Performance Management At Emaar

Performance Management At Emaar The report features altogether are in six major sections. Section one is about Performance management and performance appraisal at Emaar. Section two is about Reward Management that Emaar uses. Section three is about Addressing Underperformnce. Section four is about measures of staff satisfaction. Section five is about methods to improvements. Section six which the last one is the conclusion. More over, there are some appendixes I have attached in my report, Appendix 1 is the Aprriasal form and appendix 2 the exit interview. Finally, Most of the information in the report was from my own experience at Emaar and some particulars from Emaar website and interviewing employees as well. Performance Management at Emaar At Emaar, Performance Management is considered as a cyclical process encompassing many aspects. Their model begins with the process of hiring, continues with daily performance management, and extends to yearly performance appraisals specially when making hiring decisions, managers, individuals and committees are involved in the process should consider the seven core competencies established by Emaar which are: Adaptability Motivation Professional and Self Development Work Quality and Job knowledge Teamwork Service Orientation Communication From there, Emaar supervisors should manage employees daily performance through an efficient and effective performance management system. As a result of a efficient and effective and useful performance management system, supervisors should be able to provide accurate and relevant performance assessments that helps further growth and improvement among employees at Emaar. By institute a successful performance management based upon the seven core competencies, Emaar is able to hire, lead and evaluate individuals based on the same set of the competencies which offers consistency and continued growth. Appraisal Performance Appraisal performance is considered one of the powerful tools and an important process at all levels of the organization starting from the top management and ending with employees. It helps supervisors to meet the objectives and goals of the department and the firm as well. In addition, companies must keep pace with process to accommodate the changes of the business level contents and performance methods, and the change of the staff skills and knowledge. Appraisal helps to create confidence between employees and raise their loyalty to the firm.(See Appendix 1) Appraisal performance from some authors view performance appraisal as any procedure that involves setting work standards, assessing the employees actual performance relative to these standards, and providing feedback to the employees with the aim of motivating that person to eliminate performance deficiencies or to continue to perform above par Dessler Another definition for performance appraisal is the evaluation, often in writing an employees work and job performance according to specific criteria. Performance appraisal can also be defined as a system of periodic review and evaluation of an individuals or teams job performance Schuller Appraisal performance at Emaar Emaar conduct appraisal quarterly and annually to evaluate employees performance, promote communication and their personality to examine their strengths and weakness. Besides, Emaar ensures all the employees who conducted the evaluation that their information are confidential and secured for making right decisions for them. Appraisal performance is important for such a company because it provides them with employees feedback of employees performance and progress. Performance appraisal aims at facilitate employees development and it has the major purposes. These major purposes is to provide feedback and guidance, to set performance goals, to identify training needs, and to provide inputs for management of pay administration, rewards, and promotion. Also there are some steps which are involved in effective performance appraisal are: Identification of key performance areas and setting yearly objectives. Identification of critical attributes for effective performance Periodic review of performance Discussion of performance with employees, Identification of training and developmental needs. Emaar uses many methods for performance evaluation of their employees, some of them are traditional and some are modern methods. Incident Indicator Method It is done by collecting the largest possible number of incidents that causes the success or the failure of the work. Supervisors monitor their group and decide if any of those collected incidents happened to them in their work. Their performance will be evaluated based on the incidents that happened in their workplace and how they behaved during those incidents and how serious they are in terms of success or failure of the job. 360 degree Performance The 360 process almost always includes a survey that has questions related to leadership and organizational success, along with a corresponding scale rate each item for example, Agree, Slightly Agree, Neutral, Slightly Disagree, and Disagree. Self-ratings and ratings from employees manager, direct reports, peers and customers are typically compiled into a report. The results are combined and presented by rater category, which allows for insightful comparisons while ensuring that individual direct report, peer and customer raters remain anonymous. Ratings by the employees manager are also presented for comparison but not anonymous. The 360 process may also include a gaol setting or development planning component, which requires that managers translate there results into a meaningful plan for future development. Some 360s are linked to administrative processes such as performance appraisal, promotion, compensation and succession planning 360 Feedback offers many potential benefits to both staff and the organization. Because the technique is capitalizes on multiple perspectives. The results are considered highly credible and useful performance feedback. For employees, the 360 experience can help to confirm hunches about strengths and identify areas that need improvement. Being able to compare feedback from multiple sources helps participants contrast their self-perceptions with others perceptions of them. But the benefit from this kind of reality check comes with a challenge: As from Fortune article 360 Feedback Can Change Your Life. Receiving the results of the feedback can be surprising, powerful and uncomfortable. To help managers appreciate their strengths and not just concentrate on negative results, Emaar provides in one-on-one or group settings with trained coaches, facilitator or psychologists. Such sessions can also help managers link 360 results to previous performance feedback discover performance themes and issues and understand how to use results to be more successful. For Emaar, a successful 360 implementation can improve communication among employees and help disseminate the organizations expectations with regard to managers. The benefits can begin even before the 360 is implemented. A decision to implement the process signals that the organization desires and is committed on some level to improve its feedback mechanisms. Even the wording of the survey itself is instructive. 360 surveys are typically group behaviours into bread success factors such as strategic direction, analytical skills, interpersonal effectiveness and developing others. The very act of identifying these categories and then defining them by their associated behaviours, for instance, consider future implications when making decisions gives Emaar a common language with which to discuss performance. Forced Distribution In this method, employees are evaluates on the basis of their overall performance of the work. Paired comparison approach That this method is derived from the ranking method, the fundamental difference between them is that the ingredient rather than an individual compares with the rest of the individuals at once, as under the method of comparison by comparing the individual double with every one of them This method is characterized by the following: Easily explained to others. Facilitate the task of who conduct the appraisal, as it is easy for him to compare between two employees and choose only the best of them. Can be used this way by the heads of divisions and departments in the organizations when asked to nominate some of the subordinates for the purpose of promotion or bonuses and so on. The criticism of this method are as follows: That individuals are being compared with each other as if they were one unit, so it lacks behavioural specialization and taking focuses on personal aspects rather than behaviour. The evaluation might be susceptible to bias and favouritism. Individuals are evaluated by descending order (I, II, III, IV, .) does not indicate the relative degree of difference among them. Does not show the weaknesses in the performance of individuals to act and find solutions them. As Emaar got a large number of employees its hard for them to conduct this evaluation but this method is often used at small organizations where there are small number of employees such as small properties companies like Al Shams. Reward Management Reward Management is concerned with the formulation and implementation of strategies and policies that aim to reward employees fairly, equitably and consistently in accordance with their value to the organisation (Armstrong, 2003). Emaar has set a reward strategy to support their business goals, to recruit and retrain employees with his performance and to reward high performance employees. They have fincial rewards and non-financial rewards. Financial rewards Definition Employees get a fixed rate in monthly basis which is called base pay. Emaar determine the base pay according to the experience, degree and interview. Another, kind of financial rewards is the contingent pay, which is related the employees performance, competence or service. Moreover, employees benefits such as pension holidays and sick pay. Non-financial rewards It is not direct payments and usually occur from the work it self like achievements, recognition, training, opportunities to develop career and high quality leadership. Al-Noor Islamic bank has an attractive reward system which is for the part time employees who have worked at least twenty hours a week for two years, receive AED 3,500 scholarship to college of their choice. Four year scholarships for AED 35,000 are also given. The company has awarded more than AED 8 million since the program begins. Unlike Emaar that doesnt have flexible time for students who are welling to complete their higher education besides they are not encouraging students to join them. (function() { var scribd = document.createElement("script"); scribd.type = "text/javascript"; scribd.async = true; scribd.src = "https://www.scribd.com/javascripts/embed_code/inject.js"; var s = document.getElementsByTagName("script")[0]; s.parentNode.insertBefore(scribd, s); })() (function() { var scribd = document.createElement("script"); scribd.type = "text/javascript"; scribd.async = true; scribd.src = "https://www.scribd.com/javascripts/embed_code/inject.js"; var s = document.getElementsByTagName("script")[0]; s.parentNode.insertBefore(scribd, s); })() Addressing underperformance It is one of the elements of the performance management framework of Emaars Performance Management policy. It illustrates the need to take action to identify and resolve situations where the performance level is not achieving the identified outcome of performance of a specified position. Emaar follows some procedures to address underperformance Intensive Performance Support Solving a problem and supporting the process, generally developed between employees and the executive manager, to elucidate performance concerns and take early steps towards their resolution the process is begin when a patterns of performance concerns has been identified and considerable efforts should be made to resolve the concerns during this phase. Where employees are able to demonstrate that they are able to achieve Emaars identified performance outcomes during Intensive Performance Support, ongoing performance management can be resumed. Nevertheless, if employees underperforming consistently and the performance outcomes achieved through the IPS period are not improved sufficiently the Formal Underperformance procedure should be originated. This can be done only after IPS completion which is a pre-requisite to undertake the Formal Underperformance procedure. Formal Underperformance procedure Managers start this procedure for employees whose performance did not meet the identified performance outcome for Emaar and whose performance has not improved satisfactorily through IPS. Emaar makes sure that the used procedure is appropriate to employees employment conditions. Formal Underperformance is undertaken in consultation with departmental performance management consultant and involves supporting and assessing the performance of the employees. When outcomes of performance are achieved during the Formal Underperformance procedure are still unsatisfactory, another procedure is conducted which is called Evaluation Procedure to appraise and verify the procedure and how it is been implemented. The Evolution Procedure considers whether all reasonable options for support have been exhausted and ensures that principles of natural justice and procedural fairness have been observed. Based on the Evaluation Procedure report, recommendations are made for further action for approval of the departmental executive with the appropriate delegated authority. This may include Ongoing performance management return. Continuing with an identified stage of Managing Underperformance procedures. Sanctions imposition, including dismissal possibility when evident shows that an employee is not able to demonstrate the identified competence level and efficiency. ANOC is one of the biggest companies for producing oils so it is important for them to hire and retain the best employees to keep the company reputation safe so they use the same procedures as Emaar if they addressed any underperformance among employees specially the best employees. http://www.decs.sa.gov.au/docs/documents/1/ManagingUnderperformanc-4.pdf Measures of staff satisfaction Turnover Rates Emaar calculates the annual staff turnover rate by using a mathematical formula (Total number of leavers over periodÂÂ  / Average total number employed over period) x 100 Exit interviews Emaar conduct an internal interview which is the exit interview to establish the reasons why an employee wishes to leave the organization. Exit interviews are not intended to dissuade the employee from leaving. Rather, they are intended to establish resignation causes, and whether there is an underlying problem need to be addressed or is there a particular manager or a colleague who contributed towards this resignation and so on. When Emaar decides to conduct exit interviews they follow some points: The interview should be conducted by a personnel or a human resources expert. The interview should not be conducted by the employees line manager under any circumstances. The interview is often productive if they are held away from employees workplace. The best time to held exit interview is as soon after the employee resigns as possible. Emaar always treat their employees with good grace and wished them luck and thank them for the work they have done for the organization. (See Appendix 2) Absenteeism It is very vital to measure absenteeism, to identify and trace the patterns of employees attendance. High rate of absenteeism can be a symptom of stress in the work place which can contribute to higher rates of turnover. There are two methods to calculate absenteeism: lost time rate and individual frequency Lost Time Rate = (Number of Working Days Lost/Total Number of Working Days)*100ÂÂ   Individual Frequency = (Number of Absent Employees/Average Number of Employees)*100 Emaar has designed a comprehensive leave policy that is in alignment with the organizations values and objectives. Besides. there is a communication in the workplace, while dealing with sensitive issues such as absenteeism should be transparent and clear. Employees must be aware of the unpleasant effects of unauthorized time off. Moreover, Emaar introduces employee engagement programs to make employees involve and participate actively in the organization welfare. Also, they introduces counseling sessions that could prove beneficial in limiting absenteeism due to stress. Likewise, Emaar always keep their staff motivated by creating a favorable environment for them. There are also another methods to measure the staff satisfaction such as competitor comparison and benchmarking. Methods of improvements Emaar always try to make working more challenging and rewarding for their employees which will make it easier to keep them. In other words they use job enrichment which means they add additions to job tasks that increases the amount of employees and make them more motivated and increases their responsibility. Job enrichment helps employees to have more planning control their jobs and decide the way that they should achieve it. http://www.citehr.com/28657-job-enrichment.html http://www.enotes.com/business-finance-encyclopedia/job-enrichment

Mt. Ashland Ski Area Expansion Essay -- Environmental Issues

It’s a sunny October afternoon and I’m listening to the breeze gently rustle the tree tops above me. I look down into the creek as I sit here munching on some cashews, and I see trout gliding effortlessly through the crystal-clear water. I revel in how incredibly lush the area is†¦although it’s been a dry summer the ground is still moist, plants are bright and colorful, and wildlife is abound. After I finish my snack and tuck my trash away into my backpack, I continue my hike up this parcel of land that may soon become barren with towers of steel and wire draping the landscape†¦that’s if the Mt. Ashland Association (MAA), a non-profit organization that operates the Mt. Ashland ski area, gets their way. The MAA is looking to start a planned expansion of the area in late 2012. They plan to clear cut 70+ acres of old growth to pave way for more advanced slopes and a sparkly-new lodge. According to the Environmental Protection Agency (EPA), ski area expansions are the most ecological damaging task that an area can undertake. In a plan revision for the White River National Forest in Colorado, regarding the Copper Mountain Ski Resort expansion, the EPA hammers that point home when they say that â€Å"†¦no other land management prescription on the Forest directly results in more stream-water depletion, wetland impacts, air pollution, permanent vegetation change, or permanent habitat loss†¦ more wetland impacts and stream depletions resulted from ski area expansion and improvement than from all other Forest management activities combined, including many direct and indirect impacts that are permanent (irreversible and irretrievable).† Meanwhile, skier numbers nationally have only increased just two percent since 1978 says, (source). Whic... ...'D' On Environmental Scorecard." Ashland Daily Tidings [Ashland, OR], 26 Nov. 2008, n. pag. Web. 23 Feb. 2012. "Saving the Pacific Fisher." Center for Biological Diversity. Center for Biological Diversity., n.d. Web. 24 Feb. 2012. United States. Dept. of Agriculture. Tenmile Recreation Path Environmental Assessment. [Summit County, Colorado.:] U.S. Forest Service, Dillion Ranger District [2011] Web. 24 Feb. 2012. Wright, Bruce. "A Question of Balance." Ashland Resource Center [Ashland, OR], 7 Sept. 2011, n. pag. Web. 24 Feb. 2012.

Book Review on Urban Poverty Essay

Urban poverty is the outcome of urban-bias development projects being predominantly financed by the external capital, either in the form of Foreign Direct Investment (FDI) or Aid. The urban-bias industrialization strategy performed as a pull factor for the rural unemployed. This strategy contributed to the expanding of urban informal sectors where unskilled as well as highly unorganized day labours remain concentrated in the urban and semi-urban areas. It is also debated that the redistribution of capital investment towards the rural based agricultural activities including plantation sectors through the coordinated efforts of both public and private sectors such as civil and non-governmental organizations (NGOs) can go a long way to break the growing negative effects of over urbanization on poverty, moral and social crimes as consequent of unequal economic growth. The author, Pramanik discusses urban poverty in Malaysia cases. He begins with the overview of the poverty scenario followed by research methods and research findings along with summarization & policy suggestions. This book contented five chapters including appendices, references and index. In the introductory chapter (pp. 1-5), Pramanik says poverty is a multi-dimensional phenomenon that is hard to come up with a universally acceptable definition of poverty. Most commonly argued issue on poverty is whether poverty should be looked at from absolute or relative perspective. Absolute poverty based on specific income level called poverty line income (PLI) that can be calculated either using the market value of a basket full of goods and services considered essential for reasonably acceptable standard of living. On the contrary, relative poverty arises when we talk about how good or bad one member is doing in relation to another member living in the same society. According to O’Boyle, poverty is a concept that is both absolute and relative because human beings are at the same time individual and social (O’Boyle E.  J, 1990). In chapter two (pp. 7-20), Pramanik talks about poverty scenario in Malaysia. He argues that the income poverty using official poverty line income seems near to the absolute poverty whereas the human poverty based on the degree of human deprivation resembles relative poverty, which is ensuing of unequal access to income earning opportunity. Because of this, the author focuses more on human aspect of poverty in terms of its long term implications of social factors. Micro level study (Pramanik, 2004) do suggest that family size either in urban or rural areas of the four concentrated states namely, Kelantan, Terengganu, Kedah and Perak is quite above the family size used for the national level. Pramanik (1997 & 2000) examined that rural poverty in the four poverty-concentrated states on multi dimensional aspects of the problem such as, social, economic, demographic, psychological, political, moral, historical, attitudinal, and natural factors. In chapter three (pp. 5-20), the author discusses regarding research methodology. The study is based on the primary data as well as secondary information. The primary data collected through the administration of well-structured questionnaire in the middle of 2006. The sampling technique used is purposive as well as random and based on participatory observation method. Around 3112 households from 8 major cities living in poverty concentrated areas classified by squatters, low-cost buildings, longhouses etc. were selected for data collection. He defined â€Å"household† as an entity of those living under the same roof as well as eating from the same kitchen. In chapter four (pp. 21-97), he talks about the research findings. The author uses purposive and collecting sampling technique to identify the level of poverty suffered by those living in the squatters and in the area/blocks/buildings designed for the lower income groups in the major cities of Malaysia. This is because those who are living in these areas suffer different degrees and types of poverty measured by the level of deprivations. The household having less than RM 398(less than half of the poverty line) is called hardcore poor, household earning equal to RM 398 but less than 663 is called overall poor and more than RM 663 is called non-poor. The best performing state in terms of lowest incidence of overall poverty (0. 9) with no hardcore poor followed by KL (2. 6) and JB (8. 1) inclusive of hardcore and overall poor. While less developed states- KB, KT, and AS, KB experiences the highest incidence of poverty hardcore poor and overall poor of 33. 7 followed by KT (23. 4) and AS (14). On the other hand, Sabah and Sarawak are worst performing states reported in 9MP and his survey data. The author suggests that as far as poverty reduction is concerned Sabah and Sarawak are still the worst among all other regions states in Malaysia in 2007. The poverty is gender bias is a universal when hardcore poverty is concerned. In terms of hardcore and overall poverty, the female –headed households are more likely to be poorer by 50 percent compared the male-headed households. The higher dependency of more members on a few incomes of earners in the households also creates a constraint on resources allocation by the poor households. Approximately 60 percent of poor household’s more than two members depend on the income of one earner. The lower dependency has implication for the ability of the poor households to hold out poverty at times of economic recession or downturn since higher dependency manifest through the lower dependency ratio is positively related to higher unemployment. Pramanik found on the distribution of households based on the dependency ratio and cities seem to suggest that the relatively higher percentages of households (68. 8) from LDS are associated with higher dependency as emerged through the lower coefficients of DR (

California Schools and Teachers essays

California Schools and Teachers essays Are the California schools and teachers making the grade in regard to illiteracy' Illiteracy is a problem of hidden proportions. For example, the San Diego Business Journal recently quoted the San Diego's Council on Literacy and pointed out that 20% of the United States population is functionally illiterate and 26% in the San Diego County. So are the teachers missing the point or are there some other underlying problems' The entire educational system is being severely tested as administrators point out that smaller class sizes create a need for more classrooms and teachers. These demands for more teachers force the system to hire many unqualified individuals. "In terms of sheer statistics, the state is a national leader. State enrollment is adding about 100,000 students each year, meaning that California will be home to one-fifth of all US students in a few decades. As a result of this growth, an estimated 300,000 teachers will be needed here during the next decade - even as the nation is in the middle of a teacher shortage." (Unknown, "As California overhauls schools, America watches for lessons") With those statistics, I feel that qualified teachers for the most part will be doing an excellent job in the fight against illiteracy. However, I think that the school systems are not addressing the problem of illiteracy and the fact that so many new and unqualified teachers will be entering the process may cause irreparable damage. Unqualified teachers may not be able to distinguish if a child has Dyslexia or if that child is merely nearsighted for example. And with the system under such stress, even if a teacher discovers the problem, his or her hands may be tied with few options on getting the proper help with the illiteracy problem. Illiteracy is defined as a person having little to no education; or more specifically not being able to read or write. California d...

Julia Greenbergs Blog Intersex Issues

Julia Greenbergs Blog Intersex Issues The blog Sex matters: legal strategies and alliance building in the intersex community by Julia Greenberg reflects on the issue of intersex and the need for law to protect the rights of intersex groups.Advertising We will write a custom essay sample on Julia Greenbergs Blog: Intersex Issues specifically for you for only $16.05 $11/page Learn More It indicates that strong societal orientation towards normal sex condition and considerations of other sexualities like intersex as less normal is brought out as wrong and oppressive in the sense that it denies intersex individuals basic human rights requirements and reduces their overall contribution to societal development. Besides, the issue of intersex in many societies has been regarded as strange and has thus been shrouded with secrecy and immense shame witnessed among individuals with this condition who hide for fear of being rejected. However, as Greenberg posits, the conservative nature of a community stron gly conflicts with changes depicted by the modern society (Greenberg par. 1). She indicates that it is critical that a community and its legal system provide a holistic non-discriminatory structure where all members of the community have equal rights irrespective of their sexuality. The blog by Julia Greenberg majors on the problem of intersex which has over the years raised immense concerns related to gender and identity. Indeed, sexual identity has remained a key facet in dictating cultural orientations of most communities. As the blog notes, the condition that intersex individuals are brings about a sexual identity problem which in turn cause many of them in the society today to disclose their sexual status in the community for fear of discrimination and victimization (Greenberg par. 1). It is worth noting that with sexual identity being used as a key identifying factor in terms of determining the actual roles of an individual in a family and a relationship, intersex individuals experience a hard time fitting in the highly fixed social network of friends, workmates and families within a society.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More As indicated in the blog, due to the rising awareness of the need to support intersex groups by the international community, more intersex individuals have come out in the open to declare their status in order to overcome current barriers and discrimination in society. Additionally, the blog indicates that discriminating intersex groups in a society provides a major platform towards their direct dependence on the government and/or their relatives for support. Greenberg (Par. 2) is categorical that although the federal government has taken time to enact laws against discrimination, the intervention ultimately narrows down to shouldering the burden of supporting them through a welfare system. The blog seeks to determine a viable solution that will address problems facing individuals with intersex condition. It notes that the need to address all members of a society equally regardless of their sex cannot be effective without support from communities at all levels and through enacting effective laws. Without a doubt, while it is generally agreeable that the government is indeed providing necessary support and seeking to reach out to all, communities should preach the need for harmonious coexistence and condemn stereotypes that depict intersex individuals negatively in the society. Greenberg (par. 5) indicates that following the negative stereotypes, intersex members of a society have been segregated and dissociated by other people. As a result, intersex individuals tend to be set aside and can only freely relate with members with same condition. Under this consideration, they are unable to participate and contribute to the normal activities of the society. This is highly traumatizing and culminates to majority of intersex members hiding their affiliation in the society. Alliances and justice movements are for that reason important in offering support to these individuals. However, the issue of intersex is shrouded with many mistaken beliefs related to homosexuality and whether or not the process of creating laws will protect and advance homosexuality. As such, the blog should clarify what intersex is all about to eliminate misconceptions on whether or not it is part of transgender or GLBT movement and whether the existing laws will protect homosexuals.Advertising We will write a custom essay sample on Julia Greenbergs Blog: Intersex Issues specifically for you for only $16.05 $11/page Learn More Greenberg, Julia. Sex matters: legal strategies and alliance building in the intersex community. 2012. Web. http://blogs.law.columbia.edu/genderandsexualitylawblog/.

International Business Dissertation Example | Topics and Well Written Essays - 1000 words

International Business - Dissertation Example This move has taken on new roles and forms in recent decades and has now come to feature in other sectors such as global politics. The conception and growth of large economic powerhouses such as Brazil, China, India and Far East Asia have come to dominate nearly all aspects of global interaction. In this sense, it can be said that international business has a large part to play in the development and growth of these economic powerhouses since they provide a number of goods and services required for economic development. The case of China is particularly mystifying since the Chinese models of doing business are far removed from how international businesses operate (Joshi, 2009). Even though significant differences are present, international businesses have still managed to penetrate and flourish in the Chinese economy. Research Objectives China has boasted around a 10% growth rate of the GDP for more than a decade which signifies tremendous economic development (Creedy et al., 2006). However, it needs to be seen how international businesses adopted to Chinese market regulations and business structures including the manipulation of the human resources structure. Chinese businesses have traditionally been based on the paternal structure with considerable official influences (Starr, 2001). This is altogether removed from the manner in which business is conducted internationally. Larger businesses that have the skills and capacity to wander into new territories for business development tend to utilise representative and dynamic methods for human resource management. The Chinese human resources management model is centred on a central figure whose instructions are unchallenged. Furthermore, the Chinese conception of business has a large amount of state interference and control being exerted. However, international business tend to operate independently from state control (Sato, 2006). These and several other significant differences require further investigation to el ucidate how international businesses adopted to the Chinese markets. SMART Objectives Specific: assessing the extent and impact of grey markets and illegal flights on business aviation in the Middle East Measureable: quantifying the entry of international businesses as per time in the Chinese markets to discern if entry is increasing or receding Attainable: research materials on the Chinese economy are abundant but would require meticulous screening to achieve the objectives Relevant: international business are expanding vehemently in international markets so factors required for expansion need to be looked into in detail Timed: the proposed research will constrain itself to the post 1990 period in order to deliver on time Research Questions What are the characteristics of Chinese businesses and economy that differentiate them from the truly open markets where international businesses are used to operating? How have international businesses adopted (through replacement, modification or addition to existing practices) to the Chinese economic models of doing business? Do these changes represent unique cultural values or are these findings applicable to other fast growing economies? Methodology The research will be split into primary and secondary research areas. The secondary research will be carried out through a review of the relevant literature while the primary research will focus on acquiring information from international businesses in China. The secondary re

Homeland Security Essay Example | Topics and Well Written Essays - 500 words - 1

Homeland Security - Essay Example This definition of the effectiveness of the US department of Homeland security constitutes of various facts such as: the security services cannot stop all the terrorist attacks from taking place, the services have to create a strategy for both the longer run and the shorter run and the services should counter terrorist activities while balancing citizens interests, minimizing financial cost and making sure that citizens freedom is never at stake. Security services should devise plans that are fool proof and can prevent most of the attacks from taking place, this does not means that their plans can stop hundred percent of the attacks that are being planned and implemented. Even if the Homeland Security department cannot stop all the attacks, their measures are not necessarily ineffective. If at any particular point in time, no attacks are taking place, this does not represent that the strategy implemented by the department has become successful and are of utmost effectiveness. The Security services should always have a short term and long term strategy in position to counter both short term and long term plans. If they have only short term plans, then they are overlooking the longer plans that terrorist activity conductors have prepared. The services should plan its measures in accordance to the way terrorist organizations behave, they set long-term goals, all individuals are committed to a common goal and they are ready to e xperience utmost difficulty for the achievement of their cause. Terrorists are ready are actively participating in a never ending war with the security forces all around the world including Homeland Security, thus it is this the duty of the security department to continue creating a long-term strategy. While developing a strategy to counter terrorist activities, policy developers and strategy developers should ensure that their strategies and tactics do not harm the liberty and