Leadership Behavior, Team Effectiveness And Conflict...

Introduction Due to the inception of the study on leadership behavior, team effectiveness and conflict management skills, leaders now have valuable resources available at their fingertips to determine what need be done to create a high-performing team. Unfortunately, often times, leaders miss the point and find themselves with teams ridden in conflict and become stuck, leading to organizational ineffectiveness (Gostick Elton, 2012). Since the workplace today consists of an ever changing, instantaneous environment, it is important that leaders ensure their capability to deal with conflict. As such, the following will discuss research found on leading teams through conflict, including (a) diversity conflict amongst teams; (b) managing†¦show more content†¦Diversity Conflict Due to technological advances, teams have found themselves in a much better place, collaboration-wise, than ever before. Meetings can now be held online, anytime, almost anywhere (Berrey, 2010). Addit ionally, the members of teams have become different, too. There are many more different cultures working together than ever before, including those from different countries that speak numerous languages. Because of all these differences, conflict can occur at any time. It is important leaders and team members learn to deal with these differences and conflicts accordingly in order to maintain or create a high-performing team (Woehr, Arciniega Poling, 2013). Cultural Conflict Common sense tells us that different people with different backgrounds and different perspectives are needed in the workplace; these differences increase team creativity (Stahl Maznevski, 2011). Unfortunately, this creativity can only occur if all the people on the team are on the same page. Often times, with the cultural differences, members will find themselves involved in some sort of conflict (Stahl Maznevski, 2011). An important part of culture is the way in which people, or in this case, members of the team, identify within a group (Stahl Maznevski, 2011). Individualist Cultures are oriented around self and independence, instead of a group mentality; personal goals are valued

Kudler Fine Foods Database Analysis Essay - 1763 Words

Kudler Fine Foods Database Analysis Overview Kudler Fines Foods is a rapidly growing small business located in Southern California. Founded in 1998, Kudler specializes in providing quality gourmet foods to a wide range of customers. When Kudler opened its first store back in 1998, Microsoft Access was chosen as the database platform used to track inventory, orders and customers. While this initially proved to be an adequate solution, it has since outgrown its usefulness. Now with three stores and a fourth due to open soon, a new database management system must be put into place. One of the most detrimental problems with the Microsoft Access database is that it is limited to a file size of only two gigabytes. While this may†¦show more content†¦The Inventory table contains the components that make up an Item. It is used for managing inventory and determining the availability of ingredients that go into prepared items, such as bakery products, etc. Each record in the inventory table is linked to the Item table by the item_id and to the Supplier’s table by the supplier_id. The Item table stores information pertaining to products that may appear on an order. It describes goods that can be purchased from a Store. The Item table is linked to the Inventory table by way of the item_id and to the Order Line table by the item_id field. The Order table is used to record information pertinent to each order placed with a given store. Each order will have one or more entries in the Order Line table associated with it. The Order table is linked to the Order Line table by the store_code and the order_id. It also links to the Customer table via the customer_id field. The Order Line table contains details on items appearing on an order. One or more order lines are associated with each order and each order line references an item being purchased with its description, quantity, price, etc. The Order Line table is linked with the Order table by the order_id and the store_code. It also links to the Item table by the item_id. The Store table retains data for each store location, such as name, address, phone numbers, emergency contacts, etc. TheShow MoreRelatedBsa 310 Kudler Frequent Shopper Program1557 Words   |  7 PagesKudler Fine Foods is a much renowned food store, established at the different locations in California. The main focus of the store is to have ‘profit maximization’ by providing quality products at appropriate prices, in comparison of the competitors. The firm also wants to satisfy its clientele. Through this objective, the store wants to acquire major expansion. It currently wishes to enlarge its services by attaining perfection in the in the operational activities. 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Cohesiveness and Organizational Support †Free Samples to Students

Question: Discuss about the Cohesiveness and Organizational Support. Answer: Introduction Human Resource Management, often abbreviated as, HRM, refers to the management of the human resources. It is designed by the department of HR, in order to maximize the performance of the employees in accordance with the organizations strategic objectives. Its primary objectives are managing the people of the organizations, by focusing on its policies and systems. It is responsible for designing the employee benefits, recruitment, development, training, rewarding and performance appraisals (Al Ariss, Cascio Paauwe, 2014). The report highlights the Expatriate performance of the multinational organizations and how international organizations manage this effectively. Expatriate performance management is practiced in multinational enterprises. There is no such prevalent form, existing for the expatriate performance management. It is strongly influenced by the parent organizations culture. The expatriate performance management consists of seven major activities; linkage to the strategy of the organization, setting of the behavior of individual performance, identifying the variables which is impactful for the performances, appraising the employees performance, providing the employees with regular feedback regarding their performances and the progress towards the organizational goals, providing them with opportunities for growth and improvement and lastly linking of the results with that of rewards (Andresen, Al Ariss Walther, 2012). The report throws light on how the international organizations manage their expatriate performances effectively and efficiently. In addition to this, it includes literature review of the performance management of international employees along with the cross cultural context. Moreover, it discusses about the cultural adjustment, performance criteria and performance feedback. Performance management of International employees The human resource department of any organization must work with their managers, who are responsible for the welfare of the expatriate employees. Together, they must work on the development of critical and professional profile of each and every employee, who all are assigned for an assignment of international domain. The expatriate performance management consists of seven major activities; linkage to the strategy of the organization, setting of the behavior of individual performance, identifying the variables which is impactful for the performances, appraising the employees performance, providing the employees with regular feedback regarding their performances and the progress towards the organizational goals, providing them with opportunities for growth and improvement and lastly linking of the results with that of rewards (Andresen, Bergdolt Dickmann, 2014). The management of the expatriate profile must clearly outline the facts of the companys expectations as well as their productivity standards, which will enhance their profitability and the operations efficiency. Managing expatriate performance is an important part of any corporate strategy. Moreover, it helps in serving several goals of the organization. It also helps in identifying the international employees who have high potential and proves to be beneficial for the company. It facilitates the equitability of reward performance and also segregates the employee needs and demands for the development (Andresen, Bergdolt Margenfeld, 2012). An organization greatly suffers when international projects fail to live up the organizations expectations. It is extremely costly for the image of the organization and its reputation. Companies must emphasize on their importance of appropriate selection of the staff members or the associates for international projects or assignments. A detailed and consistent assessment of the expatriate employees performance and their appraisal for the operations, is very critical for an international projects success (Armstrong Taylor, 2014). The failure or success of the company totally depends on how the employees are working together for the achievement of international assignments. Several issues like the timing and criteria of the performance reviews, the employees raises as well as bonuses are to be discussed accordingly and agreed before the selection and placing of the employees for the assignments takes place. However, appraising the expatriate employees performance is as important as th at of the domestic employees assignments (Awais Bhatti, Mohamed Battour Rageh Ismail, 2013). Each and every international assignment is unique and different in its own self. A common rule for appraising the expatriate workers is that each and every international office must use a unique and different system of appraisals. Employers must keep a check on the system of the appraisals and must not agree on taking a performance appraisal system which was designed for the appraisal of domestic employees. It is the duty of the company to set up different and unique appraisal systems for the international or expatriate employees (Beardwell Thompson, 2014). It should be modified in accordance with the expatriate employees performances based on several criteria, like the environment, task factor as well as personality factors. The company must understand the policies and take under consideration while the assessment of expatriate employees performances takes place. The human resource department of the organization should discuss with the performance managers and outline their apprais als accordingly (Awais Bhatti, Mohamed Battour Rageh Ismail, 2013). Variables impacting the expatriate performance The compensation package: The main focus of the international programs of compensation is to provide the international employees with sufficient amount of wages in order to keep them at a good financial level, at the point of their international projects. They must not lose their ground economically. The compensation package must include the normal salary, in addition to the benefits being offered in the employees home countries. For expatriate employees, the base salary is the primary allowance packages, which includes foreign premium services, living cost allowances, utility and housing allowances, in service benefits as well as pension contributions. It may be paid in local or home currency or in dollar, pound and others (Bratton Gold, 2012). Headquarter Support: The headquarters support is a very important factor. It should extend from the individual expatriate employee to his/her family members. The external context acts as an important determinant for the expatriate employees performances. The contexts differ on the basis of societal, economical, legal, technical, operational and physical factors. Headquarters support plays a bigger role in the expatriates performances. If the expatriate performance is not managed carefully then it may hamper the progress. Employees may suffer from sleep disturbances, anxiety, stress, health disorders and others. Therefore, it is to be taken care and headquarters must fully support in order to enhance their performance levels (Cerdin Brewster, 2014). Cultural Adjustment:Expatriates performances are mediated by the adoption of cross cultural factors. Managers of any organization must be aware of certain skills which are necessary for creating and maintaining a successful and diverse workforce. Firstly, they must take care that none of its employees are facing discrimination and stereotyping. Managers must be aware of its consequences. They must be able to recognize their own cultural prejudices and biasness so that they can work on it. They must change the organizations working procedure when it is necessary. Organizations must be aware of all the tactics to manage workplace diversity in order to have a successful and bright future. They must provide their employees with diversity trainings (Chang, Gong Peng, 2012). Cross cultural context for expatriate performance management Effectiveness of team work completely depends on the way the team members are working in order to achieve a common organizational goal. Efficient team members maintain peace and harmony, while working. Generally, it doesnt happen by accident. Excessive amount of hard work, cooperation, struggle and commitment results into a better team, which is the key to success. A team is only productive when it is committed to a specific goal and the members are able to complete the goal by using their own resources (Collings, 2014). When a team is introduced to the goal, all the team members should come forward and work as an individual unit in order to finish the task. Each and every membershould equally participate in the given task and share their efforts in order to get good results as it is essential for the teams success. Moreover, diverse workforce can be regarded as a reflection of changing marketplace and the world. Cultural diversity helps in introducing high values to the work. Respec ting the differences of every individual proves to be beneficial, which helps in creating competitiveness and increasing the work productivity as well (Deresky, 2017). Quests for the global presence and globalization have led to the expansion of the multinational corporations, into more new market segments with higher returns. The expansion of the markets has led to the increased competition of the talented workers. It has driven employment of increased number of expatriate employees or workers to manage the overseas operations of the businesses. Literature reviews show that the poor performances of job can be a result of poor cross cultural adjustments in the foreign locations. It is therefore, important to ensure that all the corporations are appointing capable candidates or workers for the overseas projects, so that it helps in bringing in a good investment for the multinational organizations (Ghauri Park, 2012). However, due to economic and political situations improvements in Africa and other countries, international corporations view these places as a total new and emerging markets for managing the business operations. Research on these, as such adjustments of expatriate performances, has been taking place for the last two or three decades. Managing cross cultural factors is important as it assists the human resource professionals to plan and implement appropriate programs for the expatriate employees. It also helps to bridge the gaps between the countries and emerging nations. It also contributes to the better understanding of human beings (Harris, 2012). A company with diverse collection of experiences and skills for example; cultural understanding, languages, ethnicity and more, is able to provide services to the customers globally. It helps in enhancing the companys service range, which is beneficial for them. A diverse group of workforce, which feels free to communicate, can provide a wide range of experiences, points of view and skills. It helps the organization to meet the needs of customers and business strategies more adequately. Multinational companies, which encourage diverse workforce, can be an inspiration to all of its associates and encourage them to perform to their best (Hendry, 2012). More effective execution and implementation of business strategies is possible, which in turn results in profitability, return of investment and profit. However, implementing diversity in the policies of the workplace can prove to be a challenge to all the diversity advocates. Based on the results of employees research data and assessmen ts, they must implement and build a strategy to maximize the diversity effects in the organizations workplace. Only diversity training is not enough for the diversity management plan of the organization. Several strategies must be there and it should be implemented to create diversity culture that permeates each and every function and department of the organization (Jehanzeb, Rasheed Rasheed, 2013). Performance Appraisal of international employees Performance appraisal for the international employees is some strategic process which is taken care by the human resource managers of the company. It enables the MNCs or multinational corporations to improve or evaluate the employees continuously. It also takes care of the subsidiary units for its improvement as well as the corporate performances and preset objectives. Effective management helps in creating a system of incentives which ensures the international workers as well as the overseas subsidiaries to work in accordance with the interests of the home company. International performance appraisals are complex because of the asymmetrical information and incongruence of the goals, between parent or home company with its subsidiaries (Jiang et al., 2012). There are various approaches to the international performance appraisals for the multinational companies to choose, and the approaches are mainly affected by the firm specific and host contextual factors. However, the importance o f the international performance appraisals has worldwide recognition and most of the multinational corporations have effectively managed it. It helps in determining the achievement and ability of the workers along with reasonable consistency and accuracy. Moreover, it helps in the identification of the so called obstacles in the path of the top performances (Kersiene Savaneviciene, 2015). The criteria in order to assess the performances of the expatriate workers must be clear, practical, reliable and relevant as well as meaningful. The performance criteria must be based on the workers traits and work profile. The company should focus on his/her quality of work and performances. Moreover, his/her behavior, that is, how he/she behaves in the company, must be taken into account. The performance criteria also depend on the way the worker is treating his/her colleagues or work friends. A companys success depends on its capability in embracing diversity and realizing its benefits (Kraimer, BolinoMead, 2016). The organizations which are able to handle actively multiple issues related to diversity can progress on a long run. It increases adaptability as employees with various backgrounds bring in individual experiences and talents, giving new ideas and sharing different views which help in adapting to customer demands and fluctuating markets. The multinational companies must be able to establish the performance standards of the employees by encouraging them on a daily basis. They must communicate their working standards to the employees to increase their level of performance. Moreover, daily report of the expatriate workers performance must be kept in record and observed by the human resource managers (McEvoy Buller, 2013). However, establishing the performance criteria can be a difficult task altogether. This is due to the major differences in the equitable standards of productivity and international environments, which are applicable for the servicing and manufacturing of subsidiaries of foreign companies. Performance feedbacks and criteria are being best established by combining norms and values of each and every local environment with home offices standards of performances (McNulty, 2013). Individual profile of the countries must be developed and they should take the foreign environment of subsidiaries into account. This particular profile must be used in order to review certain factors which may have an impactful effect on the performances of expatriate employees. Such factors are language, politics, culture, labor relations, government, control, economy and communication. Once these factors affecting the performances of expatriate employees are determined, the message must be circulated among the subsidiaries of the multinational organizations and feedback must be generated on the basis of that (McNulty, De Cieri Hutchings, 2013). Critical and professional profiles of each and every expatriate worker must be compared against the other employees within the country cluster in order to ensure that the performance is properly measured and reviewed. In fact, these criteria are useful for providing the workers with the feedback regarding their performances. It is also used when the individual employees are being appraised in the international assignments (McPhail et al., 2012). Management of the expatriate performances affectively Organizations exist in order to achieve their goals and objectives. The success degree of the individual employees depends on the effectiveness of the organization. The assessment of the individual successful employees attaining or meeting their individual goals or objectives become a very crucial part of the human resource management. Taking the case of multinational organizations, several new and different dimensions come into play. The cross cultural diversity influences the whole process to a huge extent (Min, Magnini Singal, 2013). Moreover, the performance evaluation procedure of the expatriate employees or workers is very much attached with the subsidiaries performances. Multinational organizations are the group of various subsidiaries which collaboratively try to achieve the sustainable and competitive advantages through mutual and supportive goals. The performance evaluation of the individual subsidiaries become a crucial part and this particular subject has to be taken int o consideration while evaluating the expatriate workers performances (Nery-Kjerfve McLean, 2012). The compensation package: The expatriate workers must be provided with several benefits which include the housing allowance as well as relocation assistance. The main focus of the international programs of compensation is to provide the international employees with sufficient amount of wages in order to keep them at a good financial level, at the point of their international projects. They must not lose their ground economically (PengBeamish, 2014). The compensation package must include the normal salary, in addition to the benefits being offered in the employees home countries. For expatriate employees, the base salary is the primary allowance packages, which includes foreign premium services, living cost allowances, utility and housing allowances, in service benefits as well as pension contributions. It may be paid in local or home currency or in dollar, pound and others (Reiche, Mendenhall Stahl, 2016). At times, the parent country nationals receive a premium salary which acts as an inducement to the foreign assignment acceptance or as a compensation to the hardship which is caused due to the transfer. Those payments vary from assignment to assignment, depending on the actual hardship or the tax paid to the governments of the foreign countries and even on the assignments length. Various allowances are offered to the expatriate workers taking the assignments into consideration.It includes living cost allowance which involves the payment of compensation of various expenditures of home country as well as foreign country (Richardson McKenna, 2014). Housing allowance indicates that the expatriate workers must be able to maintain the living standards of their home country. Travel allowances and home leaves are given to them in order to cover all the trip expenses of their travel to the home country, and that is usually once in the year. These trips help the expatriate workers to renew th eir family as well as the business ties. It also avoids adjustment issues and problems. Moreover, education allowances are also given to the expatriate workers children for their education requirement. Education allowances basically includes the items like tuition, books, language classes tuition, uniforms and transportation (Rosenbusch Cseh, 2012). Relocation allowances mainly cover the shipping, moving, temporary living costs and expenses, down payments and other lease related expenses or charges. Various international plans of compensation attempt in protecting the expatriate workers from any kind of consequences related to the taxation. They are allotted with equalization tax plans. In accordance with this plan, the multinational companies help in adjusting the base of the employees income. It is done in order to secure the expatriate workers so that they do not have to pay more tax. The expatriate workers are also allotted with spouse assistance, in order to safeguard the income loss of the expatriates spouse, for relocating abroad (Santosh Muthiah, 2012). Multinational organizations pay spouse allowances to encourage the expatriate employees to undertake the international projects or assignments. The compensation packages of the employees may vary from company to company as well as location to location enormously. It is i mportant to take several factors into consideration, while negotiating a contract of expat. The multinational organizations must keep a check on the employments nature, governing laws as well as jurisdiction and the duration of the contract and termination notice period as well. Therefore, these factors must be taken into consideration while deciding the compensation packages for the expatriate workers or employees. The nature of the employment can be determined on the basis of the local and expatriate employees (Richardson McKenna, 2014). Headquarter Support: As the compensation package, the headquarters support is also plays a very important factor for the betterment of the expatriate employees. It is a necessityfor the home company to extend their support to the expatriate workers. They should also be provided with moral support and courage, mainly at situations, when they are having a tough time in getting accustomed to the working culture of the foreign company. It should extend from the individual expatriate employee to his/her family members. The external context acts as an important determinant for the expatriate employees performances (Santosh Muthiah, 2012). The contexts differ on the basis of societal, economical, legal, technical, operational and physical factors. Headquarters support plays a bigger role in the expatriates performances. If the expatriate performance is not managed carefully then it may hamper the progress. Employees may suffer from sleep disturbances, anxiety, stress, health disorders and others. Therefore, it is to be taken care and headquarters must fully support in order to enhance their performance levels. Moreover, the families of the expatriate employees must also be provided with medical and moral assistance (Shaffer et al., 2012). Headquarters support helps the expatriate workers in making extra money, improving the prospects of their career, establishing their loyaltyfor the organization and also committing to make the international assignment successful. There are various support facilities which the headquarters should provide. Some of them are explained in this part of the report. The headquarters must provide the workers with support for the proper management of practical problems. This can be done by setting up of various policies which would encourage the expatriate workers to work in the culture which is totally new to him (Song, 2014). They must be provided with several opportunities which will enable them to settle and calm down. The organizations culture and working environment must not scare or demotivate the expatriate workers. They should extend their helping hand in order to give the workers their home companys environment. If any expatriate worker is deeply discouraged by the working environmen t, he/she must be provided with timely counselling and psychological therapies. It is to be taken care that the expatriate workers mental as well as physical health is not hampered by the working culture (TohSrinivas, 2012). Expatriate employees or workers works under extreme pressure and at times, there is a possibility of threat regarding their lives. These things need to be taken care by the organizations. An employee is serving for the organization, therefore, the organization is responsible for his/her wellbeing. One of the major challenges in a workplace is the managements discrimination and prejudice. It affects the team effectiveness and work productivity which leads to the companys downfall. Negative behaviors and attitudes that include stereotyping, discrimination and prejudice can be a barrier to the organizational diversity as they harm working relationships and morale (Vaiman,Haslberger Vance, 2015). Such attitudes should never be applied by the managers of any organization for hiring and terminating its employees. Expatriate employees can even take legal actions for this and complain against the manager and the organization as well. Moreover, the manager of any company has loads of respons ibilities in this as it depends on his ability to figure out what is good for his/her organization based on the team work. While creating a successful and diversified workforce, the manager must be able to focus on his/her personal awareness. It is for both, the managers as well as the associates (Vaiman, ScullionCollings, 2012). Cultural Adjustment: A cross cultural or diverse workforce can be regarded as a reflection of changing marketplace and the world. It is responsible for bringing in high values to any organization. Respecting differences of each and every expatriate worker proves to be beneficial at the workplace. It creates competitiveness and increases the work productivity as well (Yeh Hong, 2012). Managing cultural diversity benefits the associates by creating safe and fair environment where each and every employee has the access to opportunities as well as challenges. Proper management tools must be applied or implemented in a culturally diversified workplace to educate the employees about diversity and the issues related to it, including rules and regulations. Most of the workplaces comprise diverse cultures and thus the organizations must learn how and what to adapt in order to have a successful future (Richardson McKenna, 2014). To be very specific, people are no longer confined to a particular place and work in a known environment. They love experiencing different cultures and diversities. They are now becoming a part of a vast and worldwide economy which is competing within a framework. This is the reason why profit as well as non-profit organizations is becoming more and more diversified in order to stay in the competition. Expatriates performances are mediated by the adoption of cross cultural factors (Rosenbusch Cseh, 2012). Managers of any organization must be aware of certain skills which are necessary for creating and maintaining a successful and diverse workforce. Firstly, they must take care that none of its employees are facing discrimination and stereotyping. Managers must be aware of all the consequences. They must be able to recognize their own cultural prejudices and biasness so that they can work on it. They must change the organizations working procedure when it is necessary. Organizations must be aware of all the tactics to manage workplace diversity in order to have a successful and bright future. They must provide their employees with diversity trainings (Reiche, Mendenhall Stahl, 2016). A multinational company with a diverse collection of experiences and skills for example; cultural understanding, languages, ethnicity and more, is able to provide services to the customers globally. It helps in enhancing the companys service range, which is beneficial for them. Moreover, a culturally diverse group of workforce, which feels free to communicate, can provide a wide range of experiences, points of view and skills (Nery-Kjerfve McLean, 2012). It helps the organization to meet the needs of customers and business strategies more adequately. Multinational companies, which encourage diverse workforce, can be an inspiration to all of its associates and encourage them to perform to their best. More effective execution and implementation of business strategies is possible, which in turn results in profitability, return of investment and profit (McNulty, De Cieri Hutchings, 2013). Multinational organizations must have policies and strategies of adjusting or managing the culture. It refers to the multicultural adjustability, multicultural sensitivity, diplomacy, language ability, adaptability, positive attitude, maturity and emotional stability. The international human resource manager must take decisions on the following three major areas; specifying the criteria of the employee performance, identifying properly the appraisers and lastly, deciding the appraisals frequency (Min, Magnini Singal, 2013). Therefore, cultural adjustability must be taken into consideration, in order to provide the expatriate employees with a home company environment, in order to encourage them on a long run. They must be provided with proper assistance to manage the virtual teams, which will in turn enhance their performances (Jehanzeb, Rasheed Rasheed, 2013). Conclusion To conclude, the expatriate employees performance management is considered as a very crucial factor for any multinational organization. It is as major part of the multinational enterprises control system. The factors which outlines the expatriate performances include the compensation package, role and task, support of the headquarters, hosts environmental factors and lastly, the cultural adjustment. Performance management of the expatriate individuals lead to their appraisals in the international organizations. Majority of the multinational enterprises send their employees to the foreign countries in order to work in their branch offices or may be subsidiaries. The expatriate workers allow the parent or home company to control the foreign subsidiaries more closely. This also helps in improving the global coordination. However, the expatriate workers are more paid than the local employees. Their salaries are higher along with various allowances and compensations. Other expenses, including house allowance, education for their children, spouse allowance and others are also taken care of. Hence, all these supports help the workers to cope up with the change in the working environment and motivates them to work better. References Al Ariss, A., Cascio, W. F., Paauwe, J. (2014). Talent management: Current theories and future research directions.Journal of World Business,49(2), 173-179. Andresen, M., Al Ariss, A., Walther, M. (Eds.). (2012).Self-initiated expatriation: Individual, organizational, and national perspectives. Routledge. Andresen, M., Bergdolt, F., Dickmann, M. (2014). Addressing international mobility confusiondeveloping definitions and differentiations for self-initiated and assigned expatriates as well as migrants.The International Journal of Human Resource Management,25(16), 2295-2318. Andresen, M., Bergdolt, F., Margenfeld, J. (2012). What distinguishes self-initiated expatriates from assigned expatriates and migrants.Self-initiated expatriation: Individual, organizational and national perspectives, 166-194. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Awais Bhatti, M., Mohamed Battour, M., Rageh Ismail, A. (2013). Expatriates adjustment and job performance: an examination of individual and organizational factors.International Journal of Productivity and Performance Management,62(7), 694-717. Beardwell, J., Thompson, A. (2014).Human resource management: a contemporary approach. Pearson Education. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Cerdin, J. L., Brewster, C. (2014). Talent management and expatriation: Bridging two streams of research and practice.Journal of World Business,49(2), 245-252. Chang, Y. Y., Gong, Y., Peng, M. W. (2012). Expatriate knowledge transfer, subsidiary absorptive capacity, and subsidiary performance.Academy of Management Journal,55(4), 927-948. Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities.Journal of World Business,49(2), 253-261. Deresky, H. (2017).International management: Managing across borders and cultures. Pearson Education India. Ghauri, P. N., Park, B. I. (2012). The impact of turbulent events on knowledge acquisition.Management International Review,52(2), 293-315. Harris, M. M. (Ed.). (2012).Handbook of research in international human resource management. Psychology Press. Hendry, C. (2012).Human resource management. Routledge. Jehanzeb, K., Rasheed, A., Rasheed, M. F. (2013). Organizational commitment and turnover intentions: Impact of employees training in private sector of Saudi Arabia.International Journal of Business and Management,8(8), 79. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Kersiene, K., Savaneviciene, A. (2015). The Formation and Management of Organizational Competence Based on CrossCultural Perspective.Engineering Economics,65(5). Kraimer, M., Bolino, M., Mead, B. (2016). Themes in expatriate and repatriate research over four decades: What do we know and what do we still need to learn?.Annual Review of Organizational Psychology and Organizational Behavior,3, 83-109. McEvoy, G. M., Buller, P. F. (2013). Research for practice: The management of expatriates.Thunderbird International Business Review,55(2), 213-226. McNulty, Y. (2013).Managing expatriates: A return on investment approach. Business Expert Press. McNulty, Y., De Cieri, H., Hutchings, K. (2013). Expatriate return on investment in the Asia Pacific: An empirical study of individual ROI versus corporate ROI.Journal of World Business,48(2), 209-221. McPhail, R., Fisher, R., Harvey, M., Moeller, M. (2012). Staffing the global organization:Cultural nomads.Human Resource Development Quarterly,23(2), 259-276. Min, H., P. Magnini, V., Singal, M. (2013). Perceived corporate training investment as a driver of expatriate adjustment.International Journal of Contemporary Hospitality Management,25(5), 740-759. Nery-Kjerfve, T., McLean, G. N. (2012). Repatriation of expatriate employees, knowledge transfer, and organizational learning: What do we know?.European Journal of Training and Development,36(6), 614-629. Peng, G. Z., Beamish, P. W. (2014). MNC subsidiary size and expatriate control: Resource-dependence and learning perspectives.Journal of World Business,49(1), 51-62. Reiche, B. S., Mendenhall, M. E., Stahl, G. K. (Eds.). (2016).Readings and cases in international human resource management. Taylor Francis. Richardson, J., McKenna, S. (2014). Towards an understanding of social networks among organizational self-initiated expatriates: a qualitative case study of a professional services firm.The International Journal of Human Resource Management,25(19), 2627-2643. Rosenbusch, K., Cseh, M. (2012). The cross-cultural adjustment process of expatriate families in a multinational organization: A family system theory perspective.Human Resource Development International,15(1), 61-77. Santosh, B. R., Muthiah, K. (2012). Knowledge transfer from repatriated employees: The International experience.IUP Journal of Knowledge Management,10(1), 7. Shaffer, M. A., Kraimer, M. L., Chen, Y. P., Bolino, M. C. (2012). Choices, challenges, and career consequences of global work experiences: A review and future agenda.Journal of Management,38(4), 1282-1327. Song, J. (2014). 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Native American Genocide Essay Example For Students

Native American Genocide Essay In this paper, I will argue that the act of genocide as here defined, has been committed by the United States of America, upon the tribes and cultures of Native Americans, through mass indoctrination of its youths. Primary support will be drawn from Jorge Noriegas work, American Indian Education in the United States. The paper will then culminate with my personal views on the subject, with ideas of if and how the United States might make reparations to its victims. In lieu of the well known and brutal Indian Wars, there is a means of cultural destruction of Native Americans, which began no later than 1611. This method was one of indoctrination. Methods included the forced removal of children from their cultural milieu and enrollment of these children in educational programs, which were intended to instill more European beliefs. As the United States was not formally a Nation, until 1776, it would not be fair to use evidence, before this year in building a case against it. The most damaging, to the United States, are parcels of evidence that are drawn from events after 1948, the year of the Convention on Genocide. Beginning in 1778, the United States Board of War, a product of the Continental Congress appropriated grants for the purpose of, the maintenance of Indian students at Dartmouth College and the College of New Jersey The young people who had returned from the schools are described by Seneca leader, Cornplanter as, ignorant of every means of living in the Woods, unable to bear either Cold or Hunger, they knew neither how to build a Cabin, take a Deer, or kill an Enemy, they spoke our Language imperfectly, were therefore neither fit for Hunters, Warriors, nor Counselors; they were totally good for nothing (Noriega, 376). Grants given to other schools was just the beginning. In 1820, the United States made plans for a large scale system of boarding and day schools Noriega, 377). These schools were given the mission to, instruct its students in letters, labor and mechanical arts, and morals and Christianity; training many Indian leaders' Noriega, 378). In the case of boarding schools, Native American children would be forcibly stripped from their homes as early as five years old. They would then live sequestered from their families and cultures until the age of seventeen or eighteen (Noriega, 381). In 1886, it was decided, by the United States federal government that Native American tribal groups would no longer be treated as indigenous national governments. The decision was made, not by the conjoint efforts of the Native American tribes and Congress; but, by the powers that be the United States Legal System. This self-ordained power allowed Congress to pass a variety of other laws, directed towards, assimilating, Native Americans, so that they would become a part of mainstream white America (Robbins, 90) By this time the United States Government, had been funding over a dozen distinct agencies, to provide mandatory education to all native children aged six through sixteen. Enrollment was enforced through leverage given by the 1887 General Allotment Act, which made Natives dependent on the Government for Annuities and Rations (Noriega, 382). The practice of indigenous religions by these students was prohibited (Noriega, 380). Students were compelled to undergo daily instruction in Christianity. In addition, only the use of English was accepted within these schools. The food was not sufficiiently nourishinghealth supervision was generally neglectedA sincere effort was made to develop the type of school that would destroy tribal ways (Noriega, 382). While being held captive at these schools, the students were forced to learn an idealism completely foreign to them. Internet Crimes Essay They would study histories, which had no significance to there lives. The books talk to him the student of a world which in no way reminds him of his own, (Noriega, ). This is exactly how the students must have felt; as if they were in another world. To compound .

Tips For High School Application Essay Sample Writing

Tips For High School Application Essay Sample WritingA high school application essay is a challenge. College applications are competitive, especially for students who have some type of special talent or desire. Each year, tens of thousands of students apply to colleges and universities. It's not uncommon for students to have to rewrite their high school applications several times just to get their application into the admissions process.The challenges with high school essays are obvious. Writing a persuasive essay is no easy task. Add to that the fact that college admissions committees are very selective about which applicants they consider for admission. In order to make it through the gate, you need to be able to convince the committee that you are the best person for the position that they are offering.If you are a high school student applying to colleges and universities for the first time, a high school application essay sample can help you improve your skills. Writing a compell ing essay requires that you start from a strong base. Taking notes while reading a sample essay written by someone else can also help you work on what you have written before you begin writing your own.Another technique for writing a persuasive essay is to include general personal attributes in your essay. Often these basic personal statements can really grab the attention of the reader. They will read your essay as if you have a history or hobby or interest in them. By including what you do or don't have, this will help you stand out from the crowd.Finally, look at the situation in which you will be using your experience. Some of the experiences that you are going to write about in your essay will be pretty basic. The experiences you talk about will be those that are immediately applicable to your college application. These could be subjects like math or English.In college application essays, students often start with a reference to an experience that they have had. This kind of st atement is good. It provides information to the reader about what they are looking for. However, students should not end the essay with a reference to an experience. That would defeat the purpose of creating a compelling essay.A high school application essay sample can really help you to hone your writing skills. Although you may find that you have to revise it a few times, that does not mean that you have failed. As you learn how to use the knowledge that you have acquired from writing the sample essay, you will eventually be able to create something that is more than your admissions counselor has seen before. In the end, what you provide is your best effort to convince the committee that you are the best person for the job.

Conflict Between Palestine and Israel

Introduction Since the Israelis and Palestinians believe that they have equal rights to the land that they live in, violence keeps erupting between the two groups. This is because the Palestinians argue that the Israelis chased them from their land while the Jews argue that the land belongs to them based on historical terms (Gunderson 2004, 82).Advertising We will write a custom research paper sample on Conflict Between Palestine and Israel specifically for you for only $16.05 $11/page Learn More Various analysts argue that the historical perception involving the breakout of the Israeli-Palestinian conflict is one of the critical factors that have made the conflict to be more severe and uncontrollable. The various historical experiences that the two states have gone through have influenced them to make claims as well as justify their own side on why they should be at war with their neighbor (Matthews 2011, 43). Though the two states have shown their desi re to reach a peaceful resolution, a permanent solution has not been attained. The two states practice different cultures and their official languages also differ. This condition has made it difficult for the two states to reach a peaceful agreement (Fraser 2008, 76). Many people have written different accounts regarding the causes of the conflict between Israel and Palestine. However, most of the information that has been given out by people especially in the internet have only convinced people about the causes of the conflict rather than giving people the right information regarding the real causes of the war (Matthews 2011, 26). Since there are very many people who have written different accounts about the exact causes of the Israeli-Palestinian conflict, there are those people who say that it is not possible for a single person to write a summary that details all the causes of the conflict. As a result, the various summaries that have been written regarding the causes of the Isr aeli-Palestinian conflict are not fully accepted by everyone who reads them. However, the various factors that have been attributed to the Israeli-Palestinian conflict include; historical encounter between the Jews and Arabs, occupation and settlements, influence of the Palestinian State, the issue of Palestine refugees, Palestinian Terror groups, repression of the Israelis, and the security of Israel (Abunimah 2007, 98). The goal of this study therefore is to conduct a detailed analysis about the various factors that started the Israeli-Palestinian conflict.Advertising Looking for research paper on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More Thesis Statement The conflict between the Israelis and the Palestinians is attributed to the cultural differences that the two societies have with each other. In addition, the two societies fight for the same resources thereby making it difficult for them to come into a peace ful resolution with each other. The violence in the country has also interfered with the positive relations that Israel and Palestine have with other nations. Any efforts that have been applied to end the conflict between the Israelis and Palestinians have only made the conflict to be more severe (Gelvin 2007, 35). Description of the Problem The conflict between the Israelis and the Palestinians has been a subject of discussion by many international organizations. This issue has attracted the attention of various superpowers such as the United States. The US is concerned about ending this conflict because it has made the standards of living of the residents in the region to be unpleasant. Various International Organizations such as the UN believe that there are certain people who are legitimate and who would be willing to do anything so that the violence between the two societies comes to an end (Ross 2005, 78). The conflict between the Israelis and Palestinians is a big problem bec ause it has negatively affected the economic performance of the two states. No investor would be willing to invest in a region that is politically, socially and economically unstable. In addition, very many people live very desperate lives in their country because of the instability that is present in the region ( Nitzan and Bichler 2002, 102). The international community is concerned about the welfare of the innocent people in the two states. In order to ensure that the lives of such people are not put at stake, the international community is intervening by facilitating peaceful agreements between the Israelis and the Palestinians. Purpose Statement The purpose of this study is to analyze the various reasons that led to the conflicts between the Israelis and the Palestinians and the various consequences that the residents of these two states have had to cope with as a result of the conflict.Advertising We will write a custom research paper sample on Conflict Between Palestine and Israel specifically for you for only $16.05 $11/page Learn More It seeks to identify the critical issues that have made it difficult to end the conflict between the two states. It will also provide possible solutions that can help end the conflict that has made the standards of living between the two states to deteriorate. Research Questions This study seeks to answer the following questions Is the cultural difference between the Israelis and Palestinians responsible for the conflict that exists between the two states? Is there any relationship between the conflict and the attitudes of the two states? What role does the history of Israelis and Palestinians play in worsening the conflict between the two states? What measures can be implemented in order to facilitate the attainment of peace between the two states? Are there any measures that can be implemented in order to positively impact on the attitudes of the Israelis and Palestinians? What role do th e terror groups play in promoting violent behavior between the two states? Theoretical Framework Culture plays a very important role in influencing how nations relate with each other. It serves as a very important variable for determining why clashes between states occur. Different societies clash because of greed for power and to satisfy their own self-interests. There are those societies which believe that being powerful makes a society to be stable. However recent studies have shown that culture is an important variable in terms of facilitating or retarding peaceful reconciliations between societies. It has been observed that the only way in which stability between nations can be achieved is when societies understand each other’s’ culture and appreciate it (Milton-Edwards 2009, 34). Culture also has a great influence in politics. The political stand of a particular society is governed by the culture of that society. It is because of this that different societies ha ve different political stands regarding how they wish their countries to be governed ( Nitzan and Bichler 2002, 106). For example, a Muslim dominated society is not ruled in the same way a Christian dominated society is ruled. This indicates that religion also has a strong role to play in influencing the way a society is governed. Inter-personal and Inter-group interactions also influence the manner in which a society is governed. If the members of a society do not relate positively, it is difficult to attain stability in such a society.Advertising Looking for research paper on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More The inter-group interactions between the Israelis and Palestinians can therefore be said to play an important role in promoting the violence that is prevalent between the two states. In order for a community to be stable, it needs to ensure that the mode of social communication between the members of the society is positive (Gunderson 2004, 67). This ensures that the members of the society relate with each other peacefully. A society therefore needs to focus on the quality of its interpersonal communication. In order for a society to ensure that its members communicate effectively, all the members should be given equal status in order to ensure that they cooperate in all of their daily activities (Caplan 2011, 78). In a society where people believe that they are superior to the others, it is not possible to reach an agreement thereby making it difficult to achieve peace. Since this is the case between Israelis and Palestinians, it is therefore difficult for the two societies to live peacefully. Background/ Literature Review The historical issues that that have prevailed between Israel and Palestine have played a major role in aggravating the conflict between the two states. For example, it is said that Judea used to be the home of the Jews initially. The Romans then inhabited the region and called it Palestine. The Arabs later conquered Palestine and declared it as their home for many years. A movement referred to as the Zionist movement was later introduced by the Jews whose goal was to enable the Jews return to their homeland. This movement did not put into consideration the large Arab population which had occupied the region at the time. In 1917, the British government required the Arabs to ensure that the Jews who had been chased out of the land found a place to live ( Nitzan and Bichler 2002, 107). However, the Jews did not take this issue lightly and they were not willing to welcome the Jews into the land. The Arabs therefore engaged in riots with the Je ws thereby making the two nations to become enemies. Because of the severe enmity that emerged as a result of the immigration of the Jews into Palestine, the British decided to stop the immigration process in order to stop the conflict that resulted from the immigration ( Nitzan and Bichler 2002, 108). However, the conflict between the Jews and the Arabs did not stop and the number of Jews who were killed in the conflict reached approximately 6 million. This made the British government to increase pressure and allow the Jews to migrate into Palestine forcefully. To end the conflict between the Arabs and the Jews, the United Nations decided to divide the land into Jewish and Arab lands in 1947 ( Kershner 2004, 47). However, this move only made the situation worse leading to a war breakout between the two states. The Jews emerged victorious and therefore decided to increase the size of their state. This led to the displacement of very many Palestinian refugees. As a result, the Arabs were not willing to reconcile with the Jews at all. This then led to the eruption of wars in 1956, 1967, 1973, and 1982 (Ross 2005, 67). The Israelis therefore engaged in a series of reprisals thereby worsening the conflict between the two countries. Since these two countries have different believes about their land, it has not been possible to bring the two states together and reconcile them. The two states argue that the origin of the conflict is the fault of the other state. There is no state that agrees to be the cause of the conflict. They blame each other. The occupation, settlements and land issues have also played a major role in the war between the Palestinians and Israel. The Gaza strip and West bank have been occupied by the Israel people. This region is estimated to be approximately 2,200 square miles. The Jews are said to have occupied this region during the 6 day war of 1967 when they decided to settle in the region. This region had the capacity of holding approximatel y 220,000 people. The Jews mostly occupied the West bank region. However, the Palestinians have always demanded that any land which had been conquered in 1967 belongs to them and that the Jews should evacuate the region (Matthews 2011, 78). However, this was not the case as Israel continued to increase the size of its land. The Jews concentrated on expanding their settlements even during the period when they were engaging in a peace process exercise with the Palestinians in 1993. The peace process continues even today and the Israelis have concentrated their efforts on increasing their settlements even more. Throughout the peace process exercise, Israel agreed to offer 97 percent of West Bank land and the entire Gaza region to the Arabs (Klein 2007, 23). However, the Palestinians did not accept the offer thereby making the peace process unsuccessful. The Palestinian state was formed to enable the Arabs reclaim the whole of Palestine. In 1988, the Palestine Liberation Organization in dicated that it was willing to accept the solution whereby two states would be formed in order to facilitate the peace process. However, the Oslo records whose goal was to facilitate the attainment of a peaceful agreement between the two states continued to settle the Jews thereby making violence between the two states erupt again in 2000. The Palestinians have always demanded for the state of Gaza and West Bank but the Jews have not been willing to let the land off their hands. The Jews are against the creation of a state in Gaza and West bank because they argue that it will act as a region whereby terror groups will reside (Kershner 2004, 13). Israel has also required that Palestine should be a state which does not have a military in order to limit the control that the state has over its resources and borders. Palestinians have however received support from the UN and the United States so that they can have their own Palestine State. However, various Palestine extremists do not su pport the idea of Oslo accords and they are concerned with idea of achieving a fully-fledged Palestinian state. Because of the different interests between the Arabs and the Jews therefore, it has not been possible for the two states to come into an agreement further making it difficult for the two states to devise an effective mechanism of resolving their conflicts (Gunderson 2004, 24). During the war that led to the creation of Israel in 1948, approximately 726,000 Palestinians were declared homeless. There were additional Palestinians who were made to free their state in 1967 (Klein 2007, 45). Today, there are more than 4 million Palestinians who are living as refugees. Most of these refugees live in very poor conditions. They are living in very crowded camps. These camps are located in West bank, Jordan, Syria, Iraq, Lebanon, and Gaza (Kershner 2004, 35). Most of the Palestinians therefore keep demanding that the refugees should be allowed to return to their homes where they can be provided with proper living standards. The Palestinians are supported by the UN General Assembly Resolution which advocates that the refugee Palestinians should be allowed to return to their home in Israel. However, the Israelis also argue that an equal number of Israelis went to the Arab lands in order to run away from the war which erupted when Israel was being created. The Israelis therefore oppose the return of the Palestinian refugees because they claim that this condition would create an influx of Arabs in Israel thereby making Israel an Arab state and remove it from the hands of the Jews. However, there are certain Palestinian groups which argue that when Israel requires that Israel refugees should also be made to return to Israel, Israel would come to an end because fighting would never end between the Jews and the Arabs. Most Palestinians do not have the interests on Israel at heart. Most Palestinian groups were formed in order to bring an end to Israel. The Palestinian Liberation Organization (PLO) also announced that Palestinians are mostly concerned about how they can participate in terrorist activities effectively. The Oslo Declaration of Principles together with PLO therefore signed an agreement in 1993 which said that Israel has a right to exist. As a result, the activities that Palestinians engage in should ensure that they do not interfere with the usual activities of the Israelites. In order to ensure that the Palestinians agreed to the signed agreement, Israel allowed Palestinian to take control of most parts of Gaza strip and West bank (Said 2001, 98). However, there was a group extremist Palestinians who were not willing to abide to the agreements and they instead started planning on how they would carry out suicide bombings in Israel. In order for the Israelis to cope with the violence that the Palestinians had initiated, the Israelis started to limit the number of Palestinians who came to work in the Israel. The aim of this process wa s to prevent the accumulation of terrorist groups into the region. Israel also ensured that there were strict checks at its borders in order to further limit access of terror groups into the region (Dershowitz 2006, 67). When the border between Israel and Palestine and Israel was closed, the standards of living of the Palestinians started to deteriorate. The workers who were not working in Israel would often be subjected to embarrassing searches. Such people were also made to wait for a very long time at the checkpoints. Because the Israelis did not want to take any chance at the checkpoints, the Israeli Army and Israeli Defense Force (IDF) used to pen fire on any vehicle that they suspected in order to prevent any incidences of suicide attack (Said 2001, 102). However, this nervousness made the Army and the defense force to open fire even on innocent people. The strict checks that were imposed on the borders therefore made it very difficult for the Palestinians to secure jobs in Je rusalem. However, after September 2000, the retaliations that Israel imposed to guard itself from the terror attacks by the Palestinians were made be more intense. Israel also went to an extent of assassinating those terrorists who the Palestinians were not willing to arrest. The Palestinians therefore carried out a series of bombings on March 2002 thereby forcing Israel to launch an operation aimed at occupying most of the regions in the West Bank which were being occupied by the Palestinians. This state of affairs forced Israel to further increase its checkpoints and its periods of curfew. This activity made it difficult for people to carry out their daily activities such as schooling or going to work. Many ditches were dug to surround towns thereby preventing people from leaving or entering towns (Dershowitz 2006, 78). In addition, houses of the terror groups were demolished and Olive groves were also uprooted in order to try and minimize the bombings. However, a study by the Isr aeli Defense Force has shown that the demolitions of the terror group houses did not prevent them from bombing their target areas. As a result, the IDF discontinued the destruction of the houses where suicide bombers used to live. To further tighten the security measures in the region, many Israelis are harassing the Palestinians by destroying their property and killing them whenever they find themselves in uncertain situations (Abunimah 2007, 78). Israel is a rather small country and almost all of Israel’s cities are in the range of any Palestinian state thereby making Israel an insecure country. This makes Israel to insist that Palestine should not have any military forces. West Bank is described as very important and any country would be willing to attack Israel to get West bank. In order for a peaceful coexistence to prevail between Israel and Palestine, Israel insists that Palestine should assure Israel that it would not allow any foreign army to enter its borders so as to ensure that Israel remains secure (Abunimah 2007, 67). However, since Palestine has not been able to honor its agreements with Israel, various conflicts keep erupting because Israel is committed to protecting its borders and would not allow any foreign state to take advantage of it (Caplan 2011, 56). Both Israel and Palestine have a right to the eastern part of Jerusalem. Jerusalem is described as a place where one of the holiest temple is found. The Al-Aqsa mosque is regarded as the holiest mosque by the Islam. This mosque therefore joins together the Jewish and Arabs thereby making them inseparable. The conflicts between Israelis and Palestinians have therefore made some Palestinians and Israelis to vacate the region (Kershner 2004). This condition has further worsened the conflicts between the two groups because each of the groups wants to be associated with the temple. Analysis The Israeli-Palestine conflict is an issue that has attracted the attention of international organi zations and some world superpowers such as the United States. It is also difficult for investors to perform their activities in these countries successfully. To ensure that the peace process exercise is successful, it is important for the International Community to help bring an end to the internal political stalemate between the two countries ( Ler 2008, 78). Without the interference from the International Community, it would not be possible for the two states to achieve any progress in their peace process exercise. However, it is not recommended for the two states to engage in any form of negotiations. This is because these negotiations are said to have a zero percent chance of enabling the two states to reach an agreement that would help bring the conflict to an end (Said 2001, 12). It is feared that any peace process which is characterized by open-ended consultations would result to fresh conflicts. However, these states should devise a mechanism that would enable them to reach agreements that would facilitate the success of the peace process exercise. The US has a significant influence on political stalemate that exists between Israel and Palestine. In order to ensure that these states become peaceful, the US can put in measures to ensure that prohibitions between the two states do not exist ( Ler 2008, 33). However, since the violence between the two states has been felt by the international community, the two states should try and exchange territories. In addition, since Jerusalem is of great importance to the two states, it should be left to act as the capital of the two cities (Ross 2005, 56). The Palestinian refugees who are willing to go back to their home should also be allowed to do so. The various political leaders in the region have also played a major role in fueling the conflicts between the two states. In this perspective therefore, any leader who does not show interest in facilitating the peace process between the two states should be remove d from power. Such a person should be removed from power he was brought into power through the ballot box. Using force to remove the politicians from power could further make it difficult to achieve peace between the two states. The economic peace of any country has a very critical role to play in encouraging investors to visit a given country. It is therefore important for the two states to focus on the manner in which they can improve their economic performance and forget about the differences that they have. Most of the Palestinians and Israelis would love peace to prevail in the region (Gunderson 2004, 82). However, they are in a state of uncertainty on whether the other party would be willing to reconcile. This state of uncertainty is brought by the politicians and the Israel and Palestinian extremists who believe that the two states should operate independently and not interfere with the activities of the other state. It has been noted that majority of the Israelis and Palesti nians would agree to the idea that would seem effective in ending the conflict between the two states (Said 2001, 56). They would even go against the will of their political leaders to ensure that peace prevails between the two states. The only limiting factor in this case is that most of the Israelis and Palestinians do not believe that there is a real partner for peace on the other side. There is a group of experts which stipulates that countries such as the United States and major International Organizations should employ diplomatic tools which would be effective in enhancing peace between the two states. However, these bodies should take caution because there are certain unplanned events which can occur when the diplomatic tools are used. The tools used can further aggravate the situation in these two states if they are not implemented in the right manner (Abunimah 2007, 15). The tools might also fail to work because the violence between the two states is characterized by uncert ainty. Powerful nations and the international community need to ensure that the intolerable behaviors of the Israelis and Palestinians are put to an end. The legitimate Palestinians and Israelis should be allowed to live in peace and feel secure (Matthews 2011, 79). The international community therefore needs to provide ample security in Palestine and Israel in order to ensure that usual activities within the region are conducted smoothly. Conclusion From the analysis therefore, it is true that the conflict between Israel and Palestine is an issue that that has attracted the attention of the international community. These states are said to have engaged in the conflict in order to liberate themselves from the challenges that they were facing. The conflict is so intense in that the United Nations has not been successful in its efforts aimed at ending the conflict. Instead, the situation keeps getting worse between the two states (Matthews 2011, 78). The conflict has made the living c onditions of the residents in the area to be intolerable. The hopes of reaching a peaceful resolution between the two states are fading slowly because the two states are ever suspicious of each other. Since it is true that peace talks would not be effective in ending the conflict between the two states, the International Community should come in and help reduce the conflict between the two societies (Ler 2008, 25). It can do this by addressing the negative attitudes that the two groups have towards each other. It should also deploy security personnel in the two states whose goal would be to protect the interests of the legitimate people in the region. Bibliography Abunimah, Ali. 2007. One Country: A Bold Proposal to End the Israeli-Palestinian Impasse. New York: Henry Holt and Company. Caplan, Neil. 2011. The Israel-Palestine Conflict: Contested Histories. New York: John Wiley Sons. Dershowitz, Alan. 2006. The Case for Peace: How the Arab-Israeli Conflict Can Be Resolved. New York: John Wiley Sons. Fraser, T G. 2008. The Arab-Israeli conflict. Hampshire: Palgrave Macmillan. Gelvin, James L. 2007. The Israel-Palestine Conflict: One Hundred Years of War. Cambridge: Cambridge University Press. Gunderson, Cory Gideon. 2004. The Israeli-Palestinian Conflict. Minneapolis MN: ABDO. Kershner, Isabel. Barrier: 2004. The Seam of the Israeli-Palestinian Conflict. Hampshire: Palgrave MacMillan. Klein, Menachem. 2007. A Possible Peace Between Israel and Palestine: An Insider’s Account of the Geneva Initiative. Columbia: Columbia University Press. Ler, Gregory. 2008. Israel’s Rising Economy and Its Drawbacks – Causes, Consequences and Remedies. Munich: GRIN Verlag. Matthews, Elizabeth. 2011. The Israel-Palestine Conflict. New York: Taylor Francis. Milton-Edwards, Beverley. 2009. The Israeli-Palestinian Conflict: A People’s War. New York: Taylor Francis. Nitzan, Jonathan, and Shimshon Bichler. 2002. The Global Political Economy Of Israel. Lond on: Pluto Press. Ross, Dennis. 2005. The Missing Peace: The Inside Story Of The Fight For Middle East Peace. New York: Farrar, Straus and Giroux. Said, Edward W. 2001. The End of the Peace Process: Oslo and After. London: Vintage Books. This research paper on Conflict Between Palestine and Israel was written and submitted by user Samara C. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

kkk in the 1920s essays

kkk in the 1920s essays The Ku Klux Klan, is a secret terrorist organization that originated in the southern states during the period of Reconstruction following the American Civil War and was reactivated on a wider geographic basis in the 20th century. The original Klan was organized in Pulaski, Tennessee, during the winter of 1865 to 1866, by six former Confederate army officers who gave their society a name adapted from the Greek word kuklos ("circle"). Although the Ku Klux Klan began as a prankish social organization, its activities soon were directed against the Republican Reconstruction governments and their leaders, both black and white, which came to power in the southern states in The Ku Klux Klan's long history of violence grew out of the resentment and hatred many white Southerners felt in the aftermath of the Civil War. Blacks, having won the struggle for freedom from slavery, were now faced with a new struggle against widespread racism and the terrorism brought about by the Ku Klux Klan. While the menace of the KKK has peaked and waned over the William J. Simmons, a veteran, preacher and salesman, was a compulsive joiner, holding memberships in many different societies and two churches. He had always dreamed of starting his own fraternal group and in the fall of 1915 he put his plans into action. On Thanksgiving Eve, Simmons herded 15 fellow fraternalists onto a bus and drove them from Atlanta to nearby Stone Mountain. There, before a cross of pine boards, Simmons lit a match and the Ku Klux Klan of the 20th century was born. In 1920, the "re-born" Klan consisted only of a few thousand members. With the help of two publicists, Simmons spread the word of the Klan around the U.S. like wildfire. The Klan was to be pro-American, which to them meant anti-black, anti-Jewish and most importantly, anti-Catholic. The Klan grew rapidly from a ...