...KYMENLAAKSON AMMATTIKORKEAKOULU University of Applied Sciences Degree Programme in International Business ALLISON HOUSE THE CHALLENGES OF WOMEN EXPATRIATES REGARDING INTERNATIONAL ASSIGNMENT Bachelor’s Thesis 2013 1 ABSTRACT KYMMENLAAKSON AMMATTIKORKEAKOULU University of Applied Sciences Degree Programme in International Business House, Allison The Challenges of Women Expatriates Regarding International Assignment Bachelor’s Thesis 74 pages including 12 pages of appendices Supervisor Minna Söderqvist, Principal Lecturer Commissioned by Charlotte Regional Partnership September 2012 Keywords female expatriate, international assignment, male trailing spouse, career advancement, glass ceiling, repatriation With the ever-increasing amount of global business conducted in today’s world, the need for expatriate assignments on behalf of the workplace is increasing also. There is a deficit in the amount of female managers currently on international assignment. The primary objective of this thesis was to identify the challenges facing women, which would have prevented more women from embracing international assignments, and to more thoroughly explore stated challenges in order to pinpoint possible smallscale solutions. The thesis was based on IHRM. The main research method was a collective case study, which consisted mainly of dual perspective qualitative research. The primary conclusions of this thesis are that with additional...
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...The authors’ fellow teachers contributed their personal experiences as group members and teachers of English to the article to encourage other teachers to teach writing authentically and to collaborate with one another to improve student learning. The authors’ reported success is recorded in their article as the success of the group as a whole. The teachers in the teacher inquiry support group relay their processes to collect and use the data that will better their individual classes and their individual students in a step by step process. They first observe one another and share their expertise. They then research research-based practices to better their curriculum. Then the teachers use metacognition and reflect on why they taught writing the way they were. Lastly, the members of the group...
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...African Americans and Their Service Daniel Owsley His 204 Instructor Christina Winn October 11, 2010 African Americans and Their Service African Americans have contributed to the security of this nation by serving this country in spite of the racism they faced. From the Civil War to the present war in Iraq and Afghanistan, the African American soldiers have served and broke down racial barriers in the face of adversity. This is a look at the contribution of service to this country as soldiers from 1865 to present day. During the years of the Civil War, 1861-1865, the African Americans were participating in the war whether they were freemen or slaves. In the southern states many slaves were forced to aid in the war effort by the Confederate army. On the other hand, the Northern states turn away black men at the beginning of the Civil War, but towards the end of the war the Northern army (the union) began accepting Negro soldiers into the army. “For the black soldier in the Union Army, the reason for the war was to free the slaves”, although President Lincolns effort was to save the Union. Emancipation or freedom of the slaves became a major part of the Civil War and it provided additional resources to the Union Army in the way of black soldiers (Simmonds & Carter, 2010). According to Simmonds and Carter (2010), the “Negro Soldiers” fought bravely and won praise in over 200 battles during the Civil War (Para. 4). One of the most recognized or famous black regiment...
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...information on data collection, analysis and reporting, and the level of technological support. A review of the NDCS concept paper was also undertaken; Issues identified during this consultation process include: Current systems (Kadry, Kartka) do not meet the needs of HR departments; limited capacity for analysis at the CEGB and government levels; time consuming process for annual reporting to State Statistics Committee; Inconsistent way of recording and maintaining HR information; multiple manual recording systems, Excel spreadsheets with no connectivity; Limited archival and retrieval capability for employee records; HR specialists spend most of their time processing HR transactions, leaving little time for strategic work; staffing, training and performance evaluations appear to be the most onerous processes; Background and Context 2 5 HR staff eager for new technology and tools, to...
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...Chapter 1 – Strategic Human Res. Mgn Chapter 1: Strategic HRM HR functions: all relative to the company’s performance - analysis and design of work - employee relations -recruiting -selection - training and development - performance management - compensation - supporting the organizations strategy Environmental trends impacting HRM - Changes in the labour force * Aging workforce * Diverse Workforce * Labour unions * Contigent employees * Skill deficiencies - High Performance Work Systems * Knowledge workers * Employee engagement * Teamwork * Increasing education - Change in the employment relationship * New psychological contract * Organizational culture/climate - Others: * Economic conditions * Technological changes * Government * Globalization Chapter 2 – Changing Legal Emphasis There are 14 jurisdictions, 10 provinces, 3 territories and Canada as a whole for employment laws. - Provincial/territorial employment laws govern 90% of population - Federal employment legislation governs the other 10%. The legal framework for employment also includes constitutional law, particularly the Charter of rights and Freedom; acts of Parliament; common law (wrongful dismissal) and contract law. Regulations: legally binding rules established for the special regulatory bodies (ministry of labour, human rights commission) created to enforce compliance with the law and aid in its interpretation....
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...Platinum Health Services (PHS) Maria Taylor Baker College HRM 291 – Human Resources Professor: LJ Hansen-Brown December 08, 2012 Platinum Health Services (PHS) In today’s world the healthcare industry is in critical need for a company with strong core values that can assist in their upkeep. Platinum Health Services is a company that has great strategies when it comes to its Human Resource management aspects as well as the laws. Some of the company’s human resource management processes are selection, training and development, compensation, and their appraisal system. Background Platinum Health Services was first established in Austin, Texas 3 years age. Since then it has opened in 3 states (Texas, New Jersey, Florida) with multiple accounts in each state. At each account one supervisor and a team of employees are stationed at it and only report to that destination as their workplace with PHS. The company’s industry is healthcare and it is targeted at cleaning hospitals, nursing homes, and other healthcare facilities that seeks the help of another company to provide cleanliness and laundry service. One of the biggest trends of the business is that it is growing at a fast rate. Another trend of the business is that the industry is needed more and more by healthcare businesses. The services and descriptions PHS provides are below: * Housekeeping is one of the services the company provides. It prevents the healthcare business that is being serviced from being contaminated...
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...best, develop talent, create productive work environment ** HR Strategy align with Company Strategy Better HR practices = Better Organizational performance Which practices? ○ Profit Sharing Result? Positive Relationship with turnover, productivity, corporate performance ○ Results Oriented Performance Appraisal ○ Employment Security Human Resource Management Responsibilities 1) Traditional: Operational (Administrative) Category - Hire/maintain employees - Offer advice - Plan future workforce requirements - Appraising performance - Disciplining/counselling - Health and safety - Complaints Handling Outsourcing: using outside vendors to handle specified functions on permanent basis Employee counselling, recruitment, payroll, training, benefits administration 2) Strategic Category - Strategic partner ○ Help achieve strategic objectives Strategy: company's plan on how it will balance internal strengths and weaknesses with external opportunities and threats to maintain competitive advantage • HR Challenge: building leadership pipeline (manage talent shortage) Role in Formulating Strategy - HR professionals + line managers do environmental scanning: identify and analyze external opportunities/threats that can be crucial to company success ○ Can also add value to strategy forming process by supplying information regarding internal strengths/weaknesses Role in Executing Strategy - Strategy execution most important ○ Develop restructuring ○ Retraining programs ...
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...[pic]DE LA SALLE UNIVERSITY Taft Avenue, Manila In Partial Fulfillment of a Requirement in Instructional Leadership Brother Andrew Gonzales College of Education For the Degree in Master of Education Major in Educational Leadership and Management By: Imelda P. Tabian I.D. # 11293853 Dr. Eric Olivares Professor ONE YEAR DEVELOPMENT PLAN OF PITOGO HIGH SCHOOL S.Y. 2014-2015 I. Introduction and Background Information 1. Historical Development of the School Pitogo High School or otherwise known as PHS has its origins from the vision of the Local Government of Makati City of providing quality education for each of its students. Through the initiative of the city officials headed by then former Mayor Jejomar C. Binay now Vice-President and in collaboration with the Department of Education, both sector worked hand in hand in fulfilling its mission of providing access to education through technologically driven formal, non-formal and other alternative delivery system. The creation of a localized school was initiated by Mayor Binay and it was intended to benefit the citizens of Barangay Pitogo along with its co-barangay catchment areas of South Cembo, Pinagkaisahan, Cembo and Guadalupe Nuevo. Its first year of operation started 2004-2005 with Mrs. Luzviminda L. Bannag as its first administrator in her capacity as Officer-in-Charge. The number of students of PHS on its maiden operation...
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...Culturally Responsive Teaching: Bridging the Gap Michael Warren University of Texas at El Paso Culturally Responsive Teaching: Bridging the Gap The changing demographics in classrooms are not often reflected in the pedagogies, curriculum and strategies used in represented grade levels and content areas by the education professionals that drive our education system. Recent research has considered the idea that culturally responsive or culturally pedagogical teaching may be the answer to closing the achievement gap created by the absence of cultural awareness. The concept of cultural awareness may be simply defined as an understanding and awareness of the diversity in the classroom (Villegas & Lucas, 2002); however, such a simplistic definition does not recognize the many dimensions involved in the pedagogy of culturally responsive teaching, which for students includes seeing germane links between subject matter and lessons and their experiences outside the context of the classroom and how those links influence what and how they learn. The purpose of this literature review is to examine the many facets that make up the term Culturally Responsive Teaching (CRT) and the impact and implications implementing such a broad concept may have on the education system. While the literature discusses several topics connected to CRT, I will confine this review to the following: (1) CRT Background/Definition (2) The methods of study, the participants involved and the significance...
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...Analyzing knowledge for practice Chapter 1: Introduction Nowadays, there is an increasing attention being given towards non-communicable diseases such as diabetes and hypertension from all over the world as well as in Malaysia. In health clinics and hospitals, we are seeing increasing number of patients who are diagnosed with diabetes. Diabetes is a phenomenon which is becoming more common but there is a plenty ways which could be done to reduce the severity of any complications from this disease. Generally, there are three main types of diabetes. It includes Type 1 diabetes (juvenile diabetes), Type 2 diabetes, and gestational diabetes (during pregnancy). Type 1 diabetes (Insulin Dependent Diabetes Mellitus) should consume insulin daily in order to survive. Meanwhile, type 2 diabetes (Non-Insulin Dependent Diabetes Mellitus) is the most common type of diabetes. Whereas, gestational diabetes is another type of diabetes where there is a high blood sugar level which is diagnosed during pregnancy. Diabetes Mellitus which is a well-known chronic illness requires a comprehensive of medical care by the expertise team. The risk of long term complications needs full support from various professionals to conduct diabetes care. Acute complications can be prevented via ongoing patient self-management education and awareness of illness. Patient self-management education and problem solving skills development are necessary to be provided in diabetic clinic plan through a variety...
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...Better Practices for Retaining Organizational Knowledge: Lessons from the Leading Edge David W. De Long and Thomas Davenport n 1998, after significantly downsizing for ten years, the Tennessee Valley Authority (TVA) realized that the median age of its 13,000 remaining employees was 48. Because most of its workers retired well before age 60, this meant that over the next ten years the TVA, the largest electrical utility in the United States, was bound to lose many of those it depended on to run its nuclear, coal-fired, and hydroelectric power plants efficiently and safely. Those employees, and the knowledge they embodied, would be hard to replace. Changing workforce demographics, marked by an aging labor force, more competitive recruiting, and faster turnover among younger employees, are creating unprecedented knowledge-retention problems in many industries, threatening to reduce the capacity for innovation, growth, and operational efficiency. A recent study of 26 firms conducted by the Accenture Institute for Strategic Change documented the danger lost knowledge poses for organizational performance in the global chemical industry.1 But, of course, operational and institutional amnesia imperil more than just the chemical industry. This article outlines a set of “better practices” that organizations currently are implementing to address these concerns. The practices shared here are not claimed to be “best in class,” because the challenges of knowledge ...
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... | |401(k) plan: |An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account | |Absolute |Measuring an employee’s performance against some established standards | |standards | | |Accept errors |Accepting candidates who would later prove to be poor performers | |Action |A training technique by which management trainees are allowed to work full time analyzing and solving problems| |learning |in other departments | |Active |The performance of job-related tasks and duties by trainees during training | |practice: | | |Adjective |A performance appraisal method that lists a number of traits and a range of performance for each | |rating scales | | |Adverse impact|The overall impact of employer practices that result in significantly higher percentages...
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... | |401(k) plan: |An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account | |Absolute |Measuring an employee’s performance against some established standards | |standards | | |Accept errors |Accepting candidates who would later prove to be poor performers | |Action |A training technique by which management trainees are allowed to work full time analyzing and solving problems| |learning |in other departments | |Active |The performance of job-related tasks and duties by trainees during training | |practice: | | |Adjective |A performance appraisal method that lists a number of traits and a range of performance for each | |rating scales | | |Adverse impact|The overall impact of employer practices that result in significantly higher...
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...racticeBriefing Notes: Best Practices in Professional Development Introduction A firm interested in increasing its employees’ skills and competencies while deepening their employees’ commitment to the organization should c onsider three interventions: the nature of the job, formal training and the mentoring/co aching process. This paper on best practices outlines the issues firms fa ce in developing programs in these three areas and disc usses which practices, program designs or methods firms should take up in response to these issues. The Job Research in firms suggests that younger professionals are drawn to two different kinds of firms: the firm with a great reputation in the field, and the smaller, often less reputable, firms that offer younger people a broader range of opportunities. They usually favor the former when they regard their first or secon d job as a way station to a longer-term career in another company or setting and want to garner the “halo” effect of having worked at a great firm. This phenomenon o c curs in other professional services as well. For example, many consultants are happy to go to M cKinsey for their first five years of employment even though the prospect of becoming a partner and then a director are quite limited, and the work itself is extremely taxing. Many firms, however, cannot rely exclusively on the limited supply of skills within the firm to create opportunities for learning and growth. Therefore, these firms must...
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...The Optimal Reference Book: Project Management Success Factors Extraordinary insight™ into today’s education information topics Table of Contents Why 70% of Government IT Projects Fail, Quality Project Management for Education Agencies .............................................................................................. 5 About the Author.................................................................................................... 8 Foreword................................................................................................................. 9 Selecting the Right Vendor to Manage Your Project .............................................. 11 Project Governance........................................................................................... 13 Project Risk ....................................................................................................... 14 Issue Management............................................................................................ 14 Education Agency Uniqueness .......................................................................... 14 Unfunded Mandates and Local Control............................................................. 15 ESP’s Quality Project Management (QPM) for Education Agencies ......................... 16 QPM Overview.................................................................................................. 16 QPM Principles...............................................
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