Surface analysis Assignment Example | Topics and Well Written Essays - 1750 words

Surface examination - Assignment Example These particles on crash unstick molecules from the surface making auxiliary particles. Utilizing a mix of electrostatic and attractive fields which recognizes the particles on the mass to charge proportion, these auxiliary particles are brought into a mass spectrometer. By changing the quality of the attractive field one can survey particles of various mass to charge proportions. (Surface Analysis, 2000) Some of the uses of SIMS incorporate (I) Identifying the isotopes in a material that may have same nuclear masses as it is equipped for delivering mass goals to tune of 7000. (ii) It is fit for discovering the degree of polluting influence focus present in an example and speaks to equivalent to a component of profundity. The affectability of this instrument is in the scope of 1 ppb (- 10^13 at/cm^3) (iii) It can precisely delineate interface layers and the polluting influences that might be situated at these grain limits. (iv) It utilizes the raster filtering strategy to create thre e dimensional pictures of the grain appropriation. (v) Using the optional particles it can straightforwardly deliver a picture demonstrating the plan of follow components. Source: Surface Analysis, 2000 2. ... A portion of the utilizations of AES incorporate (I) This is utilized to recognize structures of components in strong materials with high yield sensitivities in the scope of 0.5 nuclear percent for lithium to uranium. (ii) This is valuable in doing the volumetric investigation of an example. (iii) This is equipped for creating amplified pictures to the tune of 20000x and is utilized broadly in microelectronics. 3. X-Ray Photoelectron Spectroscopy (XPS) (Surface Analysis, 2000) This propelled procedure utilizes x beams in dislodging electrons from examples and these have unmistakable dynamic energies relying upon the idea of transmitted electrons. It is especially helpful in giving data with respect to the kind of bonds that exist between electrons. This is on the grounds that any adjustment in restricting vitality is reflected in the XPS range graph which shows peaks and troughs. The peaks clearly mirror the high compound boding vitality that existed and the troughs the other way aro und. Its applications incorporate (I) Determining sub-atomic creation of surfaces alongside data in regards to the nuclear holding. (ii) It can recognize precisely to the tune of 0.5 nuclear % the nearness of lithium and uranium. (iii) This can make profundity profiles for materials in the scope of 1â µm thickness. (iv) This technique for investigation is especially helpful to examine useful gatherings in polymers. 4. Checking Probe Microscopy (SPM) This is additionally alluded to as Atomic Force Microscopy (AFM). This is equipped for creating a profile that shows the geographical idea of the example surface. Schematic of nuclear power magnifying instrument activity Source: Surface Analysis, 2000 This basically comprises of a tip mounted on a cantilever. The example is put beneath this cantilever and

The Afrikaans Medium Decree

The Afrikaans Medium Decree The South African Minister of Bantu Education and Development, MC Botha, gave a declaration in 1974 that utilized Afrikaans as a mechanism of guidance in dark schools obligatory from Standard 5 onwards [from the most recent year of elementary school to the most recent year of high school]. The African Teachers Association (ATASA) propelled a crusade against the strategy, yet the specialists actualized it in any case. Northern Transvaal RegionRegional Circular Bantu EducationNorthern Transvaal (No. 4)File 6.8.3. of 17.10.1974To: Circuit InspectorsPrincipals of Schools: With Std V classes and Secondary SchoolsMedium of Instruction Std V - Form V1. It has been concluded that for consistency English and Afrikaans will be utilized as media of guidance in our schools on a 50-50 premise as follows:2. Sexually transmitted disease V, Form I and II2.1. English medium: General Science, Practical Subjects (Homecraft-Needlework-Wood-and Metalwork-Art-Agricultural Science)2.2 Afrikaans medium: Mathematics, Arithmatic, Social Studies2.3 Mother Tongue: Religion Instruction, Music, Physical CultureThe endorsed vehicle for these subject must be utilized as from January 1975.In 1976 the auxiliary schools will keep utilizing a similar mechanism for these subjects.3. Structures III, IV and VAll schools which have not up 'til now done so ought to present the 50-50 premise as from the earliest starting point of 1975. A similar medium must be utilized for the subjects identified with those referenced in passage 2 and for their other options. ...Your co-activity in this issue will be appreciated.(Sgd.) J.G. ErasmusRegional Director of Bantu EducationN. Transvaal Region ... The Deputy Minister of Bantu Education, Punt Janson, stated: No, I have not counseled the African individuals on the language issue and Im not going to. An African may find that the huge manager just spoke Afrikaans or just communicated in English. It would be to further his potential benefit to know the two dialects. Another authority was cited as saying: If understudies are disturbed, they should avoid school since participation isn't necessary for Africans. The Department of Bantu Education said that in light of the fact that the administration paid for dark training, it reserved the option to choose the language of guidance. Truth be told, just white training was completely financed by the administration. Dark guardians in Soweto paid R102 (a normal months compensation) a year to send two youngsters to class, needed to purchase course books (which were sans given in white schools), and needed to contribute towards the expense of building schools.

The Best Place for Sand Volleyball

The Best Place for Sand Volleyball Today, I did something extremely fun and all for a good cause. The registered student organization here on campus, Habitat for Humanity, held a volleyball tournament at the sand volleyball courts to raise money to build homes in Champaign County called Spikin For Homes. Sand volleyball is not just for the beach! I signed up with a few friends who love volleyball as much as me from my American Advertising Federation, a registered student organization, to play in the tournament. What was great is that 100% of the proceeds went to Habitat for Humanity. Team photo! The volleyball tournament took place at these three sand volleyball courts right by Memorial Stadium, the place where the Fighting Illini football team play. The volleyball courts are surrounded by a huge athletic complex full of soccer fields, football fields, basketball courts, and more. The complex is a great place to play if youre interested in participating in intramurals here at Illinois, as I always see students playing some sports out here day and night. Its also conveniently  located on campus, as its right by the Ikenberry Commons, a place thats home to many University Housing residence halls. What was also cool is that we played other registered student organizations. We played Phi Chi Theta, a business fraternity, Sigma Alpha Epsilon, a social fraternity, and Alpha Omicron Pi, a social sorority. It was cool coming together with different types of organizations for the great cause that is Habitat for Humanity. My advertising organizations plans on doing a build with Habitat for Humanity this semester, so Im really looking forward to that because I havent done one before. Habitat for Humanity is just one of many philanthropy and volunteer organizations you can participate in at Illinois,  and I recommend finding a cause that means a lot to you. Now, Im going to try to get the sand out of my clothes and cellphone. Daniel Class of 2018 I’m an Advertising major in the College of Media. I’m from a northwest suburb of Chicago called Buffalo Grove. I chose Illinois because it was the first university in the entire world to offer an Advertising major, which is pretty cool!

Coordinate Adjectives Definition and Examples

Coordinate adjectives are a series of two or more adjectives that independently modify a noun and are roughly equal in importance. In contrast to cumulative adjectives, coordinate adjectives can be joined by and, and the order of the adjectives can be reversed. Likewise, coordinate adjectives (unlike cumulative adjectives)  are traditionally separated by commas. Note, however, Amy Einsohns observation in The Copyeditors Handbook  (2006): The convention of placing a comma between  coordinate adjectives  seems to be fading, perhaps as part of the trend toward open punctuation, perhaps because the absence of this comma rarely confuses readers, or perhaps because the distinction between coordinate and noncoordinate adjectives is sometimes hard to apply. Examples and Observations The air was thick and wet. A warm, dense fog had settled over the paddies and there was the stillness that precedes rain.(Tim OBrien, The Things They Carried. Esquire, 1987)The popular girls were the  blonde, blue-eyed  wealthy ones who lived on the beach and had suntans.(Linda Mintle,  A Daughters Journey Home. Thomas Nelson, 2004)Out in the hall she heard a single  loud, insistent  voice, but as she reached the head of the stairs it ceased and an outer door banged.(F. Scott Fitzgerald, The Cut-Glass Bowl. Scribners Magazine, May 1920)Timmy was no cute, dumb boy.  He was a  clever, conniving  businessman.(Grant Michaels, Dead as a Doornail. St. Martins Press, 1998)This patch of tall, knobby housing,  with its spindly porches and narrow cemented passageways between the house walls through which people passed into their back yards, gave a hivelike impression of intense and contented population. Farther in the same direction as these houses there was Second Street, wh ere  in solid small brick rows lived the sexy girls, the buoyant, sassy, handsome daughters of factory workers and skilled tradesmen.(John Updike,  Self-Consciousness, 1989)Testing for Coordinate AdjectivesThere are two tests for determining whether a pair of adjectives is coordinate. A pair of adjectives is coordinate if (1) one can place and between the adjectives, or (2) one can reverse the order of the adjectives and still have a sensible phrase. The phrase a long restful vacation passes both tests (a long and restful vacation; a restful, long vacation), and therefore these adjectives are coordinate. But a long summer vacation fails both tests (X a long and summer vacation; X a summer long vacation), and therefore these adjectives are not coordinate.(Amy Einsohn,  The Copyeditors Handbook: A Guide for Book Publishing and Corporate Communications, 2nd ed. University of California Press, 2006)Punctuating a Series of Adjectives: Coordinate vs. CumulativeMultiple adjectives mo difying the same noun or pronoun are considered either coordinate or cumulative;  if coordinate, each adjective could modify the noun separately, so commas are used, as in any series: The overripe, bursting, odiferous mangoes seeped onto the countertop. Notice that the arrangement of these adjectives has no particular order or rationale; each modifier might appear elsewhere in the series and and could be placed between them: The bursting and odiferous and overripe mangoes seeped onto the countertop.Cumulative adjectives, on the other hand, are not equivalent to a punctuated series  because the first adjective in the group is not individually modifying the noun but is instead modifying the noun-modifier combination that follows. For example, in the phrase obsolete desktop computer, obsolete modifies desktop computer and desktop modifies computer.These adjectives cannot appear in a different order (the desktop obsolete computer), nor can they be connected with and (the desktop and obsolete computer).(Gary Lutz and Diane Stevenson,  The Writers Digest Grammar Desk Reference. Writers Digest Books, 2005)

The Banking Sector in Indias Economic system - Free Essay Example

Sample details Pages: 8 Words: 2512 Downloads: 10 Date added: 2017/06/26 Category Economics Essay Type Analytical essay Did you like this example? The banking sector are said to be the cornerstone of the economic system of any economy. The banking sector is said to be the change leaders when it comes to the financial system of any country. The banks are not only a facilitator but also the change leader. Don’t waste time! Our writers will create an original "The Banking Sector in Indias Economic system" essay for you Create order The banks are said to be the financial engineers as they device the best policies in order to facilitate the investment-savings mechanism. When talked about the banking sector of our country, we can say that it has evolved over decades. From being a closed and bureaucratic structure to now a redefined change led mechanism, the banking sector has changed a lot. The banking sector has been reformed from time to time in order to acquaint itself better to the changing needs and requirements of the economy. The banking sector in India is said to be among one of the most stable one. This point has been proved by the policies which were adopted during the economic recession which shook the world. The banking sector has been adopting the policies so as to safeguard not only the interest of the people who put in their deposits but for the economy as a whole. The banking sector has been in a stage of learning and development and continues to be in that stage so as to walk with time. T he scenario of the Indian banking sector has changed a lot from what it was 50 years ago. The country is now having not only more banks but also the banks are providing the services which were said to be out of purview of their scope of actions. From being policy oriented to being customer oriented, the Indian banking sector has revamped the whole economic structure. From the performance point of view we can clearly see that there has been an up trend. The banks from being a marginally profitable units, it has evolved to being a not only profitable corporation but also matching the international standards of banking. The performance of banking sector has improved 360 degree. The banks have not only improved in the balance sheet but has also improved in operations. There are many things that can be taken as the reason for such an improvement in the banking sector. It could be because of the healthy competition that has developed among the banks, or it could be because of better policies which have been adopted by the banks in order to manage their assets and deposits. It could because of the reforms that has been brought which facilitated the operations of the banks. Our research would be aimed at analyzing the performance of the banking sector over a period of 2001-2009 and try to find out as to how it has improved or detoriated over the years. The analysis would be done in the light of some reforms that have been brought in over the years. The research would take into consideration few of the reforms over the year and it would be seen as to whether they had an impact over the performance of the banks or not. In our research we shall take into consideration 12 banks, in which 6 banks will be Public Nationalised banks and the other 6 would be Private Sector banks. The reason for such a sample is that even though both types of banks belong to the same population of banks but their basic fundamentals are different from each other. We shall analyse the performance of the banking sector on 3 parameters in the light of the reforms taken over the years. The reforms that are been taken into consideration will be introduced in the following paragraphs with an effort to explain their implications in brief. The reforms are as follows:- REFORMS: The reforms would be studied under various heads. The introduction to reforms are as follows:- General Reforms:- The general banking reforms are as follows: 1. Government equity in banks has been reduced and strong banks have been allowed to access the capital market raising additional capital. 2. Bank now enjoying the operational freedom in terms of opening of new branches and bank having good track record of profitability given flexibility in recruitment. 3. New private sector banks have been set up and foreign banks are allowed to expand their function in India including through subsidiaries. 4. Banks are also allowed to set up off shore banking units in SEZ. 5. N ew instrument have been introduced for better flexibility and better risk management like interest rate exchange, cross currency forward contract. 6. New areas open like- : Æ’Ëœ Insurance Æ’Ëœ Credit card Æ’Ëœ Infrastructure financing Æ’Ëœ Gold banking Æ’Ëœ Investment banking 7. Several new institution have been set up- : Æ’Ëœ National securities depositor limited Æ’Ëœ Central depositors service limited Æ’Ëœ Credit information bureau India limited 8. Limits for overseas investment have been liberalized. 9. The overseas investment for corporate have been raised to hundred percent 10. Universal banking has been introduced. 11. Adoption of global standard 12. Prudential norms for capital adequacy, Assets classification , income reorganization, best accounting system, settlement system are ado pted 13. Freedom in operation 14. Disinvestment of public ownership in public sector bank 15. Transparent norms for private and foreign bank 16. Permission for FDI and portfolio investment in banking Reforms of 1992: The reforms that were brought in the year 1992 can be seen in brief as follows:- (a) Measures for liberalization, like dismantling the complex system of interest rate controls, eliminating prior approval of the Reserve Bank of India for large loans, and reducing the statutory requirements to invest in government securities. (b) Measures designed to increase financial soundness, like introducing capital adequacy requirements and other prudential norms for banks and strengthening banking supervision; (c) Measures for increasing competition like more liberal licensing of private banks and freer expansion by foreign banks. The better explaination of all the reforms done in the era of 1990s would be seen properly with the help of the recommendat ions of the Narshimahan committee. Reforms of 2005-2006: The reforms in the year 2005-206 can be enlisted as follows:- Æ’Ëœ Autonomy to RBI to implement reforms in banking sector. Æ’Ëœ Amendment of the Banking Regulation Act. Æ’Ëœ Allow banking companies to issue preference shares to boost their Tier-I capital. Æ’Ëœ Introduce provisions to enable the consolidated supervision of banks and their subsidiaries by RBI. Æ’Ëœ Increase bank lending to agricultural sector by 30% and PSU banks to increase number of agricultural borrowers by 5 m. Æ’Ëœ Remove the lower and upper bounds to the statutory liquidity ratio and removal of the limits on the cash reserve ratio to provide flexibility to RBI to prescribe prudential norms Æ’Ëœ 0.1% banking transaction tax to be imposed on cash withdrawals above Rs 10,000 on a single day. Æ⠀™Ã‹Å“ Enable RBI to lend or borrow securities by way of repo, reverse repo or otherwise. Æ’Ëœ Removal of benefits available to depositors (Section 80-L) Æ’Ëœ The statutory pre-emptions in the form of SLR and CRR have been brought down in a phased manner to 25% and 4.5% respectively. Æ’Ëœ In order to strengthen the financial position of banks, minimum Capital to Risk Weighted Assets Ratio (CRAR) was prescribed at 8%, which was further increased to 9% from the year ending March 31, 2000. Reforms of 2006-2007: The reforms of the period of 2006-2007 are as follows:- Æ’Ëœ Banks to increase disbursements to farmers to Rs 1,750 bn by FY07 (with addition of 5 m farmers) and open a separate window for self-help groups (SHGs). Additional 0.4 m SHGs to be credit-linked by FY07 in association with NABARD. Æ’Ëœ Farmers to be extended short-term credit at interest rate of 7% p.a. with an upper limit of Rs 0.3 m on the principal amount. Æ’Ëœ Net capital support to banking sector (by way of issuance of special nontradable government securities), standing at Rs 228 bn at the end of 9mFY06, to be restructured by their conversion to tradable SLRs. Æ’Ëœ Fixed deposits with tenures of not less than 5 years to be included under Section 80 C for tax exemptions. Æ’Ëœ Loans to food processing sector to be included in the priority-sector lending basket. Æ’Ëœ ATM operations and collection services provided by banks in public issues to be brought under the service tax net. Æ’Ëœ Banking Cash Transaction Tax (BCTT) to continue for some more time until the AIR system is able to capture all significant financial transactions. Reforms of 2007-2008: The reforms of 2007-2008 are as follows:- Æ’Ëœ Farm credit target for FY08 set at Rs 2,250 bn with an addition of 5 m new farmers to the banking system and provision of Rs 17 bn for 2% interest subvention for short-term crop loans. Æ’Ëœ To augment resources for refinancing rural credit cooperatives, NABARD to issue Government guaranteed rural bonds to the extent of Rs 50 bn Æ’Ëœ SARFAESI Act to be extended to loans advanced by Regional Rural Banks (RRBs). RRBs to be permitted to accept NRE/FCNR deposits and those that have a negative net worth to be recapitalized. Æ’Ëœ Cooperative banks to be allowed deduction in respect of provision for bad and doubtful debts under section 36(1)(viia). Also, amalgamation and de-merger of banking companies is tax neutral. This benefit to be extended to cooperative banks Æ’Ëœ Cash withdrawals by Central and State Governments to be excluded from the scope of Banking Cash Transactions Tax (BCTT). Exemption limit for individuals and HUFs to be rai sed from Rs 25,000 to Rs 50,000 Æ’Ëœ The government has proposed to acquire RBIs equity holding in State Bank of India (59% currently). It has provided a sum of Rs.400 bn for this purpose, but the transaction will be deficit neutral to the government. Also, the fund of Rs 7.5 bn created for awarding 0.1 m (of Rs 6,000 each per year) will be placed with the SBI, and the yield from the fund will be used for awarding the scholarships. Æ’Ëœ Increase in dividend distribution tax from 12.5% to 15%. Æ’Ëœ 1% higher education cess to charged. Æ’Ëœ No interest on CRR: The staggered three-staged rise in the CRR from 6% to 7.5% bore a telling impact on the banking sectors liquidity scenario. Besides together locking in liquidity to the tune of approximately Rs 25 bn from being deployed in productive revenue generating resources (advances and investments), the removal of interest payable by the RBI on CRR mai ntained by banks above 3.5% of net demand and time liabilities, made it completely non-remunerative for the latter. Recommendations of Narshimham Committee I: The recommendations of the Narshimham Committee I are as follows:- (1) Establishment of a four-tier hierarchy for the banking structure consisting of three to four large banks with SBI at the top. (2) The private sector banks should be treated equally with the public sector banks and govt. should contemplate to nationalize any such banks. (3) The ban on setting new banks in private sector should be lifted and the licensing policy in the branch expansion must be abolished. (4) The govt. has to be more liberal in the expansion of foreign bank branches and also foreign operations of Indian banks should be rationalized. (5) The Statutory Liquidity Ratio (SLR) and Cash Reserve Ratio (CRR) should be progressively brought down from 1991-92. (6) The directed credit program should be re-examined and the priority sector should be redefined to comprise small and marginal farmers, the tiny industrial sector, small business operators and weaker sections. (7) Banking industry should follow BIS/Basel norms for capital adequacy within three years. (8) Interest rates should be deregulated to suit the market conditions. (9) The govt. should tighten the prudential norms for the commercial banks. (10) The competition in lending between DFIs and banks should be increased and a shift from consortium lending to syndicated lending should be made. (11) In respect of doubtful debts, provisions should be created to the extent of 100 percent of the security shortfall. (12) The govt. share of public sector banks should be disinvested to a certain percentage like in case of any other PSU. (13) Each public sector banks should set up at least one rural banking subsidiary and they should be treated at par with RRBs. Recommendations of the Narshimham Committee II: The recommendations of Narshimham Committee II are as follows:- (1) The committee favored the merger of strong public sector banks and closure of some weaker banks if their rehabilitation was not possible. (2) It recommended corrective measures like recapitalization is undertaken for weak banks and if required such banks should be closed down. (3) The committee had also suggested an amicable golden handshake scheme for surplus banking sector staff. (4) Suggesting a possible short term solution to weak banks, the report observed that the narrow banks could be allowed as a mean of facilitating their rehabilitation. (5) Expressing concern over rising non-performing assets, the committee provided the idea of setting up an asset reconstruction fund to tackle the problem of huge non performing assets (NPAs) of banks under public sector. (6) The report emphasized the need of enhancement of capital adequacy norms from the present level of 8 percent but did not specify the amount to which it shou ld be raised. (7) The Banking Sector Reform Committee further suggested that existence of a healthy competition between public sector banks and private sector banks was essential. (8) The report envisaged flow of capital to meet higher and unspecified levels of capital adequacy and reduction of targeted credit. SARFAESI ACT, 2002: The Securitisation and Reconstruction of Financial Assets and Enforcement of Security Interest Act, 2002 (SARFAESI) empowers Banks / Financial Institutions to recover their non-performing assets without the intervention of the Court. The Act provides three alternative methods for recovery of non-performing assets, namely: Securitisation Asset Reconstruction Enforcement of Security without the intervention of the Court The provisions of this Act are applicable only for NPA loans with outstanding above Rs. 1.00 lac. NPA loan accounts where the amount is less than 20% of the principal and interest are not eligible to be dealt with under this Act. Non-performing assets should be backed by securities charged to the Bank by way of hypothecation or mortgage or assignment. Security Interest by way of Lien, pledge, hire purchase and lease not liable for attachment under sec.60 of CPC, are not covered under this Act The Act empowers the Bank: To issue demand notice to the defaulting borrower and guarantor, calling upon them to discharge their dues in full within 60 days from the date of the notice. To give notice to any person who has acquired any of the secured assets from the borrower to surrender the same to the Bank. To ask any debtor of the borrower to pay any sum due or becoming due to the borrower. Any Security Interest created over Agricultural Land cannot be proceeded with. If on receipt of demand notice, the borrower makes any representation or raises any objection, Authorised Officer shall consider such representation or objection carefully and if he comes to the conclusion that such representation or objection is not acceptable or tenable, he shall communicate the reasons for non acceptance WITHIN ONE WEEK of receipt of such representation or objection. A borrower / guarantor aggrieved by the action of the Bank can file an appeal with DRT and then with DRAT, but not with any civil court. The borrower / guarantor has to deposit 50% of the dues before an appeal with DRAT. If the borrower fails to comply with the notice, the Bank may take recourse to one or more of the following measures: Take possession of the security Sale or lease or assign the right over the security Manage the same or appoint any person to manage the same

Partition of India 1947 Free Essays

In 1600, the British East India Company was established, and in 1858, The India Act allowed for power to be transferred to the British government. The British Government never had complete control, but it certainly had power. The Partition of India happened on August 14th, 1947 and August 15th, 1947. We will write a custom essay sample on Partition of India 1947 or any similar topic only for you Order Now When the British left India on August 15th, 1947 (after the formation of the Islamic Republic of Pakistan), they left the country divided. This led to the formation of Pakistan and India, and later, in 1971, Bangladesh declared its independence from Pakistan. Motivation When the British had occupied India, they categorized the people of India by religion, and treated them as separate groups. A Hindu revival happened around the time of the Partition. They still had bitterness towards Muslims (who had been the predominant rulers of India before the British). They tried to band the slaughter of cows, change the national language to Hindi, and change the Devanagri script to Hindi. Although the Sikhs (who originated in Punjab) were a minority in the population of India, they were conflicted with the Muslims, and were forced to leave Punjab and migrate to Hindu India. (They were not conflicted with Hindus). The All India Muslim League (AIML) started in 1906 with the goal to make Muslims equal in rights to Hindus. At the time, the Indian National Congress was made mostly of Hindus. In 1940, Jinnah (a leader equal to Ghandi, except that he represented Muslims, and Ghandi represented Hindus) stated at the Lahore Conference that promoted a Muslim nation separate from the rest of India. In 1943, the AIML called for Britain to Divide and Quit. Hindus also acknowledged the difference in beliefs that separated them from Muslims. Between 1940 and 1942, Congress began plans to remove the British (the National Congress was calling for Britain to Quit India). Due to the conflicting ideas on the separate sides, the country came close to a civil war many times. Some of the events that started the partition of India are: the Revocation of Partition of Bengal (created anti-British and anti-Hindu feelings), The Lucknow Pact denial, Mantagu-Chelmsford Reforms, Ghandi’s Stayagraha, Congress called for full independence from Britain in 1929, Round table Conferences (dominion status for India, congress doesn’t attend), and Government of India Act 1935 (allows British control over foreign policy and defense, but gives India political provinces and elected local gov. ). Before†¦ During the 16th century, nations looking to extend their power: Portugal, the Netherlands, Denmark, France, and Great Britain, established trading posts in India. When Britain took over power in India there were internal struggles that allowed themselves to gain power in India. After the 12th century, the Mughal Empire came into power. They formed alliances with Rajput Empires, which were considered a threat to the Mughals even after they became allies. The Ahoms of Assam resisted the Mughal Empire. Aurangzeb king of the Mughals enforced Muslim doctrines. The Rajputs and Ahoms rebelled against his reign, and the strict beliefs he imposed on them. By the 1700s, the Sikh Empire (Ahoms of Assam) and the Hindu Marathas were a serious threat to the Mughals. By the mid 18th century, the Mughal Empire had declined, and the Marathas owned a great portion of their land. It was right around then that foreign nations started to come in and set up trade and colonies. A year after (in 1857) the British installed their power in India; there were insurrections from the people of India. They were put under direct rule from the British crown as a result. Between 1860 and 1900, there were the worst famines India had ever experienced, and caused 14. 5 million people to die. In 1939, India went to war with Germany (WWII). However, Indian nationalists wish to overthrow the British rule in India, and joined forces with the Axis powers. Needless to say, they didn’t win the war. In 1943, there was mass food hoarding due to poor food distribution and high prices of food, which caused a famine. Effects There were 500,000 deaths as a result of the fight for independence, and the migration of Hindus to India, Sikhs to India, and the Muslims to Pakistan. Kashmir was a part of the territory that is still disputed to this day (between the countries India and Pakistan, and at some places, China). The Kashmir conflict resulted in the Indo-Pakistani Wars of 1947, 1965, and 1999. The First Indo-Pakistani War of 1947 began in October 1947 when the Maharajah of the princely state of Kashmir and Jammu was pressured to decide to join either Pakistan or India. Britain became involved and it passed Resolution 47 that instituted the line of control in December 1948. Pakistan got northern and western areas of Kashmir, and India got southern, central and northeastern areas. The Second Indo-Pakistani War of 1965 began in 1965 when Pakistan launched Operation Gibraltar; a plan which allowed for troops to infiltrate Jammu and Kashmir and overthrow Indian rule there. India responded, and war ensued for 5 weeks. It was ended with the British assisted Tashkent Declaration. The Third Indo-Pakistani War of 1999 began with Pakistan occupying the Kargil district that was lawfully Indian land. The Pakistani retreated with Indian military threat looming and foreign diplomatic pressure. Today, India controls 43% of Jammu and Kashmir, Pakistan 37%, and China 20%. Many Sikhs and Hindu Punjabis settled in the Indian parts of Punjab and Delhi. Most of the Hindus ended up in Eastern and Northeastern India, and some were sent to the Andaman Islands, causing them to become more populated. The Sindhi people’s cultures were very much disturbed. When they migrated to India, the government had to build refugee camps for the masses that were pouring in. It strained the economy, and caused disorder. They lost much of their heritage and history in the confusion that the migration had caused. Pakistan became a bit less populated. Its population had decreased by approx. 23,000 (because more people had left than Muslims had come). How to cite Partition of India 1947, Essay examples

Parenting Styles free essay sample

Reflection Paper. Mr. and Mrs. Harsh Heart believe in the importance of stern discipline and impose strict rules that they expect their children to obey without question. They penalize behavior hars hly, frequently with spanking. Mr. and Mrs. Easygoing do not use punishment to enforce their rules and believe in natural consequences teaching lessons and setting limits on behavior. They have regular fam ily meetings with their children to discuss household rules and their importance to the family dynamic s. These styles of parenting have their advantages and disadvantages. There are ethical and unethical ssues when it comes to discipline with punishment styles as well. The advantages and disadvantages of The Harsh Heart family can lead to positive outcomes and horrible. The Harsh family would be the authoritarian style of parenting. This styl e would be the old fashioned style. This style believes in the usual strict rules with no question. We will write a custom essay sample on Parenting Styles or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Consequ ences are harsher than normal when looked at the situation. Strict parents hold their students to high standards in academics. The parents dema nd perfect grades from their children and the children most of the time live to those expectation . Strict parents may use the academic performance as a guideline for other activities, such as the childre n will be limited in other fun activities if they do not excel in their school work. The children tend not to s lack off on school work to keep other activities available. Strict parent usually install more confidence in their children. They dont only discipline their children but teach them the importance of discipline. The children become more morally strong and realise that their decisions in life have consequenc es that they must encounter. In a slack, less strict, permissive environment a child can become selfish. A strict family tends to make it equal because the children have to do work Just as the parents do such as chores in the household. The idea of a teamwork is introduced to the child and will become a part of his lifestyle. Kristofor Cooper 2 The downfalls of strict parenting are Just as strong as the good outcomes of strict par enting. The children can become rebellious, if the parents are Just strict but do not allow much or high expectations or do not guide their children, the children may not learn right from wrong themselve . The child may simply Just behave when parents are around. Some strict parents are not open to ide as and forget to communicate with their children. Which give their children communication problems . The child will feel less confident and more insecure. The feelings of the child wont be expressed becau se he may believe his feelings will be criticized or punished. The children will need someone to confide in and the parent may not be available for this role. Studies of Spanish and Brazilian adolescents have reported that teens from authoritarian homes had lower self steem than did teens from authoritative or permissive families (Martinez and Garcia 2007; Martinez and Garcia 2008). Secrets and lies manifest wit hin the relationship between the child and parent. When children are under the pressure of strict rules, they learn how to avoid punishment through lies and deceit. This leads to lying about plac es they are going and friends they hang out with and also activities they do. Sometimes the child in a st rict household does not learn to ma ke responsible situations because the decision was always made for t hem. This can lead o dangerous outcomes and wrongful guidance because they lack the ability to think i ndependently. Sometimes with strict discipline the idea that the person with the most power is alwa ys right can take place within the child and thus he should obey whoever that is or even he may be th e leader of that relationship. As the person grows he may question the authority and be unlikely to ta ke responsibility of his actions and be a victim of peer pressure. Bullying is also another outcome of stric t parenting. Children raised in a strict home become very angry and aggressive. A strict parent m y lack empathy. They dont establish why these rules are there. They Just present the rules and you m ust follow without question. This leads to the child become frustrated in these conditions. A bully is a m Dep 2004 3 relationship between parent and child. The child may be afraid of his parent, and the refore obeys. If a parent yells and uses force on the child, the child may turn to those actions with othe r people. The advantages and disadvantages of the Easygoing family can lead to various outco mes as well. The Easygoing family seems to be an authoritative family. The difference would e that they involve the children in the rules and are open to suggestions and ideas. The children have a voice in this household. The authoritative family is one of the better ways to raise a child in my opinion. They know when step in with discipline and apply the right amount and do not go overboard with the penalty. These parents are flexible and easy to approach even if the child is shy or loudspoken. These parents are stern through love and authority. They install the ability to compromise in the children and the children also become flexible. The parents arent monsters ut they are not pushovers as well. They are more of a mixture of the two and become firm and very reasonable which allows them and the children to communicate better. The parents and children from rules which are reasonable, fair and flexible depending on the lifestyle of both people. These parents listen to the child emotions as well, he knows that the relationship is mutual and respectable. The parent is encouraging the child and allows the child to become responsible be allowing them to make their own decisions. The relationship between the parent and child is healthy, warm, friendly and espectful and knows the right approach to handling disputes and disagreements. The parent does not offend the emotions of the child, yet they understand and become a shoulder for the child to lean on. This creates a sense of security, which lets them know what ever the problem they will always be loved and accepted for the mistakes and circumstances. The authoritative parents understand the need for change and thus flex the freedoms to meet the childs growing sense of autonomy. This helps the children develop into mature, responsible and trustworthy 4 individuals. Because of the connection

The Golden Door to America essays

The Golden Door to America essays I wrote this paper for Political Life 1110 Should America Close the Golden Door? America has, is, and will always be a nation of immigrants: the great melting pot. In the years that have passed since Emma Lazarus poem was inscribed on the Statue of Liberty the golden door has seen times when it was open wide and times when it was closed shut to almost all immigrants. Many people tend to look at the present immigration problems as a purely modern dilemma. The truth is America has always struggled with the issue of immigration, both legal and illegal. Changing times however make it imperative that our government re-examine and adjust todays immigration laws to todays standards. Those standards however are not easily defined. All too often the issue of immigration is used as a political tool or is lost in heated moral debates. In any discussion about immigration you will have those who claim it is good for our nation and those who claim it is ruining the nation. More often than not the bottom line in any debate of this sort is money; will more or less immigration mean more or less money for those already in America. The moral debates come down to a question of who we are as a nation and how we want the rest of the world to perceive Americans. If this great country was forged and built by immigrants passing through the golden door , then how can this same country turn away new immigrants. The inscription on the Statue of Liberty invites all to enter, yet not all are allowed to enter. Immigration has become a selective process with many gray areas. Now Americans are faced with a new dilemma; the nation must decide not whether it is willing to accept new immigrants, but whether it can afford new immigrants. All new immigrant, both legal and illegal must be considered in this equation. Congress can attempt to ease the burden of legal immigration by passing restrictive laws and only allowing in those...

SINGH Surname Meaning and Origin

SINGH Surname Meaning and Origin The Singh surname derives from the Sanskrit simha, meaning lion. It was originally used by Rajput Hindus and is still a common surname for many North Indian Hindus. Sikhs, as a community, have adopted the name as a suffix to their own name, so youll find it used as a surname by many of the Sikh faith. Surname Origin   Indian (Hindu) Alternate Surname Spellings SINH, SING Famous People With the Surname SINGH Milkha Singh - former Indian track and field sprinter known as The Flying SikhBhagat Singh - Indian political activistSadhu Sundar  Singh - Indian Christian missionaryMaharaja Ranjit Singh - founder of the Sikh Empire Where Do People With the SINGH Surname Live? Singh is the 6th most common surname in the world, according to surname distribution data from  Forebears, used by more than 36 million people. Singh is most commonly found in India, where it ranks 2nd in the nation. It is also especially common in Guyana (2nd), Fiji (4th), Trinidad and Tobago (5th), New Zealand (8th), Canada (32nd), South Africa (32nd), England (43rd), Poland (48th) and Australia (50th). Singh ranks 249th in the United States, where it is most common in New York, New Jersey, and California. Within India, the Singh surname is most commonly found in the Maharashtra region, according to  WorldNames PublicProfiler, followed by Delhi. The surname is also fairly common in New Zealand, including Manakua City, Papakura District and the Western Bay of Plenty District, as well as in the United Kingdom, particularly in the West Midlands. Genealogy Resources for the Surname SINGH Searching for Smiths: Search Strategies for Common SurnamesSearch tips and strategies for researching ancestors with common surnames such as SINGH. Singh Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Singh family crest or coat of arms for the Singh surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male-line descendants of the person to whom the coat of arms was originally granted.   The Singh DNA ProjectThe Singh DNA Project is open to all who wish to work together to find their common Singh heritage through DNA testing and sharing of family history information. SINGH Family Genealogy ForumSearch this popular genealogy forum for the Singh surname to find others who might be researching your ancestors, or post your own Singh query. FamilySearch - SINGH GenealogyAccess over 850,000 free historical records and lineage-linked family trees posted for the Singh surname and its variations on this free genealogy website hosted by the Church of Jesus Christ of Latter-day Saints. GeneaNet - Singh RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Singh surname, with a concentration on records and families from France, Spain, and other European countries. Surname Finder - SINGH Genealogy Family ResourcesFind links to free and commercial resources for the Singh surname. DistantCousin.com - SINGH Genealogy Family HistoryExplore free databases and genealogy links for the last name Singh. The Singh Genealogy and Family Tree PageBrowse family trees and links to genealogical and historical records for individuals with the last name Singh from the website of Genealogy Today. - References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.

Midterm Paper Term Example | Topics and Well Written Essays - 2000 words

Midterm - Term Paper Example This concept of state could have led the division of the whole world into states which triumph as a form of political organization. Although they could be universal they could not clearly be the only political actors due to impacts of organizations, for example, International Monetary Fund and the Microsoft. The political process comprises of establishing the priorities and the scale of policies, goals values and interests within and among political communities. The nature and quality development of, political community, varies due to how differences in potential values, interests and values could be handled. This could be through rules, institutions and procedures. The creative tension between conflicting interests, values, interest and preferences could distinguish the political communities. On the other hand, there could be consensus and communal ties on orientation and key features of political community. The work of the democratic process would be to find a balance between the t wo sides of the equation. A life or death situation could emerge through debates and different views on cases of the political community. The emergence could be evoked in times of war or during external or internal attacks among the member of a community. The threat to the community could be true although total consensus could be maintained before the essence of real danger. This could reveal how dictatorship was born thousands of the year back. The birth of dictatorship could be justified today by the imposition of a single opinion on various issues at the end of a real political community. If the conflicts systematically predominate, over the agreement on primary goals and procedures the political community becomes inefficient and could be threatened by a breakdown. Past and current experience could have taught other way of domestic political order to dynamic function of democracy. LIST B: QUESTION 1 AGE OF THE EMPIRE Huntley (22) refers to the period between 1875 and 1914 as the Age of the Empire. This is not only due to the fact that a new strain of imperialism emerged during this time, but also because of a very archaic reason. It was period during which the number of rulers who viewed themselves (officially) or viewed by western scholars as worthy of the â€Å"emperor† tag was the highest. In Europe the rulers of Austria, Germany, Turkey, Russia and (in their glory as rulers of India) Britain laid claim to this title. Of the five, India/Britain and Germany emerged in the 1870s, and they more than made up for the decline and disappearance of Napoleon’s â€Å"Second Empire†. Outside Europe, rulers of Japan, Persia, China and- maybe with a broader attribute of global diplomatic courtesy- Morocco and Ethiopia were gradually allowed this tag, while up until 1899 Brazil had an American emperor. By 1987, Japan was the only country that could still be said to have a super-monarch, but its political influence and profile had already waned sig nificantly (Huntley 39). The military and economic supremacy of capitalist nations had lacked serious challengers for a very long time, but there were no planned attempts made to extend this to formal annexation, administration and conquest between the latter years of the 18th century and the last 25 years of the 19th century. However, from 1880 to 1914 they were made, and a majority of countries

Stem cells Research Paper Example | Topics and Well Written Essays - 1000 words

Stem cells - Research Paper Example James E. They started working in unison in the 1960s and their research laid an ideal platform for the others to take it forward from there and that is exactly what the others did. Stem cells are really useful and they have saved several lives which would not have been plausible had stem cells not been invented. â€Å"Mouse embryonic stem cells treated in culture with a growth factor and then injected into the liver reverse a form of hemophilia in mice analogous to hemophilia B in humans, the new study shows.† (Stem Cells Treated with Growth Factor) Stem cells have several pros and this paper will extensively shed light upon the various uses of stem cells, stem cells have changed many a life. What changes has it brought will also be shed light upon in this paper. The versatility of the stem cells is arguably their biggest strongest point, stem cells can easily grow in certain bodies and they are more than capable of achieving specialized functions. In addition to this they can also renew themselves on their very own and this versatility makes them really useful. There are two types of stem cells namely, Embryonic stem cells and Adult stem cells. The two are really different from each other and understandably have different characteristics. They also differ in functions from one another. Cancer patients undergo chemo and radiation therapy, stem cells are used in this treatment and they have been pivotal in saving several lives. James Thomson and his pupils worked indefatigably hard in the Madison University, stem cell research has been put on the world map because of James Thomson and his pupils. Their research has been incredible and they have made significant progress in the field of stem cell research. â€Å"Adult or somatic stem cells exist throughout the body after embryonic development and are found inside of different types of tissue. These stem cells have been found in tissues such as the brain, bone marrow, blood, blood vessels, skeletal muscles, skin,

MNE Selection Techniques for International Assignments

MNE Selection Techniques for International Assignments Chapter1 Introduction The world has become the global village and globalization has become an important tool for the organizations to be successful in this rapidly changing world. So the coordination between different cultures and people with different backgrounds is increasing in a different multinational organization day by day. So it is very important to study that how the organizations deal with the multicultural set ups within an organization. During the past few decades the rapid changes in economic, social and political environment of the world has led organizations towards the globalization. According to Harvey Novicevic the increasing international activities and global competition resulted in increase in globalization. The process of recruitment and selection has always been very important in any organization. According to Dowling (1999) hiring and placing people in positions where they can perform effectively for the benefit of the organization is the goal of most organizations whether they are domestic or international. Heraty et al (1997) suggested that, in these new changing global condition increasingly, many organizations are transforming jobs into new structures which are more likely based on self directed work teams, made up of empowered individuals with the diverse background are replacing traditional specialized workers. So in this new challenging environment competition is increasing day by day and organizations need such personalities who can adjust themselves with the change. Burack and Singh (1995) also suggested that firms need adaptable people who can rapidly adjust themselves to the changing environment. So the people who are ready to change with the environmental changes always give advantage to the organization, and these kinds of people are very fruitful for the organization. According to ones and Viswesvaran (1997) in this rapidly changing world where the change is taking place every minute the organizations have been sending their members to other parts of the world to complete their assignments. According to Aycan and Kanungo expatriate is an employee of a business or government which is sent abroad to accomplish their organizational goals for temporary period which is more than six months and less than five years. International assignments not only give benefit to the individual expatriate but it also give the competitive advantage to the organization in the global environment. For many organizations sending of expatriate to the other countries to gain competitive advantage in global environment is the part of their overall human resource plan. (Caligiuri Lazarova, 2001). So keeping in view the importance of an expatriate the selection process of an expatriate is also very important step for an organization. According to Dowling the failure of expatriate is due to the selection error. This tells that selection plays an important role for a successful expatriate. So with the changing world it is need to have such staff who can adjust itself with the change. In this paper an effort is being made to give the importance of selection techniques for expatriates within a multinational organization. 1.1 Key purpose of study The world is globalizing day by day and now it is also called global village and specifically UK has become one of the biggest multicultural countries and there are a lot of multinational organizations working in UK With the changing world more of MNEs are sending their expatriates in other parts of the world to accomplish their goals and to gain competitive advantage in global world. As the selection is the most important step for any organization to choose its expatriate and it is always important for MNE’s to choose or select the right person for the given task. In fact an expatriate failure is often result of a selection error, and often compounded by in effective expatriate management policies. (Dowling Welch Schuler, 1999). The key purpose of this study is to show the importance of selection techniques for a MNE when selecting an expatriate for an international assignment. 1.2 Aims The aim of this study is to explore the proper selection techniques which can improve the performance of an expatriate and help him to retain. 1.3 Objectives: To outline the factors that influences the selection of expatriates. To examine different selection methods used for expatriate selection. To discuss in detail, issues of cross cultural variation in selection process of expatriates. 1.4 Hypothesis The hypothesis which is developed for this study is stated as below Without doing proper selection of expatriate much will be poor for the company and result in loss of company. 1.5 Theory an overview There has been a lot of work done on selection techniques of expatriates in last couple of decades. Selection is the most important part of the success of any expatriate, and if the selection is not according to the needs of organization then the failure chances of expatriate. Dowling says that redirecting future performance potential when hiring or promoting staff is challenging at the best time but if operating in foreign environment certainly adds other level of uncertainty. So if the process of selection is beholds specific importance within a domestic organisation then it must have some extra importance while choosing an international staff. 1.6 Selection The selection is kind of prediction of the organization’s peoples or decision makers keeping in view the profile of the candidate for the particular job (Hackett, 1991). The selection is a complete process of analyzing and viewing the profile of the employee and then selecting for the required job. Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to desler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 1.7 Methods of Selection: There are various selection techniques available, and for the selection procedure all of these depending on the situation and culture of the organization. Some of these selection methods are given below. Interviews Tests Assessment centres (Beardwell and Holden, 2001) So the above mentioned procedures are used by different organizations depending upon the nature of job and the normal practice they use within the organization. 1.8 Approaches for the Multinational There are four approaches for the recruitment and selection in any multinational organization. These four approaches are given as follows. Ethnocentric: It is the type of the recruitment approach in which all the key positions and top management is filled by the nationals of the parent company. According to this approach all the top management decisions and the key strategies of the companies is made by the parent country headquarters. Polycentric: It is the type of recruitment approach in which the host country fills all the key positions in the subsidiary. Each subsidiary is treated as the separate national entity. But all the key financial decisions are taken by the parent country headquarter. Regiocentric: It is the type of recruitment approach in which regional talent is preferred. For example if the person is required on for the development of any product then the person who will be recruited will be from the host country. Geocentric: This is the kind of approach where the persons are recruited without seen any race, religion or region. This approach is international based and is getting in practice in most of the developed countries like UK, USA etc. 1.9 Methods of international selection The different methods of selection for the expatriate selection which most of the multinational organizations use is as follows Psychometric Tests Assessment Centres Coffee Machine System 1.10 Selection of an Expatriarate The selection of expatriate is a bit different from the local selection of a local manager. For the selection of an international manager there are a lot of extra factors which needs to be considered by the selectors. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going. (Baruch 2005, pg 129). 1.11 Factors involve in selection of an Expatriate. According to Dowling and Welch the factor involve to determine an appropriate expatriate selection process are as Country-cultural requirement Language MNE requirements Technical Ability Cross Cultural Suitability Family Requirements (Dowling, Welch, Schuler, 1999) So keeping in view all the above mentioned factors an expatriate should be selected by a multinational organization. 1.12 Culture: (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down form one generation to the next.’’ 1.13 Corporate culture Corporate culture includes the behavioral patterns, concept, values, ceremonies and rituals that take place in the organization. It gives the members of the organization meaning as well as the internal rule of behavior when these values and beliefs customs’ rules and ceremony are accepted shared and circulated throughout the organization. (Trompenaars Turner 1997, pg 157-181) 1.14 Why consider culture? Adjusting in a new culture is always difficult and it causes problems for both expatriate and family members, therefore it is important for an International HR to look for the similarities of the two cultures in order to deal with the challenges in the business world key activity. dowling, welch,schuler, 1998 pg 132 Recent research shows that the expatriates who are unable to cope with the challenges find it difficult to adjust and incur costly implications. (Caligiuri, 1997, pg: 45-67). The factor of culture is very important for an expatriate selection process and HR managers will have to select such expatriate who is adjustable with the different cultured people and work with them for the cultural dimension Hofstede and Trompenaars cultural dimensions are given as follows 1.15 Hofstede’s four dimensions (1967-1973): Gooderham Nordhang (2003). ‘Culture is always a collective phenomenon, because it is at least partially shared with people who live or lived within the same environment, which is where it was learned. It is the collective programming of the mind which distinguishes the members of one group or category of people from another.’ Hofstede surveyed 116,000 IBM employees in 40 different nations about their preferences in the work environment. The analysis revealed the results creating 4 dimensions: Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Masculinity-Femininity: Masculine societies value assertiveness, competitiveness and materialism as opposed to the feminine values of relationships and the quality of life. 1.16 Trompenaars’ cultural dimensions: Trompenaars concluded four cultural dimensions that relate to the question of inter-personal relationships and work-related values Gooderham Nordhang (2003). Universalism vs. Particularism Communitarism vs. Individualism: Specific vs. diffuse Achievement vs. ascription: So these four dimensions of Trompenar also affect the selection process of an expatriate for international assignments. 1.17 Strategic choices in expatriate selection: Organizations normally have some strategic choices while selection of an expatriate. These strategic choices are mentioned below. Internal recruitment versus external recruitment Individuals versus teams Technical qualification versus other selection criteria Extrinsic rewards versus intrinsic rewards. Chapter 2 Literature Review: In this chapter researcher tried to discuss all the related studies which are done in past and are available in literature. A lot of work has been done in the literature on the topic of selection. Before proceeding to the actual topic it is necessary to look at the different methods of selection which an organization uses and see that what are the different techniques and criteria which are used for the selection of staff. 2.1 Selection: Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to Dessler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 2.2 Expatriate selection: According to (Dowling, Welch, Schuler, 1999, pg: 154) Multinationals take great care in their selection process, however predicting future performance potential of the concerned staff is challenging at the best of times especially operating in foreign environments adds another level of uncertainty. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going (Baruch 2005, pg 129). 2.3 Importance of an Expatriates and International Assignments: The world is globalizing very rapidly and change has become necessary for the organization to survive and to gain competitive advantage internationally. According to Harris and Brewster, 1999. The rapidly globalizing world has increased the need for the international assignments and many of the organizations started considering international management experience for the top management. So the international assignments are becoming an important part for the success of an organization to gain competitive advantage. As discussed by Chen, Tzeng Tang, 2005 that organizations internationalize their operation to gain success and to increase its market value internationally and for this purpose an organization needs effective expatriate who can perform its task properly. In this new era the importance of expatriate has increased because expatriates are the ones who can give an organization proper international exposure and make the organization successful. 2.4 Selection Process: One of the most studied areas for the expatriate selection is the selection process of the expatriate. The selection of expatriate has always been difficult procedure for the multinational organizations. Swaak quotes one HR executive who said. â€Å"My job is to find people in a hurry.† So this system is highly crisis-oriented and unsophisticated. Swaak , 1995. Further confirming the problems for the nature of the selection process Still and Smith (1997) report the results of Australian research, which shows that there were a number of different ways through which expatriates were selected. They studied that the most impressive and important form of selection or evaluation of the expatriate was recommendation of the person by the line manager including chief executive officer or specialist persons. Mostly expatriates in the multinational organizations in a knee-jerk reaction to the need to fill a new or unexpected vacancies overseas. Actually there are well informed intercultural trainers or a good HR professional who selects the expatriates but basically it is HR department within multinational organization who selects the expatriate finally. Managements choose the most technical and competent candidates which makes the expatriates successful internationally. (Shilling, 1993 pg 58). 2.5 Types of selection Process: Psychometric Tests Assessment Centers Coffee machine system 2.5.1 Psychometric Tests: According to Passmore, 2008 Psychometrics are the widely used testing method for the selection of the employee and personal development. The psychological test is always important for the selection of the employee especially for the selection of an international manager. According to the validity of psychological tests is disputed. According to Sparow and Brewster (2007) the psychologists the variation between the different natured job test is very small (Schmidt and Hunter , 1998). According to a survey done by The Graduate Recruitment in 2007 two third or about 67 percent of 219 respondents surveyed said that the results of psychometric test had some influence on recruiting and selection decisions, and 24 percent said that it has strong influence, and only 2 percent said that these test does not have any influence. So the above figure shows the importance of psychometric tests. According to Sparow and Brewster (2007) psychological assessment increasingly involves the application of tests in different cultural contexts, either in a single country or different countries. Now a day the demand of cross cultural assessment test is increasing due to the increasing factor of globalization to gain competitive advantage in international market. According to Mendenhall and Oddou, 1985 one of the important option for evaluating the selection process is the use of psychological tests and evaluation dvices. There are number of instruments available to measure the stress level of an individual. Figure: 2.1 (Source: article by Jonathan Passmore, Bread and butter â€Å"How to use psychometrics for coaching†) In figure 2.1 the real importance of psychometric test is shown. Psychometric tests are reliable that the selected person will be the one on whom one can rely. And obviously these kinds of tests are valid for any kind of job. The most important point in this test is that it does not include any biasness and the selectors cannot show the biasness while selecting on the basis of psychometric tests. These tests are also standard for different jobs. So all the above mentioned qualities and factors involve in the psychometric tests. In other words one can say that almost all the abilities present in an individual’s mind can be noticed, and the end result will always ends up in the right selection of expatriate. 2.5.2 Assessment Centre: As the assessment centers are considered to be one of the best selection techniques so according to Sparow and Brewster assessment centers will be the best idea as a selection technique to assess the competency of international managers. This is rarely the case, however. According to sparrow (1999) Even where assessment centers are used to select the managers in international settings, the key cross cultural assessment centers seems to be to design the assessment process so that it is very adaptable to local environment in which it will be operated. So there is need of cross culture assessment centers in which international managers can be assessed accordingly with the changing environment. Krause and Gebert (2003) have done study on international literature on the conception, operation and evaluation of assessment centers. He examined 281 German firms whose language was German and he compares them with the previously studied firms of United States of America. Study showed that both the American and German firms use the assessment centers but the purpose of some of them was different from the basics. For example the competencies assessed for job analysis might be identified through the use of interviews with job incumbents in 79% of US firms and only 39% of German firms. Most of the German firms rely on interviews for the selection of international managers or expatriates. so the assessment centers are considered to be an important process for expatriate selection. 2.5.3 Coffee Machine System This system was the idea of Harris and Brewster (1999) the key findings of the study show the reality of the selection process for expatriate selection in the organizations. In many organizations the selection process falls under what we call ‘coffee machine system’ and this system is the most common form of expatriate selection. What happens is that the senior line manager is standing by the coffee machine when he/she is joined by the colleague: ‘How’s it going?’ ‘Oh, you know, overworked and underpaid.’ Actually Jimmy in Mumbai has just fallen ill and is being flown home. I don’t know who I can choose to work over there at very short notice of time. It is driving me crazy. ‘Have you met Simon on the fifth floor?’ he is working in the same line of work. He is very good and bright and looks like going a long way. He was telling me that he and his wife had great holiday in Goa a couple of years ago. He seems to like India. Could be worthy to speak to him. Hey, thanks I will check and speak to him. ‘No problem. They don’t seem to be able to improve this coffee though, do they?’ What happen in the organization next is that the manger will take some decision and will have informal discussion with his seniors about Simon and then that man will be called and interviewed and selected for the required position. Accordingly HR department and financial department will be involved in the process and the formal and systematic process will be started. This method is rarely used in the organizations in particular cases when there is an urgent need to fill the position of expatriate. 2.6 Niche Assessments According to Bolt (2008 ) Many assessment venders specialize in certain niches and offer off-the-shelf products to meet clients’ testing needs. However, vendors can find such persons or individuals for the company who can fit in the organizations new environment and can coop with the new organization’s culture. Testing is the most important part of the application process of the candidate because testing gives the good idea of the individual’s abilities and competencies. 2.7 Factors involved in selection Process: There are number of factors which affect the performance of expatriate. Dowling, Welch, Schuler, (1999) recognised some of the important and most affective factors and these are the factors which involved to determine an appropriate expatriate selection process. All the factors are shown in a model below. Cross-cultural Suitability MMNE requirements SELECTION DECISION FFamily requirements LLanguage TTechnical Ability CCountry-cultural requirement Figure: 2.2 Source: (Factors in expatriate selection, pg 77 Dowling, Welch, Schuler, 1999). Figure 2.2 shows the factors which are required for an expatriate each of the above mentioned factors is discussed in detail below. 2.7.1 Technical Ability: According to Hays, 1971 All expatriates are assigned abroad to complete some task weather its building a dam, running some business, or teaching it all depends on the personal technical ability to perform that task. Obviously it is important to consider the individuals’ personal ability to perform the required task assigned to the expatriate. So in selection it is another important area which needs to look at. Different research findings show that the multinational organization give a lot of importance to the technical abilities of the individuals going abroad for international assignments at the time of their selection. According to Harvey and Novicevic,(2001) that technical and functional expertise has been the primary criterion for selecting expatriate managers for assignments. Hixon found that the selection was based on technical ability and willingness to reside abroad. If the individual is selected without keeping in view its technical ability. It can create the big problems for the multinational organizations to complete its related task or assignment. Reinforcing the emphasis on technical skills is the relative ease with which the multinational may assess the potential candidate’s potential, since technical and managerial competence can be determined on the basis of past performance of the individual who is going to be selected as expatriate. In fact domestic selection cannot be equal to the international selection but person can be selected on the basis of past domestic records which he has performed domestically as the basic criteria is always the same in all the multinational organizations so on the basis of past abilities there should not be any problem for the organizations to select the expatriates. This approach is also found by Foster and Johnsen,(1996) who report the results of the research into the expatriate selection practices for the newly internationalized UK organizations which shows that organizations keep in view the technical skills, and previous domestic records while selecting expatriate for international assignments. 2.7.2 Cross Cultural Suitability: The environment and the culture where an expatriate is going is an important factor for an expatriate. So the selectors of the expatriates should always consider the factor of culture for the expatriate. Although these factors does not guarantee for an expatriate for his successes but if these factors are not considered it can lead it towards the failure of expatriate. If the culture is considered then it is always important to study the Hofsted’s dimensions for cross culture and Trompenaar’s dimensions so these researches are explained in detail as follows. 2.7.3 Culture: Culture is always important for any expatriate selection, so it is very necessary for HR managers and selectors to keep the factor of culture in view while selecting expatriate for international assignments. There have been a lot of studies on culture and there are a lot of different definitions of culture some of them are given below. (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down from one generation to the next.’’ The life style of people living in the society is called culture it includes the social, economical, political, religious, life style of the individuals in the country. According to Drennan, 1992 â€Å"whatever is going around is called culture.† Culture is the way of life of a group of people. There are obvious differences between the different cultures such as language, dress, religion, beliefs, and behaviours of the people, and there are also implicit differences between the two cultures such as in values, assumptions about how things should be. so these different degrees of explicitness are often called the culture.(ScullionLinehan,2005). So the culture is very important factor for the selection of expatriate because the individuals move from one culture to another culture for the completion of their assignment. 2.7.4 Hofstede’s Cultural Dimensions Greet Hofstede’s culture’s consequences (1980, 2001) explores the differences in thinking and social action at the country level between members of 50 nations and three regions. Hofstede originally used IBM employees’ answers to company attitude survey conducted twice, around 1968 and 1972. The survey generated more than 116,000 questionnaires with the number of respondents used in the analysis being approximately 30,000 in 1969 and 41000 in 1973. Hofstede identified and validated four cultural dimensions from respondents patterned answers. For each dimension, he presented possible origins as well as predictors and consequences for management behavior. Hofsted’s four dimensions are as follows Power Distance Uncertainty Avoidance Individualism versus Collectivism Masculinity versus Femininity Another dimension which is fifth dimension presented by Michael Bond is Long term versus Short term Orientation was subsequently developed from a research to accommodate non-western orientations and has been adopted from the Chinese Culture Connection study. Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. It refers to the relationship between supervisors and subordinates. It reflects the extent to which the less powerful members of organisations expect and accept that power is distributed unequally. In organisations an illustration of a high power distance score is generally represented as a highly vertical hierarchical pyramid. Subordinates are often told or ordered about a particular task but they are not normally entitled to discuss the decision made by the top management so basically the meaning of power distance is that higher the person in hierarchy the more difficult will be this person to approach. So there are some barriers for that person to see their top management. The barriers can be of different ways like the person barriers or the employee is not allowed to see the top manager or they are not allowed to attend the high managerial level meetings in which decisions are made. So basically power distance shows the distance between a supervisor and his employee. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. According to Hofsted the extent to which the members of a culture feel threatened by uncertain or unknown situations. He argued that high uncertainty avoidance is expressed for example by a company’s need for regulations which tends to minimize in the behaviour of its employees. Company rules are such thing which cannot be broken by the employees even if he think that breaking the rule is in company’s best interest in such sort of environment the work stress is more and uncertainty avoidance is high. On the other hands if the employees are less affected by uncertainty is called low uncertainty avoidance. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Hofsted ask the IBM individuals that how important is to keep in view his work goals rather than the organisation. If there is preferred work goals stress dependence on organisation. For example good physical working condition, good ventilation enough space individualism in the work place can be seen. Collectivism can be seen in preference of collective organis MNE Selection Techniques for International Assignments MNE Selection Techniques for International Assignments Chapter1 Introduction The world has become the global village and globalization has become an important tool for the organizations to be successful in this rapidly changing world. So the coordination between different cultures and people with different backgrounds is increasing in a different multinational organization day by day. So it is very important to study that how the organizations deal with the multicultural set ups within an organization. During the past few decades the rapid changes in economic, social and political environment of the world has led organizations towards the globalization. According to Harvey Novicevic the increasing international activities and global competition resulted in increase in globalization. The process of recruitment and selection has always been very important in any organization. According to Dowling (1999) hiring and placing people in positions where they can perform effectively for the benefit of the organization is the goal of most organizations whether they are domestic or international. Heraty et al (1997) suggested that, in these new changing global condition increasingly, many organizations are transforming jobs into new structures which are more likely based on self directed work teams, made up of empowered individuals with the diverse background are replacing traditional specialized workers. So in this new challenging environment competition is increasing day by day and organizations need such personalities who can adjust themselves with the change. Burack and Singh (1995) also suggested that firms need adaptable people who can rapidly adjust themselves to the changing environment. So the people who are ready to change with the environmental changes always give advantage to the organization, and these kinds of people are very fruitful for the organization. According to ones and Viswesvaran (1997) in this rapidly changing world where the change is taking place every minute the organizations have been sending their members to other parts of the world to complete their assignments. According to Aycan and Kanungo expatriate is an employee of a business or government which is sent abroad to accomplish their organizational goals for temporary period which is more than six months and less than five years. International assignments not only give benefit to the individual expatriate but it also give the competitive advantage to the organization in the global environment. For many organizations sending of expatriate to the other countries to gain competitive advantage in global environment is the part of their overall human resource plan. (Caligiuri Lazarova, 2001). So keeping in view the importance of an expatriate the selection process of an expatriate is also very important step for an organization. According to Dowling the failure of expatriate is due to the selection error. This tells that selection plays an important role for a successful expatriate. So with the changing world it is need to have such staff who can adjust itself with the change. In this paper an effort is being made to give the importance of selection techniques for expatriates within a multinational organization. 1.1 Key purpose of study The world is globalizing day by day and now it is also called global village and specifically UK has become one of the biggest multicultural countries and there are a lot of multinational organizations working in UK With the changing world more of MNEs are sending their expatriates in other parts of the world to accomplish their goals and to gain competitive advantage in global world. As the selection is the most important step for any organization to choose its expatriate and it is always important for MNE’s to choose or select the right person for the given task. In fact an expatriate failure is often result of a selection error, and often compounded by in effective expatriate management policies. (Dowling Welch Schuler, 1999). The key purpose of this study is to show the importance of selection techniques for a MNE when selecting an expatriate for an international assignment. 1.2 Aims The aim of this study is to explore the proper selection techniques which can improve the performance of an expatriate and help him to retain. 1.3 Objectives: To outline the factors that influences the selection of expatriates. To examine different selection methods used for expatriate selection. To discuss in detail, issues of cross cultural variation in selection process of expatriates. 1.4 Hypothesis The hypothesis which is developed for this study is stated as below Without doing proper selection of expatriate much will be poor for the company and result in loss of company. 1.5 Theory an overview There has been a lot of work done on selection techniques of expatriates in last couple of decades. Selection is the most important part of the success of any expatriate, and if the selection is not according to the needs of organization then the failure chances of expatriate. Dowling says that redirecting future performance potential when hiring or promoting staff is challenging at the best time but if operating in foreign environment certainly adds other level of uncertainty. So if the process of selection is beholds specific importance within a domestic organisation then it must have some extra importance while choosing an international staff. 1.6 Selection The selection is kind of prediction of the organization’s peoples or decision makers keeping in view the profile of the candidate for the particular job (Hackett, 1991). The selection is a complete process of analyzing and viewing the profile of the employee and then selecting for the required job. Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to desler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 1.7 Methods of Selection: There are various selection techniques available, and for the selection procedure all of these depending on the situation and culture of the organization. Some of these selection methods are given below. Interviews Tests Assessment centres (Beardwell and Holden, 2001) So the above mentioned procedures are used by different organizations depending upon the nature of job and the normal practice they use within the organization. 1.8 Approaches for the Multinational There are four approaches for the recruitment and selection in any multinational organization. These four approaches are given as follows. Ethnocentric: It is the type of the recruitment approach in which all the key positions and top management is filled by the nationals of the parent company. According to this approach all the top management decisions and the key strategies of the companies is made by the parent country headquarters. Polycentric: It is the type of recruitment approach in which the host country fills all the key positions in the subsidiary. Each subsidiary is treated as the separate national entity. But all the key financial decisions are taken by the parent country headquarter. Regiocentric: It is the type of recruitment approach in which regional talent is preferred. For example if the person is required on for the development of any product then the person who will be recruited will be from the host country. Geocentric: This is the kind of approach where the persons are recruited without seen any race, religion or region. This approach is international based and is getting in practice in most of the developed countries like UK, USA etc. 1.9 Methods of international selection The different methods of selection for the expatriate selection which most of the multinational organizations use is as follows Psychometric Tests Assessment Centres Coffee Machine System 1.10 Selection of an Expatriarate The selection of expatriate is a bit different from the local selection of a local manager. For the selection of an international manager there are a lot of extra factors which needs to be considered by the selectors. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going. (Baruch 2005, pg 129). 1.11 Factors involve in selection of an Expatriate. According to Dowling and Welch the factor involve to determine an appropriate expatriate selection process are as Country-cultural requirement Language MNE requirements Technical Ability Cross Cultural Suitability Family Requirements (Dowling, Welch, Schuler, 1999) So keeping in view all the above mentioned factors an expatriate should be selected by a multinational organization. 1.12 Culture: (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down form one generation to the next.’’ 1.13 Corporate culture Corporate culture includes the behavioral patterns, concept, values, ceremonies and rituals that take place in the organization. It gives the members of the organization meaning as well as the internal rule of behavior when these values and beliefs customs’ rules and ceremony are accepted shared and circulated throughout the organization. (Trompenaars Turner 1997, pg 157-181) 1.14 Why consider culture? Adjusting in a new culture is always difficult and it causes problems for both expatriate and family members, therefore it is important for an International HR to look for the similarities of the two cultures in order to deal with the challenges in the business world key activity. dowling, welch,schuler, 1998 pg 132 Recent research shows that the expatriates who are unable to cope with the challenges find it difficult to adjust and incur costly implications. (Caligiuri, 1997, pg: 45-67). The factor of culture is very important for an expatriate selection process and HR managers will have to select such expatriate who is adjustable with the different cultured people and work with them for the cultural dimension Hofstede and Trompenaars cultural dimensions are given as follows 1.15 Hofstede’s four dimensions (1967-1973): Gooderham Nordhang (2003). ‘Culture is always a collective phenomenon, because it is at least partially shared with people who live or lived within the same environment, which is where it was learned. It is the collective programming of the mind which distinguishes the members of one group or category of people from another.’ Hofstede surveyed 116,000 IBM employees in 40 different nations about their preferences in the work environment. The analysis revealed the results creating 4 dimensions: Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Masculinity-Femininity: Masculine societies value assertiveness, competitiveness and materialism as opposed to the feminine values of relationships and the quality of life. 1.16 Trompenaars’ cultural dimensions: Trompenaars concluded four cultural dimensions that relate to the question of inter-personal relationships and work-related values Gooderham Nordhang (2003). Universalism vs. Particularism Communitarism vs. Individualism: Specific vs. diffuse Achievement vs. ascription: So these four dimensions of Trompenar also affect the selection process of an expatriate for international assignments. 1.17 Strategic choices in expatriate selection: Organizations normally have some strategic choices while selection of an expatriate. These strategic choices are mentioned below. Internal recruitment versus external recruitment Individuals versus teams Technical qualification versus other selection criteria Extrinsic rewards versus intrinsic rewards. Chapter 2 Literature Review: In this chapter researcher tried to discuss all the related studies which are done in past and are available in literature. A lot of work has been done in the literature on the topic of selection. Before proceeding to the actual topic it is necessary to look at the different methods of selection which an organization uses and see that what are the different techniques and criteria which are used for the selection of staff. 2.1 Selection: Moore (2006) discussed this as the selection is the whole process which includes choosing the right candidate for the position from those persons who have been recruited. This involves testing and evaluating the skills of an individual is required for the particular job. According to Dessler (2000) the selection is the process in which the recruited individual is whittled down by using screening tools like assessment centers, interviews, and different tests. 2.2 Expatriate selection: According to (Dowling, Welch, Schuler, 1999, pg: 154) Multinationals take great care in their selection process, however predicting future performance potential of the concerned staff is challenging at the best of times especially operating in foreign environments adds another level of uncertainty. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going (Baruch 2005, pg 129). 2.3 Importance of an Expatriates and International Assignments: The world is globalizing very rapidly and change has become necessary for the organization to survive and to gain competitive advantage internationally. According to Harris and Brewster, 1999. The rapidly globalizing world has increased the need for the international assignments and many of the organizations started considering international management experience for the top management. So the international assignments are becoming an important part for the success of an organization to gain competitive advantage. As discussed by Chen, Tzeng Tang, 2005 that organizations internationalize their operation to gain success and to increase its market value internationally and for this purpose an organization needs effective expatriate who can perform its task properly. In this new era the importance of expatriate has increased because expatriates are the ones who can give an organization proper international exposure and make the organization successful. 2.4 Selection Process: One of the most studied areas for the expatriate selection is the selection process of the expatriate. The selection of expatriate has always been difficult procedure for the multinational organizations. Swaak quotes one HR executive who said. â€Å"My job is to find people in a hurry.† So this system is highly crisis-oriented and unsophisticated. Swaak , 1995. Further confirming the problems for the nature of the selection process Still and Smith (1997) report the results of Australian research, which shows that there were a number of different ways through which expatriates were selected. They studied that the most impressive and important form of selection or evaluation of the expatriate was recommendation of the person by the line manager including chief executive officer or specialist persons. Mostly expatriates in the multinational organizations in a knee-jerk reaction to the need to fill a new or unexpected vacancies overseas. Actually there are well informed intercultural trainers or a good HR professional who selects the expatriates but basically it is HR department within multinational organization who selects the expatriate finally. Managements choose the most technical and competent candidates which makes the expatriates successful internationally. (Shilling, 1993 pg 58). 2.5 Types of selection Process: Psychometric Tests Assessment Centers Coffee machine system 2.5.1 Psychometric Tests: According to Passmore, 2008 Psychometrics are the widely used testing method for the selection of the employee and personal development. The psychological test is always important for the selection of the employee especially for the selection of an international manager. According to the validity of psychological tests is disputed. According to Sparow and Brewster (2007) the psychologists the variation between the different natured job test is very small (Schmidt and Hunter , 1998). According to a survey done by The Graduate Recruitment in 2007 two third or about 67 percent of 219 respondents surveyed said that the results of psychometric test had some influence on recruiting and selection decisions, and 24 percent said that it has strong influence, and only 2 percent said that these test does not have any influence. So the above figure shows the importance of psychometric tests. According to Sparow and Brewster (2007) psychological assessment increasingly involves the application of tests in different cultural contexts, either in a single country or different countries. Now a day the demand of cross cultural assessment test is increasing due to the increasing factor of globalization to gain competitive advantage in international market. According to Mendenhall and Oddou, 1985 one of the important option for evaluating the selection process is the use of psychological tests and evaluation dvices. There are number of instruments available to measure the stress level of an individual. Figure: 2.1 (Source: article by Jonathan Passmore, Bread and butter â€Å"How to use psychometrics for coaching†) In figure 2.1 the real importance of psychometric test is shown. Psychometric tests are reliable that the selected person will be the one on whom one can rely. And obviously these kinds of tests are valid for any kind of job. The most important point in this test is that it does not include any biasness and the selectors cannot show the biasness while selecting on the basis of psychometric tests. These tests are also standard for different jobs. So all the above mentioned qualities and factors involve in the psychometric tests. In other words one can say that almost all the abilities present in an individual’s mind can be noticed, and the end result will always ends up in the right selection of expatriate. 2.5.2 Assessment Centre: As the assessment centers are considered to be one of the best selection techniques so according to Sparow and Brewster assessment centers will be the best idea as a selection technique to assess the competency of international managers. This is rarely the case, however. According to sparrow (1999) Even where assessment centers are used to select the managers in international settings, the key cross cultural assessment centers seems to be to design the assessment process so that it is very adaptable to local environment in which it will be operated. So there is need of cross culture assessment centers in which international managers can be assessed accordingly with the changing environment. Krause and Gebert (2003) have done study on international literature on the conception, operation and evaluation of assessment centers. He examined 281 German firms whose language was German and he compares them with the previously studied firms of United States of America. Study showed that both the American and German firms use the assessment centers but the purpose of some of them was different from the basics. For example the competencies assessed for job analysis might be identified through the use of interviews with job incumbents in 79% of US firms and only 39% of German firms. Most of the German firms rely on interviews for the selection of international managers or expatriates. so the assessment centers are considered to be an important process for expatriate selection. 2.5.3 Coffee Machine System This system was the idea of Harris and Brewster (1999) the key findings of the study show the reality of the selection process for expatriate selection in the organizations. In many organizations the selection process falls under what we call ‘coffee machine system’ and this system is the most common form of expatriate selection. What happens is that the senior line manager is standing by the coffee machine when he/she is joined by the colleague: ‘How’s it going?’ ‘Oh, you know, overworked and underpaid.’ Actually Jimmy in Mumbai has just fallen ill and is being flown home. I don’t know who I can choose to work over there at very short notice of time. It is driving me crazy. ‘Have you met Simon on the fifth floor?’ he is working in the same line of work. He is very good and bright and looks like going a long way. He was telling me that he and his wife had great holiday in Goa a couple of years ago. He seems to like India. Could be worthy to speak to him. Hey, thanks I will check and speak to him. ‘No problem. They don’t seem to be able to improve this coffee though, do they?’ What happen in the organization next is that the manger will take some decision and will have informal discussion with his seniors about Simon and then that man will be called and interviewed and selected for the required position. Accordingly HR department and financial department will be involved in the process and the formal and systematic process will be started. This method is rarely used in the organizations in particular cases when there is an urgent need to fill the position of expatriate. 2.6 Niche Assessments According to Bolt (2008 ) Many assessment venders specialize in certain niches and offer off-the-shelf products to meet clients’ testing needs. However, vendors can find such persons or individuals for the company who can fit in the organizations new environment and can coop with the new organization’s culture. Testing is the most important part of the application process of the candidate because testing gives the good idea of the individual’s abilities and competencies. 2.7 Factors involved in selection Process: There are number of factors which affect the performance of expatriate. Dowling, Welch, Schuler, (1999) recognised some of the important and most affective factors and these are the factors which involved to determine an appropriate expatriate selection process. All the factors are shown in a model below. Cross-cultural Suitability MMNE requirements SELECTION DECISION FFamily requirements LLanguage TTechnical Ability CCountry-cultural requirement Figure: 2.2 Source: (Factors in expatriate selection, pg 77 Dowling, Welch, Schuler, 1999). Figure 2.2 shows the factors which are required for an expatriate each of the above mentioned factors is discussed in detail below. 2.7.1 Technical Ability: According to Hays, 1971 All expatriates are assigned abroad to complete some task weather its building a dam, running some business, or teaching it all depends on the personal technical ability to perform that task. Obviously it is important to consider the individuals’ personal ability to perform the required task assigned to the expatriate. So in selection it is another important area which needs to look at. Different research findings show that the multinational organization give a lot of importance to the technical abilities of the individuals going abroad for international assignments at the time of their selection. According to Harvey and Novicevic,(2001) that technical and functional expertise has been the primary criterion for selecting expatriate managers for assignments. Hixon found that the selection was based on technical ability and willingness to reside abroad. If the individual is selected without keeping in view its technical ability. It can create the big problems for the multinational organizations to complete its related task or assignment. Reinforcing the emphasis on technical skills is the relative ease with which the multinational may assess the potential candidate’s potential, since technical and managerial competence can be determined on the basis of past performance of the individual who is going to be selected as expatriate. In fact domestic selection cannot be equal to the international selection but person can be selected on the basis of past domestic records which he has performed domestically as the basic criteria is always the same in all the multinational organizations so on the basis of past abilities there should not be any problem for the organizations to select the expatriates. This approach is also found by Foster and Johnsen,(1996) who report the results of the research into the expatriate selection practices for the newly internationalized UK organizations which shows that organizations keep in view the technical skills, and previous domestic records while selecting expatriate for international assignments. 2.7.2 Cross Cultural Suitability: The environment and the culture where an expatriate is going is an important factor for an expatriate. So the selectors of the expatriates should always consider the factor of culture for the expatriate. Although these factors does not guarantee for an expatriate for his successes but if these factors are not considered it can lead it towards the failure of expatriate. If the culture is considered then it is always important to study the Hofsted’s dimensions for cross culture and Trompenaar’s dimensions so these researches are explained in detail as follows. 2.7.3 Culture: Culture is always important for any expatriate selection, so it is very necessary for HR managers and selectors to keep the factor of culture in view while selecting expatriate for international assignments. There have been a lot of studies on culture and there are a lot of different definitions of culture some of them are given below. (Kluckholn Strodtbeck 1952) define culture as, â€Å"a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down from one generation to the next.’’ The life style of people living in the society is called culture it includes the social, economical, political, religious, life style of the individuals in the country. According to Drennan, 1992 â€Å"whatever is going around is called culture.† Culture is the way of life of a group of people. There are obvious differences between the different cultures such as language, dress, religion, beliefs, and behaviours of the people, and there are also implicit differences between the two cultures such as in values, assumptions about how things should be. so these different degrees of explicitness are often called the culture.(ScullionLinehan,2005). So the culture is very important factor for the selection of expatriate because the individuals move from one culture to another culture for the completion of their assignment. 2.7.4 Hofstede’s Cultural Dimensions Greet Hofstede’s culture’s consequences (1980, 2001) explores the differences in thinking and social action at the country level between members of 50 nations and three regions. Hofstede originally used IBM employees’ answers to company attitude survey conducted twice, around 1968 and 1972. The survey generated more than 116,000 questionnaires with the number of respondents used in the analysis being approximately 30,000 in 1969 and 41000 in 1973. Hofstede identified and validated four cultural dimensions from respondents patterned answers. For each dimension, he presented possible origins as well as predictors and consequences for management behavior. Hofsted’s four dimensions are as follows Power Distance Uncertainty Avoidance Individualism versus Collectivism Masculinity versus Femininity Another dimension which is fifth dimension presented by Michael Bond is Long term versus Short term Orientation was subsequently developed from a research to accommodate non-western orientations and has been adopted from the Chinese Culture Connection study. Power distance: The dimension indicates the extent to which a society expects and accepts a high degree of inequality in institutions and organizations. It refers to the relationship between supervisors and subordinates. It reflects the extent to which the less powerful members of organisations expect and accept that power is distributed unequally. In organisations an illustration of a high power distance score is generally represented as a highly vertical hierarchical pyramid. Subordinates are often told or ordered about a particular task but they are not normally entitled to discuss the decision made by the top management so basically the meaning of power distance is that higher the person in hierarchy the more difficult will be this person to approach. So there are some barriers for that person to see their top management. The barriers can be of different ways like the person barriers or the employee is not allowed to see the top manager or they are not allowed to attend the high managerial level meetings in which decisions are made. So basically power distance shows the distance between a supervisor and his employee. Uncertainty avoidance: This refers to the degree to which a society prefers predictability, security and stability. According to Hofsted the extent to which the members of a culture feel threatened by uncertain or unknown situations. He argued that high uncertainty avoidance is expressed for example by a company’s need for regulations which tends to minimize in the behaviour of its employees. Company rules are such thing which cannot be broken by the employees even if he think that breaking the rule is in company’s best interest in such sort of environment the work stress is more and uncertainty avoidance is high. On the other hands if the employees are less affected by uncertainty is called low uncertainty avoidance. Individualism-Collectivism: this dimension relates to the extent to which people prefer to take care of themselves and their immediate families rather than being bound to some wider collectively such as extended family. Hofsted ask the IBM individuals that how important is to keep in view his work goals rather than the organisation. If there is preferred work goals stress dependence on organisation. For example good physical working condition, good ventilation enough space individualism in the work place can be seen. Collectivism can be seen in preference of collective organis