Analysis Of Pantene s Advertisement Not Sorry

Pantene’s advertisement entitled â€Å"Not Sorry† stands out amongst other ads because it employs both verbal and nonverbal forms of communication in order to convey a message that goes beyond selling their brand. The ad strives to empower females and encourage a pivotal change in an unacceptable aspect of societal behavior. It opens with a question: â€Å"Why are women always apologizing?† The words are in a bold, black font with a white background. The simplicity of their appearance draws the audience’s attention. The graphics are direct and unadorned, speaking directly to the message and motivation behind the ad. It is an engaging question, one that gets at the heart of a prominent societal issue: what is the role of women and how is it different to that of men? At first, the audience may be unclear about what the question means: â€Å"apologizing† for what? But, the montage of diverse women in different environments quickly makes its point. Each of them is saying â€Å"sorry† to male figures: co-workers, husbands, bosses, even strangers. The issue is that none of the women are shown doing anything deserving of an apology. Despite this, it appears to be their immediate, automatic response. Then, a major metamorphosis occurs with the women in the video, and suddenly, they are no longer saying â€Å"sorry†; instead, they say â€Å"sorry, not sorry†. Ultimately, Pantene desires to promote a change through showing viewers a better, altered reality from that of our own, by utilizing innovative marketingShow MoreRelatedThe Sexual Commodification Of Women1424 Words   |  6 Pagesstreet smoking cigarettes. This step was presented to the public as a liberal act for feminists; suddenly women were encouraged to smoke as a symbol of their freedom. Thus began the psychological warfare that is present and proven through many advertisements. The public can easily lose sight of the priorities being set by feminists a s consumerism facilitates purchases of almost anything one needs in the way beauty or entertainment. That being said, it is extremely difficult to analyze complex culturalRead MoreAdvertising Advertisements And Body Image1645 Words   |  7 PagesThis guidance note, approved by the EASA Board in 2009, is designed to assist the advertising industry and SROs in ensuring that women and men continue to be portrayed positively and responsibly in advertising. History - WOMEN IN ADVERTISEMENTS AND BODY IMAGE Authors have also attempted to correlate various demographic variables such as age and education, as well as geographic variables with preferences for role portrayals in advertising. Through the ages men have been considered to be financial

The Second Amendment Of The Usa Constitution - 3202 Words

The Second Amendment of the USA Constitution. Issues and Controversies Jesse Snell Criminal Justice Process Professor Kerry Erisman December 21, 2014 Contents Introduction 2 Research Hypothesis and Method 3 Background of the problem 4 Structure of the Research 5 The Opponents’ View 6 The Proponents’ View 8 The issue is well-regulated 8 Guns Are Really Used In Self-Defense Purposes 9 The importance of firearms industry 11 Conclusions 11 Introduction 1789 was a landmark year for the United States of America. The Second Amendment, which authorizes bear and use of the firearms by the citizens of the United States of America, was enacted. Together with the two landmark decisiona of the United States Supreme Court in 2008 ended 2010 respectively, the right of legitimate use of firearms was ultimately recognized in the legal system of the United States of America . Gun politics of the United States remains one of the most controversial areas on the political agenda of the country . The issues are designed by the two important constituents, which are gun-control laws and the rights of the gun bearers respectively. In particular, the opinions of the gun activists and the legislators often diverge in relation to the extent and scope, to which the use of firearms should be made permissible in the United States of America. However, the provisions of the second amendment to the United States Constitution stand firm. The citizens of the USA are legitimatelyShow MoreRelatedThe Constitution And A Framework For Government Based On Broad Principles1620 Words   |  7 PagesGovernment and Economics Name: Catherine Pankow Unit 3: The Constitution Per: 9 Date: 12/2/15 CONSTITUTION GUIDED NOTES Background: When drafting the Constitution, the Framers’ intent was to create a framework for government based on broad principles. 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The difference came whereRead MoreThe Uk Constitution And The United States1557 Words   |  7 PagesOften the UK constitution is asserted to be the most unique in the world, as its sources are a piece of historical significance as they come from great British heritage. From the case of Jackson and others v Her Majesty’s Attorney General, Lord Steyn stated that ‘We do not in the UK have an uncontrolled constitution’. In general terms a person may judge the UK constitution to be uncontrolled due to it being unwritten, as it is derived from a wide range of sources. Which vary from common law to internationalRead MoreCourt And Process : Constitutional Court989 Words   |  4 Pagesinsists that is in the faith amendment and it should be until the bi ll of right of the state government, and the federal government were unsure of the faith amendment was so clear. 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Though the clause 1, the first power given to congress by the Constitution is the power to tax, and Congress also has the power to levy tariffs but it’s not allowed to charge more for imports into one state than into another. Then congress control the nation’s Finance and it’s make it has enough power to effect the politic. In the clause 2, congress are able to borrow money on the credit of the United State. It’sRead MoreShould the Uk Retain Its Uncodified Constitution Essay1369 Words   |  6 PagesShould the UKs constitution remain uncodified? A constitution is a set of rules which may be written or unwritten, establishes the distribution of power in a political system, the limits of government jurisdiction, the rights of citizens and the method of amending the constitution itself. An uncodified constitution is unwritten, or at least not written all in one document. The constitution in the UK is found in a variety of sources which are mainly statute and common law, conventions and traditions

Love What Is It Essay Research Paper free essay sample

Love: What Is It Essay, Research Paper Love: What is it? Love, what is it? To many people love means many things. To others, to love is to put their felicity in one another. Others love can be how they feel about that particular person. I # 8217 ; m non speaking about the fatherlike love or that maternally love. I # 8217 ; m speaking about the love that you feel towards person. That particular person that you could perchance pass the remainder of your life with. Webster defines love as a strong feeling of attractive force ensuing from sexual desire ; enthusiasm or fancy. But to me love is non merely a feeling, but it is the manner that you treat that particular person that you care for. Treating them so kindly so they # 8217 ; ll cognize you care and love them. Love in my eyes, is doing that forfeit for person, cognizing that you might repent it sooner or later. Love is how you make another individual experience when you are in their presence. Love is the laughter that you portion, the clip you spend, and the relationship that you build with that particular person. Many people show or express their love for person in many and different ways. For case, there was an ancient Egyptian Poem that captivated my attending. While I was reading the verse form it made me recognize how more people view love the same manner as I do. The verse form is named # 8220 ; Love, how I # 8217 ; d love to steal down to the pond. # 8221 ; In the verse form there were lines that helped me recognize that love is non what you say, it is what you do. And in the verse form there was a line that stood out far from the remainder. It said, # 8220 ; Just for you I # 8217 ; vitamin D have on my new Memphis swimwear, made of sheer linen, tantrum for a queen- Come see how it looks in the H2O # 8221 ; . Not caring about how she looks to others or how foolish she might experience, she entices her mate with a swimwear that when wet it reveals all of the adult female # 8217 ; s organic structure and leaves nil to the imaginativeness. As I read on I felt if she was speaking to me. Leading me into the pool. I felt as if this is the instance because throughout the whole verse form no names were said, and there was no 1 who replied when she asked would you like # 8220 ; to wade in with me? # 8221 ; As I read on I so replied yes, yes I would fall in you. Why, you might inquire. Because of her actions, non her words. The poet or adult female shows that she wants to be with you alternatively of stating you. Remember, to me love is in the actions non the words. As I continued to read and reflect about love and how it is expressed, I remembered a verse form that I had written to demo my girl-friend how she makes me experience. The name of this verse form is called, # 8220 ; She Struts # 8221 ; . She walks with beauty, grace, and manner. Even on a bad twenty-four hours she makes me smile. Head held high when mine is low, she struts by sexy, fresh and slow. Asking, # 8220 ; What # 8217 ; s the affair? # 8221 ; , as if she doesn # 8217 ; T know. When there was no answer she turned, Sexy, sassy and decelerate. She looked in my face with hazel eyes and a smiling Tittuping toward me as if on a cat walk, Hesitating so turning doing my frown somersault upside down She whispers in my ear quietly, # 8220 ; You love to see me this I know, But you love it more to see me go. # 8221 ; Then turns and prances off sexy, fresh and slow. This verse form like all of my others is about a adult female and her actions. This peculiar adult female is 19 old ages of age, five pess nine inches tall, with a arresting personality prosecuting a modeling calling. I named the verse form # 8220 ; She Struts # 8221 ; because of the manner she walks. As if ever on the # 8220 ; cat walk # 8221 ; she prances by caput directly, weaponries at her side. I truly love this verse form because I put much feeling and thought into it. But there are a few things that I would alter. Well possibly non alteration, but perfect. As I look at it now after it # 8217 ; s been a piece since I wrote it I see some defects. Like the subdivision in the verse form when she struts easy as if on a catwalk. When you think about it when you see theoretical accounts on the catwalk they are normally walking sort of fast so the following individual can come out behind them. On the other manus I like this verse form better than the remainder of the 1s in my aggregation. I can # 8217 ; t truly state why, possibly it is how I feel towards this individual that makes me experience so strongly about this work. Or possibly its how the lines flow off of your tong as you read it. It could likely be how it has a natural beat and sooths the individual that you are reading it excessively. There are a batch of grounds that I appreciate this verse form and the chief ground is because I wrote it fore and about a particular person. When showing love through your actions, composing poesy is non the lone manner that you can make it. A favourite vocalist of head who writes love concert dances, Kenny Lattamore, wrote a vocal named # 8220 ; For You # 8221 ; . Within this vocal he sung about all of the things that he would to for his particular person. A peculiar poetry I truly liked was one when he sung, # 8220 ; For you I # 8217 ; ll give the cup of love that overflows, and any one who knows me knows. # 8221 ; I like it because it describes how his love for her is unconfined or he has so much of it to give. But when I asked a friend what she thought about the poetry, she thought that it was a existent cup or vase. And when I thought about it being a existent cup it could hold been, but I besides looked behind the cup toward the individual giving the cup. Many people merely look at the obvious, but others like my-self and Chung Tzu expression for the underlining significance. In the # 8220 ; Book of Songs # 8221 ; , written by Chung Tzu there is a false fruit numbered 22 in the text. Part of it reads: Of just misss the prettiest Give me a ruddy flute. The flower of that ruddy flute Is pleasance at the miss # 8217 ; s beauty. She has Been in the grazing lands and brought for me rush-wool, Very beautiful and rare. It is non you that are beautiful ; But you were given by a lovely miss. In my sentiment the lesson of the verse form is non to care for what is given to you, but cherish the idea and earnestness of the individual. Material points can be lost, broken, or even stolen. But when you see it as an action of 1s emotion, the idea of that point ant the individual who gave it to you will populate on forever. Patterson 5 Today, many people have different out expressions and positions about love and that what it is or what it should be. But you can # 8217 ; t genuinely love any one until you answer that amusing small inquiry? Love: What is it?

The Odyssey Essay Summary Example For Students

The Odyssey Essay Summary In book twelve of The Odyssey, the main character, Odysseus, is confronted with three obstacles that he and his crew must conquer in order to get home to Ithaca. The first of the three obstacles that Odysseus and his crew must face are the sirens and their enchanting melody. This obstacle is the easiest one for the war heroes to conquer, all they have to do is plug their ears and sail past the siren’s island. Odysseus adds a twist by having himself tied to the mast of his ship where he can here the song, but cannot be drawn to his death. After the sirens Odysseus and his men only have to face one of the two following obstacles: the monster Scylla, or the natural phenomenon Kharybdis. Before Odysseus and his men made their journey through these obstacles Odysseus was forewarned of the dangers ahead. Instead of informing his men of their possible death, he kept his knowledge to himself. In the moral standards that people use in the late twentieth century, Odysseus’ decisi on not to tell his crew about the dangers that lay ahead of them was unethical. However, in the standards of Greece in Odysseus’ time period it more than likely was a moral action. Knowing both of these facts, how should we, as readers, interpret Odysseus’ decision? Odysseus made his decision because he believed that his crew would not go through the cliffs that house Scylla and Kharybdis. Odysseus was probably correct in his judgment of his men’s willingness to face death. As the commander he has the right to make decisions of this caliber. The idea of a commander having the ability to decide whether or not the crew lives is another moral issue. Personally, I’m not sure what the rules regarding this are in the United States’ armed forces today. Besides what our armed forces think, I don’t think that the idea of a commander having the kind of authority to decide whom dies and who lives is moral. Besides the idea that Odysseus, as a commander , has the authority to decide the fate of his crew, there is the issue of the reasons behind his decision. I believe that he based his decision to put his crew’s lives at risk on his own need to get home to Ithaca. Therefore, according to Odysseus’ logic, he wants to go home much more than his men because he thought that his crew would abandon the ship if he told them of their fate. Whereas he is willing to face the dangers of the obstacles ahead in order to get home. To me this is a selfish decision on the part of Odysseus, to sacrifice his crew, or some of it, so that he can get home. We will write a custom essay on The Odyssey Summary specifically for you for only $16.38 $13.9/page Order now In conclusion, Odysseus made a decision not to tell his crew about the dangers that lay ahead of them based on several things. He thought that they would refuse to face death because they didn’t think that getting home was worth the risk. He had the right to do this because he was their commander. Still, no matter which moral system you look through, past or present, Odysseus did not tell his crew about the dangers they would face due to personal reasons. He didn’t tell his crew that six, maybe even more of them, would die all because he wanted to go home to Ithaca. Bibliography:

The human resource, employment relations strategies, processes adopted in the fast food industries in the United States, Germany and Australia

Introduction The fast-food industry has become extremely internationalized within the last three decades; such companies as McDonald’s or Burger King operate in countries that may have different political and legal systems, cultures, or even religions (Berberoglu 2002, p. 135).Advertising We will write a custom essay sample on The human resource, employment relations strategies, processes adopted in the fast food industries in the United States, Germany and Australia specifically for you for only $16.05 $11/page Learn More This essay is aimed at comparing and contrasting the human resource and employment relations strategies used in such countries as the United States, Australia, and Germany. These countries have been chosen because such examples can show how multinational corporations (MNCs) adapt to different legal systems, social values, and cultural environments. For instance, the United States can be seen as a country where the fast-food indu stry first achieved enormous success in terms of financial performance. By looking at it, one can understand the origins of HR practices used in the fast-food industry. In turn, Germany can be of great interest to business administrators because of its labour relations system that requires MNCs to develop more complex HR strategies and give more bargaining power to workers. Finally, Australia is a state which places much emphasis on the corporate social responsibility of private businesses and one should see how companies adapt to these requirements. Overall, it is possible to say that a MNC has to take into account such factors as the labour laws of a country, the degree to which workers are unanimous, and cultural values of a particular society.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Although, it may not be possible to develop a model that can fit every country, business administ rators can identify a set of best practices that are related to staffing, training and development, remuneration, management, and industrial relations. Theories related to HR practices in multinational corporations To a great extent, the success of international companies depends on their ability to improve or optimize every aspect of their performance. These organizations have to be concerned with the cost of their operations, especially labour expenses, and relations with customers. These aspects of performance are of crucial importance to the fast-food industry which can be defined as a group of firms specialising on â€Å"branded† convenience food prepared in a place and meant for direct sale to retailers (Royle Towers 2002, p. 2). Human resource management plays an important role for these organizations, because it ensures that a company can recruit and retain the employees who can effectively cope with the goals that the organization sets. The first strategy is based on the convergence theory. According to this approach, cultural boundaries or distinctions can be eroded; therefore; similar HR models and approaches can be replicated across countries (Mcgaughey Cieri 1999, p. 236). In contrast, the divergence theory implies the difference between cultures will continue to play an important role and HR managers will have to encourage diversity (Mcgaughey Cieri 1999, p. 237). The countries that have been chosen for this discussion do not differ significantly in terms of such cultural indicators as power distance or uncertainty avoidance (Hofstede 2012).Advertising We will write a custom essay sample on The human resource, employment relations strategies, processes adopted in the fast food industries in the United States, Germany and Australia specifically for you for only $16.05 $11/page Learn More However, there are some differences in such values as collectivism and individuality, especially if one is speaking about t he United States and Germany (Hofstede 2012). Thus, the influence of culture is one of the issues that multinational corporations (MNCs) should be aware of. Secondly, HR professionals have to think about laws that are implemented in specific countries. It should be mentioned that the term human-resource relations refers to the programs that an organization puts in place in order to ensure that the employees receive the benefits that are guaranteed by legislation (Lusthaus 1999, p. 69). In particular, one can mention such issues as compensation, protection of health, or human rights (Lusthaus 1999, p. 69). In turn, employment relations strategies can be understood as long-term objectives set by the management in order to preserve or change workplace procedures and results (Rose 2008, p. 81). Fast-food companies have to focus on such activities training, recruitment, and compensation policies to make sure that their labour costs remain low, while the quality of organizational performa nce is not impaired. Yet, one should take into account that HR practices and relations with workers are affected by a variety of factors, for example, labour legislation of a specific country, or the attitude of a society toward a specific job or occupation, and so forth. Thus, HR managers should be aware of these factors. Overall, the task of these professionals becomes more complicated when they have to adjust their practices to a different country.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More For example, fast food companies that operate in Germany have to consider the increased role of trade unions there and collective bargaining power of German workers (Royle, 2012, p. 75; Schnabel Wagner 2008, p. 497). In turn, Australian fast-food companies have to be more concerned with their public image (Allan, Bamber Timo 2002 p. 161). HR professionals must ensure that the practices used in different divisions of the organization do not compromise the company and its image. MNCs are pressured to conform to the local legal and social norms. This is one of the most difficult tasks that HR professional have to cope with. On the one hand, they are pressured by the senior executives who are mostly concerned with the profitability of an enterprise. Yet, they also have to comply with the rules set by the government of a foreign country. Overall, these examples suggest that HR policies are instrumental for the effective performance of an organization. They have to ensure cost-efficienc y and good relations with customers. These aspects of performance are crucial for the fast-food industry. Moreover, this discussion shows that HR practices and employee relations have to be adjusted to a certain cultural, social, and political environment. The following section will illustrate this argument in more detail. Comparison and contrast of HR practices in different countries The practices that exist in different countries Despite the fact that the countries that have been chosen for discussion may differ in terms of legal environment, there are some similarities in the practices used by fast-food companies. The similarities are mostly related to such aspects as staffing, training, development and management. First of all, one should speak about training and development. One of the trends that can be observed in the United States, Germany, and Australia is the standardization of workplace procedures (Royle Towers 2002, p. 144). As a rule, fast food companies provide specif ic instructions for each activity that an employee can be engaged in. Special attention is normally paid to customer service (Royle Towers 2002, p. 144). Managers pay special attention to such aspects as politeness of employees, their facial expressions, their reactions to clients’ requests and so forth (Leidner 2002, p. 25). The training programs in the fast-food industry are designed to develop these skills. These corporations attempt to make sure that their workers can understand every workplace procedure. Moreover, they are trained to act as interchangeable parts of a mechanism (Royle Towers 2002, p. 144). To a great extent, this policy can be explained by the corporate culture of such companies. These MNCs usually pay special attention to the training that they provide to workers in order to succeed. Staffing is another aspect of HR practices that is replicated in the United States, Germany, and Australia. Fast-food companies have accepted the idea of high turnover in their organizations. To a great extent, this policy can be explained by cultural factors that are present in the United States, Germany, and Australia. One should take into account that jobs in the fast-food industry do not enjoy popularity in economically-developed countries (Tannock 2001). They are usually associated with lack of education or skills that allow a person to climb a social ladder (Leidner 2002, p. 16). Employees of such restaurants can even be ridiculed by peers. This stigmatization is particular strong when one speaks about the person who has already reached adulthood (Leidner 2002, p. 16). Thus, fast-food companies employ mostly young people who are pursuing their education or who are just searching for a part-time job (Allan, Bamber Timo 2002 p. 152). Overall, fast-food corporations have already accepted the idea of high turnover within their divisions. Moreover, when recruiting people, they emphasize such issues as their ability to work flexible hours or free tr aining that the company can offer. Thus, fast-food companies usually employ only young people who do not want to stay with them for a long time. One can say that each of the countries that have been chosen is an advanced economy, and the employment in the fast-food industry is not rewarding for the majority of people. Thus, fast-food companies should take into account that people see them as only part-time employers. Another aspect that people should take into account is management style, especially the degree of autonomy that workers have in fast-food industry. As a rule, the employees of fast-food companies do not have many opportunities to take part in the decision-making (Royle, 2005, p. 42). More likely, they have to act like subordinates who are supposed to follow every instruction or command of the business administrator. Again, this policy has been replicated in many countries, including the United States, Australia, or Germany. However, this approach is consistently critici zed by trade unions of these countries. Overall, these policies can be explained by the corporate culture of fast-food companies and their emphasis on cost-efficiency. In this case, cultural differences between countries do not manifest themselves. On the whole, HR professionals should that the majority of their employees do not want to work with them on a regular basis. The differences in HR practices and employee relations The managers of fast-food companies should take into account that not all of their practices can be easily replicated in different countries. The most important aspects are the remuneration and industrial relations. For instance, MNCs operating in the United States attempt to minimize the wages of the employees and they do not face much resistance (Leidner 2002, p. 12). It should be noted that in this country the labour terms are more favourable to employers, rather than employees (Leidner 2002, p. 12). American law imposes restrictions on companies, but it does not give many positive rights to workers (Leidner, p. 12). This is the main peculiarity of labour relations and remuneration in this country. Fast-food companies that began to operate at an international level attempted to emulate these policies in other countries, but they did not achieve success. For instance, such a strategy may not be successful in Germany where the collective bargaining power of workers is much stronger. The efforts of the German labour force are usually more synchronized in part because trade unions play a more important role in this society. It should be noted that in Germany a larger percentage of workers are unionized (Schnabel Wagner, 2008, p. 497). Apart from that, the German Trade Union Federation that represents the rights workers is an influential organization and many companies have to accept its demands (Royle 2002, p. 71). Moreover, according to Works Constitution Act employees are allowed to establish councils that should represent their rights ( Royle 2002, p. 72). In this country, the companies that resist the unionization of their employees are more likely to face public criticism. One can mention that McDonald’s had to encounter such difficulties when it entered the German market because it could not reach an agreement with trade unions (Royle 2002, p. 71). Therefore, Germany has a system of checks and balances that offer more protection to employees. In Australia, the rights of workers are also well-protected, in part because fast-food companies working in this country have to act as good corporate citizens (Allan, Bamber Timo 2002, p. 161). Such MNCs as McDonald’s, Hungry Jack’s, and KFC have decided to manage the entire union discussions instead of dealing with separate trade unions (Allan, Bamber Timo 2002, p. 140). So, in Australia the rights of workers are protected due to corporate social responsibility, while in Germany their rights are defended by trade unions. Managers should also take in to account that Germany and the United States differ from one another in terms of cultural values and these differences may explain why remuneration and labour relations differ in these countries. For instance, according to Geert Hofstede, Germans place less emphasis on individuality in comparison with Americans (Hoftede 2012). This means that German workers are more cohesive or unanimous (Hofstede 2012). They are more likely to join their efforts in order to force a company to raise wages. Overall, this example suggests that the practices of a company have to take into account the cultural and political environment of the country. As it has been shown, the degree of collectivism can determine the bargaining power of employees. Overall, the differences that have been identified are mostly related to human resource relations. In particular, one can speak about such aspects as compensation and labour relations of MNCs. These corporations should take into account that in the future, th e majority of governments may require them to act as responsible corporate citizens, and it will be more difficult for them to defend their reputation. HR professionals can help them avoid these problems by designing strategies that can improve employees’ satisfaction with their work. Recommendations It is possible to identify best practices that fast-food MNCs can adopt in order to perform successfully in different countries. First of all, fast-food companies should continue their policies regarding training and development. Their task is to provide on-the-job training to employees. As it has been noted before, practically every workplace procedure in fast-food industry is specified and standardized. This approach will enable them to maximize the performance of their employees at a relatively low cost. Certainly, high turnover of employees is usually believed to be a cause of many problems for many companies (Tesone 2008, p. 206). Yet, high turnover does not pose a significa nt risk to fast-food companies because they want their employees to be interchangeable in the workplace (Royle Towers 2002, p. 144). This is one of the approaches that can be applied in different countries. Secondly, while recruiting employees they should focus on such aspects as flexibility of working hours, absence of educational requirements, and ability to earn some income at the time when a person cannot secure a more prestigious employment. These organizations should remember about the demographic characteristics of their labour force. Fast-food companies should recruit young people who believe that fast-food industry can offer them only a temporary employment. This strategy can be applied in the United States, Germany, Australia, and many other countries in which fast-food companies operate. This approach has already proved to be effective. As it has been said before, the employees of fast-food companies can often be stigmatized. HR professionals highlight some positive aspe cts of working in a fast-food restaurant, for example, flexible working hours or ability to receive free training. Thirdly, they should remember that the bargaining power of workers can be greater in some countries. The managers of fast-food companies should remember that in Germany and Australia the social performance of businesses has to reach higher standards. Such practices as of-the-clock work may no longer be permissible. In the previous sections it has been shown that fast-food companies have to act as responsible corporate citizens because people who live in Australia, Germany and the US may eventually pay more attention to their labour practices. These companies should remember that they also need skilful employees, and it is necessary to find ways of retaining workers who can improve the operations of fast-food restaurants. Conclusion The success of fast-food companies strongly depends on their ability to adjust to the legal, social and cultural environment of other countr ies. In particular, they need to focus on the laws that are implemented in the country, people’s attitudes toward a certain occupation, and some of their cultural values such as collectivism or individuality. These organizations should remember that human resource and employment relations strategies can require some modifications, depending upon a particular country. For instance, in Germany fast-food companies should be ready to cooperate with trade unions. The examples discussed in this paper suggest that daily operations, workplace practices, and recruitment of employees can be similar in across different countries. They are relatively similar in the United States, Germany, and Australia. They can continue using such practices in the future. However, promotion of employee’s rights, the empowerment of personnel, and their compensation require much more attention of HR managers who work outside the United States. They should note that bargaining power of workers can b e very strong in some countries such as Germany. References Allan, C., Bamber G Timo, N 2002 â€Å"Employment relations in the Australian fast-food industry†. In Royle, T Towers, B (eds.), Labor relations in the global fast food industry, Routledge, New York, pp. 140-152. Berberoglu, B 2002, Labor and Capital in the Age of Globalization: The Labor Process and the Changing Nature of Work in the Global Economy, Rowman Littlefield, London. Hofstede, G 2012, National Culture: Germany. Web. Leidner R 2002, Fast-food work in the United States. In Royle, T Towers, B (eds.), Labor relations in the global fast food industry, Routledge, New York, pp. 7-27. Lusthaus, C 1999, Enhancing Organizational Performance: A Toolbox for Self-Assessment, International Development Research Centre, Ottawa. Mcgaughey, S, Cieri, H 1999, ‘Reassessment of convergence and divergence dynamics: implications for international HRM’, International Journal Of Human Resource Management, vol.10 no. 2, pp. 235-250. Rose, E 2008, Employment Relations, Pearson Education, New York. Royle, T Towers, B (eds.) 2002, Labor relations in the global fast food industry, Routledge, New York. Royle, T 2005, ‘Realism or idealism? Corporate social responsibility and the employee stakeholder in the global fast-food industry’, Business Ethics: A European Review, vol. 14, no. 1, pp. 42-55 Royle, T 2002, ‘Undermining the system? Labour relations in the German fast-food industry’ †. In Royle, T Towers, B (eds.), Labor relations in the global fast food industry, Routledge, New York, pp. 69-92. Schnabel, C, Wagner, J 2008, ‘The Aging of the Unions in West Germany, 1980-2006’, Jahrbucher Fur Nationalokonomie Und Statistik, vol. 228 no 5, pp. 497-511. Tannock, S 2001, Youth At Work, Temple University Press, London. Tesone, D 2008, Handbook Of Hospitality Human Resources Management, Elsevier, London. This essay on The human resource, employment relations strategies, processes adopted in the fast food industries in the United States, Germany and Australia was written and submitted by user Ahmad Q. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Most Effective Social Media Marketing Tools Teams Use To Up Their Game

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