Hamlet vs. Oedipus - 1493 Words

Hamlet vs Oedipus Hamlet by William Shakespeare and Oedipus the King by Sophocles are both tragic stories which contain many elements of which are similar and different. Although both Hamlet and Oedipus suffer from fate, Hamlet’s father is murdered by his brother Claudius, while Oedipus kills his own father. Both Hamlet and Oedipus have the opportunity to shun their fate, but the two men believe themselves to be the only individual who can resolve the predicament which they are faced with. The homeland of Hamlet and Oedipus, Denmark and Thebes, are both in a state of tumult. After Hamlet’s father’s death Denmark was presided by a new court, after Claudius, who in addition to murdering Hamlet’s father, became king by marrying his†¦show more content†¦Oedipus, on the other hand, chooses to be involved in the death of Laius, thus, concurring with the predetermination of Oedipus’ fate set forth by the gods. When arrogantly speaking to Creo n, Oedipus proclaims, â€Å"I shall rid us of this pollution, not for the sake of a distant relative, but for my own sake.† (Sophocles 12) Unlike Hamlet, it was Oedipus’ foolishness and egotistical behavior that kicked him in the direction of his tragic ending. Oedipus has nobody to blame but himself for the way he ended up. His negligence towards the wise words of Tiresias eventually resulted in the belated acknowledgment that he really did murder Laius, who was in fact Oedipus’ biological father. Due to the revelation of events, the fate of Oedipus is more tragic than that of Hamlet. But the fate of Hamlet is also tragic, only occurring in a different way. He, Laertes, Queen Gertrude, and Claudius all die in the duel at the end of the story. Not to mention it was Hamlet who is directly responsible for killing Claudius’ chief counselor, Polonius, and also indirectly responsible for the death of Polonius’ daughter, Ophelia. Both Hamlet and Oedipus believe that fate is responsible for their tragic end, but clearly, Hamlet is more a victim of Claudius than fate, whereas Oedipus creates his own demise. It is obvious that both Hamlet and Oedipus are experiencing psychological trauma while suffering through the tragic events that took place. AsShow MoreRelatedHamlet vs. Oedipus Essay898 Words   |  4 PagesCharacter Analysis of Prince Hamlet in Hamlet by William Shakespeare and Oedipus in Oedipus King by Sophocles In Aristotles literary discourse, Poetics, he discusses his theory of tragedy, wherein he introduces the concepts of tragic flaw or hamartia, which serves as the catalyst for the protagonists downfall or the tragedy of the story to happen. He determines a tragedy as a drama that brings about a sorrowful conclusion, arousing fear and pity in the audience (Roberts and JacobsRead MoreOedipus vs. Hamlet: a Character Comparison Essay1077 Words   |  5 Pagesother such errors in it. Oedipus vs. Hamlet: A Character Comparison After reading Sophocles Oedipus the King and Shakespeares Hamlet, it is quiet clear that Oedipus is by far the more admirable character of the two. Aside from Oedipus history and life experience, his superior character traits are also displayed in the way he handles several incidents throughout the play. One of the primary reasons Oedipus is more admirable than Hamlet is just their history. Oedipus is a king. He got thereRead MoreOedipus vs. Hamlet as Tragic Heroes1562 Words   |  7 PagesOedipus from the drama, â€Å"Oedipus the King† and Hamlet from, â€Å"Hamlet, Prince of Denmark† are two characters that are different, yet they both share the same title of being a tragic hero. Oedipus and Hamlet have many characteristics of a tragic hero that separates them in varieties. However, some of those characteristics show that both characters have and use similar thought processes and methods, which classify them as tragic heroes of their dramas. The five characteristics of a tragic hero are: nobilityRead More Comparison of Oedipus and Hamlet Essay1322 Words   |  6 PagesComparison of Oedipus and Hamlet Compare and contrast Oedipus and Hamlet. Is Oedipus more a man of action? Or is he more a man driven by whim and sudden, rash decisions? Which character is more selfless? Does Hamlet show any signs of selfish motives in his actions or inactions? Which protagonist seems more learned? wiser? more religious? more loving? more incestuous? Which seems to be a better murder investigator? Does Oedipus have any of Claudius motives when he kills the king, Laius? ThenRead MoreCan You Truly Ever Escape?2156 Words   |  9 PagesGreek tragedy. The most memorable of his warnings was in Sophocles’ Oedipus the King, king of Thebes that he was the land’s pollution. The prophet Tiresias spoke the truth about Oedipus—â€Å"God within reckon that out, and if you find me mistaken, say I have no skill in prophecy†Ã¢â‚¬â€denouncing the tragedy, as the angry Oedipus begins his painful search for the truth about himself. However, the prophecy is Oedipus’s ultimate demise . Oedipus fought the limits of free will by ignoring social ques, and even disbelievingRead MoreThe Sanity Of William Shakespeare s Hamlet1938 Words   |  8 Pagesto the character’s essence. Many acclaimed critics question the sanity of the protagonist in one of William Shakespeare’s most famous plays, Hamlet. The question of Prince Hamlet’s sanity divides readers into two different opinions: one defending his plan of fake insanity and the other confirming his insanity. In his plan to avenge his father’s death, Hamlet disguises himself as mad. Unfortunately, Hamlet’s intricate plan backfires as his mental illnesses become more prominent. The death of lovedRead MoreHow to Read Lit Like a Prof Notes3608 Words   |  15 Pagesgood, being based on Hamlet won’t save it. 6. When in Doubt, It’s from Shakespeare†¦ a. Writers use what is common in a culture as a kind of shorthand. Shakespeare is pervasive, so he is frequently echoed. b. See plays as a pattern, either in plot or theme or both. Examples: i. Hamlet: heroic character, revenge, indecision, melancholy nature ii. Henry IV—a young man who must grow up to become king, take on his responsibilities iii. Othello—jealousy iv. Merchant of Venice—justice vs. mercy v. King Lear—agingRead MoreFate Vs. Free Will2263 Words   |  10 PagesAncient Greek Mythology has one side on fate vs free will. They feel as though you have no ultimate choice and fate will always be your destiny. However, that does not mean everyone follows their destined path until death. In Homer’s The Iliad, fate and destiny as the final outcomes of a person’s life, however, at some points you wonder if a person’s destiny falls directly in the decisions made by someone. Hektor and Achilles both had choices, but ultimately believed they must follow their destinyRead MoreShe Stoops to Conquer Suggested Essays1898 Words   |  8 Pagesto ignore. How is Kate an example of moderation? Explain how her personality stands as the way of life Goldsmith most recommends. The play is organized into a series of conflicting philosophies: high-bred aristocrats vs. low-bred common folk; city life vs. country life; wealth vs. poverty, etc. Much of the absurdity that fuels Goldsmiths comedy comes from exploiting the way most people engage in contradictions even when they pretend to be examples of virtue. The best example is Marlow, and hisRead MoreEssay on The Character of Iago from Othello4183 Words   |  17 Pagesweaknesses. This is one of Iago’s admirable qualities- his power of perception and tactical skills. Iago has studied Othello’s nature, and he gives him one blow after another, expecting him to react at once, as he indeed does. Compared to the character of Hamlet, who behaves in the exactly opposite way, Othello is a man of action – he does not contemplates over the situation, his passions, once awaken, are intense and uncontrollable.   Ã‚  Ã‚  Ã‚  Ã‚  The character of Iago himself was interpreted in many ways, many

Effective Group Work Based On Respect, Trust, Passion And...

The effective group work based on respect, trust, passion and collaboration. All the members try their best to achieve the goal which are the common aims. The components of successful teamwork can be concluded as follows, open communication with relax environment, clear direction of overall work, decision making process, and tasks for each members, balance the responsibility of participations for the task success, conflict acknowledge and process, sharing information and communicate each other regularly and including exchange resources, enable to evaluate tasks and adjust by teamwork (O’Daniel and Rosenstein, 2008). In addition, the overall results MDT members are achieved are, increasing the satisfactory of staffs and patients; improving provision and innovation in healthcare; decreasing error rates and result in healthcare risks dropped, like mortality and morbidity (Swientozielskyi et al, 2015 :29). 3.2. The issues influence MDT communication The different personal experience decides the unique of every healthcare professional, and in fact, decides the unique of every team. Efforts of improving medical care quality and safety are possible destroyed by collaboration and communication between clinical healthcare professionals because of difference of characteristics. The barriers may be caused by various reasons, for example, barriers between surgeons and anaesthesiologists, physicians and nurses, ordinary healthcare professionals and administrator and so on (Ray andShow MoreRelatedBuilding And Managing Effective Virtual Teams947 Words   |  4 PagesTechnology Paper One: Building and Managing Effective Virtual Teams Robert Jones, Robert Oyung, and Lise Pace, authors of Working Virtually: Challenges of Virtual Teams (2005) state: Virtual teams and teams in general are characterized by the fact that each member of the team is dependent upon one or more other members in order to accomplish the overall goal†¦ The single most critical component that makes teamwork possible is effective communication. (p. xvii - xviii) Notwithstanding the goal – toRead MoreLeaders Influence Others Toward Improvement In Educational1165 Words   |  5 PagesLeaders influence others toward improvement in educational practices and identify with and contribute to a community of learners and leaders in the teaching sector. Qualities of effective leadership and beliefs align with these seven qualities exemplified for effective leadership: A sense of purpose: There should be a clear understanding of values, everyone should have knowledge of them, and they should follow and display them in action. Justice: Rules and procedures are plain and concise, fair,Read MoreAn Effective Teacher Is One Who Strives For Excellence1723 Words   |  7 PagesAn effective teacher is one who strives for excellence every day and cares strongly about student’s education. I will be that effective teacher. I am determined to provide my students with the best education. I want my students to feel comfortable in my classroom and be willing to talk to me about anything. I believe that having a positive relationship with teachers is more valuable than most things in the classroom. When students aren’t comfortable, they aren’t interested in learning. For teachersRead MoreEffective Manager And An Effective Leader819 Words   |  4 PagesIntroduction There has been much debate over the difference between an effective manager and an effective leader. There is strong evidence that there are definitely distinguishable characteristics between the two. However, they both involve the process of influencing a group of individuals toward a common goal. Some argue that leaders take an organization into the future while managers are more concerned with the day-to-day process of getting the job done. The one thing all researchers seem toRead MoreAssessing Leadership For Change . Leaders Influence Others1394 Words   |  6 PagesQualities of effective leadership and beliefs should align with these qualities as effective leadership: A sense of purpose: There should be a clear understanding of values, everyone should have knowledge of them, and they should follow and display them in action. Fairness: Rules and procedures are plain and concise, fair, inflexible, and consistent, and everyone follows them. Temperance: As a leader, emotions should be kept in balance. That does not mean that a leader must possess any passion but knowRead MoreLeadership Is A Journey Of Influence1586 Words   |  7 Pagesleader will understand what influence tactics would work best for certain situations and different group of people. Sources of influence are all around organizations. As a result, people’s visions and behaviors can be shaped and directed by how leaders communicate and act. I believe that the most important asset of one organization is the staff. As a leader, it’s my responsibility to get people deeply motivated, engaged and satisfied in their work, to build an environment where people can recognizeRead MoreReflection Of Education1202 Words   |  5 Pageseducational practice. One important practice is to institute effective, positive and accurate communication with parents as soon as possible. Starting off the year with parent-teacher conferences as early as possible will start off the year on a good note while finding out â€Å"as much as possible about the...family’s goals for their child’s learning and development† (YC). This will ensure that everyone is on the same page going into the year and they can work together to build up the child’s strengths and weaknessesRead MoreThree Qualities That Groups Expect From Their Leaders1386 Words   |  6 Pageshave identified four qualities that groups expect from their le aders: 1. Trustworthiness –leaders must win the trust and assurance of the followers that are asked to change. The school community counts on the principal to â€Å"walk the talk.† Even though it might take a while for the group members to trust the new leader, when proceeding consistently with the school’s mission and vision, the group’s trust develops. It is vital that the leader does not break that trust, as it will be challenging to recoverRead MoreTransformational Leadership Within A Health Care Setting1622 Words   |  7 Pageshealthcare system is constantly changing, therefore requiring effective leadership among nurses. With that said leadership that promotes positive change is necessary in a health care setting. Transformational leadership was developed by leadership expert James MacGregor Burns in the late 1970’s. Transformational leadership is considered a contemporary leadership theory. Contemporary theories of leadership place emphasis on teamwork and collaboration, and is built around the premise of change. â€Å"TransformationalRead MoreTransformat ional Leadership And Authentic Leadership Theories1598 Words   |  7 Pagesfive initial characteristics that individuals need to possess. These include motivation, well developed values, strong relational connections, self-control and passion (Northouse, 2016). In essence, authentic leaders are able to gain the trust and support of their followers through their relatable candor and their drive to help others. Based on many of the theory s approach to leadership from a relational standpoint as its emphasis on serving the value of serving others, I found much of my own leadership

Human Resource Management Multinational Corporations

Question: Discuss about the Human Resource Management Multinational Corporations. Answer: Introduction The international human resource management is the structured and sequential method of utilising and allocating the human resource in the multinational corporations. The human resource managers in these multinational companies need to undertake the efficient human resource practices to structure the organisational functionalities (Tooksoon 2011). Maintenance of the human resource policies is the integral part of the IHRM contexts. The multinational companies deal with many employees who are from diverse cultural background. The effective human resource management fosters innovative approaches to the organisational contexts. The maintenance of the flexibility in the organisational functionalities helps the employees work with proper ease. The IHRM practices are diversified in different countries. It sometimes creates potential challenges for the human resource management teams. The study will thus identify the different human resource management procedure in Australia and India. The cultural differences are the major obstacles for managing the organisational scenario. On the contrary, it can be implied that establishment of effective human resource management process provide many opportunities to strengthen the organisational culture in the international level. The study will thus shed lights on the differences in the national culture of Australia and India. Accordingly, the application of the IHRM practices in these two countries will be discussed. The use of the theoretical model would be helpful enough to explain the underlying concept. The study will be concluded by focusing on the practical experiences related to the IHRM practices. Discussion The International Human Resource Management is a broader concept that explores the HRM activities in multinational companies all over the world. Allocating the human resources and utilising their skills are the major responsibilities of the international human resource practices. Human resource management maintains the responsibilities of developing the employees potentiality, approaches and behaviour (Mockaitis, Zander and De Cieri 2015). In the international context, it is noted that the effective human resource management plays the most vital role in managing the cultural diversity in the multinational companies. The cultural values of the different countries create the significant impacts on the organisational functionalities. The organisational functionalities depend on the diversified cultural values in different countries. Accordingly, the human resource management requires concentrating on the diversified working cultures and manage the entire organisational environment. Stor ey (2014) explained that the nature of the human resources is usually multi dimensional. The employees receive the opportunity to develop their competence level and knowledge parameter if they are under the supervision of efficient human resource management team. The globalised and competitive business word is changing the demands of the business in this current era. The international human resource management is mostly concerned about the foreign environments and the HRM activities of the organisation. The further section of the study will consider the role of the IHRM process in managing the diversified cultural values. It is evident that the work culture of Australia and India is completely different to each other. The cultural difference is one of the major reasons behind such diversified nature of work. The culture of the work in Australia and India depends on the different perspectives, which are influenced by the national cultural aspects. There are two major differences noticed between Australia and India in the workplaces. The work-timing depends on the number of people working for a particular day. This timing of work will vary between each country. In case of Australia, it is noted that people work for eight hours in a day (IndianConnection.com.au s2016). In fact, the organisations in the western countries follow the similar timing for each day. However, on the other hand, it is noticed that people in India usually work for ten to twelve hours in a day. Moreover, it is important to state that the Australian organisations are usually fond of promoting the fair work and maintaining the work-life balance. On the contrary, the Indian organisations are yet to bring such concept in their working schedule. It is noticed that there is much appreciation foreseen in the Australian organisations. In most of the cases, the management appreciates and recognises the employees. They even listen to their concerns without being judgemental. Each of the employees receives equal opportunities to raise their concern without any hesitation. On the other hand, the judgmental behaviour of the Indian culture sometimes brings challenges to the employees. It affects their creative thinking to bring more innovations to the business process (Gannon, Roper and Doherty 2015). The concerns about the cultural values, creeds, and religions are sometimes becoming major obstacles for the employees. Hence, it can be inferred that the equal employment opportunity is not much significant due to the cultural barriers in India. Managing the effective human resource management in the international context has become the integral part of every organisation. Accordingly, many of the challenges and opportunities are associated with the subject matter. The recognisable trends and challenges of International Human Resource Management are described further. In this current scenario, the emergence of global competition is one of the innovative norms. The employers and the employees aspire to be the global player in HR markets (Gupta 2013). Due to this globalisation effects, the organisations are undertaking many of the innovative processes to gain more supports from the customers. The internal activities are thus transformed and restructured (Jackson, Schuler and Jiang 2014). The HRM departments take this initiative to manage the entire organisational scenario in this change management situation. The HRM maintains the responsibility to manage the employer and employee altogether and focuses on the performance parameters as well. This globalisation effects are thus bringing the opportunities for more innovations and business growth in this competitive business scenario (Crucini, Kose and Otrok 2011). However, the HRM department usually faces challenges in retaining the employees and reducing the turnover rates. The employees tend to leave when they generate the sense of job insecurities in this challenging business market. In such cases, the human resource management has to put the extra effort to motivate the employees and bring the job security by ensuring more facilities. It is noted that the shifts in the demographic structure are frequently changing the work patterns. Countries like Australia and India are facing major challenges in ageing populations. This challenge raises two major concerns in the international contexts. First, When the ageing workers retire, the organisations loss the intellectual property and the other information. Secondly, when these employees retire from the work, they do not receive the proper pension plans and welfare facilities. These aspects are quite challenging for the human resource management. Moreover, the demographic feature is also representing the beliefs and attitudes of the young generation. The effects of globalisation are changing the workforce structure as well. The power of Information Technology is causing the permanent loss of jobs in first-job entry and middle-tier level. The changes in the technological structure are bringing more innovations in the business scenario. However, these technological changes provide both the opportunities and threats. Most of the people are now operated remotely and very few amounts of people are working in the central location (Nowak 2016). The workplace diversity is maintained through the growth of a multigenerational flexibly skilled, and the cross-cultural workforce. However, it is noted that the sophisticated management practices can facilitate this initiative more specifically. The responses of education are considered as the most significant solutions for the challenges faced due to the demographic changes. In this current scenario, the traditional education system is highlighting most of the challenges for the organisations. The business practitioners are mainly focusing on the professional qualifications and workplace learning process. Therefore, the educational differences in different countries vary the work cultures as well. Hence, the challenges are much significant for the international human resource management. Even though the effects of globalisation are bringing more opportunities, it is noted that the entire global changes are not always positive. Society demands for better equity in this current sophisticated world (Festing et al. 2013). Therefore, the income distribution and the benefits are shared between profits and wages. The income distribution is also focusing on the regional growth disparities. The income level of the workforce in Australia and India has also changed accordingly. The above discussion is suggesting the challenges and the opportunities for IHRM process. Based on this description, the use of the Hofstede model will be discussed in the further section. The use of the theoretical model is beneficial in exploring the cultural values in different countries. It is noted that the different dimensions of model are creating the significant impact on the workplace attribute. Recognising this aspect, Mr. Geert Hofstede introduced a theoretical model, which is creating the society-based cultures on the organisational values (Upadhyaya and Rittenburg 2015). On the other hand, the Civilisation and Globe Model is also suggesting the differences in the national cultures and the impacts of such differences in organisational contexts. The further section of the study will provide the cultural dimensions for Australia and India. The Hofstede Model introduces five different cultural dimensions that have the significant impacts on the organisational values. These dimensions are shown below: It is noticed that India has scored much higher in the power distance dimension. The power distance is explained as an extent to which the members of the country expect and accept the power distributed unequally. India has scored higher in this dimension and it depicts that there is the high rate of the inequality in regards to power and wealth within the Indian society (Storey 2014). In this scenario, the managers expect much obedience form the team members. Moreover, the employees need to derive clear ideas about their role, responsibilities and functions (Shen 2011). The caste system in India has divided the workforce in India. On the other hand, it is noted that the Australian organisations are providing the equal opportunities to the members. Moreover, the organisations in Australia promote the fair work and provide the necessary facilities to the employees to maintain the level of equality more specifically. In India, the collectivistic traits are much visible. The individuals are led by the suggestions provided by the groups. They are expected to support the preferences that are coming from a larger number of populations (Sikora and Ferris 2014). On the contrary, Australia is a highly individualised country. In the Australian organisations, the individual preferences matter the most for taking any relevant decisions. The needs and basic demands of the organisations are also noticed more tactfully. India is considered as the masculine country. Therefore, it has scored higher in this dimension. In terms of visual displays of success and power, it is noticed that India is very masculine (Snell, Morris and Bohlander 2015). Australia has the similarity with India in this dimension. Australia is also pointed out as the masculine country. However, the Australian organisations are much focused on the shared values that the people try to bring on for achieving success. The positive behavioural traits of Australian professionals for resolving issues are much commendable. India has the medium to low preferences in the uncertainty avoidance. The Indian organisations tend to accept the imperfections and can go beyond the plan to bring the effective outcome. Australia has the very nominal score in this regards. There are moderate chances of uncertainties in the Australian organisations (Mondy sand Martocchio 2016). Moreover, the HRM management is competent enough to resolve the uncertain issues. The last dimension is describing the process of linking the past situations with the challenges in present and future. The Indian culture is much associated with the philosophical thoughts. The great tolerance level of the religion is somewhat dealing with the philosophical values. Hence, the long term orientation in India is based on the beliefs. On the other hand, Australians has the very normative culture (Mockaitis, Zander and De Cieri 2015). The Societies of Australia establish the strong concerns by focusing on the absolute truth. They usually exhibit more respects for the traditional values. Therefore, the Australians do not settle for long term orientation, rather they concentrate on the relatively small propensity approaches. The Globe Theory of Cultural Value is focusing on the motives, beliefs, values, and interpretations. The globe theory captures each of the dimensions altogether to understand the cultural values within the organisation. It is to be noted that the international organisations need to consider the approaches of the employees who are diverse in culture (Kraimer, Takeuchi and Frese 2014). Therefore, it is necessary to give preferences to the individual culture and traditional approaches. The theory is though not accepted widely in this recent time. However, it can be inferred that the major responsibility of the human resource management is to keep the attention on the diversified cultural values in achieving the success parameter (Jackson, Schuler and Jiang 2014). The Indian and Australian organisations are thus supporting such value based preferences and promoting the equality management. It is noted that many of the expatriates stay in Australia. If the expatriates belong to any Asian country, they sometimes face the issues with racism. However, in this current scenario, the efficient HRM department is promoting the equality in the organisation. In order to fulfil such ideas, the organisations need to come forward and bring more ideas about business innovations (Kehoe and Wright 2013). On the other hand, India is a country, which greets the expatriates by maintaining the proper hospitality. However, in the organisational scenario, some of the situational crisis takes place that may affect the business functionalities. Hence, it is essential to look beyond the discriminative attitude and establish the efficient human resource management process to resolve the issues. The proactive participation of the human resource management would be beneficial enough in establishing the cultural value in the international organisations. Conclusion The study provides the insightful ideas about the efficiency maintained by the international human resource management. Managing people with diverse cultural background is not easy. Moreover, it is also noticed that there are significant differences found in the work culture of Australia and India. The international human resource management process deals with the significant opportunities and challenges as well. Most of the challenges are coming from the changing demands of the business in this globalised scenario. Therefore, it is essential to recognise the cultural beliefs in different countries. The application of the Hofstede and Globe model is exploring the conceptual analysis about the cultural dimensions. The human resource management needs to keep the focus on these cultural dimensions before scheduling any business activities. However, in this current scenario, the technological structure has been changing drastically. The diversification of the culture would thus be benefi cial enough to bring more innovations. However, the human resource management in the international context has to be competent enough to resolve those emerging challenges. References Bakir, A., Blodgett, J.G., Vitell, S.J. and Rose, G.M., 2015. A preliminary investigation of the reliability and validity of Hofstedes cross cultural dimensions. InProceedings of the 2000 Academy of Marketing Science (AMS) Annual Conference(pp. 226-232). Springer International Publishing. Crucini, M.J., Kose, M.A. and Otrok, C., 2011. What are the driving forces of international business cycles?.Review of Economic Dynamics,14(1), pp.156-175. De Mooij, M., 2013. On the misuse and misinterpretation of dimensions of national culture.International Marketing Review,30(3), pp.253-261. Dowling, P., Festing, M. and Engle, A. 2013. International human resource management. 1st ed. Andover: Cengage Learning Festing, M., Budhwar, P.S., Cascio, W., Dowling, P.J. and Scullion, H., 2013. Current issues in International HRM: Alternative forms of assignments, careers and talent management in a global context.Zeitschrift fr Personalforschung/German Journal of Research in Human Resource Management, pp.161-166. Gannon, J.M., Roper, A. and Doherty, L., 2015. Strategic human resource management: Insights from the international hotel industry.International Journal of Hospitality Management,47, pp.65-75. Gupta, A., 2013. International hrm in sustaining international business operations.Educationaia Confab,2(5), pp.43-49. IndianConnection.com.au, 2016. How different is culture in Australia compared to India | IndianConnection.com.au. [online] IndianConnection.com.au. Available at: https://www.indianconnection.com.au/main-differences-indian-australian-work-culture/ [Accessed 13 Jan. 2017].. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), pp.1-56. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Kraimer, M.L., Takeuchi, R. and Frese, M., 2014. The global context and people at work: special issue introduction.Personnel Psychology,67(1), pp.5-21. Mockaitis, A.I., Zander, L. and De Cieri, H., 2015. Special issue of International Journal of Human Resource Management: The benefits of global teams for international organizations: HR implications.The International Journal of Human Resource Management,26(11), pp.1514-1516. Mondy, R. and Martocchio, J.J., 2016. Human resource management.Human Resource Management, Global Edition. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Nowak, M., 2016. Cultural determinants of accounting, performance management and costs problems. A view from the Polish perspective using G. Hofstedes and GLOBE culture dimensions.Prace Naukowe Uniwersytetu Ekonomicznego we Wroc?awiu, (441), pp.134-149. Sikora, D.M. and Ferris, G.R., 2014. Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), pp.271-281. Snell, S.A., Morris, S.S. and Bohlander, G.W., 2015.Managing human resources. Nelson Education. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Tooksoon, H.M.P., 2011. Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover.Journal of Economics and Behavioral Studies,2(2), pp.41-49. Upadhyaya, S. and Rittenburg, T.L., 2015, June. Cultural Influences on Experiences of and Responses to Consumer Vulnerability. InAnnual Macromarketing Conference(p. 59).

Why Running is the Best Sport Essay Essay Example

Why Running is the Best Sport Essay Paper A great fraction of people on the planet play a sport. Most people prefer to play a team sport to satisfy their needs and for many social reasons. However, although running is not a team sport, it is the best sport out there. Running is the best sport ever because its a way to keep your body in shape, it gives you a great rush after youre finished and because it improves your health. Running is the best sport because it is a great way to keep your body in shape. The sport keeps you up and owing, when commitment is shown. Instead of being a couch potato and watching television every night, a scheduled routine for a daily run could be substituted. Not many people see running as a workout, but It Is. A short, 20 minute easy run can already burn 250 calories. If running becomes a regular activity, those workouts can lead to tremendous changes In weight. Lastly, running Is a great way to train for other sports such as soccer, hockey, baseball, and even basketball. Once your body Is use to the fast pace, heavy breathing and an Increased heart rate type of workout, Its owing to be prepared for any other type of activity involving fast pace, heavy breathing and an increased heart rate. In conclusion, running has many ways it can keep your body in shape. In addition to keeping your body in shape, running can give you an exceptional rush once its completed. A run can make you feel like you accomplished something, whether its beating a previous time or Just simply finishing the run. We will write a custom essay sample on Why Running is the Best Sport Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Why Running is the Best Sport Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Why Running is the Best Sport Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer These things can really make you feel confident and put you in a better mood. Running can also clear your mind after a long day. Some people say they lose themselves thinking during their run, which helps them flush out any thoughts in their head. The addition of the great outdoors Is also a way running makes you feel good. Fresh alarm Is proven to relieve stress and Its great for your body. So, running can be the answer to making you feel better and be a way to clear your mind. The fact that running improves your health is another reason why running is the best sport out there. Running has been proven to help lower blood pressure by maintaining the elasticity of the arteries. As a person runs, his or her arteries expand and contract more than usual, keeping the arteries elastic and the blood pressure low. Running also helps maximize the lungs potential, as it keeps them strong and powerful. While deep breaths force the lungs to use more tissue, the 50% of normally unused lung potential is utilized. Finally, running strengthens the heart and helps prevent heart attacks. The large muscle exercise helps keep the cardiac system efficient and strong. In fact, the heart of an Inactive person beats 36,000 more times ACH day than that of a runner, as running keep the arteries open and the blood flowing smoothly. Therefore, running Is a way to Improve your blood pressure, lung potential and strengthen your heart. In the end, there are many factors that contribute to making running the best sport ever. Keeping you In snaps, Glenn you an exceptional Russ Ana Tanat Its a way to improve your health is why running is such an amazing, world-wide sport. So when thinking about playing another sport, consider running, as it can change your life forever.