Chelvoh
Introduction Culture refers to the quantity in a person or organization revealed from interests of Excellency, manners as well letters. Newman et al., (1996) and Hampden-Turner (2004) noted that cultures influences the approaches upon managing people. Therefore, cultural differences imply the divergence in management practices. Culture seems to bind the hiring and treatment of employees in an organization. However the organizations rules, regulations that are paramount for effective management make it extremely difficult. Interests of culture in human resource management practices have provided justification to attempts of finding solution to the certain difficulties. Laurent et al., (1986) pointed that merely all management practices in HRM look outwardly to be most estimable to cultural differences which implies to their design and appropriateness. Culture is the basis of human resource management because it allows the employees of the organization make things happen and prosper, as well as allowing the productive aspect of the organization to thrive. According to Sparrow et al., (1997) national culture influences human resource management by defining in what it makes an effective manager prior to structure and strategic dynamics of the organization. However, the same cultural human resource management practices may not outsource similar results in different contexts; this essay aims at evaluating the influence of culture in human resource practices for an effective management.
Impact of culture on recruitment and selection of human resource practice
In an organizational structure the application of cultural differences have lead to diverse HR practices. This has lead to communication barrier, confusion and conflicts within the organization. Recruitment of workers is depended upon which the cultural practices one is an imitator because each company or country has different recruitment policies. In recruiting and selection of employees cultural contexts impacts HR practices if the following ways; Ethnocentrism: refers to stance whereby an individual accords his/her culture with superiority than others thereby diminishing them. According to Hofstede, (1980) this practise consist of the patterns of thinking, feeling and reacting that is acquitted and transmitted mainly in symbols. These feelings and practices leads to distinctive achievement of human groups that are coined from selected ideas or values. Therefore, when an organization enlarges its business activities they tend to stick to their mother country policies and practices. The pursuit of foreign policies and practices leads to a negative feeling to the employees due to such cultural attitude. Negative attitude from cultural diminish to the employees provokes them not to be productive because the find them narrow and self-centred. Therefore, by strictly following the culture of the mother country this approach leads to poor local responsiveness to the host country. The selection process differs from one country to another. Countries like Asia opts to extensive selection procedures unlike US that follows brief selection mode. According to psychologist screening process that is followed by sessions is necessary in making one aware of the distinct cultures, work and lifestyle in other countries. Employees are faced with difficulty in adapting to language, dressing code, food habits and foreign lifestyle at large. This hinders their creativity that they have in their own cultural setting. When selecting employees, an organization to endeavour to select the ones with technical skills, stress management skills and are not bound to their own cultures. For management of HR practices the company should choose candidates who can work overseas and cope with different cultures. Polycentrism factor: when a company opens up its business activity in a country that as more than one cultures in one setting, the parent company should appoint manager from that subsidiary foreign country/cultural setting. The manager will have a better understanding about the employee’s lifestyle, culture and behaviour. Ondrack, (1985) noted that it will be challenging for management to follow polycentric because the foreign law could prove to be a major barrier for a company to operate in its market. Therefore, the management should comply with the foreign laws and be responsive to the needs and culture of that country. If an organization builds their HR practices by incorporating the local culture of the foreign country, the polycentric approach becomes successful. This approach results to great level of local responsiveness. Understanding of the cultural setting of the employees implies successful management strategies and selection practice that in turn leads to prosperity if the organization. Geocentric influence: according to Mahmood, (2010); Treven (2001) this approaches was recognized by Elinder through pointing it as standardization of different marketing practices that unveil the concept of uniqueness of products, distribution and promotional strategies’. In this approach the HR strategies follows standardization concept. This concept allows any person to apply for a specified position in an organization worldwide; this allows the MNCs to choose the best employees regardless of nationality. Hill et al., (2007) noted that this approach helps the organization to be more locally responsive helping in reduction of cultural short-shortsightedness through the adoption of the best HR practices. Also employees can understand different cultures as they are transferred globally as a result of interaction and bonding.
Impact of culture on HR planning
According to Bratton & Gold, (2000) in an organization human resources are the most valuable and unique assets of the organization. Therefore, the organization is made up of people and function by means of the people. Gentleman et al., (1998) noted that in an organization HR planning allows the management to unite and direct the organizational activities and personnel in an effective way. Human resource planning concerns itself with employees’ management in an organization in achieving its objectives. Culture is directly prepositional to HR planning. Bratton et al., (2001) pointed that culture molds individual’s personality, which directly influences HR planning. This sub ending offers an insight of how culture impacts HR planning leading to different results in different cultures.
Power distance
According to Hofstede, (2001) power distance refers to the degree of agreement between people in which power should be shared equally in the society. He noted that power distance range implies to how much a country less powerful people accept and respect the unequal distribution of power. Jing (2010) pointed out that some cultures presents the power distance obviously while other preset it inconspicuously. Pellegrini and Scandura, (2006) point that. a culture with higher power distance perceives inequality as normal and natural. However, a culture with lower power distance people perceives that their voice in decision making should be heard. Power distance has an important impact in management styles and practices as noted by Emmerik et al., (2008).
Taleghani, (2010) pointed out that power distance plays a key role in employees’ willingness to supervisory acceptance and direction, as well as their emphasis in gaining support from the management. The higher the power distance the more the people will accept guidance from the management making them to be more enthusiastic to work. Hofstede, (2010) the lower the power distance the lower the lower the wages difference between the employees in an organization. Cultural contingencies Human resource planning involves the process of determining the positions in an organization that need to be filled and the process of filling them. Human resource planning requires the organization to use cultural data in career planning of who need to occupy the set position. Career planning flows employees attributes and developed plans accordingly like training. HRP and career planning are not based in a systematic or rational way other than cultural contexts. Herriot et al., (1997) viewed that India and Eastern Europe organizations employ more employees over is needed as way of curbing poverty and unemployment. A case study in North America shows that strategic human resource planning is directed towards enrolment of the best, qualified and right number of employees. It is also justified that the planning duration in HR is depended to cultural setting since it varies cross-culturally. According to Hall, (1995); Hope et al., (2001); Trompernaars, (1993) points out that culture bears perception in planning therefore planning is established in the cross-cultural management. Recruitment and selection main purposes that are dependent to planning vary across the culture. In human resource planning activity culture provides the following baseline from an organization; power distance, collectivism, diffuseness, uncertainty avoidance among other cultural dimensions. Cultural determination and power distance have a great implication to human resource planning. In a culture that is future oriented or has a lower power distance there is a long lasting systematic and rational approach to human resource and career planning. Unlike in past or present cultures or higher powered distance cultures career and human resource planning are handled with flexibility. Therefore, human resource planning is more determinable in low distanced cultures compared to high distance cultures. In conclusion from the above sentiments it can be justified that culture has different implications to human resource. The cultural approach to which an organization employs will lead to different results as opposed to other organization.
References
Aycan, Z. (2005). The interplay between cultural and institutional/structural contingencies in human resource management practices. The International Journal of Human Resource Management, 16(7), 1083-1119.
Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. (2000). Impact of culture on human resource management practices: A 10‐country comparison. Applied Psychology, 49(1), 192-221.
Cultural impact on HR planning, retrwived from https://brainmass.com/business/human-resources-management/human-resource-management-how-can-culture-affect-hr-planning-261671 accesed on NOVEMBER, 20/2019
Riyadh, M. H. H., Zaman, S., & Hasan, M. M. (2015). Impact of Culture on HRM practices: a Comparative Study between foreign MNCs and South Asian Companies in South Asia. Journal of Business and Management, 17(6), 15.
Shahid, S., Siddiqi, N., & Shafi, A. (2015). Impact of HR System on Organizational Performance in Multinational National Companies in Pakistan by using Ethnocentric, Polycentric and Geocentric Management Approaches as Moderators. European Journal of Business and Management. 7 (7).
Ugoani, J. (2016). Cultural dimensions in global human resource management: implications for Nigeria. INDEPENDENT JOURNAL OF MANAGEMENT & PRODUCTION (IJM&P), 7(3).
smoothie edit
BOOK TITLE: GREEN SMOTHIE BOOK PROLOGUE AND INTRODUCTION According to this book smoothies can be attributed to as a thick and creamy drinks made up of crushed raw fruits, vegetables among other ingredients. This book points out that health benefit of green smoothie relies upon its ingredients and their extents. Numerous smoothies incorporates enormous or different servings products of fruits and vegetables, which are prescribed in a healthy eating regimen and proposed to be a supper meal substitution. It is worthily noted that green smoothie should consist half of green leafy vegetables.
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This book plays out a significant task in responding to all inquiries and cases of green smoothie readiness from the comfort of your home. The book takes note of all reality that one has to know and comprehend about green smoothie and green nourishment's on the weight lose. In addition, this book seeks at empowering the pioneer to settle on an informed decision and choice in his/her eating habit by giving a 7-day green smoothie challenge. This books targets to giving justifiable knowledge and information of all what you have to be informed about green smoothie. The stunning piece of this book is the means by which green nourishment's(foods and smoothies) will be utilized in purifying our bodies boosting health just as weight reduction for well being improvement.
In this ultimate guide you will learn: 1.Redefine your health , regain your beauty 2.Why green foods? 3.Why green smoothies? 4.How green smoothies change life; research results 5.10 massive benefits of green smoothie 6.How to prepare green smoothie at home? 7.How to prepare green smoothie from comfort of your home 8.Tips to buying and storing Greens and fruits 9.How to save money with Green smoothies 10.Grow your own greens 11.The 7-day Green smoothies challenge 12.Foods you should eat and not eat when making the 7-day challenge 13.How to continue losing weight after the 7-day challenge 14.Tips for healthier lifestyle 15.Frequently asked questions (FAQs) 16.50 quick, easy and delicious recipes for green smoothies
In being brief, following the guidelines laid in this book will lead to amazing health benefits like energy boosting, how to cleanse ones body, how to lose weighty quickly and permanently, understanding smoothie preparation from comfort of your home as well a health improvement. In addition, this book contains a comprehensive reference to 50 easy, quick and delicious recipes to green smoothies. This guide provides full information that will help you follow balanced green foods as you never did before. Also you will find the best and right tips on how to live a simple lifestyle without giving up on the meal and diet plans you have been following.
All in all, smoothies and green foods may be accorded with a great significant in increasing fruits and vegetable intakes in our diet, something which would lead to many health benefits. Although, fruits and greens consumption may consist large quantities of added and natural sugars which may influence dental problems and obesity, this books offers tips for a healthier lifestyle in selecting the right smoothie ingredients without added sugar. These tips also highlights safety measures in buying and storing greens and fruits. The most noted strategy of avoiding this added sugars is through making owns green smoothies which is the major focus and core aim of this book.
It is my hope that THE GREEEN SMOOTHIE guide book will be helpful and productive resource in helping you start a better healthy plan in your diet.
SOCIAL STAR CREATOR CAMP and YOUNG ACTORS CAMP
SOCIAL STAR CREATOR CAMP is an overnight summer camp focused on creating, optimizing and defining social media platforms. It began summer in the summer 2017 by entrepreneur Nichelle Rodriguez. Social Star Creator Camp grew from filled electives during another program, Young Actors Camp. It was the first social media focused summer camp which would to a controversial Guardian Magazine article. Many news articles would follow focusing on sensationalizing teens using their summers on social media. Mixed reviews from public polling were posted and lead to her defending the content of the camp. Nichelle was under fire for her price structure and business model.
YOUNG ACTORS CAMP is an overnight summer camp in Los Angeles started in 1999 by entrepreneur and actress Nichelle Rodriguez.
Young Actors Camp would rise to popularity with the help of visiting artist such as Selena Gomez, Lucy Hale, Zendaya and other industry executives. In 2016 Nichelle initiated a segment of camp open to high functioning autistic teens and young adults who had interest in the film acting industry. In 2017 Cast and Crew Universe became the hub for various other media related immersion programs.
SOCIAL STAR CREATOR CAMP edit
SOCIAL STAR CREATOR CAMP SOCIAL STAR CREATOR CAMP is an overnight summer camp focused on creating, optimizing and defining social media platforms. It began to summer in summer 2017 by entrepreneur Nichelle Rodriguez.
Social Star Creator Camp grew from filled electives during another program, Young Actors Camp. It was the first social media-focused summer camp which would to a controversial Guardian Magazine article. Many news articles would follow focusing on sensationalizing teens using their summers on social media. Mixed reviews from public polling were posted and lead to her defending the content of the camp. Nichelle was under fire for her price structure and business model.
Established- 2017
Abbreviations- SSCC
Founder- Nichelle Rodriguez
Location- Los Angeles
Tagline- Camps for Rising Social Media Creators
https://redtri.com/kids-are-learning-how-to-be-social-media-stars-at-this-summer-camp
YOUNG ACTORS CAMP edit
YOUNG ACTORS CAMP
YOUNG ACTORS CAMP is an overnight summer camp in Los Angeles started in 1999 by entrepreneur and actress Nichelle Rodriguez.
Young Actors Camp would rise to popularity with the help of visiting artists such as Selena Gomez, Lucy Hale, Zendaya and other industry executives. In 2016 Nichelle initiated a segment of camp open to high functioning autistic teens and young adults who had an interest in the film acting industry. In 2017 Cast and Crew Universe became the hub for various other media related immersion programs.
Established- 1999
Abbreviations- YAC
Founder- Nichelle Rodriguez
Location- Los Angeles
Tagline- Dream it! Master it! Do it!
Your submission at Articles for creation: Young Actors Camp (September 22) edit
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Hello, Chelvoh!
Having an article declined at Articles for Creation can be disappointing. If you are wondering why your article submission was declined, please post a question at the Articles for creation help desk. If you have any other questions about your editing experience, we'd love to help you at the Teahouse, a friendly space on Wikipedia where experienced editors lend a hand to help new editors like yourself! See you there! Dan arndt (talk) 07:53, 22 September 2020 (UTC)
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Your submission at Articles for creation: September (September 22) edit
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But I didn't publish it earlier Chelvoh (talk) 12:52, 22 September 2020 (UTC)
Your submission at Articles for creation: SocialStar Creator Camp (October 7) edit
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Concern regarding Draft:September edit
Hello, Chelvoh. I just wanted to let you know that Draft:September, a page you created, has not been edited in at least 5 months. Draft space is not an indefinite storage location for content that is not appropriate for article space.
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Thank you for your submission to Wikipedia. FireflyBot (talk) 12:00, 22 February 2021 (UTC)
Concern regarding Draft:SocialStar Creator Camp edit
Hello, Chelvoh. This is a bot-delivered message letting you know that Draft:SocialStar Creator Camp, a page you created, has not been edited in at least 5 months. Draft space is not an indefinite storage location for content that is not appropriate for article space.
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Your draft article, Draft:Young Actors Camp edit
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Thank you for your submission to Wikipedia! Celestina007 (talk) 10:48, 22 March 2021 (UTC)
Your draft article, Draft:SocialStar Creator Camp edit
Hello, Chelvoh. It has been over six months since you last edited the Articles for Creation submission or Draft page you started, "SocialStar Creator Camp".
In accordance with our policy that Wikipedia is not for the indefinite hosting of material deemed unsuitable for the encyclopedia mainspace, the draft has been nominated for deletion. If you plan on working on it further, or editing it to address the issues raised if it was declined, simply and remove the {{db-afc}}, {{db-draft}}, or {{db-g13}} code.
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Thank you for your submission to Wikipedia! CommanderWaterford (talk) 08:17, 7 April 2021 (UTC)