Justification by Faith - 2775 Words

JUSTIFICATION BY FAITH An Apologist View Professor John Markley BIBL 425 - ROMANS BY KELLY RANDALL JUNE 2012 Introduction Dating to the writing of the book of Romans there has been a basic misunderstanding as to what Paul meant by justification by faith. The Jewish culture had been educated in the law and yet the Gentile culture was being instructed that the law was death. The Jewish community was confused and aghast that God would justify sinners. Nonetheless that is exactly what Paul said God would do and he would do it based on the simple faith of the believer. Our early church fathers also struggled. Martin Luther and other reformers emphasized justification over salvation by works. In response the Catholic Church†¦show more content†¦Other Words to Define Sometimes when we hear the word justification we find it accompanied by other â€Å"ation† words: sanctification, glorification, propitiation, regeneration and imputation. These words are from time to time used interchangeably. This can be confusing and needs to be clarified before continuing. Imputation is where credit has been given. It can also mean to lay responsibility on someone. With God, imputation is where He accounts righteousness to the believer. Sanctification is separate from justification. Justification is about one’s position with God; sanctification is about one’s spiritual condition. Propitiation is defined in â€Å"Reformation tradition as the satisfaction of divine wrath upon sin†. Regeneration is the creation of a new hea rt and new spirit. This change of heart and spirit is what allows us to live righteous lives. Glorification comes once we receive our heavenly reward. It is the completion of our salvation. Righteousness is another word that may be misunderstood. It involves our dealings and relations with others. When we behave in a righteous way, it is because we are consistent in every given circumstance in regards to others. God is our example of righteousness. He is the same yesterday, today and tomorrow. Even the devil cannot call into question that God is righteous in all his dealings. Wrath of God God’s righteousness can also be seen in his wrath. We first see the wrath of God in the Old Testament.Show MoreRelatedJustification by Faith3436 Words   |  14 PagesUNIVERSITY JUSTIFICATION BY FAITH RESEARCH PAPER SUBMITTED TO PROFESSOR BRADLEY MCDANIEL 201540 FALL 2015 BIBL 161-B01 LUO BY DEIRDRE JONES-SHOOK LYNCHBURG, VIRGINIA OCTOBER 2015 Table of Contents Definition 3-5 How is the term justification defined by scholars? What is your own definition based on your research? Basis 5-6 What is the act of being justified based or grounded on, that is, what is necessary to have happened or to be true in order for justification to be possibleRead MoreJUSTIFICATION BY FAITH3135 Words   |  13 Pagesï » ¿JUSTIFICATION BY FAITH Introduction The subject of â€Å"Justification by Faith† is an argument, proposed by the Apostle Paul in Romans 1:17 where he starts by introducing God’s revelation to humankind concerning unrighteousness: That this was a God-given revelation in the beginning and throughout man’s history (faith to faith) within the â€Å"Gentile’s law of nature and the Jews law of Moses. However, Paul further exclaims, â€Å"that neither of them could be justified by their obedience to the respectiveRead Morejustification by faith3306 Words   |  14 Pagesï » ¿Justification by Faith John Markley BIBL 425 Sylvia Evans L24579490 August 20, 2012 Knowing that a man is not justified by works of the law but, a righteousness which comes from God. We know that a person is justified not by works of the law but through the faith of Jesus Christ. And we have come to believe in Christ Jesus, so that we might be justified by the faith of Christ, and not by doing the works of the law, because no one will be justified by the work ofRead MoreJustification by Faith Essay1162 Words   |  5 PagesJustification by Faith In verse 15, Paul writes, We who are Jews by birth and not Gentile sinners Paul seems to be telling his gentile reader that the Torah has no bearing on their salvation. I feel that he purposely or inadvertently gives the law merit more merit than intended by suggesting that Jews are not sinners because they received the law. He draws a distinction between himself and the gentile sinners yet he is telling his audience that the ways, some of which are still a partRead MoreThe Doctrine Of Justification By Faith932 Words   |  4 PagesThe Doctrine of Justification has been a vital teaching throughout the history of Christianity and it is the fulcrum upon which the Church balances; even minor tweaking could result in drastic changes to our core beliefs. This Doctrine can be summarized to say that Justification is God’s declaration, that only through faith in his son’s suffering are we saved and are righteous in God’s sight. This teaching is as old as our religion and we can see this through its expression from both old and newRead MoreJustification by Faith Essay1894 Words   |  8 Pageswho have faith in and respond to Jesus Christ (Ziesler, 1989). It is therefore against this background that this essay will attempt to discuss Pauline doctrine of justification by faith as understood by scholars like Ziesler, Barclay, Kasemann, Lo and Heinecken and to highlight where relevant differences in their perceptions of the doctrine. In its latter part, this essay will take issue with contentions that the doctrine constitutes only a subsidiary crater (Schweitzer), that justification is onlyRead MoreJustification by Faith Essay1057 Words   |  5 PagesJustification by Faith When Jesus died at Calvary, He suffered the wrath of God that all of mankind deserves. Every sinner, Old Testament or New, Jew or Gentile, is justified by faith in Jesus as their sin bearer. In His death Jesus Christ satisfied God’s righteous anger. He also offered justified sinners a righteousness which men could never merit or earn by their works in following the law. Given the condemnation of all men, Jew and Gentile alike, and the fact Read MoreChristianity: Justification by Faith Essay1244 Words   |  5 PagesINTRODUCTION Justification by faith is viewed by Christians as one of the greatest gifts from God given to the sons of Adams lost race. Nothing can compare to the God given gift. Since the beginning of the church however, the doctrine justification has been quite an issue. For many years, scholars have been researching justification, the basis, as well as the ways to attain it. Once the definition was defined, the problem that scholars faced was the outcomes that followed it. In order for oneRead MoreJustification By Faith ( Sola Fide )1945 Words   |  8 PagesJustification by faith (Sola Fide), which known to be the core value of the Reformation. Is the believe that righteousness from God is viewed as being credited to the sinner s account through faith alone, without works is the core value of the Reformation.(Reformation is a 16th-century movement for the reform of abuses in the Roman Catholic Church ending in the establishment of the Reformed and Protestant Churches). Reformers like â€Å"Martin Luther and John Calving† were known as one of the mostRead MorePaul s Idea Of Justification By Faith1477 Words   |  6 PagesStacie L. Torres Dr. Beauchamp PhD Biblical Studies REL2200 April 2, 2015 Paul’s Idea of Justification by Faith In an open letter to the church at Ephesus, and copied to other churches throughout Asia, the Apostle Paul wrote what would later be called the Pauline doctrine of justification by faith. (Wilson, Intro. to Paul’s Letter to the Ephesians, n.p.) The very same doctrine that catapulted the Protestant Reformation when Martin Luther nailed his ninety-five theses to the door of the church

Intelligence Failures 9/11 and Pearl Harbor Essay

Throughout history there are multiple intelligence failures such as 9/11 and Pearl Harbor. These failures are due to intelligence collected which was either delayed or misdirected to the rest of the intelligence community. Both events had catastrophic consequences and yet these tragic events has allowed the intelligence community to develop better security like warning signals and combat readiness to protect the United States. Pearl Harbor is still considered one of the worst intelligence failure in the history of the United States to date. During the upcoming months before the attack the U.S Naval Fleet intercepted and deciphered vast amounts of encrypted messages from Japan’s Imperial Navy. Due to manpower and at the time Japan†¦show more content†¦In the beginning of the Cold War the â€Å"United States had very little SIGNIT intelligence, HUMINT or IMINT intelligence either. This was due to since overflights of Soviet territory were impossible† (Schind ler). Because of this, this caused great delays in trying to infiltrate the Soviet Union and gather intelligence. HUMINT collection at that time was difficult because there was not much known about the Soviet Union and infiltrating Russia was difficult because the lack of intelligence this made is hard when it came o gathering HUMINT intelligence. Another issue the intelligence community ran into was HUMINT collectors were not equipped to understand other languages. This made it hard to recruit sources within the Soviet Union. As the Cold War raged on, the intelligence community along with working in tandem with the U.S government started to develop better technology and have a better understanding of how the Soviet Union works. The United States Airforce started flying dangerous reconnaissance missions through the use of ELINT collection. Unfortunately, many pilots lost their lives due to the Soviet Union shooting down their aircrafts. Later, the United States military revert ed back to SIGNIT intelligence in hopes of having more success. SIGNIT tends to be flexible, and is more responsive for the needs to infiltrate the Soviet Union at that time than any other form of intelligence collection (Aid and Wiebes). Using SIGNIT intelligence and the use ofShow MoreRelatedThe Attack On Pearl Harbor2762 Words   |  12 Pages There are two important dates that reside in the American history in the last century: the Japanese attacks on Pearl Harbor on December 7, 1941 and the World Trade Center attacks on September 11, 2001 (as referred to as September 11th, or 9/11). On these two dates, the surprised events attacked on American civilians and military personnel. Both horrific events have many similarities and many differences in regards to who carried out the attacks, what the objectives were for the attacks and theRead MoreThe Attack On Pearl Harbor1856 Words   |  8 PagesJapanese attack on Pearl Harbor, and September 11, 2001. On these dates, two surprise attacks on American civilians and military personnel showcased U.S. vulnerability to outside forces and united a nation against those that wished to harm her. Both horrific events have many similarities and many differences in regards to who carried out the attacks, what the objectives were for the attacks, and the American response after these i nfamous dates occurred. Unlike September 11, 2011, where a terroristRead MoreToo Great a Challenge: The Mismatch of U.S. Intelligence Capabilities and Mission Prior to Pearl Harbor 2116 Words   |  9 PagesThe U.S. was under-prepared for the Japanese attack at Pearl Harbor due to the nascent intelligence communitys inability to determine the time and place of the attack. The question of preventing the attack is beyond the scope of an intelligence agency, such an action is the product of policy. That being said, the intelligence community provided the President with insufficient information to mitigate U.S. losses on the eve of the U.S. entry into World War II. This result was not wholly the responsibilityRead MoreThe Security And Foreign Policy1302 Words   |  6 Pagesenforcement and intelligence is the principal method of accomplishing this (Hughbank Githens, 2010). Intelligence is vital to homeland defense and security. The U.S. intelligence community (IC) has the responsi bility of conducting intelligence activities that are necessary for conducting foreign relations and for the national security of the United States (â€Å"Intelligence Community†, n.d.). The following is a brief report about the U.S. intelligence community and the history of U.S. intelligence and informationRead MoreNational Security And Homeland Security1788 Words   |  8 PagesIntelligence deals with the process in which specific types of information has been collected, analyzed, refined and provided to the policy makers, so that it will be useful to them in decisions making about potential threats to national security and homeland security (Lowenthal, 2014, p. 10). U.S Government has been benefiting from Intelligence information since the beginning of the country, despite the fact that many people thought that U.S intelligence emanated as a result of cold war (FederationRead MoreEssay on We Must Not Treat Muslims as We Treated the Japanese951 Words   |  4 PagesJapa nese nbsp; The terrorist attacks on 9-11 have frequently been analogized to Pearl Harbor. In many ways, the analogy is apt. Just as that attack launched us into World War II, the attacks on the World Trade Center and the Pentagon have launched us into a new kind of war, against terrorism. But waging this sort of borderless war poses great risks, not only to the soldiers commanded to fight but also to core American values. In this way, Pearl Harbor raises other disturbing memories, those ofRead MoreThe Attack on Pearl Harbor Essay1680 Words   |  7 Pages 2,403 soldiers were killed in action, 1,178 were wounded in action. Through the misjudgments of numerous U.S. armed forces personnel, the Japanese were able to carry out this terrible attack, which crippled the United States’ Pacific Fleet in Pearl Harbor, Hawaii. â€Å"Yesterday, December 7, 1941, a date which will live in infamy, the United States of America was suddenly and deliberately attacked by naval and air forces of the Empire of Japan†¦As Commander-in-Chief of the Army and Navy, I have directedRead MorePearl Harbor : Could It Have Been Prevented?1997 Words   |  8 PagesPearl Harbor: Could it Have Been Prevented? Yesterday, December 7, 1941 — a date which will live in infamy — the United States of America was suddenly and deliberately attacked by naval and air forces of the Empire of Japan (((Frost))). This famous quote is recognized by many across the world. Franklin Delano Roosevelt made that quotation after the Japanese attacked the U.S. airbase in Hawaii. Many people have believed, however, that this attack could have been prevented. The attack on PearlRead MoreIntelligence Failures and Political Realism548 Words   |  2 PagesIntelligence Failures and Political Realism Intelligence Failures: Following the terrorist attacks on the World Trade Center, the Pentagon and Flight 93 on September 11th, 2001, U.S. security and intelligence leaders scrambled for an explanation. While a great many questions over what transpired on 9/11 remain unanswered even to this day, one certainty is that American intelligence experienced its most glaring historical failure since the attack on Pearl Harbor. How these intelligence failuresRead MoreThe Intelligence Failure Of Pearl Harbor3558 Words   |  15 PagesIntelligence failure is not a phenomenon which is new. Over the last hundred years there have been repeated cases of Intelligence failure. When the Intelligence community failed, it often led to significant repercussions for the political side. Sometimes the failure led to massive loss of life like in the example of Pearl Harbor in 1941 and the attacks on the twin towers on September 11, 2001. Most of these cases have been well analyzed and have led the policy makers to adopt reforms to prevent future

Standardization of Talent and Performance Management Internationally

Question: Discuss about the Standardization of Talent Management and Performance Management Internationally. Answer: Introduction The purpose of this memorandum is to identify and present the arguments on the issues of standardizing HR processes of talent management and performance management in our companies operating and providing services in Australia, France and Indonesia. It strategically important to consider the differences in definitions and procedures of talent management in all these three countries as well as to understand how performance is assessed in each country, whether it is pay for performance or forced distribution. Talent management of high potential and knowledgeable workers is a critical and strategic component for the sustainable competitive advantage in the global marketplace(Vaiman, et al., 2012). Most of international businesses are struggling to attract, develop and retain the scarce talent in its home and host country. There are multiple competitive challenges from the global perspective such as economy, socio-cultural differences and institutional aspects/distance (government)that i mpacts the talent management and performance management in an organization. The theoretical and empirical evidences have positioned culture as an antecedent, mediator and moderator and concept of institutional distance that should not be ignored when considering international expansion and transfer of HR policies and practices as it becomes more complicated with greater distances(Edwards, et al., 2016). Therefore, before we impose a common HR system, it is critical to identify and analyse the impact of these factors on following components: talent management (workforce planning, job design, recruitment and selectionincluding onboarding process, talent deployment) and performance management (rewards and recognition,training and development, career mapping, leadership development and succession planning)(Vance Paik, 2015). This memo will provide the theoretical evidences to support my argument on the issues followed by the recommendations against imposing common system of HR processe s in the conclusion to determine that the component of talent management and performance management that works for Australia will not necessarily work for France or Indonesia. Major components influencing standardization of HR system Culture and institutional distances are two major components that we should consider before planning and making any decisions. The understanding of cultural values will be invaluable to deal with the employees reaction to our organizational culture, policies, rewards and system across our global operations. Cultural Context The cultural and work ethics of management practices that is effective for our Australian employees will vary from those of French and Indonesian employees. Culture is a system of values (individuals belief) and norms (prescribed behaviours) shared between group of people that constitutes design of their living in a specific society, further influenced by religion, social structures, languages, education and so on. Therefore, to avoid any disappointing results it is essential for us to ensure that we and our business managers/leaders are knowledgeable about these factors to understand reasons and motivations linked to specific behaviours and cultural norms(Vance Paik, 2015). I have explored and presented my findings based on Hofstede and Globe study followed by the considerations of these researches below: Hofstedes Model of Cultural Dimensions According to Geert Hofstede, national culture cannot be changed, but we should try to understand and respect it. His study is considered one of the most comprehensive study of national culture measured on the spheres of interpersonal relationships and hierarchies that influences workplace values. Initially, his study identified four dimensions in national culture. These four dimensions were power distance, individualism vs collectivism, masculinity vs femininity and uncertainty avoidance. Hofstede and Bond later added fifth dimension of Confucian dynamism (Vance Paik, 2015; Shuaib, 2012). It further became 6-D model after collective research by him, Gert Jan Hofstede, Michael Minkov and their research teams (Hofstede Insights, 2018) that added indulgence as sixth cultural dimension. GLOBE Study This is most recent and comprehensive research on culture and its impact on leadership. There are nine cultural dimensions that explains distinctiveness of culture across countries which influences effectiveness of leadership from global managers perspective. Six out of nine cultural dimensions replicate Hofstede findings, these were uncertainty avoidance, power distance, institutional and in-group collectivism, gender egalitarianism and assertiveness orientation and the other three cultural dimensions discovered under Globe study were future orientation, performance orientation and humane orientation (Vance Paik, 2015). Collective definition of Hofstede and Globe Studys cultural dimensions Power distance Deals with the society or individuals acceptance to inequality (distribution of power). Individualism vs collectivism Individualism is the degree in which the individuals interest prevails over groups interest within a society. Collectivism is interdependence in which people belonging to a group take care of each other in exchange for loyalty. Under Globe study, it was separated into institutional (Collectivism I) and in-group collectivism (Collectivism II). Institutional collectivism is concerned with organization and national institutional practices and in-group collectivism is individuals pride and loyalty towards family or organization. Masculinity vs femininity Masculine here means what motivates an individual to be the best such as competition, achievement and success whereas feminine is to like what you do such as caring others and quality life. Under globe study, it is more like gender egalitarianism vs assertiveness where feminine culture means cooperation and masculine culture means competition to achieve goal. Uncertainty avoidance It is a tolerance towards unpredictable such as being threatened by unknown or ambiguous situation. Confucian Dynamism (long-term vs short term orientation) this describes how an individual or society deals with the present or future challenges while maintaining links with its own past. Assertiveness It is an extent to which individuals are assertive, confrontational and aggressive in the relationships. Future Orientation This means planning or investing for future. Performance Orientation - Encouraging and rewarding for performance improvement and excellence. Humane orientation - Encouraging and rewarding for generosity and care(Vance Paik, 2015). Indulgence The extent to which individual controls their desires and impulses based on how they socialize. Indulgence is a weak control and restraint is a strong control(Hofstede Insights, 2018). Considerations of Cultural Dimension of Australia, France and Indonesia We can distinguish the cultural values of Australia, France and Indonesia based on cultural dimensions of Hofstedes 6-D model and Globe Study. Below is the explanation of cultural dimension of each country that we should highly consider as it impacts talent and performance management: The cultural dimension score on Figure 1 demonstrates variations in power distances between three countries where Australia is a lower power distance and Indonesia is a higher power distance country. Even on globe study (Figure 2), power distance for Australia is lower than average globe score. Considering the scores of both study, it can be said that employees in Australia are more motivated for the power need and will more likely feel that positions with power and authority are attainable(Moberg Leasher, 2011). France is high on power distance in cultural practices but relatively low on societal value. They dont expect equal distribution of power, so have one or two level of hierarchy Referring to Figure 1 and 2, it can be said that employees in Australia are more performance oriented, high on gender egalitarian (Masculinity) as compared to France and Indonesia means there is desire of equity. They pride in their life successes and achievements which are linked to decisions of hiring and promotions at workplace. They resolve conflicts at individual level and their goal is to win.In-group collectivism (individualism), Australia in terms of societal value is higher than France and Indonesia which demonstrates individuals behaviour towards self and their families, hence making them self-reliant and initiative. From the business perspective, the hiring and promotion decision of Australian employees are based on merit or performance and their capability to do and they are valued for being competitive. Whereas in France, power distance and individualism go hand in hand which means superiors are privileged and employees are not comfortable expressing their views and opinions even if they have good knowledge or opinion (Fig 1 3). It is somewhat towards feminine culture which is indicated from its welfare system that has 35-hour work week, five weeks holidays per year and focus is on quality life instead of pay. They are more towards benefits and pay then power, top managers earn less even if they have power. Indonesia (Figure 1 and Figure 4) is relatively low in individualism and high on collectivism which means people here strongly prefer defined social framework. They look towards their superiors for everything and respect their decisions. This makes them more family and group oriented. The leaders avoid performance appraisals and feedback to avoid conflicts that reduces the field performance improvement(Rhodes, et al., 2008). Indonesians are on medium or low in gender egalitarianism who are more attracted to status and success symbol which means its not always material gains that motivates them. Position matters to them and they have concept of gengsi means outward appearances(Hofstede Insights, 2018). They believe in lifetime employment coupled with promotions that stops them from taking risk to be innovative(Rhodes, et al., 2008). Indonesia and France are more future oriented than Australia from average globe score means they have pragmatic culture. They believe in propensity to save and invest for future whereas Australia having normative culture who focus on achieving results than saving for future. In terms of uncertainty avoidance, Australians and Indonesians (with medium score Fig 1) accept the current norms, rules and structure whereas French people do not like surprises and they strongly believe in structure and planning. They want to be prepared with all the information that can impact their work(Hofstede Insights, 2018). Therefore, it is critical to consider all these differences in cultural dimensions that differs for each country and will be required to design our talent and performance management program that will help us to motivate and retain our current employee as well as to attract prospective employees. Institutional Factors National culture plays a significant role if we are to standardize our HR system, but there are many institutional factors that we need to consider too. The laws, rules and regulations are different for each country in terms of employment. Australia In the industries of Australia, the concept of talent management has been incorporated to focus on the fact that the right person is engaged in the right job. However, many institutes put their effort in attracting employees in the companies with hardly any focus on their development and sustenance. Being one of the critical factors that enhances the ability and production of the companies, the institutes must render greater attention in managing the talent of the employees (Nankervis et al. 2013). The companies in Australia have started incorporating HR practices in a way so that they do not suffer from talent risk and mitigation. They are trying to develop the skills in the employees by providing them with developmental opportunities through job training and various learning modules. Various laws framed after investigation of cases relating to employee exploitation by labour hire industries have been regulated in the nation. The companies human resource personnel are striving to adopt measures so that there is no accessorial liability under the Fair Work Act 2009. The parliamentary has been initiating measures to license regimes for the labour hiring industries so that they effectively engages, manages and develops the employees. Attracting employees with high potential for critical business roles is an ongoing challenge in the Australian scenario. The industries have not yet been able to invest in the retention and development of the key talents that they have that are affecting the competitive advantage (Lamba and Choudhary 2013). For managing the performance of the employees, offering flexible working arrangements like fixed time, appraisal means, leave and other factors needs incorporation. Hearing the requisites of employees would regulate effective manageme nt and render greater productivity. France According to the joint web survey conducted by Boston Consulting Group and European Association for Personnel Management, talent management was one of five HR challenges and a least important HR function for European organizations (Boston Consulting Group, 2007) in last decade (through 2015). Apart from this, the country has been reported to have a decrease in public employment that seeks planned reforms. The industries have been trying to reduce costs and improve the performance of the working force that includes the policy to replace 50% of the retiring staffs (Bouville and Alis 2014). The companies are seeking to reconstruct and reallocate measures. Voluntary departures with leave allowances are being encouraged to ensure the employee performances. In order to bring out the talents from the potential employees, leadership and guidance are being provided with greater concern. The HR strategies are getting reframed and the policies are being strategized in a way so that it also conn otes to the requirements of the employees. Even in France, the industries are modifying working conditions and equal opportunities for equal work measures that the ministries are presently being engaged with. According to report by the World Economic Forum, in national competitiveness, France ranks to be on a very superior position compared to most of the other countries. The employees of the firms find great satisfaction in their work, however, many of them has shown their disliking for the supervisors and managers. In case of the other countries, there is a prevailing parity in between the employees and their managers that renders greater production. The work ethics in the business environment of France is also stronger compared to the Australia and Indonesia. However, study on the leading economies by TNS Sofres in the year 2007 shows that France in unique in the middle management but the lower level work force in the companies are largely disengaged from their companies. The chief problem being a lack of parity between the leaders and the workers affects the management of employees that fails to assess their talents. Apart from that, the industrial factors in the nation have been posi tively influencing better performance and production as a whole. Indonesia There are few local factors to consider before we standardize our HR processes in Indonesian operations. One of the chief factors is the religious culture affecting employee management in the industries of Indonesia (Widyanti et al. 2015). Majority of the Indonesian population are Muslims and thus, there is a need to accommodate their religious Islam practices which are not applicable in our Australian and France operations, such as: Requirement to pray five times a day Avoidance of alcohol One month fasting and religious celebration during the month of Ramadan Indonesians are generally tolerant towards other religions but believe atheism incomprehensible and uncomfortable. Thus, it serves to be a major influence on the performance of employees. Considering the business competition in the country, the companies are far from reaching their standards for which they need to improve the performance of the employees. The country being a convergence of people with varying linguistic and diversifying culture, it becomes difficult for human resources to integrate a certain mindset into the millions of people (Chandrakumara 2013.). The prevalence of father figure attitude towards the managers serves to be the standard of authority. The managers often having a frustrated attitude fails to determine the reasons behind business problems. These are the factors on which the country needs to work upon. The companies lack coherency and mutual trust and understanding that results to poor performances of the employees. Conclusion Following my analysis above, it can be said that national culture certainly influences the work effort and commitment of an employee, either directly through cultural values and attitude or indirectly through its influence on mandatory global HR practices(Rhodes, et al., 2008). It does play critical role when we are looking to impose common HRM practices. Below are my observations and recommendations: The pay for performance that works for us in Australia will not work for France and Indonesia as the employees there take less initiative and risk to prove their capability. Hence, we must integrate methods in a way so that they have the will to work in any part of the countries. All the companies irrespective of their place of operation must have an integrated and set of rules that applies to all the employees. Equal opportunities must be given to all the employees with a relaxing work structure with low stress that would increase production. Various factors affect the employee performances and talent management in the organizations in the nations. Thus, the countries must engage and incorporate employee rules and regulations, backed by laws in such a way so that it does not affect the productivity as a whole. With the incorporation of integrated methods that would account to good employee relations and proper working environment, managing talent and performance of the employees would become easier that would increase the productivity irrespective of the operational countries of Australia, France and Indonesia. References: Bouville, G. and Alis, D., 2014. The effects of lean organizational practices on employees' attitudes and workers' health: evidence from France.The International Journal of Human Resource Management,25(21), pp.3016-3037. Chandrakumara, P.M.K., 2013. Human resources management practices in small and medium enterprises in two emerging economies in Asia: Indonesia and South Korea. Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of employees.International Journal of Advancements in Research Technology,2(4), pp.407-423. Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2013. Human resource management: strategy and practice. Widyanti, A., Susanti, L., Sutalaksana, I.Z. and Muslim, K., 2015. Ethnic differences in Indonesian anthropometry data: Evidence from three different largest ethnics.International Journal of Industrial Ergonomics,47, pp.72-78.

My Narrow Escape free essay sample

Whenever my mind travels over the past events in my life, one incident stands out prominently to remind me of the narrow escape I once had from almost certain death. It was a plane crashed accident. It was a sunny day, the 777 Boeing plane was on the way from Honking to Confiscator. Everything was good and I was very enjoyable. I was sleeping and assured that this trip would be k, nothing would happened. At about 9 focal in the morning , our plane had arrived In the territory of united State In Californians State. The captain of the plane made an announcement and wanted all passengers to wake p and deleted their settable.I was very excited because 10 more minutes I would stand on the land of USA. So I looked through out the window. Strangely, I saw a little smoke from the left engine, I wondered if that smoke didnt come from the engine and from something else, but when I look closely it was clearly come from the engine and there was fire in it. We will write a custom essay sample on My Narrow Escape or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Therefore, I immediately loosen my safety belt and told the flight attendant, so she came with me and looked through out the window, seeing the smoke so she rushed vastly through the captain room.After 2 minutes, the captain informed passenger about the failure of the left engine and wanted everyone not to lose their self-control. Cry and scream was on the plane so loudly so I couldnt hear any attention clearly. What in my mind at that moment was: Me all goanna die Smoke came more and more from the engine and I saw the left engine was stalled. The plane lean on the left side and then right, It Just keep staggered side by side. Ladies and gentlemen, the plane is going to land on SFA International Fairport with 1 engine left. Please fasten your safety belt.Then take out the air-bag above your seat ND follow the instructions by our captain. Thank you. Then: Boom ,the tail of the plane hit the sea-wall of the run way and flame was burning at the bottom of the Boeing. I was so scared that I couldnt open the settable so I thought: If toasted. Luckily, the flight-attendant came vastly to me and used a scissor to cut the settable, therefore I ran Immediately out of the plane through the emergency exit door. l was safe, thanked Jesus, I might have been killed by the smoke or the fire in the plane. That was indeed a very narrow escape, an escape I shall never forget.My Narrow Escape By Punctuation assured that this trip would be k, nothing would happened. At about 9 oclock in the morning , our plane had arrived in the territory of United State in Californians State. Up and tighter their settable. I was very excited because 10 more minutes I would any attention clearly. What in my mind at that moment was: We all goanna die The plane lean on the left side and then right, it Just keep staggered side by side. Boeing. I was so scared that I couldnt open the settable so I thought: Im toasted. Therefore I ran immediately out of the plane through the emergency exit door.