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Metaparadigm
The nursing metaparadigm is defined as the sole source of the development of many nursing concepts. Ideally, many of the conceptual models in nursing seem to have developed from the meta-paradigm of nursing. These theoretical models are defined as a given set of statements and concepts that eventually integrate the concepts into an exact configuration (Meleis, 2011). In other words, a meta-paradigm is considered as the most conventional or global perspective of a discipline and acts as a framework in which the most important structures are developed. The nursing meta-paradigm involves the following concepts; nursing, person, environment and health (Meleis, 2011).
The four concepts integrate to give an exact configuration. As such, a person is therefore defined as the primary recipient of nursing care. The nursing concept comes in to manage or alter the external environment to successfully implement the natural law of health. The environment is defined as the internal or external factors that affect the surroundings in which the patient exists (Fawcett et al., 2012). This includes factors like food, medication, water, ventilation, bedding and temperature. Health is defined as having harmony, comfort and peace. The significance of the concepts is their integration in ensuring that there is a satisfactory outcome from the exact configuration that ensues from the integration of the central concepts of the nursing meta-paradigm.
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In conclusion, the nursing meta-paradigm gives a significant association between different crucial notions of the fundamental conceptual models related to nursing and health care. Essentially, in understanding how the meta-paradigm works ensures that the provision of nursing care becomes a fully understood process. The reason being that the concepts are fully understood thus the specific components involved in the process of patient recovery are integrated into a given configuration that will ensure successful healing process.
Reference
Fawcett, J., & Desanto-Madeya, S. (2012). Contemporary nursing knowledge: Analysis and evaluation of nursing models and theories. FA Davis.
Meleis, A. I. (2011). Theoretical nursing: Development and progress. Lippincott Williams & Wilkins.
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Student Intern Engagement
3.1. Introduction
In issues revolving the professional practice, the internship concept is not a new term. The internship is the process by which a student put into practice the theoretical ideas from school. Most companies have been using the internship as a means of increasing innovations and developments. On the other hand, the students see the opportunity for personal devolvement when engaging in the internship.
Universities and colleges engage in the rare finding of attachment opportunities for their students. In the event the school/institution fails to find an internship opportunity for a student intern, the student looks for the opportunity individually. Those students who successfully secure a chance to work with an individual company inform of an internship can either work as part-time intern.
Daly, Perkins, Kumar, Roberts & Moore (2013, p.900) argue that a student intern can also work as a temporary worker. In simpler terms, there are those student interns who join an organization to work as an intern but secure a job position at the same firm after the internship period expires. On the other hand, there are those student interns who leave the organization immediately their stay at the respective organization expires Sobral & Islam (2015, p.505). Internship engagement can also be mirrored through the mirrors of the specialization of the student intern.
This is apparent because different students with different specialization levels engage in the internship. There are senior workers such as senior managers who may wish to engage in the internship to increase their work experience. On the other hand, a typical worker may also wish to engage in the internship to increase the experience too. Saunders & Ash (2013, p.496) argue that the level of student intern engagement can be mirrored through the mirror that gives the distinction between the paid and unpaid student interns.
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Both paid and unpaid interns have the significant impacts on the organization. Not only does unpaid and paid intern have the pertinent effect on an organization, but the unspecialized and specialized interns also have the important impacts on the organization’s operations. Dare, Fancourt, Robinson, Wilkinson, & Bagg (2009, p.345) admit that temporal and permanent student interns should not be left behind in this discussion since they still have pertinent impacts on the operation of an organization.
Therefore, this literature review engages in a thorough exploration of research articles to give a comprehensive analysis on how different level of intern student engagement affects an organization. In addition, the review will provide insights to some of the various types of works and their effects on intern student engagement. By the end of the literature review, an understating of the effects of the varied level of intern student participation in the operations of an organization would be drawn.
3.2. The influence of the different type of employee on student intern engagement
LaNasa, Cabrera & Trangsrud (2009, p.332) introduce that different type of employees influences student intern engagement. Those who engage in part-time or temporary work have varied impact on an organization. This is because their job descriptions are different depending on the time or duration of attending job at an organization. A part-time intern has been defined by Griffing (2010, p.111) as the type of an intern who attends the job through irregular activities.
These workers are called to resume duties each time an organization sees the need for it. This concept of part-time internship has been elaborated by Stansbie, Nash & Jack (2013, p.156) who argue that the intern involved in this type of internship has no control over the hours or the duration on when to attend a job. Nosbisch (2011, p.6) adds that part-time interns are taken to accomplish duties that were unable to be finished by the other workforce.
Temporal interns, on the other hand, are very different from part-time ones. This is because they resemble the permanent workers only that they work on a contract (Feast, Collyer-Braham & Bretag 2011, p.239). Once the contract expires, the intern leaves the organization immediately, unless the contract is renewed. From the definition of the part-time and temporal intern, it can be deducted that they can have the different influence on the organization.
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Taking part-time student interns in context it can be said that their engagement can have minimal benefits to the organization. This is because their involvement with the organization is only to finish the little-left duties by the permanent and temporal workers. Stansbie, Nash & Jack (2013, p.157) argue that part-time student interns lack the opportunity to engage in the decision-making process. The part-time interns are just there to finalize to what have been set by the temporal and permanent workers.
Furthermore, Daly, Perkins, Kumar, Roberts & Moore (2013, p.906) added that part-time interns have the fear of their stay at the organization being terminated immediately a disappointing thing happens in an organization. This is because an organization cannot risk containing the part-time interns at the expense of the temporary workers. Therefore, at this point, it can be said that part-time student interns have an insignificant contribution to an organization, as their engagement is not secured.
However, the above statements are contradicted by Griffing (2011, p.111) who argued that part-time interns could have considerable influence on the organization than the temporary interns. This is because the intern works hard to the bone to ensure that he or she is promoted to the position of the secular intern. This is because the part-time interns finish the remaining last critical phases of projects of the day Sweitzer & King (2013, p.91).
Therefore, once the projects are completed successfully, the respective intern is promised to secure temporary job at the organization. Therefore, the influence of the part-time student intern engagement can be said to have the exponential impact on the organization.
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Temporary student interns, on the other hand, survive on the description of the contract. They have equal contributions as those accorded to the permanent workers (Chen, Sheu, O’Sullivan, Cate & Teherani 2014, p.136). The importance of the temporary interns is seen as the incumbent workforce absorbs them and become a part of the force. With the little time, the temporary intern becomes a part of the workforce such that he or she becomes a part of the decision-making process at the organization.
These types of student interns have centrifuged engagement with an organization such that productivity increases in an organization. Fresh ideas brought by the interns are easily absorbed and put into practice. The temporary student interns are dutiful. The dutifulness is brought by the fact that the organization will second them to be hired permanently in the organization.
Sidhu, Weller & Mitchell (2015, p.743) argue that the contribution of the temporary student interns is great since they seek renewal of their contracts. Therefore, they end up working down-to-earth to appease their supervisors. Once the superiors become appeased, they will approve for the second renewal of the expiring contracts.
The other level of the student interns is the one that has paid and unpaid student interns. A study done by O’Bryan, Daston & Riehle (2014, p.54) concluded that the organization that does not pay their interns records high unproductive operations. The reason behind this statement is that there is little student intern engagement. The students are demoralized despite the fact that they are gaining experience in the interning Webber, Nelson Laird & BrckaLorenz (2013, p.330).
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Most factories in the London region take the advantage of the notion that the experience gained by the interns is not commensurable to the input they give during the internship. Therefore, they do not deserve to be paid. Unfortunately, the saving on the wages is met with decreased employee productivity due to minimized student intern engagement. Tucker & Abbasi (2015, p.405) argue that a demotivated student intern is a frustrated employee. This is because the social aspect of the intern is not satisfied.
The net implication of the dissatisfaction is that there is the ultimate slower accomplishment of the company’s objectives. The other observable effect of the unpaid internship is that there is the disconnection between the intern and the organization. This statement is seconded by Ward & Yates (2013, p.206) who argued that the student intern lacks the purpose of engaging in the internship. The conscious of gaining experience in the internship is disturbed by the fact that there are no incentives at the end of the day.
Therefore, at the end of the internship, the student intern ought to have gained nothing from the internship. Croft, Duah & Loch (2013, p.1054) emerge to argue that paid internship is the best form of an internship. This is because they make the student intern psychologically, emotionally, and physically engage productively in the operations of the organization.
The Maslow Hierarchy of Needs Model gives that meeting the social needs of an employee ensures that there is the motivation of the respective employees for the early realization of the set objectives. Therefore, as Ward & Yates (2013, p.207) argue, giving the student interns a small pay inform of supporting their traveling expenses can be the best of reward to ensure that they work down to earth to give back to the organization giving them the job experience.
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3.3. The influence of the various type of work highly on student intern engagement
Any organization has job categories that have some professional aspects. Middleton, Abrams & Seaman (2011, p.67) admit that there are those type of employees in an organization that have much expertise than the other. Therefore, these variations in skills affect the intern student engagement largely. Some of these professional categories include the senior managers and other workers. Once a student intern joins an organization, the environment created by the above classes of workers determines their engagement.
It is observed by Oktay, Jacobson & Fisher (2013, p.209) that the productivity of a student intern increases when presented with an environment with professional workers such as superiors and senior managers. This is because the senior managers act as role models and mentors. The senior managers are always available to give advice to the new interns on how to put their theoretical understanding of concepts into practice.
By observing the textile industry in London, Stansbie, Nash & Jack (2013, p.155) observed that the productivity of the student interns increased when they worked correlatively with their supervisors. The author noticed that those interns presented to the other workers who had little expertise had difficulties with addressing problems. Therefore, the productivity of the interns presented to these groups of employees was minimal. This statement approves the indication of Lee, Chao & Chen (2015, p.8) who argued that various type of work significantly influence intern student engagement.
The authors gave that there existed skilled, semi-skilled, and non-skilled in the companies in the UK economy. Any working setting presented with these groups of workers is promised to give various feedbacks to the newcomers such as student interns. Stansbie, Nash & Jack (2013, p.159) record that an internship is a form of learning that is designed to accomplish one’s needs and interest.
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The author adds that the learning amalgamates learning how to become an independent learner and how to help, assist, and guide others in the place of work. Just as Snavely (2012, p.112) argued, an internship is guided by a vision, in which the theoretical textbooks and models are replaced by competency and measures of education. Associating internship with a leading figure is indispensable in ensuring that it is realistic. Most of the organizations in the London region ensure that a student intern is paired with mentoring supervisors where they are interning.
Cooperatively, the supervisor collaborates mutually with the student intern, carefully inspects their work, counsels, coaches, and assesses their progression (Chen, Sheu, O’Sullivan, Cate & Teherani 2014, p.137). Since the mentors or supervisors are part of the support system in assisting and nurturing the student interns, there is a positive engagement of the respective student interns. The clear implication of such activities ensures that there is the smooth functioning of the workforce since the interns are systemically integrated to the existing labor force. The general workforce is said to assist the student in learning productively.
Cord, Bowrey & Clements (2010, p.47) argue that when a student intern is, most of the time, presented to the supervisors, he or she lacks the freedom to express his or her opinions. Tyssen, Vaglum, Gr∅nvold & Ekeberg (2005, p.725) argued that such situation makes a student intern limits the level of engagement in the internship. This is because most supervisors appear to coerce than to encourage the interns. Based on a research conducted on the fear created by superiors on students in polytechnics in London, Ward & Yates (2013, p.209) found that student interns prefer to work in a work environment absent of superiors and other senior managers.
This is apparent because most senior managers and supervisors in the region appear to underestimate the interns. The rules given to the trainees were harsher than to the other employees. The reason behind such frustration as given by Beenen (2014, p.104) is that organizations think that they have to maximize to the full potential of the student interns. Most organizations give that the student employees do not deserve to be paid because the experience they give to the interns is great. Therefore, the superiors give fear to the trainees to make them productive during the few months they will be in the organization.
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3.4. How do difference levels of student intern engagement influence the organization operation?
Irrespective of the level of the intern student engagement, a business offering internship programs gains a variety of benefits. One of the distinct importance is heavily placed on the operations. It is argued by Ward & Yates (2013, p.217) that the interns are fresh, innovative, and diverse students who have ideas for urgency. This urgency is what is required to ensure that the operations of an organization achieves the targeted outcomes within the shortest time possible (Academy Of Marketing Science, Wilson, Black & Capello 2015, p.91).
For example, the part-time student interns do their best to make their place in the organization noticed and appreciated. However, the operations done by the part-time interns seem to move faster than with the temporary interns. This proposition is because the part-time interns have the highest possibility of losing their job than the temporary interns (Helyer & Lee 2014, p.349). This is because the duties done by the part-time interns can be submerged to the ones done by the other temporary interns.
The other reason behind the fastness in operations with the part-time interns is that they are irregular. Thus, they usually have free minds when attending their duties since they have less monotony. On the other hand, the temporary interns have a higher monotony rate than the part-time interns (Chen, Sheu, O’Sullivan, Cate & Teherani 2014, p.139). They work together with the permanent or hired employee. Since they become integrated into the organization’s workforce, they tend to be faster in the first stages.
However, with time, the respective interns slow down to equilibrium to adjust to the working pace of the existing workforce. Still on the aspect of the organizational operations, an intern student engagement is limited if it is continuously exposed to seniors. This is because the interns feel inferior to accomplish objectives as the existing workforce does. Therefore, the operations of the student interns working with superiors and superiors, most of the time, are disturbed. This is unlike a student interns who work with the general workforce.
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This is apparent because they adapt quickly to the corporate culture of the organization to ensure they rhyme with the rest of the force (Academy Of Marketing Science, Wilson, Black & Capello 2015, p.95). In the end, the operations of the organization move swiftly and faster when the student interns work with the general workforce than with the superiors and supervisors who keep on shouting orders to them.
The operation of an organization is predicted by Chen, Sheu, O’Sullivan, Cate & Teherani (2014, p.143) to be faster and productive with paid student interns than with unpaid student interns. This statement is seconded by Dotson & Dotson-Blake (2015, p.54) who attested that a paid student intern is a motivated personnel. In simpler terms, a workforce with a composition of paid student interns is seen to reduce workloads. The professional staff (senior manager) gets the freedom to pursue creative and more developed initiatives. Barnett (2012, p.279) argues that most of the organizations that pay the student interns retains more of them.
This is because the interns are motivated to make use of their theoretical concepts. Therefore, innovative projects are nurtured and developed such that some of the pioneered mechanisms by the interns are left behind to be used by the left workforce once the interns leave the organization. Burbidge (2015, p.162) argues that student internship enables the leaders in an organization replenish their leadership skills. Any supervisor working with any level of student interns is promised to have the opportunity to increase his or her leadership skills due to the continuous coaching and mentoring of the trainees.
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3.4. Conclusion of the literature review
The report has analyzed different levels of student internship on the engagement of the interns in an organization. Concurrently, the survey has found that paid student interns have remarkable effects on the organization’s operations. In addition, the review has correlatively found that student interns working with superiors can have retarded growth than those working with the general workforce.
Various authors have argued that temporary student interns have little engagement than the part-time student interns. This is apparent because part-time student interns wish to become a part of the workforce. Therefore, this group of student interns cooperates with other to ensure that the superiors approve their contributions. However, the temporary student interns can have faster running of the organization’s operation, but not as compared to the part-time student interns (Chen, Sheu, O’Sullivan, Cate & Teherani 2014, p.145).
Therefore, from the above assessment, it becomes visible that there is a need to have a research that will investigate further, how the different types of student intern engagement influence the organization.
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Fiction Books Annotated Bibliography
Brodzinsky, A. B. (2012). The Mulberry Bird: An Adoption Story. Jessica Kingsley Publishers.
Illustrator: Angela Marchetti
Interest level: 1st-5th Grade
Topics: Family, Adoption
Summary/ Reasons: This is a story of the Mother Bird who triumphs over all challenges and odds to bring up her baby bird. Despite the great love she has for her baby bird, she chooses adoption due to her inability to give him the home that he needs. This book reassures adopted children as to the need for adoption.
Butterworth, C. (2011). How Did that Get in My Lunchbox?: The Story of Food. Candlewick Press.
Illustrator: Lucia Gaggiotti
Interest: 1st-2nd Grade
Topics: Food, Lunchbox, Family
Summary/Reason(s): Whereas the most significant part of a child’s day often revolves around the opening of a lunchbox, it is however disturbing to the young child as she tries to imagine the manner in which the delicious food got into the lunchbox. The book provides clear, engaging steps involved in the production of some common foods.
Coats, K. (2011). Ruby Lu, Star of the Show (review). Bulletin of the Center for Children’s Books, 64(7), 335-335.
Illustrator: Anne Wilsdorf
Interest: 3rd Grade
Topics: Family, cultural differences, gender equality
Summary/ Reason(s): After Flying Duck arrives from China to live with her family, suddenly Rby Lu’s happy world turns upside down as all her family members start conversing in a foreign language, their meals become modified and her family mandates her to be Flying Duck’s guide at school. This book can be very helpful to a little who wishes to narrate a story about her experiences with cultural clashes.
Sharmat, M. W. (2013). Nate the great and the lost list. Delacorte Books for Young Readers.
Illustrator: Marc Simont
Interest: 1st-2nd Grade
Topics: Friendship, Mystery
While Nate the Great and his dog are on vacation, they still feel compelled to look into a new case, after the grocery of Nate’s friend Claude gets lost. Nate is set to find the grocery list before lunchtime but the time draws nearer and the list is still not found, which makes Nate afraid that his reputation might be destroyed. This book is a very interesting read to beginning readers to the detective mysteries.
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Fiction Books Annotated Bibliography
Harris, R. H. (2014). It’s perfectly normal: Changing bodies, growing up, sex, and sexual health. Candlewick Press.
Summary/Reason(s) for Selecting: This book provides a factual explanation of biological changes in the bodies of kids as they grow into adults. The book takes a multicultural approach and covers all acceptable differences such as gay and lesbian people, aged people, wheelchair-bound people, people of different races, heavyweight people, and slender people. It is a good read for a child having questions about his/her body changes and as they grow during puberty.
Stotts, S., Cummings, T., & Seeger, P. (2010). We Shall Overcome: A Song That Changed the World. Houghton Mifflin Harcourt.
Interest: 3rd – 5th Grade
Topics: Civil rights, equality
Summary/ Reason(s): The book relates the power of song to the power of a people to stand up against oppression. The history of the inspiring anthem is traced. In addition, the book explores the influences of traditional African music and Christian hymns in the lyrics of the national anthem and tune, and offers insight into the significant role played by the song in anti-war, labor, and civil rights movements in the United States. A student looking into the history of civil rights movements and learning the songs that played an important role towards these movements will find this book very insightful.
Ginnie, L. (2012). Auntie Yang’s Great Soybean Picnic. Lee & Low Books.
Illustrator: Beth Lo
Interest: 1st – 2nd Grade
Topics: Family, Community, Soya beans
Summary: Jinyi and her sister are fond of visiting their Unlce Yang where they enjoy engaging in dumpling-eating contests as well as backyard adventures with their cousins. After Auntie Yang discovers soybeans growing in Illinois, her family make soybean picnics a tradition, which results to an annual community event.
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Fiction Books Annotated Bibliography
Ryan, P. M. (2012). Becoming Naomi León. Scholastic Inc..
Interest: 3rd – 5th Grade
Number of Sentences
Number of Syllables
First 100 words
11
Second 100 words
9
Third 100 words
10
Total
30
Average
10
Topics: Family, Cultural Diversity
Summary: Naomi, a Mexican-white girl is the only one in her family with a different color. A conflict between Naomi’s mother and grandmother forces her grandmother to move to Oaxaca in search for Naomi’s Mexican father. Through this, Naomi gets to learn Mexican culture and to become part of her Mexican extended family. This book is helpful to a reader who wishes to know more about children who have been adopted, particularly transracially.
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Fiction Books Annotated Bibliography
Choi, Y. (2013). The name jar. Knopf Books for Young Readers.
Interest: 3rd – 5th Grade
Topics: Cultural Diversity
Summary: This book is a story about a young Korean girl called Unhei, who tries to find the best way of making her new classmates in the American school setup to appreciate her name. The book is a great read for young children wanting to know how to encourage cultural diversity in their class setup. Instead of changing her name to an American name, Unhei’s classmates encourage her to embrace her name and make it known to the class.
Javernick, E. (2010). What if Everybody Did That?
Interest: 5th Grade
Topics: Personality, good behavior, self-drive
Summary: This book challenges young readers not follow the wrong path just because everybody is doing so. The world would be a mess if everybody broke the rules, splashed too much at the pool, didn’t wash up, or spoke during story time. The book contains humorous illustrations to address the issue in a child-friendly manner and demonstrate the consequences of thoughtless behavior.
Queen Rania & Dipucchio, K. (2010). The Sandwich Swap. McMillan.
Illustrator: Tricia Tusa
Interest: 3rd Grade
Topics: Friendship
Summary: The book is about two best friends Salma and Lily, who like doing all the same things and eating lunch together. The book teaches children that the smallest things are capable of pulling best friends apart, until they learn that their friendship is greater than the differences. In a glorious gatefold, Salma, Lily and all other classmates come together in the true spirit of acceptance and tolerance.
Kostecki-Shaw, J. S. (2011). Same, Same But Different. McMillan.
Illustrator: Jenny Sue Kostecki-Shaw
Interest: 3rd-8th Grade
Topics: Friendship, Diversity
Summary: Elliot, an American resident and Kailash, an Indian resident are pen pals. Through the exchange of letters and pictures, the two friends learn that they both go to school, have pets, and love to climb trees. Although their worlds seem different, they are similar in the actual sense. Through the use of colorful and clear illustrations, the book demonstrates how two boys living oceans apart share many things and thus become best of friends.
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Distance Influence on Foreign Direct Investment
Berry, Guillén and Zhou, 2010 Opines that FDI commonly has two general characteristics. It entails a 10 % ownership value as an ordinary matter. FDI also consists the opening transaction that liquidates investments and also the proceeding transactions done by the direct investor together with the investment company that focuses on maintenance, expansion, and reduction of the expenses. In the definition of FDI, there are three distinct features, flows of the new foreign equity, intra-enterprise debt transactions and the reinvested income.
Emerging countries are rapidly growing as primary and significant sources of foreign direct investment flow to the lead economy countries. Most enterprises from developing countries have become key, foreign investors in the international market. However, the bilateral FDI flow between countries has been affected by several factors. Part of this paper is an investigation on how various concepts of distance influence the flow of bilateral FDI between the global economies.
The different distance concepts are introduced and discussed in detail. Another concept, Liability of foreignness (LOF), is also introduced, and its impact on the trade balance highlighted as well. Lastly, the reader will find useful information on the benefits of the firm’s acquisition over a green field venture. The criteria of a business location selection are also illustrated in conclusion.
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Distance has become a hindrance to economic activities across the borders in international trade and markets. There is a dire need for any multinational enterprises to consider all concepts of distance before commencing their transactions in any country. The significant distance features to look encompass of spatial and institutional features. Geographic distance has over time been related to the costs of transport incurred in remote locations business transactions as well as the LOF.
Non-geographic distance factors have also been linked to the explanations in the respective businesses across the borders. Such features include; social, cultural, economic and normative differences. According to studies in business management, the emphasis has been laid on cultural and psychic distances that are regarded the greatest determinants in the FDIs location.
International trade research recommends that the institutional and social features be considered in the business theory so as to cab the broad range of hindrances that have been linked to geographic distance. Longer geographic distances could result in the increment of transport costs, challenges while dealing with different regulations and institutions. It is likely going to be a difficulty in understanding markets with another level of economic development (Berry et al., 2010).
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The density of distance concepts and their effects on the FDIs may be best appreciated if viewed across the regions, functions and firms. The evaluation across the region signifies a separation point from the traditional methods of analyzing location decisions of FDI. Cultural differences refer to the disparities in norms and values between the host and the home country. It is very significant since the national values among employees and countries affect how individuals act and hence have an impact on the establishment of a firm.
To understand the cultural distance as a determinant of FDI flow, it is necessary to measure it by the aid of Schwartz’s orientation of gender and culture equality. Two known orientations are embeddedness and autonomy. Embeddedness characterizes people more collectively thus social relationships with groups of people are highly regarded as individuals work towards common goals. In autonomy, people value the uniqueness of each person, and one is entitled to their feelings and ideas.
Another important aspect is the gender equality, which is not only a social factor but has an impact on the economic development of any country. Women form a significant part of the workforce in several sectors of growth. There tends to be a positive relationship between the level of human capital, other economic conditions and the women rights (Siegel, Licht and Schwartz, 2012)
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The liability of foreignness as the total of costs comprises of the unseen costs associated with the engagement with new legislatures and cultures when doing business abroad unlike home. Elango (2009) asserts in his definition of LOF that it results in a disadvantageous competition for any multinational company. Generally, according to Elango, the costs incurred by an enterprise abroad would not be incurred by a similar local company. The genesis of such costs could be cultural, geographical, economic and institutional distances that lead to an increment in costs and makes it hard to succeed abroad.
LOF majors on the social expenditures of transactions overseas. Such costs are gotten from the relational, unfamiliarity and discrimination challenges faced by the foreign companies, unlike their domestic counterparts. They are innately uncertain and may be incurred even in future. Unfamiliarity costs are a reflection of poor experience or knowledge in the foreign country hence a setback to the foreign companies as likened to the local enterprises. There is a tendency for the foreign investors to pay handsomely for what the locals acquire cheaply or at zero cost.
For instance, local banks in Germany are likely to have a sigh of relief if the Bundesbank lowers the interest rates in a day’s time but British-based banks in the country may have nothing to celebrate. Such an LOF is related to the durability of its existence in the host nation. Short-term resolutions in the foreign country result to unexpected challenges that are covered in the additional costs incurred by the multinational company to realize a similar level of host-market awareness as the domestic company.
Unfamiliarity hazards result in a rise in the average cost of the foreign company, but the production level remains constant. Such as building market awareness costs should be gotten rid of with time, although they may persist if the multinational corporation managers continue adhering to the global strategy and fail to involve themselves in the civic learning (Barnard, 2010).
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A green field venture means starting off an enterprise from scratch, which is from a green field (Klimek, 2011). Acquiring an existing company as opposed to Greenfield venture has several merits. Firstly, it is faster. If the investor wanted the company to take a shorter time for their presence to be noted as well as compete well at entry level in the market, then this would be the best option. Greenfield ventures demand a longer period of physical construction and developing the company. The acquisition is one of the cost-effective means for the investment to realize a competitive mileage in technology, brand name, distribution and logistical advantages as it gets rid of the local competitor.
International political, economic and foreign exchange state may cause imperfections in the market thus causing the target companies to be underestimated. Several MNEs in Asia have been targeted in the recent past due to the economic crisis in the region that consequently impacts on their financial wellbeing. This has left many companies in a state of desperation for capital injections to survive competitively. The acquisition is the best strategy to solve such challenges as maneuvering through the local distribution channels, recruitment of the local employees, and it also creates a platform with a readily established market with a customer base.
Such factors shorten the time needed for the venture to break even. On the other hand, cross-border acquisitions have their shortcomings that the investor needs to consider before making the bold step. The costs of acquisition and financing are relatively too high. It can be difficult to mesh diverse corporate cultures. It may force the management to consider slimming down in order to up the economies of scale. The outcomes of such a step may not be productive to the firm since there is a tendency for individuals to try saving their jobs.
Other difficulties may emanate from the host nation’s interference with financing, pricing, market segmentation; employment guarantees favoritism and overall nationalism. An investor may decide on acquiring a joint venture. In such a form the investor accesses the local partner’s experience and skills, the government contacts and the knowledge about the local market. A joint venture is thus regarded the best way of investment (Becker & Fuest, 2011).
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The business location is critical for any venture to realize growth as well as experience successful operations. Choosing a business location requires precision in market research and planning. It is imperative to put into consideration several factors when making a choice for the company’s location. Several aspects are involved such as assessment of the supply chain, observation of the demographics, understanding state legislature, staying on budget and scoping the competition.
Some other factors to focus on in the research include; the company needs, employees, customers, the equipment required to deliver services among others. Talking of the company needs, most enterprises make a location choice that gives them accessibility to their customers. On this note, it is vital to consider the brand image and ask whether the location is going to be consistent with the intended brand. Establish whether the companies around are complementing or competing for the venture.
It is very necessary mostly where shopping comparisons are common. If the competitor is likely to make the environment tougher then it is advisable to shift the location. There is a need to find out whether the target area has potential employees and the rates of labor. If the business has a prospect of growth, then one should look for a building that offers room for expansion.
The business should also be located at a place where suppliers can quickly find you. One has to think also of safety too, thus, questions about the crime rate in the select area need be asked. Zoning regulations; these help determine whether one may conduct their type of venture in a given building or location. This may be found out through holding the local planning agencies (Cavusgil et al., 2014).
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The business location should be consistent with one’s style of operation. There is a need to determine whether the intended operation is going to be formal or informal. In cases where the customer base is local one is required to find out whether the population matches the customer profile for the business support. Find out whether the community has a stable economy for the company’s well-being.
It is vital to be cautious with a community that solely dependent on a particular company for their economy since this could lead to a downturn that is not healthy for any business. Having the knowledge about the legislature on businesses in a given location is very essential. Look into hidden costs because not many spaces are business ready thus requiring a lot of initial work be done before start-up. Determine also whether the select location qualifies you to access the government economic incentives (Hair Jr et al., 2015).
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Becker, J. and Fuest, C., 2011. Tax competition—Greenfield investment versus mergers and acquisitions. Regional Science and Urban Economics, 41(5), pp.476-486.
Cavusgil, S.T., Knight, G., Riesenberger, J.R., Rammal, H.G. and Rose, E.L., 2014. International business. Pearson Australia.
Elango, B., 2009. Minimizing effects of ‘liability of foreignness’: Response strategies of foreign firms in the United States. Journal of World Business, 44(1), pp.51-62.
Hair Jr, J.F., Wolfinbarger, M., Money, A.H., Samouel, P. and Page, M.J., 2015. Essentials of business research methods. Routledge.
Klimek, A., 2011. Greenfield foreign direct investment versus cross-border mergers and acquisitions: the evidence of multinational firms from emerging countries. Eastern European Economics, 49(6), pp.60-73.
Siegel, J.I., Licht, A.N. and Schwartz, S.H., 2012. Egalitarianism, cultural distance, and FDI: A new approach. Organization Science, Forthcoming.
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How Women Entrepreneurs Can Succeed In Small Businesses
Abstract
This report presents an evaluation of how women entrepreneurs can succeed in small businesses. The report adopted a desk research approach to conduct an extended literature review on the topic. Through the desk research approach 230 pieces of literature were studied in order to retrieve the required information mainly using online desk research (external desk research).
This research approach is important for analysis of known data thereby saving time and money. Detailed analysis of existing literature was used to examine the research questions and objectives. The findings of the study noted that most women across the world face numerous challenges after starting small businesses, but a considerable number of them eventually succeed. The study found that policy makers, family support, internal motivation and academics are some of the pertinent factors towards women entrepreneurs’ successes.
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Introduction
Entrepreneurship is the main tool towards political, economical, and social sustainability. It contributes to economic development through personal fulfillment and innovations. Entrepreneurship provided the opportunity to accumulate personal wealth, mediate business problems, and create job opportunities. For over years, men have been excelling in both small and big businesses (Ajjan, Beninger, Mostafa & Crittenden, 2015).
This excellence has been attributed to their determined efforts, in addition to their pertinent methods to weather economic doldrums. However, this does not imply that businesses that are run by men do not crumble down. Nevertheless, it implies that men have the capability to rise up again after the collapse. On the other hand, women establish a unique way of handling businesses. They are always careful when handling business and they will take most of their time to see that they accomplish the set objectives.
In the United States, the number of women entrepreneurs is escalating tremendously. Women are alienating themselves from the long-lived stereotype that they are inferior than men (Ahl & Nelson, 2015, p.278). The government of the U.S. has been praising succeeding women entrepreneurs because they have been supporting their businesses besides them being entangled with numerous obligations such as reproductive roles and housework.
Due to affirmative action, women entrepreneurs have been able to secure subsidized loans from banks to support their businesses. The government, on the other hand, has been emphasizing women entrepreneurs have to be supported economically, as they are part of economic development.
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The government also has made education available to the girl child by lowering cut mark for them to join colleges and universities. In 2012, it was recorded that in the University of Atlanta, the number of female students exceeded that of the male students. However, women businesses do collapse, and once they collapse, they are not able to rise up again. Before they rise up again, women mostly undergo many operations to see them rising (Ahl & Nelson, 2015, p.279). Therefore, there has been a concern why women entrepreneurs fail in small businesses.
Several researchers have immersed in this quest to answer this question, but their answers are substantive. Much of the researches have been looking why women are choosing to be entrepreneurs. Some of the findings of some researches argue that the reasons why women entrepreneurs fail in business is because of lack of family support, cutthroat competition from men, and lack of experience or skill.
Therefore, the research wishes to look into drawbacks that specifically makes women entrepreneurs fail miserably in the business (Akehurst & Mas-Tur, 2012, p.2471). In addition, the present study will look into ways on how the problems that make women businesses fail can be reversed. Upon understanding why women fail in small businesses, the research will draw how women will reshuffle themselves toward success in small businesses.
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Outline of the research problem
Statement of the problem
It is notable that the number of women entrepreneurs is many in the society. These women lack the potential to exploit fully market opportunities. There are observable barriers blocking women from pursuing their dreams in small businesses. Many literature reviews indicate that the problem is persisting in the society. Elias & Nolo (2012) argue that a large number of obstacles surround women entrepreneurs. The authors argue that the obstacles that make the women entrepreneurs not to contribute much to the society.
This respective study form the researchers in the literature review in that the focus this time the focus on the social factors. There is a gap in the literature since the researchers emphasize the economic and political issues that block people from succeeding in small businesses. This is because political and economic factors are inevitable in the society. However, social factors such as interpersonal issues make women entrepreneurs to catalyze the situation.
Concurrently, the pieces of literature do not discuss the women entrepreneurs in small business. Rather, the pieces of literatures discuss the reason why men entrepreneurs fail in businesses. Although there are a larger proportion of women entrepreneurs in small business, there is an apparent limited of studies conducted with the main objective to analyze social issues that affect women entrepreneurs in small businesses.
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Research aim statement
The study aims to investigate how women entrepreneurs can succeed in their small businesses.
Research Objectives
The following research seeks to achieve the following:
a) Determine factors that make women entrepreneur fail in their small and medium scale businesses
b) Establish what need to be done to avert the factors that hinders small businesses of women entrepreneurs to excel
The process
The process was mainly external desk research whereby information is derived from online sources. This was practiced using business sites. However, getting 230 sources was not easy with the business sites. Therefore, the process combined the use of libraries such as Proquest and EBSOCOhost to search sources that discuss why women entrepreneurs fail in small businesses (Bruezzese, Gallagher, McCann-Doyle, Reiss & Neil, 2013, p.15).
However, the search mainly searched journals only, and not books or periodicals. Those journals from 2008 to present year were taken into special consideration, as they were attributed to being compatible with the present time.
Significance of the research
The study aims at finding the extent to which personality, political, social, environmental, and economical factors can make a woman succeed in small businesses (Reddy & Agrawal, 2012). Research aims at giving the appropriate solutions on how to avert these factors to the women entrepreneurs’ advantage. This is because the pieces of literature failed to provide the best method to make women excel in their small businesses (Collins, 2010).
There is a call in the literature review for further research to investigate the impact of policy makers, academic factors, as well as the effects of practicing managers in making small businesses of women entrepreneurs to survive in the market.
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Factors that influence acquisition of an existent corporation
A green field venture means starting off an enterprise from scratch, which is from a green field (Klimek, 2011). Acquisition of an existent corporation as opposed to Greenfield venture, has several merits. Firstly, it is faster. If the investor wanted the company to take a shorter time for their presence to be noted as well as compete well at entry level in the market, then this would be the best option. Greenfield ventures demand a longer period of physical construction and developing the company.
The acquisition is one of the cost-effective means for the investment to realize a competitive mileage in technology, brand name, distribution and logistical advantages as it gets rid of the local competitor. International political, economic and foreign exchange state may cause imperfections in the market thus causing the target companies to be underestimated. Several MNEs in Asia have been targeted in the recent past due to the economic crisis in the region that consequently impacts on their financial wellbeing.
Acquisition of an existent corporation
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This has left many companies in a state of desperation for capital injections to survive competitively. The acquisition is the best strategy to solve such challenges as maneuvering through the local distribution channels, recruitment of the local employees, and it also creates a platform with a readily established market with a customer base. Such factors shorten the time needed for the venture to break even. On the other hand, cross-border acquisitions have their shortcomings that the investor needs to consider before making the bold step.
The costs of acquisition and financing are relatively too high. It can be difficult to mesh diverse corporate cultures. It may force the management to consider slimming down in order to up the economies of scale. The outcomes of such a step may not be productive to the firm since there is a tendency for individuals to try saving their jobs. Other difficulties may emanate from the host nation’s interference with financing, pricing, market segmentation; employment guarantees favoritism and overall nationalism.
An investor may decide on acquiring a joint venture. In such a form the investor accesses the local partner’s experience and skills, the government contacts and the knowledge about the local market. A joint venture is thus regarded the best way of investment (Becker & Fuest, 2011).
References
Becker, J. and Fuest, C., 2011. Tax competition-Greenfield investment versus mergers and acquisitions. Regional Science and Urban Economics, 41(5), pp.476-486.
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The Liability of Foreignness Concept Definition
Liability of foreignness is the total of costs, which comprises of the unseen costs associated with the engagement with new legislatures and cultures when doing business abroad unlike home.
How the LOF affects the balance between the costs and benefits of international diversification
Elango (2009) asserts in his definition of LOF that it results in a disadvantageous competition for any multinational company. Generally, according to Elango, the costs incurred by an enterprise abroad would not be incurred by a similar local company. The genesis of such costs could be cultural, geographical, economic and institutional distances that lead to an increment in costs and makes it hard to succeed abroad. LOF majors on the social expenditures of transactions overseas.
Such costs are gotten from the relational, unfamiliarity and discrimination challenges faced by the foreign companies, unlike their domestic counterparts. They are innately uncertain and may be incurred even in future. Unfamiliarity costs are a reflection of poor experience or knowledge in the foreign country hence a setback to the foreign companies as likened to the local enterprises. There is a tendency for the foreign investors to pay handsomely for what the locals acquire cheaply or at zero cost.
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For instance, local banks in Germany are likely to have a sigh of relief if the Bundesbank lowers the interest rates in a day’s time but British-based banks in the country may have nothing to celebrate. Such an LOF is related to the durability of its existence in the host nation. Short-term resolutions in the foreign country result to unexpected challenges that are covered in the additional costs incurred by the multinational company to realize a similar level of host-market awareness as the domestic company.
Unfamiliarity hazards result to a rise in the average cost of the foreign company, but the production level remains constant. Such building market awareness costs should be gotten rid of with time, although they may persist if the multinational corporation managers continue adhering to the global strategy and fail to involve themselves in the civic learning (Barnard, 2010).
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Slavery during the constitutional convention History Essay Admission Essay
INSTRUCTIONS:
How did the question of slavery emerge as a national issue by the time of the Revolution and the Constitutional Convention. Ultimately, how did the Constitution deal with the question of slavery? Do you find this to be an effective solution? Why/why not?
The Constitutional Convention in Philadelphia met between May and September of 1787 to address the problems of the weak central government that existed under the Articles of Confederation. The United States Constitution that emerged from the convention established a federal government with more specific powers, including those related to conducting relations with foreign governments.
Under the reformed federal system, many of the responsibilities for foreign affairs fell under the authority of an executive branch, although important powers, such as treaty ratification, remained the responsibility of the legislative branch. After the necessary number of state ratifications, the Constitution came into effect in 1789 and has served as the basis of the United States Government ever since.
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George Mason Law Admission Personal Statement
INSTRUCTIONS:
The application requires submission of an additional statement not to exceed 250 words, double-spaced, that discusses the applicant’s particular interest in George Mason University Antonin Scalia Law School.
With the George Mason University School of Law’s close proximity to Washington, D.C., law students have year-round opportunities for employment in different areas of government, federal agencies, and private law firms. The George Mason School of Law offers day and evening programs for J.D. candidates, as well as one joint degree program, a J.D./Master of Public Policy. Law students can pursue curricular concentrations and tracks to specialize in areas such as patent law, intellectual property law, or homeland and national security law.
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