Short Story - 1146 Words

â€Å"Hurry up, you idiot! If were late they wont let us in till intermission, and you know Aithusa will be devastated if we miss her part!† Merlin was fussing with his clothes in front of the bedroom mirror, looking horribly uncomfortable in the suit Arthur had ordered for him. â€Å"I know, I know,† he said in a huff of exasperation, fiddling with his tie before trying to get his jacket to sit properly on his shoulders. â€Å"But we wouldnt actually tell her wed missed it. Its not like we havent seen her practice a hundred times. And with all the kids in their mice costumes you cant tell who is who anyway. I tried to give Aithusa a high five after the dress rehearsal, but it was Kara, staring at me with such a frightened look youd have thought†¦show more content†¦Aithusa had seen videos of them in their pointe shoes and tutus, dancing with the â€Å"handsome pwince† and couldnt wait to be just like her aunties. Arthur sometimes worried that shed become too much like her aunties, who while beautiful, were cunning and manipulative and got whatever they wanted. At least Aithusa didnt share any Pendragon DNA, having been a foundling. Merlin had pulled her out of a garbage can on a snowy Christmas morning, a tiny bundle with wispy silver hair and angry red cheeks, screaming as loudly as her baby lungs could manage. Which wasnt loud at all, but Merlin had always been uncommonly perceptive. He later said it felt like she had been calling just for him and he had known exactly where to find her. It had taken awhile before Merlin and Arthur had been allowed to officially adopt Aithusa. There were a lot of hoops to jump through. Her original parents had to be searched for (but were never found). Then Arthur and Merlin had to prove theyd be competent parents. Just because Merlin had found her, he didnt get automatic first dibs. But they worked to convince the authorities, and around the time Aithusa was six months old, they were allowed to bring her home. She had had them wrapped around her little finger ever since. Arthur finally got Merlin into the car and headed to the Camelot High School Auditorium. He knew the way well. Parents were required to volunteerShow MoreRelatedshort story1018 Words   |  5 Pagesï » ¿Short Stories:  Ã‚  Characteristics †¢Short  - Can usually be read in one sitting. †¢Concise:  Ã‚  Information offered in the story is relevant to the tale being told.  Ã‚  This is unlike a novel, where the story can diverge from the main plot †¢Usually tries to leave behind a  single impression  or effect.  Ã‚  Usually, though not always built around one character, place, idea, or act. †¢Because they are concise, writers depend on the reader bringing  personal experiences  and  prior knowledge  to the story. Four MajorRead MoreThe Short Stories Ideas For Writing A Short Story Essay1097 Words   |  5 Pageswriting a short story. Many a time, writers run out of these short story ideas upon exhausting their sources of short story ideas. If you are one of these writers, who have run out of short story ideas, and the deadline you have for coming up with a short story is running out, the short story writing prompts below will surely help you. Additionally, if you are being tormented by the blank Microsoft Word document staring at you because you are not able to come up with the best short story idea, youRead MoreShort Story1804 Words   |  8 PagesShort story: Definition and History. A  short story  like any other term does not have only one definition, it has many definitions, but all of them are similar in a general idea. According to The World Book Encyclopedia (1994, Vol. 12, L-354), â€Å"the short story is a short work of fiction that usually centers around a single incident. Because of its shorter length, the characters and situations are fewer and less complicated than those of a novel.† In the Cambridge Advanced Learner’s DictionaryRead MoreShort Stories648 Words   |  3 Pageswhat the title to the short story is. The short story theme I am going conduct on is â€Å"The Secret Life of Walter Mitty’ by James Thurber (1973). In this short story the literary elements being used is plot and symbols and the theme being full of distractions and disruption. The narrator is giving a third person point of view in sharing the thoughts of the characters. Walter Mitty the daydreamer is very humorous in the different plots of his dr ifting off. In the start of the story the plot, symbols,Read MoreShort Stories1125 Words   |  5 PagesThe themes of short stories are often relevant to real life? To what extent do you agree with this view? In the short stories â€Å"Miss Brill† and â€Å"Frau Brechenmacher attends a wedding† written by Katherine Mansfield, the themes which are relevant to real life in Miss Brill are isolation and appearance versus reality. Likewise Frau Brechenmacher suffers through isolation throughout the story and also male dominance is one of the major themes that are highlighted in the story. These themes areRead MoreShort Story and People1473 Words   |  6 Pagesï » ¿Title: Story Of An Hour Author: Kate Chopin I. On The Elements / Literary Concepts The short story Story Of An Hour is all about the series of emotions that the protagonist, Mrs. Mallard showed to the readers. With the kind of plot of this short story, it actually refers to the moments that Mrs. Mallard knew that all this time, her husband was alive. For the symbol, I like the title of this short story because it actually symbolizes the time where Mrs. Mallard died with joy. And with thatRead MoreShort Story Essay1294 Words   |  6 PagesA short story concentrates on creating a single dynamic effect and is limited in character and situation. It is a language of maximum yet economical effect. Every word must do a job, sometimes several jobs. Short stories are filled with numerous language and sound devices. These language and sound devices create a stronger image of the scenario or the characters within the text, which contribute to the overall pre-designed effect.As it is shown in the metaphor lipstick bleeding gently in CinnamonRead MoreRacism in the Short Stor ies1837 Words   |  7 PagesOften we read stories that tell stories of mixing the grouping may not always be what is legal or what people consider moral at the time. The things that you can learn from someone who is not like you is amazing if people took the time to consider this before judging someone the world as we know it would be a completely different place. The notion to overlook someone because they are not the same race, gender, creed, religion seems to be the way of the world for a long time. Racism is so prevalentRead MoreThe Idol Short Story1728 Words   |  7 PagesThe short stories â€Å"The Idol† by Adolfo Bioy Casares and â€Å"Axolotl† by Julio Cortà ¡zar address the notion of obsession, and the resulting harm that can come from it. Like all addictions, obsession makes one feel overwhelmed, as a single thought comes to continuously intruding our mind, causing the individual to not be able to ignore these thoughts. In â€Å"Axolotl†, the narr ator is drawn upon the axolotls at the Jardin des Plantes aquarium and his fascination towards the axolotls becomes an obsession. InRead MoreGothic Short Story1447 Words   |  6 Pages The End. In the short story, â€Å"Emma Barrett,† the reader follows a search party group searching for a missing girl named Emma deep in a forest in Oregon. The story follows through first person narration by a group member named Holden. This story would be considered a gothic short story because of its use of setting, theme, symbolism, and literary devices used to portray the horror of a missing six-year-old girl. Plot is the literal chronological development of the story, the sequence of events

Long Term Consequences Of Child Abuse Essay - 1931 Words

Long-Term Consequences of Child Abuse Introduction Child abuse has infested the United States of America; it is now more common than ever before, and sometimes it may not be known that this issue is occurring. In most cases, it is obvious to the child and sometimes to his surrounding support; although in few cases, the child may not be capable of comprehending the issue at hand to further tell and report the situation (Shi 198). There is an error in the method used to study how often child abuse occurs. The problem is that this method still lacks a step to be able to understand the horrendous experience that children endure (Shi 198). Child maltreatment is a sensitive subject to many. Child maltreatment is basically known as any type of abuse affecting the child. It is only defined as follows: the child is left with potential harm of health, developmental and survival processes, or behavioral dignity in relationships and trust (Norman 2). The issue of child abuse has negatively affected numerous home lives. This situation will affect each child differently, and children could be left with permanent and long-term damage (Norman 2). Children who have experienced abuse continue to hurt by experiencing long term physical, societal, psychological, and behavioral effects to deal with for years to come and quite possibly the rest of their lives. What are the Basic Areas of Long-Term Consequences? The basic areas of long-term consequences include: physical effects, psychologicalShow MoreRelatedLong-term consequences of Child Abuse on the Society1559 Words   |  7 Pagesï » ¿Long-term Consequences of Child Abuse Child abuse is the physical, emotional, or sexual mistreatment of a child by his or her parent or guardian. Many do not realize how many children are abused in their homes every day. According to a publication titled Child Maltreatment 2008, children are more likely to be the victim of child abuse and neglect than they are to be the victim of anything else (Speak-Up-Be-Safe). In fact, more than one million children in the United States alone are a victimRead MoreThe Long Term Health Consequences Of Child Physical Abuse Essay1729 Words   |  7 PagesAbstract This article paper aims at providing an overview of the article â€Å"The long-term health consequences of child physical abuse, emotional abuse, and neglect: a systematic review and meta-analysis† by Norman, et.al. The research aims at highlighting the evidence that relates child physical and sexual abuse, emotional abuse and neglect with the subsequent mental and physical health outcomes. Child physical abuse, emotional violence, sexual assault, and neglect are some of the most severe concernsRead More Causes and Long-Term Consequences of Child Abuse and Neglect2527 Words   |  11 Pages Child abuse is defined by the U.S. Department of Health Human Services as being, Any recent act or failure to act on the part of a parent or caretaker which results in death, serious physical or emotional harm, sexual abuse or exploitation; or An act or failure to act which presents an imminent risk of serious harm.(Definitions of Child Abuse and Neglect 2015). Abuse can be divided into three different categories: physical, sexual, and mental. In our society, the act of abuse is a commonRead MoreEffects Of Child Maltreatment On Children859 Words   |  4 PagesConsequences of Child Maltreatment The maltreatment of children within the United States is an unfortunate but evident issue that presents some very detrimental consequences for the victims. Victims of child maltreatment typically suffer from both short-term and long-term consequences, resulting from the negligence of their parents. Across the nation techniques and measures have been taken in order to prevent the advancement of child abuse within high-risk homes, although despite these efforts sometimesRead MoreEssay on Child Abuse and Neglect1519 Words   |  7 Pages Many children in the US have to endure child abuse. Most people do not understand the consequences the abused children have to live with for the rest of their lives. Because child abuse is a long-term problem, it impacts not only the child and family, but also the society as a whole. Children who are abused usually end up with self-esteem problems and lose their self-confidence. Therefore, they end up getting addicted to drugs or alcohol, wh ich can create problems for their whole communityRead MoreThe Impact Of Sexual Child Abuse On America1517 Words   |  7 Pages The Impact of Sexual Child Abuse in America Child abuse has been going on for many years. There are many forms of child abuse, however, there is one that is far worse than the rest; sexual abuse. Children has a natural instinct to trust too easily and believe what people tell them, especially if they know those people. Statistics show very high figures of sexual child abuse in America. When children undergo sexual abuse, it impacts their whole being. There are physicalRead MoreViolence Against Children Essay1013 Words   |  5 Pagesservices, health care and education, child abuse, neglect, exploitation, forced to beg, trafficked. Children are still one of the social groups at risk, facing many problems that remain unresolved. Although the consequences may vary according to the type and severity of the violence, the short and long-term consequences for children are very often serious and destructive and are costly. The laws that protect children’s rights are often not effective. Child abuse takes a variety of forms and is influencedRead MoreThe Development Of Childhood Abuse Victims1357 Words   |  6 PagesDEVELOPMENT OF CHILDHOOD ABUSE VICTIMS 2 The Behavioral Development of Childhood Abuse Victims and How Their Children Are Affected In 2015, The U.S. Department of Health and Human Services released a report containing the following statistics: In 2013, approximately 3.9 million children in the United States were reported to have been abused or mistreated. 52 states reported a total of 678,932 child victims of abuse and neglect. Victims betweenRead MoreThe Long Term Ramifications Of Child Abuse And Neglect1478 Words   |  6 PagesTitle The long term ramifications of child abuse and neglect are profound and may endure long after the maltreatment has occurred. Individuals that undergo such abuse either physically or mentally may affect various aspects of their development. The outcome of abuse and neglect can range from minor effects to fatal situations. In the novel â€Å"To Kill a Mockingbird† Dill was emotionally damaged and neglected by his parents. In 2006, an estimated 905,000 children were victims of child abuse or neglectRead MoreThe Effects Of Sexual Abuse On Children Essay1626 Words   |  7 Pagesthere are individuals who act on horrible inexplicable instincts such as molesting a child or even to the point of sexually abusing a child. We as a society are constantly bombarded with reports of extreme sexual abuse cases of children and even infants. When we read or see a report of sexual abuse in the news the first thing that comes to mind is, what sick individual would think to do that to such an innocent child. More often than not the culprit ends up being an individual that fits the profile

Multinational Enterprise Practice Free Essays

Multinational enterprise practice between Australia and Indonesia using national culture comparison. Today’s business environment is consisting on high level of turmoil that comes from globalisation, news technologies, and great transparency (Reeves amp; Deimler, 2009); that demand organisation’s responsiveness for levels of dramatic, and often tumultuous, organisational change and development in order to achieve its organisational goals and objectives (Darling amp; Heller, 2009). Because of these revolutionary changes in the business environment (Stewart, 1993); the scope of organizations has expanded into a various sizes and types which lead to the important need for cross-cultural awareness and understanding of the daily operations of international businesses (De Cieri, Fenwick, Hutchings, 2005). We will write a custom essay sample on Multinational Enterprise Practice or any similar topic only for you Order Now Therefore, the purpose of this essay is to analyse the international human resource management’s challenges and opportunities when multinational enterprise operates in two different national cultures simultaneously. This essay uses Australia as the host nation, and Indonesia as the host nation subcontractor as the basis of comparison. The concept of external environment refers to a specific and general environment outside the organisation that can affect its performance (Robbins, Bergman, Stagg amp; Coulter, 2008). These changes that create a revolution movement in the business world are mainly globalisation and information technology (Stewart, 1993). Particular changes in the external environment can affect their position in the market, dismantling traditional chain of command in the organisation, and restructuring organisation (Stewart, 1993). Thus, it is important to know a few factors that increase the practice of IHRM in multinational enterprises. In this essay the external environmental factors that are analysed are technology and globalisation. One of the factors that has a significant influence in the business environment is technology (Stewart, 1993). The advent of new media and innovation in technology gives company choices in how to conduct their recruitment practices, such as online recruitment, which is quick, effective and cost efficient (Searle, 2006). This leads to he changes in the majority of work that have transformed from manual work to a more knowledge-based work, due to the increase in globalisation, competition, and technological development (Borland, Hirschberg amp; Lye, 2004). Technology is used as a tool that can eliminates physical borders; which then accelerated the pace of globalisation (Mendenhell et al. , 2003). * The second factor that has accelerated changes in business environment is Globali sation. It can be seen from a number of organisations that compete in the global market, that have increased substantially due to the increased development in technology (Mendenhell et al. 2003). Taking advantage of the growing worldwide competition is not limited to technology only; organisations also have to compete in their totality and human resources globally (Harpaz amp; Meshoulan, 2010). Globalisation has removed the geographical borders that make cultural and distance barriers obsolete when markets fuse together; and has shifted traditional rules, and transforms it to new rules that bring vague, unstable, counterintuitive, and full expectations (Mendenhell et al. , 2003). Thus, understanding cultural, political, legal and economic differences among countries and its communities can be significant challenges (Dessler, 2008). In addition, globalisation creates feelings of insecurity for employees in relation to the prospects of keeping their job, while the intensification of manual, and also of intellectual work, constituting a fertile ground for the creation of mental disorders, such as stress and depression, especially at a time when mental health is extremely important and vital for society and MNEs’ growth (Antonopoulou amp; Derivisi, 2009). That is why the process of developing and implementing SIHRM strategy and practice in two or more countries is more difficult than developing and implementing SHRM strategy in one country. In the past 3 decades the practice of IHRM in organisations have increase because of a vast growth in the international trade, rapid advances in information technology and communication, distribution, and manufacturing technology (Hutchings amp; Ratnasari, 2006). International human resource management (IHRM) is the study and application of all human esource management activities as they impact the processes of managing human resource enterprises in the global environment (Briscoe, Schuler amp; Tarique, 2012). The purpose of IHRM is to enable MNE to be competitive throughout the world; efficient; locally responsive; flexible and adaptable within the shortest time periods; and capable of transferring knowledge and learning across their globally dispersed units (Schuler, Budhawar, amp; Florkowski, 20 02). The practice of international human resource management in an organisation includes staffing and expatriates procurement, compensation, training and development, international labour relations, as well as performance evaluations and contribution (Wong, 2000). However, the best way in performing all the activities in an integrative manner still remains as a challenging task for HR managers (Schuler, Budhawar, amp; Florkowski, 2002). To fully understand the importance of integrated culture in MNE, we must understand the concept of national culture. An individual’s values in life are influenced by immediate family, societal and cultural norms, values and beliefs (Hofstede, 2001). Thus, national culture can be defined as ‘the collective programming of the mind that distinguishes the members of one group or category of people from another’ (Hofstede, 2001). Thus, many cross-cultural management research ? ndings stated that national culture will have a signi? cant in? uence an individual’s intrinsic and extrinsic work values (Gahan amp; Abeysekera, 2009). Hofstede also divided national culture into four dimensions, which are power distance, collectivist vs. ndividualist, femininity vs. masculinity, and uncertain avoidance (Hofstede, 1997). These four dimensions will affect the degree to which the parent company is willing and able to adapt its strategy and practices to suit the conditions in the subsidiary country; the degree to which it maybe necessary to adapt parent company strategy and practices to su it the conditions in the subsidiary country; and the degree to which the parent company strategy will be effective in subsidiary country (Dessler, 2008). That is why, human resource management researchers suggested that Hofstede’s four dimensions in work values need to be re? cted in HRM practice; in relation to understand employee goal-setting, designs job enrichment, and the design and use of performance-based pay of the target workforce (Gahan amp; Abeysekera, 2009). By using the cultural focus approach, MNE’s HR managers can have a better understanding of differences in social values and customs between its host nation culture and its subsidiaries’ nation (Lertxundi amp; Landeta, 2009). Furthermore, a comparison of multiple national cultures will provide greater insight for MNE before the organisation starts its operation in another country (Sims, 2006). It will also increase the awareness on several specific others business culture practice in the manners of etiquette or simple dos or don’t (Pruetipibultham, 2012). Therefore it is imperative for Australian MNEs that operates in Indonesia to understand the cultural characteristics of Indonesia’s society, in order for its operations to succeed. The comparisons between Indonesia and Australia are based on the work values and the concept of social status; and utilises Hofstede’s work on national cultures as a theoretical basis for comparing the countries. Indonesia’s concept of social status is highly patriarchal and hierarchical, with what appears to be great power distances between levels of the social structure. Showing proper respect, in speech and behaviour, is an essential aspect of the culture (Pruetipibultham, 2012). Indonesia society is highly inclusive; everyone has a place, from the highest to the lowliest and hierarchy ensures that all individuals in society know both their place and their obligations within the social structure (Pruetipibultham, 2012). In addition to hierarchy, gender and age are important determinants of social status such as the younger person treat the older person with respect, in language and in attitude (Pruetipibultham, 2012). It often happens that when MNE send their young expatriate to work or negotiate in Indonesian company, the Indonesians may immediately feel a little insulted that somebody without proper authority was sent to deal with them (Pruetipibultham, 2012). The concept of life values has become a central in studies of individual level motivations and behaviour, particularly in HRM and organisational behavior (Gahan amp; Abeysekera, 2009). Among the various types of life values, work values (or goals) are often viewed as a central determinant of a wide range of an individual’s work-related attitudes and behaviours (Noesjirwan, 1978). In organisational behaviour and human resource management (HRM) research domains, a number of researchers has suggested that these differences in work values need to be re? ected in HRM practice; notably employee goal-setting, job enrichment, the design and use of performance-based pay are dependent on the national culture differences of the target workforce (Gahan ;amp; Abeysekera, 2009). In Indonesia, most of the common perspective on what corporate priorities should be is respect, understanding and trust when dealing in day-to-day business relationships (Pruetipibultham, 2012). However, the interpretations of how to demonstrate understanding, to show respect, and to develop trust where the Indonesian cultural value systems come into play (Pruetipibultham, 2012). To most Indonesian managers understanding means that business activity should be be combined with the traditions and ingrained attitudes in the Indonesian business culture (Pruetipibultham, 2012). In addition, some studies found that expatriates in Indonesia can gain respect by listening to and valuing the local manager’s opinions or making an e? ort to explain why they cannot take the manager’s advice and what can be done di? erently in the future, and giving credit to their Indonesian colleagues with measure of experience and merit (Pruetipibultham, 2012). Even though good relations are accomplished by MNE; however, when Indonesian managers encounter di? culties in their projects, it is likely that they will not provide a timely noti? cation and rational explanation of the di? culties. This show that failure to shame is negatively high in feasibility in Indonesia similar to the rest of East Asia (Begley ;amp; Tan, 2001). Whereas, in the past, the self-identity of Australians have been analysed as being a complex mix of equalitarianism and mateship (Ashkanasy, 2007). In addition, egalitarianism concept consists of sameness and equality (Thompson, 1994). This concept related to mateship that was born when the settlers had to live in the outback and dealt with the difficult environment without much of a family life (Feather, 1986). The sameness falls upon the in-group collectivism but only applied to other who is in the same in-group’ that share similar uniqueness with them (Perkerti ;amp; Sendjaya, 2010). Thus, the concept of sameness can be considered as a based of prejudice and discrimination actions toward Aboriginal tribes (Ashkanasy, 2007). However, the concept that is used by most Australians today is the concept of equalitarianism (Perkerti ;amp; Sendja ya, 2010). Especially, when equal right are protected and enforce by the Australian legislation and government; and if a person fail to abide this means that the person is liable for lawsuit (Campton, Nankervis ;amp; Morrisey, 2009). In 2008, more than 200 unions leaders developed ‘a new framework for future campaigns’ with six key priorities: a voice for working Australians and their families; improving wages and working conditions; creating a fairer society; growing union membership; organizing workplaces, industries and sectors; and connecting with communities and regions (Brigden, 2008). Thus, because of multicultural factor in Australia and the law also protect people from discrimination, it concept of social status is not as high compare to Indonesia. Nowadays, most of Australian (especially since generation x), values the concept of work life balance based on the balance between works and outside work commitment (Allan, 2011). Family is a crucial part of the life part in work-life balance concept for workers (Allan, 2011). Thus most Australian companies used the concept of â€Å"family friendly† as an attempted to support work-personal life balance and reduce labour turn over (Burke, Oberklaid ;amp; Burgees, 2003). Especially towards attracting and attaining women in the workforce, thus there is an increasing number of women in the workforce thus moving further away from the concept of traditional role of women (Burke, Oberklaid ;amp; Burgees, 2003). Thus, by using Hofstede’s four dimensions on Indonesia and Australia national cultures, HR researchers found that Indonesians score very high in power distance, very high on collectivism, moderately high in ‘‘femininity’’, and moderately high in ‘‘uncertainty avoidance’’ (Stening ;amp; Ngan, 1997). Whereas, Australian in the â€Å"Anglo† group scored low in power distance, very high in individualism, moderately high in masculinity, moderaly low in uncertainty avoidance, and very low in long term orientation (Ashkanasy, 2007). After understanding the basic concept of subsidiaries nation culture, and compare it to host nation’s culture; MNEs need to assess the impacts of work values on behaviours and interactions in the workplace, particularly where these values might diverge among work team members and between superiors and subordinates (Piers, Stanton ;amp; Ostenfeld, 2006). Multinational enterprises (MNEs) recognize that human resources play an important role in developing and sustaining a competitive advantage in today’s highly competitive global business environment (Briscoe and Schuler. 2004). Staffing of foreign subsidiaries continues to an important strategic human resource practice that MNEs use to develop and sustain a competitive advantage in the international marketplace (Tarique, Schuler amp; Gong, 2006). MNEs can staff their foreign subsidiaries with parent country nationals (PCNs), host country nationals (HCNs) and third country nationals (TCNs) or any combination of the three (Tarique, Schuler amp; Gong, 2006. ) One of the ways to reduce the labour turn over in international expatriate is by merging organisational cultures and personal interest in order to build a common value and relationship (Harpaz amp; Meshoulan, 2010). However, the challenges are the information sharing and integrating business conduct with foreign culture (Tarique, Schuler amp; Gong, 2006). The reliable information will become harde to interpret when cultural and physical distance increase, information asymmetry becomes more serious, complete and accurate information about subsidiary employee actions and performance becomes more difficult and expensive to obtain, and subsidiary actions become harder to interpret (Tarique, Schuler amp; Gong, 2006). These complicate both behavioural and outcome controls (Tarique, Schuler amp; Gong, 2006). Moreover, information sharing will not be efficient when expatriate is experiencing culture shock that set in when coping with the new environment on a daily basis becomes necessary (Piers, Stanton amp; Ostenfeld, 2006). Thus, expatriates in culture shock display a variety of ‘‘obvious symptoms’’, including excessive concern about minor issues, preoccupation with cleanliness of drinking water, food nd surroundings, fear of being cheated, robbed or injured, depression, feelings of helplessness, anger over delays and other minor frustrations, reluctance to learn the host language, dependence on long- term residents of their own nationality and lack of awareness about behaving dysfunctional (Piers, Stanton amp; Ostenfeld, 2006). While there may be some commonly shared ethical attitudes across nations, even those countries that share similar national cultures may find quit e conflicting ethical expectations (Sims, 2006). It is unreasonable to assume that one’s own ethical views are always superior (Sims, 2006). Yet, for cross-cultural businesses to be successful, a reasonable knowledge of the ethical attitudes of the residents of those countries in which we conduct business is a necessity (Sims, 2006) Thus, in order to maintain survival or/and competitive advantage, organisations should ? nd ways to assure that employees do not easily leave their positions to work for the competition; because their skills cannot easily be bought nor imitated (Harpaz amp; Meshoulan, 2010). This can be achieved with effective training programs before transferring to the subsidiary country and choosing prospective candidate that is the ‘best fit’ for the assignment. As organizations change and adapt to pressures in the external and internal environment, managers and employees are required to learn new competencies and skills by training programs (Pruetipibultham, 2012). Even though training program is costly, but it will most likely to benefit the company in the long run (Murray, 2011). Technical training and current cross-cultural training programs, together with facilitation of expatriate networks, do not appear to adequately address expatriate failure (Piers, Stanton amp; Ostenfeld, 2006). When the destination of the expatriate is a culturally diverse country, training that addresses the ethnic networks and other socializing resources within the host country by retaining links with the home country; this should facilitate expatriate and family adjustment, leading to lower costs from a lower incidence of cultural shock and thus more effective assignments (Piers, Stanton amp; Ostenfeld, 2006). Organizations wishing to use expatriates in their inter national ventures might, during the planning stage for overseas start-ups, seek advice from Government and other bodies, uch as industry groups, on the presence, characteristics, and contacts of ethnic population groups in overseas locations (Piers, Stanton amp; Ostenfeld, 2006). Such information needs to be integrated into the expatriate training process (Piers, Stanton amp; Ostenfeld, 2006). Ethnic group lifestyle is also likely to reflect changes in the home country that have been imported with each new arrival (Piers, Stan ton amp; Ostenfeld, 2006). This means that expatriate arrivals may help reduce the cultural distance of the ethnic minority group to their home country (Piers, Stanton amp; Ostenfeld, 2006). Hence, reverse cultural shock, associated with the expatriate’s retur n home on assignment completion, may also be improved upon (Piers, Stanton amp; Ostenfeld, 2006). Ethical conflicts that may emerge due to basic differences in the ethical attitudes of people who were raised in cultures quite different from our own (Sims, 2006). However, flexibility in adapting to changes can be achieved by merging organisational cultures and personal interest by building share values and gaining trust; and when workers in the organisation have the same share values they will more likely to have stronger commitment with each other (Barbash, J. amp; Barbash, K. , 1989). The transcultural value is de? ned as those values that have been shared among a variety of cultures throughout history or are crucial for daily functioning (Wieland, 2009). The transcultural value system is meant to guide corporations toward a somewhat uniform and universally accepted standard of ethical behavior (Hemphill am p; Lillevik, 2011). The commitment of individuals on how they behave and team spirit are a key factor to quality work rather than on their acquired technical skills and passive execution of orders receive (Barbash, J. amp; Barbash, K. , 1989). Thus, an improved understanding of corporate culture can be seen as a one step towards more successful negotiation strategies and the development of desirable outcomes (Moore, 1997). In conclusion, there are several difficult challenges to the practice of international human resource management (IHRM) arises from the different encounters in various countries and multinational enterprise (MNE) cultures (Briscoe, Schuler amp; Tarique, 2012). The adaptation erspective discussed in this article recognises that cultural distances exist and proposes country-specific cultural training incorporating technical competencies, expatriate networks, ethnic group social networks and resources, and ICT to bridge such distances (Piers, Stanton amp; Ostenfeld, 2006). Thus, the success of integrating cultural aspects in IHRM practice can have significant effects on the overall MNEs overseas operation; that will define the future performance of the organisation and the employees’ quality of life (Darling amp; Heller, 2009). Reference: Ashkanasy, N. M. 2007). ’The Australian Enigma,’ in culture and leadership across the world: A GLOBE report of in-depth studies of the cultures of 25 countries. Mahwah, NJ: Lawrence Erlbaum Associates Allan, J. (2011). Mining’s relocation culture: The experiences of family members in the context of frequent relocation. International Journal of Sociology and Social Policy, 31 (5/6), 272-286. Barbash, J. amp; Barbash, K. (1989). Theories and Concepts in Industrial Relations. SC: University of South Carolina Press, 114-116. Bennington, L. amp; Habir, A. D. (2003). Human resource management in Indonesia. Human Resource Management Review, 13(3), 373. Brigden, C. (2009). Unions and collective bargaining in 2008. Journal of Industrial Relations. Retrieved from http://jir. sagepub. com/content/51/3/365 Briscoe, D. , Schuler, R. , Tarique, I. (2012). International human resource management: policies and practices for multinational enterprises (4th ed. ). New York: Routledge. Brewster, C. amp; Bennett, C. V. (November, 2010). Perceptions of business cultures in eastern Europe and their implications for international HRM. The International Journal of Human Resource Management, 21(14), 2568-2588. Burke, R. J, Oberklaid, F. , Burgees, Z. (2003). Organisational values, work experiences, and satisfactions among Australian psychologist. International Journal of Organisational Analysis, 11(2), 123-135. Darling, J. R. amp; Heller, V. (2009). Organization Development in an Era of Socioeconomic Change: A Focus on The Key to Successful Management Leadership. Organization Development Journal, 27 (2), 9-26. De Cieri, H. , Fenwick, M. amp; Hutchings, K. (April, 2005). 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