a starry night essays

a starry night essays Starry Night Vincent Van Gogh's Starry Night is a marvelous painting in which Van Gogh paints a picture that is colorful and descriptive. This painting can be described as mysterious and intriguing. It can signify a variety of moods, objects, and atmosphere. Van Gogh portrays a small French town located in the countryside. This town is characterized by rolling mountains, big starry sky, small houses, green fields, a large tree, and a church. He uses these details to paint a story full of color and intrigue. Van Gogh uses oil to paint this work on a 72cm x 92cm canvas board. Oil provides a semi-blurred texture. He uses different colors like blue, black, orange, yellow, purple, green, and violet. He paints the sky purple and dark blue to signify the evening. He uses orange and yellow for the bright stars in the sky. The mountains that border the town are colored a dark blue and are masked by a tree, which is colored black. Green is applied for the grass and other various plants and veg etation. He uses a vast array of colors to paint the houses and buildings in the village. In the Starry Night mood and description play a major part. The evening sky is exposed with vibrant flames of light streaming through the sky. One person might think that huge comets are hurtling toward the earth, signaling the end of the world, while another could guess that Van Gogh was painting a scene where large stars and the navy blue sky are brightening the medieval type landscape. He creates a painting that shows the beauty of the countryside. Looking up at the sky the bright, yellowish-white stars twirl about as if the wind currents direct them. The wind itself is blowing fast and swift, directed by the easterly currents from the ocean. Right below the sky lie the rolling mountains that overlook the village. Their presence brings peace and quiet to the French village. The mountains provide shade and protection from afar. Van Gogh also includes a large cypress ...

Free Essays on A Christmas Carol

A Christmas Carol Written by: mr krabs â€Å"Humbug!† was Scrooge’s favorite answer to any question and any question was an inappropriate question to the grumpy old covetous man. Depicted in the ethical story, The Christmas Carol, by Charles Dickens, Scrooge’s fowling manner transformed his once passionate heart to a black hole, which pulled in all hope and happiness as if it were a powerful magnet. Nevertheless, the jar of hatred shattered and Scrooge’s impaired spirit rose again. Love and happiness permeated his body, and the once ignorant Scrooge developed into an irresistible congenial fellow that everyone now knew. Scrooge found that he had the ability to alter his behavior and realized that spreading Christmas was more rewarding than any given amount of money. Scrooge’s capability to transform himself from a wrenching, disgruntled man to a blithe, amicable friend was surprising to the inhabitants of the small city. For instance, Charles Dickens wrote, â€Å"Some people laughed to see the alteration in him [Scrooge], but he let them laugh, and little heeded them†¦Ã¢â‚¬  (page 112). Scrooge didn’t mind the giggles and laughs directed at him because he believed in himself for the first time in a very long time. His confined spirit was freed at last and it allotted happiness and joy around from mysterious turkeys on the doorstep to charity donations. Scrooge sought to make the people of the city cheerful and in doing so, people enjoyed watching an old jolly man hop around delivering gifts. Thus, Scrooge did not heed to the snickers in the crowd. The joy of spreading Christmas was Scrooge’s indirect gift to mankind and it rewarded him with long-lasting friends, which could never compare to any wealth. For example, Charles Dickens wrote,† He [Scrooge] became as good a friend, as good a master, and as good a man as the good old City knew, or any other good old city, town, or borough in the good old world â€Å" (page 112). Thi... Free Essays on A Christmas Carol Free Essays on A Christmas Carol A Christmas Carol Written by: mr krabs â€Å"Humbug!† was Scrooge’s favorite answer to any question and any question was an inappropriate question to the grumpy old covetous man. Depicted in the ethical story, The Christmas Carol, by Charles Dickens, Scrooge’s fowling manner transformed his once passionate heart to a black hole, which pulled in all hope and happiness as if it were a powerful magnet. Nevertheless, the jar of hatred shattered and Scrooge’s impaired spirit rose again. Love and happiness permeated his body, and the once ignorant Scrooge developed into an irresistible congenial fellow that everyone now knew. Scrooge found that he had the ability to alter his behavior and realized that spreading Christmas was more rewarding than any given amount of money. Scrooge’s capability to transform himself from a wrenching, disgruntled man to a blithe, amicable friend was surprising to the inhabitants of the small city. For instance, Charles Dickens wrote, â€Å"Some people laughed to see the alteration in him [Scrooge], but he let them laugh, and little heeded them†¦Ã¢â‚¬  (page 112). Scrooge didn’t mind the giggles and laughs directed at him because he believed in himself for the first time in a very long time. His confined spirit was freed at last and it allotted happiness and joy around from mysterious turkeys on the doorstep to charity donations. Scrooge sought to make the people of the city cheerful and in doing so, people enjoyed watching an old jolly man hop around delivering gifts. Thus, Scrooge did not heed to the snickers in the crowd. The joy of spreading Christmas was Scrooge’s indirect gift to mankind and it rewarded him with long-lasting friends, which could never compare to any wealth. For example, Charles Dickens wrote,† He [Scrooge] became as good a friend, as good a master, and as good a man as the good old City knew, or any other good old city, town, or borough in the good old world â€Å" (page 112). Thi...

Basic Network Technology, Structure, and Protocols Research Paper - 1

Basic Network Technology, Structure, and Protocols - Research Paper Example Moreover, the Internet is known as the world’s biggest public WAN and it is too a type of network (Mitchell, 2011) and (FREETECHEXAMS, 2011). There are diverse kinds of networking, for example there are WANs (wide area networks) or LANs (local area networks). However, the dissimilarity among these two depends on their coverage. Additionally, networks can as well be dissimilar in their arrangement and design. In addition, there are various other types as well for instance server/client networks and peer-to-peer networks. Moreover, in some scenarios client/server based networks are inclined to be central by means of the majority processes being maintained by the centralized or key system. On the other hand, the Peer-to-peer networks are composed of computers that facilitate the similar processes as well as are able to transmit data and information to each other (FREETECHEXAMS, 2011) and (Mitchell, 2011). The purpose of networks is to offer data sharing and communication services , for this reason there are some established communication standards those are implemented through protocols. In this scenario, the protocols are similar to the policies and regulations for the processes of the network. In addition, a network can use different protocols depending on the situation, for example TCP/IP, the majority widespread protocol established for the communication on internet as well as in small level networks. Moreover, the networks can be classified as wireless or wired networks. In this scenario, the majority of protocols intended for wired networks are as well facilitated and corroborated by wireless networks. Furthermore, wired networks have been established a long time ago as compared to wireless networks. However, with developments in technology wireless networks are improving and turning out to be more widespread and trustworthy (FREETECHEXAMS, 2011) and (Mitchell, 2011). At the present, networks are used everywhere. From our home telephone lines to TV con nection we are surrounded with communication networks. These networks are able to offer us a lot of facilities and services in form of information and data sharing. On the other hand, majority of the people still do not have any knowledge about the network technology and what are the basic skills behind the scene. In this scenario, there is an awful need of educating people about the network technology and teaching people about this technology based system. For this purpose, TV and internet are the prime means of technology based communication. In addition, through these means we communicate with people as well as transfer data and information. Moreover, we can develop a program based on the presentation which can offer a great deal of support regarding information sharing and data distribution at the network level for guiding the people (FREETECHEXAMS, 2011), (Nash, 2000) and (Mitchell, 2011). However, there are some issues associated with each technology. In the same way, the late st network technologies are also experiencing some of the issues those are hindering in the overall progress and possible evolution of the technology. In this scenario, security in case of network environment is taken as one of the prime factors regarding the network technology and communication. Moreover, these issues become more critical in

LOG503 Managing Logistics Operations (MOD 2) SLP Essay

LOG503 Managing Logistics Operations (MOD 2) SLP - Essay Example The logistical system of Wal-mart must work flawlessly so as to be able to manage such a big store. Wal-mart has a distribution system that distributes nearly 85 percent of the total wares sold in its own stores (Atchmeyer, 2002). Wal-mart’s major aim is to sell its goods at the lowest price possible (Atchmeyer, 2002; Mohan, 2003). To achieve this, Wal-Mart obtains goods directly from the manufacturers and sells them directly to its retail customers bypassing all intermediaries (Mohan, 2003). Thus Wal-mart has its own distribution centers strategically located at different locations all over the US. The strategy employed here is that one distribution store can serve 150-200 stores (Atchmeyer, 2002). This has made sure that the stores no matter how far they are are within one day’s driving distance (Atchmeyer, 2002). The distribution centres operate 24 hours a day because the conveyer belts are laser-guided (Atchmeyer, 2002). An advanced opportunistic cross-docking procedure is in use; as the goods are picked directly from the manufacturer’s premises and directly taken to the retail consumers. This ensures that the systems are very efficient as well as they do not need to store the material (Atchmeyer, 2002). It is basically from the stores directly to the shelves. The company owns a fleet of over 12,000 trailers 3,000 trucks (Mohan, 2003). In contrast to its competitors who subcontract the trucking services (Magretta, 2002). Additionally, the company is quite meticulous in hiring its drivers. For a driver to qualify to work for Wal-Mart, they got to have a track record of over 300,000 accident free miles without any major traffic violations (Mohan, 2003). Wal-Mart has developed a number of methods to individually deal with each of its stores inventory (Magretta, 2002). The solutions are tailor made for each individual store in order to cover the logistical challenges posed. These measures

Online Rerservation System Essay Example for Free

Online Rerservation System Essay Online hotel or resort reservations are becoming a very popular method for booking hotel or resort rooms. Travelers can book rooms from home by using online security to protect their privacy and financial information and by using several online travel agents to compare prices and facilities at different hotels. 1 Hotel or resort reservations systems, commonly known as Online Reservation System (ORS) is a computerized system that stores and distributes information of a hotel, resort, or other lodging facilities. It is an assistant for hoteliers to manage all of their online marketing and sales, where they can upload their rates and availabilities to be seen by all sales channels that are using an ORS. Sales channels may include conventional travel agencies as well as online travel agencies. A hotelier using an online reservation system easens his or her tasks for online distribution, because an ORS does everything to distribute hotel information to the sales channels instead of the hoteliers.2 Here in the Philippines, the biggest hotels and resorts are using the same technology. But, in some far flung provinces, some hotels and resorts are still using manual reservation system. They use signages and some print advertisements for their marketing; and log books and some paperworks to record customers’ data. One of these establishments is the Double Mother’s Mayon Spring Resort which is located in Barangay Buyuan, Legazpi City. It was established by Lilian Pareja, a native of Albay Province, on March 8, 2008. She built the resort to fulfill her dreams of having one. Double Mother’s Mayon Sprong Resort has full amenities like: 15 rooms with toilet and bathrooms, all are airconditioned; 21 cottages; a convention hall for special occassions, and can accommodate up to250 persons;2 swimming pools; slides; restaurant with videoke; and a rent-a-car. The resort is one of the most affordable resorts in the province yet has a quaility of a five star place. The room price range from P 750.00 to P 5,000.00 per 24 hours of stay. The cottages are priced P 300.00 a day. And, the package program of their convention hall is P 25,000.00, with all the amenities included. The resort has varied of customers: from locals to foreigners. The main attractions of the resort are the full view of Mayon Volcano and the spring water coming from it. Tourists came in the province all year round. For 2 years that the resort was created, all transactions were made manually by the front desk personnel. After the reseachers meeting with the manager and talked about this study and its benefits to the resort, they immediately agreed as thevenue for the study. The resort understands â€Å"the role of information systems and technologies in company’s management and daily operations has been widely acknowledge and assessed as positive†.3 Research has shown the importance and unprecedented growth potential of e-commerce and its role as a new electronic distribution channel.4 It has been also well agreed in the literature that establishing an online presence and adopting e-commerce business models increases company’s competetiveness, profitability, and efficiency. Statement of the Problem The Double Mother’s Mayon Spring Resort has no online presence and computerized system for their establishment. All their marketing and transactions are made manually, and because of this, it costs them time, money, and lack of customers. The researchers will find ways to answer the following questions: 1. How to attract tourists from other provinces and countries? 2. How to launch a marketing campaign that is low in cost? 3. How to provide aswers to the questions of would-be-customers without lifting a phone or having a face-to-face contact? 4. How and where to keep files accurately and effeciently with confidentiality? 5. How to retreive files and print reports easily?  6. Will it be possible to easily monitor the sales on daily, weekly, or monthly basis? 7. How to compute the bill of the customers accurately? Objectives of the Study This study aims to solve the current problems of Double Mother’s Mayon Spring Resort when it comes to Marketing/Advertisement and Management system. The researchers aim to achieve objectives, such as: 1. To attract tourists from other provinces and countries by developing and launching a program or website for information and online presence. 2. To launch a low cost marketing and advertisement campaigns that reaches a wide audience by having an online information and connected with other websites and government agencies connected with hospitality industry. 3. To provide answers to would-be-touristsby having a detailed Frequently Asked Questions coulumn on the resort’s website. 4. To keep files secured, accurate, and efficient by developing a database with passwords that only the administration and owners knows. 5. To retreive files and reports easily and automatically. 6. To save money and time for efficient and accurate transactions. Scope and Delimitation The study will provide answers to the problems of Double Mother’s Mayon Spring Resort when it comes to marketing and effectively managing the business. This will limit the study on the online presence and reservation system. Significance of the Study This study is important to all stakeholders, to the business and to the hospitality industry. 1. The study will make the business of resort thrive for installation of new system and technologies for doing marketing and management. 2. It will be a great help for the employees of Double Mother’s Mayon Spring Resort because it will make their work easier and efficient. 3. There will be less paperwork and their will be less time consumed. 4. The management can manned their manpower to do other things rather than do the time consuming procedures of traditional marketing and reservation system. 5. Assessing the customer’s record will also be easier, faster, more precise and accurate. 6. It will also make the establishment more efficient in terms of providing faster and more efficient quality service. 7. The tourists will have an option of reserving a room or package with the resort’s online presence. 8. The would-be-customers can save time, energy, and money in looking for the right resort or service. 9. This will benefit students and future researchers to serve as reference in conducting researches of similar nature and topic. 10. This will also help the researchers to widen their knowledge and provide them personal experience as they make and work on this study.

Foreign and Drug Policy Essay -- American Government Politics Essays

Foreign and Drug Policy In examining the transitions in US government policy related to drug abuse and trafficking, historians are consistently confronted with the difficult task of analyzing the different motivations for variations in strategy from the Nixon administration to the present. In this specific case, our investigation centers upon the interplay of United States foreign policy in Latin America in the 1980’s (pursued mostly by the CIA) and the broad campaign against drugs both at home and abroad. At first glance, one might suppose that a moral ideology such as the war on drugs would be a multi-faceted operation with little available room for compromise. After all, an analogous crusade against terrorism has emerged as the overriding logic and driving force behind current foreign policy, so why shouldn’t narcoterrorism have a similar place in initiatives abroad? It would make sense that since we are now committed to eliminating any support for states that sponsor terrorism, nations like Colombia, Panama, Nicaragua, and Honduras should be dealt with in a similar manner for their complicity in drug trafficking. As we now know, this was not the case, thus further scrutiny is required. The framework for this analysis will be an in depth reading of multiple sources with differing viewpoints chronicling the events in the expansion of the Latin American narcotics trade. Our analysis begins with Oliver North, the military coordinator ultimately empowered by the National Security Council to conduct and oversee covert operations supporting Nicaraguan rebels, the Contras, in their resistance campaign. As part of Reagan’s fierce stance against communism, Latin America had become a battleground between American CIA ... ...ionale and a new direction for combating the widespread narcotics abuse in America, namely increased investment in treatment of addiction. Works Cited: Kerry, John et al. Senate Committee Report on Drugs, Law Enforcement, and Foreign Policy. Available online http://www.whatreallyhappened.com/RANCHO/POLITICS/ARCHIVE/KERRY.html. Access date 5/25/04. Korsmeyer, Pamela and David Musto. The Quest for Drug Control. Yale University Press: New Haven, 2002. Marshall, Jonathan and Peter Dale Scott. Cocaine Politics: Drugs, Armies, and the CIA in Central America. University of California Press: Los Angeles, 1991. Massing, Michael. The Fix. University of California Press: Los Angeles, 1999. PBS Frontline. Interview with Oliver North. Available online http://www.pbs.org/wgbh/pages/frontline/shows/drugs/special/north.html. Access date 5/23/04.

Multinational Expansion Of Companies Essay

Ghe increasing multinational expansion of companies requires individuals who can perform effectively across national borders by handling cross national job assignments (Stahl & Bjorkman 2006). Expatriates/international assignees are employees who work outside their national borders. A lot depends on human resource (HR) management in selecting appropriate workforce and rewarding them accordingly in company’s best interests. HR managers need to show expertise in choosing suitable personnel for international assignments based on employee’s personal characteristics, interests, overseas experience and the type international assignment. Moreover, it becomes the responsibility of HR managers to look after compensation packages, and compliance with regional work standards and government policies. Hence, it is necessary to review all these issues in detail to gain an idea on the role of HR professionals in relation to international assignees. Firstly, to understand the aspects of expatriate selection and functions, it is first necessary to review the reason for global expansion of companies and their requirements. Companies Go Global   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are various reasons for companies choosing international existence. They include increased pressure on costs, search for new markets, greater customer demands and product and service qualities, government policies, search and desire for technology development, worldwide communication and information flow, increasing global opportunities with interdependence of nations in trading blocs, integrating cultures and values leading to common consumer demands, availability of skilled workforce, decreasing trade barriers, and E-commerce (Briscoe & Schuler 2004).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   This increasing globalization requires companies to look for employees with ability to operate at varied conditions. Accordingly, various criteria are set for the selection of international assignees. International assignees may be parent-country nationals (PCNs), host-country nationals (HCNs) or third-country nationals (TCNs) Selection of International Assignees   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Human resource (HR) managers have a major role in selecting international assignees. The highly followed selection process includes self-selection, creating a candidate pool, technical skills assessment and making a mutual decision (Frazee 1998).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   HR management has to consider several criterion before selecting the candidates, such as candidate’s maturity, ability to handle foreign languages, possession of favorable outlook on the international assignment by the expatriate and his/her family (Briscoe & Schuler 2004). Apart from these personal characteristics like health, desire for the assignment, individual resourcefulness and adaptability are very important.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   International assignees should have various qualities such as computer literacy, prudent negotiating skills, ability as a change agent, visionary skills and effective delegatory skills (Briscoe & Schuler 2004). Functions of International Assignees   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The functions of international assignees may include all or any of the following areas depending on job responsibilities. Technical responsibilities Managerial responsibilities Cultural responsibilities such as interacting with local nationals and local communities In general, global long term assignments may vary between two and five years. In long term assignments employees are generally loaned to the host company by the home company (Mullaney 2007, p. 3). The position and seniority of the assignee often determine the nature of the assignment package. Executive assignees are seen as prominent members of the local management team, whereas assignees at manager level or below are credited with career development opportunity. An Insight on the Roles of HR Managers In the current globalization arena, the role of human resource (HR) personnel in relation to international assignments should be viewed in specific perspectives: human resource personnel and international assignees, and the role of past experience in dealing with diverse employees. Whatever the role is, the basic requirements are openness to people, flexibility, autonomy, and career motivation (Frazee, 1998, p. 29). Firstly, the phases in selection of international assignees can be described as self-selection, creation of a candidate pool, assessment of technical skills, and making a mutual decision. Firstly, the candidate has to self analyze whether he or she can be a global assignee. Moreover, the favorability of family and other conditions need to be evaluated. In selecting global assignees, it is better to opt for self-selection than traditional selection. While traditional selection in meant for choosing assignees by employers through various interviews and tests, self-selection promotes self-assessment of candidates and decide on whether or not to go for the next step for selection process (Frazee, 1998, p. 29). The factors of self-selection include personality and individual characteristics, career and family issues. According to Johns, in case of personnel who shift from another position to HR, the experience in past positions and the change of influencing abilities pertaining to the post may help perform better as a HR manager in dealing with employees from different backgrounds (as cited in Frazee, 1998, p. 52).   Ã‚  Ã‚  Ã‚  Ã‚   Furthermore, HR managers do have a major role in proper orientation of global assignees and making them adjust with new environment. Moreover, HR personnel need to evaluate the costs associated with expatriate programs. Finally, they may have to deal with situations where employees may rise about differences in compensation between local and global assignees. Requirements of International Business Management in the Context of HR Professional in Working with International Assignees In my opinion, such requirements as workforce planning and staffing, training and health safety, and Crisis Management are the central issues of international business management in the context of HR profession when working with international assignees. The most significant subject for planning of training for international assignees is the importance of understanding the restricted culture and language. The organization of the compensation programs for multiple workforces around the world is a compound and not an easy work that is put into effect with the help of the balance sheet approach.   Health and safety practices vary among countries as per related laws in those countries. However, HR managers should understand and cope with business decisions that are concerned with strategies, health and safety systems, and different practices faced in countries that may have an impact upon workforces and employee relations between international assignees. So, the requirements include learning the laws, systems of working and understanding the cultures of the countries. Global HR activities that involve preparation, scheming, structuring, implementing, organizing, or developing may be unsuccessful if they are used without considering the differences in countries. Successful processes and systems that are used in one country may fail when they are used in the same way in another one. All the aspects of the international business have a human element. The human recourse management was underestimated for a long time, but its functions and roles, nowadays, are accepted to be one of the most important. Nevertheless, ‘the HR professionals must first learn the geography and characteristics of the field’ (Ohmae, 1990). Potential Involvement of International HRM   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   With the increasing human resource problems in the multinational companies due to increased global operations, it has become to necessary to redefine the scope and role of the human resource management.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   International HRM should be involved as a active partner in formulating global strategies. Necessary skills need to be imparted into senior HR professional through proper training. HR professionals should lead developing processes and activities involving emerging strategies (Briscoe & Schuler 2004, p. 398). Companies should facilitate the development of global strategies by finding out the skills necessary for management and employees, and a major role should be played by the HR department in accomplishing it (Briscoe & Schuler 2004, p. 398). Enhanced interaction is essential among line management, HR personnel and workgroups. Moreover, it is better to decentralize the functions of the headquarters IHR departments. Also, main HR departments should assign basic administrative responsibilities to venders with expertise in HR activities, as the main departments will need to deal with many growing global responsibilities (Briscoe & Schuler 2004, p. 398). Expatriate Performance, Training and Interactions Joint ventures and foreign subsidiaries are usually structured and organized much like their mother companies; the only distinction is that they have both expatriate and local managers. That’s why the international business operations are more difficult and have more complex structure than the domestic business operations. â€Å"Regardless of the effectiveness or availability of Performance Management (PM) tools, expatriate PM success depends largely on the manager and expatriate in question: how well they both understand, internalize, and accept PM, and how skillful they are in its implementation. To this end, appropriate PM training should be available for all expatriates, including their superiors.† (Johnson 2003). The high level of the performance management of the expatriate leads to improvements in their careers and company’s development.   The performance management system that is used in the global business includes a lot of areas of international human recourse management responsibility, such as evaluating foreign managers and international assignees for pay increases. However, one of the most important obstacles to the successful administration and progress of these managers and international assignees is the regular require of recognition of the value of their overseas experience and expatriation, in general, and the casualness with which companies often evaluate these international assignees foreign performance. Certainly, big enterprises that have a lot of overseas assignees and many foreign subsidiaries say that ‘most (83%) do not use performance management to measure international assignees’ success. And many (35%) don’t use any type of measurement at all.’ (Andersen 1999, p. 18) One of the most important factors that influences upon the international assignees’ performance is the performance appraisal system of the company. However the correct and effective system of the performance appraisals is not an easy task even in the native country. The knowledge and the skills that have to be developed by the international assignees differ a lot from the abilities of the workers of the company that is located in the native country should have.   The international assignee and other foreign managers have to increase and make use of the knowledge that is necessary for any managerial assignment without any doubt. The requirement for more number of highly qualified human resource personnel has resulted in the need to use larger numbers of foreign nationals. ‘Most multinational firms favor hiring local nationals for foreign subsidiaries, home-country nationals at headquarters, and, where a regional organization exists, a mix of foreign and home-country managers for regional positions.’ (Johnson 2003) Thanks to such method of international HR management the ethnic groups unite usually varies with the environment of a firm’s business and with the product strategy. So, the role of the staff that works at the native country diminishes in the case of lowering the importance of the area expertise. The principal subject for a large amount of companies in the management of their international assignment system is the arrangement of the competing interests of the firm, international HR management, and the international assignees and family. The business that is concerned about its globalization requires fast deed in order to produce innovative revenues, and to direct the expenses and threats involved with doing that. International human resource department requires adequate lead time to discover and choose successful international assignees. As Ohmae (1990) writes ‘they need a low enough case load of international assignees to be able to provide good service; they want to be able to apply an effective process for selecting and developing quality of international assignees candidates; and they desire to be able to apply a consistent policy of treatment of international assignees.’ International assignees themselves, and their families, need sufficient compensation for the individual and profession sacrifice they make while they relocate; they would like their family concerns to be given essential priority; and they look ahead to   be able to come back to a profession promotion that   takes benefit of their foreign practice. So, the way to success in the global operations is to satisfy the needs of companies and the needs of international assignees. The role of international assignees is very significant; because whether the business strategy will be clear and understandable all over the world depend on their working performance. In order to improve the results of the work there are a large amount of programs that consist of relevance, acceptability, sensitivity and practicality. The factor of relevance means that the HR manager and the worker should realize the relevance of their labor in the general activity and to evaluate the situation correctly. Acceptability is the right evaluation of the job from the side of the HR manager and the diligent execution of the duties by the expatriate. It needs to be seen as fair, reasonable, and accurate. Sensitivity is the attitude of the administration that includes taking into consideration cultural differences and adequacy in evaluating the business reality. The fact that the programs should be practical for the expatriates is also important. They should correspond to the business strategy and be not difficult to execute but not to simple. In this case there is a threat that such program will be done partially. These entire characteristics have to be implemented by the HR managers and need special attention. Compensation for International Assignees   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   International HR department has to create compensation packages that appropriate for employees and profitable to the companies. The components of a balance sheet approach that are helpful in determining expatriate compensation are described below. Home-country salaries International standard Regional standard Better of home or host policy Expatriate Failures The three main reasons for expatriate failure are inappropriate selection, inadequate preparation and the stress associated with expatriation (Enderwick & Dunning 1994). Proper training of expatriates before giving international assignments is necessary to overcome failure. All in all, performance of international assignees depends greatly on proper selection and training. Moreover, appropriate compensation packages are necessary. Women as International Assignees   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Coming to the gender differences in international assignees, there are important aspects to consider. It has been observed that though the number of women employees is increasing over the years, they are not making a substantiate percentage in international assignments. To be precise, in spite of having 47% women workforce in the United States by 1998, only 13% to 14% were selected for international assignments (Varma et al. 2004). Also, in spite of having 30% female students in MBA programs in the US, only 14% are being selected by corporate America for international postings (Koretz, 1999).   Furthermore, the estimated number of female expatriates is between 2 and 5 percent only (Harris, 1993).There are multiple reasons for this scenario.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The important cause is the reluctance of management to send women employees abroad stating that they face more prejudice than men at the new workplace. Also, supervisor-subordinate relationship seems to be an important factor. It was found that female employees showed higher agreement with female supervisors than males (Varma et al. 2004). It becomes crucial, as most of cases require women to interact with male supervisors.   Ã‚  Ã‚  Ã‚  Ã‚   Other related reasons can be explained such as over estimation of women’s problems at workplace by males, and lower availability of corporate development programs such as fast track programs, individual career counseling and career planning workshops for women. Further reasons include the traditional confinement of women to only certain job categories, socio-cultural issues of host countries and the problems of dual career couples. Conclusion In conclusion it is necessary to say that global HRM is more democratic than it was earlier. It provides employees with lots of opportunities and possibilities without paying attention to such factors as cultural characteristics or racial prejudices. Global HRM tries to present cultural diversity at all level of organizations. HRM model in public sector is characterized by lifetime employment, social cohesiveness and seniority wages. The vitality of organization is less important in the country that family ties and friendship. It is seen that GCC countries are not greatly influenced by globalization processes. Managers try to promote their relatives instead of teaching staff how to work. HRM model in the private sector is only on the evolution stage. It is still trying to find innovative ways how to manage the staff effectively. It is recommended for strategic human resource management of future to be characterized by cultural diversity and equal job opportunities for all people. HRM should use the concepts of globalization and labor division in order to achieve highest results. HRM should provide qualified employees with proper positions. Human resource managers should also have highest qualification and professionalism to achieve company’s goals and objectives. One more recommendation is to create more job places and to provide people with them. The cultural dimensions of power distance index, individualism, masculinity, uncertainly avoidance index and long-term orientation are necessary to be studied by the HR managers. The improvements of the programs that are aimed at the expatriate’s learning should include relevance, acceptability, sensitivity and practicality. As the result the production will increase as well as the organization’s revenue and profits. All in all, HR management has a great responsibility in company’s success pertaining to international assignments. They need to identify required personnel with adequate skills and experience to carry out international assignments. HR managers should plan proper reward packages to retain efficient employees on international assignments. Moreover, they need to adjust existing and adopt new policies in order to gain compliance with respective country’s policies and standards. 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