRead MoreEssay On Margaret Thatcher1700 Words   |  7 PagesMargaret Thatcher was the first and the only powerful woman Main Minister of the United Kingdom. During her three mandates, there were numerous fundamental and essential changes in every single field or area of English economy, society and politics. Margaret Thatcher s ideas and thoughts as the prime minister changed countless aspects of the lives of British people. Her era was called Thatcherism and she was called â€Å"Iron woman† due to the fact that she came to impose her own ideas, she was securedRead MoreIntensifying Working Women’s Burden: The Impact of Globalization on Women Labor in Asia1464 Words   |  6 Pagesand how the intricacies of free-trade or globalizatio n impacts the lives of women- their personhood, their families and their communities. The research involved about eight (8) Asian countries – India, Hongkong, Thailand, Pakistan, Sri Langka, Indonesia, South Korea and the Philippines with poor women who are very much involved and working in the fishing, agriculture, manufacturing/industrial sectors as well as migrant women workers. The Asia Pacific Research Network (APRN) took the lead in the researchRead MoreThe Western as a Film Genre1449 Words   |  6 PagesFord’s Stagecoach (United Artists) has been hailed as the official Western Classic. 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Women finally gained the right to vote in 1920, and there were many new opportunities

Professional Practice Preparation for Recruitment- myassignmenthelp

Question: Discuss about theProfessional Practice Preparation for Recruitment. Answer: Critique of Recruitment Personnel planning are an important function of any organization; most of the important activities are dependent on the work force planning within an organization. For ensuring that all the functions within the organization, a number to methods are needs to be undertaken so that recruitment process is effective. The objectives of human resource department are to recruit and select employees based on the requirement of the organization, to train those employees for better performance. The right selection of employees will only be possible if the organization takes the standard measures for recruitment. It is very important the right person be selected for the right post. Recruitment is done by examining the skills of the employees and matching the requirements of the post. The employee normally selects the employee who meets the criteria for selection. The shortage of the skills of the employees leads to his or her efficiency in tasks. Lack of skills and rapid technology has created p ressure on the employers to recruit the best quality of manpower of the organization. According to Cohen et al. (2013) the process of searching an employee and making them apply for jobs within an organization is known as recruitment. The process depends upon the recruitment policies, job postings and details, advertising, job application and interviewing process assessment, decision-making, formal selection and training. The right recruitment policies if not undertaken often leads to problems in effective delivery of product or service, which might lead to customer dissatisfaction. Often it is seen that there is biasness in the recruitment process. Biasness in the recruitment procedure especially the selection process brings bad name to the organization. There are two types of recruitment, internal recruitment and external recruitment. It is the duty of the employers to select the appropriate type in the appropriate circumstances. Some of the organizations practice internal requirement that is not necessary all the time. Some organizations do not practice the recruit ment policies with ethical considerations. They hire any employee for monetary or other benefits. This puts the organization in huge risk as the employee selected might not be a employee that the organization requires because of lack of skills. Recruitment of an ineligible employee will put the organization at risk. For important posts in an organization, three to four rounds are conducted. The accurate way is skim the finest work force through the various process of recruitment. If a employees are ineffective then the employers will have to pay extra amount for the recruitment of new employees or may be provide training, so that they can save time and money. Employees are required to be hired using the right method that depends upon the position in the employee is to be hired and the nature of job that will be performed by him. In the industry it is often seen that very generic models of recruitment and selection are considered, which are not that much effective. Another most impor tant issue is that there are certain qualities that are present in the employees that lead to misconduct; it is very difficult to judge those traits in an employee through the generic methods that are most commonly used for recruitment and selection. Course interview report Target Australia conducted an interview in which I had appeared, it is a retail chain. I had applied for the post of HR executive in that organization, prior to the a job interview an aptitude test was conducted, since I had qualified that test I was called for the job interview. There were approximately 25 other candidates who had cleared the first round and had been called for the interview. The interviewer was a lady, she asked me my brief introduction. I told her about my educational qualification. The questions that the interviewer asked me were What are your strengths and how do you think these strengths are beneficial for this organization. My biggest strength is that I am very patient and I think that this particular quality of mine can help in managing the diverse work force of any organization. What made you choose human resource management as your course Since my childhood I had the quality to influence and lead people, my ability to motivate people to move forward in the right direction made me choose this human resource management as my course. Why do you want to join this Organization? Target Australia is one of the famous organizations in Melbourne, this is a retail company and I think the qualities that I have, good communication skills and being patient can make help me take up complex tasks like training and development in this field. What do you know about the Organization? Target Australia Organization is one of the leading organizations of Melbourne, it is a retail chain that specializes consumer goods. The parent company of Target Australia is Wesfarmers Describe a complex situation and ways to handle it In any Organization what I believe the most difficult task is to manage different people, who have different perception, thoughts and personality and handling conflicts is such situation is the most difficult task. According to me the best way to handle such situation would be not being biased and pass judgments that favors only one party. I will listen to both the parties will give and tell them to cooperate and respect each other. How do you think employees can be motivated? All employees are different and I think their needs and drives are also different, one cannot motivate an employee by giving incentives, who does not get motivated by monetary rewards. Rather we will have to find out what appreciates him may be a recognition for his work. How comfortable are you for working outside Melbourne Since I am grown and brought up in Melbourne my first preference would be to work here but if I am offered a job outside Melbourne and my pay can support my expenses in another city then I will take up that job without hesitation. A theory on psychological types by Carl Gustav Jung was proposed during the First World War. In his initial research his focus was on understand how conflict arises and how to find its resolution. In its last version, published in 1921, his theory became and widely acceptable model that could be used not just to handle conflict but also for personal and cultural development (Trevino and Nelson 2016). The typological functions only described the problem and not its solution which is the transcendent function. The theory was used for classification - which raises more concerns. From the early 1930s to the late 1950s, Jung raised many issues and he criticized that his theory was being used in an inappropriate way, but these were mostly ignored. The result was that Myers-Briggs typology developed was completely directed in a different direction to the Jungian typology. The most significant differences are: The theory of Myers-Briggs theory divides all individuals into 16 categories that consists of dominant-auxiliary function combination. As per the theory type is innate and fixed. Personal development aims to make people better and have more balanced version of your type. The Jungian theory sees the types as reference points for the development of the transcendent, function. Type often changes during the lives of the individuals. It aims at development to transcend a persons type and become an increasingly unique personality. For using a geographical analogy, Myers-Briggs typology has created sixteen countries that which describes in a very explicit way, the borders and no migration between them. Jungian typology has created eight landmarks that can be used to take oneself out of the territory into a new world which has not been explored before. (Marchington et al. 2016). Criticisms The main criticisms of MBTI are: The types types do not describe individuals and they are merely stereotypes The MBTI puts restricts individuals to use a combination of the various preferences. Barbum or the Forer effect is the reason for the descriptions to appear accurately A bimodal distribution for the preferences is not shown by MBTI data, which is expected if the personality of all the people fitted into one or the other category. One cannot depend on MBTI, especially when the claim is that, type is innate and remains the same throughout life. There is no evidence that would support the claim that MBTI can be used to predict job performance (Thite, Budhwar and Wilkinson 2014). As per the Criticisms MBTI is simple and often simplistic on their own, since it oversimplifies and hence represent Myers-Briggs theory wrongly. As per the Jungian perspective, there are some logical criticisms that synchronize with Jung's theory. These criticisms are only related to the interpretation and rather the Psychometric performance of the MBTI and this is a good thing. The Jungian approach can be used to address most of the criticisms which means recognising that: The types are basically stereotypes. Some individuals can be close to specific types, while others might be in a middle group that is not close to any one type. Type preferences keeps changing, they are not same throughout the lives of individuals. Appraisal of Postgraduate study In the present scenario, it is very important to have a good degree. Being a graduate in not enough sometimes, it is important have a degree of Post graduation helps them. When someone has additional knowledge of the subject compared to the others it helps them get a better job with a good salary. What is being studied in graduation is more like an introduction to the subject but in masters the complete knowledge on the subject or course can be gained. In post graduation, an individual learns much more than what he learns in graduation. It provides a deeper knowledge on the subject. Many things might not be taught in graduation like, how to do research, data collection, sampling and analysis of the data, all these things are taught in post graduation. Moreover, a post graduation degree helps us to get a better job compared to a graduation degree (Cohen, Ornoy and Keren 2013). Masters in Business Administration Full time Mode Duration Attendance Start date Full time 1year 2 days a week December 2017 Full time 2 years 2 days a week plus placement year December 2017 Key features One can get an opportunity to go on industrial tours One can take advantage of the Universitys on-site galleries One can learn one foreign language of their choice What will you study The emphasis of this course will understand the art and science of management. The students will be introduced to a wide variety of businesses, collections and professionals. One can gather knowledge about economic and legal contexts of the professional practice. It will provide the students knowledge about the management of various departments within an organization. After the completion of the course, the individuals will gain the ability to apply the different theories of management. One can have the knowledge of a particular stream of Management, Marketing, human resource, finance. Essays, seminar papers and presentations, case studies, and major research-based project or dissertation. International experience in the field of human resource management is very important because it helps the scholars to know about the cultures of different people across the world. When one is aware about the cultures around the world it would not be difficult in handling the diverse work force. In present scenario geographical boundaries does not stop people from looking for jobs in another countries. International exposure will provide the HR executives a better understanding and an ability to manage the diverse workforce in any organization. People from different countries when they work in an entirely different country they often find it difficult to adapt or adjust in an different environment, in that case the hr executive can help those employees to adjust in a new environment. They can effectively handle intercultural conflicts, they can act as peace makers in those situations because they can understand both cultures. HR executives have a in depth knowledge of human behavior a t workplace, this will help them in motivating them their employees at the workplace. Having an international exposure generally helps people to easily work in any other international environment (Beardwell and Thompson 2014). Why ethics in Human Resource Management is important Consideration of business ethics is an significant role for any business owner or manager's job. The human resources executives have to deal with different types of ethical challenges; because it is a department that handles human resources of an organization. HR management encompasses with many ethical hurdles that can destroy the reputation of any company or financial sustainability if not managed efficiently. It is very important to understand the role ethics plays in human resource management for any business owner, irrespective of the fact that whether it is a local startup or a multinational powerhouse. Ethics is important because for sustainability organization needs the cooperation of the employees and the trust of the employees. If the organization fails to maintain the trust of the employee and its customers then only it can survive in the market. There is too much competition, being ethical is a very rare thing and the employees who maintain ethics in all their functions e specially the human resource functions (Chelladurai and Kerwin 2017) . Not paying attention to the ethics might often lead the organization in to trouble, the problems faced by organization if they do not follow ethics are Legal obligation- When an organization does not practice ethics in their HR policies and practices they often have to fight legal battles. If the HR policies are not practiced ethically then the employees will sue the organization. Company reputation- The reputation of the company is often spoiled if they do not follow the ethical hr policies or if the organization is sued then it gets a lot of negative publicity causing the organization harm. Employee loyalty- The employees will lose the trust from the employer and might not be loyal to the organization. Employee turnover- If the employees are unsatisfied and unhappy about the unfair practices within the organization they will leave the organization and look for jobs in other companies. Customer trust- The customers choose not to trust the organization and they might switch to other customers of the company (Weiss 2014). Fair recruitment and selection of the employees, salary parity, compensations and unbiased training are some ways through which the organization can maintain an ethical environment. Honesty, fairness and equality are some of the basic needs of the employees within an organization, if these needs are not fulfilled then the employees will not be motivated to work in the organization. There will be employee turnover and the business of the organization will eventually run in loss. Every business expects their employees to be loyal but the same has to be reciprocated by their employers so that a harmonious relationship between employee and employer can be maintained. Trade unions and employee unions are very strict on legal considerations (Armstrong and Taylor 2014). If they find that any of the practices within the organization is unfair then they immediately call for strikes and other similar situations that can lower the business of the organization. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Beardwell, J. and Thompson, A., 2014.Human resource management: a contemporary approach. Pearson Education. Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation. Human Kinetics. Cohen, Y., Ornoy, H. and Keren, B., 2013. MBTI personality types of project managers and their success: A field survey.Project Management Journal,44(3), pp.78-87. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016.Human resource management at work. Kogan Page Publishers. Thite, M., Budhwar, P. and Wilkinson, A., 2014. Global HR roles and factors influencing their development: Evidence from emerging Indian IT services multinationals.Human Resource Management,53(6), pp.921-946. Trevino, L.K. and Nelson, K.A., 2016.Managing business ethics: Straight talk about how to do it right. John Wiley Sons. Weiss, J.W., 2014.Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers.

RFG Capital Leasing Ltd

Question: Discuss abouit the RFG Capital Leasing Ltd. Answer: Introduction The following report aims to identify the assessability of income and expense transactions for the individual taxpayer, Wayne Hall during the year ended 30 June 2016. Wayne Hall, financial analyst with the RFG Capital Leasing Ltd, commenced employment from August 1 2015. Identification of assessability of Waynes income and expenses has been done with respect to the principles on Australian Taxation System and tax rulings under Income Tax Assessment Act 1997 (ITAA97). In order to provide analysis and assessability on the income derived by Wayne, several case judgments has been considered relevant to the specific transactions. Discussion Employment income of a taxpayer individual is taxable as per the taxation rulings under ITAA 97 that provides regulations on addition of income and deductibility of work related expenses. Accordingly, assessability of Wayne Halls income will be measured based on the employment income regulations as per ITAA 97 and relevant amendments, assuming that Wayne is Australian resident for the year ended 30 June 2016. It is mentioned that the taxpayer was offered a sign- on bonus amounted to $5,000 that was payable after a probation period of three months. According to the legislation provided by Australian Federal Government as per ITAA 97, all incomes as a part of employment will be included in the taxable income that includes salaries and wages, bonuses, allowances, commissions, leave payments and other income. However, individual should receive the income during the reporting taxation year to include the same in the taxable income. Accordingly, bonus amounted to $5,000 will be included in the assessable income since it consists of one- off nature not related to employment performance if it has been actually received during the current taxation year. In view of the regulation of ITAA 97, on taxability of employment income, assessable income includes payment in terms of salaries and bonus. In the given case, Wayne received base salary amounted to $100,000 as a part of employment arrangement for the year ended 30 June 2016, hence it will included in the assessable income. In addition, bonus received by Wayne amounted to $20,000 that was received by him on January 1 2016 will be included in the assessable income. Since, the bonus constitutes a part of employment income on salary and wages as per ITAA 97 whether as a part of work performed during the current taxation year; it will be included in the taxable income. On the contrary, if any amount of bonus received after the end of the current taxation year then, that amount will not be assessable in the current taxation year. The case is similar to the decided case of Dixon v. FC of T 55 (1952) 86 CLR 540, in which court held that the benefit received by the taxpayer during the taxati on year would be assessable. However, if the same has been received after the end of the current tax year, it would be assessable in the subsequent taxation year. Therefore, bonus amount of $15,000 received by Wayne on 12 July 2016 would not be assessable in the taxable income for the year ended 30 June 2016. Contribution to superannuation fund is regulated under section 290 ITAA 97 that is contributed by the employer on behalf of employee is applicable to the employer if the required conditions has been satisfied. An employer is entitled to claim deduction for superannuation fund contribution for the employee while the employee while the same will be taxable in the hands of employee at the rate of 15% during the year ended 30 June 2016. Similar to the case of Roche v FC of T (1991) FCA 606, court held that the contributions in superannuation fund made by employer should be taxable in the hands of employee as per TR 2010/1 ITAA 97 at the rate specified in the legislation. On the contrary, arrangement on salary sacrifice refers to the amount included in the remuneration package as per the employment arrangement between employee and employer. As per the regulations of ITAA 97, sacrificed salary is not assessable during the arrangement period while if the sacrificing salary constitutes fring e benefit then it will be assessed at normal tax rates. Further, salary sacrificed in terms of superannuation contribution does not constitute fringe benefit, hence it would not attract the taxability on fringe benefits. In the present case, Wayne made contribution amounted to $5,000 by way of salary sacrifice that would not constitute a part of fringe benefit. Hence, the same can be claimed as deduction as per the principles of Australian Taxation Office. As per the tax regulations under ITAA 97, amounts received by the employee as a part of allowance, then such receipt will be treated as employment income and will be included in the assessable income. However, if the allowance includes travel allowance or allowance on overtime meal in accordance with the industrial law provisions or under any agreement or award then the same will not be included in the assessable income. In the present situation, Wayne received travel allowance for the purpose of attending a conference in London during May 2016 cost of which amounted to $8,000 as trip cost and conference fees. As the conference was a part of work incentive to recognize the performance Wayne attended the conference and spent $8,000 which will be deductible to assess the taxable income during the year 30 June 2016 since it was a part of Waynes employment. Besides, the amount of travel allowance would be included as assessable income if the same had not been received under the industria l law agreement. Assessability of car expenditure used for wok would be deductible as per two methods cents per kilometer method or logbook method. Under the method of logbook method, it is essential to maintain the record for 12 consecutive weeks and the ownership is must. It is also essential to follow the completion of logbook process once in five years or less. On the contrary, cents per kilometer method is allowed as deduction to the extent 5000 km at the rate 66 cents per km reference to the case of FC of T v. Finn (1961) 106 CLR 60. In the present case, Wayne received an allowance of 80 cents per kilometer and received an allowance amounted to $2,250 for the year ended 30 June 2016. Accordingly, kilometers travelled by Wayne for work purpose equals to $2,250/88 cents i.e. 2,556 km, which is under the threshold limit 5,000 km hence Wayne would be eligible to claim deduction at the rate 66 cents for 2,556 km amounted to $1,686.96. Therefore, total assessable income during the period ended on 30 June 2016, for Wayne under the employment would be presented as follows: Amount $ Base salary 100,000.00 Bonus 20,000.00 Less: Allowable deduction Superannuation contribution 5,000.00 Trip cost and fees 8,000.00 Car expenses 1,686.96 Total assessable Income 105,313.04 Conclusion It can be concluded that the employment income of the individual is taxable on the income received during the taxation year while deductions are allowed if the same is incurred for work purpose. Accordingly, employers contribution to superannuation fund amounted to $13,500 would be taxable at the rate of 15% other than the taxation of assessable income under normal income while the amount of travel allowance will be included in the assessable income. All other incomes related to the current year will taxable as per ITAA 97 and related expenses on using car for work will be deductible including travelling cost and conference fees. Reference List and Bibliograhy 'Australasian Legal Information Institute (Austlii)' (Austlii.edu.au, 2017) https://www.austlii.edu.au/ accessed 8 January 2017 Burkhauser RV, Hahn MH, Wilkins R. Measuring top incomes using tax record data: A cautionary tale from Australia. The Journal of Economic Inequality. 2015 Jun 1;13(2):181-205. Dixon v. FC of T 55 (1952) 86 CLR 540 Earl JK, Gerrans P, Asher A, Woodside J. Financial literacy, financial judgement, and retirement self-efficacy of older trustees of self-managed superannuation funds. Australian Journal of Management. 2015 Aug 1;40(3):435-58. 'Home Page' (Ato.gov.au, 2017) https://www.ato.gov.au accessed 6 January 2017 LIHOTZ P. DOCKET NO. A-5983-12T4 SUPERIOR COURT OF NEW JERSEY, APPELLATE DIVISION 2015 NJ Super. LEXIS 156 February 23, 2015, Argued September 17, 2015, Decided. Gaming Law Review and Economics. 2015;19(10). Pandya SS, Utz S. Designing the Tax Treatment of Litigation-Related Costs. Available at SSRN 2734219. 2016 Feb 18. Pearce P. The role of the precautionary principle in designing energy taxes in Australia. Kreiser L et al, Environmental Taxation and Green Fiscal Reform Theory and Impact, Critical Issues in Environmental Taxation. 2014 Aug 29;14:39-51. Roche v FC of T (1991) FCA 606 Williamson BC. Liability for Workplace Injuries to Transnational Employees in Australia: Issues and Case Studies. US-China L. Rev.. 2016;13:147.