Network Routing Assignment Example | Topics and Well Written Essays - 2500 words

Network Routing - Assignment Example A working and configuration of a routing protocol shall also be elaborated. PROTOCOL: The protocol that is given for the completion of the task is Open Shortest Path First (OSPF). It falls in the category of link-state routing protocol. So we shall start with some information on what is link-state. LINK-STATE Link-state is a mechanism that follows the condition and connection type of every connected link and develops a metric calculation that is based on some factors that also included the factors that were set by the network engineers. The functionality of the link-state protocols is that it knows the status of the link, whether it is up or down and what is its bandwidth and calculates a cost to use that path. As we know that every router run routing protocols to find out the best path to the destination, one can consider the 'link-states' as representing the status of the interfaces on the router. (Davis, 2002) The functionality of a link-state protocol is this that it may take a p ath with more number of hops, but uses the medium that has higher bandwidth than all the other paths even with lowest number of hops. Due to the features of media type awareness and other factors, these protocols consume more processing power and memory. Link-state influences all the routers that structure up the complete topology of the whole internetwork (or of the position where router is presently located), this means that every router contains the same information of the topology. Due to this whenever a change is occurred it is broadcasted to the entire topology.  This method of routing is known as shortest path first. Protocols that work on link-state mechanism are OSPF, EGP and BGP mechanism. KEY-POIINTS: It uses Dijkstra algorithm for the calculation of shortest path. (Zhang, 2011) Every router in the network builds up the complete topology in its routing table, thus each router contains equal amount of information. It consumes space and memory more than distance vector. I t is suitable for implementing in large networks. DESIGN AND IMPLEMENTATION The design of this network implements the virtue connection International School of Networking has a Chelmsford HQ in England and two remote sites in Mexico and Malaysia. Communication within the routers is via Open Shortest Path First (OSPF) that has fast convergence and is able to meet the demands of a large organization. The routing protocol is configured on all of the routers specified in the topology diagram and advertises to every host connected in the topology except the loopback interface attached to Chelmsford HQ. NETWORK DESIGN BACKGROUND This report is for the demonstration of network design for an International School of Networking (ISN). ISN has branch campuses at Mexico City and Kuala Lumpur. These branches are connected with Chelmsford HQ and each other. Requirement for this implementation was of an open standard routing protocol with fast convergence and support routing update security. Open Shortest Path First (OSPF) is the best solution for given scenario and also for large scale businesses having offices at different locations. In this network design topology three routers are interconnected logically and each router is further directly connected with two more networks. OSPF routing protocol is configured within the logical network: network topology from the network design above both the physical and logical network topology can be obtained. Using the above topology an IP-addressing scheme was created to accommodate the all the

Techniques to Develop Creativity

Techniques to Develop Creativity Abstract. Creativity is the ability which has the human being to create something out of other ideas that are new and interesting but unfortunately in the actual education system not are implemented, so the present article explain about some things that have to change in the education system to increase the creativity in the students, the creativity can be learned, practiced, and developed by the use of proven techniques that it will speak more later. The implementation of creativity in the education in very importan because the schools must be a pillar bases to enrich and encourage creativity in each one of the students, in other words the improvement of creativity in education has great importance for the development of the students and a nation, because it can improve the formation of scientists, engineers, and specialists. The human creativity represents an enigma to the research community: It is all but impossible to describe the process in unequivocal terms, yet there is a strong desire to promote in the education the develop of creativity. The quality of education is one of the most commonly used expressions currently in the field of education, as a point of reference that justifies any process of change or improvement of the plan. In this area the development of creativity would be the backbone of a new educational system that is more efficient than other systems, because creative thinking in a disciplined manner can play a real role in innovation. Creativity and innovation are normally complementary activities(European Commission, 1998). The improvement of creativity in education has great importance for the development of the students and the nation, because it can improve the formation of scientists, engineers, and specialists. It can be learned, practiced, and developed by the use of proven tec hniques, so it is necessary to adopt a education system used in other countries that it is more effective. For example, Finland system in the education, implementation of appropriate tools to develop of the creativity and techniques and methods for develop the creativity. All these points are necessary to give solution to reduction of the creativity in the education, so it can be considered as a basis for building a strong education structure and the increase index them creativity in schools, universities and other institutions. There exists a big variability of creative techniques to use as individuals and groups. However the techniques that are more appropriate to generate creativity are used in groups. But, why are group techniques more efficient than the individual techniques? The European Commission gave the answer creativity is an attribute of the individual, though generally it can only be developed efficiently when it is tackled within a group of team.(European Commission, 1998). Some of techniques more used for develop the creativity are: analytic techniques and intuitive techniques (Sefertzi. 2000). Analytical techniques follow a linear pattern of thought or sequence of steps very good organize, in other words this type of organization in the question help that student stimulate different ways of organization known information and help approach problems from new angles (Miller 1987). Intuitive techniques are less structured techniques, so the intuitive techniques have not a organization or steps th at student have that follow because the student or other person that use the intuitive technique, only he has that look the phenomena of his study and the he has formalote intuitively hypothesis, theory and other suppositions to can give a explanation about the phenomena. Now, but to apply these methods and tapeworms requires the use of instruments that would facilitate a better understanding and stimulate the brain. According to Andriele De Prà ¡ Carvalho, Eloiza Avila de Matos, Dà ¡lcio Roberto dos Reis, Luà ­s Felippi Serpe and Sandro Carvalho there are also 67 creative techniques to stimulate the development of creativity in students. Following is the description of some of the tools for creativity. Analogy technique: According to Tsuilien Shena and Jiin Chyuan Laib the analog technique can help people to understand unknown events or houses from known elements (Shen Lai. 2014), in other words acts as a connection between the image that makes your brain to understand the phenomenon you do not know. Bullet Proof Technique: This technique consists of searching or determining in a specific area where the ideas and objectives raised have a high risk of failure, therefore the main idea of the technique is to find solutions to the problem that may appear in those cases. Inconsistency Analysis Technique : The technique consists in find contradictions to a certain situation, then you have to find the possible solutions, but the solutions titnen that being innovator. According to Andriele De Prà ¡ Carvalho, Eloiza Avila de Matos, Dà ¡lcio Roberto dos Reis, Luà ­s Felippi Serpe and Sandro Carvalho for the use of the technique of inconsistencies recommends the ones of: A list of inherent contradictions of these problems that you could solve in a daily basis. Add to the list the new contradictions you may find and try to identify the interaction among them. If you could find a way to remove or reduce multiple contradictions at once, then you will have a higher probability to identify an executable solution (Carvalho., Matos., Reis., Serpe Carvalho. 2012) New View Technique: The technique has the purpose of obtaining a suggestion or reaction from one or more persons about a specific topic, that is to say, the conclusions, recommendations and suggestions that the person or each person receives, the mind opens to new Therefore, this technique gives students new ways of thinking. Mental Mapping Technique: Paul Farrand, Fearzana Hussain and Enid Hennessy in their article say that Mind maps provide an effective study technique when applying written material Farrand.,Hussain., Hennessy. 2002), because when a student makes a mental map, he / she interconnects actions and concepts of a topic in general, therefore these interconeccion of concepts provide the student with a clearer way to understand in content of the subject. Notebook Technique: This type of technique is the most used among the students, because the student has the ability to write his everyday ideas, events, class subjects and other, a very important point is the way he notes his ideas, in other words the ideas annotated in the book, subjects in subjects among others are very easy to understand for the student because they are his own words that are written. Reflection Groups Technique: According to the article, the technique consists of the collaboration of a group of students who collaborate with each other with a common goal, therefore the ideas expressed by each one of the group members will not be the same, so the group have to reach a unanimous decision. The decisions in the main challenge facing the group. All of the above examples are designed to help people develop skills to engage in creative ways of looking at problems and framing solutions using these tools, and to maintain those skills even without using the tools. But there are also other types of tools based technologies. The technology today is also at our service to develop our creative capacity with a large number of mobile applications, also sotfware developed for computers and other electronics devices. According to Joyce J. Elam and Melissa Mead, the support system for creativity emerged around the 1970 (Elam Mead 1990), the initiative was promising to provide computer-based tools that would enable those responsible for decision making have the great possibility of developing improved solutions with more creativity in the face of the problems to be solved. Also in an article by Mingyang Gu and Xin Tong argument that the development of software for creativity has to have two fundamental aspects: discipline and creative, because software construction can be a great problem and in the case but if the Developed does not have the clear ideas of what he wants to build, everything is very similar to a hell. Many scientist research have orientation about the development of creativity as an process apply in the education. Some studies about creative abilities show that can be developed by the implementation of tools that estimate the brain, because in a research say the brain is a muscle that need exercise for attain a better performance (Taylor. 1972). Creativity can specifically be developed supporting tools, for example a computer can be a tool for creativity, because they contain models of software created with the purpose of stimulating the brains students, computer software idea processors, information systems, etc., for example MindMeister is a free software that you can find in internet, according to Rahimi, Van den Berg and Even, they think that MindMeister is very useful tool for students and also for teachers. Compared to paper, in MindMeister you can add much digital stuff to your mind map including im- ages, URLs, and links. (Rahimi., Van den Berg. Veen. 2012), also MindMeis ter is considered the best application in the market to develop mind maps online. With its award winning online version and its free mobile apps, its users can make mind maps at school, at home, at the office and wherever they are. Mind mapping with MindMeister is such an easy and intuitive process that anyone from a first grader to the CEO of a company can use this application to improve their productivity and put their creative ideas into action. MindMeister offers a variety of amazing features that allow users to collaborate and brainstorm online, plan projects, develop business strategies, create fantastic presentations and use the enormous potential that mindmaps offer for education. To this end, MindMeister offers huge discounts to students and teachers, and even offers free accounts with up to 10 mind maps that provide all the necessary features for creating mental maps: simple but with huge reach. The tools are that it develops a purpose which is help students to create, pro mote and generate creativity, creativity tools, stimulate the imagination. Everyone is creative, so each must find his environment to develop that creative side, that we all have but for able a best result of creativity. As the result of a radical change in the education system, methods a techniques and implementation of tools, produce that the creativity in the students can be more effective. In actual moment exist a decadent in the creativity of the student but in the future with the implementation of all that wrote in the essay can be posible the develop of creativity. REFERENCES European Commission (1998), Innovation Management Techniques in Operation, European Commission, Luxembourg. Higgins, J.M. (1996), Innovate or evaporate: creative techniques for strategists, Long Range Planning, Vol. 29, No. 3, pp. 370-380. Sefertzi, E.. (2000). Creativity . noviembre 17,2016, de EC funded project Sitio web: http://www.urenio.org/tools/en/creativity.pdf Miller, W. (1986), The Creative Edge, Addison-Wesley, Reading, MA. Amabile, T. M., Conti, R., Coon, H., Lazenby, J., Herron, M. (1996). Assessing the work environment for creativity. Academy of management journal, 39(5), 1154-1184. Carvalho, A. D. P., de Matos, E. A., dos Reis, D. R., Serpe, L. F., Carvalho, S. (2012). Tools for Creativity. US-China Education Review, 2(11), 936-946. Shen, T., Lai, J. C. (2014). Formation of Creative Thinking by Analogical Performance in Creative Works. Farrand, P., Hussain, F., Hennessy, E. (2002). The efficacy of themind mapstudy technique. Medical education, 36(5), 426-431. Elam, J. J., Mead, M. (1990). Can software influence creativity?. Information Systems Research, 1(1), 1. Gu, M., Tong, X. (2004, April). Towards hypotheses on creativity in software development. In International Conference on Product Focused Software Process Improvement (pp. 47-61). Springer Berlin Heidelberg. Rahimi, E., Van den Berg, J., Veen, W. (2012, December). Designing and implementing PLEs in a secondary school using Web2. 0 tool. In The Personal Learning Envrionment (PLE) Conference, Melbourne, Australia, 12-13 July, 2012. Public Knowledge Project.

Samuel Clemens :: essays research papers fc

The Life of Samuel Clemens A.K.A. Mark Twain Samuel Langhorne Clemens is better known as Mark Twain, the distinguished novelist, short story writer, essayist, journalist, and literary critic who ranks among the great figures of American Literature. Twain was born in Florida Missouri, in 1835, To John Marshall Clemens and Jane Lampton. As a new born Twain already had moved four times westward. In 1839 the family moved again, this time eastward to Hannibal, Missouri. Hannibal was a frontier town of less than 500 residents. As small as the town was it offered valuable materials and opportunities for a young writer. Most of the residents knew Samuel well, considering they were on the lower half of the social scale, such as poor whites and slaves. The town of Hannibal was mostly used for farmers coming in from the countryside. It was also a river town, swamped with travelers moving up stream and down stream. Some of the travelers were steamboat men, circus performers, minstrel companies, and showboat actors. Since all this action was going on all the time, that opened a big door to the beginning of Samuel’s stories. It provided a huge source of literary material. Shortly after the death of his father in 1847, he ended the brief period of his schooling to become a printer’s apprentice. Like many nineteenth century authors, he was preparing for his writing career later in life. Working as a Printer’s apprentice he got practice as a typesetter and miscellaneous reading. The first thing Samuel wrote as a used piece was a few skits for his brothers Orion’s Hannibal newspaper and a sketch, for The Dandy Frightening The Squatter, published in Boston in 1852. The first real book ever published by Mark Twain was Life on the Mississippi River. Between 1853 and 1857 Clemens worked a journeyman printer in seven different places. During this trip of making sketches and writing stories, he began eastward by boat. Twain started writing letters telling a bout his visits to New York and the Middle West in 1867. On his trip he seemed to have gotten him self in a lot a trouble such as disorderly conduct. After time passed Mark kept writing short stories here and there and a few sketches also. However, in 1869 he became part owner of the Buffalo Express. In 1870 Mark met the girl of his dreams and Olivia Langdon and

Multinational Corporation and Country Nationals

In the recent decade, international human resource management (IHRM) experienced tremendous research growth due to the increase number of organizations begun to extend their businesses into overseas markets. Multinational Corporation (MNC) is the term used to describe a business with overseas operation. Some of the main reasons for the growth of interest in IHRM are: 1) the number of MNC has increased with rapid growth of global competition which resulted in increased mobility of human resource. 2) Effective HRM strategy has been recognized as determinant of success or failure of organization. ) It is more difficult to exercise control and implementation of corporate strategy over remote subsidiaries with different culture and background. (Fernando, 2006)In this article, we will discuss the difference between international and domestic human resource management and the challenges that organization faced when selecting, developing, motivating and maintaining the employees for the over seas assignment and how these issues will affect the strategy of the organization. Finally, the article will conclude that IHRM is complex, difficult and critical to global business success. Stone, 2008) It faces a lot of challenges as compared to domestic human resource management mainly due to the geographic dispersion and multiculturalism. Defining International Human Resource Management (IHRM) There is no consensus about what the term IHRM covers although most studies in the area have traditionally focused on the area of expatriation (Brewster and Harris, 1999). Taylor et al. (1996) define IHRM as a range of people management functions, processes and activities which involve consideration of more than one national context.Difference between Domestic Human Resource Management and International Human Resouce Management IHRM has similar human resource activities as domestic human resource management except that it is at a global level. Regardless of whether they are specific to one or several countries, the external constraints such as political, legal, economic and cultural can significantly influence the way HR functions are carried out and the HR manager will have to plan for the human resources, do acquisition for the right people in the right number at the right time, train and develop, aintain and motivate the employees. As stated by Dowling and Welch (2005), the complexities of operating in different countries and employing different national categories of workers are a key variable that differentiates domestic and international HRM. Domestic HRM involved employees within only one national boundary while IHRM deals with three national or country categories: the parent country where the firm is usually headquartered; the host country where a subsidiary may be located; and other countries which may be the source of labour, finance or research and development.In addition, there are three types of employees of an international firm: parent-country national s (PCNs); host-country nationals (HCNs) and third-country nationals (TCNs) (Dowling, Welch and Schuler, 1999). Dowling (1988) argues that the complexity of international HRM can be attributed to six factors such as more HR activities; the need for a broader perspective; more involvement in employees’ personal lives; change in emphasis as the workforce mix of expatriates and locals varies; risk exposure and broader external influences.Types of employees Managers can be hired three types of employees: parent country nationals; host country nationals and third country nationals. Parent country nationals (PCNs) are residents of the international business headquarter who are transferred to one of its overseas operations. Even though communications and coordination with headquarters is typically facilitated when PCNs are employed since they share a common culture and education background with headquarter but the number of PCNs employed in an organization is limited.This is due to t he high cost in relocating and maintaining them in host country and the lack of knowledge of local laws, culture, economic conditions, social structure and political processes. Host country nationals (HCNs) are residents of the host country and are the most common choice of mid-level and lower-level job. Employing HCNs is popular because they are familiar with local laws, culture and economic. Even though HCNs may be cheaper than PCNs but HCNs may not be familiar with the firm’s corporate culture nor its business practices.Third country nationals (TCNs) are citizens of neither the headquarter nor of the host country. They are most likely to be employ in upper-level or technical positions. Expatriate Expatriates are people working and residing in countries other than their native country. TCNs and PCNs are collectively known as expatriates. Organization usually takes great care in selecting expatriate as important roles are usually assigned to them and the cost of transferring wrong person overseas is enormous. It is known as expatriate failure when the expatriate return homes before the assignment is completed.The cost of failure would incur direct and indirect cost to the organizations and the expatriate. The indirect costs are harder to quantify in money terms and it includes causing the organization to lose its market share and expatriate may lose self-esteem. Dowling & Welch (2005) had concluded that factors moderating performance would include: spouse/ partner dissatisfaction; inability to adapt; difficulties with family adjustment in the new location; culture and language difficulties. RecruitmentRecruiting and then deploying people to positions where they can perform effectively is a goal of most organizations whether domestic or international. Recruitment in international context is no easy job. Cross-national differences in work values influence how attractive a firm is perceived to be within any given culture because what individuals want from an employer may vary across culture. (Caligiuri, Lepak & Bonache, 2010) Therefore, companies should adopt different sets of selection practice and recruitment message based on the culture of the country they are recruiting.In MNCs, most positions are filled by HCNs as it is cheaper than hiring expatriate and they are more familiar with the local culture, economics and business environment. But it is still common to employ expatriate in management role since they had better understanding of the culture and business background. Expatriate selection is much more difficult than domestic selection. The HR manager may have stringent screening process as these expatriate will be mostly being employ in management level that has greater responsibility for the business.Therefore, only experienced candidates will be selected for overseas assignment. On the other hand, candidates are becoming increasingly selective regarding their choice of overseas assignment making it more difficult for expa triate to be employed. Selection is often conducted through supervisor’s interview of candidates. With expatriate being employed in management role could mean that they are the ones interviewing the HCNs. In this case, it would be especially challenging as behaviors may be interpreted through a cultural lens and unintended inferences may be made.Caligiuri, Lepak & Bonache (2010) had concluded that firm that dedicates the time to answer the strategic questions about employee competencies globally – and, in turn, effectively selects for them within the various countries where it operates – has a competitive advantage within its global workforce for implementing global business strategy. Training and Development The objective of training and development is to foster learning among the organizational members and to develop enriched and more capable workers, who, in turn, can enhance organizational competitiveness and effectiveness.As compared to domestic organizatio n, multinational organization faces a number of unique challenges in training and developing function. This is due to that multinational firms differ in their operations from those of domestic firms in terms of geographic dispersion and multiculturalism. (Adler, 2002) It may be difficult when translating training material; therefore it is important to understand the importance of sensitivity to local language and culture. Sims (2002) states that how people learn and the methods of training with which they are comfortable vary across cultures.In order to achieve success in oversea assignment, it is very important to train the employees based on the economics and practices of foreign countries. Dessler G. (2008), concluded that overseas candidate required special training like focusing on the impact of cultural differences, provides factual knowledge about the target country and provides skill building in areas like language and adjustment and adaptation skills. It is very challenging when come to designing training and development programs for multinational company. A unique training program for each subsidiary is needed based on the country language and culture.Performance Management Performance Management (PM) is a strategic HRM process that enables the immediate supervisor to evaluate the employee’s job performance and contribution towards the organization’s goals and rewards as outcomes of performance evaluation or appraisal. Training and development plan can be derived from PM to enhance the performance of the employees. As is stated by Armstrong (1994), PM involves the links to organizational strategy, setting individual performance goals, providing regular feedback on progress towards those goals, providing opportunities for improving and linking result and rewards.The scope of PM in multinational companies (MNCs) is much broader and complicated that in domestic companies. This is due to that MNCs operate in many nationals with various type s of employee groups. (Scullion H. & Linehan M. , 2005) Generally, an employee’s performance on the job is affected by their skills, perceptions, relationship with peers and superior, personal values, levels of motivation and commitment, the work environment and the level of challenge assigned to them.In a global context, this multiplicity of factors is further complicated by differences in culture, education, values and long distances between superior and subordinate. Fernando K. V. (2006), had concluded that the challenge of organization’s when it comes to performance management is to retain and develop their talent; enable the mass majority to perform at their best level; align performance at all levels globally to effectively deploy strategy; recognize and motivate performance at all levels and help differentiate employee performance.PM in IHRM will require different program and criteria based on the country culture to effectively measure the performance of the emp loyees. Simply exporting the head office program may end in disaster if it is not culturally sensitive. (Stone, 2008) Compensation Compensation is one of the most important HRM functions. In both IHRM and domestic HRM, compensation has the same common objectives that are to attract and retain the desired quality of employees and motivate employees to improve their performance and contribute their best to help to achieve the organization’s business objectives.According to resource-based theory, organizations that effectively apply appropriate compensation policies to maintain and retain knowledgeable and skilled employees can serve to protect this source of sustainable competitive advantage. As is stated by Dowling (1988), the key differences for HRM in MNCs lie in the increased scope; perspective and level of involvement required in employees’ live as well as the level of risk. Compensation in IHRM has the greater risk.The risk increased by the complexities of operatin g within multiple diverse economic, employment and taxation regimes and through direct and indirect cost inefficiencies associated with international staff transfers and also with the implementation of an international compensation strategy. (Harzing & Ruysseveldt, 2004) In IHRM, the compensation strategy is influenced by a list of internal and external variable. Some of the variables would include: (internal) capacity to pay; competitive strategy; organizational culture; (external) labour market characteristics; local culture and parent nationality.The most challenging part is to reduce the risk of perceived inequities by maintaining companywide pay scales and policies. By doing so, the organization can ensure that the same job grade will be paid within the same narrow range. Implementing companywide pay scale might not be fair for those who are being transferred to country, like Japan, where the cost of living is higher. One way to handle the problem is to pay a similar base salar y companywide, and then add on various allowances according to individual market conditions. (Infante V. Determining equitable wage in many countries is no simple matter due to the differences in culture and market characteristic. As a result, one of the greatest difficulties in managing multinational compensation is establishing consistent compensation measures between countries. (Dessler, 2008) Industrial relations It is difficult to compare industrial relations systems and behavior across national boundaries as national differences in economic, political and legal systems produce markedly different industrial relations systems across countries.Trade unions may limit the strategic choices of multinationals in three ways by influencing wage levels to the extent that cost structure may become uncompetitive; by constraining the ability of MNCs to vary employment level at will and by hindering or preventing global integration of the operations of multinationals. Trade unions will be a ble to cause the MNCs to suffer labour cost disadvantages which may narrow their strategic options or caused industrial or political problems. Therefore the HR managers should ensure that the practices adhere to and reinforce strategicHRM objectives and policies and are in harmony with the desired corporate culture, concessions granted in one location do not create damaging precedents for the rest of the organization and ethical and legal obligations are met. (Stone, 2008) MNCs must be well versed in international industrial relations and be aware that each industrial relations system is unique in order to translate organizational HRM objectives and policies into appropriate industrial relations practices on a worldwide scale. ConclusionIHRM is the handling of HRM activities at a global level. It is complex, difficult and critical to global business success. (Stone, 2008) It faces a lot of challenges as compared to domestic human resource management mainly due to the geographic disp ersion and multiculturalism. Individual business units in various countries may have different HRM strategies due to the different in culture. Although the strategies might be different but somehow it is still intact with the global strategy as define by international business headquarter.With this, the MNCs will have competitive advantage as compared to its competitors who are using HRM strategies at a national level. Challenge increases as they have to handle employees from three different nationals: parent country nationals (PCN), host country nationals (HCN) and third country nationals (TCN). Organization takes great care in selecting employees from parent country and third country which is known as expatriate. This is because the failure of the expatriate may cost the organization to lose its market share and the expatriate may lose self-esteem.Training and performance management in IHRM faces a number of unique challenges due to the different in culture. Different program need s to be design for different subsidiary. Simply exporting the head office program may end in disaster if it is not culturally sensitive. (Stone, 2008) Compensation is one of the most important functions. The most challenging part in IHRM is that it needs to reduce the risk of perceived inequities by maintaining companywide pay scales and policies.Various allowances should be added on top of the basic salary especially for those expatriate who are located in countries with higher cost of living. Last but not least, MNCs need to be well versed in international industrial relations in order to translate organizational HRM objectives and policies into appropriate industrial relations practices on a world-wide scale.

Reaction Paper of Finance

LI,MINGJIE(JACKSON) Reaction paper In last time, we study chapter 5 to chapter 10, these chapter I have some review. In the chapter 5 I learn what is utility and what is marginal utility. The equimarginal principle: the fundamental condition of maximum satisfaction or utility is the equimarginal principle. The gap between the total utility of a good and its total market value is called consumer surplus.In chapter the relationship between the quantity of output(such as wheat, steel, or automobiles)and the quantities of inputs (of labor, land, and capital)is called the production function. And technological change refers to a change in the underlying techniques of process of production, as occurs when a new product or process of production is invented or an old production or process is improved. The business organizations: business firms are specialized organizations devoted to managing the process of production.In chapter3 one part is economic analysis of costs: total cost can be brok en down into fixed cost and variable cost. Marginal cost is the extra total cost resulting from extra unit of output. Average total cost is the sum of ever-declining average fixed cost and average variable cost. Useful rules to remember are : TC=FC+VC AC=TC/q AC= AFC+AVC In this chapter important is supply behavior of the competitive firm. Supply behavior in competitive industries. Special cases of competitive markets.Efficiency and equity of competitive markets. Those are important parts in the this chapter. Chapter 9 important kinds of markets structures are monopoly, where a single firm produces all the output in a given industry: oligopoly, where a few sellers of a similar or differentiated product supply the industry: monopolistic competition, where a large number of small firms supply related but somewhat differentiated products: and prefect competition, where a large number of small firms supply an identical face downward-sloping demand curves.In chapter10 part of behavior of imperfect competitors: recall the four major major market structures: perfect competition is found when no firm is large enough to affect the market prices. Monopolistic competition occurs when a large number of firms produce slightly differentiated products. Oligopoly is an intermediate form of imperfect competition in which an industry is dominated by a few firms. Monopoly comes when a single firm produces the entire output of an industry. And has another important parts: one is game theory, one is public policies to combat market power. Above is my feeling. Thank you for check.