LEGAL ASPECTS OF INTL BUSINESS Assignment Example | Topics and Well Written Essays - 250 words - 3

LEGAL ASPECTS OF INTL BUSINESS - Assignment Example Some of the criteria for evaluating foreign investment proposal include: conformity of the document package with the requirements provided, conformity of the investment project and the priorities of the host country, ability to contribute to positive effect on the economy, conformity of the project to internationally accepted definition of investment project, and the quality of investment project. The types of free zone include the Free Trade Zone, the Free Port, and the Processing Export Zone (EPZ). A Free Trade Zone is a geographical area where trade flows are permitted and unrestricted. A Free Port is a Free Zone that is specifically linked to a seaport or airport (The Meneren Corporation 2005). Export Processing Zone is an area in which foreign firms produce goods for export and receive special incentives. A bonded is a restricted building or secured area where goods may be stored, manufactured, and transformed free of duty. The ownership rights of such areas or building may be possessed by the state or private enterprise. Once the goods enter the warehouse, the importer and the owner of the warehouse incur liability under a

Education and youth integration into European labour markets the case Study

Education and youth integration into European labour markets the of Balkan countries - Case Study Example e employers recruits & selects the most efficient and smart candidate who is a blend of adaptability, flexibility, vision, critical thinking and charisma. Hence, it is justified to argue that the above mentioned consequences are fruits of globalization that potential employees of 21st century have been reaping in an extremely challenging, complex and unstructured business environment. Education, in this scenario, plays vital role because it informs and shapes the mindsets of youths, who are would-be employees. In fact, the purpose of education is to provide students an insight over contemporary challenges in their society, sharpens their critical thinking / intellect and mentally prepares them for any adverse or favorable future outcomes. For instance, the students learn how they could assimilate pressure and upgrade themselves to comply with modern rules, expectations and demands. This paper will throw light in detail how different kinds and levels of education shape the access of y oung people to jobs of varying advantage and the smoothness of the transition from school to work. The researcher will specifically take into consideration the educational policies, frameworks and models presently implemented in European Union to enhance educational level and prepare students to successfully commence their careers in an uncertain and unpredictable external business environment. It should be emphasized that education may resolve financial problems that are actually the root cause of societal unrest and uncertainty. In other words, the uneducated have become outliers since they barely find any respectable employment opportunity, thereby contributing to growth of unprivileged classes. However, it should not be confused that only free market economic system and capitalism has...The interaction and coordination among people has improved tremendously in last 3 decades after the advent of internet and subsequent use of desktop PCs, laptop notebooks, Personal Digital Assist ants, mobile devices etc. Indeed, there has been greater focus today on research and development function because every nation has understood that a country, with technological backwardness, may not succeed and prosper in today’s extremely challenging external environment.The importance of education in personal and financial development could not be denied. Without education, a person in 21st century could face oneself insecure and unsafe because of complexities, unpredictability and challenges. The educational systems across Germany and United Kingdom have focused on school-based and work-based training sessions, thereby reducing youth unemployment rates and contributing to youth integration in labor markets to a greater extent. Similarly, Austria, Denmark and Netherland also have low youth unemployment rates and greater integration levels. In contrast, France, Italy, Greece and Spain are among notable countries that have very high youth unemployment primarily because of les s focus on vocational specialization and work-based training. Most of the poor and economically unsound Balkan countries have been grappling with grave issue of unemployment, and provide limited educational facilities to every youth.

Detailed Character Analysis for Hally, Sam, and Willie Essay

Detailed Character Analysis for Hally, Sam, and Willie - Essay Example We learn about Willie through what Sam says to him concerning his dance partner: â€Å"You hit her too much. One day she’s going to leave you for good† (7). From this, we can gather that Willie does not like to admit his mistakes, as Sam had to draw the information out of him that Willie had beaten his dancing partner, Hilda. Willie also likes to blame others for his problems: â€Å"Before that I use to be happy. And is you and Miriam who bring me to Hilda and say here’s partner for you† (37). We can see that Willie can’t take responsibility for his own actions and takes his frustrations out on others, but we can see how he learned this type of response from the way he’s been treated and seeing how others around him react. Willie functions as a foil to Hally. We can see the same kind of reactions in Willie as we see in Hally. The difference is that Hally thinks of himself as superior to Willie when he really does the same things as that Willie does. This is one reason that Willie isn’t as well developed as the other two characters; he has served his function. We already have one main character that treats people poorly, but Willie functions as the character that highlights Hally’s hypocrisy, and so we don’t need to know that much else about Willie. As previously mentioned, the main portion of the play takes place in conversations between Sam and Hally. Hally is a young, white, school age boy that has picked up his attitudes towards Sam and Willie, the servants, from his parents. It extends further than just how he degrades them when he’s angry at them; it includes how he feels superior to them as revealed in his everyday speech with them: â€Å"Act your bloody age†¦Cut out the nonsense now and get on with your work. And you too, Sam. Stop fooling around† (13). Even though the boy is does not earn the best grades in school, he considers himself intellectually superior to Sam and feels the need to instruct him: â€Å"Tolstoy may

Abacus Business Solution Case Study Example | Topics and Well Written Essays - 1750 words

Abacus Business Solution - Case Study Example Industry Definition Point of Sale is the checkout place where a transaction is completed. In other words, it is the point where customers make payments for the goods or services they have purchased. POS systems are usually used by retail industry and restaurant industry. However, in this context, the study will focus only on the restaurant industry. According to David Gilbert, COO of the National Restaurant Association, POS systems are one of the most essential tools for a restaurant as it helps to make their business operation secure, fast and reliable. POS systems are simply the synthesis of hardware and software and business model of the companies belonging to POS industry is also simple. In general, the supply chain model of the POS industry includes POS manufacturers and developers, POS distributors, POS VARs and business owners. Figure 1 –POS Supply Chain Model Some of the major players of POS industry are Micros Systems, Inc., Restaurant Data Concepts and NCR among others. The industry is characterised by variety in product features, services and prices. According to the reports published by IBIS World, the industry reached a value of $1.2 billion in the year 2012. The industry growth rate is 1.8 % annually, but it is expected that, the growth rate will be 2% for the next five years. The major customers of this industry include hospitality sector, retail sectors, and foodservices sector. The share of revenues of POS industry is presented below. Figure 2 – Share of Revenue in POS Industry

Change Management Essay Example for Free

Change Management Essay INTRODUCTION Many flaws can be found with the classical approach, the birth of which is widely accredited to Fredrick Taylor, in particular how employees became bitter and angry with the levels of managerial thuggery (Rose 1988) that Taylor promoted. There already existed high levels of worker-management conflict, and Taylors approach merely heightened the tensions that it had set out to tackle. Taylors view, and later, Henri Fayols view of how an organisation could be managed solely focused on the productivity of the worker and how efficiently work could be carried out. It did not take into account the morale of employees or any of their emotional needs, resulting in a workforce which became increasingly dissatisfied with their working environment. Mayo and Maslow developed an approach which was more emphasized on the management of worker morale and leadership rather than merely viewing employees as greedy robots (Rose 1988). This theory, which would evolve into what is known as the Human Relations approach to management, was focused on the thought that a happy and satisfied employee was a more productive employee. CLASSICAL APPROACH. The classical approach to organisational management (1900-1930) emerged from the Industrial Revolution and was born out of a necessity to replace the trial and error approach, which was prevalent prior to this, with a more  focused and consistent approach to how an organisation should be managed. This new approach was focused on the efficiency of an organisation and in improving the performance and output of its employees. The classical approach can be divided into three main areas, scientific management, bureaucracy and administrative management. . (_Managing Change. Bernard Burnes)_ Fredrick Taylor (1856-1917) viewed the management of organisations production efficiency as a science and he is accredited with being the father of scientific management. Taylors view was that there was one best way to perform a task and his approach focused on breaking down each task so that it could be performed in the most efficient way. His research was heavily influenced by the studies of Frank and Lillian Gilbreth(1914). While Taylor was determined to reduce the time it took to complete a task, the Gilbreths tried to reduce the number of motions taken to complete a task. Taylors opinion was that _human beings are predisposed to seek the maximum reward for the minimum effort_ _(Taylor 1911)_ and to counteract this, managers must closely supervise workers to ensure that each predefined step in a task is carried out correctly. By breaking down each work process into smaller tasks controlled by the management, the knowledge required by workers about the work process is reduced. Workers become mere cogs in the machine that is the organisation, and can easily be replaced, as minimum training of a replacement worker is required. This in turn increases the managements control as the workers no longer have a monopoly of knowledge about the work process and cannot use their knowledge as a bargaining tool. Taylor, like the Gilbreths, believed that in order to increase a workers productivity, he should be motivated by monetary rewards for the amount of work he carries out. _When a naturally energetic man works for a few days beside a lazy one, the logic of the situation is unanswerable Why should I work hard when that lazy fellow gets the same pay that I do and does only half as much work? (Taylor 1911)_ While Taylor and the Gilbreths were focused on improving the productivity of  individual workers at task level, Henri Fayol (1841-1925) with the administrative approach, was focused on efficiency at organisational level, top down as opposed to bottom up(Fayol, 1949). Fayols principles of organisation are; division of work, authority, discipline, unity of command ,unity of direction, subordination of individual interest to general interests, remuneration, centralization, scalar chain, order, equity, stability of tenure of personnel, initiative, and esprit de corps.(Mullins,1989:201-3). Max Weber (1864-1924) developed the theory of bureaucratic management which, similarly to Fayols approach, was focused on the overall structure of an organisation. According to Weber a bureaucracy must have a number of distinct characteristics. It must have a hierarchical chain of command, where each employer is answerable to a superior, therefore power flows from the top down. Division of labour, where each task is broken down into smaller tasks, with different employees working on each separate part of the task. Each employee is selected on merit and qualification only with no bias shown to favourites. Formalised and detailed rules and regulations must be set out. HUMAN RELATIONS APPROACH The beginnings of the Human Relations approach can be traced back to studies on worker fatigue which were carried out while the scientific approach was still being established, and it is fair to say that both approaches overlap. Elton Mayo (1880-1949) expanded on these studies in the 1930s, most notably with his Hawthorn experiments. (_Managing Change. Bernard Burnes)_ Mayo did not believe that workers were only concerned by monetary rewards, but instead suggested that by having their social needs met at work they would in turn be more motivated and their performance would improve. In his experiments he divided workers into groups and studied how their productivity responded to changes in the environment such as lighting and working conditions. To his surprise the worsening working conditions did not lead to worker productivity declining, in fact productivity increased. This  led him to conclude that workers motivation was increased by better communication, as the workers were consulted with prior to, and throughout the experiments. It was also concluded that workers performed better when they were in a team, and when they were receiving greater attention from their managers. (_http://tutor2u.net/business/gcse/people_motivation_theories.htm_ ) Abraham Maslow (1908 1970) developed a management theory which is referred to as Maslows Hierarchy of Needs, as shown below. (image. http://chebri.com/commitment-maslows-hierarchy-of-needs-and-herzberg-theory-of-hygiene-motivation-in-business/) Maslow believed that in order for a person to concentrate on the higher needs, first his lower, more basic needs must to be satisfied. He argued that once a persons lowest level physiological and safety needs are met; the higher level needs become more important to them. For example in a management situation the physiological needs of an employee are things like adequate lunch breaks and sufficient wages. The safety needs are met when a safe working environment is provided. Social needs are satisfied when there is a sense of community in the working environment. The esteem needs of employees are the needs for recognition from superiors for work carried out and achievements. Self Actualisation is the need of an employee to reach their full potential, this need changes, as different levels of potential are met the employee then needs to attain a higher level. .(_http://www.netmba.com/mgmt/ob/motivation/maslow/_ _)_ Douglas McGregor (1906-1964) stated that there are basically two types of manager, one who had a negative view of his employees and the other who had a more positive view. In his concept he called the negative view Theory X, and the positive one Theory Y. Theory X assumes that employees do not like work, and a threat of punishment is required to ensure that they perform to required standards. It is also of the assumption that workers do not have  any ambition and will avoid responsibility; they are primarily interested in security. Theory X could be used to describe the Classical approaches to management. Theory Y managers on the other hand take the human relations approach and assume that work is natural to people and can be a source of satisfaction to them. Theory Y managers believe that workers will seek responsibility and are motivated to meet goals. McGregor believed that managers who adapted the Theory X approach created an environment where workers were only motivated by financial or material gain, whereas Theory Y managers created a workplace where employees were more responsible and more willing to contribute. McGregor came to the conclusion that organisations needed to adapt the approach set out in Theory Y, which is essentially the human relations approach_._ _(Burnes. Managing Change)_ MODERN ORGANISATIONS For the purpose of this essay extensive research was carried out on the approaches that modern industries take regarding management. Information gathered from an interview with an employee of ESB Ireland, an electricity supplier which is one of the largest employers in Ireland, gave a unique insight into how this particular organisation continues to put into effect many facets of the human relations approach. Eoghan, who is employed as an electrical engineer, provided documentation and described how at the beginning of each year all employees have a one to one meeting with their manager to discuss and agree upon goals which they then attempt to achieve throughout the year. The employee is provided with guidance from their manager regarding the work processes on a continuous basis. The diagram shown below, which is taken from the ESBs performance and development document, illustrates how formal and informal communication between manager and employee is seen as essential and is maintained throughout the year. _(Performance and Development Document ESB 2014)_ Coaching is also provided on a one to one basis with employees when it is  required. _Coaching is a proven means, carried out in a confidential manner, by which more individual potential can be unlocked to achieve higher levels of career and business performance_ _(ESB Performance and Development Document 2014)_ Through researching a case study carried out on building materials group CRH, similar approaches to performance management were identified. The CRH approach to performance management is broken down into three areas which are almost identical to those taken at ESB, these are; planning, coaching and reviewing. As is the case at ESB the work processes are carefully structured and discussed with the employee in the planning stage. Coaching is also carried out for each employees specific needs which in turn increases knowledge and improves communication. In the review stage each employee is assessed individually and given the opportunity to respond to feedback. _Self-assessment, collection of information, appraisal and a review meeting all drive performance improvement_ _(http://www.business2000.ie/pdf/pdf_10/crh_10th_ed.pdf)_ CRH are of the view that it is essential that employees are capable of working on their own initiative or as part of a team, as they state in their candidate requirements that candidates must have; _Ability to work on own initiative and as part of a team_ _Ability to analyse situations and develop innovative solutions_ _Problem solving ability_ _(http://www.business2000.ie/pdf/pdf_4/crh_4th_ed.pdf)_ CONCLUSION Its understood that the most important asset of any organisation is its employees, and trying to retain the services of these employees. The classical approach to management does not take this into account and instead is solely concerned with increasing productivity and extracting the maximum labour from its workers. It can be argued that the classical approach increases productivity and raises the output of each employee; however, in the long run it does not lead to a satisfied and contented workforce. This approach is dated when it comes to the fast paced business environment that exists today. In most modern workplaces it is essential that workers are capable of working on their own initiative and making important decisions themselves, the classical approach to management does nothing to promote or nurture these skills, and in fact it discourages them. The classical school of thought is that there is one best way for all organisations to be structured and operate _(Burnes. 2004)_, however, as established through this research, the approach that ESB takes disproves this theory, as each employee is treated as an individual and encouraged to provide opinion on how the work process should be structured and best performed. The meetings and one to one contact with managers gives the employee a clear understanding of what is expected of him and improves communication between the employee and management, which is one of the core aspects of the Human Relations Approach. These initial meetings as well as the guidance which is provided throughout year to the employee by ESB management is clearly influenced by Mayos conclusions following the Hawthorn experiments that employee morale and performance increased with better communication and prior consultation to the work process. _(Burnes. 2004)._ The coaching sessions which are provided at ESB help to improve skills and self-confidence in employees as well as providing management with the assurance that their workers are competent and performing to a high  standard. This type of approach to coaching and continuous improvement and learning is in direct contrast to the ideals of the Classical Approach, and particularly to Fredrick Taylors. Taylor believed in reducing employees knowledge about the work process rather than encouraging learning and understanding. By reducing the workers knowledge he believed that management had a greater control over their employees (_Burnes. Managing Change)._ The view taken by ESB is completely different, as they believe that the more skilled and confident that an employee becomes, the greater an asset to the organisation he will be. By providing training and coaching to employees ESB are investing in human capital, which means the more skilled an employee becomes the greater his economic value is to ESB_._ _(http://www.investopedia.com/terms/h/humancapital.asp)_ There is a quote from CRH that appears in the case study which was researched which proves that their organisation embodies almost every aspect of the Human Relations approach; _The challenge for CRH is to be a Group that attracts and retains people_ _not just because it is an industry leader but also because it provides a_ _culture and working environment which creates opportunities for all_ _employees to grow personally and professionally._ _(http://www.business2000.ie/pdf/pdf_4/crh_4th_ed.pdf)_ Tesco.http://businesscasestudies.co.uk/tesco/developing-appropriate-leadership-styles/leadership-styles.html#axzz3JGcBkQ5Y REFERENCES http://iosrjournals.org/iosr-jbm/papers/Vol14-issue6/A01460105.pdf?id=7380 http://education-portal.com/academy/lesson/frederick-taylor-theories-principles-contributions-to-management.html http://www.fordham.edu/halsall/mod/1911taylor.asp http://tutor2u.net/business/gcse/people_motivation_theories.htm http://chebri.com/commitment-maslows-hierarchy-of-needs-and-herzberg-theory-of-hygiene-motivation-in-business/ http://www.netmba.com/mgmt/ob/motivation/maslow/ _http://www.business2000.ie/pdf/pdf_4/crh_4th_ed.pdf_

The Impact of Exports on Firms

The Impact of Exports on Firms INTRODUCTION The analysis in this report deals with the question of whether firms that start exporting become more productive, that is better of when they involve in intrenational trade or are already very productive before they embark on international trade. Firstly, and most importantly, we note the empirical findings which indicates that exporters are better of than non exporters. Some studies confirm facts from numerous countries, which imply that on average, exporting firms are more productive and more capital intensive, because they pay higher wages and have larger scale of production. There are two mechanisms which can confirm that there are positive correlation between firms productivity and its exports status. The first hypothesis is the self-selction hypothesis, which talks about firms that were previously productive before engaging in export activities to compete in international competitive markets. Then the second hypothesis, is the learning by exporting hypothesis which refers to firms that learn different things and expertise that enables them increase productivity and level of efficiency by entering into the export market. The cause for the increase in productivity in the learning by export hypothesis, is the access to new and improved and ofcourse more advance technologies, product designs , technical and amangerial expertise plus economies of scale, these all contribute to the general improvement. Recent studies by Aw Chung and Roberts(2000) for Korea and Van Biesebroeck(2006) for Cote- d’ Ivore have recorded that firms experience significant productivity rise after entering the export market. According to Melitz(2003), Benard et al(2003) and Clerides et al(1993), provid etheoritical evidence that firms have to be more productive to over sunk costs and enter international markets which supporets the self selection hypothesis rather than the learning by entry hypothesis. Also Damijan et al (2005) in his study in Slovenian firms indicates that in average higher productivity is vital for firms that start exporting to improve markets and not for firms that target developing countries. Some other studies have also found evidence in support of both self selection and learning by exporting effects. DISCUSSION AND RESULTS The data set used analyses and provides some evidence on the difference between exporting and non-exporting firms. The result of the estimation is for self-selecting and learning by export hypothesis at the firm level looking at the hotel industry. Productivity is often estimated as the deviation between observed output and the output prredicted by a Cobb-Doughlas production function estimated by an Ordinary Least squares. The regular approach used to measure TFP suggests estimating production function using an equation to obtain the elasticities of turnover with reverence to inputs such as capital, labour and intermediaries. We also Augument the production function with another variable export , and we do this because we want to consider the extent to which exports increase productivity. The production function estimation is written below as; Ln(Y)it = ÃŽ ²0 ln (C )it + ÃŽ ²1 ln (L)it + ÃŽ ²2ln(K)it + ÃŽ ²3ln(M)it + ÃŽ µit. Y represents the firms autput for example, a firm’s turnover, L is the firms input in time t, K is the capital stock, M are the materials while C is the Hicksian neutral level of efficiency, ÃŽ µit is the producer specific deviation from the mean value, ÃŽ ²0 is a mean efficiency level across firms in time t. (Van Beveren, 2000). To calculate the TFP , following the standard appraoch, two steps are used. First is to estimate the elsaticity of the output using the inputs (labour,capital and intermediates), the second step then involves obtaining TFP as a sum of the residual from the equation. The problems associated with the production functions are; endogeinity of input choices, selection bias, imperfect competition in inputs and output markets, omitted variables,estimation product level. This simultaneity is present because productivity is said to be known to the profit-maximizing firms( but not the econometrician). When they choose their input levels. (Marshak and Andrews 1994). Firms would increase the use of their imputs in relation to positive productivity shocks. The simultaneity biases can be downward on capital and upward on labour and material. When this is the case, we are faced with the empirical question of whether it is likely to vary by sector or dependent on the balanced inputs. The OLS estimation of the production function would in turn produce biased estimates due to lack of knowledge for the unobserved productivity shocks. A fixed-effects estimator would possibly solve the problem of simultaneity if we assume the unobserved, firm specific productivity i s time invariant.(Yasar,M. et al 2008). Some of the problems associated with the production function should be seen in the OLS regression table in figure 1, then we will check if theses problems were corrected or fixed by the fixed effect regression in figure2 because the fixed effects is one of the traditional means of solving the problem of simultaneity bias. When OLS estimates of production functions are biased, they lead to biased estimates of productivity and the important quantity for the estimation question. Olley and pakes also introduces a semi parametric method that comtrols for these biases seen in a Cobb-Doughlas production function, allowing us to estimate the production function parameters consistently and thus obtain dependable productivity estimates. The coefficients in figure 1 are correlated with the error term and there is heteroscadisticty in our data, but notwithstanding the robust clustering, our most important variables remain largely significant. Given that this is a cobb doughlas production function, our variables can be interpreted as elasticities. Summing up the coefficients capital, employment and intermediates will give us an indication of returns to scale (0.27+0.03+0.70 = 1) this shows virtually constant returns. After running the fixed effect regression in figure 2 we see that the problem of collinearity still persits even though the regressors are jointly significant, becausee the overall F statistic of 146.97 has a p-value of 0.000 In table 4 we compare the parameters estimated from OLS and the Fixed Effect regression. Whether the OLS coeficient on capital will be upward biased or downward biased depends on the degree of correlation among the inputs of productivity shocks. The fixed effects estimates differ quite considerably from the OLS estimates. The extent of each firms productivity shock differs over time and is not a constant fixed effect. The coefficients for each estimator, summed up to 1 as seen earlier which implies that there is increasing return for this industry. In production function estimation the key thing is the correlation between un observed productivity shocks and input levels. Profit maximizing firms react to positive productivity shocks by expanding output, which involves the use of additional outputs. Negative shocks lead firms to trim The most essential problem to be considered when a firm intends to engage in international trade is the entry mode in which the firm chooses to attend to the foreign markets(root 1987). Firms who fail to do this correctly will eventually become less efficient and depending on the market forces, on the long run could potentially be taken off the competition completely. in the case of the hotel trade, the higher the level of control on the external operation permits to alleviate the tendency towards the opportunism on the part of the hotels in two fold sense, first is property rights offer a greater potential to establish a richer rewarding system and secondly, the organisational culture shared by a chain of hotels and its hotels in property provides with a set of norms and values more alligned with the interest of the chain( Brown ,Dev 200). The variables that affect export performance in the hotel industry includes; managerial variables e.g staff, organisational variables e.g foreign activities, Environmental variables e.g market goal, Marketing mix variables e,g price, place , promotion. In common with other service organisations, hotels have traditionally had a great labour intensity, which invariably accounts for the greatest proportion of total hotel costs. Despite the pressure of productivity improvements in hotels, productivity managements has not progressed quickly. Hotels engage in alot of export activities as they have to satisfy there customers in other to improve productivity. The hotel inputs are the resources they basically need to run the hotels which are labour, capital, raw materials, energy and essentially customers. While using a single input as output production is seen as unsatisfactory, it is the continous combination of inputs factors that should be used to measure and accumulate total productivity of the industry. The variables which include managerial, organisational and environmental, indirectly influences the export performance of the hotel industry. The marketing-mix variables are directly in relation to their export performance. According to studies, it may be stated easly that the foreign market entry mode is not a determining factor of export performance. It may then be said that there is a dirct or indirect relationship between the entry mode and the export performance of a firm. The size and investment in training are said to be firm specific in detremining the advantages of export activities of the hotel industry. Some hotels lay emphasis on their advantages in marketing and concentrate on referal system and franchising, while others see themselves as providing a package of professional managerial and arganisational service which cover most stages in hotel operations (e.g Hilton international, which explicitly rejects the involvement solely through franchise agreements). For the sole reason of value of the value of a hotel to a customer which cannoit be seperated from its location, the choice of country from which the needs of hotel guests should be served, is not one which normally has to be made. As in the case of some essentialproducts, the loocationof hotels is counttry specific because they have to be situated where the tourists are positioned. There are also cases where hotels are located near the border of one country which touristd may pay day visits time to stay, or hotels sited in arears which are enroute to the final destinations of the travellers. What detremines the forem of involvement by foreign firms in the hotel industry? Such involvement ranges from 100% equity stake through to a franchising agreement with the minimum amount of influence consitent with protecting the name and reputation of the franchisor. The electic theory of international production provides a useful framework in explaining reasons for, and ways foreign involvement in international hotel industry. International hotel chain secures a standard service with certain characteristics demanded by their customers who are mostly foreign toursts, and they also operate on superior production function to hotels who only operate locally. This is because being a multinational hotel or invovlving in export activities, gives them a wider learning process gotten from dealing in different economic environments and also gives them the ground to source for more inputs to enhance both quality of services and competitiveness wit other hotels in the international market. Another reason they are better of than hotels operating llocally only is that, knowledge gotten firstly from servicing in their local market in combinatio with that of the foreign market, which is essentially done by meeting up with the needs of the foreign tourists, impr oves their overall productivity and inceases their turnover. CONCLUSION The relationship between the productivity of the hotel industry and export experience are robust or said to be very high. The average productivity is highest for the hotels that continously engage in international trade than hotels who only operate locally and those who exit the international trade. Firms that go into the export market have higher productivitybefore entry because they have enough turnover or profit to enable them engage in international trade. The self-selection hypothesis has higher productivity into the export market. There also seems to be a higher difference between exporters and non exporters as export experiences increases but this assumption is only limited to the enter and exit of the export market and not for continous exporters. (Bee Yan Aw et al, 1999) APPENDIX FIGURE 1 FIGURE 2 FIGURE 3 PARAMETER OLS FIXED EFFECT LINTER 0.6966 (0.017) 0.5321 (0.0363) LK 0.0349 (0.0057) 0.0249 (0.0085) LEMP 0.2748 (0.0163) 0.3798 (0.0367) SUM 1.006 0.9368 FIGURE 4 REFERENCE. Aw, Y.B., Chung, S., Roberts, M.J. 1999 productivity and turnover in the export market: Micro evidence from Taiwan and South Korea. P 1- 26. Berbel-Pineda, J.M.; Ramirez-Hurtado, J.M. 2011.Does the foreign market affect export performance? A case of the Spanish Hotel industry. Journal of business economics and management. P 302 312 Dunning, J.H., Mcqueen, M. 1981. The electic theory of international production: A case study of the international hotel industry. p 197-205 Levinsohn , J., Pai, B.P, Petrin, A. 2004. Production function estimation in stata using inputs to control for unobservables. P 114- 118 Poi, B., Raciborski, R., Yasar, M., 2008. Production function estimation in stata using the olley and pakes method. P 222-224

George Orwells 1984: Unmasking Totalitarianism Essay -- Literary Anal

The outlook to the future is usually one filled with hope. When failures of the past and present problems collide together, the future is often seen as a place of hope. This mindset was no different in Britain during the mid 20th century, especially in the late 1940’s. World War II had finally ended, the days of fighting Nazi Germany was behind everyone but present circumstances were bleak. Britain was still recovering from the effects of World War II and handling the transition of a new socialist democratic government. From the east there loomed Stalin’s Soviet Union with its communism government and Totalitarian ruling mindset. Many were oblivious to the facts surrounding communism and looked hopefully to it. The reason for this was as Mitzi Brunsdale states because of â€Å"all kinds of personal and social inadequacies† (139). Many in the west were discouraged with present conditions and looked to Stalinism for hope. Many of the â€Å"Western supp ort for Stalin often took the form of neo-religious adulation† (Brunsdale139). On the other hand, George Orwell stood in direct opposition. This resistance against the Totalitarian rule of Stalin was especially expressed in one of his most popular books called 1984, which â€Å"brings home to England the experience of countless who suffered in Totalitarian regimes of Eastern Europe† (Meyers 114). George Orwell through his life experiences and through the accounts of others had seen the dangers of Totalitarianism. In 1984, George Orwell exposed three dangerous aspects of Totalitarianism by showing the oppression of the individual's in the story in order to show the true nature of Totalitarianism. One of the first ways that Orwell exposes Totalitarianism through the oppression of the i... ...y to write a novel that so clearly shows the power of the state and diminish of the individual send chills to those who read his book. Even in the future, every reader is faced with the reality of the possibility of such a society existing. With technology advances and many history defining issues arising, the possibility of elements of the book coming true seems to become more and more of a reality. Works Cited Bal, Sant S. George Orwell The Ethical Imagination. Atlantic Highlands: Humanities, 1981. Print. Brunsdale, Mitzi M. Student Companion to George Orwell. Westport: Greenwood, 2000. Print. Meyers, Jeffrey. A Reader's Guide to George Orwell. Totown: Littlefield, Adams &, 1975. Print. Meyers, Valerie. Modern Novelists George Orwell. New York: St. Martin's, 1991. Print. Orwell, George. Nineteen Eighty-Four. New York: Penguin Group, 2003. Print.