Importance Of Exercise And Diet Health And Social Care Essay

Importance Of Exercise And Diet Health And Social Care Essay Exercise and diet is considered to be an important determinant of health and sickness. Historically, a fat child means a healthy child, one who is free from infection. Today obesity or overweight in children, very often related to degenerative diseases is mainly due to improper exercise and dietary pattern. According to World Health Organization (2004), Body Mass Index between 25 and 29.99 is considered as overweight. Overweight is associated with the onset of major chronic diseases leading to complications and problems in children and adult. Childhood obesity/overweight is very often a risk factor for obesity in adulthood, compared to adult onset obesity. Hence close monitoring of overweight and taking timely preventive measures will be an effective approach in dealing with the problems. Incidence of childhood overweight is on the rise since last few decades and is still continuing to rise. Since the 1970s, the prevalence of overweight children has more than doubled for preschoolers ages 2-5 years and adolescents aged 12-19 years and it has more than tripled for children 6-11 years. Nearly one third of children and adolescents of both sexes, aged 6-19 years (30%) are considered to be either at risk for overweight (The Center for Health and Healthcare in Schools 2005). The transition in nutrition, sedentary life style, lack of exercise, increased television watching, computer addiction, improper dietary pattern adopted by children today are the major causes for overweight seen in children. The World Health Organization has identified school as important settings for promotion of physical activity among children. Physical education provided at school, is an ideal way to encourage activity and develop fitness among children. For this reason, the Centers for Disease Control and Prevention (CDC), the National Association for Sports and Physical Education (NASPE), and the American Heart Association all recommended comprehensive daily physical education for children Kindergarten to 12th standard. The aim of this study was to assess the knowledge on body weight and its maintenance among overweight children and to assess the effectiveness of self instructional booklet. The conceptual frame work used for this study was based on titler et al (2004) effectiveness model. A quasi experimental pre test post test control group design was used to assess the effectiveness of self-instructional booklet on body weight and its maintenance among over weight children.The study was conducted in a selected school with a sample of 60 overweight children studying in 7th to 12th standard; samples were selected by purposive sampling method. First 30 samples were assigned to the control group and the next 30 samples were assigned to the experimental group. The tool for this study was a structured questionnaire. The questionnaire consisted of 2 parts.Part I was developed to assess the knowledge of over weight children in relation to body weight, diet and exercise. Each were consisted of 5 multiple response questions. Part II consisted of selected demographic variables such as age, educational qualification of father and mother, occupation of father and mother, family income, items at home, family food type and items. FINDINGS OF THE STUDY Demographic characteristics Demographic characteristics presents that almost in both the groups the children under the age group of 12-14 years, had family income above 10,000 and major facilities like television, bike and cycle. And most of the fathers were private employees and mothers were nonworking. All the mothers are literate and majority 20 23(66.7% 76.7 %) of children in both the groups had Body Mass Index value between 25 and 27.5. Body weight and its maintenance Overweight children were grouped into two, experimental group and control group. It was noted that in both the groups the knowledge of children assessed were almost similar in before intervention. In after intervention children gained knowledge in experimental group and children remained same knowledge in control group. Significant Finding Statistically there was no significant differences in the knowledge score between experimental and control group before intervention and statistically there is a significant difference of knowledge in experimental group between before and after intervention. This increase in knowledge of the experimental group could be attributed to the self-instructional booklet. CONCLUSION Good health leads to a normal life. To promote the health of the child and reduce the danger of over weight and obesity, it is important that children are encouraged to engage in some form of physical activity on a regular basis and good dietary pattern. These above facts highlight the need for self discipline in a child to live a healthy and active life. People are more lethargic when compared to their ancestors. Earlier children spent the majority of their free time playing outdoor games which meant that they were automatically getting more physical activity. Currently there are more organized sports activities but only fewer children participate in them. Many prefer to play video games or watch television which is assisting in their weight gain. The remote control, video games, the automobile, television, and to some extent the computer are all part of the environment which discourage people from being physically active. Healthy eating and exercise habits should be thought as a pair, one cannot go without the other, for the childs best health.This can be developed only through education. There is lot of education available today through magazines, televison, posters; internet etc. But these children dont show any interest in that. Perhaps material is readily available in hand; children will read it and may follow it. LIMITATIONS Exact response cannot be expected from the children. These self-reported data may not exactly reflect the reality of respondents. IMPLICATIONS The study has its implication in nursing practice, nursing education, nursing administration, nursing research, social pediatrics and community. Nursing Practice Nursing professionals can provide a better frame work for healthy life style and school based programs. Nurses understand the biologic, psychological, causative and social aspects of being an overweight and their impact on health. The nurse can render awareness through education of the parents and children at the school, hospital and community level.The nurse can also improve the knowledge of parents, children and school teachers by conducting education awareness program and by counseling. A healthy life style is important for the proper growth and development. Guidance and Counseling services should be arranged timely, provided with adequate knowledge, positive support to make the child as a healthy member of society in future. Nursing Education Findings of the study have some implication for nursing education. The health care system pays more attention on the training of nursing students and school teachers. So that they will acquire more knowledge and will be able to help oneself in knowing the importance of healthy lifestyle. Motivation to change and psychological counseling technique is the key to any lifestyle intervention. Teaching about healthy diet and the importance of maintaining moderate physical activity in young children is important as obesity is more easily prevented than treated. It is important to begin preventive efforts early in childhood. Nursing Administration Nursing administrators should be necessarily involved in formulating policies for health education program in the school, hospital as well as community settings. All the heath education and school based program should integrate education on healthy diet and regular physical activity in children. Nursing Research There is a need for extensive research in this area. The findings of the study help to expand the scientific body of knowledge upon which further research can be conducted. In the Community The community health nurse has an important role as health educator, health promoter and health protector in the community. During home visits the nurse can identify the vulnerable overweight children and observe different lifestyle adopted by the family and children. Nursing personnel working in the community should be given in service education to update and improve their knowledge regarding overweight and life style practices. Within the healthcare community, the multidisciplinary team might include a primary physician, a diabetic educator, a nurse, a dietitian, a fitness counselor and a social worker as well as the patient and family. Educating and counseling the obese and over weight children and their parents through media is vital. Healthcare professionals should also become involved in setting up new community programs to promote healthy lifestyle. RECOMMENDATIONS Based on the findings of the study, the investigator proposed the following recommendations. A replication of present study can be done with large sample. Maximum publicity should be given through mass media for educating knowledge among children regarding body weight and its maintenance. A similar type of comparative study can be done between urban and rural settings. A present study can be conducted with long duration by assessing BMI and Lifestyle practices before and after intervention.

Health care profession

Health care professionals are doctors , nurses, surgeons and many more . Did you know that there are 13 characteristics of a health care professional, there is Empathy , Honesty, Dependability, Willingness to learn , Patience , Acceptance of critism , Enthusiasm, Self motivation, Tact , Competence, Responsibility , Team Player and Feedback. These characteristics are important to doctors , nurses , and surgeons because they need to understand the patients , they also need to be honest and patient wit them . Doctors ,nurses, and surgeons need these things to ucceed and accomplish their tasks .They also need to make the patients feel comfortable , they the need to let the patients know that they can count on them to do their Job and that their safe and secure with them . ln order for them to do these things their suppose to be fully trained ,or have a certification or have a license to work in the field of a health care. A good health care professional has communication skills which inc ludes speaking and listening to patients with this the doctor will be able to understand what the patients need. Health care is a vitual service that ouches the lives of millions of people at significant times like birth , illness, and death .Some injustices that doctors do is that when patients go through surgery , doctors tells the patients that there is no guarantee if you will get better or not ,or if you will survive or not or die with in surgery and some times doctors make patients sign a contract saying they have nothing to do with the death . 1 think this is injustice because when the doctors have no other way curing the patients they leave the patient there to die. It is Just sad seeing the doctor has no more options to save the patient lite .Some data snows that many people do not do not receive the right care ,or receive unnecessary harmful care. How do you have a good effect on patients ? If you want to have a good effect on patients you first need to take good care of t hem and show them that you care. The patient need to know and feel safe in the hands of whom its being taken care by, so it can be able to trust itself and the caretaker. Patients should be handled gently and not with force. If they need to take medicine shouldn't be by force or they might try to kill themselves because they feel harm is being done to them.Doctors should try their best to help a patient be cured ,or at least show the patient there is some hope instead making them feel death is near. The doctors should also try to make the patients feel better and to let them be treated fairly. In the movie Patch Adams it shows that a man named Patch wanted to become a doctor so he can help and understand patients. In the movie Patch was very patient , he was responsible for many patients that needed treatment and also took good care of them. .Patch had self motivation , that he would become a doctor no matter what .Patch had and used all of the characteristics hat a doctor should us e or have.. He helped patients smiled and laughed again. Patch had a big imagination that one day his dreams would come true and it did . As a doctor Patch was. , honest ,patient, tact , responsible ,discretion, he had acceptance of criticism, he was willing to learn , and he was enthusiasm. Patch loved being there for patients and helping them, he wanted to become the best doctor the world has ever seen. And most of all, Patch was a doctor who not only helped people and made them smiled but he showed them to always have a little bit of fun no matter how old you are.

The Chronicles of Neoliberalism Essay Topics

The Chronicles of Neoliberalism Essay Topics Indeed, the etymological element of the term socialism is predicated on the presence of an underlying society. Neoliberalism is quite a real financial philosophy that pushes for very real financial policies. Then you are going to be ready to help us create the upcoming financial worldview for the 21st century. Future generations deserve a far better economics. Anti-trust regulations are necessary to maintain competition and safeguard consumers. Thus, both countries have a mutual or comparative benefit. It is normal to find countries on the planet today, engaging in bilateral and multilateral agreements. The financial policies of Latin America negate democracy in a variety of ways. As mentioned earlier, neoliberalism usually promotes the custom of privatization and deregulation, and the cutting of taxes sometimes. In order to understand how it has led to income inequality in the United States, one must first understand how neol iberalism emerged as a dominant economic theory. Therefore, it is not the best policy to implement in today's economy. While it basically seeks to make trade more simplified, it is often difficult not only to define, but also practice. Neoliberalism is a type of capitalism only that it's more aggressive. Classical liberalism is surely not. What the history of both Keynesianism and neoliberalism show is the fact that it's not sufficient to oppose a busted system. Clear class politics, which is normally derived from a comprehension of production, gets theoretically fuzzy as it gets more realistic. An excellent education process is vital to promoting opportunity and growth. The only issue is the simple fact that globalism is so efficient in creating products which consumption of organic resources has turned into exploitation. There are lots of troubles with Latin America's financial development. Furthermore, the government doesn't collect data on the variety of contractors it hires. Moreover, the domestic workers dwelling in the UK with this kind of visa do not acquire public funds, or services5. It is a chance to lend agency to billions of individuals who can lead to our economy. There are respective case s that demonstrate how employers in britain abuse migrant domestic workers, and the way the employees are unable to change their workplace without becoming illegal in the nation. Our present-day juncture is a distinctive juncture. Worldwide cooperation and financial relations, cores tenants of neoliberalism, are a number of the secrets to world peace. The significance of cognitive mapping is partly that it gives a way to navigate an intricate system. Then, the implementation phase. If you would like to understand what's happening in the actual world, look at a spreadsheet. The dangers of letting such ideas grow represent great percussions and have to be handled. It's a good deal simpler to conceive of international warming than climate change. The webs of corporations have spread so far that we are going to need some type of drastic change to lessen the gap between wealthy and poor. Neoliberalism in education has faced criticism from various individuals in the society. Irrespective of whether it's good or bad that students think this way, it's increasingly turning into a truth of life to believe this manner. The increase of technology and interconnectedness makes it simple for folks to access the developments which take place in various regions around the world. In the same way a doctor examines a patient's symptoms to figure out the character of their disease, so too are various financial indicators used to attempt to discern the underlying well-being of the economy. Struggles over the standard of urban life are less clear with regard to their class configuration. It's used to refer to an economic system where the totally free market is extended to each portion of our public and individual worlds.

Manager Management Business - Free Essay Example

Sample details Pages: 11 Words: 3427 Downloads: 9 Date added: 2017/06/26 Category Management Essay Type Essay any type Did you like this example? Introduction In recent years there has been an upsurge in the Internalization of markets as various organisations are extending their services to different countries of the world in a bid to either flow with the competition existing within its industry, reducing costs etc. Managers of multinational firms are now increasingly realizing the significance of people management practices in ensuring the profitability and viability of their business operations (Brewster, 2002). This act of internationalization introduces the human resource manager to the intricacies and issues that come with the internationalization of a corporation. Don’t waste time! Our writers will create an original "Manager Management Business" essay for you Create order These issues and intricacies have led to the introduction of the International Human Resource management which according to Dowling and Welch (2004) is defined as ‘going beyond the spectrum of management of expatriates and extends to the worldwide management of people. Scullion (1995, cited in Scullion Collings, 2006) defines as ‘the Human resource issues and problems arising from the internationalization of business, and the Human Resources management strategies, policies and practices which firms pursue in response to the internationalization process. These Human Resources Management Policies though from the Parent Country (PCN) cannot always be applied in the various subsidiaries. Thus the aim of this work is to find out the factors human resource managers must consider when preparing IHRM policies. Recruitment and Selection Recruitment and selection according to Price (2004) are major issues for human resource managers. Recruitment is often described together with selection, which in time follows immediately after or is often closely connected with recruitment. Anderson (1994: cited in Beardwell Claydon, 2007) states that these issues are concerned with identifying, attracting and choosing suitable people to meet organisations human resource requirements. Though these processes are at times used simultaneously an attempt to differentiate its meaning is pertinent. Recruitment is an instrument of the companys HR policy, concerning decisions to be taken in a company or another organisation. It is a HR practice to attract appropriate individuals or groups for an organisation. It is defined by Dowling and Schuler (1990, cited in Beardwell Claydon, 2007) as â€Å"Searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most the appropriate people o fill its job needs. While Hackett (1991: cited in Beardwell Claydon, 2007) defines Selection as being more concerned with ‘Predicting which candidates will make the most appropriate contribution to the organisation- now and in the future According to Edward and Rees (2006) it involves testing and evaluating the skills and attributes of these individuals to determine which are the best for the job at hand. Either way the importance of a good recruitment and selection process is very important and has now become quite obvious as managers of multinationals have become increasingly aware that in order to succeed in their international strategies and business their human resources have an important role to play in their success as an international organisation. Approaches to Recruitment and selection When an organisation becomes international another factor that affects its Recruitment and Selection Policies are the organisations corporate culture which according to Perlmutter (1969, cited in Harzing and Ruysseveldt, 2000) could be Ethnocentric, Polycentric, Regiocentric or Geocentric. Briscoe and Schuler (2004) are of the view that these approaches to staffing is usually a progressive one as it changes over time as a firm develops greater international experience and sophistication. Some other scholars are of the view that these approaches also change due to the political stability and legislations of the various countries where these subsidiaries are situated etc. Ethnocentric Approach This approach reflects a focus on the home country values and ways of operating thus organisations who apply this approach are organisations that are primarily home-country oriented. Key positions in the headquarters (HQ) and subsidiaries are filled by parent country nationals or citizens of the country where the HQ is located. Perlmutter (1969) noted that in these organisations home based policy, practice and even employees are viewed as superior and foreigners can be viewed as, and feel like second class citizens. Research though has shown that ethnocentric approach to the staffing of an international organisation is usually most appropriate during the early stages of internationalization when the need for control is greatest. Mayrhofer and Brewster (1996, cited in Harris et al, 2003) have however advised against a wholehearted rejection of an ethnocentric approach to international staffing. Polycentric Approach This approach is based primarily on the host country orientation. The foreign subsidiaries are primarily staffed by the host country nationals or managers from the subsidiary location. This staffing approach according to Perlmutter is likely to be evident where organisations serve heterogeneous product markets and where products and services must be adapted and marketed to suit specific national tastes. Regiocentric Approach This approach is based on recruiting on a regional basis and according to Scullion and Collings (2004) International transfers are restricted to regions as managers are selected based on ‘the best in the region. Geocentric Approach This approach according to Scullion and Collings (2006) involves the filling of positions at both HQ and subsidiary level with the best persons for the job regardless of the nationality. According to Evans et al (2002 cited in Scullion and Collings; 2004) ‘The skill of the person is more important than the passport. This approach though is usually used when the organisation is at a mature stage. These approaches usually come to play when there is a need to staff the subsidiaries of a multinational corporation and also when it has to do with the staffing policies for key positions within the Multinational Corporation especially since lower levels are, according to Harzing (2004) inevitably filled by host country nationals and third country nationals. And also these approaches are not fixed but tend to change as the need for control changes and according to Welch (1994) the staffing need of an organisation changes with the organisations stage of internalization. (See case study 2) Factors Affecting Transfer of IHRM Policies (Recruitment and Selection) According to Koen (2005 cited in Mullins, 2007) ‘ The methodology of recruitment and selection has never been uniform across the world. Moreover, whether a specific personnel selection practice should be adopted universally remains an unresolved issue. However, given the crucial role played by this personnel function, especially in managing a multinational workforce, understanding the similarities and dissimilarities of existing practices in different nations ought to be the first step taken by human resource managers and researchers. From this definition it can deducted that various countries have various recruitment practices and according to Harris et al (2003) this is due to the fact that organisations are increasingly recruiting beyond their national borders and this trend is not just to staff International corporations but also for domestic purposes. Also recent re search has revealed that companies in different countries differ with respect to their HRM practices and policies (Ferner, 1997) not just in their recruitment and selection processes. It has also been noted that transferring HR policies and practices to different countries can be quite problematic (Bae et al., 1998; cited in Myloni et al, 2004). Some of the major obstacles for these difficulties in transferability of culture according to Myloni et al (2004) are closely related to the host countrys cultural and institutional environment. But Hayden and Edwards (2001, cited in Edwards and Rees 2006) state that the ease with which an organisation can transfer its policies and practices to its subsidiaries is shaped partly by its dependence on ‘supportive and distinctive extra-firm structures This means that when HR managers are preparing their RS policies that they can apply in their worldwide operations there are certain factors they have to take into account while at the same time ensuring that in line with all Human resource Policies and practices their recruitment and selection Policies must be linked to the overall strategy and objectives of the International organisation. Various authors have various views as to what these factors that affect the transferability of HRM staffing policies might be. Vance and Paik (2006) are of the view that such factors include issues such as the firms business strategy, stage of international development, specific foreign market experience host government restrictions and incentives, host country sociocultural restrictions and plans for individual and organisation development. Hayden and Edwards (2001) have also argued that the differences between national business systems also limit the transferability of employment practices as their introduction to other countries is subject to the constraints posed by the recipient systems. There also can be situational factors such economic trends and cond itions, the nature and duration of the international work itself, MNC resources available, and the availability of willing and able candidates. Harris et al (2003) are of the view that the following are the factors that an International HR manager must take into account; The type of labour legislation.( in the Host Country) The type of labour market Appropriate recruitment sources Host-Country Factors (Macro-environment Factors) While Gronbaug and Nordbaug (1992) are of the view that there are both Micro and Macro environmental factors that affect International Organisations Shen(2006) is of the view that here are also two factors that influence transferability and terms them as Host Factor and Firm specific factors. The Micro factors according to Gronbaug and Nordbaug are divided into two -including primary issues such as a subsidiarys relationship to other parts of the international organisation, and the secondary factors embracing external issues such as customers, competitors etc. While the Macro factors (which concerns this work) include Socio-economic Factors This refers to the standard of living in terms of wages, and which also includes the field of economic compensation, differences in national education and training system which according to Beardwell and Claydon (2007) are likely to mean that the skill and competence profile of the workers available on the labour market will differ from country to country. Political/Legal Factors Legal requirements touch on every aspect of relationships between employers and employees according to Morrison (2006) and since what is legally and socially acceptable in a firms operations in one country may not acceptable in another (Beardwell Claydon, 2007) political and legal factors may contribute to structuring recruitment and selection policies and as such host country legal regulations represent a strong environmental pressure on MNC subsidiaries (Schuler et al, 1993 cited in Myloni et al, 2004); and the legal environment in which the MNC subsidiary is embedded can constrain the transfer of HRM practices from its parent (Beechler and Yang, 1994). Culture Differences in management cultures may mean that some management styles are more appropriate in some national settings than others (Beardwell and Claydon, 2007) Firm specific factors International Strategy International organisational culture Organisational Culture Stage or mode of Internalization Type or niche of industry Size of international Operation Reliance on international markets Top managements perception of home HRM systems Host Contextual factors Political factors Legal Factors Economic Factors Socio-cultural factors International recruitment and selection policies and practices. Other Factors Trust Personal Moral Merits A model of factors that affect international recruitment and Selection (sourced from Shen, 2006 an adaptation of Hamil 1987 and Welch, 1994 Firm Specific Factors Type of Industry The type of industry that the International organisation is into will also determine the ability of the PCN to impose its policies and practices on the subsidiary (Welch 1994). For example if it were a banking sector the transfer of human resource policies will be low especially where the country has a strong union like in Greece. (Myloni et al, 2004) Boyacigiller (1990) also argues that HCNs might have more important links or connections that might benefit the organisation more and will thus have a lower potential of having PCNs. Stage of Internationalization organisations go through a learning process as they move towards becoming international. This process might be gradual, it might take place in stages, or development might be in leaps (Hedlund, 1986), and research has shown that the older the International organisation gets the lower the level of HRM transfer in comparison to middle-aged ones. Thus according to Miliman et al (1991) there exists an a ssociation with an organisations international experience and its use of PCN Taylor et al (1996) are also of the view that there exists a link between the Size of an international Operation and its reliance on international markets. It also seems to have a link with international experience as it affects senior managements orientation or approach to staffing which will as the MNC gets older shift from Ethnocentric to Geocentric. Organisational Culture In managing people to achieve organisational goals, organisations prefer clarity, certainty and perfection according to Pascale and Athos(1981) Simply defined it is the way we do things here (Bowler, 1966) and MNCs will tend to merge their organisational culture with that of the host country so as to be able to maximize their operations within the subsidiary. Conclusion From this work it can be deducted that the ability of an International Organisation to transfer its policies and Practices depends on many factors and these factors also depend on the time factor. This is due to the fact that it is easier for an International Organisation to transfer its policies to the subsidiaries and also enforce these policies (or forms of control) when the subsidiary is just at its inception stage and usually at this point most governments of these Host countries in their bid to encourage foreign might consider waiving certain legislations for the International Organisation. But as time passes these policies will be eroded as the subsidiary gains experience. SWEDCO (Adapted from Edward and Rees,2006) Swedco is a Swedish Organisation and is a highly internationalized firm that produces high-tech manufactured goods and it employs tens of thousands of employees, approximately half of whom are outside Sweden. From the case study it will be assumed that Swedco has subsidiaries both in the UK and also in Belgium. Culture Swedco had the tendency to spread a ‘ democratic approach in their management style , also they tended to boycott or bypass hierarchy in the sense that the organisational actors according to Hedlund (1981) did not feel constrained by formal authority relationships thus the employees do not think it to be anything to jump hierarchy in order to put forward their ideas( which according to Hayden and Edwards (2001) was a typical trait or characteristics of the Swedish in terms of culture) but in recent times the evidence shows that the country of origin effect is being eroded as senior management have now tended to draw on Anglo Saxon styles of management. From the case study it appears that the Swedco Subsidiary in UK does seem to have a hand in the making and establishment of these policies that affect the whole organisation. This goes to show that as the International organisation gains more experience there is a fusion of the cultures of both the Parent country cult ures and that of the Host country. International Experience In recent times as shown by the case study there has been policies set out based on the development of a cadre of managers from across the company. Subsidiaries are being encouraged to submit suggestions for individuals who should be considered for promotion to positions elsewhere in the firm. This makes it clear that the management are of the view that the Subsidiaries have gained enough experience and have the right cadre of managers to be able to run the subsidiary without the use of an expatriate as would have been the case where the country had just recently internationalized. From the case study it is clear that though the country of origin did have some form of control over its subsidiaries either in its staffing options or in the way their carry out their jobs and functions, with the passage of time there has been a change in the way things are done as the various cultures are merging. HSBC: The International Manager Program HSBC is a major financial services organisation that employs about 170,000 people and operates in over 80n countries. The bank has colonial roots and was originally based in Hong Kong. It was managed by ‘international officers who were largely British expatriate. In the early 1990s, Midland Bank was acquired. Major acquisitions in North America have also made HSBC the largest foreign bank in Canada and the USA. The corporate centre is now UK. The banks vigorous advertising campaign features the need to be sensitive to local culture and customs in order to succeed in business, proclaiming it to the worlds Local Bank The expanding geographical reach of HSBC and its growth through acquisitions have increased the need for international deployment of people. This currently outweighs the decreasing need for expatriates in some of HSBCs earlier markets, where most highly skilled local people are now available. HSBC has retained a specific group of international manage rs (IMs). Individuals are recruited direct to the International Manager program either from higher education or internally. The career deal for IMs is clear. They can be sent anywhere at a short notice, and so give high commitment to the organisation. In return, the individual has a good employment package, a wide variety of challenging jobs and good career prospects leading to general management positions. Harris et al (2003) From this case study it can be seen that though HSBC started with an ethnocentric approach to its recruitment and selection process it later had to switch to geocentric in a bid to adapt to the various cultures where it has its subsidiaries. References Beardwell, Julie and Claydon, Tim (2007) Human Resource management (5th ed) Essex: Pearson Education Beechler, S. and Yang, J.Z. (1994)â€Å"The transfer of Japanese-style management to American subsidiaries: contingencies, constraints and competences†, Journal of Intenational Business Studies, Vol 25 No 3, pp467-491. Bower, M. (1966) The Will to Manage, McGraw-Hill Boyacigiller, N (1990)‘The Role of Expatriate in the Management of Interdependence, Complexity; and Risk in Multinational Corporations, Journal of International Business Studies, Vol 21 no 3 pp357-381 Brewster, C. (2002), Human resource practices in multinational companies, in Gannon, M.J., Newman, K.L. (eds), The Blackwell Handbook of Cross Cultural Management, Blackwell, Oxford. Briscoe, Dennis, R. and Schuller, Randall, S .(2004) International Human Resource Management, (2nd ed), Oxford: Routledge Case Study 1 Adapted from Harris, Hilary, Brewster, Chris and Sparrow, Paul (2003) Intern ational Human Resource Management, London: CIPD Case Sudy 2 Adapted from Edwards Tony and Rees, Chris (2006) International Human Resource Management: Globalization, National Systems and Multinational Companies, Essex: Pearson Education Dowling, Peter, J. and Welch, Denice,E. (2004) International Human resource management: Managing people in a Mulinational Context. Italy: Thomson Dowling, Peter,J. , Welch Denice, E. and Schuler, Randall,S. (1998) International Human Resource Management (3rd ed) Canada: South-Western College Publishing Edwards Tony and Rees, Chris (2006) International Human Resource Management: Globalization, National Systems and Multinational Companies, Essex: Pearson Education Ferner, A,(1997) â€Å" Country of Origin Effects and Human Resource Management in Multinational corporations† Human Resource Management Journal, vol 7 No ! pp19-37 retrieved on 02/04/08 from www.googlescholar.co.uk Gronbaug, Kjell and Nordbaug, Odd (1999) Internatio nal Human Resource Management: An Environmental Perspective cited in Poole, Michael (2000) London: Routledge Harris, Hilary, Brewster, Chris and Sparrow, Paul (2003) International Human Resource Management, London: CIPD Harzing, Anne-Wil and Ruysseveldt, Joris Van, (2004) International Human Resource Management (2nd ed), London :Sage Hayden, A. and Edwards, T. 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Retrieved on the 05/04/08 from https://www.emeraldinsight.com Pascale, R.T. and Athos, A.G (1982) The Art of Japanese Management. Simon and Schuster. Price, Alan, (2004) Human Resource Management in a Business Context 2nd ed, Italy: Thomson Scullion, Hugh and Collings, David,G. (2006) Approaches to international Staffing ‘, In Scullion, Hugh and Collings, David,G (eds) Global Staffing. London : Routledge Shen, Jie.(2006) ‘Factors affecting International Staffing in Chinese multinationals (MNEs) International Journal of Human Resource Management, vol 2 no 17 pp 295-315. Retriev ed on the 15/04/08 from https://ejournals.ebsco.com.Journal Vance, Charles, M. and Paik, Youngsun (2006) Managing a Global workforce- Challenges and Opportunities in International Human Resource Management, New York: M.E Sharpe Welch. D. (1994) Determinants of International Human Resource Management Approaches and Activities: A Suggested Framework, Journal of Management Studies. 31(2): 139-64. Retrieved on 08/04/08 from https://ejournals.ebsco.com.Journal Page, London,