International Development of Cricket Essay Example | Topics and Well Written Essays - 3000 words

Worldwide Development of Cricket - Essay Example At present, cricket is the main game, which has laws other than rules, which covers the particular size or weight of pitch, wrinkle, wicket, and ball. First and last event of cricket in Quite a while in the year 1900 and the match was among France and Britain. After quite a while the reestablished intrigue is boosting up to again present cricket in the Olympic Games. In the year 1909, ICC was framed with author countries like England, South Africa and Australia. ICC was recently known as Imperial Cricket Conference yet later changed into, the International Cricket Conference. The abbreviated adaptation of cricket was presented in the 1960’s, which is all the more regularly known as, one-day cricket. The one-day cricket picked up its notoriety because of globalization and as the organization is very shorter than the standard test cricket The achievements of one-day matches in expanding worldwide viewership, helped ICC to make sense of the ‘Cricket World Cup’. Durin g the most recent 60 years, the enthusiasm of playing cricket among the new nations has multiplied in numbers and nations like India, Pakistan, New Zealand, Sri Lanka and Zimbabwe are new contestants in this group. Out of these nations a portion of the nations took cricket expertly and some of them acknowledged it non-expertly with no cricketing offices. Cricket has additionally advanced, as different games, with the progression of time. Cricket is an intriguing game, have enormous fan following in the course of the only remaining century, and still has the capacity to pull in new fans from the new age. This prevalence is hailed among them in light of the presentation of special thoughts joined in the game by the pioneers and controllers. Cricket has developed from five-day tests to one-day internationals and now to new symbol T20s on the grounds that at present there is almost no time in the possession of individuals which can be spent on survey sports. The impact of globalization has made the existence considerably more quicker than previously and thus, the watchers like to watch sports which

Saint Gobain Glass In India

Holy person Gobain Glass In India In this paper, we ponder our endeavors to attempt an examination in our investigation of an associations HCM framework. The motivation behind the exploration is to survey the companys existing HCM and its working productivity, In request to do so we made a poll which comprised of both open and shut end inquiries to assemble our criticism on the working information and execution of their present framework. We additionally led a telephonic meeting with which helped us better comprehend their HR business process. Organization: Holy person Gobain Glass in India Leading Glass Manufacturer (India) About the organization: Holy person Gobain is a worldwide partnership, established in 1665 in Paris. The administrative center is situated on the edges of Paris at La Dfense.The organization began by assembling mirrors and ventured into creating a wide spread assortment of development and superior materials. Holy person Gobain association works from various geographic areas and has producing plants spread around the world; Singapore, France, U.K, India. Holy person Gobain Glass India is a 100% auxiliary of Saint Gobain France, one of the main buoy glass makers on the planet. It makes and markets sun oriented control glass, heat proof glass and different sorts of buoy glasses in India from its unpredictable which is situated at Sriperumbudur 40 km from Chennai, India .Saint Gobain Glass India began its endeavor in India in 1996 by securing a lion's share stake of Gridwell Norton. Later in 2000 it began its own glass fabricating. Site: www.saint-gobain.co.in ERP System the organization is utilizing: SAP (framework application and items) Modules utilized: HR (Human Resource) FICO (fund and controlling) Coordinations (PP, MM, SD, PM, QM, CS, WM) ERP Implementation accomplice (SAP): Universal Business Machines, condensed IBM, and nicknamed Big Blue for its authority corporate shading. Old framework: Prior to SAP, framework called Timekeeper was utilized for Time sheet, Attendance Forms, Expense Forms, Billing, Budgeting and Forecasting, Resource Planning, Accounting Integration, Management Reporting, Project Management, Transaction/Credit Card Import, Customer Services Workbench, Professional Services Workbench, Security, Multi Company, Multi Language, Multi Currency A short history/estimation of the HCM in this association The yearly income for Saint-Gobain Glass India Ltd. (SGGI), in 2008 was more than .80 billion and they have 2, 09,180 representatives working for them.Most of the skileed works working in the assembling are employed on contract bases and are paid accourding to the diverse pay classes week by week. The organization works with representatives and colleagues across various societies; they lead business exchanges in various monetary forms and will undoubtedly adhere to various government rules. Furthermore, their lawful consistence forms must follow enactment and case law as well as different principles, codes of training or other definitive professions of the considerable number of nations which they work with. They require a framework which can smooth out their business exercises and furthermore screen their center business forms. In the wake of speaking with the HR Team we realize that the organization puts stock in worker fulfillment. Their administration gives a great deal of significance to their workers which rouses the representatives and consequently they improve, proficient execution from the representatives. They accept that if their organization can fulfill the requirements of the representatives it is commonly valuable and furthermore enables the organization to accomplish new targets and development plans. It makes the administration progressively sure about facing more challenge and forceful measures to pick up the piece of the pie. In particular the administration needed straightforwardness all through the partnership to keep up its respo nsibility to its partners, monetary speculators and money related establishments to guarantee that they exhibit the lawful consistence process is filling in as expected. Additionally responsibility is from the board to the nearby position, to the overall population and they accept this is conceivable just with the assistance of a framework which comprehends their business procedure, is steady and robotized so as to diminish manual mistakes. NEEDS ANALYSES Before usage of SAP in the association they needed to Return on Investment ROI Rate of return is utilized by organizations to quantify the benefit they will procure on each speculation they choose to make. It is commonly determined by taking the monetary years salary and partitioning it by normal stock and favored stock value in addition to long haul obligation. return for money invested gauges how viably the firm uses its funding to create benefit; the higher and figures the higher the gainfulness. The arrival on venture equation utilized in Saint Gobain is Benefit = monetary years pay/normal and favored stock + long haul obligation. The organization has not yet accomplished the arrival of venture from usage. Recognize the ERP device to execute: The administration needed to pick between actualizing my SAP or a HR explicit programming bundle to supplant their current Human Resources and Payroll frameworks. They expected to have an unmistakable Project objective and target as a primary concern before choosing and so as to set up a reasonable undertaking objective, they embraced need investigation system. Need examination is the way toward understanding the present business process and investigating what changes are to be made for enhancing the current practices in their business procedure (including or changing the current procedure) to accomplish better, powerful outcomes. They directed an intensive needs investigation before narrowing down on their task destinations. So as to characterize the undertaking objective they assembled important data from all the divisions which include HR process (enlistment, finance, organization). The data was likewise imparted to data innovation office and furthermore from upper top administration. This data was investigation to discover what changes the division needs to consider and by what method would that be able to be accomplished and utilized that review to make a venture objective. They were specific that the new framework which is to be actualized must create precise and on-time finance information; it must have the option to follow worker nonappearances, time sheet. They were taking a gander at the framework as a drawn out venture and they didn't need a framework which would require visit updates and changes. Subsequent to leading a comprehensive research about the ERP frameworks they would need to execute. They reasoned that SAP ERP device was most appropriate for them and their business needs as it furnished them with a precise stable procedure and the framework would be a strong one time venture. Distinguishing the execution accomplice Holy person Gobain doesn't have spent significant time in house IT experts to actualize the SAP framework for them. They needed to take outer help from a set up IT organization to roll out this new improvement conceivable and viable. Distinguishing such organization to be there execution accomplice was basic for them. They got the accompanying assessment cleared before picking them as an accomplice. They required a my SAP HR usage colleague who will be there to help them. An accomplice who can relates their concern as opposed to identifies. Their agenda included subtleties like to The term to finish the usage be?. What system and procedure do they follow? What amount of will this execution cost them? What amount past experience does the organization they have with this zone of usage? How would they slender down on the dangers and what are their systems to relieve such dangers? The foundation of experts taking a shot at the task and what amount of asset will they need? Do they manage issues concerning post usage updates? Do they offer the administration of offering specialized help post usage? How experienced would they say they are at the preparation angle concerning H.R? What is the time term taken by them to prepare? Worldwide Business Machines, curtailed IBM, was picked to be their execution accomplice. CHANGE MANAGEMENT (http://searchcio-midmarket.techtarget.com/sDefinition/0,,sid183_gci799426,00.html) A deliberate methodology was taken while managing change, both from an association and individual point of view. This has various viewpoints which are adjusting to the new change, controlling the change and affecting the change. An association, change the executives implied distinguishing and actualizing strategies, systems and advances to manage changes in the business condition. Making a task group: After the task objective and execution accomplice was recognized they must be cautious in making a venture group. They needed to ensure that the every day creation or procedure isn't influenced along these lines. Workers were required to play out their ordinary occupations nearby the my SAP task to allow them to communicate their interests. Their undertaking group associated with my SAP HR usage included individuals from various concerned offices (HR and Payroll), their key clients, the practical venture colleagues, the IT office, Line Managers and Upper Management just as outside Consultants. Moral issues identified with staff decrease: After actualizing the new framework numerous representatives were prepared and requested to utilize the new framework. There were numerous workers who were approached to leave as they were not performing with the new framework and new qualified representatives were employed. This made a significant effect on different workers. This new framework was making the representatives unreliable and they began losing their trust in the occupations doled out to them. The executives needed to find a way to support and keep up the lesson of the representatives and furthermore make at that point work to arrive at the day by day creation. New administration abilities required the administration to be prepared and qualified on the new framework and comprehend the progressions the framework is brought into the association. They had

How to Register for the ACT as a Homeschooled Student

Step by step instructions to Register for the ACT as a Homeschooled Student SAT/ACT Prep Online Guides and Tips How do self-taught understudies register for the ACT, and what is the ACT self-teach code? What significant contemplations would it be a good idea for you to remember? Discover here. Instructions to Register as a Home Schooled Student On the off chance that you are a self-taught understudy, you register for the ACT equivalent to every other person, either by paper or on the web. The main thing that will be diverse will be the point at which you fill in your ACT secondary school code. For home schoolers in the United States, it is a general number: 969-999 By and large, everything else will be the equivalent, however there is a system to follow on the off chance that you have issues finding an adequate ID. I bring this up specifically on the grounds that most understudies can utilize their school personal ID, however as a self-taught understudy that won’t be a possibility for you. On test day, you are required to bring a satisfactory picture ID and your printed ACT affirmation or reserve ticket with your photograph imprinted on it. On the off chance that you don’t have worthy recognizable proof On the off chance that you don't have a worthy picture ID, at that point there are choices you can take. An adequate personal ID implies anything government or school gave that contains an ongoing photograph of you. In the event that the photograph isn’t later, at that point it isn't adequate. For instance, on the off chance that you utilize your visa and your photograph is from when you were 10, at that point it’s conceivable that your ID will be dismissed and you won't have the option to sit for the test. A school ID that is printed from a website page as opposed to a hard plastic card will moreover be unsuitable. If so, at that point you MUST carry the ACT Student Identification Letter with a present photograph joined. It needs tobe rounded out by a school authority or legal official open. Ensure they'renot identified with you or the letter will be precluded. Download theACT Student Identification Letter Here. ACT Talent Search Identification Letter On the off chance that you are a piece of a scholastic ability search program and didn’t need to present a photograph with your enlistment you have to bring your ACT Talent Search Identification Letter on test day. On the off chance that you are a piece of a scholarly ability search program and needed to present a photograph when you enlisted, you have to bring an ebb and flow official personal ID or an ACT Student Identification Letter with Photo. What are the upsides of taking the ACT for home schoolers? The ACT test approves your tutoring to universities, particularly on the off chance that you show improvement over normal. It gives them that you know as much as any private or state funded school understudy who scored in that extend. Additionally, in the event that you score better than expected for your zone, it separates you and shows schools that you may be a decent up-and-comer. It encourages you discover how really set you up are for school on account of the fundamental ideas tried by the ACT. They test essential math, perusing, composing, and science information that will be significant for finishing secondary school. How well you do may show how well you have gotten a handle on the nuts and bolts that you were educated in your equal secondary school years. It can give you some trust in your scholastic qualities on the off chance that you feel caught off guard for school as a home schooler. Realize that as a home schooler, you will probably improve on the ACT than the normal of your neighborhood open secondary school understudies. At the point when you recover your outcomes, you’ll trust it. It sets you up for taking long tests in school and gives you a sample of high weight testing. School tests are no simple thing, and getting comfortable with how to take long and testing tests is a significant ability to obtain. What's Next? Investigate How to pursue the ACT on the off chance that you need a guide for the enlistment procedure. Check outCelebrity ACT Scores for some particular realities or How to Get a Perfect ACT Score by a 36 Full Scorer for some progressively genuine guidance! Need to know how frequently you can take the ACT? We have you secured! Or on the other hand look at our Full List of Colleges that Require ACT Writingor discover What's Actualy Tested on the ACT Math area! Need to improve your ACT score by 4+ focuses? Download our free manual for the best 5 methodologies you need in your prep to improve your ACT score drastically. Have companions who additionally need assistance with test prep? Offer this article! Tweet Anna Aldric About the Author Anna moved on from MIT where she sharpened her examination advantages in Earth Science and Social/Political Science. She has long stretches of coaching experience, cherishes watching understudies learn and develop, and firmly accepts that training is the foundation of our general public. She is energetic about science, books, and non-benefit work. Get Free Guides to Boost Your SAT/ACT Get FREE EXCLUSIVE insider tips on the best way to ACE THE SAT/ACT. 100% Privacy. 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Manager Management Business - Free Essay Example

Introduction In recent years there has been an upsurge in the Internalization of markets as various organisations are extending their services to different countries of the world in a bid to either flow with the competition existing within its industry, reducing costs etc. Managers of multinational firms are now increasingly realizing the significance of people management practices in ensuring the profitability and viability of their business operations (Brewster, 2002). This act of internationalization introduces the human resource manager to the intricacies and issues that come with the internationalization of a corporation. These issues and intricacies have led to the introduction of the International Human Resource management which according to Dowling and Welch (2004) is defined as ‘going beyond the spectrum of management of expatriates and extends to the worldwide management of people. Scullion (1995, cited in Scullion Collings, 2006) defines as ‘the Human resource issues and problems arising from the internationalization of business, and the Human Resources management strategies, policies and practices which firms pursue in response to the internationalization process. These Human Resources Management Policies though from the Parent Country (PCN) cannot always be applied in the various subsidiaries. Thus the aim of this work is to find out the factors human resource managers must consider when preparing IHRM policies. Recruitment and Selection Recruitment and selection according to Price (2004) are major issues for human resource managers. Recruitment is often described together with selection, which in time follows immediately after or is often closely connected with recruitment. Anderson (1994: cited in Beardwell Claydon, 2007) states that these issues are concerned with identifying, attracting and choosing suitable people to meet organisations human resource requirements. Though these processes are at times used simultaneously an attempt to differentiate its meaning is pertinent. Recruitment is an instrument of the companys HR policy, concerning decisions to be taken in a company or another organisation. It is a HR practice to attract appropriate individuals or groups for an organisation. It is defined by Dowling and Schuler (1990, cited in Beardwell Claydon, 2007) as â€Å"Searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most the appropriate people o fill its job needs. While Hackett (1991: cited in Beardwell Claydon, 2007) defines Selection as being more concerned with ‘Predicting which candidates will make the most appropriate contribution to the organisation- now and in the future According to Edward and Rees (2006) it involves testing and evaluating the skills and attributes of these individuals to determine which are the best for the job at hand. Either way the importance of a good recruitment and selection process is very important and has now become quite obvious as managers of multinationals have become increasingly aware that in order to succeed in their international strategies and business their human resources have an important role to play in their success as an international organisation. Approaches to Recruitment and selection When an organisation becomes international another factor that affects its Recruitment and Selection Policies are the organisations corporate culture which according to Perlmutter (1969, cited in Harzing and Ruysseveldt, 2000) could be Ethnocentric, Polycentric, Regiocentric or Geocentric. Briscoe and Schuler (2004) are of the view that these approaches to staffing is usually a progressive one as it changes over time as a firm develops greater international experience and sophistication. Some other scholars are of the view that these approaches also change due to the political stability and legislations of the various countries where these subsidiaries are situated etc. Ethnocentric Approach This approach reflects a focus on the home country values and ways of operating thus organisations who apply this approach are organisations that are primarily home-country oriented. Key positions in the headquarters (HQ) and subsidiaries are filled by parent country nationals or citizens of the country where the HQ is located. Perlmutter (1969) noted that in these organisations home based policy, practice and even employees are viewed as superior and foreigners can be viewed as, and feel like second class citizens. Research though has shown that ethnocentric approach to the staffing of an international organisation is usually most appropriate during the early stages of internationalization when the need for control is greatest. Mayrhofer and Brewster (1996, cited in Harris et al, 2003) have however advised against a wholehearted rejection of an ethnocentric approach to international staffing. Polycentric Approach This approach is based primarily on the host country orientation. The foreign subsidiaries are primarily staffed by the host country nationals or managers from the subsidiary location. This staffing approach according to Perlmutter is likely to be evident where organisations serve heterogeneous product markets and where products and services must be adapted and marketed to suit specific national tastes. Regiocentric Approach This approach is based on recruiting on a regional basis and according to Scullion and Collings (2004) International transfers are restricted to regions as managers are selected based on ‘the best in the region. Geocentric Approach This approach according to Scullion and Collings (2006) involves the filling of positions at both HQ and subsidiary level with the best persons for the job regardless of the nationality. According to Evans et al (2002 cited in Scullion and Collings; 2004) ‘The skill of the person is more important than the passport. This approach though is usually used when the organisation is at a mature stage. These approaches usually come to play when there is a need to staff the subsidiaries of a multinational corporation and also when it has to do with the staffing policies for key positions within the Multinational Corporation especially since lower levels are, according to Harzing (2004) inevitably filled by host country nationals and third country nationals. And also these approaches are not fixed but tend to change as the need for control changes and according to Welch (1994) the staffing need of an organisation changes with the organisations stage of internalization. (See case study 2) Factors Affecting Transfer of IHRM Policies (Recruitment and Selection) According to Koen (2005 cited in Mullins, 2007) ‘ The methodology of recruitment and selection has never been uniform across the world. Moreover, whether a specific personnel selection practice should be adopted universally remains an unresolved issue. However, given the crucial role played by this personnel function, especially in managing a multinational workforce, understanding the similarities and dissimilarities of existing practices in different nations ought to be the first step taken by human resource managers and researchers. From this definition it can deducted that various countries have various recruitment practices and according to Harris et al (2003) this is due to the fact that organisations are increasingly recruiting beyond their national borders and this trend is not just to staff International corporations but also for domestic purposes. Also recent re search has revealed that companies in different countries differ with respect to their HRM practices and policies (Ferner, 1997) not just in their recruitment and selection processes. It has also been noted that transferring HR policies and practices to different countries can be quite problematic (Bae et al., 1998; cited in Myloni et al, 2004). Some of the major obstacles for these difficulties in transferability of culture according to Myloni et al (2004) are closely related to the host countrys cultural and institutional environment. But Hayden and Edwards (2001, cited in Edwards and Rees 2006) state that the ease with which an organisation can transfer its policies and practices to its subsidiaries is shaped partly by its dependence on ‘supportive and distinctive extra-firm structures This means that when HR managers are preparing their RS policies that they can apply in their worldwide operations there are certain factors they have to take into account while at the same time ensuring that in line with all Human resource Policies and practices their recruitment and selection Policies must be linked to the overall strategy and objectives of the International organisation. Various authors have various views as to what these factors that affect the transferability of HRM staffing policies might be. Vance and Paik (2006) are of the view that such factors include issues such as the firms business strategy, stage of international development, specific foreign market experience host government restrictions and incentives, host country sociocultural restrictions and plans for individual and organisation development. Hayden and Edwards (2001) have also argued that the differences between national business systems also limit the transferability of employment practices as their introduction to other countries is subject to the constraints posed by the recipient systems. There also can be situational factors such economic trends and cond itions, the nature and duration of the international work itself, MNC resources available, and the availability of willing and able candidates. Harris et al (2003) are of the view that the following are the factors that an International HR manager must take into account; The type of labour legislation.( in the Host Country) The type of labour market Appropriate recruitment sources Host-Country Factors (Macro-environment Factors) While Gronbaug and Nordbaug (1992) are of the view that there are both Micro and Macro environmental factors that affect International Organisations Shen(2006) is of the view that here are also two factors that influence transferability and terms them as Host Factor and Firm specific factors. The Micro factors according to Gronbaug and Nordbaug are divided into two -including primary issues such as a subsidiarys relationship to other parts of the international organisation, and the secondary factors embracing external issues such as customers, competitors etc. While the Macro factors (which concerns this work) include Socio-economic Factors This refers to the standard of living in terms of wages, and which also includes the field of economic compensation, differences in national education and training system which according to Beardwell and Claydon (2007) are likely to mean that the skill and competence profile of the workers available on the labour market will differ from country to country. Political/Legal Factors Legal requirements touch on every aspect of relationships between employers and employees according to Morrison (2006) and since what is legally and socially acceptable in a firms operations in one country may not acceptable in another (Beardwell Claydon, 2007) political and legal factors may contribute to structuring recruitment and selection policies and as such host country legal regulations represent a strong environmental pressure on MNC subsidiaries (Schuler et al, 1993 cited in Myloni et al, 2004); and the legal environment in which the MNC subsidiary is embedded can constrain the transfer of HRM practices from its parent (Beechler and Yang, 1994). Culture Differences in management cultures may mean that some management styles are more appropriate in some national settings than others (Beardwell and Claydon, 2007) Firm specific factors International Strategy International organisational culture Organisational Culture Stage or mode of Internalization Type or niche of industry Size of international Operation Reliance on international markets Top managements perception of home HRM systems Host Contextual factors Political factors Legal Factors Economic Factors Socio-cultural factors International recruitment and selection policies and practices. Other Factors Trust Personal Moral Merits A model of factors that affect international recruitment and Selection (sourced from Shen, 2006 an adaptation of Hamil 1987 and Welch, 1994 Firm Specific Factors Type of Industry The type of industry that the International organisation is into will also determine the ability of the PCN to impose its policies and practices on the subsidiary (Welch 1994). For example if it were a banking sector the transfer of human resource policies will be low especially where the country has a strong union like in Greece. (Myloni et al, 2004) Boyacigiller (1990) also argues that HCNs might have more important links or connections that might benefit the organisation more and will thus have a lower potential of having PCNs. Stage of Internationalization organisations go through a learning process as they move towards becoming international. This process might be gradual, it might take place in stages, or development might be in leaps (Hedlund, 1986), and research has shown that the older the International organisation gets the lower the level of HRM transfer in comparison to middle-aged ones. Thus according to Miliman et al (1991) there exists an a ssociation with an organisations international experience and its use of PCN Taylor et al (1996) are also of the view that there exists a link between the Size of an international Operation and its reliance on international markets. It also seems to have a link with international experience as it affects senior managements orientation or approach to staffing which will as the MNC gets older shift from Ethnocentric to Geocentric. Organisational Culture In managing people to achieve organisational goals, organisations prefer clarity, certainty and perfection according to Pascale and Athos(1981) Simply defined it is the way we do things here (Bowler, 1966) and MNCs will tend to merge their organisational culture with that of the host country so as to be able to maximize their operations within the subsidiary. Conclusion From this work it can be deducted that the ability of an International Organisation to transfer its policies and Practices depends on many factors and these factors also depend on the time factor. This is due to the fact that it is easier for an International Organisation to transfer its policies to the subsidiaries and also enforce these policies (or forms of control) when the subsidiary is just at its inception stage and usually at this point most governments of these Host countries in their bid to encourage foreign might consider waiving certain legislations for the International Organisation. But as time passes these policies will be eroded as the subsidiary gains experience. SWEDCO (Adapted from Edward and Rees,2006) Swedco is a Swedish Organisation and is a highly internationalized firm that produces high-tech manufactured goods and it employs tens of thousands of employees, approximately half of whom are outside Sweden. From the case study it will be assumed that Swedco has subsidiaries both in the UK and also in Belgium. Culture Swedco had the tendency to spread a ‘ democratic approach in their management style , also they tended to boycott or bypass hierarchy in the sense that the organisational actors according to Hedlund (1981) did not feel constrained by formal authority relationships thus the employees do not think it to be anything to jump hierarchy in order to put forward their ideas( which according to Hayden and Edwards (2001) was a typical trait or characteristics of the Swedish in terms of culture) but in recent times the evidence shows that the country of origin effect is being eroded as senior management have now tended to draw on Anglo Saxon styles of management. From the case study it appears that the Swedco Subsidiary in UK does seem to have a hand in the making and establishment of these policies that affect the whole organisation. This goes to show that as the International organisation gains more experience there is a fusion of the cultures of both the Parent country cult ures and that of the Host country. International Experience In recent times as shown by the case study there has been policies set out based on the development of a cadre of managers from across the company. Subsidiaries are being encouraged to submit suggestions for individuals who should be considered for promotion to positions elsewhere in the firm. This makes it clear that the management are of the view that the Subsidiaries have gained enough experience and have the right cadre of managers to be able to run the subsidiary without the use of an expatriate as would have been the case where the country had just recently internationalized. From the case study it is clear that though the country of origin did have some form of control over its subsidiaries either in its staffing options or in the way their carry out their jobs and functions, with the passage of time there has been a change in the way things are done as the various cultures are merging. HSBC: The International Manager Program HSBC is a major financial services organisation that employs about 170,000 people and operates in over 80n countries. The bank has colonial roots and was originally based in Hong Kong. It was managed by ‘international officers who were largely British expatriate. In the early 1990s, Midland Bank was acquired. Major acquisitions in North America have also made HSBC the largest foreign bank in Canada and the USA. The corporate centre is now UK. The banks vigorous advertising campaign features the need to be sensitive to local culture and customs in order to succeed in business, proclaiming it to the worlds Local Bank The expanding geographical reach of HSBC and its growth through acquisitions have increased the need for international deployment of people. This currently outweighs the decreasing need for expatriates in some of HSBCs earlier markets, where most highly skilled local people are now available. HSBC has retained a specific group of international manage rs (IMs). Individuals are recruited direct to the International Manager program either from higher education or internally. The career deal for IMs is clear. They can be sent anywhere at a short notice, and so give high commitment to the organisation. In return, the individual has a good employment package, a wide variety of challenging jobs and good career prospects leading to general management positions. Harris et al (2003) From this case study it can be seen that though HSBC started with an ethnocentric approach to its recruitment and selection process it later had to switch to geocentric in a bid to adapt to the various cultures where it has its subsidiaries. References Beardwell, Julie and Claydon, Tim (2007) Human Resource management (5th ed) Essex: Pearson Education Beechler, S. and Yang, J.Z. (1994)â€Å"The transfer of Japanese-style management to American subsidiaries: contingencies, constraints and competences†, Journal of Intenational Business Studies, Vol 25 No 3, pp467-491. Bower, M. (1966) The Will to Manage, McGraw-Hill Boyacigiller, N (1990)‘The Role of Expatriate in the Management of Interdependence, Complexity; and Risk in Multinational Corporations, Journal of International Business Studies, Vol 21 no 3 pp357-381 Brewster, C. (2002), Human resource practices in multinational companies, in Gannon, M.J., Newman, K.L. (eds), The Blackwell Handbook of Cross Cultural Management, Blackwell, Oxford. Briscoe, Dennis, R. and Schuller, Randall, S .(2004) International Human Resource Management, (2nd ed), Oxford: Routledge Case Study 1 Adapted from Harris, Hilary, Brewster, Chris and Sparrow, Paul (2003) Intern ational Human Resource Management, London: CIPD Case Sudy 2 Adapted from Edwards Tony and Rees, Chris (2006) International Human Resource Management: Globalization, National Systems and Multinational Companies, Essex: Pearson Education Dowling, Peter, J. and Welch, Denice,E. (2004) International Human resource management: Managing people in a Mulinational Context. Italy: Thomson Dowling, Peter,J. , Welch Denice, E. and Schuler, Randall,S. (1998) International Human Resource Management (3rd ed) Canada: South-Western College Publishing Edwards Tony and Rees, Chris (2006) International Human Resource Management: Globalization, National Systems and Multinational Companies, Essex: Pearson Education Ferner, A,(1997) â€Å" Country of Origin Effects and Human Resource Management in Multinational corporations† Human Resource Management Journal, vol 7 No ! pp19-37 retrieved on 02/04/08 from www.googlescholar.co.uk Gronbaug, Kjell and Nordbaug, Odd (1999) Internatio nal Human Resource Management: An Environmental Perspective cited in Poole, Michael (2000) London: Routledge Harris, Hilary, Brewster, Chris and Sparrow, Paul (2003) International Human Resource Management, London: CIPD Harzing, Anne-Wil and Ruysseveldt, Joris Van, (2004) International Human Resource Management (2nd ed), London :Sage Hayden, A. and Edwards, T. (2000) ‘ The Erosion of the Country of Origin Effect: A case study of a Swedish Multinational Company, Relations Indutrielles/Indutrial Relation, 56 (1), 116-40 Hedlund, G., (1986), The Hypermodern MNC- a heterarchy?, Human Resource Management, Vol 25,No 1,pp9-35 Milliman,J.M., Von Glinow,M.A and Nathan, M (1991) ‘Organisational Life Cycles and Strategic International Human Resource Management in Multinational Companies: Implications for Congruence Theory, Academy of Management Review, Vol 16, N0 2, pp 318-339. Retrieved on 05/04/08 from www.emeraldinsight.com Morrison, Janet, (2006) The Inte rnational Business Environment, (2nd ed) Palgrave: Macmillan Mullins,Laurie,J. (2007) Management and Organisational Behavior, Essex: Pearson Education. Myloni, Barbara, Harzing, Anne-Wil, K. and Mirza, Hafiz (2004) ‘Host country specific factors and the transfer of human resource management practices in multinational companies, International Journal of Manpower Vol 25 No 6. Retrieved on the 05/04/08 from https://www.emeraldinsight.com Pascale, R.T. and Athos, A.G (1982) The Art of Japanese Management. Simon and Schuster. Price, Alan, (2004) Human Resource Management in a Business Context 2nd ed, Italy: Thomson Scullion, Hugh and Collings, David,G. (2006) Approaches to international Staffing ‘, In Scullion, Hugh and Collings, David,G (eds) Global Staffing. London : Routledge Shen, Jie.(2006) ‘Factors affecting International Staffing in Chinese multinationals (MNEs) International Journal of Human Resource Management, vol 2 no 17 pp 295-315. Retriev ed on the 15/04/08 from https://ejournals.ebsco.com.Journal Vance, Charles, M. and Paik, Youngsun (2006) Managing a Global workforce- Challenges and Opportunities in International Human Resource Management, New York: M.E Sharpe Welch. D. (1994) Determinants of International Human Resource Management Approaches and Activities: A Suggested Framework, Journal of Management Studies. 31(2): 139-64. Retrieved on 08/04/08 from https://ejournals.ebsco.com.Journal Page, London,

The Financing Of Mortgage Bonds - 3425 Words

In the 1980s innovation was added to the traditional old bond. A bond was basically a promise (from government or corporation) to make interest payments on borrowed money, and, to eventually pay back the borrowed money. For generations, financial markets traded bonds in this way. Given that a bond was an income in a way based on borrowed money, Wall Street, in the late 1980s decided to create â€Å"bond-like† financial products from other debt-based income like credit cards, student loans, and most importantly in this case, home mortgages. The â€Å"mortgage bond† was created and became a financial product that was bought and sold by Wall Street investment banks. The mortgage bond would collect many home mortgages, purchased from lenders, and†¦show more content†¦They enticed these customers by creating a new type of mortgage- variable rate, with low to zero initial interest rates, which later reset to higher levels. A large number of Americans took on these m ortgages not realizing the real estate trap they were getting themselves in caused by their own actions. In the 2000s, as the mortgages became lower quality, Wall Street’s mortgage bond became even riskier. This should have made them more difficult to sell to investors because it would affect their ratings since riskier products should have lower ratings. However, the conflict was between Wall Street and the rating agencies since it’s Wall Street who pays these agencies. Likely because of this conflict, rating agencies assigned surprisingly high ratings for these ever risky mortgage bonds. Despite the boom in mortgage bonds, Wall Streets desire for more profits grew and led them to focus on the low ratings of the bottom (riskiest) tranches of the mortgage bonds. 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By evaluating the different types of funding options, the finance manager can make the best informed decision for this capital fundingRead MoreLong-Term Financing Measures1334 Words   |  5 PagesFinancing Financing comes in different forms and is issued for various reasons. It also comes with different processes and requirements and is stated in different ways. Some financing is secured by company assets where some is unsecured and only backed by unpledged assets in the case of default. Long-term financing measures can range from 10 year to 30 year pay back periods. A mortgage is a form of security against a loan given in advance. The mortgage loan is a term loan secured by the mortgagedRead MoreNorth West Company Incorporation937 Words   |  4 Pagesfinancial/economic obligation of company lasting over years. This includes any financing or leasing liability that has a fixed interest rate and is to mature in more than one year. 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The Relationship Between Gods And Mortals - 1574 Words

Ancient Greece was filled with so much character, from their religion to even the stories that followed them through generation to generation. One important thing to remember is how they took their religion very seriously and believed very much in their goddesses and their gods. This strong belief carried out into their everyday lives, where they began to believe that everything that happened within their day, was from the gods. With such a love and respect for these gods, they held them up on a pedestal and gave them all their respect and looked at them only as positive. These gods that play a role in their life, often act more as a spiritual guide more than anything. They take on mortal disguises to allow them to help the world without becoming noticed. As we can see in The Odyssey, the relationship between gods and mortals is close knit, but the main difference that is evident, is the power between the two. 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The market plan of Nokia free essay sample

The electronic products technology is popular all around the world. It has done a tremendous change in all over the world; basically the mobile phones because now at present time mobile phones are the first priority in terms of telecommunication. In the mobile phone manufacturers China must be one of the biggest and growing markets. As we know about that, a leader in mobile telecommunications market, Nokia has its scientific business strategy that leads to success, and pays a great attention to the market of China. Based on the Chinese mobile phone market, this paper analyzes Nokia’s business strategy to show reason of Nokia’s success. The business strategy includes the strategic intent, the competitive strategy and marketing mix. The strategic concept of Nokia is to take the demand-side strategy. Nokia subdivides the whole market into several objective markets according to the researches about the partialities of different individuals. And then different types of mobile phones are put into the market aimed at attracting different consumer groups. The competitive strategy of Nokia is to improve the innovative ability to win the competitive advantage. Strong technological innovation ability makes Nokia stand in the most forward position of mobile industry all the time, and characterized this brand by a special vitality. And the marketing mix of Nokia is to use the integrated marketing strategy including product, price, promotion and place. It values the construction of a brand, the orientation of its products and pays a lot of attention to technology improvement. It increases the sales through sensitive advertisement, presentation to the celebrities and large-scale entertainment. And also choose the FD platform as its major sales channel to improve its sale. Introduction Nokia is famous all over the world as a successful mobile phone manufacturer. It keeps being the leader in the mobile telecommunications relies on its plentiful experience, technology innovation and scientific marketing strategy. The concept of the company is technology connecting people, which has been rooted in people’s mind deeply. The company emphasizes the consideration of humanity either in the decision of marketing strategy or in the management of the corporation. In 1985, Nokia established its first branch company in Beijing, which means that Nokia has entered the Chinese market. And now the employee of Nokia in China has increased far beyond 6000. Nokia insists on the combination of produce and research in China. It has set up two research centers in China and paid a great attention to the cooperation with other local company. Nokia also takes parts in several public services and has gained great reputation in China. The first part gives a brief description of the Nokia in China. The second part shows the marketing objective of Nokia, and the third one talks about the Target Market Strategy of this company. Following that is the Competitive Strategy of Nokia, and finally marketing mix is the which includes product strategy, price strategy, and promotional strategy and place strategy. At last is the conclusion about Nokia’s total business strategy. The marketing objectives of Nokia in China As Nokia knows that everyone in the world needs communication, it insists on helping people fulfill this need by providing consumers with very human technology- technology that is intuitive, a joy to use and beautiful. While in the Chinese market, the marketing objectives of Nokia is to take the first place in the field of mobile communications and become the international enterprise welcomed by government, operator and consumer most of all. Besides these, Nokia in China is determined to become the best employer that has the ability to attract and keep outstanding talents. Because of such market target, the strategy of Nokia relies on growing, transforming, and building the Nokia business to ensure its future success. The Target Market Strategy of Nokia in China a. The market segmentation The subdivision of the market is essential for a company to make decision. It is required as a basic skill for a company to understand the mobile phone market and its structure, so as to the market decision. (Earl Peter, 1996)) Nokia collect data and process it in order to get results that may reflect the age, sex, region, education, income, lifestyle and the partiality of the consumers in China. Then it subdivides consumers according to the research results and chooses the target market accurately. (John C, Mowen, Miner, 2004) According to the development of communication and the extensive market research, Nokia has subdivided the mobile phone market into four different types: the science and technology pursuer, the time controller, the personal communicator and the image chaser. From such continuously improving market segmentation, the products of Nokia have been more and more mature, and have attracted the attention of the majority of customers. (Reid, David A, Richard E, 2004) b. The target market strategy of Nokia According to the correct subdivision of the Chinese mobile phone market, Nokia has delineated its different market strategies emphasized on different market demands. Through its abundant product line, strong investigative ability and sound commercial network, with the suitable marketing strategy, Nokia designs various types of products to meet the need of each target market. In the market of personal communicator, the objective-oriented consumers pay more attention to the quality, price and convenience of a phone rather than any additional features. For this features, the product from Nokia, which is expected to satisfy the consumers, is simple, practical, and abandons a lot of phones additional features to result in lower prices on a large cut-off. Because of the lack of additional features, to extend the service life is very feasible. And the 1 series and the 3 series Nokia mobile phones like 1100, 3100, 3108 and 3120 have reflected this. In the market that pursues science and technology, the consumers wish that their phones could be helpful to raise the efficiency of the work and study. For this reason, Nokia develop new technology applications on mobile phones as possible as it can. And the N series of Nokia phones are the typical representatives to fit this market. They have already become a kind of electronic product with a high price. In customers’ view, it is worthwhile to by such a mobile phone at a high price because of the application of new technology and improved efficiency. With a high price, this market offers Nokia with generous profits as well as a high-technology image of Nokia. While in the market of image chaser, the customers prefer to care about the external image of a mobile phone. So the products should catch the popular element, including products appearance, propagate spokesman that popularizes, etc. And the orientation of the Nokia adoring series is to express the individual character and grade of their users appropriately. The Nokia 7260, Nokia 7280 and Nokia 7360 are representatives of these phones that have satisfied the demand of fashion, grade and lifestyle. And in the market pursuing management of time, the products of Nokia are trying their best to improve their work efficiency. So that the users could have enough rest time out of their heavy workload. So for the supervisors who usually need to make decision and emphasize on efficiency, the 6 series of Nokia mobile phones like 6600, 6670 and 6681 are the correct choices. The Competitive Strategy of Nokia a. Theories of competitive strategy There are five kinds of basic competitive strength in an industry. They determine the potentiality for profit of this industry. The potentiality here is measured in the long-term investment, and not every industry has the same potentiality. The final profit potentiality will change fundamentally with the change of the joint competitive strength. The result comes out from the interaction of the competitive strength is to form three kinds of basic competitive strategies. Those strategies are: overall cost leadership strategy, differentiation strategy and focus strategy. (Michael porter, 1997) The first strategy means to make the greatest efforts to lower commodity prices through reducing costs, then to maintain competitive advantage. It is necessary to improve the control of cost because the profit of a low-cost company could be much more than the average level. While in the competitive market, this is essential for a company to overpower its competitors, to take the initiative and to be a winner. (Hooley Graham J, John Saunders, 1993) The second strategy is to provide a unique product or service that is more functional, more fashionable or handsome. If a differentiation strategy can be achieved, it would help the company acquire the extraordinary income in this area. Because it can establish a defensive position to deal with the five competitive forces, and maintain the competitive advantage on the basis of the customer brand loyalty. Finally, the main strategy is to focus on a particular customer base or a certain regional market. This requires a company to provide goods or services more efficaciously to a narrow strategic target, and then surpass their competitors in a wider scale. This strategy has the potential to gain profit over the average level. (Ketels Christian H, 2006) b. The competitive strategy of Nokia in China The Chinese market of mobile phone is large and attractive for each mobile phone manufacturer. And so it is no doubt that the competition in Chinese mobile phone market is intense. Even though Nokia is in a leading position in global mobile communications industry, it always maintains a high degree of vigilance. Motorola must be its major competitor either in China or other areas. Anycall Corporation comes from Korea also wants to seize this profitable market. Meanwhile, more and more local mobile phone manufacturers appear and acquire support from some consumers. Nokia could never slacken itself. The basic competitive strategy of Nokia is the differentiation strategy, which requires winning the competitive advantage through improving its innovative ability continuously. Strong technological innovation ability makes Nokia stand in the most forward position of mobile industry all the time, and characterized this brand by a special vitality. How to meet demands of realistic market? This is the biggest challenge which the Hi-Tech company faces together. (Oster Sharon M, 1994) Nokia pays a great attention to technology innovations, and has invested a lot in developing new technologies to maintain its leadership. Till now, Nokia has 54 researches develop centers all over the world. These centers work hard to analyze the global market and keep on providing new concept, new demands to the company. This ensures its advanced technology and leading position. In China, Nokia has 2 RD centers which are located in Beijing and Hangzhou separately. So that the researches in China develop fast and won great reputation. Relied on these investments Nokia has enough resources to do researches, and could always keep ahead of others. The individuation is the marrow of the Nokia mobile phones. On the gradually ripe market of mobile phone, the dazzling and outstanding design is even more important than the technology. Nokia is far-sighted that takes the initial to establish an independent apartment which are specialized in appearance design. The assignment of this apartment is to provide mobile phones with diversification and individual character. Over the past 10 years, the factor that Nokia’s continually updated product design has become a unique competitive advantage. Under the guidance of the philosophy called â€Å"technology connecting people†, Nokia has not only won the leading position in mobile phone market, it also fit the customers’ needs accurately. Nokia also makes great effort to innovate upon technology, produce new mobile phones continuously, create good cooperative relationship with local companies and carry out humanized management. All of these are essential for Nokia to hold its competitive advantage and leading position. The marketing mix The mix marketing program, which is one of the major concepts in modern marketing, means a set of controllable, tactical marketing tools that the firm blends to produce the goods or services to meet the demands in the target market. It consists of everything that a company has ability to de to influence the demands for its product. There are four kinds of tools that are well known, they are product, price, place, and promotion. (Peter Doyle, 2006) a. Product Strategy There are many choices for a company to make its product strategy. Among them, the product orientation strategy, the brand strategy and the product development strategy are the most three important choices. (Safon Vicente, 2007) After subdividing, confirming the target market, how to enter and capture that market becomes the essential problem for Nokia. This is a problem about its products orientation. The market researches of Nokia shows that the consumers can make decisions completely in accordance with their own preferences, the product brand, the ability of the economy, consumer confidence and other personal characteristics, when supplied with the mobile phone products with the same quality and effort. In this so-called buyers’ market, the marketing strategy should be corresponding to the characteristics of the different consumption community to win the competition. Nokia has done well in this area. Researchers in Nokia analyze the different personalities, divide consumer groups and decide what kind of mobile phones should be supplied to a particular consumer community. So the Nokia mobile phones have won a great number of supporters around the world. It is no doubt that the Nokia mobile phones will be considered first of all when a person decides to buy a mobile phone because of its high ability, special design and good reputation. (Sadler Philip, 2003) A brand is a name, term, sign, symbol, or design, or a combination of these, that identifies the maker or seller of a product or service. Consumers view a brand as an important part of a product, and branding can add value to a product. And product design is certainly affect the success of the brand. Nokia keeps being good at molding the good brand image by injecting individuality into product design. It has considered a lot about how the customers will choose the brand, and how it can make that experience reflect the brand character. For example, Nokia designers believe that the screen of a phone is the eye into the soul of the product. The shape of phones is curvy and easy to hold. The soft key touch pads also add to the feeling of  friendliness, expressing the brand personality. All in a word, the design of a mobile phone is essential and important to the development of Nokia. At the year of 2006, Nokia has won several design awards because of the four successful types of mobile phones. Nokia 8800, Nokia N70, Nokia 7370 and the N series are the awarded phones. All of them has gained glorification and always been welcomed by consumers since the day they were put into the market. Here shows that Nokia has paid a great attention to the fit the consumers’ demands and acquired encouraging repayments. Price strategy The price of a product reflects that the business enterprise should satisfy the various kinds of demand and get profit to ensure its general index object. The pricing objectives are the guidance for an enterprise to make price decision, which means the purpose or the standard that the company consciously wants to attain while setting a price for its product. The pricing decision means that the business enterprise set a reasonable price for its product scientifically so that it could achieve the goal. And the major method for Nokia to make its pricing decision is the Brand Life Cycle Model that means to set different prices based on different life cycle of the product. That means to set a high price for new products, medium price for second-line products and low price for third-line products. The new products are the substitutes for the original first-line products. Once there has a change or development, whether it is technical, functional or just on the packaging and even it is the slightest one, the price can jumped to a new level. The technologies applied to mobile phones are innovated fast because of the short life cycle of the mobile phone. When the market is not saturated, the competition is not intensifying, and the transparency of the product technology is not very high, the enterprise could access to excess profits most easily. Once the new entrants and the transparency of improving technology increase, it only can get a basic profit. So it is necessary for a new product to have a high price, which could make the enterprise earn excess profits. When others begin to supply the similar products, it is essential to provide substitutes with improvements and reduce the price of the original ones. It is not only ensure the sales of the new products, also lengthen the life time of the old ones. As long as the enterprises innovates, challenges itself, surpass itself, it will be able to keep leadership when compete with other manufacturers. Meanwhile, the price should be made on the basis of sufficient market researches on consumers. No matter what an advanced technology that a product has, it is successful only the consumers love and purchase it. Take Nokia 88 series and 89 series as an example, these phones were made for those costumers who have strong purchase abilities and treat the mobile phone as a symbol of their status. So this kind of mobile phones usually has a high price and a long life cycle, and seldom reduces their price because their users do not change their mobile phones too frequently. c. Promotion of Nokia Promotion refers to the use of effective ways to attract consumers’ attentions and acquire their comprehensions to understand and pay attention to their products and to stimulate consumer desire to purchase and promote the realization of the final purchase. The promotional strategy for Nokia to increase the sales is the integrated promotional strategy. It is a series of activities inform the consumer the existence and characteristics of the enterprises, brands and products, which could arouse the market demands, create and maintain the image of a company. The promotional activities of Nokia are always based on the topic like fashion, convenience and function etc. Especially in the past two years, it pays more and more attention to attract consumers and create consumer group through the usage of emotional elements. Technology Connecting People is the distinguished brand concept of Nokia, which has been rooted in consumers’ mind through some traditional promotion methods like TV advertisements, magazine advertisements. But now, it adopts some new ways to publicize its products. Nokia usually contracts with film distributors to make its phones appear in the film. This is actually an advertisement in a different form. People could see Nokia phones in the TV or film just like â€Å"Friends†, â€Å"Love of Scenery† and â€Å"An Empire† etc. And Nokia takes the lead to use the celebrity effect and presents the celebrity with its own products. It also holds programs accord with its products to publicize the brand, concept and the culture of Nokia. d. Marketing Channel Strategy of Nokia The marketing channel strategy is a set of inter-reliant channels through which the products could be spread from manufacturers to the consumers. The meaning of products here is not restricted to the tangible ones. The marketing channel strategy is an important component of the entire marketing system, which plays a significant part in reducing the cost and enhancing the competitive power of the enterprise. Along with the market development, the patterns of the marketing channel strategy are diversified. The vertical marketing system, horizontal marketing system and hybrid marketing system are three common forms. (Arch W, 1975) Nokia choose its local business agent based on 5C principle. That is to say, Nokia will decide whom to choose according to their capital, credibility, channel, cooperation and management. Once the decision is made, the agent must comply with the contract, and sale the phone in his own area. The office should supply perfect base station for the sell. Meanwhile, pay attention to the network marketing and try to take the intensive marketing strategy in all domains. In 2005, Nokia chose new channel pattern called FD, which has ability to change the provincial agent into funds platform, save a lot of intermediate links and make the channel flat. Through this method, most of Nokia monopoly stores can acquire the ability of direct supply, which will help Nokia reduce the decision time, ensure the profit of its terminal cooperators and its good post-sale service. Conclusions In conclusion, the success of Nokia is inseparable with the scientific business strategy. The business strategy is a general concept. It includes two indispensable elements called competitive strategy and marketing strategies as well as the concept of the business strategy. The strategic concept of Nokia is to take the demand-side strategy. Nokia subdivides the whole market into several objective markets according to the researches about the partialities of different individuals. And then different types of mobile phones are put into the market aimed at attracting different consumer groups. The competitive strategy of Nokia is to improve the innovative ability to win the competitive advantage. Strong technological innovation ability makes Nokia stand in the most forward position of mobile industry all the time, and characterized this brand by a special vitality. And the marketing mix of Nokia is to use the integrated marketing strategy including product, price, promotion and place. It values the construction of a brand, the orientation of its products and pays a lot of attention to technology improvement. It increases the sales through sensitive advertisement, presentation to the celebrities and large-scale entertainment. And also choose the FD platform as its major sales channel to improve its sale.

Analytical Writing Essay Samples - Find Great Analytical Writing Sample!

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