Effect of SHRM on Mergers and Acquisitions

Effect of SHRM on Mergers and Acquisitions IS STRATEGIC HUMAN RESOURCE MANAGEMENT AN EFFECTIVE TOOL FOR MERGER AND ACQUISITION PROCESS, IN TERMS OF KNOWLEDGE, SKILLS AND EFFICIENCY? Introduction First chapter of my dissertation will talk about the back ground of the proposed dissertation topic. This back ground discussion will lead our focus to the actual problem area. As the main actors of my discussion are human so the related topics back ground, like HRM, strategic HRM, and integration of SHRM with overall business strategy and the new role of SHRM especially in the process of mergers and acquisitions, will be focused. Later discussion will focus on aims and objectives of my research and will also explain the dissertation structure. Background Business world is so dynamic especially in current era when organizations face lot more complicated challenges and strict competitions. To cope with new challenges, organizations employee new management tools, methods and philosophies. These tools and philosophies help management in gaining competitive advantage to survive in the business world. Among these philosophies, strategic HRM is one, which helps businesses to survive and gain competitive advantage in current dynamic environments. To learn more about the role of Strategic HRM, first we need to know what strategic human resource management actually means, as we know till that point that this a management philosophy helping organizations in facing new challenges in ever changing environment. The concept of Human resource management is not new. It is on the business horizon from last 100 years discussed and debated in different forms, shapes and names but the actual human resource management can actually be traced back in 1960s when the importance of employer and employee relationship was more focused. Improved education and skills actually developed the concept of Human resource management over the years. This development took a new turn when in 1980s HRM became the integral part of business strategy and was named as strategic human resource management. That field of business management is actively involved in all business decision and plans related to relations of employee and organization. The involvement of SHRM in restructuring and developing organization can be seen in the shape of different tools and methods adopted by organization like decentralize decision making, flattened hierarchies, training etc. This involvement is much needed during Merger and acquisitions process where SHRM can help this process in terms of knowledge, skills and efficiency. To allocate resources accurately ,like employing right people with right skills and knowledge, organizations need to bring in the SHRM at the time of strategy development not at middle or later stages. Introducing SHRM at start of strategy making will help organizations to achieve their goals and objectives of proposed merger or acquisition. Organizations need to manage their human resources very systematically and strategically to gain competitive advantage. SHRM provides organizations an opportunity to align and integrate peoples resources with strategic management. This integration and alignment will ensure that right people, working on right places with right tool, implementing right policies to gain overall goals and objectives of the organization. The popularity of SHRM is growing day by day as an effective tool to do effective business. In this growing popularity human resources are treated as the available talents and energies of people who are available to an organization as potential contributors to the creation and realization of the organizations mission, vision, strategy, goals and objectives which helps organizations in order to improve the business performance. Jackson and Schuler (2000) My research dissertation will try to establish a link between SHRM being an effective tool in MAs process in terms of a knowledge, skills and efficiency contributor. This link can be seen in the statement given by Narasimha,S. (2000) as Strategic HRM take a different colour when we view them as contributing to organizational knowledge stocks. So it is apparent that SHRM is capable of doing much more than the traditional HR in achieving business goals and objectives. Reason to Choose This Dissertation Topic As my dissertation revolves around SHRM so the main reason of choosing this topic is to establish a link in between organizational development and the role of SHRM. My focus would be the areas where SHRM can play a critical role in developing organizations especially when organizations decide to acquire or merge with some other organizations for number of reasons like to increase the share holders value, expansions , strategic alliances, access to new markets, elimination of competition etc. Usually organizations face swerve problems when they go through these MAs processes, so my main aim is to focus on what should have been done in advance of this process, during and after the process to make such deals successful. Top management plans, middle level management execute the plans and general employees do what they asked to do, to ensure the success of business plans. In my dissertation I will focus on how SHRM approaches and models can be effectively implemented and executed and how these models maintain the consistency in achieving business goals and objective not only today but in future as well. Another area of my focus would be provision of knowledge and skills by SHRM to the organizations, efficiently. These are new tools and techniques that can have a great effect in the times of mergers and acquisitions and require active involvement of both sides to achieve set goals. Another field in which I would be looking into to establish my research is performance management. My research will try to identify the Importance and criticalness of implementation of this system into the organization as this implementation is not easy as claimed by Elaine, D. P. (2009, Pg.3) Performance management is known as the Achilles Heel of human capital management, and it is the most difficult HR system to implement in organization. This system is all about defining, assessing and refining the work outcomes and attitude of employees. This effective system of performance management should give organization a leading edge as compare to their rivals. There are other related issues which need to be addressed like maintaining quality of services with the help of emerging techniques and strategies. Quality in service can be attained by training and development of the employees. Besides that they need good salary and good designations, which can lead employees towards better performance. SHRM have capabilities to address this issue in very systematic way. Organizations always goes through different phases and some time they need to even face situations like redundancies, re-structuring and some time even closures of businesses. But on the other hand organizations establish strategic alliances and mergers to grow. In this situation HR mangers have to address issues like relocation, new designations, changing nature of job duties, obstacle is changing culture and arranging new training and development programmes. The most sensitive amongst is cultural change which can have really bad effects on business success if not addressed properly. To address this problem area, SHRM can provide solutions like recruiting right people with right talent, knowledge and skill. Actually it is HRMs strategic approach which can motivate employees for quality of work and development of company by designing most appropriate HR policies. If some one wants to know the working environment and culture of an organization then he should study it HR policies. AIMS AND OBJECTIVES The aim and objective of my dissertation is to find out how strategic human resource management (SHRM) can play a vital role in terms of knowledge , skills and efficiency during and after mergers and acquisitions (MAs) process. How the integration of strategic management ( SM ) with human resource management (HRM) can improve and maintain the competitiveness of future preferences of the organizations, especially MAs. How useful it could be if we use SHRM as a tool in MAs process to benefit the knowledge, skills and efficiency much needed in this process. If we look at the dimensions of human resource management (HRM) , two type of dimensions are more apparent, Functional and strategic. Operational issues come under functional HRM and overall company progress and performance is linked with strategic HRM. Majority of Managers involved in MAs are always confused of understanding and implementing the strategy which has been developed over the time. SHRM will focus on the strategy and planning of human resource requirements which are needed on a certain period of time and will ease the difficulties of mangers especially in MAs. This approach will focus on the number of personnel needed along with the behaviour and attitude which can produce best results. This integration will eventually increase the effectiveness of organization in terms of knowledge, skills and efficiency. The study on this subject provides the information that 80 percent of acquisitions were not gone through well or total failure. How can this commonly practiced business strategy end in complete disaster? Can involvement of SHRM can provide sufficient knowledge, skills and efficiency that such disasters in MAs can be avoided. Even 80 percent of such deals end up in disasters; still such MAs are taking place everyday. There are many reasons of these failures, the most important amongst them is little or poor human side involvement especially strategic human resource management. When two firms merge or one big firm acquire the small one, actually the two different working cultures come side by side. The new culture may be the totally a new one or may be part from one firm and part from other merged firm. Bothe higher managements and middle level managements have different level of skills, knowledge and expertise. Most of the mergers fail when these two different cultures collide. My research will identify that can strategic human resource management provide such assistance which can manage the human side of MAs in most effective way that it can provide knowledge, skills and efficiency to the process. LITRATURE REVIEW Introduction To conduct my research I need to take a deep dip into the pool of related information. The information which will provide the base for my research and will give me a deep insight of the work already done on this or related problem area. The information which would be reviewed in this section of my research will come through books, articles, journals and critical reviews. Mergers and acquisitions are very common and favourite mode of restructuring and growth as stated by Andrew and Milledge ( 2006, pg.2 ) According to him, 1980s was the era when almost half of the U.S. businesses restructured themselves. In this wave of restructuring, more than 80,000 companies engaged in merger of acquisition. The extent of popularity of this practice can be imagined with this but most of the mergers and acquisitions were totally or partly flopped due to one or other reason. Why such a huge activity is not well planned, why most of the mergers and acquisitions ends up in disasters. Is there something wrong with the finance side or poor management is the cause of this failure or may be human side of involvement in the process has been neglected. My research will encompass that how an effective human side of involvement in the process can get better results in terms of knowledge, skills and efficiency. The basic aim of this research is to find out various views, ideas and concepts of mergers and acquisitions, causes of their failures especially when strategic human resource management is not actively involved in the process. Along with, the research will review all the SHRM models and their critics, their role in mergers and acquisitions process and how SHRM can provide knowledge, skills and efficiency in the process. As vast data is available on the issue so the research would be narrow down into few headings as below. What is merger and Acquisition? Need of mergers and acquisitions. Main causes of failure of MAs. What is Strategic human resource management? Different approaches and models of Strategic HRM How SHRM can be an effective tool in MAs process in terms of knowledge, skills and efficiency. What is merger and Acquisition? Most of the businesses are bound with one sold principle, either they have to grow or leave the market. Growth ensures returns to shareholders, generate profits and gets market share from competitors. On the other hand the businesses without growth lose their market share, lose customers and ultimately they disappear from the market leaving great losses for the shareholders. Mergers and acquisitions actually play a very significant role in strengthening the companies or in case of weak business or entrepreneurs, provide chance to avoid exclusion from the businesses as quickly swallowed by the strong business. MAs are very important for a balanced and healthy economy. Corporate history have seen different roles played by MAs, like greed is good role, when corporate businesses buying companies in hostile environment and destroying them and todays fresh trends in which MA take place for growth and competitive advantage. Since mid 2004 this activity is mostly based on macroeconomic needs of recovery. (Sherman, et al (2005 ) Merger When two companies or businesses combine in to one unit, its called merger in which only one company survive and the merged company comes to an end only to exist. The surviving company or business is called acquirer which gets all the assets along with all liabilities. Usually in this process large companies are always acquirer or buyers and smaller companies are target but some time businesses with same size and capabilities, both try to cease to exist and they form a new company. Though these mergers take place with mutual agreements, still merger statistics are treating large companies as buyer and smaller as target. (Gaughan, Patrick A. (2005) J. Reuvid (2007) describes merger as a transaction in which both companies agrees to combine and form a new business entity which will issue new shares and on the other hand cancelling all the old individually issued shares. Mergers usually give an impression of equal share of both parties involved in the merger but quite often one company actually enjoys dominance in term of equity and majority in board of directors. Usually big businesses are predator and smaller ones are known as victim in all most all transitions. Mergers can face three kinds of scenarios or situations which are beautifully explained by Weston, J.Fred (2001) in his book Mergers and Acquisitions. According to W.J.Fred the first category is synergy or efficiency in which the efficiency level with combined operation is greater than the sum of efficiencies produced by these two businesses individually. The second category points out the situation when bidders overpay due to Hubris and the value of business remain unchanged. Third category talks about the situation when total value of business is decreased due to mistakes made by mangers or agencies. All these three situations lead the business towards new directions. Acquisition Mergers and acquisitions are the terms usually used simultaneously. In mergers two companies join together to do business under single business entity but in acquisition, business purchases the other business entity as whole or part of it as explained by Sherman, Andrew J. et al (2005). They claim that companies do it for many reasons like in 2005 Proctor Gamble acquired Gillette company, Inc. to expand its access to consumer products and some companies acquire other businesses to get access to foreign markets. Usually acquisitions occur to obtain financial or strategic goals. Stanley F, Reed ( 2007 ) defines acquisition as a process by which assets or stocks or both of an organization or business are bought by other organization or business. After acquisitions the buyer becomes the owner of stocks and assets and the target or acquired company lose their ownership. Its kind of generic term which explains the transfer of ownership. Its more common then mergers as theres no occurrence of successive mergers. Need of Mergers and Acquisitions Why businesses engage in mergers and acquisitions, what are the main reasons, what are the forces working behind this activity which been very popular in last 2 decades? For almost all businesses the ultimate objective is maximizing profit. Keeping in mind this objective studies shows that traditionally there are two causes of why businesses go for mergers and acquisitions. First one is financial in which prime objective is increasing the share holders value and second one is based on managerial motive which focuses on knowledge, growth, sale, performance etc. Studies on this subject shows number of reason behind these MAs and the factors involved behind this activity, all will be analysed from various perspective. MAs are borderless as explained by Sturgess, B. ( 1989 ) in Booming International Mergers and acquisition . Sturgess describe that mergers and acquisitions can be of local nature or it can go across borders. He explains that local firms can go abroad to acquire foreign businesses or foreign businesses who merge or acquire domestic business. These MAs can provide short term finances to companies as described by Fluck and lynch (1999). If the firm is unable to finance profitable projects due to one or other reasons they go for MAs to acquire these funds required to finance the big project which will eventually increase shareholders value. The managerial motives under which mangers try to increase their powers or gains and address other issues like maximizing growth, increasing sale volume etc has been explained by Napier, N.K et al (1989) in Communication during mergers: the experience of two banks very elaborately. Apart from the traditional motives the academic, researchers and other people involved in this process has begun to think other reasons and causes of MAs brought in by the rapid changes in the business over the time. One of them is Angwin (2001) who states that the firms go for MAs to avoid the fear of being taken over or being destroyed by other large firms. To exist they simply want to be merged or acquired by other firms where they can remain operational and in the market. The other reason what he describes is as public motive in which companies merge or been acquired to increase the performance and shareholders value which allow them to gain all competitive advantages to remain active in the todays competitive markets. Some time companies reach to their maturity with becoming more bureaucratic, leaving fewer opportunities for the individuals. According to Lenvinson (1970) MA can help such companies by bringing new ideas, enriched working culture, attitude and fresh knowledge. If such companies will not address there obsolescence on time then they will lose their competitiveness and soon will vanish from the market. Vermeulen and Barkema (2001) also claim that MA can be very helpful in bringing up up-to-date knowledge and techniques in the businesses to survive in the market in long run. The new knowledge can be of in different field of operation in which company is not engaged yet but in near future this might be the key knowledge in surviving in business world. All the causes and reasons behind merger and acquisitions can be categorised into seven heads and are known as theories of mergers and acquisitions. These theories can be easily understandable with the help of a diagram as below and can explain the facts which are active behind almost all MAs. Efficiency theory explains mergers as the way of getting synergies into three main heads which are financial, managerial and operational. For example if we look into the financial head then we consider that the financial efficiency after merger should be greater than the sum of individual financial efficiencies. But this theory has been criticised by Montgomery and Sing ( 1984 ). They claims that in any efficient capital market such synergies like financial synergy cannot be achieved then how businesses can go for mergers only on this ground. According to monopoly theory the businesses go for mergers and acquisitions to improve and increase the competitiveness but this competitiveness may not be achieved as criticised by Revenscraft and Scherer (1987). He claims that the monopoly theory is comparatively weaker than efficiency theory due to the unfavourable results on businesses. According to Trautwein, F. ( 1990 ) Raider theory is basically a form of acquisition in which a takeover bid is made to gain the control of shares. Theoretically its not a complex theory as frequently cited in business literature claimed by Thomas Straub ( 2007 ) in Reasons for frequent failure in mergers and acquisitions. He states that this form of MAs is regarded as peoples outcome in which these peoples or raiders attempt to get some of the wealth of shareholders for which they have made bid. Next comes the valuation theory In which Trautwein, F. ( 1990 ) claims that mergers and acquisitions are carried out by top management, the people who have more accurate and true information about the real value of the business. This information is more authentic than the information taken from the investment or stock market. According to the empire building theory the managers are more concerned to maximize their use and thats the only aim in their mind and thats why they plan a merger or acquisition. The process theory try to explain mergers and acquisitions as the result of decision made by the management which may not be rational as management did not considered the alternatives and have not done any deep analysis. Without a deep and thorough analysis management cant reach on a decision of that critical nature. The economic disturbances like recent credit crunches actually modify and reshape the behaviours and expectations of individual, individual who made the decision of mergers ad acquisitions. So with the change of economic environment many firms go for alternatives and amongst these alternatives MAs is more popular thats why the business engage in this critical manoeuvre. Trautwein, F. ( 1990 ) Main causes of failure of MAs Most of the researches and reports shows that almost 60% MAs end up in disaster. There are plenty of reasons of these failures and some are explained by Robert F. Bruner ( 2009) in his books Deals from Hell: MA Lessons that Rise Above the Ashes. He summed up these reasons in six main heads. People involved in these deals were unable to take quick and prompt decisions and actions as they were unable to clearly understand whats happening. The reason of there confusion is that the deals are so complicated and shows a blurry picture. Problems of one department or area would travel to other parts of business as flexibility was at its lower level. Problems were not cordoned off and it effects the whole environment. Some weak decisions and choices were made by management which exposed the risks of the emerged firm. Te new firms cant avoid exposed risks which caused a failure. These choices or decisions were either deliberately or mistakenly made. The decision makers were prejudiced by the pasts successes, cost effectiveness, over optimism and pride which led them towards wrong choice or activity. Companies were not doing businesses as usual. Errors and problems were common and business environments were lacking of something of important nature. The operational teams collapsed or became ineffective. The reasons behind this collapse or ineffectiveness were existence of different working culture of acquirer and target, problem related to political issues and to much stress on operational team individuals. All these problems broke down the operational teams which resulted in failure. On the other hand Gerhard, P ( 2002 ) claims that the main factor of failure of MA transactions are overestimates of revenue , cost synergies and post-transaction integration efforts which are too slow and having low capacities and are not aggressive enough to address these areas effectively. He explains that these causes are the main problem with MAs which leads these transaction in disaster or some time in total failure. What is Strategic human resource management.(HRM) The concept of HRM was developed in USA in 1960s and 1970s with initial academic work done by different authors and then it spread around the world and been adopted by almost all organizations around the world. Brewster (1994, pg.1) The concept of Strategic human resource management or SHRM can be traced back in in1980s and has been distinguished from traditional personnel by virtue of the way in which the former ignored , but the later embraces strategy Guest (1993, Pg.213). This integration of strategy make it distinctive from all personnel management forms as concluded by Purcell ( 2001, Pg.59) In following words. The integration with strategy is central to all models of HRM and virtually all authors are agreed that this is the distinctive feature of HRM, compared with personnel. Under this concept the HR strategies are integrated with business strategies to achieve the organizational goals. Under this integration, the strategies developed and implemented, lead the organizations t o achieve the set goals and objectives very effectively. Its a conceptual approach, in which strategists find an ideal point where in long run human resources should be and how to get there. It also explains how a more strategic approach can be adopted by the members of HR on daily basis to monitor that the HR strategies are assisting overall business strategy and they are adding value in it. Armstrong, M ( 2008 ) Earlier concept of SHRM was developed from the two models presented by Harved Business School in 1980 in which business strategy has been integrated in HRM. These two models are known as Harved Matching Model and Harved Framework Model. This was the first time when Mission, Organisation Strategy and HRM were identified as the key player in the success of business. Later on these key players were integrated together to give the right tack to an organisation which leads towards success, effectiveness and competiveness. (Jain, P. (2005) The activities which directly or indirectly influence the individuals behaviour to formulate and implement strategically, what ever business needs. As it is a conceptual framework in which individuals are directed strategically to achieve the set goals in most effective way. Schuler R. S (1992) defines SHRM as all the activities affecting the individuals behaviour in an attempt to develop and put into the practice the strategic requirements of the organisation. This academic Schuler, R.S et al ( 2001 .pg 127 ) further explains that by strategic we mean that HR activities should be systematically designed and intentionally linked to an analysis of the business and its context. Its a combination of two concepts, HRM and strategy. HRM models are used by focusing on strategy and these models are integrated with businesss overall strategy as explained by Armstrong, M ( 2006 ) in his Handbook of Human Resource Management Practice. This concept deals with the key philosophies of strategy like strategic intent, competitive advantage, strategic fit and strategic capability etc. He further explains that Strategic HRM is an approach which leads businesses to formulate and implement policies, programmes and practices related to employment relationship, resourcing, performance management, reward etc. These policies and decisions are made on the overall intentions and plans of organization. Some academic claims that HRM and strategic HRM are almost identical concepts as Mathis Jackson (1985 Pg.3-4 ) define HRM as the strategic planning and management of human resources for an organizationHRM is more broadly focused and strategic in nature. Four meanings of strategic HRM has been described by Hendry and Pettigrew (1986 ) as The use of planning , A rational way to the design and management of personnel systems which are based on an employment policy and human strategy along with philosophy. HRM activities are matched with overall organisational strategy. To achieve competitive advantage ,human resources are viewed as strategic resources The definitions and statements which explain SHRM, given by different authors and researchers, clearly shows the growing need and importance of strategic HRM in business world. Day by day businesses world is becoming more complex and competitive and strategic HRM can play a vital role in ensuring competitiveness as Jain, P ( 2005 ) claims that today the human resources are viewed as the potential contributors in the achievement of organizational goals with the help of available energies and talent these people have. These resources should have four qualities to maintain their competitiveness as suggested by Boxhall, (1996). These suggested qualities are That they must increase the value of activities. Rarity and uniqueness must be established. Hard to copy And hard to be replaced by other alternatives like technology. The people are the assets to the organizations and these assets should be used strategically to achieve competitive advantage and business goals and objectives in long run. Strategic HRM addresss some of the critical issues in organizations which deal with the change in culture, structure and knowledge management and how it can be used effectively. Theses changes can increase the organizational effectiveness and performance. It provides efficient way of matching activities and resources to the future requirement of the organization. It Guides how peoples skills and abilities can be developed over the time and how the change can be managed. Human capital requirements and development of process capabilities are focused under strategic HRM. Different approaches and models of Strategic HRM Human resources play a critical role in the successful achievement of goals and objectives of an organization. The vital importance of managing human resource and strategically deploying these resources can be well understood by the statement of the Managing Director of British Chrome and steel in 1998. He stated that There is no other source of competitive advantage! Others can copy our investment, technology and scale but NOT the quality of our people. Steve, B. ( 2000 ,pg 222 ) As the importance is apparent so these resources should be controlled effectively to get the maximum results. To find out how these resources can be used so effectively and strategically different gurus and academics of this subject have presented couple of theories, frame works and models. These Gurus and academics have also described how these approaches and models of strategic HRM can be developed and implemented though implementation of these HR strategies is not that easy as HR mangers need to realize the Strategic human resource requirements not only in numbers but also attitudes, behaviours and commitments. Alan, P. ( 2007, pg.271) These models and approaches can be categorised into two types: General and Particular approach to the practices of strategic HRM. Universality, Contingency and Configurational , are the thr

Veneration Without Understanding: Analysis

Dr. Jose Protacio Rizal Mercado y Alonzo Realonda, our national hero who is known for his nationalism and patriotism usually come side by side with these words; the doctor, the writer, the philosopher, the clairvoyant, and most of all the hero who died for the country. More than a hundred and fifty years ago, that hero was born and history says that he was the one who revolutionized a new uprising. Not through the literal bloody and violent revolutionary way but by unravelling the skeletons in the colonizers closet through his works and writings.Though he died in the hands of the colonizers, he fought the bloodless way and sparked the spirit of nationalism of the Filipino as an individual. Renato Constantino’s essay, â€Å"Veneration without Understanding† is not one those articles about Dr. Rizal which we typically see in our grade school history books. It is a much more intricate analysis behind the life of Rizal and his being a hero, the factors that made him condemn the idea of the revolution, his recognition and all the angles we don’t usually see and read around history books which turned to be neglected over time.He also discussed how Rizal viewed the words †liberty† and â€Å"independence† differently, the concept of Filipino nationhood and how Rizal influenced the recognition of the Filipino race and elevated the term â€Å"Indios†. Shrouded with the mantel of sainthood and perfection, we all see Rizal as one of the best role models that we have. We look up to him and see him as the praiseworthy hero who died for the country’s freedom. It’s alarming how the previous generations including ours are blinded with all the information necessary to judge whether he is fit of all these acknowledgement that is being showered upon him.After all, he is still a human being vulnerable to selfish mistakes and wrong decisions. I agree with what the author said that our vision has been narrowed or worse, bli nded by the adoration of the greatness of the said hero and how he became a martyr and died for our country in the hands of the enemy. But in my opinion, contrary to what most has to say, Constantino is not against Rizal. He is trying to show us how important it is to search deeper and investigate the defining characteristics of Rizal’ heroism and make us see the important details which we tend to overlook most of the time.Reading his essay made me think about what really makes a hero. Is it his martyrdom and how he died for the country? Or is it the way he stood up against the colonizers? Another angle that the author tries to tackle is the question whether Rizal was really sponsored by the Americans to become our national hero. Quoting an article from the essay, Constantino stated, †History cannot deny his patriotism. He was a martyr to oppression, obscurantism and bigotry. His dramatic death captured the imagination of our people.Still, we must accept the fact that h is formal designation as our national hero, his elevation to his present eminence so far above all our other heroes was abetted and encouraged by the Americans. † It seems plausible that Rizal was really favored by the Americans and gave him the status but this does not change the fact that he was the most important movement in Philippines’ journey towards freedom. We can never deny that he was the one who sparked the revolution and gave the Filipinos a sense of unity and identity.Also, as the part of today’s youth, I can say that he is a great role model even though he condemned the idea of the revolution. I still give him the credit on innovating revolution. Seeing Rizal as a model does not mean that we should follow every step he has made in the past. This simply means that there are many paths in arriving towards the goal we seek just like Rizal who found a bloodless way in informing our brothers and sisters about the hell they been forced to live in. Now, so ciety has come to an era where oppression is not as evident as it used to be.This calls for an evolution of heroism within us. In order for this evolution to take place, we should rediscover the heroes from then and now and see them as human who stood up in the moment of desolation and gave their people the hope that they need. We should examine not only their strengths but also their weaknesses in order to learn their way correctly. Just like how the author Renato Constantino approached his study with our great and famous national hero, Dr. Jose P. Rizal.

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Transgender Bathroom Laws in North Carolina: Detrimental Rhetoric and Much Ado about Nothing Sehann Baker 1105 Sec.wa August 2, 2016 Transgender Bathroom Laws in North Carolina: Detrimental Rhetoric and Much Ado about Nothing House Bill 2 (HB-2) in North Carolina, also known throughout the U.S. as the bathroom law, has made national news as the latest discriminatory law against the lesbian, gay, bisexual, transgendered and queer (LGBTQ) community. Details of the law will be provided below, but the component of it that seems most controversial and most misunderstood is the mandate for men and women to use the bathroom of the gender into which they were born rather than that to which they have been reassigned. North Carolina governor Pat McCrory has championed HB-2 regardless of the significant detriment and revenue loss his position has cost the state. HB-2 should be repealed; it should not be left in place to remove discrimination against the transgendered community, which the bill singles out. The bathroom prohibitions desired by the proponents of the bill cannot in any way be enforced without further civil and human rights violations. Furthermore, the co st to the state’s revenue and the detriment to its citizens that enforcing the bill would create is not only astronomical but impossible to recoup from other revenue sources. Considering that the federal government has vowed to suspend the state s Title IV funding because the federal government cannot by law fund any

Ore Deposit Questions Free Essays

Ore Deposit Questions Chapter 27: Mississippi Valley Type deposits Questions 1. Which geophysical method is/are used in discovering Mississippi Valley Type deposits? A. Airborne Magnetic SurveysC. We will write a custom essay sample on Ore Deposit Questions or any similar topic only for you Order Now Resistivity StudiesE. None of the above B. Induced Polarization MethodD. All of the above 2. All are host rocks for MVT deposits except for one. A. DolostoneC. BrauniteE. None of the above B. LimestoneD. All of the above 3. In which depth can MVT deposits be found? A. Shallow DepthC. Great DepthE. None of the above B. Average DepthD. All of the above 4. Which of the following is the wall rock alteration method used in MVT deposits? A. RecrystallizationC. Hydrothermal BrecciationE. None of the above B. DissolutionD. All of the above 5. Which of the following is a mineral assemblage of MVT deposits? A. ChalcedonyC. TectoliteE. None of the above B. MarcasiteD. All of the above 6. Which of the following is considered the most important environmental consideration for MVT deposits? A. Copper contentC. Carbonate contentE. None of the above B. Iron Sulfide contentD. All of the above 7. Which of the following is the mining method used in MVT deposits? A. Long wall methodC. Underground room methodE. None of the above B. Pillar methodD. All of the above 8. All are ore processing methods use in MVT deposits except for one. A. PulverizingC. Magnetic SeparationE. None of the above B. FlotationD. All of the above 9. Which country contains the largest amount of MVT deposits? A. North AmericaC. EuropeE. None of the Above B. North AfricaD. All of the Above 10. Which of the following mineral rarely occurs in MVT deposits? A. DolomiteC. FluoriteE. None of the above B. SphaleriteD. All of the above 11. The following is/are characteristic of MVT deposits except. A. Platform carbonate sequence deposits C. Deposits are in dolostone E. None of the above B. Ore is epigenetic and stratabound D. All of the above 12. Which of the following is a major commodity of MVT deposits? A. GoldC. IronE. None of the above B. CopperD. All of the above 13. The following are examples of places where MVT is abundant except for one. A. Tri StateC. Grand CanyonE. None of the above B. Viburnum TrendD. All of the above 14. The following are examples of exhalative deposits associated with MVT deposits except for one. A. LeadC. BariteE. None of the above B. ZincD. All of the above 15. A. Salt Diapirs are associated with MVT deposits. B. Most MVT deposits are surrounded by carbonate rocks. A. A is true and B is falseC. Both statements are trueE. No conclusion can be drawn B. A is false and B is trueD. Both statement are false 16. The following are nature of ores of MVT deposits except for one. A. Massive replacement zonesC. Disseminated fractures of crystalsE. None of the above B. Open space fillingsD. All of the above 17. Which mining method poses the greatest environmental concern for MVT deposits? A. Smelter ActivitiesC. Acid DrainageE. None of the Above B. Tailings PondsD. Both A and B 18. MVT deposits can be located at the following except for one. A. Fault zoneC. Fold beltsE. None of the above B. Thrust beltsD. All of the above 19. The following are trace element minerals of MVT deposit except for one. A. SeC. SrE. None of the above B. SbD. All of the above 20. Significant airborne amounts of the following elements may lead to potential environmental consideration of MVT deposit except for one. A. CadmiumC. ArsenicE. None of the above B. MercuryD. All of the above 21. Which of the following rock types are mainly found in MVT deposits? A. IgneousC. SedimentaryE. None of the above B. MetamorphicD. All of the above 22. The following are considered nature of ores for ore bodies of MVT deposits except for one. A. Massive replacement zonesC. Open space fillings of fracturesE. None of the above B. Bleaching (Oxidation)D. All of the above 23. MVT deposits are commonly located in what type of structure? A. Platform or Basin flanksC. Volcanic VentsE. None of the above B. Breccia PipesD. All of the above 24. Which toxic metal could be a problem in the immediate vicinity of mineralized pipes in for MVT deposit? A. CopperC. ZincE. None of the above B. LeadD. All of the above 25. Which state produces the highest amount of MVT deposits in the United States? A. ArizonaC. MississippiE. None of the above B. FloridaD. All of the above Chapter 28: Solution- Collapse Breccia Pipe U Deposits Questions 1. The following are geophysical methods used in Solution- Collapse Breccia Pipe U Deposits except for one. C. Gamma-radiation SurveysC. Ground Penetrating RadarE. None of the above D. Induced Polarization MethodD. All of the above 2. The following are rocks associated with Solution- Collapse Breccia Pipe U Deposits except for one. C. SandstoneC. SiltstoneE. None of the above D. LimestoneD. All of the above 3. Which of the following is a wall rock alteration method for Solution- Collapse Breccia Pipe U Deposits? C. RecrystallizationC. Hydrothermal BrecciationE. None of the above D. Bleaching (Oxidation)D. All of the above 4. The following are examples of Solution- Collapse Breccia Pipe U Deposits except for one. C. Orphan LodeC. Pigeon, ArizonaE. None of the above D. EZ-2D. All of the above 5. The following are major commodities of in Solution- Collapse Breccia Pipe U Deposits except for one. C. ZincC. CopperE. None of the above D. LeadD. All of the above 6. Solution- Collapse Breccia Pipe U Deposits are commonly located in what type of structure? C. Breccia pipesC. Thrust BeltsE. None of the above D. Volcanic VentsD. All of the above 7. Which of the following is the mining method used in Solution – Collapse Breccia Pipe U deposits? C. Long wall methodC. Underground room methodE. None of the above D. Pillar methodD. All of the above 8. All are ore processing methods use in Solution – Collapse Breccia Pipe U deposits except for one. C. PulverizingC. Magnetic SeparationE. None of the above D. FlotationD. All of the above 9. Which state contains the largest amount of Solution – Collapse Breccia Pipe U deposits? C. MinnesotaC. ArizonaE. None of the Above D. MississippiD. All of the Above 10. The following are primary ore minerals of Solution – Collapse Breccia Pipe U deposits except for one. C. UraniumC. SphaleriteE. None of the above D. FluoriteD. All of the above 11. The following is/are characteristic of Solution – Collapse Breccia Pipe deposits except. C. Platform carbonate sequence deposits C. Deposits are in dolostone E. None of the above D. Ore is epigenetic and stratabound D. All of the above 12. Which of the following is a major commodity of Solution – Collapse Breccia Pipe deposits? C. GoldC. IronE. None of the above D. UraniumD. All of the above 13. The following are synonym of Solution – Collapse Breccia Pipe U Deposits except for one. C. Orphan Lode-type depositC. Podiform ChromiteE. None of the above D. Sedimentary breccia pipe depositD. All of the above 14. The following are examples of exhalative deposits associated with Solution – Collapse Breccia pipe deposits except for one. C. LeadC. BariteE. None of the above D. ZincD. All of the above 15. A. Primary ore in Solution – Collapse Breccia pipe deposits are confined in volcanic plumes. B. Most Solution – Collapse Breccia pipe deposits are surrounded by carbonate rocks. C. A is true and B is falseC. Both statements are trueE. No conclusion can be drawn D. A is false and B is trueD. Both statement are false 16. Which of the following solution can dissolve Uranium ore found in Solution – Collapse Breccia pipe deposit? A. Acid solutionC. Solvent extractionE. None of the above B. Alkaline solutionD. Both A and B 17. Which mining method poses the greatest environmental concern for Solution – Collapse Breccia pipe deposits? A. Smelter ActivitiesC. Acid DrainagesE. None of the Above B. Tailings PondsD. Both A and B 18. What kind of cement is found to bind together host rocks of Solution – Collapse Breccia pipe deposits A. Carbonate mineralsC. Portland cementE. None of the above B. ClayD. All of the above 19. Which of the following is a trace element of Solution – Collapse Breccia pipe deposits? A. SeC. SrE. None of the above B. MoD. All of the above 20. Which toxic metal could be a problem in the immediate vicinity of mineralized pipes in for Solution – Collapse Breccia pipe deposit? A. Zinc metalC. ArsenicE. None of the above B. LeadmetalD. All of the above 21. How many months will it take for primary ore to oxidize when exposed to surface weathering in Solution – Collapse Breccia pipe deposits? A. Two monthsC. Six monthsE. None of the above B. Four monthsD. All of the above 22. Which of the following  prevents and delays the oxidation of some breccia pipe ores in Solution – Collapse Breccia pipe deposits? A. TrapsC. Massive sulphide capE. None of the above B. SealsD. All of the above 23. Which of the following is a pathfinder mineral for recognition of sealed breccia pipe? A. GoethiteC. DolomiteE. None of the above B. HematiteD. All of the above 24. Which of the following are potential environmental considerations in Solution – Collapse Breccia pipe deposits? A. Radon radiationsC. Radioactive elementsE. None of the above B. Gamma radiationsD. All of the above 25. What is the end product of uranium when precipitated by either ion exchange or solvent extraction in Solution – Collapse Breccia pipe deposits? A. Ammonium phosphateC. Ammonium diuranateE. None of the above B. Ammonium saltsD. All of the above How to cite Ore Deposit Questions, Essay examples

Business Strategy of CAGE Framework- Free Sample Solution

Question: Describe about the Business Strategy for CAGE Framework. Answer: Introduction The report is covering the weekly session of the classes on e learning and has discussed the lessons taught in e learning (Clark and Mayer 2016). The week 3 and week 5 has been analysed here to understand the topics properly and then the application of the learning has been done in the study. This has two parts that has developed the learning of these two weeks. In the first part of the report, it has covered the lesson about the definition of Strategy and its application in the present life and organisations. On the other hand, it has developed the CAGE framework to evaluate the international trade opportunities. The study has also analysed the learning and then applied in the organisations. Week 3 E-Learning materials WEEK 3: What is Strategy? Paragraph 1: The strategy is the broad plan of developing an organisation to meet their organisational objectives. Therefore, strategy is the main policy of applying a well-designed way to reach the position to gain the maximum level of effectiveness. According to this lesson, the strategy is the process not only to reach the organisational objectives but also to analyse the internal processes and the adapting procedures of an organisation (https://www.youtube.com/watch?v=TD7WSLeQtVw 2016). In this video, the lesson has stated the various strategy statements to understand the meaning of the Strategy. Here, the strategy statements are as follows, Be the low cost provider Pursue a global strategy Integrate asset of regional acquisitions To always be the first mover Move from defence to industrial application Unrivalled customer service However, the strategy statements have been stated here, the video or the e learning lesson has stated that all these strategies have the same aim for the organisations. In other words, it can be said that the strategy statements hold a few common idea that can evaluate the strategy in a better way. The common idea of these strategy statements is that they all indicating towards the (a) tactics, (b) goals, (c) objectives and (d) descriptions. However, it does not define the actual meaning of strategy (https://www.youtube.com/watch?v=TD7WSLeQtVw 2016). Therefore, the source of the word strategy has to be analysed to understand the actual meaning of the process. The source of the word is Greek language, from the Greek word Strategos this word has came in the use. The word strategos means the art of the general. It refers to the idea that would be followed by every general person to attain his or her desired destination. On the other hand, a legendary Chinese general, Suntzu, argues it in the 2nd century BC and according to his doctrine, strategy is the art of war. This theory tells that there is only two way. One has to win, which would be good for him or her, otherwise have to lose, which would be very bad. One should not say that to beat someone or any organisation, rather is has to be said that the goal of the organisation or the person should be to win over them. In this way, Suntzu has established his point of view that strategy is the art of war (https://www.youtube.com/watch?v=TD7WSLeQtVw 2016). Additionally, it is related to the win and loss. In business, strategy is the process of gaining the organisational opportunities by utilising the profitable path. Paragraph 2: According to Jayawardhana and Weerawardena (2014), strategy is the pattern of systematic actions that are taken in a stream decision. While Salunke et al. (2013), opposed this words and stated that strategy is the process of shaping the future to meet the desirable ends. Therefore, it can be stated that strategy sets the path for an organization to reach its goal with the chance of getting maximum profit. Strategy formulation is a very tactful task to be performed by an organization. Therefore, to implement the strategies properly an organization have to detect first the failures that they have faced before not to repeat again. The main issues that the companies are facing at the time of execution are (1) not having a proper aligned company initiative, (2) appropriate company processes and (3) less engagement of employees and stakeholders (Bharadwaj et al. 2013). If the strategies would be aligned with the internal rules and regulations of a company, then should not be possible to get a positive result from the organization. Therefore, the strategy should be implemented in a manner that these problems cannot raise within the organization. The strategy can be applicable to the organization by following the five simple steps, such as, Aligning company initiatives Engaging staff Align budget and performance Monitor and Adapt Structure follows strategy Other processes are used to set business strategies. Environmental scanningis simply the process of paying attention to the external environment for factors that may affect your organization's performance, which will need to be addressed in the strategy formulation process. For example, you will pay attention to what your competition is doing and adjust your strategic plan as necessary throughout the process.Continuous implementationis simply implementing parts of the strategy that must take place in order for the next step of the strategy formulation process to be undertaken. The rest of the strategy formulation must be taken in order. Figure1: Supply Chain Management (Source: Campbell et al. 2012) Week 5 E-Learning materials WEEK 5: Pankaj Ghemawat: CAGE framework to evaluate international trade opportunities Paragraph 1: The CAGE framework is based on the international economics that indicates in which trade connects extent two countries with each other. According to this lesson, it identifies the cultural, geographic, economic and administrative differences between the countries. It helps the organisers to detect the problems with any country before starting the business with them. On the other hand, it can be beneficial for the companies to understand the trade patterns, peoples interest, and capital to frame their strategy for the place while expanding the business in the new countries. In the video, the speaker is telling about the meaning of the CAGE framework for the business. According to him, CAGE stands for the four elements that determine the trade condition of various countries. The CAGE stands for Cultural, Administrative/Political, Geographical and Economy (https://www.youtube.com/watch?v=7FpUJaG7uMk 2016). These four elements are the basic of any trade that can be helpful to know before sharing the business with another country. As per the lesson, it can be said that the speaker is supporting the framework to get a profitable business. Therefore, the speaker here is suggesting that the CAGE framework helps the countries to know relations not only related to trade but the others too, which will be beneficial for them to determine whether the trade will be successful or not. He stated an example of two equally developed countries, which have almost the same per capita income of its people, cannot want to trade with each other for many times. Therefore, it i s indicating that the trade relation is cannot be fixed at a point; rather it depends on the economical factor of both of the countries. It can be justified with the fact that USA is developing a good trade relation with Canada, which has ranked tenth largest economy in the world (https://www.youtube.com/watch?v=7FpUJaG7uMk 2016). Figure 2: CAGR Framework (Source: Ghemawat 2015) Paragraph 2: As the CAGE framework is based on the international economics and the organisations of various countries are benefitted by using this policy therefore, Ghemawat offers some advice on how the CAGE Framework can help managers considering international strategies (Moalla and Mayrhofer 2014): It helps to pinpoint the differences across countries that might handicap multinational companies relative to local competitors. It can shed light on the relative position of multinationals from different countries. For example, it can help explain the strength of Spanish firms in many industries across Latin America. It makes distance visible for managers. One method to conduct quantitative analysis of this type is to discount (specifically, divide) raw measures of market size or potential with measures of distance, broadly defined. It can be used to compare markets from the perspective of a particular company. Ghemawat emphasizes those different types of distance matter to different extents depending on the industry. Because geographic distance, for instance, affects the costs of transportation, it is of particular importance to companies dealing in heavy or bulky products. Cultural distance, on the other hand, affects consumers product preferences. It should be a crucial consideration for a consumer goods or media company, but it is much less important for a cement or steel business. Conclusion The study has analysed the effectiveness of the e learning procedure and has analysed two lessons. In the first part, the study has discussed the lesson on the topic of business strategy. The exact definition of strategy has been stated there and then has applied in the organisations that require it very much. In the second part, it has analysed the evaluation of Pankaj Ghemawat, who has explained the meaning and application of CAGE framework. According to the study, this framework is required very much to study before trying to expand any business to other country. Then the application has made to understand the situation through this framework. Therefore, it can be concluded that the e learning process has effectively discussed the two-business topics strategy and CAGE framework to apply in the organisations to increase the profitability. References Bharadwaj, A., El Sawy, O.A., Pavlou, P.A. and Venkatraman, N.V., 2013. Digital business strategy: toward a next generation of insights.Mis Quarterly,37(2), pp.471-482. Campbell, J.T., Eden, L. and Miller, S.R., 2012. Multinationals and corporate social responsibility in host countries: Does distance matter?.Journal of International Business Studies,43(1), pp.84-106. Clark, R.C. and Mayer, R.E., 2016.E-learning and the science of instruction: Proven guidelines for consumers and designers of multimedia learning. John Wiley Sons. Ghemawat, P., 2015. From International Business to Intranational Business. InEmerging Economies and Multinational Enterprises(pp. 5-28). Emerald Group Publishing Limited. https://www.youtube.com/watch?v=7FpUJaG7uMk, 2016. Pankaj Ghemawat: CAGE framework to evaluate international trade opportunities. YouTube. Available from: https://www.youtube.com/watch?v=7FpUJaG7uMk [Accessed on 20 Aug. 2016]. https://www.youtube.com/watch?v=TD7WSLeQtVw, 2016. What is Strategy?. YouTube. Available from: https://www.youtube.com/watch?v=TD7WSLeQtVw [Accessed on 20 Aug. 2016]. Jayawardhana, K. and Weerawardena, J., 2014. Conceptualizing the Role of Market Learning in Social Innovation-Based Competitive Strategy. Moalla, E. and Mayrhofer, U., 2014.How do different dimensions of distance affect market entry mode choice? An application of the CAGE-distance framework(No. hal-01134087). Salunke, S., Weerawardena, J. and McColl-Kennedy, J.R., 2013. Conceptualizing the interplay of knowledge accumulation and integration capabilities in service innovation-based competitive strategy: a project-oriented firm context. InProceedings of the 16th Biennial World Marketing Congress-Looking Forward, Looking Back: Drawing on the Past to Shape the Future of Marketing(p. 279). Academy of Marketing Science.