Romeo Character Analysis Essay free essay sample

Character Analysis Essay In the play Romeo amp; Juliet, Romeo tends to blame destiny and fate for all of his problems. In reality, Romeos character is flawed. He shows this through his actions in the play. When he loves Juliet, he only shows a superficial love for her. He then loses his temper when Mercutio dies and doesnt think before he goes and kills Tybalt. After he kills Tybalt, he whines that fortune has gotten him in trouble. Romeo is not a victim of destiny or fate, he is simply a rash teenager who has made bad decisions. The first flaw in his character is his idea of love. When he first meets Juliet, he falls in love with her because of her looks. All throughout the play, he continuously proves himself to be a teenager after superficial attraction. He says about Juliet, Did my heart love till now? Forswear it, sight! For I never saw true beauty till this night. We will write a custom essay sample on Romeo Character Analysis Essay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page (Act 1, Scene 5, Lines 52,53) As he is saying this, he is looking at her for the first time. By him saying that he had never seen true beauty, he was showing that the beauty of a woman was what he was looking for. This character flaw proves that he is not controlled by fate, but that he is a youth who has made poor decisions. As a rash teenager, Romeo has trouble controlling his temper and emotions. This results in Romeo not thinking before he acts and killing Tybalt because of Mercutios death. He shows volatile anger which he could have controlled, but instead leads him to kill his cousin-in-law. As he is coming toward Tybalt, he is furious. He yells at him saying, Away to heaven, respective lenity and fire-eyed fury be my conduct now. (Act 3, Scene 1, Lines 122,123) When Romeo says this, he is showing that he is unable to control his temper. He ends up blaming fortune for the death of Tybalt, but it really was his inability to control his actions. Even though he claims to be a victim of destiny of fate, he is just a rash youth who has made poor choices. Being a rash teenager, Romeo often becomes overly emotional and gives up asily. He showed this after he had slain Tybalt. He whines and wails, O, I am fortunes fool. (Act 3, Scene 1, Line 135) He is bawling over his own actions rather than those of fortune. He then runs off to Friar Laurence to whine some more. When the friar tells him of the banishment, he says, Tell me that I may sack the hateful mansion. By saying this to Friar Laurence, he is giving up and is ready to commit suicide. The friar has to remind him of the good things that have happened in his life to stop him from killing himself. This shows that Romeos actions are not controlled by fate, but his actions are directed by his youthful will. In the play Romeo amp; Juliet, Romeo has many youthful character flaws. He shows that he only cares for superficial attraction when he is looking for a wife. Even when he marries Juliet, he still shows rash character by losing his temper and killing Tybalt. He then goes and whines over his horrible life. Overall, Romeo is a rash youth who has blamed destiny and fate for his own character flaws. Romeo Character Analysis Essay

Assignment the Sperm and the Egg Essays

Assignment the Sperm and the Egg Essays Assignment the Sperm and the Egg Essay Assignment the Sperm and the Egg Essay Fortunately though, there Is sexual arousal, which allows a male and a female to Indulge In their desire to satisfy their sexual urges. Their mere desire to mate and create new life. Before sexual intercourse can even happen, a male and a female must catch sight of one another and either notice something desirable, or just have the need to mate. This most likely starts with a look, a touch, or a kiss and ends with the wish of longing, of being together in the most intense way two creatures can be together. Though still before intercourse, there comes this excitement between the two. This causes blood to start flowing to the lower parts of the male and females bodies. Wealth the male, this causes an erection. An erection happens when blood enters the cylinders within the penis that allow it to stand and stiffen; the scrotum that holds the testicles start to swell as well. Within the female, this causes swelling and lubrication of the vulva (including the clitoris) to begin. This causes the inner vaginal lips to become inflated with blood and the sphincters to tighten. The breasts begin to tighten, enlarge, and the nipples harden. All of this arousal causes both parties to take on a reddish flush; both also begin to breathe harder and louder (some call this panting). This Is the beginning of a male and female getting ready to engage in sexual intercourse. In this phase of coitus, the male takes his penis and slowly presses his penis into the females vagina (Rather, 2005). The males internal sexual organs are the testes, which include the tubes that hold the sperm and other organs that help with producing semen. The females internal organs, which are also part of the reproduction process, are the vagina, the cervix, the uterus, the ovaries, and the fallopian tubes. All of these organs have a specific part within sexual intercourse and reproduction. After the males penis enters the outer walls of the vagina, it begins to thrust in and out of the vagina, creating friction and stimulation for both parties. The vulva is extremely lubricated at this point, making the movements of the penis thrusting in and out easier on both. During arousal, the males penis will drip a clear fluid prior to ejaculating. This clear fluid Is secreted from the Coopers glands and Is much clearer and thinner In substance when compared to semen, though It still contains the sperm needed to fertilize an egg In a male, which can cause pregnancy (Rather, 2005). After an undetermined amount of time from a few minutes to a few hours (depending on the person), the males penis will contract and start ejaculating. Semen; which is made up of sperm and other fluids from the seminal vesicles, prostate gland, and the Coopers glands flow out from the tip of the penis (also known as the head) and enter the Internal sexual organs AT ten Tamale. I men, rater two cays time, ten Tatterdemalion process can Deign In ova after being released from the ovaries. Thus beginning the initiation of biological production by insemination in the infinitum (Rather, 2005). And this is where John and Jane come into play. John is a sperm. After being released into the internal sexual organs of the female, he becomes free. John happens to be a very strong swimmer and he knew hed have to be fast so that he could reach the egg first. Looking about his competition he knew this would be a great race and a fight to find his love. The warmth and darkness was comforting to John, but he knew he could not rest for his competition was right behind him. This was his only chance in this three- ay lifespan and he knew that if he did not reach the egg, then one of his competitors would. Luckily, John had an amazing sense of direction for being so small and he knew he would be the first to the egg. He was finding his way Just fine, though the Journey was still long and complicated, as well as crowded, leaving John little space to move forward quickly. But John was a fighter; he was not going to back down from this, even with the mass following after him. John continued to swim his way up. And though he began to feel cold, he continued to swim faster and faster. Keeping his competition close by at all times. And finally, after what seemed like days, he spotted the egg. John looked around taking note that there was no one else there, he took his chance. With every last ounce of his strength, John swam up to the egg. At this first and only glimpse, he knew he was in love. He knew that this was going to be his life mate. Introducing himself he met Jane, the egg. Slowly, John entered Jane and they became one. Thus forming a zygote that immediately began developing. But John didnt come empty-handed and neither did Jane.

Introduction to Accounting Essay Example | Topics and Well Written Essays - 1000 words - 1

Introduction to Accounting - Essay Example Fixed costs are the costs that do not change even if sales of a product changes. These costs are incurred even if there no sales made. On the other hand, the cost will not change even when sales made are very high. An example is the printer that prints newspapers. The cost of producing incurred con the printer when it prints 10 newspapers is the same as the cost for printing 1000 newspapers. Therefore, the cost of producing newspapers in terms of printer’s cost is a fixed cost. Contribution is the amount that remains after all variable costs have been subtracted from the sales revenue. Contribution caters for the fixed costs and it leads to the net income. Contribution mainly deals with the profit made by selling the products. It is very important because it helps in determining the amount of goods that need to be sold in order to recover the costs incurred during production. For example, it helps in determining the amount of whisky products that have to be sold in order to get the cost of producing the whisky. This is a point in production that occurs when the amount of cost is equal to the amount of the total sales of the products. Although many businesses are after making profits, there are some points when the businesses neither undergo loss nor get profits. This is the breakeven point of the business. Graphically, breakeven point is achieved when the total cost curve meets the total revenue costs. An example of breakeven point is when the cost of producing whisky is equal to the amount achieved from the sales of the whisky. This means that the company neither gets profit nor loss. Breakeven point is important in recognizing the relevance of variable costs and the fixed costs. Despite this importance, breakeven point cannot be overstated since it cannot help in business decision making. This is a resource that is scarce and its supply is very low. Limiting factor is also known as the principle budget factor.

Review paper on three scientific articles Essay Example | Topics and Well Written Essays - 500 words

Review paper on three scientific articles - Essay Example In the short term, improving vehicle technology could reduce petroleum consumption by one third; reducing vehicle size could level off the 2% petroleum consumption annual growth rate, but it would take 20 years. In the long term, alternative fuels and new propulsion systems for hydrogen and electrical-powered cars may be developed; however, alternative fuels such as ethanol may have large environmental impacts, and hydrogen cars will require further advances in technology. The fourth option for reducing greenhouse gas emissions, changing the way vehicles are used, may include designing specific urban-use vehicles with improved gas efficiency. The article "A Plan to Keep Carbon in Check" (Socolow & Pacala 50) explores ways to reduce carbon dioxide emissions using available technologies. The authors state that the danger zone, in which irreversible climate changes take place, probably lies where the atmosphere has double the amount of carbon that it had before the Industrial Revolution of the 18th century. The article considers seven different "wedges" of the stabilization triangle (created from the difference in graphs of the carbon emission rates staying the same, and the emission rate leveling off in 50 years); each wedge represents lowering the carbon emission rate by 1 billion tons a year 50 years from now. For example, a wedge can be accomplished by not building 700 coal-fired power plants or by equipping 800 coal plants to capture and store carbon dioxide; two wedges can be accomplished by cutting buildings electricity use in half. Policies of setting a cost of $100-200 per ton of carbon emissions may help to yield seven wedges, but further policies may be needed, for instance, to encourage commercialization of renewable energy technologies and to prevent construction of high-carbon emissions plants. The article "The Rise of Renewable Energy" (Kammen 84) focuses on

Learning Style Inventory Essay Example | Topics and Well Written Essays - 1000 words

Learning Style Inventory - Essay Example My achievement style manifests itself through my belief in giving and asking for honest feedback, my commitment to making things better, and a focus on achieving excellent standards. Finally, my power style manifests through my tendency to be dictatorial, rather than guiding, my aggressive attitude, and the tendency to feel threatened by anyone I perceive to undermine my authority. I think my limiting style is my power style, which has increased my tendency to associate what I am worth at the workplace with how much I can dominate and control others. One behavior that I would like to change in this style is my tendency to be dictatorial, where I would like to be more guiding and nurturing as a manager, which will allow me to have a better relationship with my workers and subordinates.Impact on Management Style  My personal thinking styles portend a very important impact on my style as a manager. I scored quite highly in my self-actualizing qualities. In my personal life, I tend to live for and by the moment. In my workplace, I find that all my workmates are responsible for what they do, and to obtain their goals we all need to be responsible for our actions. I also strive to be self-developing and have an urge to keep learning. This is an important perspective in my work in management since I can assign my team tasks that are based on learning curves. When I see a team member who is in need of a new skill, I use the opportunity to better their experiences. In organizing terms., I have the ability to select the best team for completion of the task. I am also able to distinguish the qualities each member exhibits and how it specifically fits within the task. With regards to leadership, I feel that I can lead the team in case of obstacles while I am also accepting their flaws and make attempts to work around these issues. The fact that I have a high score in achievement proves that I have the ability to show initiative in effecting changes. I feel able to begin a reformation to improve the team’s efficiency. With regards to planning, I am able to lead in making proper adjustments. I also have the ability to organize various tasks based on things that need to be done under my guidance and according to my standards. Over time, I also feel that I have got more lenient, which has lessened my tendency to make unattainable goals and standards for my team members. While I am available to show them the things that need to be done as a leader, I also expect them to do their part in their tasks. Genesis of Personal Style I assume that my upbringing has had a major effect on my personal styles. For instance, my parents were very controlling and demanding. Growing up, I was always required and expected to do a thing right or not attempt to do it in the first place, which caused me into always seeking to be in control and have power so as to make sure I had the ability to do things right. My father was never particularly satisfied with most things I did, which was also responsible for my very high need to achieve. I

Analysis of Employee Treatment in MNCs in Malaysia

Analysis of Employee Treatment in MNCs in Malaysia According to The Columbia Encyclopedia (2008), a multinational company also called as multinational enterprise (MNE) or transactional corporation (TNC); it is a corporation business enterprise with manufacturing, sales, or service subsidiaries in one or more foreign countries. It can also be referred to as an international corporation. Besides that, Mohamed A. Youssef (2004) said that multinational companies are firms that engages in foreign direct investment and owns or controls value-adding activities in more than one country. The study of multinational companies is relevant to the major theme of changing national business systems in two important ways. Firstly, multinational companies reflect the strengths and weaknesses of their own country. Second, multinational companies work in at least two different national business systems, in their home and host countries (Maurits van Os, Gerarda Westerhuis, Onno de Wit, 2003). The Multinational companies are a powerful vehicle for the transfer of not only the capital and other production functions but also managerial and technical knowledge across nations (Limerick, 2004). Based on Bartletts (2003) research, the multinational corporations account for 40% of the worlds manufacturing output and almost a quarter of the world trade. About 85% of the worlds automobiles, 70% of computer and 65% of soft drinks are produced and marketed by multinational corporations. During the last two decades, many smaller corporations also become multinational, some of them in developing nations (The Columbia Encyclopedia, 2008). This often results in very powerful corporations that have budgets that exceed some nationals GDP and multinational corporations play an important role in international relations and globalization (Multimedia Corporation, 2009). In Bartlett (2003) research shows that in 1973, the United Nations defined the multinational corporation as an enterprise which control assets, factories, mines, sales offices and the like in two or more countries. The first qualification required a multinational corporation to have substantial direct investment in foreign countries and not just an export business. The second requisite for a true multinational corporation would be a company that engaged in the active management of these offshore assets rather than simply holding them in a passive financial portfolio. Overview of Multinational Companies in Malaysia Malaysia ranks as among the worlds top 20 attractive countries for foreign direct investment, according to the World Investment Prospects Survey 2007-2009. Among the Southeast Asian countries, Malaysia was the third favourite foreign direct investment location, just after the Vietnam and Thailand (Rajeswari Raman, 2008). Historically, multinational corporations in Malaysian manufacturing were concentrated in import substitution production in areas such as foods and beverages, chemicals and pharmaceutical. Their involvement in export production was limited to some processing activities linked to primary product sectors. In 1970s, there was a dramatic transformation in the product structure of multinational corporations participation. From about the mid-1980s, production for the domestic market has become secondary to using Malaysia as a base for manufacturing for the global market (Multinational Enterprises, Employment and Real Wages in Malaysian Manufacturing, 2005). According to Halims (2000) study, foreign direct investment has always been a major factor in developing Malaysias industrial sector. The promoting of the presence of the multinational corporations in Malaysia is to provide domestic firms with access to advanced technologies through subcontracting, the creation of spin-off firms, OEM and training activities. The Malaysian government encourages direct foreign investment, particularly in export oriented manufacturing and high-tech industries, but it has discretionary authority over individual investments. Malaysia has a stated policy of not promoting low value-added and labour-industries, preferring quality investments. A foreign company or a multinational corporation can conduct business in Malaysia through setting up a representative office, registering a branch office, setting up a joint venture company or granting patent licenses and franchising. General policy limits foreign equity to minority 30 percent shares, but 100 percent fo reign ownership in manufacturing is permitted in certain instances for export-oriented industries (www.atimes.com). According to list of multinational companies in Malaysia (2009), there are 37 major industry sectors covered in the foreign companies in Malaysia which are: Academic food drink petrochemicals Accountancy government pharmaceuticals/medical Agriculture/environmental individual printing/paper Aviation/defence insurance real estate/property Banking/finance IT/computers/software retail Chemicals legal services Chemicals/petrochemicals machinery/equipment telecoms/communications Construction/engineering manufacturing textiles Consultancy media tourism/travel/leisure Consultancy goods motor industry transport Electronics/electrical oil gas Energy/utilities packaging Multinational corporations from more than 60 countries have invested in over 3,000 companies in Malaysias manufacturing sector, currently 1052 regional establishments were approved, which included 67 operational headquarters, 182 international procurement centres, 29 regional distribution centres, 579 representative offices and 195 regional offices. The main sources of foreign investment were from USA, Germany and Japan (Rajeswari Raman, 2008). Manufacturing goods, mainly products from the electronics and electrical (E E) industries make up the Malaysias largest body of exports. However, most manufactured exports were produced by foreign firms in Malaysia. For example, the electronics industry which contributes more than half the exports of manufactured goods comprised mostly foreign owned multinationals (Abd Halim, 2000). Based on Rajeswari Raman (2008) research, the major factor that has attracted investors to invest in Malaysia is the governments commitment to maintain a business environment that provides companies with the opportunities for growth and profits. The government having the regular government-private sector dialogues and these allow the various business communities to air their views and to contribute toward the formulation of government policies which concern them. Besides, the Malaysian government offers multinational corporations a range of incentives designed to encourage the establishment of subsidiaries that are regarded as especially advantageous. The incentives primarily entail taxation allowances and more liberal ownership rights for investments (1) in particular industries like the manufacturing and high technology, (2) in particular geographic locations such as the Multinational Super Corridor or the Eastern Corridor, (3) offer significant learning opportunities such as from research and development and have particular strategic roles like the operational headquarters and international procurement centres (Southeast Asia, A New Era in Asian Shipping,2005). By the mid-1980s, there was a growing conviction among the Malaysian policy circles that certain elements of the ethnicity-based affirmative action policy of the NEP were inconsistent with the national economic goal of achieving greater integration of the Malaysian economy with the global economy. These policy inconsistencies were redressed and further incentives for foreign investors were introduced under the promotion of Investment Act passed in 1986 (Multinational Enterprises, Employment and Real Wages in Malaysian Manufacturing, 2005). The increasing trends of outsourcing of core as well as non-core activities by large multinational corporations have open greater investment opportunities in the provision of support services. Malaysia continues to enjoy healthy surplus in the external trade, low unemployment as well as strong international reserves and high national savings (Rajeswari Raman, 2008). According to Rajeswari Raman (2008), the private sector in Malaysia has become partners with the public sector in achieving the nations development objectives. Justification Based on Jaime Bonache (2005) finding, job satisfaction is usually defined as an affective or emotional response toward ones job. A better salary, for an identical level effort, will determine the decision to quit and a higher level of satisfaction. To expect more and active contributions from the staff members to the company, satisfaction will become the natural choice. Furthermore, regarding the reason for demission, the American company attributes it to the culture and the Japanese company thinks that the most important reasons for demission are disappointment on welfare and the work satisfaction. Both American company and the Japanese company recognize that the requirement of employees should be fully concerned. The welfare, working environment, job satisfaction, and the self-realization are the three factors that motivate the staff. Sonal Shukla (2009) found out that appreciation and recognition are more important and meaningful than a financial pay raise or a position promotion . It is important for providing the satisfactory welfare package in the company, learn and try to meet the employees requirement, create chance for self-improvement and wide space for self-development to the employee in the company because the welfare, individual career development, and the company brand are the three attractive aspects. (Yuanqiang Zhou, Lei Lu, Bo Jiang, 2005). Besides that, according to Jaime Bonache (2005), a person can be relatively satisfied with the absolute monetary rewards he or she received and dissatisfied with how they fare relative to others, or with other aspects of his or her job. Job satisfaction will not be understood as a unitary concept, but as an affective or emotional response toward various facets of ones job, and in which processes of social comparison take place. Furthermore, Jaime Bonache (2005) lodge that satisfaction results from ones perception that work outcomes, relative to the inputs, compares favourably with a significant others outcomes and inputs. We can identify the referent used in the individuals comparisons by analyzing peoples satisfaction with their salary. Through Sonal Shukla (2009) research, it is accepted that a satisfied, secure and happy employee during times of a recession, gives back much more to the organization in terms of loyalty and performance. A low level of salary satisfaction is a very common problem among all types of employees. It is well known that employees on international assignments are particularly costly for most organizations (Jaime Bonache, 2005). According to John Stredwick (2000), the pay must become more variable instead of a wage or salary being a fixed amount each week, month or year. A growing proportion should become contingent upon performance. Performance can be measured on an individual basis, often called performance related pay, or through the team based pay, gain sharing or the profit related pay. In addition, there must have the final change for the basic pay itself, which also need to become more flexible. The 1st thing that needs to be changed is in how levels of basic pay have been determined. In the public sector and in many large private concerns, basic pay levels used to be subject to national negotiations between a collection of unions and officials from the trade association or government body. Furthermore, according to John Stredwick (2000), the reward issues need to play a major part to produce a high-performance people machine, focused on organizational objectives. Many schemes of performance related pay have a built in conflict because they have been devised to reward the achievements of individuals while other parts of the human resource policy puts great emphasis on building up team working skills and practice. To release the company from the conflict, there must be a reward strategy in place. It must be derived from and contribute to corporate strategy and be based on corporate values and beliefs. A further development in reward strategy is related to the development of competencies. Organizations have identified specific competencies which can differentiate them from their competitors. So, rewards must contingent upon circumstances and performance (John Stredwick, 2000). Problem statements Nowadays, the economic down turn has given a lot of impacts to each companies and organizations, especially the multinational corporations because they have a lot of transnational companies in each country. No one can run away from this economic down turn and each countrys exports and imports have decreased dramatically in 2009. Malaysia also suffered in this financial crisis and the Malaysia government has tried their best to cushion the economic. Organizations also cut down the employee welfare to lower their monthly expenses. The Watson Wyatt survey shows that 61% of employers expect their current financial performances to remain poor at least until the end of 2009. About half said they plan to increase their cost-cutting actions in 2009 and beyond (Sarah, 2009). In view of recession, additional financial measures for welfare may not be possible. According to Sonal Shukla (2009), recession changed the work of work culture where cost-cutting plays a predominant part. The first affe cted are the employee welfare. All the luxuries enjoyed by the employees are either reduces or may come to a standstill. Furthermore, although the rewards system can motivate the employees to perform well and become the companys core competitive advantage, some of the organizations seldom provide the rewards system in their organizations. The employees will only get the bonus or incentives once or twice a year but this is quite hard to motivate the employees. Most of the Asian companies still experience double-digit voluntary turnover rate like the India (13.8 percent) and China (10.3 percent). An organizations ability to retain talent is a challenge facing all companies. This provides challenges to be more innovative in retaining the top people in the organizations with a tighter budget during the recession time (Salary Increases Decline in Asia Pacific after One Year of Economic Turmoil, Hewitt Annual Salary Increase Study Reports, 2009). Besides that, organizations in Malaysia rarely provide the self-improvement and the self-development environment for the employees. The employees will lost their aspirations towards the organizations because they will feel that they cannot have any improvement in the organizations and they will resign the job. Employees will feel that the organizations are not pay attention to their basic needs and the organizations will also lost the high productivity workers and the turnover rate will be very high. This issue will become more serious during the economic downturn. According to Sarah (2009), during the recession time, most of the employers will intend to save the money by freezing salaries, reducing workweeks and eliminating the training programs and 18% intend to reduce or eliminate tuition reimbursement and subsidized other financial perks. Lastly, the basic pay, or the salaries for the employees are very low amongst each companies. The fresh graduate with a bachelors degree can only command a basic salary ranging from RM1, 600 to RM3, 500, with a median of Rm2, 000 per month (Betty Yeoh, 2009). This issue becomes more serious after the world is having the economic down turn and the economic in each country are still very unstable. However, the low basic pay cannot match with the real life that the employees are facing with. 2009 the actual salary increase rate went down by 4 percent and 8 percent respectively and over 60 percent of responding companies keeping wages constant (Salary Increases Decline in Asia Pacific after One Year of Economic Turmoil, Hewitt Annual Salary Increase Study Reports, 2009). Now all the products prices increase the total expenses of each month become bigger and bigger but the salary still remains unchanged. The low basic pay will demotivate the employees and the productivity will also become very low. In short run, the low basic pay may cut down the total operating expenses of the organizations but in long run, the quality of the products will decrease and the organizations need spend more money to increase their production. Based on the above scenarios, there is an urgent need for a deep discussion on the following problem: The cutting down of the welfares towards the employees in multinational companies The cutting down of the self-development and self-improvement activities in multinational companies The absence of the attractiveness of the incentives and bonus in multinational companies The low basic pay in the multinational companies Research Objectives There are three main objectives in this study, which are: To address the adoption of compensations and benefits in the multinational corporations. A well designed and managed compensations system can change the employees behaviour and their passion in their works, in order to improve their performance and productivity. The compensations may become a very critical in supporting managers to achieving the organizations goal. Furthermore, a good compensation system may also develop a positive organizational culture. It may influence the degree to which the employees view the organization is having the human resource-oriented, result based oriented and so on. Consequently, compensations not only influence on individual, but also affect the whole organization as a result. To examine the satisfaction towards compensations in the multinational companies will affect the performance. Compensations can be considered as the best ways to ensure performance at the individual level. The employees may perform well when they get the high job satisfactions from the compensations. However, there are some arguments that indicate that the compensations may not be able to assist the workers to enhance their performance, and it may also lead to a negative organizational climate, which needs to use the compensations to motivate the workers and the absence of commitment to organizational objectives. To examine the satisfaction towards the benefits in the multinational companies will affect the performance. The main purpose for having the benefits is to motivate workers to perform better well. It plays a critical role in affecting individual performance. It is critical to make sure that the benefits systems are effective in motivating individual performance as the increasing of importance of this systems in achieving organizations goal. Organization of Paper Chapter one addresses the overview of multinational companies, the overview of multinational companies in Malaysia, the research problems, the objectives and the significance of the study. From the overviews, we will have the brief idea on what are multinational companies and the multinational companies in Malaysia. Besides that, from the research problems, we will notice that what exactly happened around the world and we will understand what other researchers have found out from the significance of the study. Furthermore, form the objectives this part can know the main purposes to have this research. In chapter two will reviews issues that related on the compensations and the multinational corporations literature. The role of the multinational companies, the conflict amongst the multinational companies and the labour union in Malaysia will be reviews in Chapter 2. Furthermore, Chapter 2 will also explain what are compensations and benefits towards the employees, the types of compensations and benefits, the importance to have the compensations and benefits. In chapter three, will discuss the research method and the theoretical framework of the study. Chapter three also will present the development of the hypothesis to further describe the relationships between the independent variables and the dependent variables. Besides that, Chapter three will also include the questionnaire that used in this study. In chapter four, will discuss the results of the statistical analysis of the data and the hypothesis tested. We want to know that the results will match with the finding from other researchers. Lastly, chapter five will have a comprehensive discussion on the finding of this study, the limitations, recommendations and suggestions for future research. Chapter 2: Literature Review Introduction In this chapter, author presents the literature background on the multinational companies, the compensations and the benefits to the employees. Author will discuss the role of the multinational companies in Malaysia and their force and the conflict amongst the multinational companies with employees. As noted in chapter one, the performance can be generally affected by the basic pay, performance related pay, the welfare, the employees development and the reward system (Jaime Bonache 2005; Sonal Shukla 2009; Yuanqing Zhou, Lei Lu, Bo Jiang, 2005; John Stredwick 2000). Therefore, in this chapter, relevant study background will be study to understand the types of the compensations and the benefits, and the importance to have the compensations and benefits. As workers or the employees are the manpower of the company, there is a need to examine what will motivate the workers or the employees to perform better by using the compensations and the benefits package. Additionally, employers need to identify which plan will be more suitable and preferable in motivating a certain performance. Foreign direct investment (FDI) represents one component of the international business flow and includes start-ups of new operations, as well as purchases of existing companies. Firms will choose to become multinational to reduce the direct and indirect costs, to reduce the capital costs, to reduce taxes, to reduce logistics costs, to overcome tariff barriers, to provide better customer service, to spread foreign exchange risks, to build alternative supply sources, to pre-empt potential competitors, to learn from local suppliers, and to attract talent globally (Zubair M. Mohamed, Mohamed A. Youssef, 2004). According to Zubair M. Mohamed and Mohamed A. Youssef (2004), there are six strategic roles for foreign factories of multinational companies, they are; off-shore factory, source factory, server factory, contributor factory, output factory, and the lead factory. An off-shore factory is established to produce specific items at a low-cost and then export for further rework or for resale. For the source factory, is also a low-cost production but gives local managers authority over production planning, redesign, process changes, and out-bound logistics. The primary purpose of the server factory supplies specific national or regional markets. It typically provides a way to overcome tariff barriers, logistics costs, and exposure to foreign exchange fluctuations. Furthermore, a contributor factory also serves a national or regional market, as developed as a source factory, has more powers to develop products, process engineering, sources of supply, and development of production capabilities. Besides that, an output factorys primary role is to collect information. They are located where competitors, research laboratories, or customers are located. Lastly, a lead factory creates new processes, products, and technologies for entire company. It should be noted that the choice of the factory not only influences the location, but also the operating decisions of the facility. The shorter product life cycles, fragmented and saturated markets, more demanding customers, consolidation and mergers of companies, and rapid advances in processes and technology always present a dynamic competitive situation. A firm need to made the decisions related to international locations, production strategy, and operations strategy when they decides to become an multinational companies (Zubair M. Mohamed, Mohamed A. Youssef, 2004).he From the list of multinational companies in Malaysia (2009), there have 1690 multinational companies in Malaysia. The Role of Multinational Companies Multinational corporations have played an important role in globalization. Countries and sometimes sub national regions must compete against one another for the establishment of multinational corporations facilities, and the subsequent tax revenue, employment, and economic activity. To compete, countries and regional political districts sometimes offer incentives to multinational corporations such as tax breaks, pledges of governmental assistance or improved infrastructure, or lax environmental and labour standards enforcement (Multimedia Corporation, 2009). In the fifty year from 1950 to 2000 world trade grew by a remarkable 1,700 percent. There is an unprecedented growth in both trade and international investment leading directly to a remarkable growth in living standards, not just in developed, industrialized world but also in many developing countries when there is a period of remarkable openness in the international economy (John Browne, 2002). Multinational companies expected to help develop the region where they operate by hiring local employees, providing training programs, sourcing locally and consequently supporting the local economy (Juliette Bennett, 2002). In addition, Juliette Bennett (2002) said that multinational organizations are increasingly drawing the private sector into the global initiative against corruption in order to encourage good governance and conflict prevention. When US multinational companies invest abroad, they usually introduce their management practices, along with production technology, into less developed countries (Daniel A. Sauers, Steven C.H. Lin, Jeff Kennedy, Jana Schrenkler, 2009). Besides that, according to Juliette Bennett (2002), good corporate governance at home and abroad, promoting economic inclusiveness and community goodwill and it are very important elements of international security. The intercourse between the business and the government for the sharing skills and expertise can be valuable in promoting regional and global stability. Of course the multinational companies cannot and should not replace governments as the primary actors in international peacekeeping. However, multinational corporations working in partnerships with government and the civil society can use their business skills and financial leverage to promote regional stability. Furthermore, the multinational companies are a powerful vehicle for the transfer of not only the capital and other production functions but also managerial and technical knowledge across nations (Wenchuan Liu, 2004). Corporations have an interest in leveraging their skills and impact to promote stability in their areas of operation. All the multinational companies should bear some responsibility for the effects of their operations on the local environment and population (Juliette Bennett 2002). There are a lot of constructive engagements drives by the multinational corporations. For examples, the use of solar powered equipment to such as refrigerators which can store vital medicines in remote areas and the support for the creation of civil society in countries damaged by conflict and violence. There is a commitment from the multinational corporations to diversity founded not on quotas but based on the ability. Merit becomes the guiding factor which influences the multinational corpor ations approach to people everywhere (John Browne, 2002). Lastly, according to Juliette Bennett (2002), multinational companies can contribute to crisis management in conflict zones through commercial or philanthropic support for humanitarian relief and responsible management of security arrangements for the companys operations, thereby minimizing the risks of human rights abuses. Many cross-sector partnerships promote international security and explore conflict prevention, crisis management and post-conflict reconstruction strategies that address the three principal causes of conflict: corruption, poverty and social inequality. However, there is a strongly argued view that in the poorer countries of the world the role of multinationals is exploitative, environmentally damaging, and hostile to human rights and democracy, and divisive, destroying established communities. It distorts the process of development against the interests of local communities. It challenges protected niches, and established patterns of activity. It is disruptive and in places where the adjustment mechanisms are imperfect of nonexistent it produces casualties (John Browne, 2002). Besides that, according to Juliette Bennett (2002), globalization creates poverty and inequality, which in turn create the motive for much violence. Juliette Bennett further explained that the private sector is becoming more public-minded, while the public sector is becoming more business-minded. The Influence of Multinational Companies According to Maral Muratbekova-Touron (2008), globalization processes during the past decades has led to the development of the large multinational companies expanding their activities across countries and continents. One of the main issues facing the development of the global companies has always been to find the right balance between the local autonomy between subsidiaries and the control of the corporate headquarters. Compared with domestic firms, the operation of multinational companies foreign subsidiary is complicated by the existence of the dual imperatives to serve both the needs of the parent company, and possibly of other sister subsidiaries (Riliang Qu, 2007). According to Zubair M. Mohamed and Mohamed A. Youssef (2004), the growing trend among multinational companies is to leverage organizational practices across their international subsidiaries in order to improve the worldwide use of their organizational skills as an important source of competitive advantage. Traditional thinking assumed that corporate head quarters of multinational companies are responsible for the decisions concerning the roles and the capabilities of the foreign subsidiaries. However in recent reach showed that in some circumstances the management at multinational companies foreign subsidiaries are responsible for defining the strategies and objectives of their subsidiaries, within the constraints set for their opera tion (Riliang Qu, 2007). According to Daniel A. Sauers, Steven C.H. Lin, Jeff Kennedy, Jana Schrenkler (2009), Multinational companies faced the problems relate to the cultural differences. Thus, subsidiaries and joint ventures face conflicting pressures from the parent firm and the local environment. The subsidiaries of multinational companies face pressures for both local adaptation and global integration when they operate in foreign countries. Furthermore, Riliang Qu (2007) has classified subsidiaries roles within the intra-firm organisational networks of multinational companies into four categories, which are receptive, active, autonomous and quiescent subsidiaries. Receptive types of subsidiaries are highly integrated into the multinational companies network of operation and are given relatively little power in making their own decisions in relation to the local markets they serve. For the autonomous subsidiaries, are much less integrated to the multinational companies network operation and have a lot of autonomy powers. The following type is the quiescent type of subsidiaries,

The Scouting Program :: Exploratory Essays Research Papers

The Scouting Program  Ã‚  Ã‚      Scouting is one of the most rewarding and fun organizations that boys can be a part of. The program focuses on the morals and character of the boys, and tries to teach them everyday skills that are basic to living in the world today. It seems that in our schools today there is more and more fear and our kids are becoming, in some cases, almost anti-social. This fear is not the fear of doing well or failing a test, but it is a fear of their fellow students. In our attempt to teach our children in a world that continues to be increasingly hectic, we may be failing at our job of providing them with the means of developing the basic human traits that build character. This training is desperately needed in our schools, but the school system does not have the time or resources to do this task alone. In the Webelos Scout Book the Scouting Oath reads:    On my honor I will do my best To do my duty to God and my country And to obey the Scout Law; To help other people at all times; To keep myself physically strong, Mentally awake, and morally straight.    This appears to be a tall order, but in the teachings of the Scouts, you can start out at a simpler level by teaching about respect, pride, and friendly acts like offering others a smile or a kind word. Scouting helps gives our boys the knowledge and skills they need to become vital and caring members of the community.    The Boy Scouts of America was incorporated on February 8, 1910. Their first headquarters was opened in a YMCA office in New York. This group had developed from and idea that Robert Baden-Powell, a war hero from England, had when he saw the interest that boys took in a book he had written about tracking and stalking. The book had been written for his regiment while he was in the service, so he changed its contents somewhat and called it Scouting for Boys. Ernest Thompson Seton , a naturalist, artist, author, and founder of the Woodcraft Indians, a boys organization in the United States, became the first Chief Scout of the Boy Scouts of America.