Superstition Superstition And Science - 1576 Words

A universally accepted part of our humanity that allows us to engage in a form of communication necessary to use our brains and imagination simultaneously. â€Å"Thales understood what happened and made use of the event to state the law of cause and effect perhaps, the most brilliant in insight of all time: for every physical effect, there is a physical cause. Causality abolishes superstition† (Park 31). Superstition and Science have created an interesting juxtaposition in life. Superstition is not based on reasoning, it is based on magic, culture, and support, in a time of uncertainty. CULTURE AND SUPERSTITION There are many different types of culture in today’s world. Superstition is a part of every culture regardless of what culture you†¦show more content†¦Do the fishermen really believe that? In most cases, no, but they are not willing to take the chance and defy the odds. In a similar case, Alex Fradera cited a â€Å"Famous chain letter that went through the journalistic community in the United States. Many knew that it was bunk, but they did not want to tempt fate by not copying the letter and sending it on† (3). Can we attribute the journalists forwarding the letter as not willing to defy the odds like the in the example of the fishermen? In Hong Kong, there is a wishing tree (a Banyan Tree). On the Chinese New Year oranges are pierced and threaded with string so that they can be thrown into the tree in hopes that you will have good luck. The higher in the tree you throw it the more likely you will have good luck. They also believe th at â€Å"The number 4 is unlucky therefore, buildings are not made with floors that end in 4 because it sounds like the word death in Cantonese† (Films Media Group, Superstitious Minds). Positive Superstition It is natural to believe in magic, after all we are taught this as children, think of Santa Clause or the Tooth Fairy. â€Å"A routine becomes superstitious when a particular action is given special, magical significance† (Vyse 177). The concept of positive superstition helps to reassure us. For those who believe in superstition, they believe it helps with the outcome of an event. As an example, a student chews gum to help calm theirShow MoreRelatedSuperstition Of Science, Religion, Harmful Superstition1312 Words   |  6 PagesSuperstition in the, â€Å"Joy Luck Club,† is a method used by the mothers to provide comfort and guidance to their daughters, or to scare the daughters into submission. In the book, many times do the mothers resort to using superstition to keep their daughters in line. For example, in page 164, Lena says,†Ã¢â‚¬  Aii, Lena,† she had said after that dinner so many years ago, â€Å"your future husband have one p ock mark for every rice you not finish.†Ã¢â‚¬  This of course scares Lena into finishing the rest of her riceRead MoreThe Theory Of Superstition And Science2050 Words   |  9 Pagesphysical cause. Perhaps this concept, â€Å"Causality abolishes superstition† (Park 31), is what leads us to entertain the thought that there may be a scientific reason for what happens. Superstition and Science have created an interesting juxtaposition in life. Superstition is not based on reasoning; it is based on magic, culture, and support, in a time of uncertainty. There are many types of culture in today’s world. Superstition is a part of every culture regardless of what culture you areRead MoreDracula and Science, Superstition, Religion, and Xenophobia1602 Words   |  7 Pagesissues are in relation to science, religion, and some are even a combination of the two. Film and other media outlets have commonly been used to address these types of issues ever since these outlets were started. In the film Dracula, directed by Tod Browning in 1931, many controversial issues of the 1920s and 1930s including science, superstition, religion, and xenophobia are addressed. An argument that has been extremely controversial and debated for centuries is science versus religion. DraculaRead MoreSuperstition Is The Belief Of Supernatural Items And Occurrences904 Words   |  4 PagesSuperstition – it is the belief in supernatural items and occurrences; one event causes another to happen without any real logical reason or linkage between the events. Examples being: astrology, religion, luck, voodoo, ancient roman activities and prophecies. The major artifact science fights are superstitions due to science being logical as well as able to show linage between two events – superstitious activities cannot. They are used in everyday life by everyday people, whether it’s subconsciousRead MoreThe Elizabethan Era in England Essay1588 Words   |  7 Pages(Elizabethan Superstitions). Elizabeth ruled in a time of religious turmoil; both the Catholics and Protestants fought to be the official religion of England. (Elizabethan World View). Many people throughout England struggled to find the â€Å"correct† religion (Elizabethan World View). Religion was changing and so did science. During the late 1500’s science began to evolve; new ideas, concepts, and beliefs were starting to emerge (A Changing View). Magic was considered to be very similar to science in thisRead MoreSuperstitions : Superstition And Superstition1689 Words   |  7 PagesThere is a various amount of superstitions out in the world that people hear about, but what exactly makes a superstition? Is there a definition known throughout for One source says that they are â€Å"a belief or an action that is inconsistent with science and needs to be aimed at bringing good luck or avoiding bad luck† (â€Å"Superstitions: Why You Believe†). Superstitions themselves can range from any small action that someone does to help their chances. Whether it is a lucky pair of socks or avoidingRead MoreSuperstitions And Ghosts In The Elizabethan Era 1120 Words   |  5 PagesSuperstitions and Ghosts in the Elizabethan Era During the Elizabethan Era, many strange superstitions became common around Europe. Some of these are still evident in society today. Why do people think that black cats mean bad luck? Why do people say â€Å"God bless you,† after somebody sneezes? And what does this have to do with ghosts? During the Shakespearean time period, superstitions were caused by the creation of ghost stories, provoked greatly by plays, and were blamed for misfortune. The wordRead MoreWitchcraft And Superstition In Medieval Europe1654 Words   |  7 PagesWitchcraft and superstition in Medieval Europe The concept of witchcraft and superstition stretches over a long period of time. The idea became familiar around 560 B.C when the two old testaments denounced witches and the belief in them. The idea is said to have originated in Europe, rapidly spreading around the world. Medieval Europe was an era that solely believed in magic, witches and the supernatural. In the Middle Ages witchcraft was viewed as a heinous crime that was punishable by deathRead MoreBram Stoker’S 1897 Novel Dracula Is Far From Being A Simple1535 Words   |  7 Pagesthis awkward and anxiety inducing contradictions not only in the Count but within Victorian era itself. In this time of enlightenment, superstition and science are constantly shown to be intertwined in a way that seems to bewilder the characters as much it does the audience. Stoker depicts the characters hunting Dracula relying on both modernity and superstition to successfully defeat Dracula, Stoker illustrates the failure of relying only on modern thinking. While initially refusing to believe inRead MoreSuperstition Informative Speech1490 Words   |  6 PagesInformative Speech Specific Goal: To inform my audience about the myths and mysteries surrounding Superstitions and how they have transitioned through time. Thesis Statement: In this essay I will uncover the history and origin of superstitions, common superstitions and what their meaning, and religion superstitions in todays society. Introduction A. Happy Birthday to you. Happy birthday to You. Happy Birthday Happy Birthday Happy

Hrm †the Google Way Free Essays

string(71) " to know what percentage of time people are spending on side projects\." HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY SUBMITTED BY AKANSHA AGARWAL -100031 DEEPTI HORA – 100016 GAZAL BABEL- 100011 PRIYAM MAHESHWARI-100055 ROHIT NAIR – 100201 CONTENTS Executive Summary3 Introduction4 Company Overview4 People Operations at Google4 (with the help of Harvard and Guest models) Standard Recruitment and Selection10 Google India Code Jam11 Recommendations11 References12 Appendix15 EXECUTIVE SUMMARY HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY In this project, we discuss the Human Resource practices at Google Inc. They are known as â€Å"PEOPLE OPERATIONS† headed by Laszlo Bock. Googlers(Google employees) work hard, and have fun too. We will write a custom essay sample on Hrm – the Google Way or any similar topic only for you Order Now The workforce is diversified with international communities, Gayglers (lesbian, gay, bisexual, and transgender), and Greyglers (Googlers over 40 years). We have tried to use HRM Models such as â€Å"The Harvard Model† and â€Å"The Guest Model† which link the current HRM policies of Google with the theoretical aspect of HRM as a subject. The Harvard model throws light on aspects such as situational factors, stakeholder’s interest, HR management choices and decisions, their outcomes and consequences. Whereas the Guest Model throws light on aspects such as HRM practices like hiring, training, appraisals, relations, etc. and also aspects such as behavioural, financial and performance outcomes. In accordance with these models we saw that the success of Google lies in its open policy to accept the employee’s ideas. Google has been able to instil creativity and innovation among its employees. The next part of the project gives a detailed idea about the standard recruitment and selection process at Google offices all over the world including India. Google conducts the GLAT (Google Lab Aptitude test) to see if the prospective employees are compatible with the work environment. Bringing to light techniques such as the GOOGLE INDIA CODE JAM, through which they hire the best techies from all across India to work for the company. Finally we have given recommendations wherein keeping in mind the drawbacks of some of its practices, we suggest corrective measures. INTRODUCTION This report identifies the current HRM policies of Google Inc. The company which had less than 20 employees in 1998 now has over 20000 on its pay rolls. We have evaluated them against the Harvard and Guest model of HRM. Also recruitment and selection procedures have been discussed. Some of them are standard while some unusual concluding with a few recommendations. COMPANY OVERVIEW Google is one of the leading internet technology and advertising companies in the world. It flagship product is its internet search engine. It also provides advertising services which is its main source of revenue. Google employees named GOOGLERS, which are now almost 20,000 in numbers. (Datamonitor 2010) PEOPLE OPERATONS AT GOOGLE The HRM activities are classified on the basis of the parameters given by the HARVARD MODEL and the GUEST MODEL. Situational factors and Stakeholder interest of the Harvard model and HR practices and Outcomes of the Guest model have been identified w. r. t Google. (Bratton. J and Gold. J 2007) Refer to Appendix for diagrammatic representation. SITUATIONAL FACTORS : Business strategy and conditions – The mission is to gather the entire world’s information and make it accessible to everyone. At the company data is sacred. Employees are encouraged to voice out inferences from data and not feelings. It is believed that more data equals more knowledge and better decisions. (Hardy. Q 2005). Its informal corporate motto â€Å"Don’t be Evil†, reminds Googlers that being ethical is essential. However this can be debated in view of its acceptance of filtering search results in China. Management philosophy – The management believes that if any employee fails, his/her managers are to blame. (Sullivan. J 2007) Labour market – The IT industry has a labour market with engineers from Ivy League Schools (full-timers) as well as contractors. Task technology – The IT industry is highly dynamic and competitive and to thrive one must continually innovate and delight the customers. Laws and societal values – There have been instances where Googlers have taken the company to court for outstanding payment of salary and disabled accounts which could prove harmful to the company. (Google 2010) STAKEHOLDER INTEREST : Management – LASZLO BOCK, vice president of people operations, Google. A Chief Cultural Officer or Director of Human Resources is designated to maintain the company’s unique work culture. He is in charge of making sure that the company’s values are adhered to. (Kuntze. R Matulich. E, 2010) Community – It gives back to society through its philanthropic wing which undertakes in-kind product donations, volunteering and charity. (Google 2011) HRM PRACTICES : Hiring – Due to the dynamic work environment the company hires people who are quick learners and innovative. (Sullivan. J 2007). The hiring process is quite long and difficult with tests, pre-interview screening and finally at least 4 rounds of interviews. Reward system – Refer to Appendix TABLE 1 for Compensation of top 5 executives in Google. The Google infrastructure has day care and elder care centres, spa and hair salons, car wash and oil check facilities and everything else that technology obsessed person would need in terms of a benefits package. Employees must work for 70% of their working hours and are entitled to unlimited sick leave, stock options and various other perquisites. (Logan. G 2008) WORK SYSTEM The employees have experience in three main areas – human resource, business consulting with good problem-solving skills, statistics and psychology. (Anonymous 2008) Google has an informal ‘value-added’ environment. The environment is creative, fun and relaxed. Individuality and innovation is encouraged. There is neither dress code nor formal daily meetings. TGIFs or weekly Friday meetings are held where questions can be posed to the co-founders also. Nooglers are given special treatment and made to experience the spirit of co-operation. The downside of such an environment is that Googlers show up late, don’t pay attention, leave early and keep messaging on their mobiles. 20% TIME. Simply put, employees get 1/5th of their time to work on projects of their own choosing. This keeps employees challenged and at the same time provides good business opportunities for the company. Kuntze. R Matulich. E, 2010). Hourly time isn’t tracked so there’s no way to know what percentage of time people are spending on side projects. You read "Hrm – the Google Way" in category "Papers" The concept functions more as an attitude – that new projects should be started anyone, not necessarily those at the top. Also giving time i s of no use if the culture of the company does not support it. Training and Development – Google sponsors lessons in foreign languages. Unique development opportunities are provided to engineers. EngEDU, an engineering training group provides training classes and career development services to them. It is mandatory to undergo training and development sessions for a minimum of 120 hours/year. Google stresses development of the people through on-the-job learning. It occurs through frequent departmental â€Å"tech talks†, new mentors, etc. (Sullivan. J 2007) Appraisal – Google says it puts a â€Å"twist on 360-degree feedback by providing functionality for managers and employees to nominate `peer reviewers’ from anywhere across the organization†. Quarterly goals are set and performance evaluations are based on these; the company aims for a 70 percent success rate. Anonymous 2008) Relations – HR practices at Google are coined ‘People Operations’. Employee passion is maintained by limiting bureaucracy. Ideas which are unique are encouraged no matter where they came from. (Sullivan. J 2007) When many employees started to leave it formulated a mathematical algorithm to look for unhappy Googlers. The idea was to get inside the employees he ad even before they thought of leaving the company. However, it can be argued that it was a waste of money. James Smither, a professor at La Salle University, Philadelphia, says that it doesn’t make sense. â€Å"No algorithm is any better than the data you feed it. And most data about behaviour has questionable reliability. † If we put in garbage the algorithm will give the same back. (Watson. T 2009) LONG TERM CONSEQUENCES : Individual well-being – Google allows employees to work on any project of their choice which boosts creative thought and instils job satisfaction. (Kuntze. R ; Matulich. E 2010). Career development and tutorial services are provided. ( Sullivan. J 2007) One way Google speeds development is through a yearlong â€Å"base camp† training initiative that features a combination of HR specialist training and MBA-like curriculum. Organisational effectiveness – The Company was placed fourth in Fortune’s list of America’s most Admired Companies and first in the list of Best Companies to Work For. (Hansen. F 2008)and (Logan. G 2008) BEHAVIOURAL OUTCOMES : Motivation – The main factors of motivation in the company is the dynamic environment, quick decision making and a culture where ambitious ideas are not only encouraged but also accepted. (Sullivan. J 2007) Co-operation – Googlers across levels and departments say that it doesn’t matter if they are designing search engines or cooking meals for their colleagues, they feel that their work can change the world. (Salter. C et al. 2008) Commitment – The thing about Google is that even after 12 years, it continues to instil a sense of creativity and ambition within its employees and now has more than 20000. The freedom given to its workers infuses in them a sense of responsibility and obligation: â€Å"Are we taking advantage of what we’ve got here? † they ask. â€Å"Are we doing enough? Are we doing everything we can? † (Salter. C et al. 2008) PERFORMANCE OUTCOMES : POSITIVE Productivity – Matt Glotzbach(2008) – PRODUCT MANAGEMENT DIRECTOR FOR GOOGLE ENTERPRISE Generally a new employee is required to fill out paperwork but at Google it is done electronically. I went to a staff meeting that afternoon and got assigned to figure out how Google could launch Enterprise [applications for corporations] in Europe. I was told to come back with the answer at the end of the week. It was like, ‘Hey, New Guy, you don’t know anything about our business yet, and you don’t have any international experience, but here are some people who can help you. Go figure it out. ‘ We launched in Europe a few months later. † Innovation – 20% time. Simply put, employees get 1/5th of their time to work on projects of their own choosing. This keeps employees challenged and at the same time provides good business opportunities for the company. Google services that were all started as individual projects are Gmail, Google News, Orkut etc. (Kuntze. R Matulich. E, 2010). NEGATIVE Turnover – The Company had to raise the wages by 10 % starting 2011 to reduce defection of workers who were looking for brighter pastures. With $33 billion in cash and a stock market capitalization of almost $180 billion, Google can afford to throw money and shares at its employees. Yet the significance of Google’s across-the-board pay raise extends far beyond corporate competition. Farell. C 2010) Paul Buchheit, a Googler who coined â€Å"Don’t be evil! † is a founder, with three ex-Googlers, of a social-networking company called FriendFeed. Nathan Stoll, who managed Google News, is hard at work on his new company, Mechanical Zoo. Several top people have gone to Facebook, most notably Sheryl Sandberg, who ran Google ’s automated ad sales, and Elliot Schrage, who ran PR. (Lashinsky. A et al. 2008) FINANCIAL OUTCOMES : Profits – Google has matured very quickly in the last twelve years since its inception in 1998. The company’s operating profit and net profit have increased to $8312. million and $6520. 4 million in 2009 respectively which is almost 25. 3% and 54. 3% as compared to the previous years. (Datamonitor 2010) STANDARD RECRUITMENT AND SELECTION The HR Technology and Operations Manager, Melissa Karp says that the fast pace with which Google is growing means that the senior managers have to spend 30% of their time in interviewing prospective employees. The company says every applicant goes through at least four rounds of interviews taken by direct line managers, potential peers and subordinates. Liane Hornsey apparently had to go through fourteen interviews before getting her job. Once selected and the contract signed, presents are given to the NOOGLER, his/her desk is decorated with balloons and an invitation is given to dine with his/her manager. This tough entry means that only the most talented and culturally compatible people are hired and firing of employees is less. There is not much stress among people over being thrown out. (Wright. A. D 2008) and(Dempsey. K 2007) Refer to Appendix AD for the hiring advertisement of Google. After anyone applies online in the company, it uses its applicant tracking system (ATS) to weigh in on applicants. Background information on education and work experience is collected and stored in the ATS. Then it is compared to data about existing Google employees and if there is a match, an e-mail is sent to ask the particular employee for internal references. Employees update the ATS by replying to this e-mail. Google uses its GOOGLE LAB APTITUDE TEST (GLAT) which tries to measure his/her compatibility with its work environment. It is put in technology magazines and applicants hand it in accompanied by their resume. It also serves to select those applicants who have the desired skills and mindset for the interview stage. (Willock. R 2007) GOOGLE INDIA CODE JAM The India Code Jam is a contest where software writers are asked to write codes which can land them a job at Google’s Research and Development Centre which otherwise is a long and difficult process. The fastest writer also gets $6,900. It is a hunt to find the most brilliant code writer in South and Southeast Asia. Their problem solving, designing and code writing skills are put to test. Finalists are required to create and test software and finally programme a war-based game. However this contest is so complex to complete that only the most brilliant code writers think of applying. Google has been unsuccessful in finding these brilliant engineers for its Indian office. According to insiders the Bangalore office wanted to hire 100 employees but their staffs has only 25 people. (Puliyenthuruthel. J 2005) RECOMMENDATIONS The work culture of Google is very motivating and challenging. The 20% time concept is a huge success. The perquisites offered are more than any employee hopes for. However, after studying the policies of Google and arguments of various third parties in favour or against them we have come up with a few suggestions for improvement. Employee turnover rate – The number of employees leaving the company has been increasing in the last few years. Some of the cited reasons were low pay, bureaucracy and poor mentoring. We suggest that superiors pay more attention to employees and guide them wherever necessary. Also an environment that is fun may backfire. A balance between work and fun must be maintained. * Mathematical Algorithm – James Smi ther, a professor of management at La Salle University in Philadelphia argues that the idea of the mathematical algorithm is very unrealistic as the behavioural data may or may not be accurate. Rather it is suggested that Googlers should be approached directly so as to know why they are dissatisfied. * It has a bad reputation for underpaying the employees, even though they are trying to motivate them by providing stock options. Thus Google should see that the employees they hire are paid in accordance to the work that they do and at the same time see that they are not dissatisfied. * Recruitment – Google India Code Jam is an innovative way of recruiting people, but the only drawback is that it is a very difficult process. Thus measures should be taken to see that the process is neither too easy nor too difficult, so that the best talent is selected and at the same time it should not deter people from applying. REFERENCES 1. Kuntze R. , and Matulich E. , (2010). Google: Searching for Value. Journal of Case Research in Business and Economics. Volume 2. Pp 2-7. [online]Available at :- http://www. aabri. com/manuscripts/09429. pdf [Accessed on 5 April 2011]. 2. The Finest People, The Coolest Environment. Times Ascent: HR Forum, Empowering Potential, New Delhi. 18th January’ 07. Pp. , 22. [online]Available at :- http://www. myadrenalin. om/india/Downloads/news/CAP_2007_1_18_22. pdf [Accessed on 3 April 2011]. 3. Wright A. D. , (2008). At Google, It Takes A Village To Hire An Employee. HR Magazine. SHRM’s HR Trend. Volume 53. Pp 56-57. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=3;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdat a=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=36048756 [Accessed on 2 April 2011]. 4. Anonymous (2008)Google’s Lessons for Employers: Put Your Employees First. HR Focus. Volume 85(9). Pp 8-9. [online]Available at :- http://web. ebscohost. com. ezproxy. ancs. ac. uk/ehost/detail? vid=5;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33764457 [Accessed on 2 April 2011]. 5. Shipman. D (2006). Can We Learn A Few Things from Google? Nursing Management. Volume 37(8). Pp 10-12. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=7;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=21819793 [Accessed on 2 April 2011]. 6. DataMonitor, 2010. [online]Available at :- http://web. ebscohost. om. ezproxy. lancs. ac. uk/ehost/companyinfo? sid=653132a9-31a4-40e4-83bf-024bc4691e5b%40sessionmgr115;vid=5;hid=111;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db =buh;authdb=dmhco;AN=5B199F61-608D-4923-B4A3-F5EE15285ADE [Accessed on 1 April 2011]. 7. Verma. M(2008), Google’s HR Dilemma, Human Asset Management, ICFAI Books Volume 1, Chennai, ICFAI University Press, Pp-140-149 8. Bratton J. and Gold. J (2007), Human Resource Management, 4th Edition, London, Macmillan, Chapter 1. 9. Work Example- Google (2010), T+D. Volume 64(5). Pp 44. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. c. uk/ehost/detail? vid=9;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=50256392 [Accessed on 2 April 2011]. 10. Hansen. F (2008). TOP of the CLASS. Workforce Management. Volume 86(20). [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=11;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33066193 [Accessed on 2 April 2011]. 11. Logan, G. ,(2008). Hiring Policy makes Google best plac e to work in UK: Personnel Today, 3June. [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=15;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33066355 [Accessed on 4 April 2011] 12. Watson, T. ,(2009). A Google Eye: Canadian Business, 16 June. , Volume 82 (11), [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=17;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=42208422 [Accessed on 2 April 2011] 3. Willock, R. ,(2007). Google makes the mind boggle with its recruitment challenges: Personnel Today, 6 Feb. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=17;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=42208422 [Accessed on 4 April 2011] 14. Dempsey, K. ,(2007). Invest more time in Hiri ng to spend less time firing: Personnel Management, 6 Feb. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? id=22;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=24663216[Accessed on 29 March 2011] 15. Farrell, C. , (2010). On pay raises, its Google or Bust: Business week, 1 Dec. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=33;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=55618496 [Accessed on 3 April 2011] 16. Hardy, Q. (2005). Google Thinks Small: Forbes, 14 Nov. ,Volume 176 (10), [Online]Available at: http://web. bscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=30;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=18728217 [Accessed on 1 April 2011] 17. Puliyenthuruthel, J. ,(2005). How Google Searches-For Talent: Business week, 11 April, Issue 3928. [Online] Available at:http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=28;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=16599813 [Accessed on 1 April 2011] 18. Salter, C. , et al. (2008). Google: The Faces and Voices of the world’s most Innovative company: Fast Company, March, Issue 123. [Online]Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=26;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=29959444[Accessed on 5 April 2011] 19. Lashinsky, A. , et al. (2008). Where Does Google Go Next? Fortune, 26 May,Volume 157 (11). [Online] Available at:http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=24;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bd How to cite Hrm – the Google Way, Papers

Studying in Your Home Country free essay sample

Of course, studying abroad is always a highlight in any curriculum vitae, but leaving home for a long period of time is not everyone’s cup of tea. Furthermore, studying in your home country can have many advantages, too. You dont necessarily need to go abroad to improve your language skills and interact with internationals. Due to the Bologna Process, Europe has evolved into a platform for international studies. In recent years more and more English-taught study programs have been established. Nowadays, you will find a great range of English-taught postgraduate courses in almost every country, all over Europe as well as worldwide. In these international courses you will generally study alongside students from all over the world—students who have come to your home country to earn their degree. As a result, you are likely to enjoy a multicultural atmosphere and broaden your intercultural horizon although you are at home and not abroad. We will write a custom essay sample on Studying in Your Home Country or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Additionally, study abroad experience is not required in many professions. In some sectors, such as education, law or medicine, having studied abroad can actually be a disadvantage. With a foreign degree, you probably have to take additional exams before you may work as a professional in your home country. Since professional education is often based on national law, regulations and requirements, the coursework you do abroad is unlikely to meet the requirements of your home country.Therefore, if you are aiming for a domestic career in laws, medicine or education, you should earn your degree from a university in your home country. Of course, if you want to become a teacher in languages, it is useful to go abroad for a short period, probably within the frame of the EU exchange program Erasmus+. That might be the right thing for you!Benefits of studying at homeStudying in your home country has many advantages. First of all, you do not have to plan a temporary stay abroad and learn another language. So you can fully focus on your studies instead of learning vocabulary. Besides, you are familiar with the culture. Often a ‘cultural shock’ comes along with studying in a foreign country.As indicated above, studying in another country and speaking a foreign language is not a good decision for everyone. Some get homesick, and communicating with friends and family