Contribution Understanding Of Differences â€Myassignmenthelp.Com

Question: Discuss About The Contribution Understanding Of Differences? Answer: Introducation differences. Cultural diversity is widely noticed in business organizations as this allows the companies to expand business globally by recruiting global workforce. This is used as a competitive business strategy as the organizations are able to sustain in the competitive business market. Cross-cultural management is defined as the behavior of the people in the organizations around the world thereby, describing the organizational behavior within countries (Moran, Abramson and Moran 2014). Hofstedes work on cultural differences helps in understanding and improving interaction and communication between the co-workers, clients, suppliers and alliance partners from different countries and cultures. Hofstedes work on cultural differences is one of most comprehensive studies that demonstrate the influence of cultures and values at the workplace. In order to understand the impact of cultural diversity at the workplace, Hofstede analyzed the large database of IBM employees from 1967-1973 in more than 50 countries. According to Hofstede, culture is more often a source of conflict than of synergy. Therefore, cultural differences are a nuisance at best and often a disaster. Hofstede key research and conceptionual Hofstede was one of the first people to consider humans as computers that require various software for programming thereby, presenting an analogy. Culture is the collective programming of the mind which distinguishes the members of one group from another (Giddens et al. 2016). The collective mental programmings of the individuals are greatly influenced by factors such as religious beliefs along with individual preferences, tastes, and cultural background. Hofstede also mentioned that people are not born with culture but grow with. After birth, the individual tends to learn from their surrounding social and religious environment. Professor Geert Hofstede includes six features namely, individuality /collectivistic, masculine/feminine, uncertainty/avoidance, power distance, time perspectives and indulgence/restraint in his work of Hofstedes work on cultural differences (Fang 2012). Application of Hofstede model As mentioned by Bian and Forsythe (2012), power distance defines the social inequality within the society. The society includes the working environment that is ruled by strong people. The power distance demonstrates the distance between the individuals at different levels of hierarchy in the working environment. The scale includes from equal to an unequal power distance. Hofstede demonstrated that power is unequally distributed in the business organizations. At certain instances, the majority of the co-workers present at the working environment dominate the employees at the workplace due to the different cultural background. Due to this difference among the co-workers and relationship is noticed. As commented by Shenkar (2012), inequality prevails in most of the places in the society. However, it some places the degree of inequality is more compared to other places within the society. For example, the managers of the business organizations tend to use their power over the employees. Though to a certain extent it is justified in order to maintain balance and discipline within the business organization, at certain instances the power is misused. For instance, due to cultural or religious preferences, in spite of being qualified, the individuals are not provided with desired positions or opportunities. Either they are not recruited or they are not provided suitable professional growth scopes (Lee, Trimi and Kim 2013). The features of individualism and collectivism are defined as the scale and provision of understanding preferences of individuals or people working in groups (Smith et al. 2013). The concept of individualism highlights the extent to which individuals are supposed to look after themselves to sustain the particular group. A group is composed of culturally diverse individuals that have different preferences, beliefs, and demands. Therefore, in order to sustain in the group, it is significant for the individuals to adjust themselves. For example, in order to achieve the desired goal, a team might be formed that consists of culturally diverse individuals. In order to work successfully as a team, the individuals need to look after themselves so that they can continue as a group. According to Hofstede, Jonker and Verwaart (2012), the society with individualistic nature tends to be more self-centered and self-focused. Due to this tendency, the individuals might increase their extension to fa mily and close relatives. The US culture is a living example of individualistic society. The nature of the individualistic society of the US society facilitates encouraging individual achievements. However, on the contrary, the Guatemalan lifestyle is an example of a collective society that believes in encouraging collective achievements. In the case of the collectivism, the individuals emphasize more on the requirement of the entire group or society. They prioritize the need and demands of the group or the society rather than considering their preferences first (Rinne, Steel and Fairweather 2012). As a result, it is easier of the groups or the societies to achieve the best and high-quality results. The ability of the individuals within the group to adopt the required changes without prioritizing individual preferences results in success. The surrounding social environment and the nature of their upbringing are developed and gathered by the individuals. Hofstedes work on cultural diversity expresses the male and female working characteristics of the society and workplace. Masculinity represents toughness among men along with emphasizing on success material. On the other hand, feminine emphasizes more on quality of life such as tenderness and modesty. As commented by Brewer and Venaik (2012), being born as a female or male determines the emotional and social contribution and implications of an individual towards the society. The femininity highlights the type of society where both men and women are modest, tender and concerned with the quality of life. However, as argued by Volet and Ang (2012), masculinity and femininity does not only significant gender differences but highlights the degree of masculinity and femininity. The degree of masculinity represents assertiveness, authority, and performance whereas the degree of femininity represents relationships, quality of life and service. The Japanese society is an example of masculinit y society due to their extremely low ranking of female workers. On the other hand, the western countries such as Norway and Sweden are examples of femininity society, as a higher amount of empathy towards the female workers is seen. The male and female correspondents are given equal and deserving positions and career growth opportunities based on their skills, qualification, and experience. The feature of uncertainty avoidance highlights the ability of the individuals or the society to deal with uncertain situations. Ability to deal with uncertain situations provides an opportunity of controlling expression while avoiding uncertain situations (Viberg and Gronlund 2013). However, as argued by Grimmelikhuijsen et al. (2013), uncertainty avoidance is defined as the degree to which individuals are exposed to uncertain situations or events. Uncertainty avoidance provides an opportunity for the individuals to cope up in future even if the situations encountered are within the control or out of control. Therefore, cultures signifying higher rate of uncertainty avoidance results in adverse risk effects thereby, preferring predictable environment. According to Hofstedes work on cultural diversity, individuals from society having a high rate of uncertainty avoidance are generally dogmatic and rigid (Dickson et al. 2012). This is because the individuals are extremely threatened by the uncertain future situations. As a result, the individual from such societies foresees and expects a higher percentage of risk involved in the future. In order to gain security, the individuals from higher uncertainty avoidance society rely on religion, rules, and customs (Beugelsdijk, Maseland and Hoorn 2015). The aforementioned practices are highly prevalent in most of the organizations around the world. For example, some of the organization might not have any health and safety regulations and rules or policies representing minimum pay for the employees. However, some of the organizations might have policies and rules fulfilling the above-mentioned factors. The organizations that expect certain amount of risk to happen, therefore, prepare themselves for facing them in future. According to the fifth dimension stated by Hofstedes work on cultural diversity, the basic difference highlighted within the society includes clock-time culture against the time of the event. Hofstedes work on cultural diversity insisted that the clock time culture is highly prevalent within industries and organizations. This is because the business organizations and industries provide greater importance towards punctuality and dedication towards work (Minkov and Hofstede 2012). Key critiques As commented by Vaiman and Brewster (2015), discussing and understanding the significance of cross-culture for the business organization necessary for managing workplace and relationship between the employees. Therefore, having a deep understanding of the culture of different countries is significant in order to conduct business internationally and globally. In spite of being popular, Hofstedes work on cultural diversity gathered a whole lot of criticism. For example, some of the researchers beg to differ with Hofstedes tools for collecting data such as surveys. The authors question the accuracy of work thereby, criticizing that Hofstede failed to select appropriate tools for collection of data for his research works (Taras, Steel and Kirkman 2012). As a result, the findings, interpretations, and conclusion deduced by Hofstede might be incorrect. As commented by Hsu, Woodside and Marshall (2013), Hofstede mentioned in one of his work that survey is just one of the methods of collecti ng relevant data and that he has used other methods for collecting data for this research works. In support of Hofstede, authors have mentioned considering the time when he has been conducting the research works. Therefore, considering the time when Hofstede conducted the research, very little similar works have been done to learn and understand the culture. However, as argued by Meyer et al. (2012), the dimension of Hofstedes cultural diversity fails in providing a deep understanding of the organizational culture. According to Cogin (2012), works done by Hofstede are extremely relevant in understanding cultural diversity thereby, becoming one of the significant works for understanding the importance of cultural diversity within organizations. During the time, Hofstede started researching about cross-cultural diversity among various organizations; international business strategy was just undertaken by the business organizations. Therefore, the business organizations were in very much need of reliable and credible resources. For such organizations, Hofstedes work on cultural diversity acted as an immense source of understanding and hope. As a result, Hofstedes work on cultural diversity is considered relevant to the primitive studies. Moreover, his work is still considered as it made ways and opportunities for future researches. However, as argued by Kawar (2012), Hofstedes study considered the entire population of a country as homogeneous thereby, failing to take into account the opinions and v iews of native minorities. While conducting the study, Hofstede considered only IBM over a period for understanding the influence of cultural diversity. As IBM is an international company, the workplace consists of people from different cultural background. As a result, Hofstede was able to consider different cultures within the same organizations. However, on the contrary, only collecting data from one organization resulted in a lot of criticism for Hofstedes work on cultural dimension. This is because Hofstede always prioritized national culture over local culture. Therefore, in the study Hofstede also considered the national culture of the country of IBM as the only culture and compared it with another office of IBM is another country. Some of the authors have stated various arguments based on Hofstedes work on cultural diversity. Some of the authors seem extremely firm, strong and assertive while questioning the accuracy of Hofstedes work. Questions also arise in terms of the existence of national culture in Hofstedes work. Criticizing Hofstedes work, it has been said that Hofstedes has been trying to measure something that is difficult to quantify by incorrect means. Hofstedes work has also been criticized by saying that national culture cannot be considered as the only culture of the country. This is because national culture is defined as all the cultures that are present within the country thereby, distinguishing the individuals from one nation to another (Vaara et al. 2012). As Hofstede prioritized national culture over local cultures, this restricted the chances of accommodating new ideas, opinions, and perspectives within the study. Hofstede did not consider the various cultures that co-existed within the country. Instead, he considered the major culture of the country as the national culture and only emphasized on the national culture. As a result, Hofstedes work on cultural dimension failed to incorporate the viewpoints and opinions of the ethnic minorities. Therefore, according to the different authors, Hofstede work on cultural dimension failed to analyze the true sense of cultural diversity, as the cultures of the ethnic minors were left unattended. As mentioned by Zhang, De Pablos and Xu (2014), Hofstede has always considered the entire culture of the country a one thereby, ignoring small practices and cultures that co-exist within the country. For example, Hofstede has considered Greta Britain, as one national culture though Great Britain is constituted Wales, Scotland, and England. Therefore, Hofstede work on cultural diversity has failed to consider the respective cultures of Wales, Scotland, and England while conducting his research. As mentioned by Hamamura (2012), Hofstedes research structure was based coherent theory thereby, facilitating systematic collection of data. This method of data collection was significant for the marketplace. However, as criticized by Alkailani,, Azzam and Athamneh (2012), the structure of Hofstedes research was extremely rigid and inflexible in order to accommodate the different viewpoints. As a result, the sampling was not consistent and distributed unevenly. The research conducted by Hofstede generated controversial results in terms of cultural diversity. During the time of Hofstedes work on cultural diversity, the cold war was affecting Europe. However, the continent was recovering from the adverse impact of World War. As communism was rapidly spreading in Europe, Asia, and Africa, the data collection process used by Hofstede was affected largely (Masuda et al. 2012). In order to complete the research work successfully, the data collected from the third world countries have to be skipped thereby, affecting the overall results of the research. Skipping the results of the third country led to lack of data thereby, failing in understanding the exact situation of the countries (Zaheer, Schomaker and Nachum 2012). Hofstedes work on cultural diversity was conducted in the era when the countries were overcoming the effects of World War. Therefore, the data collected from the third world countries neither were considered. With time, the economic, social and environmental aspects of the third world countries have changed drastically. Therefore, skipping the data of the third world countries resulted in lack of knowledge and understanding of their cultural diversity. This is because the third world countries have now become some of the growing economic countries in the world. Therefore, lack of knowledge about the cultural diversity in the countries might hamper the international marketing of the organizations. Strength and weakness of Hostede model Hofstede considered only one company, that is, IBM for conducting his research thereby, making it difficult to come up with absolute measurements. Therefore, the use of only one international company eradicated the influence of the management practices and corporate policies of various companies that affect the cultural behavior differently (Ngai, Tao and Moon 2015). As a result, the culture of the country is left out and requires explanations in terms of cultural difference. Another significant criticism encountered by Hofstedes doctrine is the outdated nature in terms of the value of the modern society (Bergiel, Bergiel and Upson 2012). With time, various aspects have changed in the countries that Hofstede used for understanding cross-cultural diversity. For example, some of the third world countries of that time have now become one of the rapidly growing economies of the world. Therefore, Hofstedes work is highly questionable in terms of credibility evolving around the global environment. According to Sabri (2012), Hofstede has answered the criticism saying that cultural diversity is based on centuries. A Recent study also supported Hofstedes fact stating the cultural change does not happen overnight (Boden et al. 2012). Another criticism faced by Hofstedes work on cultural diversity includes minimal use of dimensions (Popov et al. 2012). Lack of the appropriate number of dimensions reslts in insufficient information and data about cultural differences. However, Hofstede also accepted the criticism stating that he also wanted to explore more cultural dimensions. The statistical credibility of Hofstedes work on cultural diversity has been questioned by referring to the work of other researchers of the similar era. errors have been found in Hofstedes study. However, Hofstede was satisfied with the data collection method and research style used for completing the research. Some authors compared Hofstede data collection and research methods by replicating the research. Majority of the replications confirmed Hofstedes research. 15 replications highlighted partial confirmation whereas 4 replications were confirmed entirely. Therefore, individualism was one of the dimensions that failed to pass the validity test (Baptista and Oliveira 2015). As commented by Karin Andreassi et al. (2014), Hofstedes last dimension was considered as the confusing one. This is because the individuals following one culture might find the people and their culture strange and confusing. Additionally, Hofstede has mentioned that the fifth dimension of the doctrine is an oriental contribution that I not registered in the minds of the western culture. Conclusion In this essay, it can be concluded that the Hofstedes work on cultural diversity plays a significant role in understanding the impact of cross-culture for business organizations. Initially, Hofstedes work on cultural dimension consisted of four dimensions. However, Hofstede added a fifth dimension later on. Hofstedes work in considered as one of the significant intellectual achievement. This has helped in laying the foundation of the cross-cultural study. Hofstedes work on cultural dimension is significant in todays world, as this provides a better understanding of globalization thereby, ensuring easiness in international marketing. Therefore, Hofstedes study on cultural dimension establishes a good platform for future studies in respect of cross culture. The essay also discussed the criticisms encountered by Hofstedes work on cultural dimension along with the justification of the criticisms. However, it can also be concluded that Hofstede's work on cultural dimension is a major achi evement for studying cultural diversity along with understanding the influence and contribution of cultural diversity towards the cultural practices internationally. References Alkailani, M., Azzam, I.A. and Athamneh, A.B., 2012. Replicating Hofstede in Jordan: ungeneralized, reevaluating the Jordanian culture. International Business Research, 5(4), p.71. Baptista, G. and Oliveira, T., 2015. Understanding mobile banking: The unified theory of acceptance and use of technology combined with cultural moderators. Computers in Human Behavior, 50, pp.418-430. Bergiel, E.B., Bergiel, B.J. and Upson, J.W., 2012. Revisiting Hofstede's Dimensions: Examining the Cultural Convergence of the United States and Japan. American Journal of Management, 12(1), p.69. Beugelsdijk, S., Maseland, R. and Hoorn, A., 2015. Are scores on Hofstede's dimensions of national culture stable over time? A cohort analysis. 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Affective, normative, and continuance commitment levels across cultures: A meta-analysis. Journal of Vocational Behavior, 80(2), pp.225-245. Minkov, M. and Hofstede, G., 2012. Hofstedes fifth dimension: New evidence from the World Values Survey. Journal of cross-cultural psychology, 43(1), pp.3-14. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014. Managing cultural differences. Routledge. Ngai, E.W., Tao, S.S. and Moon, K.K., 2015. Social media research: Theories, constructs, and conceptual frameworks. International Journal of Information Management, 35(1), pp.33-44. Popov, V., Brinkman, D., Biemans, H.J., Mulder, M., Kuznetsov, A. and Noroozi, O., 2012. Multicultural student group work in higher education: An explorative case study on challenges as perceived by students. International Journal of Intercultural Relations, 36(2), pp.302-317. Rinne, T., Steel, G.D. and Fairweather, J., 2012. 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Partnership Form of Business Samples for Students -Myassignment

Question: Discuss about the Partnership Firm. Answer: Introduction Partnership by definition refers to a relationship which exists between persons with mutual concern and common interest to start a business venture with a motive to continue it further with a view to earning profit. The mutual rights and duties of partners are ascertained by an agreement known as partnership deed wherein the share of profit and other important clauses are mentioned and under respective act be it registered or unregistered partnership business. The partnership deed or agreement is a mutual contract and has agreement papers and documents governing the terms, rules and regulation and strict norms to be followed by each and every partner during the course of the partnership business. However, in the recent era partnership firms involving a group of people do render names to different partners. The names given are Chief Executive Officer, Managing Director, Junior Partners and Senior Partners. The report below will shed light on partnership, the business, partnership deed and the basis of compensating the partners. Determination of the senior partner A partnership firm can be started as registered or unregistered and set up any major or minor area according to their line of interest. A partnership starts with minimum two people involved and can extend up to many owners even beyond hundred depending upon the partnership firms scale of business. Persons who form a partnership with each other are called individually partners and if a group of people collectively form it is known as a partnership firm. The designation of partners is not to be termed legally rather it is not necessary or bounded by law to keep a separate name or designation for each partner working in the firm (Grant, 2010). They are at a whole known as partners of the firm by the corporate world. All these partners are whatever designation given still abounds by their role and responsibilities are already written under the partnership agreement signed by all the partners at the initiation level. The designation given to each partner differs from firm to firm on what basis and assumptions each partner are given their designations and role under the firm (Savas, 2000). A firm can give a partner the designation of a senior level partner on various terms and reasons such as a senior partner can be the one who has the longest experience in the business world and can give maximum benefits in order to run the partnership firm profitably (Jones Noble, 2008). The designation of senior partner on allocation can also be given to a partner who has made the highest amount of capital investment at the initiation of the firm or has the highest stake in the firm (Faulkner, 1995). A partner plays the supervisory role at any decision taken for the benefit or any solution for any problem arisi ng in the firm and interfacing with the in-house contact for expansion and diversification of business. Senior partners designation can also be given to such partner who has the supreme level of involvement in the affairs of the business compared to any other partner, his responsibility, and risk associated with the firm is also higher than any other partner, which in turn also means that the rewards which are the profit sharing ratio of that partner is higher and thus he can considering all these aspects can be denoted as Senior partner (Grant, 2010). Senior partner is generally the one who is accountable for main decision making for the partnership firm. Herein the management student is provided the responsibility of a senior partner. Agreement to share profit A partnership agreement is prepared at the initial level of the business. The basis for which profit is shared to the partners is defined by the profit sharing ratio, which means the ratio in which the profits, as well as the losses, is distributed or divided among each individual partner. There are situations where the profit sharing and loss sharing ratio is different for different partners. It can be said that the profit sharing ratio principle varies from firm to firm but the profit sharing ratio method should always be finalized when the agreement of partnership is made (Kelman, 2005). When such circumstances arrive that there has been no finalization in the partnership deed or agreement about the method of profit sharing ratio then in such circumstances the profits, as well as losses, are evenly or equally distributed among each individual partners. Profits or loss distributed among partners can be distributed as the ratio of their capital contribution made in the business if a lready agreed and put in the partnership deed (Sinha, 2016). Profit sharing ratio can be based on any other factor as mentioned in the partnership deed mutual consented by all the partners. If any clauses of interest to be paid to partners on the basis of capital contribution is mentioned in the agreement then the partners are liable to be paid interest simultaneously but in the absence of such agreement or the absence of such clause in the partnership deed no partner shall be entitled to receive any kind of interest on any amount of capital contributions made by them even if the profit sharing ratio varies or the capital contribution made by the partners is varied (Jones Noble, 2008). One more important thing to be noted is that even if the partnership agreement has permitted for payment of interest on capital contribution but it is observed that the partnership firm is not being able to generate profits and running on losses in such situation no interest should be allowed to draw n by the partners (Moncrieff, 2014). The profit sharing ratio in the agreement clause not only determines the basis on which profits and losses are to be shared among the partners but also prevents any misunderstanding or problem ever arising among the partners related to this profit sharing ratio, interest on capital contribution and any other matter which could hinder the smooth operation of the partnership firm (Matt Simon, 2014). Factor that influences the salary of partners Partnership by definition refers to a relationship which exists between persons with mutual concern and common interest to start a business venture with a motive to continue it further with a view to earning profit. The mutual rights and duties of partners are ascertained by an agreement known as partnership deed wherein the share of profit and other important clauses are mentioned and under respective act be it registered or unregistered partnership business. The property and rights along with interest that are brought into the partnership stock or an acquisition is done through purchase or any other method due to the act of partnership or any other mechanism in the operations of partnership are stated in the Act and should be considered by all partners and all acts of the partners should adhere to it. Partners are bound to render true accounts and full information of all things affecting the partnership to any partner or his legal representative (Sinha, 2016). The partners of a partnership business have a priority to earn profits by the best way possible to expand their business. The distribution of profits to the partner is done after meeting every cost of the business and paying the expenses. Moreover, it needs to be noted that some partner may receive a salary owing to their contribution that is additional to the share in the profits that are allocated (Matt Simon, 2014). We can surely consider paying a salary to each partner who put in and reflects their expertise, experience or ability to generate business for the partnership. It is always said a little extra effort deserves a little extra pay (Teisman Klijn, 2002). A portion of guaranteed payment in form of salary can be given to those partners who has that very active management and participation in day to day management of the business, trying every bit from hard to easy ways of flourishing the business, gathering ideas of how to generate maximum profits, protecting the company from incurring any extra cost or ways to bear minimum losses (Huxham, 1996). Such partners should be awarded an extra source of income in the form of salary or fixed remuneration per month other than the profits emerging out of that partnership agreement and on the basis of the investment made by each and every partner. These extra incomes will boost the morale of the partners make them mentally happy and motivate them to do put in that extra effort and devote their full time in the progress and expansion of business which is reasonable and fair (Marsh, 2009). A salary of payment that is guaranteed can be said to be a sum that is specified or projected as per the percentage of the gross income over a span of time. A salary or guaranteed payment is either a set amount per month or it is a set percentage of the partnerships gross income over the period. Any income that derives from a partnership whether it is a distribution of profit or salary is considered as an ordinary income. This is reported to every partner at his tax return. The main difference when it comes to paying salary to a partner and distributing profit is that the service of Internal Revenue does not take into consideration the partner as an employee for the matter of tax withholding, expenses of the business sand deferred plans of business (Svejenova et. al, 2016) It might happen that the payment of salary to one partner might influence the other partner due to the salary cost as it considered as a deduction from the income tax of another partner. Hence, in this manner, the partners that provide capital can lessen the bill of tax by compensating the service partner in terms of salary (Smith et. al, 2010). As per the sections and laws governing the partnership act, it is considered that a salary received by a partner from a partnership firm is taxable as business income, they accordingly get benefits under the tax laws and the partners salary shall be considered as gross receipts for the partnership business. Inclusion in a partnership agreement A partnership agreement is a mutual contract between the partners who start a business with mutual concern and with a view to earning profit from a registered or unregistered partnership business. This mutual contract has agreement papers and documents governing the terms, rules and regulation and strict norms to be followed by each and every partner during the course of the partnership business. A partnership agreement is prepared at the initial level of the business. The agreement should be made covering all aspects of the law in front of an attorney or under the guidance of an attorney so that all the important points rather rules of the partnership agreement is incorporated in it right from the formation to the dissolution of the partnership business (McLaney Atrill, 2012). This agreement is of immense valuation so that there is no conflict between any partners while running the business and if any queries, confusions or problem arises it can be sorted out with the help of the p artnership agreement ( Holloway Parmigiani, 2014). Basically, a partnership agreement defines the roles and duties of each partner, provides clarity for taxation issues, the solution to avoid legal and liability issues and to handle partner issues. The main points in a partnership agreement should be Name and address of partnership, the duration for which the partnership business shall last, what is the main business purpose for which the partnership is made for, the financial account information of each and every partner, the investment or contribution made by each partner and the ratio of profit to be shared, circumstances under which new partners might be admitted into the partnership, working hours of every partner, the degree of control of each partner should be clearly mentioned in the agreement, the extent of liability each partner holds in the business , ratio to which losses to be borne by the partners, types of business activities that is needed for the partners., disposi tion of the name of the partners if the partner leaves, resolution of the dispute (if any arises and the agreement of buy and sell (Holloway Parmigiani, 2014). Other factors The other factors to be included in the partnership agreement for salary or remuneration to be paid for that partners whose extra time devotion and reflection of their expertise and experience in flourishing and expansion of the business are the specific amount of remuneration to be paid to each working partner or the manner of quantifying such remuneration or salary, the tax benefit implications to be followed if remuneration is paid to partners, conditions under which a partner is acclaimed to entitle remuneration from the partnership business (Scott, 1995). The agreement should differentiate between a working and a non-working partner. The clause in the agreement determining the percentage of book profit to be paid as remuneration should be specified, the timings when the salary or remuneration to be withdrawn be it monthly, quarterly or yearly should be clarified in the partnership agreement, clarification of whether the remuneration partner will be allotted fixed salary the effo rts put in by each partner should be specified. The reason why it is critical to include the salary arrangements or guaranteed payments in a written partnership agreement for two reasons. First, the salaried partner will want to have the security of knowing the agreed clauses which are clear and understood by both parties. Second, the written agreement can help to support the claim that the payments to the salaried partner were not distributions of profits (Nag et. al, 2007). This is important because the amounts paid to the salaried partner are used to reduce the taxable income of the partnership, and if the payments are treated as a distribution of net profits, these deductions will be eliminated and the partners tax liability will increase. Conclusion As per the report, it is clear that partnership is a link that is present between the people that have mutual consent and have a desire to continue the business by sharing the advantage they possess. Moreover, the partnership form of business depends upon the partnership deed and hence need to abide by the clause that is present. Going by the overall report, it can be commented that partnership form of business is relevant when their different partners wants to share their positive point in conducting the business. Hence, it is best when people have a different area of interest. It provides greater vision and the ability to deal with the scenario. References Faulkner, D. 1995, International strategic alliances: co-operating to compete, London, New York, McGraw-Hill. Grant, R.M 2010, Contemporary Strategy Analysis, Chichester, UK: John Wiley Sons. Holloway, S. S Parmigiani, A 2014, Friends and Profits Dont Mix: The Performance Implications of Repeated Partnerships, Academy of Management Journal vol. 59, no. 2, pp. 460 Huxham, C 1996, Creating collaborative advantage, London, Sage Jones, R. Noble, G. 2008, Managing the implementation of public-private partnerships, Public Money Management vol. 28, pp. 109-114. Kelman, S. 2005, Public Management Needs Help!, The Academy of Management Journal vol. 48, pp. 967-969. Marsh, C 2009, Mastering financial management, Harlow: Financial Times Prentice Hall. McLaney, E. Atrill, P 2012, Accounting, Harlow: Financial Times/Prentice Hall. Matt B Simon P 2014, Accounting and Finance for Managers, Kogan Page Limited Moncrieff, J 2014, Is strategy making a difference?, Long Range Planning Review vol. 32, no. 2, pp. 273276. Nag, R, Ham brick, D. C Chen, M.J, 2007, What is strategic management, really? Inductive derivation of a consensus definition of the field, Strategic Management Journal vol. 28, no. 9, pp. 935955 Savas, E. S 2000, Privatisation and public-private partnerships, New York, Chatham House Publishers. Scott, W. R 1995, Institutions and organizations, Thousand Oaks, Calif. ; London, Sage. Sinha, DK 2016, Partnership Firms: Definition, Features, Advantages and Disadvantages, viewed 16 May 2017 https://www.yourarticlelibrary.com/partnership-firms/partnership-firms-definition-features-advantages-and-disadvantages/40804/ Smith, W.K, Binns, A Tushman, M.L 2010, Complex business models: Managing strategic paradoxes simultaneously, Long range planning vol. 43, no. 448-461 Svejenova, S., Planellas, M Vives, L 2010, An individual business model in the making: Achefs quest for creative freedom,Long range planning vol. 43, pp. 408-430 Teisman, G. R Klijn, E. H. 2002, Partnership arrangements: Governmental rhetoric or governance scheme?., Public Administration Review vol. 60, pp. 197-205

Analysis Of A Cosmetics Advertisement

Analysis Of A Cosmetics Advertisement Free Online Research Papers Question: Select a full page advertisement from either a newspaper of a magazine and do a semiotic analysis of how the representation ‘works’. To whom is the advertisement addressing, and the whom is the message directed? Advertisements are a rich source for semiotic analysis. The term semiotics derives from the Greek word semeion meaning sign. The birth of the science of semiotics can be attributed mainly to the work of two men, the American philosopher Charles Peirce, and the Swiss linguist Ferdinand de Saussure. The meaning of a sign is not contained within itself, or as Daniel Chandler says, the message is not the meaning but arises in its interpretation and context (Chandler, 1998: WWW). Semiotics therefore refers to a kind of social interaction between the individual as a meaning maker and the sign offering different interpretations. The semiotic analysis of advertising believes that meanings of adverts are to move out from the page, to lend significance to our experience of reality. We are encouraged to experience the advertised, in terms of the mythic meanings on which adverts draw (Bignell, 1997: 33). Successful advertisements commonly combine textual and visual images to produce a maximum effect of persuasion on the directed audience. However, these effects will predominantly materialize with individuals who identify with and share the same cultural knowledge. Nonetheless, cultural knowledge is more than simply comprehending what the codes signify; it is developing and maintaining an awareness of the things that might be suggested by the code through systems of difference, denotations and connotations (O’Shaughnessy Stadler, 1998: 82). What follows is a semiological analysis of a Clarins advertisement for a fragrance in women’s magazine, Harper’s Bazzaar, Australia. This Clarins advertisement reveals values and standards, as well as ideological attitudes present amongst women in contemporary Australia. Language is linear; we select from groups of similar terms (paradigms) and chain the selection together in an ordered sequence (syntagm). In the Clarins ad, the paradigm for the word ‘tranquillity’ may include; silence, unconsciousness, coolness, composure or even the after effects of drugs. However, the connotations of ‘tranquillity’ are associated with peacefulness, freshness, serenity, contentment, harmony, soothing; words which create and establish pleasant feelings. Saussure suggests that each instant of communication (parole) is drawn from a total system (langue) which must exist for possible performance. Hence, in order to communicate, we must be competent in the general language system to associate signs to meanings. Furthermore, colour signs contribute to effective communication. The Clarins ad is composed largely of light blue, selected from a paradigm of colours. Like all signs, these colour signs work at two different levels: denotations and con notations. The ad denotes a rounded bottle sitting on a water surface, whilst the light blue affect emphasizes the theme of ‘tranquillity’. Research reveals that colours have subconscious psychological significance, accordingly â€Å"Dark Blue represents ‘Depth of Feeling’ and it has emotional correspondence with tranquillity, calmness, recharging, contentment, tenderness, unification, sensitivity, love and affection† (Chandler, 1998: WWW). Consequently, the Clarins advertisement is a form of propaganda designed to appeal to the audience by means of establishing a sense of pleasure. The colour red is used effectively to pursue its purpose. Blood red is associated with vibrancy, rage, passion, stimulation, excitement, desire and liveliness. The contrast of the red against the light blue disrupts viewers from the position and ambience created by the blue. The red connotes the trendiness of the fragrance, as well as promoting the make Clarins. Viewers ’ acknowledge that although the fragrance is ‘cool’, the product is ‘hot and in’. Furthermore, the demeanour of the fragrance can be semiotically analysed. The bottle appears to be floating on blue surface, connoting water. It is lying back in a relaxed motion. This suggests the ease and freedom of the fragrance. Signs communicate through a system of difference, for example, if the bottle of perfume was presented lying flat down onto a brown surface, the entire meaning would change. Instead of tranquillity and cleanliness, the perfume would look dirty and unattractive. Hence, text, colour and demeanour are all carefully selected and combined. These paradigmatic and syntagmatic dimensions of language are crucial operations of communication, in that they structure its possibilities. Subsequently, the signifier and the signified are culturally shared and arbitrary; they depend on cultural knowledge. Further research shows that this knowledge is influenced by all sorts of social forces such as traditions, fads, politics, cultural norms and so forth. As aforementioned, the colour blue in the Clarins advertisement connotes water. However, the audience are not told that the blue surface is water. An interpretation of it as water is dependant on the context. The audience are not consciously aware of this ‘natural’ association. Roland Barthes refers to this naturalised cultural knowledge as a myth (Barthes, 1977: 32). According to Barthes, myths are powerful messages circulating in society. They appear to be natural, inevitable and normal when they are particular beliefs that circulate as a type of social maintenance. Myths work with pre-existing denotative language, distorting and stressing certain language and beliefs (Barthes, 1977: 32). In exemplificat ion of this, in the Clarins ad, the perfume denotes a certain fragrance in a rounded blue bottle, while its connotations are of beauty, remembrance, freshness, pleasant aroma, identity and stylishness. Hence, the sign ‘perfume’ is also part of an older set of myths which might include class, status, courtships, gender relationships, identity and remembrance. â€Å"The basic denoted meaning is greatly embellished and interrelated with other social value systemsA mythic method is superimposed on the ordinary meaning† (Chandler, 1998: WWW). Each image contains an implied view of society, of the world and our roles in it. These images reveal sets of values, beliefs and feelings that together offer an ideological view of the world (O’Shaughnessy Stadler, p.96). Ads often present ‘ideal’ situations to create pleasure. The Clarins ad offers us an image of a stylish yet relaxed fragrance. These feel-good feelings present the ideology of happiness and contentment. This image is conveyed through the signs and signifiers whose connotations are discussed earlier. Each instance (parole) of communication shows us parts of the implied whole. This is described as metonymy in semiology (O’Sullivan, 1994). â€Å"Metonyms are signs in which one part or element stands for something larger†. For example, the physical bottle of perfume in the Clarins ad can be interpreted as metonym for a woman. The implied narrative is: any woman using the perfume will feel a sense of contentment, balance, tranquillity and in essence, beauty. The bottle is lying back connoting any freedom and relaxation. The shade of the lid is cream, which may connote the woman’s facial skin colour. Hence, women viewers will spontaneously identify and empathize with the fragrant bottle. Due to the reason that the advertisement is located in the social context is of a leading woman’s magazine, relaxation and personal pampering proves to be a winner. Also, Clarins is a French brand and the French are world leaders in fashion. The ad connects to ideologies of happiness and ideologies of being a successful and modern (‘new’) woman. The ad connects to contemporary values through its use of signs and how their paradigmatic meanings are multiplied up syntagmatically through the selection and combination of those signs and codes. Finally, the Clarins ad proves to be successful because the signifier is effectively signified. The context of a women’s magazine is suitable in organizing what the ad ‘implies’ to its most predominantly female audience. Viewers spontaneously decode the ad because the signs used are culturally recognized which incorporate social influences such as tradition, fashion, economics and what the advertisement perceives and strives to persuade us as the audience to perceive as cultural norms. REFERENCES Bignell, Jonathan (1997): Media Semiotics: An Introduction. Manchester: Manchester University Press Barthes, Roland (1977): â€Å"The Rhetoric of the Image.† Image, Music, Text. Ed. and trans. Stephen Heath. New York: Hill and Wang Chandler, Daniel (1998): Semiotics for Beginners URL aber.ac.uk/media/Documents/S4B/sem07/ (Accessed 3rd September, 2004) O’Shaughnessy, Michael (1999): â€Å"Semiology†, â€Å"Reading Images.† Media and Society: and Introduction 2nd Edition. Melbourne: Oxford University Press Research Papers on Analysis Of A Cosmetics AdvertisementThe Masque of the Red Death Room meaningsIncorporating Risk and Uncertainty Factor in CapitalAnalysis of Ebay Expanding into AsiaThree Concepts of PsychodynamicRelationship between Media Coverage and Social andInfluences of Socio-Economic Status of Married MalesPETSTEL analysis of IndiaResearch Process Part One19 Century Society: A Deeply Divided EraCanaanite Influence on the Early Israelite Religion

Zeus - Fast Facts About the Olympian God Zeus

Zeus - Fast Facts About the Olympian God Zeus Name: Greek - Zeus; Roman - JupiterParents: Cronus and RheaFoster Parents: Nymphs in Crete; nursed by AmaltheaSiblings: Hestia, Hera, Demeter, Poseidon, Hades, and Zeus. Zeus was the youngest sibling and also the oldest since he was alive before the regurgitation of the gods by Papa Cronus.Mates: (legion:) Aegina, Alcmena, Antiope, Asteria, Boetis, Calliope, Callisto, Calyce, Carme, Danae, Demeter, Dia, Dino, Dione, Cassiopeia, Elare, Electra, Europa, Eurymedusa, Eurynome, Hera, Himalia, Hora, Hybris, Io, Juturna, Laodamia, Leda, Leto, Lysithoe, Maia, Mnemosyne, Niobe, Nemesis, Othris, Pandora, Persephone, Protogenia, Pyrrha, Selene, Semele, Taygete, Themis, Thyia [from Carlos Paradas list]Wives:  Metis, Themis, HeraChildren: legion, including: Moirai, Horae, Muses, Persephone, Dionysus, Heracles, Apollo, Artemis, Ares, Hebe, Hermes, Athena, Aphrodite Role of Zeus For Humans: Zeus was god of the sky, weather, law ​and order. Zeus presides over oaths, hospitality, and suppliants.For Gods: ​Zeus was king of the gods. He was called the father of gods and men. The gods had to obey him.Canonical Olympian?  Yes. Zeus is one of the canonical Olympians. Jupiter Tonans Zeus is the king of the gods in the Greek pantheon. He and his two brothers split the rule of the world, with Hades becoming king of the Underworld, Poseidon, king of the sea, and Zeus, king of the heavens. Zeus is known as Jupiter among the Romans. In art work depicting Zeus, the king of the gods often appears in altered form. He frequently shows up as an eagle, as when he abducted  Ganymede,  or a bull. One of the main attributes of Jupiter (Zeus) was  as  a thunder god. Jupiter/Zeus sometimes takes on the characteristics of a supreme deity. In  Suppliants, of Aeschylus, Zeus is described as: king of kings, of the happy most happy, of the perfect most perfect power, blessed ZeusSup. 522. Zeus is also described by Aeschylus with the following attributes: the universal fatherfather of gods and menthe universal causethe all-seer and all-doerthe all-wise and all-controllingthe just and the executor of justicetrue and incapable of falsehood. Source:  Bibliotheca sacra Volume 16  (1859). Zeus Courting Ganymede Ganymede is known as the cupbearer of the gods. Ganymede had been a mortal prince of Troy when his great beauty caught the eye of Jupiter/Zeus. When Zeus kidnapped the most beautiful of mortals, the Trojan prince Ganymede, from Mt. Ida (where Paris of Troy was later a shepherd and where Zeus had been raised in safety from his father), Zeus paid Ganymedes father with immortal horses. Ganymedes father was King Tros, the eponymous founder of Troy. Ganymede replaced Hebe as cupbearer for the gods after Hercules married her. Galileo discovered the bright moon of Jupiter which we know of as Ganymede. In Greek mythology, Ganymede was made immortal when Zeus took him to Mt. Olympus, so its appropriate that his name should be given to a bright object that is forever in Jupiters orbit. On Ganymede, from  Vergils Aeneid Book V  (Dryden translation): There Ganymede is wrought with living art,Chasing thro Idas groves the trembling hart:Breathless he seems, yet eager to pursue;When from aloft descends, in open view,The bird of Jove, and, sousing on his prey,With crooked talons bears the boy away.In vain, with lifted hands and gazing eyes,His guards behold him soaring thro the skies,And dogs pursue his flight with imitated cries. Zeus and Danae Danae was the mother of the Greek hero Perseus. She became pregnant by Zeus in the form of a beam of sunlight or a shower of gold. Zeus offspring included  Moirai, Horae, Muses, Persephone, Dionysus, Heracles, Apollo, Artemis, Ares, Hebe, Hermes, Athena, and Aphrodite. Sources Carlos Parada - ZeusTheoi Zeus

Haiti earthquake Essay Example | Topics and Well Written Essays - 250 words

Haiti earthquake - Essay Example Haiti has seen many natural disasters in the past. The next section of the article talks about the deaths of UN personnel in the UN headquarters in Haiti. The number of deaths and missing personnel was not known. The head of the UN mission in Haiti, Hedi Annabi, was also inside the building. Haiti’s ambassador in US reported that many buildings including the presidential palace, the tax office, the ministry of commerce, the foreign ministry, and the local offices of the World Bank were destroyed. The President was reported to be safe. The airport was fine. US President Obama delivered his wishful thoughts and prayers. Emergency food aid and relief came from the Red Cross, the UNs World Food Programme, The Inter-American Development Bank, UK, Canada, Australia, France, and Latin America. The last section of the article talks about Henry Bahn, a visiting official, who reported his experience. The Tsunami watch was lifted when the danger of Tsunami

Management and Labour Essay Example | Topics and Well Written Essays - 1250 words

Management and Labour - Essay Example They can either make or break it. Thus, cooperation between the two, working as one unified body towards the goal of the organisation, is crucial, especially so that what brings profit to the organisation is no other than employee’s productivity. Yet, the source of strength of any organisation is also its weakest point because the required unity between management and labour is something elusive to achieve. Worse, it is oftentimes the source of hostility that usually brings the organisation down. As management represents the interest of the capital – gaining super-profit at the expense of exploiting labour – to achieve employee’s trust and full-cooperation for utmost productivity is a century-old challenge to management. This inherent contradiction between management and labour is seen as the usual reason why do employees restrict the level of their output. But as organisational relationships evolve in the course of time, giving more attention on human relations, and as technology displaces labour giving more leverage to management, problems of lessened employee productivity is no longer attributed to labour exploitation but to poor management. Labour is the most productive force of production because no else has the power to produce but the worker’s productivity. Even with the modernisation of technology, the crucial role of labour in capitalist production remains. Thus, ensuring worker’s high performance rate is key function of management, because anything that may cause reduction in the worker’s level of output is detrimental to the interest of the capitalist. But what makes employee restrict their output level –is it the management or the worker’s exploited working condition? To answer this question, it would be best to understand first man’s concept of work. What is work to man? What makes man work? What discourages man to work? Man works not simply to work

Strategic Business Plan

Strategic Business Plan Developing a Strategic Business Plan Either in the start up process or when re-inventing ones business development, the design of a strategic business plan is an indispensable step towards a successful and viable business. Strategic planning involves setting up a sound and multifaceted plan or strategy to follow over a defined time period.It can involve all aspects of the business, or just a small part of it i.e. a selected department such as the marketing department.However, this does not mean that strategic business planning is only for large scale businesses since it can also benefit the small business, especially at start up, when the business sets its first goals and establishes itself in the business landscape. Writing up a business plan is an important step of a starting business, since most lending bodies will not authorize loans in absense of a detailed business plan.Why is it important? Imagine sailing off for a voyage in the sea and not planning for resources or supplies that you might need. Developing a business plan is the only way to determine the allocation needs, personnel, utilities, marketing goals, outreach and all valuable aspects that make your business useful and unique in the sea of business. However, strategic planning is a process employed in any time period in a formal business administration, since it usually comprises of a long range planning process of a specific or broader managerial aspect, that will in a time-frame manner set the outline of the business goals and image and ultimately form its policy. To be successful, a strategic business plan, either at start up or as a means of sustainment of a particular policy, should provide with day to day reference for the decision making in organization and management of the business and should provide a template against which all decisions can be evaluated (Goodstein et al ,1993).Ackoffs (1981) typology of planning, provides with several points to the understanding of the planning process, identifies as a key step in the business or organizations decision to adhere to the long term goals of strategic planning.These are l Reactive planning ( planning through the rear view mirror) l Inactive (going with the flow) l Preactive or future planning l Proactive or designing the future planning. The most challenging and demanding type of planning is the proactive planning, which is based on the beleif that the organization or business itself, is responsible for shaping its future and thus can do differently i.e. to solve an anticipated problem.In order for an administration to sustain an applied strategic planning process in its midsts, it is anticipated that efforts are made to develop an openness for new ideas and allow for envisioning in serving the future. An area where envisioning is particularly useful is the mision development : who the business customers are, how will the business go about its tasks and the business raison detre. Moreover, the strategic planning process must be strongly intercalated with the organizational culture of the business, the latter being the social context in and through which the business performs its work. This connection will facilitate the easy transmission to the workers and administrators of the mission of the business, the specific operational goals and the means to acheive them. After the decision and contexts of the strategic planning are made, several steps are indispensable in the successful inplementation of the process: 1st setting the stage for planning: understanding the way planning works, the values scan and mission formulation 2nd Setting strategic business directions : strategic business modeling such as performance auditing, gap analysis 3rd Implementing the strategic plan : integrating action plans, contigency planning and implementation. In conclusion, a strategic business planning process is an expansion of the traditional business plan method towards the future developmentof the business, that formulates a strategy in anticipating change and maintaining its status in the business arena. Several steps are necessary in implementing a viable and successful strategy plan, most of which require serious documentation, market research and official design and control. In several examples in history, an inspired and well grounded strategy plan has been the means to ground-breaking enterpreneurships and immense success. REFERENCES: Ackoff (1981) Creating the corporate future. New York : John Riley Goodstein LD, Nolan T, Pfeiffer JW (1993) Applied strategic planning. Mc Graw Hill