International versus Domestic Management

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Introduction

Today's globalize economy rose out of the previous international trading system, As the world economy developed, it moved through different phases, progressing from a trading economy based upon exporting in the 1th century towards a economy that made it easy for companies to setup operations in many countries. At each turn of the economic development, the type of companies that dominated the scene changed. Earlier, it was the international trading firms that dominated. Then we saw the rise of the exporters, eventually evolving to the multinational firms of the 160s and 170s, which dotted the world map with plants. With the emerging global imperative fueled by the liberalization of the world economy in the 180s, the dominating organizational paradigm changed from the multinational to the global firm.

The globalizing economy has had a tremendous influence on firms, forcing them to adapt to new realities. Expanded competition meant that firms would be able to enter many markets, and local or domestic firms were increasingly faced with competitors from far away. Management in firms faced with global competition cannot expect to cope using the managerial philosophy from the past.

Domestic managers are characterized by a reliance on one market as the key reference and are the mindset most managers are born with. Domestic mindsets rely on a single reference point or experiences come from a single culture or business environment. The person born in Japan goes to school in Japan with Japanese as a language. He attends university in Japan, so most reference points are from Japanese society. Domestic managers usually have more difficulty absorbing developments and ideas from other parts of the world.

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International Managers are individuals who had at least one major experience in a second country. A person becomes internationalized as a result of casual travel and ability to conduct business in another culture. Most typical of gaining such experience is to be assigned by own firm to work abroad for an extended period of time by assuming the role of an expatriate manager. The importance of international managers lies in their ability to serve as a bridge between home country (i.e. Head office Country) and host country environment, playing the role of cultural interpreter on both sides. International managers are able to interpret for host country locals, or intercede with head office on their behalf, and can provide interpretations of head office intent.

For Global managers to get a firm grasp of the challenges they face, they must first develop a realistic picture of the new, expanded and diverse environment in which they operate and how it differs from the relatively homogeneous setting of the domestic manager.

From the book, "The manic Logic of Global Capitalism", writer William Greider provides a lucid and vivid description of the crucible in which novice International Manager finds themselves.

1.It is a world in which managers are required to process, integrate and make decision based on huge amounts of disparate information.

.Negotiate with governments that have very different notions of how business should be done.

.Interact with a complex web of organizational relationships in multiple and diverse countries.

4.Recruit and develop the best talent from anywhere in the world.

5.Develop Strategic alliances even with competitors that operate within different models of capitalist system.

The above scenario sums up the sense of ambiguity and stress inherent in a global work environment.

The common problem faced by the International Manager must be able to deal with the inconveniences of time differences and the practical and psychological difficulties of not always being able to see the people with whom they work. Similarly, International Manager must negotiate multiple and sometimes antithetical variations in political and economic systems, regulatory and legal frameworks and civic and labor practices. At the same time, they must familiarize themselves and comply with a wide range of sometimes startling expectations in regard to behavior, their own and that of their colleagues, employees, customers, suppliers, and distributors and the way in which work should be done.

The complexity faced by International Manager grows exponentially with the number of countries, cultures, and time zones in which they work. During teleconferences, for instance, each participant could well be in a different time zone. An International Manager at a meeting in Tokyo must be aware not only of Japanese exchange rates, corporate culture, laws, investment policy and labor union but also of the infrastructure of each other nation in which his or her company does business.

To have International Business Knowledge means having a thorough grasp of your organization core business and how to leverage that business within and across each country where your organization has markets, vendors, resources and manufacturing operations. On the grassroots level, it means knowing the laws, histories, and custom of each those countries. Gaining international business knowledge involves taking classes, reading books and talking with experts. The knowledge will allow the manager to behave appropriately and stay out of trouble. It will also keep them aware of how decision at one location affects possibilities and outcome of others.

International Manager must act on their knowledge of cultural differences and use that knowledge to help them interact effectively with people from different cultures. A large part of the culture adaptability is being able to deal with the stress and the perceptions of eccentricity and strangeness that can arise from global complexity. For instance, a female International Manager in Europe who is negotiating with a Saudi Arabian to use her knowledge of the role of hierarchy, class status and gender in Saudi culture and to adjust her words and action accordingly.

Everyone has a personal perspective, images of and beliefs about what things are and should be, but not everyone is adept at taking the perspective of others. The processes and behavior involved in perspective taking are largely the same, listen, absorbing information skillfully, recognizing that other people's view might be different from you and accepting the limitations of your own point of view.

Implementing these processes can be difficult as the frame of reference held by each individual changes from culture to culture. Examples of different cultural perspectives offered by Erica Goode in August 8, 000, New York Times article "How culture Molds Habits of Thought" which reported on a study of U.S. and Japanese managers who were asked to look at the same picture and describe it. The U.S. managers talk about the people in the picture, the Japanese talk about the setting of the picture. The study shows how two people look at the same thing but will have different aspect due to difference in cultural perspectives. International Manager who learns to take the perspective of others and reorganize their own sense-making frameworks will grow to see multiple perspectives as not incompatible but as all having potential for contributing to solid managerial decisions and action. Such managers will make sense to, rather than confound, the people from other cultures with whom they work.

Through skills in innovation, International Manager take their international business knowledge, understanding different cultures and perspective of others to create something new, a new policy, procedure, product, service or practices. It takes the managers beyond merely managing the complexity of global operations to turning that complexity to their advantages. Building skill as an innovator is a step-by-step process of gathering information, listen, paying attention and seeking out useful combinations.

Case Study Example

Federal Express- Problems faced when going global.

Frederick W. Smith created an overnight sensation when he founded Federal Express, which quickly established itself as the giant in America's fledgling express mail service. Smith's initial attempts to duplicate the same success overseas foundered on the rocks of realty. Federal Express's North American system of centralized controls and hub-and-spoke delivery was a disaster in Europe, and by the time the company began its global strategy, competitors such as Brussels based DHL Worldwide Express had already established loyal followings around Europe and Asia.

Federal Express executives' brash approach did not really appeal to Europe's tradition-steeped business culture. The company attempts at tight control also ran headlong into cultural problems, such as the late office hours in Spain and the penchant among Russian workers faced with the shortages for taking home the soap used for daily truck cleaning. A staggering US$1.5 billion was lost in 5 years, Federal Express closed its Brussels hub and operations in over 100 cities across Europe were wounded up in 1.

The challenges faced from managing internationally are vast and wide as compared with the domestic scope. To overcome all barriers and succeed in the international market is never a simple ordeal, and it is also tough to overcome obstacles for example cultural differences which could simply be the deciding factor of success, and to tackle such problems is definitely one which a domestic manager need not face sleepless nights. As in the illustrated case regarding Federal Express, it can be seen that with the incorrect preparation and mindset when entering into the global frontier, disasters can happen, which is definitely not experienced at the domestic warfront of management.

References

- Jean-Pierre Jeannet, P.1, and Managing with a Global Mindset, Prentice Hall London.

Christopher Ernst, Global Managing Mastering the spin of a complex World, LIA,Volume 1, Number 6, January/February 00.

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Holocaust

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People of Holocaust

" A sure way to lift oneself up is by helping to lift someone else up" by Booker T. Washington. This quote means in order to keep your own faith and hope up you have to help another person keep their faith and hope up through bad times. This quote is true because by knowing that you are helping someone some how, you feel better about your self. There are many people during holocaust who showed this quote to be true, they endangered themselves in order to help some one and show them some hope through bad times.

Yitzhak Katzenelson (1886-144)

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This Hebrew/Yiddish poet and playwright contributed to underground press and to the cultural life of the German nation and indicted apathetic western Christian civilization.

In April 144 Yitzhak Katzenelson and his son Zivi were sent from the vittel transit camp to Auschwitz Birkenau, where they were killed. Left behind were his vittel diary and the 15- canto elegy. The Song of the Murdered Jewish People.

After few days of the outbreak of the war Yitzhak went in to hiding, and a commander of the Warsaw Ghetto uprising asked him to teach Jewish kids. This event inspired him to teach and write again and brought him out of his depression. "Five-person squads would gather in shadowy hiding places and he would teach them Bible, Jewish history, literature, poetry, fables and songs. At the same time he imparted to his students a clear view of the present, courage and dedication."( Biography of Yitzhak Katzenelson). Also Yitzhak Katzenelson helped and encouraged Jewish Fighting Organization (JFO), which was an organization formed to fight the Nazi's. He did not join it because he was to old, but his son Zivi was part of it. As the fighting began Yitzhak deported from the fighters and left them with his last words of encouragement and hopefulness.

"As we prepare ourselves with weapons in our hands, we will be happy to meet the enemy and die. Our war, with weapons in our hands, will be a source of nourishment for future generations. Let us take our brethren in the Land of Israel as our example. They were not weak-hearted in times of danger, and the few faced the many, and through their death educated generations of Jews. The Germans are killing millions of Jews, but they will not defeat us. The Jewish people will live on."( Yitzhak Katzenelson)

Yitzhak Katzenelson is a perfect example of proving the quote to be true. While being in depression because of the oppression of the Jews, he was asked to educate Jewish communities in the Ghetto. Seeing what a difference he made in the children by showing them spiritual resistance and how he gave them hope, changed his self- perception. He was not depressed any more, he felt very powerful and became very helpful. So just like the quote states to have hope, you have to help other people obtain hope. Yitzhak Katzenelson gave JFO encouragement and faith to fight and kill the Nazi's,, which gave him hope and reason to live. He also encouraged the Jewish community in the ghetto to not give up their faith by teaching them the bible and Jewish literature, which encouraged him to be spiritually resistant.

Adam Czerniakow (1880- 14)

This engineer was the first head of the Nazi's appointed Jewish council in the Warsaw ghetto. Czerniakow helped obtain food, encouraged secret classes and did much to relieve the general suffering of his fellow Jews. On July ,14 Czerniakow committed suicide, rather than comply with Nazi orders to sign the second mass deportation. Order the transport to Treblinka continued unhalted until October. Taking a toll of 10,000 innocent lives.

Czerniakow felt the concept of Universe of Obligation, he thought by being a chairman of the Warsaw Ghetto he can help his own kind of people. "Czerniakow endeavored to prevent the direct intervention of the German authorities, and sought to organize the internal affairs of the Jews with a minimum of outside involvement. This approach made possible clandestine economic activity, the illegal smuggling of food, and so on. In his activity he devoted special attention to, and reached some positive results in building of an educational system to care for children in the ghetto"(Encyclopedia of the Holocaust). Knowing the conditions of the Ghetto motivated him to help the Jews. People in the ghetto were unsure about him, but the people who worked with him praised him and his qualities.

Adam relates to this quote because he gave some hope to the people in the Ghetto by distributing food and trieng to help the Jews as much as possible, that gave him a reason to be proud of himself and not feel like a conspirator. When he realized he can't help the Jews any more, he had no reason to live. There was no way he was going to turn over thousands of people to the Nazi's. So he saw there was no more hope for those people and nothing will help them stay alive at that point of time, he lost all his faith in himself. The concept Universe of Obligation made him decide if his own people going to die, he is going to die with them by committing suicide.

Michael Ber Weissmandel (10- 150)

A leader of the Jewish underground in Slovakia . This orthodox rabbi helped end transports to Poland in 14. He engaged in many efforts to rescue Jews in Slovakia, but failed in his attempts to halt all deportations from Western Europe and the Balkans. Rabbi Weissmandel also passed on eyewitness testimony in 144 from four Jews who had fled Auschwitz and he unsuccessfully demanded that the allies bomb Birkenau and the railway lines leading to it from Hungary. Rabbi Weissmandel jumped from a train bound for Auschwitz and reached safety in Switzerland near the war end.

Rabbi risked his life over and over to help Jewish people. He was a hero by trieng to stop deportations of Jews and tried to destroy the road to death. He is related to the quote because he stood up to the Nazi's as much as he could, he held his pride up to give hope to other people. He showed that they should not give up on faith, because there are people who are willing to fight for freedom of religion and just freedom to be human. He helped a lot of people from being transported to Poland , which shows him risking his life to help people that he does not know personally but feels the obligation because they were all part of human kind. He kept on trieng to help Jews in different ways, but even though some of the things were unsuccessful he did not give up. He saw that by helping people he is making a difference in people's lives by giving them hope and that's what kept him encouraged to keep on going and not just be a bystander.

Janusz Korczak (1878- 14)

Henryk Goldszmit known by the Pseudonym Janusz was a progressive educator, physician and social worker who directed a Jewish orphanage in Warsaw along with educator Stefania Wilczynska.

Janusz Korczak wrote numerous pioneering books in pedagogy and children literature. Many of which were later translated into several languages. Janusz Korczak rescued many youngsters after the Nazi invasion of Poland and when the orphanages entire population was deported to Treblinka in August 14 insisted on accompanying his charges.

Viewing the orderly -mile procession of 00 well dressed children led by Korczak to the train , a witness told historian Emmanuel Ringelblum this was not a march to the railway cars ; this was an orphanage wordless protest against the murders!

Janusz was a hero. He loved children and he took them in his orphanage when their parents could not provide for them or were dead. When he was told that if he turns over all the children in his orphanage to the Nazi's , his life will be spared. Instead of giving the kids away , he decided to die with them. The children symbolized his happiness and hope for the better. If he couldn't save their lives, he would not be able to live with himself. So while being on the train that is leading to the concentration camps, he lied to the children to give them some hope. He told them they are going to a better place and knowing that the children were not emotionally in pain for some period of time, gave him braveness to die with pride. He showed he is not part of this cruel inhumanity and won't join it, even to save his life.

I believe

I believe in Sun even when

it is not shinning

I believe in love when

feeling it not

I believe in god even

when he is silent

Inscriptions on the walls of a cellar in cologne Germany where Jews hid from Nazi's

This poem relates to the quote because it talks about a person who has hope and spiritual resistance, even though nothing good is happening. This poem will give hope and power to believe in god again. I think knowing that if someone reads this, it will inspire them to hold on to whatever they have left emotionally. Not give up on life and humankind. It makes a person feel better and happier knowing that their is someone who cares and loves them, even though they been dehumanized to a point of having no emotions left.

During Holocaust there were perpetrators, conspirators, heroes and bystanders. There were people who just stood by and watched innocent people being slaughtered and dehumanized. Some people didn't care and some were only afraid for their lives and wanted to save themselves. Karczak, Czerniakow, Katzenelson and Rabbi Weissmandel were some of the heroes from Holocaust. They knew the only way to be happy with themselves is to make someone else happy. To have spiritual resistance and physical resistance they have to show other people how to fight physically and emotionally against Nazi's. Since the beginning of the war all of them tried to help in the best way they could, and kept on helping till the last minutes. If there would be more heroes during that time , this event would not go as far as it did. If people were willing to help other people or even other countries helping people in need, everyone would be at peace. Feeling good about your self and having faith in other people can only come from knowing that you helped someone and made a difference in their life and brought faith to them by letting them know there are good people in the world

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CREDITEK CORPORTATION

If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on CREDITEK CORPORTATION. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality CREDITEK CORPORTATION paper right on time.

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Professional debit management firms establish long-term relationships with corporations that may need outsourcing to provide services that enhance their cash receivables. By doing so, the firm can focus on other aspects of their client's needs and not on management of cash flow. One corporation that leads the industry in outsourcing is Creditek. The focus of Creditek is to improve financial performance through quality principles. They strive to provide immediate improvement in receivable performance and create deduction resolutions to enhance profit ability. Their goal is to increase a firm's revenue and decrease their losses. John Metzger, founder and President of Creditek, organized this corporation to assist companies as they recapture profits and working capital frozen in the order-to-cash cycle.

Since 18, Creditek has been a key factor in helping their clients process customer claims, enhance cash flow performance, and reduce business process cost. They have succeeded in generating hundreds of millions of dollars to their client's cash flow annually. Other services provided are exception management and revenue cycles consulting. Exception management deals with customers pricing issues, returned goods, and shortages caused by the client. Expedited correctly, exception management issues can be the best way to keep a happy customer-client relationship. Revenue cycle consulting deals with the collections process, claims management, accounts receivable performance, and profits. The revenue cycle consulting is so instrumental because it increases the firms' stream of cash flow and working capital.

Creditek services Fortune 1000 sized firms in the United States as well as international firms in Europe and Latin America. Their growth is achieved by networking with existing clients to add numerous prospects from other industries. Having offices nationwide and seven hundred fifty employees, Creditek enhances their clients' receivable performance by cutting operation costs. Industrial growth opportunities worldwide help Creditek expand their scope of services. This includes deduction management, invoice collection, credit decision, and preparation of systems conversion.

Creditek is not a publicly traded company. Companies such as General Atlantic Partners LLC, the world's largest equity firm, invests substantial amounts of money in companies in need of strategic assistance. General Atlantic Partners LLC, invested $0 million dollars in Creditek on May 14, 001. These funds were issued to help Creditek complete technology expansion and ensure rapid growth of the order-to-cash cycle segment of global business outsource markets. Creditek focuses on quality and client financial performance.

Being the industries' largest accounts receivable company leaves little room for competitors. Companies such as Pyramid and IAB are working towards increasing client prospects. As of now, both companies focus on improving their clients' cash flow and net worth. All three companies have a common goal, to help each of their clients create a solution to reclaim substantial amounts of written-off revenue. But neither company can compare to the many clients Creditek services throughout the country. Their consulting and outsource clientele include 00 of the Fortune 1000 consumer goods, services, high-technology, and manufacturing firms. Let's face the facts Creditek is the leader in providing superior client services to companies in need of financial solutions. The goal of Creditek is to continuously build relationships with companies to ensure their financial success. Creditek is dedicated to providing quality service to their clients through their best practices, extraordinary technology, and knowledge. Creditek realizes that significant improvement is the bottom line. Their unique and highly focused insight into the Business Process Outsourcing area will help accelerate Creditek's already outstanding performance. The overall objective of Creditek's organization is to eliminate mistakes and to eliminate poor decisions.

One on-site company, which deals with Creditek, is Thomas and Betts. Thomas and Betts is located at 8155 T&B Blvd. In Memphis, Tn. Thomas and Betts is a distribution company that provides many goods and services to different businesses throughout the country. Our current position at this site is to create a sensible strategy to restructure their finance into becoming a net gain. Our goal and mission is to provide the most innovative way to decrease their overall expenses for their account receivables department and increase their net worth. We specialize in creating a zero tolerance for their account balancing and the exchange of monies and products and services.

Our structure of process is divided into two primary working teams. Each group for both areas is divided into two sections of operational functions. One group is primarily responsible for analyzing and gathering the incoming deductions, receipts, and checks. This group is called the ongoing team. The other section is responsible for applying and researching the credit or deduction. This group is called the functional team. As a group and team we all work together and have been able to decrease Thomas and Betts' accounts receivables by over ninety percent. This shows the company that not only will we help with their bottom line but we also have organization behavior skills. Organization Behavior is the field of study that investigates the impact that individuals, groups, and structure have on behavior within organization, for the purpose of applying such knowledge toward improving an organization's effectiveness. As workers or students, we all have experienced conflict and problems in a work or group setting. Although conflict is a natural and acceptable occurrence in the work setting, our goal is to learn and seek effective ways to solving conflict as well as preventing it. Communication is a very important tool to resolving conflict. It will allow us to exchange information, receive and understand each other. The key to finding and implementing solutions is to first identify the problem, communicate the problem, listen to the problem, respond to the problem, and last but not least, solve the problem. It's evident that people will always work and interact together to insure an effective turnout.

The ongoing team is set in groups by regions and alpha sections. Each person has a specific company they work with and have to distribute accounts in alphabetical order. The analysts' accounts are divided among four individuals, Employee A, B, C, and D. However, the work structure is divided into two processes, 1) two team members made the calls and follow-up status on accounts, ) two team members receive, gather, and matched all incoming data for deductions. The accounts are divided into section of alphabets A-L and M-Z. Using this process prevents a backlog. Their goal is to complete and clear old accounts from the beginning to the end as well as establishing a current status on all accounts.

At the beginning of the newly structured teams, we were all told that eventually each person would become a full-based full-time receiver of unidentified items. As we were told, the change did occur and the process was implemented. Each person is responsible for their section of alphabets, and one major account. There were some different views and insights regarding the change, however, working as an analyst from the beginning, I thought the change was great and would definitely be more effective in meeting the company's goal.

This change affected the bottom line of Thomas and Betts cash receivables net income. Since our job is based on collecting all invalid deductions, it is imperative that all attempts to collect a debt have been used before write off is recommended. After all prudent efforts have been failed, deductions that cannot be validated or cannot be collected are recommended for write off. We assure Thomas and Betts that before write offs are recommended that all deductions have been research and are fully supported by hard copy files. Working at Creditek for the past two years has raised a question in my mind about the mind-set of Creditek as a company. While Creditek thrives on excellence and perfection with their on-site company, why do they not focus on the importance of employee satisfaction also?

The Problem

Creditek has a growing issue with the retention of their employees. Turnover is costly and disruptive, and has lasting strain on a company and it's employees. This can limit its ability to compete effectively in todays business climate. The United States Department of Labor estimates the cost of employee turnover at one-third of the annual salary of the newly hired person. Costs include lost productivity while the position is vacant, recruiting and screening costs, interview costs, training costs, and the cost of reduced efficiency as the new employee learns the job.

Please note that this sample paper on CREDITEK CORPORTATION is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on CREDITEK CORPORTATION, we are here to assist you. Your cheap custom college paper on CREDITEK CORPORTATION will be written from scratch, so you do not have to worry about its originality.

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Renaissance music

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The Structure and Style of Renaissance Music

In the Renaissance period, composers began experimenting with harmony in their work. Imitative polyphony, monophonic solo and polychoral music was the main style in the Renaissance. Imitative polyphony is when all the voices in a piece of music move at the same speed and share the development of the piece in a way that later became known as Fugue.

Polychoral music is similar to polyphony but is written for choirs, usually to be sung in church. Monophony is simply a solo piece with one line of music and, naturally, one voice.

Medieval and Renaissance styles differ in the way the music is written as well, in the order it's written. Medieval composers built the music up layer upon layer, whereas Renaissance composers often preferred to write all the parts simultaneously, and blend them together rather than contrast them.

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There is a lot of emphasis on texture in polyphony music. Specific instruments were chosen because they had a certain texture in their sound and the composer would use that texture to compliment other textures within the piece.

Renaissance Instruments

The Renaissance saw many new instruments as well as old ones remaining popular. Different composers preferred to write for different instruments predominantly, but the basic availability remained pretty much the same. These are the main instruments that were used in Renaissance music

The Lute

The lute is the ancestor of the modern day guitar. It held the highest respect of all instruments during the Renaissance, both as an accompaniment and as a solo instrument. It could be played with a plectrum but the best lutenists used only their fingers, giving a very distinctive, very expressive sound.

Although the greatest repertoire for the lute is from England, the finest lutes came from Italy. The delicacy of the sound is reflected in the light construction of the instrument. The pear shaped body was usually made of pine, often less than an eighth on an inch thick. In the centre of the body at the front was a sound hole or rose, often ornately carved. The neck of the lute was made from yew or cedar and the eleven (or sometimes more) strings were of light gauge because the neck could not withstand any thicker at high tension.

The lute was a loud instrument, played mostly in the courts of the wealthy and also royalty. It went out of tune easily, and was eventually replaced during the Baroque period by various keyboard instruments which could more easily accommodate the new virtuoso solo and continuo style of that era.

The Viol

Viols were bowed instruments with frets. They were played downwards towards the lap or between the legs like a modern cello. The nasal qualities of its sound made it slightly too restrained for dances, where it was sometimes used but not often. It was, however, ideal for Renaissance polyphony, where the clarity of texture in the music is so important.

Before the mid-16th century, viols had been played mostly by court musicians but towards the beginning of the 17th century they were being played by many amateurs as well. By this time, like madrigal singing, viol playing had become very much a part of music making in the Elizabethan home. Viols were still very popular in England long after they had been replaced by the violin on the continent.

The body of the viol was, like the lute, lightly constructed and the six strings were under quite low tension. There were numerous sizes, including the treble, alto, small tenor, tenor and the bass. The viol's bow had a distinct convex bend, as opposed to the violin's concave bend, and it was held in an underhand grip, with the player's palm facing upwards.

The Shawm

Unlike the Medieval shawm, the Renaissance shawm uses a broad cane reed. In smaller shawms the reed was inside a pirouette (a funnel shaped protector). Shawms had several finger holes and vent holes near the bell. The lowest notes had key mechanisms but the rest were fingered like a recorder or pipe. Shawms were played mostly in courtyards.

The Pipe and Tabor

The idea of the pipe and tabor was that one player could accompany himself, making it ideal for dances or background music for courtyard entertainers. The pipe is a simple instrument with usually only three finger holes (for the index finger, middle finger and thumb). It was narrow to facilitate overblowing, and had a ridge around the bottom to help the player support it in just one hand.

The tabor was a basic double-headed drum, slung over the player's shoulder with a leather strap. It was usually played with a drumstick, although sometimes played with a bare hand.

The Psaltery

The psaltery was a very old instrument from medieval times. Early versions were simply a wooden board with gut strings stretched between pegs, and later versions had sound holes, a hollow box and metal strings.

The player performed with the instrument usually in front of him on his lap or on a table, or in front of the chest on a strap around his neck. It was played either with the fingernails or, more often, with a pair of quills of plectra, one in each hand.

The psaltery had no specific repertory, and was very widely used until the early 16th century but towards the end of the Renaissance was being used less and less. The psaltery eventually evolved into the harpsichord.

The Crumhorn

The crumhorn was a double-reeded instrument developed in the early 15th century. It was a wooden instrument, curved at the end. It had a cap with a slot enclosing the reed. The sound the instrument gave was a reedy, distinctly nasal tone, but soft.

Crumhorns, like many instruments, came in various different sizes. Alto, tenor, bass and great bass were the main ones. A four-part consort consisted of an alto crumhorn, two tenors and a bass.

Despite its strange shape and the amusing reaction of listeners when the instrument is played poorly, the crumhorn played a serious role in all kinds of Renaissance music ranging from dances and madrigals to church music.

As early as 1500 crumhorns were used to accompany two masses performed for the wedding of Duke Johan and Sophia of Mecklenburg. King Henry VIII of England owned twenty-five crumhorns, so it's likely that they would have been played at his court.

Hurdy-gurdy

The hurdy-gurdy was the first stringed instrument to which the keyboard principle was applied. The French name 'viella a roue' means 'wheel fiddle', which was how the sound was produced.

The bowing of a fiddle was replaced by a circular wheel bow coated in resin. When the crank is spun, the wheel turns and the gut strings vibrate.

The hurdy-gurdy was ideal for dance and some versions were played by two performers; one to crank, and one to push the keys. Shorter, later instruments only required a single player. Some were oblong in shape but others had a large body with a shape similar to that of a viol.

Recorders

The principle of the recorder seems as old as mankind, having dated back to as early as the 11th century. The instrument's essential features were the lip (cut near to the top of the body), the fipple (a block of wood inserted in the end to be blown), and the windway (a narrow channel along the fipple which air is blown against the edge of the lip to produce sound).

It is difficult to document the recorder's early history due to the inability to identify what is and what is not a recorder in medieval art. Renaissance recorders don't differ very much from medieval ones although they do have a smaller range than Baroque recorders.

The sound is soft, full and rich in texture, making recorders suitable for monophonic solo pieces and very good for Renaissance polyphony as well. They were made from maple usually and, like viols and crumhorns, came in various different sizes. Soprano, alto, tenor, bas and great bass were the most common although the great bass was used significantly less than the others were.

The Sackbut

Many names have been given to the renaissance trombone including saqueboute, shakbusshes, seykebuds, sakbuds, shakebuttes, shagbutts and even shagbolts but the most frequently used is sackbut. The word 'sackbut' literally means 'push-pull' which is exactly how the instrument was played.

It is uncertain when the sackbut first appeared, but by the early 16th century it is illustrated and mentioned regularly in detail. It was used both outdoors and in church and was usually accompanied by a shawm or a cornett.

Four sizes were used mainly; alto, tenor, bass and great bass. The sackbut differs from today's trombone by the much less flared bell, they were of smaller bore, had no slide lock, water key or tuning slide. It wasn't accepted completely as an orchestral instrument until the early Baroque period.

Renaissance Composers

There were many composers in the Renaissance era, significantly more than in the medieval period and increasing towards the end of the era. Such composers include Jacques Arcadelt (1505-1568); Claude Le Jeune (150-1600); William Byrd (154-16); Giovanni Gabrieli (1554-161); Thomas Morley (1557-160); Guillame Dufay (1400-1474); Antione Busnoys (140-14) and Josquin Des Prez (1440-151). Most Renaissance composers came from Italy or The Netherlands, but a large number also came from England.

John Bull

John Bull (151-168) was a famous English composer and keyboard player, one of the leading virginals and organ players of his time. It is thought that he was born in Radnorshire in Wales in 156. He became a chorister at Hereford Cathedral in 157 but was soon taken into the Chapel Royal Choir. Between 158 and 158 he had duties as an organist and master of choristers at Hereford as well as in London, where he was the Queen's Organist.

Both Cambridge and Oxford universities awarded him doctorates in music. After being given the post of Public Reader in Music at Gresham College (London), Bull was involved in several scandals and failures in business, including organ building.

In 161, Bull, along with William Byrd and Orlando Gibbons, published 'Parthenia', the first printed book of music for the virginals. He was eventually driven out of England with charges of adultery and he found employment as an instrument builder in the Netherlands.

Bull died in 168. He was buried at Antwerp Cathedral, where he had previously been organist.

Most of his surviving compositions are dance pieces for the keyboard but he also wrote a set of 10 canons for keyboard, which are regarded as some of the finest examples of canonic writing of the era.

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Human Resource Outsourcing

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In today global business environment, firms are facing the increasing of the competitiveness, new technology and corporate restructuring, such factors force firms to seek and sustain competitive advantages by emphasizing on profitability and productivity of each department. For this reason, today some firms embrace outsourcing concept through outsourcing all or part of HR functions could reduce cost and increase the effectiveness of HR department. Many surveys and academic researches were conducted in the past decade and shows that the use of HR outsourcing is growing and continuing to increase. More firms have started to outsource their HR functions for a variety of reasons. They believe that outsourcing could benefit to organisations such as reducing overhead costs, gaining expertise from outside agencies, minimizing the regular workload of HR staff and improving quality and efficiency of the organisation.

However, does outsourcing really provide a numerous of benefits to the firm and solve all problems without having any negative impacts to the firm? Therefore, it was found that arguments are raised in many strategic HR literatures. In this paper, we will examine a prescriptive article "Beyond Benefits The Changing Face of HR Outsourcing" and discuss different perspectives on the related issues which are provided by other authors in other SHRM literatures.

Generally speaking, there is a dramatic increase in the use of HR outsourcing in accordance with all surveys. Although there are a lot of surveys showing this trend, it is noted that the research is based on all organisations in US or western countries but less research in the eastern countries such as Singapore, Hong Kong, Japan and Korea, etc. Because of the globalization and increasing environmental complexity, therefore, in my point of view, researchers should not confine to some regions.

Next issue to be discussed in this paper is about whether HR outsourcing is a tool for achieving competitive advantage. As the authors state, firms can gain competitive advantage through outsourcing which could provide better, faster and cheaper the best-in-world HR services (Jeffay, Bohannon and Laspisa 17, p.4). Switser (17) also has similar point of view, he pointed out that outsourcing the transaction-based HR activates can free HR managers and other managers to struggle with strategic business issues (Switser 17). However, Huselid (15) argues that outsourcing some HR functions may reduce competitive advantage. He points out that some HR functions are seen as cost centers but other may create value as part of a firm's strategic infrastructure. From a strategic perspective, recruiting and selection are important activities in the firms in order to select talents. If outsourcing these firm-specific skills may hinder the ability of the firms to develop unique competencies within their workforce. Therefore, outsourcing is found to limit the development of distinctive competencies and to create inefficiencies because agencies may be lack of firm-specific knowledge and engage in opportunistic behavior. (Huselid 15)

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In this part, we would discuss whether outsourcing could bring benefits or be harmful to the organisations. In the article, the authors mention there are three benefits of outsourcing that also are reasons for the firms to outsource their HR functions. These benefits include enhanced value of the firms, increase speed to change and reduced costs. Indeed, these are not only the benefits to the firms. Another benefit does not mention in the article including free sources for other purpose. For example, outsourcing permits the firms to redirect their resources from non-core activities towards other activities then results in focusing on customers' needs and to provide better customer service. Moreover, if part of HR function, like routine administrative, is being outsourced, the resources of HR could be used on the role of change agent and strategic business partner in the organisations. In addition, outside agencies also could provide specialists and legal advices for such firms in which internal expertise unlikely could be employed due to the high cost. As a result, firms can improve compliance with governmental regulations and minimized penalties (The 00; Mobley and Maurer 18).

So far it seems a lot of positive outcomes of outsourcing. However, one of the benefits - cost reduction, which is deemed as the firm desire benefit from outsourcing, is a controversial topic and raise counter-argument in some literatures. A study conducted by Klass (1) uses transaction-cost economies theory to explain the outsourcing benefits received by the firms and its transaction cost is varying to different organisations. The study indicates that transaction costs could be increased by opportunistic behavior by service providers to which the firm has grown dependent. For example, agencies may increase price at contract renewal, charging more for adjustments or add-on during the contract period. (Klass, Clendon and Gainey 1)

On the other hand, extra costs may be added to the firms such as managing the relationship between HR department and the agencies (Teems 00). Besides, if the firms use sole supplier, monitoring costs are added to retain sufficient expertise to supervise and monitor the performance of the supplier in order to avoid the supplier perform inadequately (Siegel 000). As a result, costs for outsourcing may be greater than the costs if the firm handles HR functions internally. In the case of the Southwest Airlines, the company focuses on excellent customer service and requires its employees have high contact with the customers. Therefore, outsourcing customer service may in turn increase the costs and reduce the level of the quality services. This case is an example that could apply to HR outsourcing (Teems 00)

In the article, the authors only emphasize on outsourcing benefits rather its disadvantages. Thus, it is necessary to examine another side of the fact. Next, we will discuss the negative impacts which are extracted from other literatures.

According to other literatures, culture fit, lack of control, resistance to change and morale problem are real problems will cause ineffectiveness to the firms (Teems 00; Siegel 000; Mobley and Maurer 18; Prince 00). In this article, the authors raise a good point that HR consultants need to understand the industry and the specific culture of the firms. In fact, cultural transition can cause problems. Most agencies may not understand the corporate culture or personality, the whole HR system provided by them may not fit in the firm due to some of them only produce one set of the system for all their clients in order to reduce the production costs. Another problem is resistance to change. Internal resistance to the changes is not unusual when outsourcing (Prince 00). In most cases HR managers are unwilling to adopt the change as well as employees' morale will decrease owing to the fear of losing jobs. Finally, the problem of lack of control may occur, for example, the firm has to accept inflexible system which is controlled by the agencies. Therefore, management has to pay attention to these negative impacts.

TCE theory concludes that HR outsourcing is related to the form of governance structure and the perceived benefits generated by reliance on idiosyncratic HR practices, uncertainty, size and cost pressure of the firms. This theory is supported by research so that is more convincible compared to the article. Furthermore, one of the popular organisational strategy theories from Miles and Snow (14) classifies 4 types of organisations which are defender, prospector, analyzer and reactor. Defender would be less reliance on HR outsourcing; however, prospector's HR strategy is acquiring HR from outside. Similarly, in accordance with Porter's theory organisation has innovation strategy would rely on external sources but those have cost-reduction strategy would rely on internal sources. (SHRM Lecture Note)

Finally, the authors believe the outsourcing development will be determined by the paths taken by agencies and firms. Would outsourcing develop quickly? In my opinion, it depends on whether outsourcing benefits weigh the costs. Otherwise, the firms would not consider to outsource even agencies play more aggressive strategy.

In summary, the article clearly provides us an overall concept of HR outsourcing with understandable three roles model. However, the shortfall of the article is lack of in-depth research and supporting evidences. Besides, it does not examine the effects of outsourcing in different aspects such as other outsourcing problems. Unfortunately, the main purpose of the article is to sell the advantages of outsourcing to potential buyers or other HR practitioners in organisations. It may be very convincible to some employers they are considering HR outsourcing. However, it may not be a good article for a student to investigate the issues about strategic HRM. After investigating a number of literatures, there are just a few theoretical and empirical studies and a valid model of HR outsourcing was developed except TCE theory. Due to HR outsourcing is a long term issue in a strategic HRM field, it was suggested to require further studies in every part of the world.

Huselid, M. A. 15, The impacts of HRM practices on turnover, productivity and corporate, financial performance, Academy of Management Journal, no.

Jeffay, J., Bohannon, S. and Laspisa, E. K. 17, Beyond benefits the changing face of HR outsourcing, Benefits Quarterly, First Quarter, vol 1, iss. 1, p.41

Klaas, B. S., Clendon, J. M. and Gainey, T. W. 1, HR outsourcing and its impact The role of transaction costs, Personnel Psychology, vol. 5, iss. 1

Mobley, N. and Maurer, R. 18, Outsourcing is it the HR department of the future?, HR Focus, vol 75, no.11

Prince, M. 00, Vendors vie to take on non-core functions Employers seek lower HR costs, Business Insurance, vol 7, no. 0

SHRM Lecture Note 00, University of Technology Sydney, Australia

Siegel, G. B. 000, Outsourcing Personnel Functions, Public Personnel Management, vol. , iss.

Switser, J. 17, Trends in HR outsourcing, Management Accounting, iss. Nov, pp.-6

Teems, Y. 00, Outsourcing offers some pros, along with a few cons, Business Insurance, vol 7, no. 0

Teh, A. 00, Considering HR outsourcing, New Straits Times

Please note that this sample paper on Human Resource Outsourcing is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Human Resource Outsourcing, we are here to assist you. Your cheap custom research papers on Human Resource Outsourcing will be written from scratch, so you do not have to worry about its originality.

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