Conflict and Negotiations Essays

Struggle and Negotiations Essays Struggle and Negotiations Essay Struggle and Negotiations Essay I. Official SUMMARY Conflict is a procedure that starts when one gathering sees that another gathering has adversely influenced, or is going to be contrarily influence, something that the primary party thinks about. It likewise envelops a wide scope of contentions that individuals involvement with associations. Clashes are generally brought about by poor correspondence, absence of transparency and inability to react to worker needs. Human Relations View Conflict as the conviction that contention is a characteristic and unavoidable result in any gathering. While Interactionist View Conflict as the conviction that contention isn't just a positive power in a gathering however that it is totally important for a gathering to perform adequately. There are in any event three Types of Conflicts: Task Conflicts or Conflicts over substance and objectives of the work; Relationship Conflicts or clashes dependent on relational connections and; Process Conflicts or struggle over how work completes. There are five phases of contention and they are as per the following †Stage 1: Potential restriction or incongruence, Stage 2: Cognition and Personalization; Stage 3: Intentions; Stage 4: Behavior lastly; Stage 5: Outcomes. Arrangement in definition is a procedure wherein at least two gatherings trade products or administrations and endeavor to concur on the conversion scale for them. There are two BARGAINING STRATEGIES that you can utilize during dealings: (1) Distributive Bargaining or the arrangement that tries to split a fixed measure of assets; a success lose circumstance and; (2) Integrative Bargaining or the exchange that looks for at least one settlements that can make a success win arrangement. There are likewise steps to be followed in guaranteeing a fruitful egotiation process †Step 1: Preparation and arranging; Step 2: Definition of guidelines; Step 3: Classification and defense; Step 4: Bargaining and Problem Solving and; Step 5: Closure and usage Finally there are five CONFLICT-HANDLING INTENTIONS: Competition, Collaboration, Avoidance, Accommodation, Compromise II. Goals ? Toward the finish of this report, the gathering guarantees that the crowd will have the option to: 1. Characteri ze strife. 2. Separate between the customary, human relations, and interactionist perspectives on strife. 3. Complexity assignment, relationship, and procedure strife. 4. Framework the contention procedure. 5. Portray the five clash dealing with aims. 6. Complexity distributive and integrative haggling. 7. Recognize the five stages in the arranging procedure. 8. Depict social contrasts in arrangements. III. Strife IN DEFINITION †A procedure that starts when one gathering sees that another gathering has contrarily influenced, or is going to adversely influence, something that the primary party thinks about. Is that point in a progressing movement when a communication â€Å"crosses over† to turn into an interparty struggle. †Encompasses a wide scope of contentions that individuals involvement with associations Incompatibility of objectives Differences over translations of realities Disagreements dependent on conduct desires Transitions in Conflict Thought †The conviction that all contention is destructive and must be maintained a strategic distance from. Causes: †Poor correspondence †Lack of receptiveness †Failure to react to representative needs Human Relations View of Conflict †The conviction that contention is a characteristic and unavoidable result in any gathering. Interactionist View of Conflict †The conviction that contention isn't just a positive power in a gathering however that it is totally important for a gathering to perform viably. Practical versus Dysfunctional Conflict Functional Conflict †Conflict that bolsters the objectives of the gathering and improves its presentation. Useless Conflict †Conflict that upsets bunch execution Types of Conflict 1. Assignment Conflict †Conflicts over substance and objectives of the work. 2. Relationship Conflict †Conflict dependent on relational connections. 3. Procedure Conflict †Conflict over how work completes. IV. THE CONFLICT PROCESS [pic] Stage I: Potential Opposition or Incompatibility †Communication †Semantic troubles, misconceptions, and â€Å"noise† †Structure †Size and specialization of employments Jurisdictional clearness/equivocalness †Member/objective incongruence †Leadership styles (close or participative) †Reward frameworks (win-lose) †Dependence/reliance of gatherings †Personal Variables †Differing singular worth frameworks †Personality types Stage II: Cognition and Persona lization Perceived Conflict †Awareness by at least one gatherings of the presence of conditions that make open doors for strife to emerge. Felt Conflict †Emotional contribution in a contention making nervousness, strained quality, disappointment, or antagonistic vibe. [pic] Stage III: Intentions †Decisions to act in a given way. Helpfulness: †Attempting to fulfill the different party’s concerns. Self-assuredness: †Attempting to fulfill one’s own interests. Measurements of Conflict-Handling Intentions [pic] Competing †A longing to fulfill one’s interests, paying little mind to the effect on the other party to the contention. Teaming up †A circumstance where the gatherings to a contention each longing to fulfill completely the worries all things considered. Maintaining a strategic distance from †The longing to pull back from or smother a contention. Obliging †The eagerness of one gathering in a contention to put the opponent’s interests over their own. Bargaining A circumstance in which each gathering to a contention is eager to quit any trace of something. Stage IV: Behavior Conflict Management †The utilization of goals and incitement methods to accomplish the ideal degree of contention. Strife Intensity Continuum [pic] Conflict Management Techniq ues 1. Critical thinking 2. Superordinate objectives 3. Extension of assets 4. Evasion 5. Smoothing 6. Bargain 7. Legitimate order 8. Modifying the human variable 9. Changing the basic factors 10. Correspondence 11. Getting outcasts 12. Rebuilding the association 13. Selecting a devil’s advocate Stage V: Outcomes Functional Outcomes from Conflict †Increased gathering execution †Improved nature of choices †Stimulation of innovativeness and advancement †Encouragement of intrigue and interest †Provision of a mechanism for critical thinking †Creation of a situation for self-assessment and change Creating Functional Conflict †Reward contradict and rebuff strife avoiders. Broken Outcomes from Conflict †Development of discontent †Reduced gathering adequacy †Retarded correspondence †Reduced gathering cohesiveness †Infighting among bunch individuals beats bunch objectives V. Arrangement IN DEFINITION †A procedure where at least two gatherings trade products or administrations and endeavor to concur on the conversion scale for them. BATNA †The Best Alternative To a Negotiated Agreement; the most reduced adequate worth (result) to a person for an arranged understanding. VI. Haggling STRATEGIES Distributive Bargaining †Negotiation that looks to split a fixed measure of assets; a success lose circumstance. Integrative Bargaining †Negotiation that looks for at least one settlements that can make a success win arrangement. Distributive Versus Integrative Bargaining [pic] Marking Out the Bargaining Zone [pic] VII. THE NEGOTIATION PROCESS [pic] VIII. ISSUES IN NEGOTIATION The Role of Personality Traits in Negotiation †Traits don't seem to have an essentially immediate impact on the results of either haggling or arranging forms. Sex Differences in Negotiations †Women haggle no uniquely in contrast to men, in spite of the fact that men evidently haggle marginally better results. †Men and ladies with comparable force bases utilize the equivalent arranging styles. †Women’s mentalities toward arrangement and their prosperity as moderators are less good than men’s. IX. Outsider NEGOTIATIONS Mediator †An impartial outsider who encourages an arranged arrangement by utilizing thinking, influence, and recommendations for choices. Judge †An outsider to an arrangement who has the power to direct an understanding. Conciliator †A confided in outsider who gives a casual correspondence connect between the arbitrator and the adversary. Advisor †A fair outsider, gifted in peace promotion, who endeavors to encourage innovative critical thinking through correspondence and investigation. X. Worldwide IMPLICATIONS Conflict and Culture †Japanese and U. S. directors see strife diversely †U. S. directors bound to utilize contending strategies while Japanese supervisors are probably going to utilize bargain and evasion Cultural Differences in Negotiations †Multiple multifaceted examinations on arrangement styles, for example: †American moderators are more probable than Japanese bargainers to make a first offer †North Americans use realities to convince, Arabs use feeling, and Russians utilized affirmed goals †Brazilians state â€Å"no† more regularly than Americans or Japanese XI. Struggle AND UNIT PERFORMANCE [pic] XII. Strife HANDLING INTENTION Strife Handling Intention: Competition †When snappy, conclusive activity is essential (in crises); on significant issues. †Where disliked activities need actualizing (in cost cutting, authorizing disagreeable guidelines, discipline). †On issues crucial to the organization’s government assistance. �

Trompenaars vs. Hofstede

Trompenaars versus Hofstede 1. 2. Presentation †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 Cultural Dimensions of Hofstede and Trompenaars †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3. 4. 5. 6. 7. Analogies or personalities of the social measurements †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 Differences of the measurements †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 7 Advantages and Risks seeing the w orld and societies with measurements †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Impacts on training activity †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8 Personal significance and results of the measurements †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 9 2. 1. 2. 2. Hofstedes’ Dimensions†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 Trompenaars’ Dimensions †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4 1. Presentation Nowadays a ton of organizations work in a huge number of particular countries.However, on the off chance that we do a twofold take, it is apparent that global undertakings and their techniques vary from nation to nation. If not, the reality of the situation might prove that those organizations will come up short. For instance Wal-Mart settled on entering the Japanese market. Lamentably, they attempted execute the American system in Japan. Americans were excited about deal purchases in tremendous sums 24 hours per day. While the rebate system in the USA has been fruitful, it had unfriendly impacts in Japan. Japanese individuals compared low costs to low quality and in this manner didn’t need to purchase at Wal-Mart.Moreover, Japanese weren’t used to the way that a store was open 24 hours out of every day. Such mistaken assumptions cause gigantic difficulty. For certain circumstances we can't get ready. Be that as it m ay, it would have been significant for WalMart to dissect the Japanese culture inside and out before beginning business there. On the off chance that we take a gander at regular daily existence it is sheltered to state that all individuals have the difficult how to adapt to people’s relationship to time, nature and other individuals. The arrangements how to take a few to get back some composure on these issues contrast from culture to culture. Therefore, it is essential to know about the social contrasts of each country.Trompenaars and Hofstede give a few recommendations how to group societies. 2. Social Dimensions of Hofstede and Trompenaars 2. 1. Hofstedes’ Dimensions Geert Hofstede sifted through 5 measurements which demonstrate how individuals are impacted by their way of life particularly in the working environment. The main measurement alludes to character. The measurement Collectivism versus independence mirrors the connection between an individual and the gathe ring. In progressively individualistic social orders the accentuation is put on opportunity, individual accomplishment and individual character. Thus, ties in a gathering (e. g. he family, workgroup) are free. Individuals show a higher motivator for self-activity and attempt to deal with themselves. Interestingly, collectivistic societies place extraordinary incentive on the basic enthusiasm of a gathering, congruity among individuals and dealing with one another. There is a reasonable qualification between inand pariahs. On the off chance that an outcast takes face of one gathering part the whole gathering feels affronted and stays away from contact with the troublemaker. Besides, Power Distance manages pecking order and the level of disparity between individuals from a general public which is embraced as a characteristic province of affairs.In high force separation nations imbalance in physical and scholarly abilities is viewed as ordinary. Subordinates are in for showing acquiesc ence to the chief. There is an articulated feeling of chain of command and individuals appreciating a high status uncover their capacity. While social orders that rank low on power separation make light of progressive system and stress balance. There is no emphasis on titles and positions and pioneers don't display their abilities clearly. Manliness versus Gentility is about connection among sexual orientation and work jobs. In male-overwhelmed societies sex jobs are pointedly differentiated.There is an unmistakable job dispersion which presents itself in the way that men are better than ladies and men ordinarily involve the board positions. Thus, the emphasis is on accomplishment, rivalry and ‘fighting’. Be that as it may, in female situated societies sexes are less recognized and the two sexual orientations assume a similar job. These societies stress care, bargain and agreement. The fourth measurement called Uncertainty Avoidance focuses on the manner in which indivi duals attempt to take a few to get back some composure on flighty and questionable circumstances. Individuals living in a culture with solid vulnerability shirking have dread of the unknown.Therefore expand rules, guidelines, and clear requests exist. Societies with a low vulnerability shirking endure contrasts, unforeseen circumstances and are increasingly open toward change. Individuals settle on choices which are dependent upon singular carefulness and which depend on progressively widespread principles. Long haul Orientation versus Transient Orientation identify with the decision among future and present goodness. At the end of the day, Hofstede’s last measurement can be viewed as a pointer for a society’s mentality toward time and custom. Qualities related with Long-Term Orientation are frugality, obedient devotion and perseverance.Young individuals should forfeit their delights of their life at their young age to help their future. Qualities related with Short Te rm Orientation are regard for convention, satisfying social commitments, and ensuring one's ‘face'. Thus, this direction is progressively arranged toward the past and the present. 3 2. 2. Trompenaars’ Dimensions Trompenaars investigated how individuals relate in private, business life and good clashes. A while later he removed seven measurements. The main measurement Universalism versus Particularism can be recommended with catchphrases as rules versus elationships. In universalistic societies individuals should carefully hold fast to gauges and rules. Subsequently, encroaching the right (paying little mind to the explanation) is proportionate to sabotaging ethics and ought to be rebuffed. There are no special cases. In particularistic social orders commitments to the closer encompassing appreciate most noteworthy need. Ensuring your individuals (e. g. family, companions) is a higher priority than watching law. If there should be an occurrence of Collectivism versus Ind ependence the inquiry emerges if individuals credit more significance to oneself or to the group.In individualistic societies there is an away from of people inside a gathering. Usually close to home accomplishment is compensated and individuals are persuaded to improve their individual execution so as to be advanced. Agents of a gathering or an organization are permitted to settle on restricting choices all alone. In collectivistic societies individuals recognize themselves with the gathering. High accomplishment of one individual is put down to the great execution of the whole gathering and in this manner achievement is shared inside the gathering. Just the entire group or if nothing else a specific number of individuals settle on choices and take responsibility.The measurement Neutral versus Full of feeling manages the scope of communicated sentiments. Impartial social orders maintain a strategic distance from to show sentiments and solid signals and thus attempt to show controll ed conduct. In the event that somebody uncovers outrage or animosity this conduct is equivalent to unprofessionalism. Conversations are lead on a true level. Nonetheless, in full of feeling societies articulation of emotions either verbally or nonverbally is ordinary. Individuals anticipate direct passionate answers and acknowledge fundamental and vivified articulations. In the fourth spot, Diffuse vs.Specific identifies with the procedures and approaches for becoming acquainted with one another. Individuals living in a particular/low setting society seek after a reason in relating with someone else, in this way favor direct and to the point correspondence. Individuals plainly recognize private and business life e. g. titles are utilized in the activity world not in private life. As the private circle is moderately little just barely any individuals partake in one’s private life. In diffuse/high setting societies each life space saturates all others which implies that everyth ing is associated with everything.Even managers can take a functioning piece of the worker’s private life. Accomplishment versus Credit alludes to the agreement of status. Accomplished status is comparable to progress on account of making a move. Administrators are of various age and sexual orientation as they have arrived at the situation because of execution, information and aptitudes. Credited status speaks to the contrary side. High status doesn't need to be advocated. It is somewhat free of undertaking or explicit capacity. Regularly outer components like age, sex, associations, instruction and family foundation choose the status.The 6th measurement Sequential versus Synchronic arrangements with time the board. In synchronic societies the accentuation is on the quantity of exercises occurring in equal. Individuals place extraordinary incentive on the objectives

How to Negotiate Job Relocation Package

How to Negotiate Job Relocation Package The world is an increasingly interconnected and global place to be. Most organizations operate in different places and people uproot themselves regularly in search of a better future.Your time on the career ladder is also likely to involve relocation â€" either you find the perfect job in the strangest place or your current employer offers you an opportunity elsewhere.But anyone who’s ever moved knows relocating isn’t easy or cheap. How do you ensure you get the right support from your employer to take the leap? In this guide, you’ll get tips for negotiating job relocation package and making the job opportunity worth the move. UNDERSTAND THE COMPANY’S RELOCATION POLICYBefore you begin your negotiations, it’s important to take a minute to understand the employer’s current relocation policy or the lack of one. Companies can have different policies regarding the relocation packages they offer.A big part of medium and large organizations have an official policy, while smaller business or startups might not have any kind of common procedure. It’s important you know whether you are negotiating around an existing policy or from scratch.The content of this policy might also differ. Some companies might automatically offer a lump sum as they ask for the relocation or offer you the job. It might also be a detailed package, offering help with certain costs while perhaps excluding others.Some companies have organized packages that don’t necessarily offer a lot of room for negotiations. The depth and structure of the relocation package might also differ depending on whether:You are a new employee, relocating to start in the job, orYou are an existing employee being offered a role elsewhere but within the same company/its sister companies.To find out about a company’s relocation policy, you have three options:Check the company websiteThe company websitemight have information regarding this, especially in terms of new employees. If you are an existing employee, your employee handbook might have a section on the subject.Ask the HR directlyYou could also contact the hiring manager or the HR department directly and ask if the company has a policy on relocation costs.Check with colleaguesYou might also be able to talk to your peers (if you’re moving within the company), especially if you know someone who has recently relocated.Relocation packages are rather common and nearly one-third of employers are willing to contribute â€" you just need to make sure to know the policy and to ask for the support.By checking out the policy, you get a better understanding of your negotiating position. Yo u will be better equipped to handle the situation and to come to an acceptable conclusion.KNOW WHAT HELP COULD BE AVAILABLELet’s examine the different job relocation help companies tend to offer. This will help you understand what to ask for when starting the negotiations. The job relocation packages and support systems can help with:Finding a new home from searching for homes with your specific requirements and helping you with the buying process. This can also include help with your current home â€" if you own your home, you might receive help when listing and selling it. Temporary accommodation costs might also be included.Helping with job search for your spouse and partner. If you’re married or in a relationship, your spouse or partner might receive recruitment help to make their job relocation possible.Provision of transportation help including things like hiring moving vans for your things or helping you to buy a car.Helping with moving and packing in general. The help mig ht include things like packing assistance and cleaners.The above help and support can be further divided into two categories. The employer might offer to help with the physical aspect of the move. This would mean hiring a moving company to move your things from your old home to the new, for example. It could also be providing your spouse or partner with contacts with recruitment specialist or interviews with different local companies.The other route companies might take is to provide assistance in the above issues through monetary reimbursements. In this situation, the company would offer you a specific sum of money and it would be your job to find the assistance. For example, instead of the company hiring the moving company, you would have to do it yourself. They might also not offer any help in terms of finding estate agencies but provide you with money to cover the cost of hiring one and so on.Furthermore, the job relocation package might include assistance in all of the above ca tegories or the employer might only offer to help with one. You definitely want to check the specifics of what the employer is offering to ensure you can start analyzing whether the deal is good enough.EXAMINE YOUR SITUATIONSo far, you’ve cleared what the employer might or might not be offering. Next, you need to examine your situation and the impact of the relocation. It’s hard for you to negotiate without having this information at hand.First, consider the emotional impact of the move. You should make it clear to yourself and your family that changing cities is not always easy. It’s crucial to make sure you are accepting or rejecting the job offer or the relocation offer based on understanding what the move actually means to you.There’s a good video series on the topic on YouTube with the starting video available right here: [youtube  https://www.youtube.com/watch?v=BZqo0UzGXskw=640h=330]When you know you are ready for this, you need to start focusing on the cold hard numb ers. What is the cost of relocation going to be? To understand this, you want to calculate the following things:Moving costs The cost of packing and unpacking items and hiring a moving van.The cost of having to buy new things in the city.House selling/buying/renting costsThe cost of listing your old house (estate agent fees, re-mortgaging etc.) and the cost of buying a new home (similar costs to the above).The cost of renting in the new city, including looking for the accommodation and having to pay for temporary accommodation.Transportation costs The cost of sorting things out and having to possibly fly back and worth or the cost of driving to the new city.Family member relocation and other such costsThe cost of relocating your spouse or partner, including their possible temporary unemployment or the cost of losing their current salary.The cost of childcare or schools in the new area.You should study things like real estate website for house prices, talk to agents about selling you r home, examine the cost of living in the city and calculating these things together. You should be able to get a rough estimate of how much things are going to cost, which then allows you to think the impact the costs would have on your finances.It’s a good idea to start by thinking what would happen if you don’t get any help. How much would your savings help if at all? Are you going to increase your salary and this will help cover the cost? Could you be able to borrow money if needed?This helps you understand how viable the relocation would be financially and what sort of help you most need from the employer. You should keep in mind that certain costs might be tax deductible. It’s a good idea to talk to a tax advisor to know if you can deduct some expenses.You want to get a clear estimate of what those different components will cost. Knowing your numbers will make it easier to start negotiating the relocation package with the employerFOCUS ON MUTUAL BENEFITS FOR BOTHNow that you know the company policy and you’ve examined your situation and needs, you can start negotiating with the employer. The best tactic is to be upfront about what you’d like to receive and to focus on mutual benefits of both in ensuring the relocation process is smooth.Naftali Garber, a relocation expert, told Salary.com, “You’re relocating to a new place with a whole list of issues, the last thing you need is to actually absorb the cost of the move yourself”. So, don’t be afraid to ask!It’s a good idea to explain and to show to the employer it’s beneficial for the organization to make things go smoothly. First, you can point out how stressful the situation of relocation is. It will take a lot of your time and energy to sort everything from finding somewhere to live to moving your stuff.The more energy and time you need to spend on things like this, the less productive you might be. Having your move in tatters can have an impact on your ability to perform at work. T herefore, help from your employer will guarantee the relocation process is not as disruptive and that you’ll be able to start performing well in your new job right from the get-go.Now, you should also focus on gently reminding the employer of the value you would bring to the company. This doesn’t mean threatening them and saying you’ll reject the job offer if they don’t give you what you need, but to point out to them how you will be able to provide benefits to the company. You need to understand your value â€" there’s a reason you’ve been offered this role in the first place.It’s a good idea to keep in mind the corporate psychology. The company is essentially trying to keep costs down and be conservative with the money. If you can show them financial benefits of options during the negotiations, you might get the help you need.For example, consider suggesting slightly lower salary compensation in place for more support during the relocation. You might even suggest it t he other way around if you find that more acceptable. For the employer, little tweaks like this can seem appealing. It also gives you the edge of being flexible â€" you are showing your ability to negotiate and it might help convince the employer to meet you halfway.Of course, you can ask for this flexibility in other ways too. For example, ask if you could only work half a week for the first two weeks in order to sort out things. You might offer to work from home to minimize the disruption at the start.PRESENT ACTUAL QUOTESWhen you are negotiating the help package, you need to be clear about what you need and what. Your negotiating position is much stronger if you have an actual figure you can show instead of just throwing a random number at the employer. Actual quotes showing the cost of different relocation elements will help build a case for why you need the money.Firstly, it will show the employer you’re not trying to cheat and asking for more than what the relocation actuall y costs. It shows you actually need to pay that much money just to join them and it should make it easier to convince them you need the money. For the employer, this shows you’re not bluffing when negotiating or suddenly showing at their door after the move to ask for more.But it also helps you, as well as the employer, understand the real cost of relocation. When you do this research prior to your final decision, you get a better sense of what this job relocation would actually cost. It can help you prepare for it and it ensures you or the employer don’t end up surprised about the expenses.Gather quotes from different moving companies or estate agents, for example. You can use them for averages to get a better idea of what to expect. In terms of figures you can’t really predict beforehand, you can do estimates of different scenarios. For example, look at possible jobs for your partner and how this would impact your family’s income â€" you might even calculate different time lines in terms of when your partner might get a job.GET THE DEAL IN WRITINGAs you begin to reach an agreement on the subject, you need to begin writing it down. It’s important to have figures and other essential elements of the agreement on paper â€" this ensures neither party can suddenly start asking for something different. You need the agreement to have legal weight, i.e. be in writing and documented in a manner lawyers would agree, to ensure you get what you discussed with the employer.You could draft the document or give a list of things agreed to the employer’s lawyers to draft the agreement. Check to ensure the document is legally valid and read it carefully before signing. You need to be aware of any possible caveats the document might have. If you don’t understand it, don’t sign it.Don’t let the employer talk you down from an official document! No matter how lovely and trustworthy the employer is, creating an official document is important. Relocation is a big de al and having a legally binding document is not just beneficial for you but also the employer â€" so tell them that in case they keep telling you a document isn’t necessary for this situation.ALWAYS KNOW YOUR RED LINEIt’s crucial to approach the negotiations with a clear idea of what you want. You need to have an idea of what three different outcomes look like:The ideal outcome â€" What kind of relocation deal would satisfy all your needs?The acceptable outcome â€" What is the minimum you are looking to get out of the negotiations and to accept it?The unacceptable outcomeâ€" What kind of deal package just won’t help you and what would make you reject the relocation offer altogether?You need to think about this because you don’t want to relocate to a job only to find out you didn’t really want it. Job relocation shouldn’t ruin your mental health or your bank account. Therefore, you need to know that red line.It’s, of course, important to think about the move in terms of the emotional impact it might have. Moving to a different city or even country can be a huge thing that takes a toll on your wellbeing. If you’ve never lived away from your family or if this would be your first big relocation, you need to take enough time to ponder the impact it might have on you.If you have a family, you naturally need to have these conversations with the whole of the family to understand their points of view. It’s important to make the decision first to ensure you know whether accepting the relocation offer is worth it â€" it’s not all just about money.Of course, you have to think about the finances as well. You don’t want to make the move if you just can’t square the finances. It’s essential to understand it isn’t just about the cost of moving. Living costs in another city might change dramatically and you need to factor these in.Household costs, food costs, entertainment costs, travel costs â€" all of these can be higher or lower, as well as stay the same, in your potential new place to live. You need to know what kind of lifestyle your new salary would help you live and whether your overall quality of life would drop or increase if you decided to move.With these things in mind, you can start realizing the answer to the three questions. The answers will then help you during the negotiations and when you need to finally accept or reject the job offer.THE KEY TO NEGOTIATION SUCCESSIt’s important to consider the job relocation carefully before you accept it. Not only do you need to consider the personal impact of moving, but also the financial implications. It’s important to talk to your employer and get a clear idea of the kind of help that’s available to you.If you can highlight your value to the company and present proven cost calculations, your employer is unlikely to deny assistance. So do your research and you’ll end up with smooth and successful job relocation!

Great Expectations- Character Analysis Essay - 10289 Words

Estella Havisham: Most readers are appalled at the cold-hearted and cruel ways of Estella, but any criticism directed at her is largely undeserved. She was simply raised in a controlled environment where she was, in essence, brainwashed by Miss Havisham. Nonetheless, her demeanor might lead one to suspect that she was a girl with a heart of ice. Estella is scornful from the moment she is introduced, when she remarks on Pips coarse hands and thick boots. However, her beauty soon captivates Pip and she is instilled as the focal point of his thoughts for much of the remainder of the novel. The fact that Pip becomes infatuated with her is also not Estellas fault. By no means is there any evidence that she loved him. She does not flirt with†¦show more content†¦The entire story is told through the eyes of an adult Pip, even though Pip is a small child during parts of it. In his early years, Pip was strongly influenced by his guardians, Joe Gargery and his wife, Mrs. Joe. Joe instills a sense of ho nesty, industry, and friendliness in Pip, while Mrs. Joe does a great deal to contribute to his desires and ambitions through her constant emphasis on pomp and property. Pip is generally good-natured and thoughtful, and very imaginative. His false values, which are bolstered by his love of Estella, decrease the amount of respect that he has for Joe. His alienation from Joe and Joes values builds through the second part of the novel, as Pip becomes selfish, greedy, and foolish. During the period when his expectations are intact, his only morally positive act was to secretly help Herbert Pocket into a good position. Upon discovering that Magwitch is his benefactor, a new phase begins in Pips moral evolution. At first, Pip no longer feels the same human compassion for Magwitch that he did the first time he saw him out on the marshes. Gradually, Pip changes his perception of Magwitch, unlearning what he has learned. Pip becomes concerned with the man, and not the expectations that he co uld provide. When Jaggers presents the thought that there may be a way for Pip to get his hands on Magwitchs property, the idea sounds hollow and utterly empty to Pip. Pip learns about Estellas parentage throughShow MoreRelatedCharacter Analysis Of Great Expectations1308 Words   |  6 PagesIn the book Great Expectations by Charles Dickens, a young man named Pip sets out on a journey to become a gentleman, even though he comes from a poor family. As he moves to the big city and starts living more and more like a gentleman he starts leaving his past behind him. To even become a gentleman he had to leave his best friend behind, his home behind and his former job. Throughout his journey to become part of high society he meets several wealthy people who both Pip and the reader aren’t veryRead MoreCharacter Analysis Of Great Expectations1475 Words   |  6 Pages Great Expectations written by Charles Dickens was about the path of life for one fellow, his name was Pip. Pip grew up in a small rural village but soon his life would pull him into the busy streets of London. Dickens would use this young child with a rocky family background to share hardships, love, sadness, and realization in order to add familiarity to his readers, making him a relatable character. Dickens wrote this book to be able to give insight into the social reforms that were slowly startingRead MoreGreat Expectations Character Analysis - Pip767 Words   |  4 PagesQuestion 4.) Although literary critics have tended to praise the unique and litereray characterization many authors have employed the sterotype characters successfully. Select a novel or play and analyze how a conventional or stereotype character function to achieve the authors purposes. In current times, it is evident that a writer will use characters that stick out from the norm in some way. They may have a stereotypical background, but the characters story has some type of content that willRead MoreCharacter Analysis Of Abel Magwitch In Great Expectations878 Words   |  4 PagesAbel Magwitch is a critical character from Great Expectations. He starts off as a frightening escaped convict, but as the novel goes on, it is revealed that he is Pip’s benefactor- causing Pip’s whole world to change. The ideal actor for the role of Magwitch is Ian Mckellen. Mckellen would be great in this film because he has experience playing characters that show great emotions. He can play someone violent and dangerous as well as someone caring and emotional. One film series, starring MckellenRead MoreCharacter Analysis in Pip in Charles Dickens ´ Great Expectations1542 Words   |  7 Pagesnext Harvard Graduate, or the next new celebrity. But, these expectations can begin to define a person if he believes he has to conform to societys expectations. In Charles Dickens novel Great Expectations, young Pip feels the pressure from society and his love, Estella, to become a gentleman. By attempting to rise in his social class Pip then abandons his previous good morals and his family members when he moves to London. Each character has aspirations for Pip which he believes he must fulfillRead MoreCharles Dickens Great Expectations964 Words   |  4 PagesTITLE Throughout Charles Dickens’ Great Expectations, minor characters help in the development of Pip and his psychological state. The novel journeys with Pip as he grows from a poor, young boy to an adult in the upper class. Difficult situations, suspense, and dynamic characters fill the novel. Julian Moynahan, a professor emeritus of literature at Rutgers University, analyzed Dickens’ novel and produced excellent parallels between a select few of the characters in her work â€Å"Parallels Between PipRead MorePip’s Character Change in Charles Dickens Great Expectations1173 Words   |  5 PagesPip’s Character Change in Charles Dickens Great Expectations Great Expectations, by Charles Dickens is a compelling story rich in friendship, love and fortune. The main character, Pip, is a dynamic character that undergoes many changes through the course of the book and throughout this analysis, the character Pip, will be identified and his gradual change through the story will be quoted and explained. The main character, Pip, is a gentle character. His traits include Read MoreEssay about Settings in Great Expectations928 Words   |  4 PagesDickens uses settings in Great Expectations to enhance our understanding of character and the symbolic elements of the plot - Great expectations Show how Dickens uses settings in Great Expectations to enhance our understanding of character and the symbolic elements of the plot. As we notice in the novel Great Expectations, Charles Dickens uses many different narrative techniques other than the usual description. One of these techniques is that of describing character through a specificRead MoreCritical Analysis Of Great Expectations1449 Words   |  6 Pagesperforms a number of functions, and among these are helping us to understand the world, and helping us to understand the human condition. What is taken from a work of fiction is, however, dependant on who is reading it at the time. In the case of Great Expectations there are a number of themes running through the text including betterment through education, what it is to be a gentleman, respectability and crime, parental /family ties, and industry and idleness. Many of the original readers of the workRead MoreEssay Summary and Analysis of Dickens Great Expectations548 Words   |  3 PagesGreat Expectations is a comprehensive novel written by Charles Dickens and shows a moral development of a child. Pip, the main character in the story, is a young orphaned child that lives with his sister and her husband, Joe. He is raised and spends hi s childhood in the area with Joe, his acquaintance. On a special day, Uncle Pumblechook takes Pip to go play at Miss Havisham’s house. Miss Havisham is very eccentric as she keeps all the clocks in her house kept at the same time and still wears her

Development Of Innovative Educational Methodologies

According to Hall (2005, pp188), â€Å"Insight into the educational, systemic and personal factors, which contribute to the culture of professions, can help guide the development of innovative educational methodologies to improve inter-professional collaborative practice.† IPE is integral in a healthcare environment, and serves to allow individuals within the healthcare profession to gain an appreciation for differing roles. Using the Kolb’s Learning Cycle (1984), I will chronologically reflect upon my experiences of IPE, considering concrete experience, reflective observation, abstract conceptualisation and active experimentation. After having exchanged pleasantries, individuals seemed coy and as theorised by Tuckman (1965), it was inherent that our team was in the forming stage of development within a small group. Polite and perfunctory conversation took place, which made it difficult to progress with the task in hand. Having worked as a member of teams in the past, it was pertinent to use what little time we had wisely and I felt it necessary to adopt the role of a team leader, akin to that theorised by the Hersey-Blanchard Situational Leadership ® model. Here, I styled my leadership in the manner of selling the task providing information and direction which, accompanied by communication from individuals in the team, would lead to the â€Å"sale† of the task and potential delegation of responsibilities and progression with it. However, there were barriers to progress in that; uponShow MoreRelatedElementary Secondary Education Act Of 1965 And Its Versions No Child Left Behind Act1488 Words   |  6 Pagesto construct education. Educational reform continues to be complex with ever changing politicians and platforms failing to have the time to create long lasting systematic changes but also not fully grasp educational challenges collectively. 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Lucent Case Study Free Essays

2. What financial statement adjustments will Lucent have to make to correct the revenue recognition problems announced in late 2000? Lucent recognized revenue when persuasive evidence of an agreement exists, delivery has occurred, the fee is fixed and determinable, and collection of the resulting receivable, including receivables of customers to which Lucent has provided customers financing, is probable. For sales generated from long-term contacts, primarily those related to customized network solutions and network build-outs, Lucent generally uses the percentage of completion method of accounting. We will write a custom essay sample on Lucent Case Study or any similar topic only for you Order Now After the incident that SEC forced Lucent to restate the its financial results leading its stock price to decline 8. 5% in 2000, Lucent now records the sales revenue when the customers buy the Timing of revenue recognition is a crucial part in revenue recognition. According to US GAAP, revenue should be recognized when it is realized/realizable and earned (FASB, 1984, Para. 83). However, a number of software firms recognized revenue prior to product delivery or service performance in the past, which potentially violated one or both of the conditions of the revenue recognition principle. In response, AICPA released Statement of Position (SOP) 91-1 in Dec. 1991, which stipulated that if collectability is probable, license revenue should be recognized upon delivery and service revenue should be recognized ratably over the service arrangement. The research question for this article is: How revenue recognition timing affects attributes of reported revenue? This question is interesting because: 1) revenue recognition timing is important in financial reporting and standard setters have devoted much attention, 2) very limited empirical research examining revenue recognition timing has been conducted, 3) software revenue recognition is unique as transfer of rights is achieved by license rather than on-the-spot sale of products. The main hypotheses for this article and their intuitions are: 1) Early revenue recognition increases the timeliness of reported revenue. Its intuition is: early revenue recognition better influences decisions by providing more timely information. 2) However, it will lead to greater uncertainty in reported revenue. Its intuition is: changes may not be foreseen at the time of contract signing. 3) Time-series predictability of revenue is lower under early revenue recognition. Its intuition is: early revenue recognition results in higher estimation error and therefore reduces the time-series predictability. How to cite Lucent Case Study, Free Case study samples Lucent Case Study Free Essays 2. What financial statement adjustments will Lucent have to make to correct the revenue recognition problems announced in late 2000? Lucent recognized revenue when persuasive evidence of an agreement exists, delivery has occurred, the fee is fixed and determinable, and collection of the resulting receivable, including receivables of customers to which Lucent has provided customers financing, is probable. For sales generated from long-term contacts, primarily those related to customized network solutions and network build-outs, Lucent generally uses the percentage of completion method of accounting. We will write a custom essay sample on Lucent Case Study or any similar topic only for you Order Now After the incident that SEC forced Lucent to restate the its financial results leading its stock price to decline 8. 5% in 2000, Lucent now records the sales revenue when the customers buy the Timing of revenue recognition is a crucial part in revenue recognition. According to US GAAP, revenue should be recognized when it is realized/realizable and earned (FASB, 1984, Para. 83). However, a number of software firms recognized revenue prior to product delivery or service performance in the past, which potentially violated one or both of the conditions of the revenue recognition principle. In response, AICPA released Statement of Position (SOP) 91-1 in Dec. 1991, which stipulated that if collectability is probable, license revenue should be recognized upon delivery and service revenue should be recognized ratably over the service arrangement. The research question for this article is: How revenue recognition timing affects attributes of reported revenue? This question is interesting because: 1) revenue recognition timing is important in financial reporting and standard setters have devoted much attention, 2) very limited empirical research examining revenue recognition timing has been conducted, 3) software revenue recognition is unique as transfer of rights is achieved by license rather than on-the-spot sale of products. The main hypotheses for this article and their intuitions are: 1) Early revenue recognition increases the timeliness of reported revenue. Its intuition is: early revenue recognition better influences decisions by providing more timely information. 2) However, it will lead to greater uncertainty in reported revenue. Its intuition is: changes may not be foreseen at the time of contract signing. 3) Time-series predictability of revenue is lower under early revenue recognition. Its intuition is: early revenue recognition results in higher estimation error and therefore reduces the time-series predictability. How to cite Lucent Case Study, Free Case study samples

Vetements Ltee free essay sample

Vetements Ltee is a chain of men’s retail clothing stores located throughout the province of Quebec, Canada. Two years ago, the company introduced new incentive systems for both store managers and sales employees. Store managers receive a salary with annual merit increasing based on sales above targeted goals, store appearance, store inventory management, customer complaints, and several other performance measures. Some of this information (e. g. , store appearance) is gathered during visits by senior management, while other information is based on company records (e. g. , sales volume). Sales employees are paid a fixed salary plus a commission based on the percentage of sales credited to that employee over the pay period. The commission represents about 30 per cent of a typical paycheck and is intended to encourage employees to actively serve customers and to increase sales volume. Because returned merchandise is discounted from commission, sales staff are discouraged from selling products that customers do not really want. We will write a custom essay sample on Vetements Ltee or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Soon after the new incentive systems were introduced, senior management began to receive complaints from store managers regarding the performance of their sales staff. They observed that sales employees tended to stand near the store entrance waiting for customers and would occasionally argue over â€Å"ownership† of the customer. Managers were concerned that this aggression behavior intimidated some customers. It also tented to leave some parts of the store unattended by staff. Many managers were also concerned about inventory duties. Previously, sales staff would share responsibility for restocking inventory and completing inventory reorders forms. Under the new compensation system, however, few employees were willing to do these essential tasks. On several occasions, stores experienced stock shortages because merchandise was not stocked or reorder forms were not completed in a timely manner. Potential sales suffered from empty shelves when plenty of merchandise was available in the back storeroom or at the warehouse. The company’s new automatic inventory system could reduce some of these problems, but employees must still stock shelves and assist in other aspects of inventory management. Store managers tried to correct the inventory problem by assigning employees to inventory uty, but this has created resentment among the employees selected. Other managers threatened sales staff with dismissals if they did not do their share of inventory management. This strategy has been somewhat effective when the manager is in the store, but staff members sneak back onto the floor when the manager is away. It has also hurt staff morale, particularly relations with the store manager. To reduce the tendency of sales staff to hoard cu stomers at the store entrance, some managers assigned employees to specific areas of the store. This also created some resentment among employees stationed in areas with less traffic or lower-priced merchandise. Some staff openly complained of lower paychecks because they were assigned to a slow area of the store or were given more than their share of inventory duties. Question 1. What symptom(s) exist in this case to suggest that something has gone wrong? 2. What are the root causes that have led to these symptoms? 3. What actions should the organization take to correct these problems?