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Introduction
The postal service, radio, telephone, television and, more recently, the electronic media have radically altered the way that organizations conduct business nowadays.
Each technology has provided different means of reaching final customers that have varied from mail order catalogues, inbound and outbound telemarketing, direct response advertising involving coupons and “phone now” appeals and, more recently, electronic media that include the internet, e-mail and interactive cable television.
At the Office � Image Systems Ltd
Technology has changed the face of the office. Not only are office workers more productive, but office equipment is being consolidated; it is more environment-friendly and more efficient.
One of the leading office equipment suppliers, Image Systems Ltd of Strait Street, Valletta, this year celebrates 5 years in business. Technology has changed the market, Image Systems general manager Alex Gollcher told The Sunday Times. Over the past five years we have moved from an analogue machine to a digital machine. The digital machine today is fully networkable, more reliable with fewer mechanical parts.With the digital technology has come an improvement in laser technology so, Mr Gollcher pointed out, less toner is being used, and a better toner that is more environment-friendly.
The latest office equipment can be integrated into the IT structure no matter the platform - Microsoft, IBM or any other - and users can communicate with these machines, controlling them from anywhere within the office.
The latest machines from Xerox, marketed in Malta by Image Systems, are multi-function productivity centres that integrate scanning, faxing, printing and photocopying in a single unit.
Email Marketing -
E-mail is one of the most pervasive media available today. It reaches us at work and at home, and since we are accustomed to dealing with e-mails as soon as they come in, they also elicit immediate response. To top all this, e-mail is very cost-effective. Therefore its not a surprise that e-mail marketing is one of the most used tools on the Net.
Internet � Websites Accessibility �MaltaNET
Maltanets customer care call centre boasts handling more than 1,500 calls and ensures a reply to 600 plus e-mails a week. Maltanet is committed to provide a superior quality customer service, both online on http//www.maltanet.net or by phone on 1 48600.
Video-conferencing
Working effectively with your business associates, whether in the next building or halfway across the globe, is critical in todays business environment. But logically, it isnt always feasible to be in the same place at the same time with co-workers, especially if much of the information you need is stored on your PC. Video conferencing provides a solution since it focuses on person-to-person interaction. Anyone equipped with a desktop video conferencing system can participate in any office discussion, anywhere, via user-friendly video windows.
Video conferencing can benefit, your company, your employees and the whole community. Video conferencing helps companies compete in the global market since employees can work from home during the business hours of others, in a variety of time zones.
Although telephones and faxes have been with us for a number of years, the benefits of video conferencing are better as it allows you to meet face to face, as if both parties were in the same room. A questionable document or figure may be easily viewed by both parties as if it was their own PC. Agreements are reached without having to send and resend documentation through your fax.
Telephone Systems
And with the advent of wireless technology, people are now surfing the web on their cell phones, using mobile commerce or m-commerce and receiving e-mails between phone calls. In short, e-marketing’s technological horizons are limitless.
The advent of the telephone was instrumental in fostering telemarketing. In this marketing communications system trained specialists use telecommunications technologies to conduct marketing and sales activities. Outbound telemarketing is a cross between direct mail and face-to-face selling via a sales force. Its main attraction is its versatility, lower cost per contact especially via technological integration that needs to be weighted against its intrusive nature.
Telemarketing has also been used very effectively for the inbound situation. In the UK, Direct Line for car insurance and First Direct in banking are two very successful examples where verbal interaction is valued by customers and the internet may not offer as obvious an upgrade as one may at first think.
ISDN is a proven and reliable service.
It gives fast access to information instantaneous call set-up and guaranteed high data speeds mean less time waiting.
It’s simple having telephones, faxes and computers connected on the one ISDN services makes it an obvious upgrade choice for analogue phone users.
It’s flexible ISDNs wide range of communication options gives customers the opportunity to add new locations to their businesses and grows with them as they expand.
It can increase productivity and profitability ISDN supports new ways of sharing information and working together - such as video conferencing and e-mail which allow people in different locations to work more collaboratively and efficiently.
It assists your customer service An ISDN service gives businesses more options for client contact through telephone, fax, the Internet or PC to PC.
Overseas phone calls through Maltacom will soon cost a fraction of the existing tariffs, thanks to the introduction of Voice Over Internet Protocol.
Costs to most European countries will vary between three and four cents, and just five cents a minute to Canada, a stark difference to the high rates currently charged over fixed lines.
The system is being introduced for commercial companies this week and will be phased in for residents by the end of the year.
The service, which will be called TalkTime, will be made available via Maltacoms internet subsidiary Terranet.
Following the liberalisation of the market last January, a number of other companies had started offering the simple to use VoIP.
Terranet manager Keith Fearne explained that all one needs to do is to buy a pre-paid calling card which would be on sale from leading outlets. People will need to call a local number, enter the PIN found on the back of the calling card and dial the overseas destination number when prompted.
The only extra charge would the cost of the local call, which would be charged at standard Maltacom rates.
Use of Mobile Phones in Malta
Mobile phone subscriptions have also overtaken the number of fixed telephone lines, which stand at 5. for each 100 population in Malta, reflecting trends overseas.
Marketing Databases
Your database is your most valuable marketing resource, but are you using it effectively? Harnessing the information you already have is an inexpensive way of achieving the most with your marketing efforts. But most information systems aren’t formatted to provide the simplified, easy to understand answers regarding your clients that marketing decisions require. And if you’re not asking the right questions, you might be missing out on new and innovative ways to approach and please your customers. Click Squad can help you leverage database marketing in the most efficient and informative ways possible. The advantages of database marketing are
• Know your customer. Database marketing allows you to improve the customer’s experience by determining their needs, revealing exactly what they’re after and when and where they want it. It can also help in calculating the exact value of your customer to your overall efforts.
• Know your market. Instead of running costly market studies, database marketing can help determine wide trends throughout your market. Database marketing is also one of the most efficient means of discovering those untapped areas of interest that can provide future revenue.
• Know your results. Database marketing is one of the easiest ways of both reaching and tracking the progress of your ROI goals. By using information you already have, database marketing requires less expenditure of your company’s marketing budget. Plus, by efficiently targeting your campaigns, database marketing requires less time and energy on your part. Results are easy to gage by Click Squad’s analysis.
The developments in computer technology has also made it possible to collect, store and retrieve data with relative ease when compared to the days when databases were card-based and immensely laborious and tedious to search and update. Not only have search facilities improved but also sophisticated analytical statistical techniques have made it increasingly possible to meet customer needs more specifically. Indeed, at the heart of much of direct marketing is the marketing database.
Evolving technology is fostering a move away from the traditional distinction between the two main paradigms in marketing that dealt separately with the business-to-customer and business-to-business situation. Technology is enabling greater focus supported by accurate profiles via the transactional database. Undoubtedly, precision marketing is the future. There is a concomitant emphasis away from products as such to an emphasis on facilitating process.
Mind that the sample papers like How is technology changing the way organisations conduct business nowadays? Why is important for a company to keep abreast with changes in technology? Illustrate your answer with examples. presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Thursday, September 27, 2012
Creating Cultural Changein a Swedish-HungarianJoint Venture
We are ready to represent the best custom paper writing assistance that can cope with any task like Creating Cultural Changein a Swedish-HungarianJoint Venture even at the eleventh hour. The matter is that we posses the greatest base of expert writers. Our staff of freelance writers includes approximately 300 experienced writers are at your disposal all year round. They are striving to provide the best ever services to the most desperate students that have already lost the hope for academic success. We offer the range of the most widely required, however, not recommended for college use papers. It is advisable to use our examples like Creating Cultural Changein a Swedish-HungarianJoint Venture in learning at public-education level. Get prepared and be smart with our best essay samples cheap and fast! Get in touch and we will write excellent custom coursework or essay especially for you.
The joint venture(JV) Larsson Technika between Swedish multinational Larsson and Hungarian company Nagy Technika signed in 10 was the culmination of a long, historical involvement in Hungary. Larsson has been present in the Hungarian market since 111. The JV was meant to be long term and both foreign and local partners seemed to have similar goals and to believe strongly in the long term benefits and positive future of the company. The idea was to combine Hungarian experience and creativity with the Swedeish top-level technology to achieve bold goals within short period of time.
It seems that this JV was very succesful. Employees were very positive about past achievements and had very high confidence in the future. The family-like environment was supportive and friendly. The company was using a large number of benefits showing that it cared about employeess. The strong technical expertise was gradually transferred to the JV and everything seemed to be all right but there were some concerns that should be taken into account and resolve if the company is to be succesful in the future.
The first problem concerns sharing responsibility.
There were Swedish managers and technical staff in 1 in Hungary but the intention was to transfer technical and managing expertise to Hungarian managers in order the Swedish expatriates would eventually withdraw.
Larsson managers were trying to avoid ethnocentric attitude � they took the larger share of managerial responsibility but Hungarian managers were generally learning to take more initiative and responsibility. Swedish managers were trying not to impose anything on their Hungarian partners and for example personnel policies were very flexible and could be modified to match the needs of the Hungarian workforce. The key positions in the JV were held by Hungarians and expatriates had strong international experience or Hungarian roots.
But there was a problem with sharing of power among managers at various levels. Senior managers seemed to need more trust people reporting to them in order to give them more decision making authority. Mid-level managers were also discouraged by the fact that their ideas were inheeded and senior managers seemed not to be interested. Some mid-level managers had also feeling that they were theoretically given responsibility for their areas but they lacked real decision making authority.
There was also another problem connected with the mentioned one. The JV took place just after the year 10 which brought big changes to Hungarian economy but it also changed all aspects of life in Hungary. Before, during the period of communist system, there were almost only state-owned companies in which there were very low expectations for performance, workforce was not motivated, “moonlighting” was considered normal and decision making process took long time. Moreover people tended to avoid responsibility as after all, all important decisions were taken centrally. So the process of transformation meant for Hungarian empoyees complete change of work-style, which like all major changes needed time to be well adopted. Moreover because the system of education and national culture, young people were taught rather not to say anything unless they were completely sure that was true that they were right. It additionally increased the avoidance of taking risk and responsibility � because it would require to take decisions which results were not sure � these people were simply not used to that.
I think that senior managers should trust more their employees and give them more real decision making authority not only theoretical responsibility. It is the only solution of the problem how to teach young , Hungarian managers to take responsibilities. To be pro-active and creative the young Hungarians need to feel they are trusted even if they sometimes make mistakes. They have to feel that senior managers are supportive and interested in their ideas and that they appreciate their efforts.
Inclination of senior managers to retain power for themselves mean lack of confidence for mid-level managers and is the additional factor which discourage Hungarians from taking responsibility- they were afraid of possible failure, don’t feel confident and avoid tough decisions. But on the other hand they have all skills and capabilities to trust them they are well-educated, hard working and keen to work in “western style”. To provide them with stronger self-confidence and to diminish their uncertainty avoidance they should be given appropriate training. The method of workshop or training group and various kinds of simulations seem to be appropriate in this situation. It wouldn’t be very costly for the company and could increase self-confidence and proactiveness of young managers.
Another possibility would be to send them for a certain period of time to Sweden to show them how things are run there and how work their Swedish counterparts. These could have also good effects but would be more expensive and moreover, managers would not be able to work at the time of training.
To enhance confidence of senior managers in their subordinates a kind of outward-bound type trip could be organised. That would make them work together and really trust each other, because good and friendly atmosphere at Larsson Technika altough is very positive seems to be a little superficial. I think that young Hungarian managers would accept such an idea with pleasure but it could be expensive for the company.
Another possibility would be to find a kind of common hobby, for example establish a sport team in which senior managers as well as managers from lower levels would play together, to enhance teamwork attitude and willingness for participation. A drawback of this solution is that it would have to be organised after work and some employees can treat it as intervention in their private life.
Beside it seems to be necessary to organise regular, brainstorming meetings for managers from all levels to enable them to present their ideas, discuss it and to assure that they would be listened by managers from higher levels.
I would recommend to conduct a “ mini” survey among managers which possible solution would suit better their needs and to choose the best method that way.
Next problem is connected with company’s culture.
Generally employees were satisfied with the company and had strong feeling that it cared about them(health examinations, excursions, social, human and cultural care), there was family friendly atmosphere and friendly contact with both senior and mid-level managers. Overall employees responded positively to good social policies and minimising lay-offs.
But some Hungarian managers felt that too much “Larsson way “ was being imposed at Larsson Technika and that Swedes wanted to make the “clone” of Larsson in Larsson Technika. There was a lot of positive factors in “Swedish way” such as making people responsible, sharing information going accross organisation chart, but for the personal and human side there is a strong need to adapt it to the local culture, because even the best factors imposed on people in the wrong way against their will won’t bring good results. Some Swedish managers despite their international experience seem not to have enough cultural sensitivity. Hungarian managers complain that they feel often treated like “natives just down from the trees” and that the expatriates act like “ white face” in Africa. Such behaviour enhance dostance between HCN and PCN which makes the situation more difficult. Especially because Hungarian people are very proud and conerned about their dignity. They can easily feel offended by being treated that way, and their confidence and respect can be difficult to regain. Hungarians are able to recognise technical and economical gap between their country and Sweden but they won’t accept to be treated like the worse sort of people just because the have grown up in such conditions. Swedish managers on their part complain that Hungarians are not very international and don’t know how to behave well abroad. But how they can do it? They couldn’t go abroad for western countries during the whole period of communism, so where they were supposed to learn it? But on the other hand they were well-educated, willing to change and flexible. I personnaly know these young people from Hungary, Czech Republic or Poland who started their professional career in 10s. They are very ambitious, hard working and highly motivated. And probably they put much more work to be the kind of people they are than their Swedish counterparts taking into account much more difficult economic and social situation in their country. I think that Swedish managers should recognise it, especially because of the fact that Larsson has been present on the Hungarian market for a very long time, so the company’s managers Have been able to notice all difficulties, changes and opportunities in Hungarian reality.
I think that because Swedish managers lack cultural sensitivity they need to know more about about last 0 or 0 years of Hungarian history and how it might have affected culture and people attitude to work- to be able to understand better their partners behaviour. As far as methods are concerned the form of classes or readings&online material seem to be suitable. That shouldn’t be neither difficult nor expensive and can help additionally to show Hungarians that expatriates are interested in their history and culture which would be appreciated for sure by HCNs. The worst thing the Swedish expatriates could do was to show HCNs that they feel superior. The Hungarians are very proud and have strong sense of dignity so such a behaviour can destroy relations and make communication between Hungarians and Swedish impossible for the long period of time. I think they should have received such a training before their departure, to be able to avoid many mistakes. As I have mentioned such a training shouldn’t be neither expensive nor difficult and can be very useful. Moreover I think that expatriate managers should try to learn Hungarian language, especially those who were supposed to stay in Hungary for the longer period even if it wasn’t necessary to communicate with empoyees (the company’s language was English). Hungarian employees would appreciate it as a sign of respect and openess to their culture and apart from that that could be useful for exaptriates in everyday life and would enable to dimish their isolation.
Communication
Altough various mechanisms of exchange of information existed at Larsson Technika there was still room for improvement. Even at the senior managers levels, managers indicated that they didn’t know about intended strategy or policies for the venture. Online managers wanted to know about their employees contracts, salaries and allowances, which means that there was weak communication between departments. As there was strong rivalry between mid-level managers, they were not willing to share information- on the contrary they were trying to hide it, which was hidering the effectiveness of the whole company.
First of all I think that meetings which gather managers from all levels should be organised on a regular ( weekly, monthly) basis. They should be well organised and assure participation of all members, and should not last too long . As I mentioned, that would give managers possibilities to express their concerns and ideas and to discuss it. But to be efficient such meetings should be well organised and that need was also expressed by some managers at Larsson Technika Perhaps it would be good solution that everybody should prepare some key points for the most hot topics which they think should be discussed at the particular meeting. Such propositions should be submitted before the meeting and most frequently indicated or most interesting issues should be chosen for discussion. Quite short intensive meetings should be always finished by obtaining a kind of solution for discussed problems. That would convince people that such meetings are usefull and are not just waste of time, which attitude frequently occur in many companies. Such meetings might also allow more open dialogue, and can be an opportunity to present changes which have occurrred in the company and reasons for them . Then managers would be able to pass this information to their direct subordinates through for example departamental meetings. The company’s newsletter might be also useful to inform employees about company’s strategies, policies and changes which have occurred or which are to occur.
The communication between the departments also leaves a lot of room to improvement. The online managers should know about compensation package of their direct subordinates. Such information can be very useful while choosing a method to motivate employers, because it would enable managers to know their needs, what they have and if not what prefer to obtain.
From my point of view they should receive an outline of compensation policy from HR department in form of reading for example plus information about contracts, salaries and allowances of their direct employees. They should also know which incentives they can use ( financial and non-financial) to motivate and reward their subordinates. It seems that well prepared meeting with the relevant person from HR department would be sufficient meens to pass this kind of knowledge.
Another problem was with sharing information- the rivalry especially in mid-level manager group was so strong that managers didn’t want to share information, everyone wanted to be succesful and clever alone. It revealed a need to create stronger sense of teamwork and participation.
They could find a common hobby- as I have mentioned- create a kind of football team for example (or other sport) in which everybody could play senior managers with mid-level managers and ordinary employees. That would enhance a sense of teamwork and make all people work together and rely one on another. A kind of meetings (in restaurants or pubs) after work could be also organised. This would allow employees to get know better one another and when we know other people there is much easier for us to trust them and rely on them. However, there are some disadvantages of this solution employees can feel that company ingerate in their private life and some people may simply don’t like sport or prefer to stay at home with family in the evening. Still, I think that as far as young Hungarian employees( usually single) are concerned ( and the company’s policy was to employ young people) they would like both ideas. Another solution would be to create teams and reward employees on the basis of team performance. It would enhance colaboration and sharing information within teams but there is a danger of creating competition between different teams which the company would certainly like to avoid. I would start with creating a sport teams and organising meetings in the evenings, and if it didn’t work I would look for solution in company structure (creating teams for example). The selection process could be also improve. Currently, while recruiting company emphasised technical expertise and ability to communicate in English. As a result a lot of young managers and employees were unhealthy ambitious individualists. From my point of view an additional criterion should be introduce teamworking capabilities. It would improve the process of sharing information and create a stronger sense of participation but it would certainly more difficult to find such employees as nobody’s perfectJ. To sum up I think that that is a role of senior managers to start this process to show employees that they appreciate teamworking, that they are open and attentative and interested. They should create strong positive corporate culture and then these values would be passed on other workers.They were usually young and inexperienced so would they tend for sure to perceive their bosses not only as bosses but also as mentors � so they would be usually willing to imitate their style
Next issue concerns performance appraisal.
Performance review and bonuses of expatriates were decided in Stockholm. Senior expatriates were not even asked about performance of those expats who reported to them.
From my point of view they should be evaluated both by Swedish bosses and by their Hungarian partners. While evaluating by Swedish there should be taken into account their some specific criteria apart from achieving individual goals how do they cope with communication with Hungarian employees, with decision making process, managing intercultural teams but also their cultural sensitivity and understanding, whether they know how to transfer “Swedish way” values to the Hungarian employees, and how to make them accept it. It seems that a kind of 60’ evaluation would be suitable in this case. Senior expats would receive feedback from their Hungarian subordinates and other senior Hungarian managers in terms of their managerial but also cultural skills. The evaluation would be more objective and complete. Mid-level Swedish managers would be evaluated by their Hungarian boss, other managers and subordinates. It seems to be impossible to evaluate young mid-level Swedish manager who’s working in Hungary from Sweden without even asking his direct Swedish boss in Hungary about his performance. The drawback of this solution is that may be expensive and it takes quite a lot of time. That is also doubtful whether Hungarian employees would accept this system they may not want to evaluate their boss as power distance is traditionally much higher in Hungary than in Sweden. One possible solution would be to put appraisal system into company’s intranet. It would cut costs and save time, but in that case the human contact would be lost. On the other hand we are usually more honest while contacting via computer than face to face, so the collected date could be more credible. To sum up I would involve more people in appraisal of expats to be able to evaluate not only their financial results but also cultural and communication skills.
As far as the performance appraisal of Hungarian employees is concerned altough they were generally aware of the goals for their jobs, they seemed less aware of what they required to be rewarded and receive feedback. There was no performance appraisal system because the Larsson’s one was perceived as too complicated.
But there was no need to copy performance appraisal system from Larsson. From my point of view there was a need to create new simple and transparent PA system (one for the whole company) at Larsson Technika. As employeees were aware of their objectives there should be clarified the link between performance and rewards. They were not used to be pro active after the period of communism but now they should be told that taking initiative, responsibility and being creative are required to get reward. Of course it is not enough to be told that so their objectives should be very clear and designed in such a way that achieving them would require from employees taking responsibility and initiative. The appropriate bonus system would be also useful in increasing motivation of people. As employees were very positive towards having progress reports there should be regular appraisal interviews which apart from delivering feedback would be a chance for more open dilalogue and discussion between employees and their bosses.
There is another problem linked with perfomance concerning compenstation system and rewards.
There was a need to design appropriate bonus system to increase motivation of employees to achieve excellence in production and service. Hungarian employees were generally satisfied with their salaries which were higher than average. Job satisfaction was link for them to work place, training opportunities, job rotation abroad and travel and pride in being Larsson employee. The bonus system should be as objective as possible altough I know that is not easy. There should be objective performance criteria for each employee so that they know that after achievieng a certain level of performance they would get bonus. The other issue is that these bonuses should be adapted to employees’ needs. I think that there should be conducted survey among employees on what they would like to receive as a bonus and a set of available bonuses should be established( for example money, time off or a foreign trip or training or others) The employee who would be entitled to get a bonus would be able to choose the one which he/she would like the best. Such a system would be probably accepted by employees but it has some disatvantages. In some cases, for example in an extremely hot period for the company it would be impossible to give an employee additional time-off or send him/her for training abroad. But still, I think that employees should be able to get a bonus suitable for them if the bonus system is supposed to work. I really like company’s policy which gives employees various forms of benefits and non-monetary recognition. It create strong positive attitude and pride in being an Larsson employee. What I can add is that altough I don’t know particular needs of Hungarian employees, I would like to stress that these benefits and non-monetary incentives should be also designed to match the needs of employees.
Last problem concerns training and enhancing learning at organisational level.
Altough training received high priority in the JV some managers mentioned that they needed more advanced technical and management training.
It seems to be good solution to send some managers to Sweden for not very short period of time ( as expats?) where they would improve not only technical skills but also they could learn “Swedish/Larsson way” and than after coming back they could implement it at Larsson Technika. Another advantage of this solution is that Hungarian employees would be probably more willing to adapt even the new system implemented by Hungarian than by foreigner. Some disatvantages this solution is expensive and there is a need to replace manager who has gone abroad. Still I think that a few managers should go not only for a short trip to Sweden but for longer period of time.
Another solution would be more in-house technical training at Larsson Technika provided by trained people from Larsson. It would be certainly cheaper and would allow managers to work and learn at the same time. As far as managerial skills are concerned, company could enable for example MBA studies for its best managers (and pay for it). Also quite expensive and takes a lot of managers’ time but good as motivating factor � employees would appreciate developing opportunities.
As high number of surveyed employees ( 58%) mentioned they would like more training in foreign languages, there is a need to establish good system of learning languages-especially Enlgish. English was the company’s language so the ability to speak this language fluently were crucial to be able to communicate and work efficiently. Altough ability to speak English was one of the basic recruiting criteria, there is always room for improvement. The training should take form of classes and the performance should be taken into account during perfomance appraisal ( to ensure efficiency of training � as often when you don’t pay for something you don’t respect it). Classes in Swedish should be also available altough everybody in a company was able to speak English it could be symbolic gesture towards Swedish culture and making people understand better each other. It can be also useful for managers who had opportunity to go to Sweden as expats in the future. It shouldn’t be very expensive ( altough all kinds of training are expensive) and may be organised after work so that employees could work and learn at the same time. Another advantage of it is that they would pay more attention to such a course as it would take their free time.
As employees indicated that learning new skills occurred more on the job than in the classroom (which is probably one of the best method-“learning by doing”) there should be more emphasis on this kind of training ( as majority of employers were engineers and had strong technical background). But it would make situation more difficult for managers who felt pressured having to balance between training employees and achieving established objectives. It’s hard to say right know where is the “gold middle”, whether more towards training or achieving objectives. The one thing is sure the fact that managers have to train their employees while trying to achieve ambitious goals should be taken into consideration during performance appraisal.
Conclusion
As there is no perfect company and ability to constant development is nowadays one of the most important conditions to win with the competition, there is always room for improvement.
But I think that after all Larsson Technika turned out to be really succesful joint venture and as it was wriiten in the case “had more than met initial expectations”. It proved that combination of two cultures can give good effects altough there were some problematic areas. This case is a little bit old , a lot of things have changed during last 1 years in Hungary and I don’t know the current situation of the company, but I think that it should be succesful.
Mind that the sample papers like Creating Cultural Changein a Swedish-HungarianJoint Venture presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
The joint venture(JV) Larsson Technika between Swedish multinational Larsson and Hungarian company Nagy Technika signed in 10 was the culmination of a long, historical involvement in Hungary. Larsson has been present in the Hungarian market since 111. The JV was meant to be long term and both foreign and local partners seemed to have similar goals and to believe strongly in the long term benefits and positive future of the company. The idea was to combine Hungarian experience and creativity with the Swedeish top-level technology to achieve bold goals within short period of time.
It seems that this JV was very succesful. Employees were very positive about past achievements and had very high confidence in the future. The family-like environment was supportive and friendly. The company was using a large number of benefits showing that it cared about employeess. The strong technical expertise was gradually transferred to the JV and everything seemed to be all right but there were some concerns that should be taken into account and resolve if the company is to be succesful in the future.
The first problem concerns sharing responsibility.
There were Swedish managers and technical staff in 1 in Hungary but the intention was to transfer technical and managing expertise to Hungarian managers in order the Swedish expatriates would eventually withdraw.
Larsson managers were trying to avoid ethnocentric attitude � they took the larger share of managerial responsibility but Hungarian managers were generally learning to take more initiative and responsibility. Swedish managers were trying not to impose anything on their Hungarian partners and for example personnel policies were very flexible and could be modified to match the needs of the Hungarian workforce. The key positions in the JV were held by Hungarians and expatriates had strong international experience or Hungarian roots.
But there was a problem with sharing of power among managers at various levels. Senior managers seemed to need more trust people reporting to them in order to give them more decision making authority. Mid-level managers were also discouraged by the fact that their ideas were inheeded and senior managers seemed not to be interested. Some mid-level managers had also feeling that they were theoretically given responsibility for their areas but they lacked real decision making authority.
There was also another problem connected with the mentioned one. The JV took place just after the year 10 which brought big changes to Hungarian economy but it also changed all aspects of life in Hungary. Before, during the period of communist system, there were almost only state-owned companies in which there were very low expectations for performance, workforce was not motivated, “moonlighting” was considered normal and decision making process took long time. Moreover people tended to avoid responsibility as after all, all important decisions were taken centrally. So the process of transformation meant for Hungarian empoyees complete change of work-style, which like all major changes needed time to be well adopted. Moreover because the system of education and national culture, young people were taught rather not to say anything unless they were completely sure that was true that they were right. It additionally increased the avoidance of taking risk and responsibility � because it would require to take decisions which results were not sure � these people were simply not used to that.
I think that senior managers should trust more their employees and give them more real decision making authority not only theoretical responsibility. It is the only solution of the problem how to teach young , Hungarian managers to take responsibilities. To be pro-active and creative the young Hungarians need to feel they are trusted even if they sometimes make mistakes. They have to feel that senior managers are supportive and interested in their ideas and that they appreciate their efforts.
Inclination of senior managers to retain power for themselves mean lack of confidence for mid-level managers and is the additional factor which discourage Hungarians from taking responsibility- they were afraid of possible failure, don’t feel confident and avoid tough decisions. But on the other hand they have all skills and capabilities to trust them they are well-educated, hard working and keen to work in “western style”. To provide them with stronger self-confidence and to diminish their uncertainty avoidance they should be given appropriate training. The method of workshop or training group and various kinds of simulations seem to be appropriate in this situation. It wouldn’t be very costly for the company and could increase self-confidence and proactiveness of young managers.
Another possibility would be to send them for a certain period of time to Sweden to show them how things are run there and how work their Swedish counterparts. These could have also good effects but would be more expensive and moreover, managers would not be able to work at the time of training.
To enhance confidence of senior managers in their subordinates a kind of outward-bound type trip could be organised. That would make them work together and really trust each other, because good and friendly atmosphere at Larsson Technika altough is very positive seems to be a little superficial. I think that young Hungarian managers would accept such an idea with pleasure but it could be expensive for the company.
Another possibility would be to find a kind of common hobby, for example establish a sport team in which senior managers as well as managers from lower levels would play together, to enhance teamwork attitude and willingness for participation. A drawback of this solution is that it would have to be organised after work and some employees can treat it as intervention in their private life.
Beside it seems to be necessary to organise regular, brainstorming meetings for managers from all levels to enable them to present their ideas, discuss it and to assure that they would be listened by managers from higher levels.
I would recommend to conduct a “ mini” survey among managers which possible solution would suit better their needs and to choose the best method that way.
Next problem is connected with company’s culture.
Generally employees were satisfied with the company and had strong feeling that it cared about them(health examinations, excursions, social, human and cultural care), there was family friendly atmosphere and friendly contact with both senior and mid-level managers. Overall employees responded positively to good social policies and minimising lay-offs.
But some Hungarian managers felt that too much “Larsson way “ was being imposed at Larsson Technika and that Swedes wanted to make the “clone” of Larsson in Larsson Technika. There was a lot of positive factors in “Swedish way” such as making people responsible, sharing information going accross organisation chart, but for the personal and human side there is a strong need to adapt it to the local culture, because even the best factors imposed on people in the wrong way against their will won’t bring good results. Some Swedish managers despite their international experience seem not to have enough cultural sensitivity. Hungarian managers complain that they feel often treated like “natives just down from the trees” and that the expatriates act like “ white face” in Africa. Such behaviour enhance dostance between HCN and PCN which makes the situation more difficult. Especially because Hungarian people are very proud and conerned about their dignity. They can easily feel offended by being treated that way, and their confidence and respect can be difficult to regain. Hungarians are able to recognise technical and economical gap between their country and Sweden but they won’t accept to be treated like the worse sort of people just because the have grown up in such conditions. Swedish managers on their part complain that Hungarians are not very international and don’t know how to behave well abroad. But how they can do it? They couldn’t go abroad for western countries during the whole period of communism, so where they were supposed to learn it? But on the other hand they were well-educated, willing to change and flexible. I personnaly know these young people from Hungary, Czech Republic or Poland who started their professional career in 10s. They are very ambitious, hard working and highly motivated. And probably they put much more work to be the kind of people they are than their Swedish counterparts taking into account much more difficult economic and social situation in their country. I think that Swedish managers should recognise it, especially because of the fact that Larsson has been present on the Hungarian market for a very long time, so the company’s managers Have been able to notice all difficulties, changes and opportunities in Hungarian reality.
I think that because Swedish managers lack cultural sensitivity they need to know more about about last 0 or 0 years of Hungarian history and how it might have affected culture and people attitude to work- to be able to understand better their partners behaviour. As far as methods are concerned the form of classes or readings&online material seem to be suitable. That shouldn’t be neither difficult nor expensive and can help additionally to show Hungarians that expatriates are interested in their history and culture which would be appreciated for sure by HCNs. The worst thing the Swedish expatriates could do was to show HCNs that they feel superior. The Hungarians are very proud and have strong sense of dignity so such a behaviour can destroy relations and make communication between Hungarians and Swedish impossible for the long period of time. I think they should have received such a training before their departure, to be able to avoid many mistakes. As I have mentioned such a training shouldn’t be neither expensive nor difficult and can be very useful. Moreover I think that expatriate managers should try to learn Hungarian language, especially those who were supposed to stay in Hungary for the longer period even if it wasn’t necessary to communicate with empoyees (the company’s language was English). Hungarian employees would appreciate it as a sign of respect and openess to their culture and apart from that that could be useful for exaptriates in everyday life and would enable to dimish their isolation.
Communication
Altough various mechanisms of exchange of information existed at Larsson Technika there was still room for improvement. Even at the senior managers levels, managers indicated that they didn’t know about intended strategy or policies for the venture. Online managers wanted to know about their employees contracts, salaries and allowances, which means that there was weak communication between departments. As there was strong rivalry between mid-level managers, they were not willing to share information- on the contrary they were trying to hide it, which was hidering the effectiveness of the whole company.
First of all I think that meetings which gather managers from all levels should be organised on a regular ( weekly, monthly) basis. They should be well organised and assure participation of all members, and should not last too long . As I mentioned, that would give managers possibilities to express their concerns and ideas and to discuss it. But to be efficient such meetings should be well organised and that need was also expressed by some managers at Larsson Technika Perhaps it would be good solution that everybody should prepare some key points for the most hot topics which they think should be discussed at the particular meeting. Such propositions should be submitted before the meeting and most frequently indicated or most interesting issues should be chosen for discussion. Quite short intensive meetings should be always finished by obtaining a kind of solution for discussed problems. That would convince people that such meetings are usefull and are not just waste of time, which attitude frequently occur in many companies. Such meetings might also allow more open dialogue, and can be an opportunity to present changes which have occurrred in the company and reasons for them . Then managers would be able to pass this information to their direct subordinates through for example departamental meetings. The company’s newsletter might be also useful to inform employees about company’s strategies, policies and changes which have occurred or which are to occur.
The communication between the departments also leaves a lot of room to improvement. The online managers should know about compensation package of their direct subordinates. Such information can be very useful while choosing a method to motivate employers, because it would enable managers to know their needs, what they have and if not what prefer to obtain.
From my point of view they should receive an outline of compensation policy from HR department in form of reading for example plus information about contracts, salaries and allowances of their direct employees. They should also know which incentives they can use ( financial and non-financial) to motivate and reward their subordinates. It seems that well prepared meeting with the relevant person from HR department would be sufficient meens to pass this kind of knowledge.
Another problem was with sharing information- the rivalry especially in mid-level manager group was so strong that managers didn’t want to share information, everyone wanted to be succesful and clever alone. It revealed a need to create stronger sense of teamwork and participation.
They could find a common hobby- as I have mentioned- create a kind of football team for example (or other sport) in which everybody could play senior managers with mid-level managers and ordinary employees. That would enhance a sense of teamwork and make all people work together and rely one on another. A kind of meetings (in restaurants or pubs) after work could be also organised. This would allow employees to get know better one another and when we know other people there is much easier for us to trust them and rely on them. However, there are some disadvantages of this solution employees can feel that company ingerate in their private life and some people may simply don’t like sport or prefer to stay at home with family in the evening. Still, I think that as far as young Hungarian employees( usually single) are concerned ( and the company’s policy was to employ young people) they would like both ideas. Another solution would be to create teams and reward employees on the basis of team performance. It would enhance colaboration and sharing information within teams but there is a danger of creating competition between different teams which the company would certainly like to avoid. I would start with creating a sport teams and organising meetings in the evenings, and if it didn’t work I would look for solution in company structure (creating teams for example). The selection process could be also improve. Currently, while recruiting company emphasised technical expertise and ability to communicate in English. As a result a lot of young managers and employees were unhealthy ambitious individualists. From my point of view an additional criterion should be introduce teamworking capabilities. It would improve the process of sharing information and create a stronger sense of participation but it would certainly more difficult to find such employees as nobody’s perfectJ. To sum up I think that that is a role of senior managers to start this process to show employees that they appreciate teamworking, that they are open and attentative and interested. They should create strong positive corporate culture and then these values would be passed on other workers.They were usually young and inexperienced so would they tend for sure to perceive their bosses not only as bosses but also as mentors � so they would be usually willing to imitate their style
Next issue concerns performance appraisal.
Performance review and bonuses of expatriates were decided in Stockholm. Senior expatriates were not even asked about performance of those expats who reported to them.
From my point of view they should be evaluated both by Swedish bosses and by their Hungarian partners. While evaluating by Swedish there should be taken into account their some specific criteria apart from achieving individual goals how do they cope with communication with Hungarian employees, with decision making process, managing intercultural teams but also their cultural sensitivity and understanding, whether they know how to transfer “Swedish way” values to the Hungarian employees, and how to make them accept it. It seems that a kind of 60’ evaluation would be suitable in this case. Senior expats would receive feedback from their Hungarian subordinates and other senior Hungarian managers in terms of their managerial but also cultural skills. The evaluation would be more objective and complete. Mid-level Swedish managers would be evaluated by their Hungarian boss, other managers and subordinates. It seems to be impossible to evaluate young mid-level Swedish manager who’s working in Hungary from Sweden without even asking his direct Swedish boss in Hungary about his performance. The drawback of this solution is that may be expensive and it takes quite a lot of time. That is also doubtful whether Hungarian employees would accept this system they may not want to evaluate their boss as power distance is traditionally much higher in Hungary than in Sweden. One possible solution would be to put appraisal system into company’s intranet. It would cut costs and save time, but in that case the human contact would be lost. On the other hand we are usually more honest while contacting via computer than face to face, so the collected date could be more credible. To sum up I would involve more people in appraisal of expats to be able to evaluate not only their financial results but also cultural and communication skills.
As far as the performance appraisal of Hungarian employees is concerned altough they were generally aware of the goals for their jobs, they seemed less aware of what they required to be rewarded and receive feedback. There was no performance appraisal system because the Larsson’s one was perceived as too complicated.
But there was no need to copy performance appraisal system from Larsson. From my point of view there was a need to create new simple and transparent PA system (one for the whole company) at Larsson Technika. As employeees were aware of their objectives there should be clarified the link between performance and rewards. They were not used to be pro active after the period of communism but now they should be told that taking initiative, responsibility and being creative are required to get reward. Of course it is not enough to be told that so their objectives should be very clear and designed in such a way that achieving them would require from employees taking responsibility and initiative. The appropriate bonus system would be also useful in increasing motivation of people. As employees were very positive towards having progress reports there should be regular appraisal interviews which apart from delivering feedback would be a chance for more open dilalogue and discussion between employees and their bosses.
There is another problem linked with perfomance concerning compenstation system and rewards.
There was a need to design appropriate bonus system to increase motivation of employees to achieve excellence in production and service. Hungarian employees were generally satisfied with their salaries which were higher than average. Job satisfaction was link for them to work place, training opportunities, job rotation abroad and travel and pride in being Larsson employee. The bonus system should be as objective as possible altough I know that is not easy. There should be objective performance criteria for each employee so that they know that after achievieng a certain level of performance they would get bonus. The other issue is that these bonuses should be adapted to employees’ needs. I think that there should be conducted survey among employees on what they would like to receive as a bonus and a set of available bonuses should be established( for example money, time off or a foreign trip or training or others) The employee who would be entitled to get a bonus would be able to choose the one which he/she would like the best. Such a system would be probably accepted by employees but it has some disatvantages. In some cases, for example in an extremely hot period for the company it would be impossible to give an employee additional time-off or send him/her for training abroad. But still, I think that employees should be able to get a bonus suitable for them if the bonus system is supposed to work. I really like company’s policy which gives employees various forms of benefits and non-monetary recognition. It create strong positive attitude and pride in being an Larsson employee. What I can add is that altough I don’t know particular needs of Hungarian employees, I would like to stress that these benefits and non-monetary incentives should be also designed to match the needs of employees.
Last problem concerns training and enhancing learning at organisational level.
Altough training received high priority in the JV some managers mentioned that they needed more advanced technical and management training.
It seems to be good solution to send some managers to Sweden for not very short period of time ( as expats?) where they would improve not only technical skills but also they could learn “Swedish/Larsson way” and than after coming back they could implement it at Larsson Technika. Another advantage of this solution is that Hungarian employees would be probably more willing to adapt even the new system implemented by Hungarian than by foreigner. Some disatvantages this solution is expensive and there is a need to replace manager who has gone abroad. Still I think that a few managers should go not only for a short trip to Sweden but for longer period of time.
Another solution would be more in-house technical training at Larsson Technika provided by trained people from Larsson. It would be certainly cheaper and would allow managers to work and learn at the same time. As far as managerial skills are concerned, company could enable for example MBA studies for its best managers (and pay for it). Also quite expensive and takes a lot of managers’ time but good as motivating factor � employees would appreciate developing opportunities.
As high number of surveyed employees ( 58%) mentioned they would like more training in foreign languages, there is a need to establish good system of learning languages-especially Enlgish. English was the company’s language so the ability to speak this language fluently were crucial to be able to communicate and work efficiently. Altough ability to speak English was one of the basic recruiting criteria, there is always room for improvement. The training should take form of classes and the performance should be taken into account during perfomance appraisal ( to ensure efficiency of training � as often when you don’t pay for something you don’t respect it). Classes in Swedish should be also available altough everybody in a company was able to speak English it could be symbolic gesture towards Swedish culture and making people understand better each other. It can be also useful for managers who had opportunity to go to Sweden as expats in the future. It shouldn’t be very expensive ( altough all kinds of training are expensive) and may be organised after work so that employees could work and learn at the same time. Another advantage of it is that they would pay more attention to such a course as it would take their free time.
As employees indicated that learning new skills occurred more on the job than in the classroom (which is probably one of the best method-“learning by doing”) there should be more emphasis on this kind of training ( as majority of employers were engineers and had strong technical background). But it would make situation more difficult for managers who felt pressured having to balance between training employees and achieving established objectives. It’s hard to say right know where is the “gold middle”, whether more towards training or achieving objectives. The one thing is sure the fact that managers have to train their employees while trying to achieve ambitious goals should be taken into consideration during performance appraisal.
Conclusion
As there is no perfect company and ability to constant development is nowadays one of the most important conditions to win with the competition, there is always room for improvement.
But I think that after all Larsson Technika turned out to be really succesful joint venture and as it was wriiten in the case “had more than met initial expectations”. It proved that combination of two cultures can give good effects altough there were some problematic areas. This case is a little bit old , a lot of things have changed during last 1 years in Hungary and I don’t know the current situation of the company, but I think that it should be succesful.
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my learning strategy
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While studying for this module I will be expected to comprehend and reiterate
the way that criminal justice institutions are run in England and Wales, considering their comparative factors along the way. I should also be capable of explaining the sentencing process and structure of criminal justice institutions, as well as being able to compare and contrast them using a well suited analytical framework.
In the skill element of the course I will be expected to be capable of using the
internet, including email and word processing. On a communicational level I should be able to produce work with the correct bibliographic sources and referencing. In seminars I will be able to exchange ideas and contribute to group discussions as well as taking part in a presentation. This type of work should a good level of self reflection and division of work. My cognitive skills should enable me to identify concepts and models, construct evaluations and hypothesis.
On a personal level I feel that I will have to focus more on participation in group
work (i.e. seminar presentations), my learning strategy for this would be to make sure that I contribute at least once to a discussion and to work hard on presentations making sure that I play a part. I also need to work hard at my self learning as this is where I believe I am weakest. To do this I have created a timetable for my free time which has enabled me to dedicate time to reading around lecture and seminar subjects, as well as social time. This should allow me to improve on the module objectives and skills where I am poorest. As a regular computer and internet user for a number of years now I believe I am capable of reaching the desired levels, for at least the first year.
My strategy has had varying success in trying to improve my skills and knowledge
in criminal justice. The timetable created to allow me time to read around this subject has been very successful. If I came out of a lecture not really understanding the topic, the reading I did around that subject after re iterated and conformed come off the information that has allowed me to complete the workbook that accompanies the module. However my attendance and progress made in seminars is the only blight on my strategy, as I feel I am still at the same basic level of interaction and work that I was in September, hopefully though this will be something that improves over a greater period of time. If I were to mark myself out of ten for the extent I have met my strategy it would be a 7, as I have made more improvements than failures but there is still plenty of room to better it.
Mind that the sample papers like my learning strategy presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
While studying for this module I will be expected to comprehend and reiterate
the way that criminal justice institutions are run in England and Wales, considering their comparative factors along the way. I should also be capable of explaining the sentencing process and structure of criminal justice institutions, as well as being able to compare and contrast them using a well suited analytical framework.
In the skill element of the course I will be expected to be capable of using the
internet, including email and word processing. On a communicational level I should be able to produce work with the correct bibliographic sources and referencing. In seminars I will be able to exchange ideas and contribute to group discussions as well as taking part in a presentation. This type of work should a good level of self reflection and division of work. My cognitive skills should enable me to identify concepts and models, construct evaluations and hypothesis.
On a personal level I feel that I will have to focus more on participation in group
work (i.e. seminar presentations), my learning strategy for this would be to make sure that I contribute at least once to a discussion and to work hard on presentations making sure that I play a part. I also need to work hard at my self learning as this is where I believe I am weakest. To do this I have created a timetable for my free time which has enabled me to dedicate time to reading around lecture and seminar subjects, as well as social time. This should allow me to improve on the module objectives and skills where I am poorest. As a regular computer and internet user for a number of years now I believe I am capable of reaching the desired levels, for at least the first year.
My strategy has had varying success in trying to improve my skills and knowledge
in criminal justice. The timetable created to allow me time to read around this subject has been very successful. If I came out of a lecture not really understanding the topic, the reading I did around that subject after re iterated and conformed come off the information that has allowed me to complete the workbook that accompanies the module. However my attendance and progress made in seminars is the only blight on my strategy, as I feel I am still at the same basic level of interaction and work that I was in September, hopefully though this will be something that improves over a greater period of time. If I were to mark myself out of ten for the extent I have met my strategy it would be a 7, as I have made more improvements than failures but there is still plenty of room to better it.
Mind that the sample papers like my learning strategy presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Sunday, September 9, 2012
A/S Evaluation
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Evaluation
Introduction
I started this project by experimenting with different materials and creating different mark making. I also produced several different still life studies.
Research
I got my primary research from producing observational drawings of different artists
work, such as Kurt Schwitters.I got my secondary research from
looking back over my sketchbook and using the Internet to find more information and studies of Kurt schwitters. I recorded my research by finding a lot of artists work and stuck them into my sketchbook, and then wrote up about them.
Development of Ideas
I tried to recreate my machine part still life by using collage and paints. This worked very well and achieved the Kurt Schwitters style I wanted and was similar to his work. This was the best media I used. I also explored lots of other different ideas by doing several experiments using different materials, such as decollage. The materials and media I used were charcoal, rubber, paint, collage and ink.
I also encountered two problems while I did this project. They were remembering where I was working the week before and remembering where each item in my still life was placed. The other problem I had was my scale on my skulls. I found this hard and stressful sometimes. I overcame this problem by measuring different areas and lines with a pencil. This was a great help and made my scale look correct.
Realising intentions and conclusion
I feel that I have achieved what I hoped with my brief as I have used a range of
different media that I would not normally use. The time plan helped me kept on task
, but I did get behind a bit because I wanted to finish my designs and produce a couple more still life studies. The feedback from other students was very useful and helpful
because it suggested different ideas of what you can do to improve your work.
The connection between my final piece and Kurt Schwitters work is that I used found materials in my work to create an atmosphere of coldness. Using college in my final piece was a really good idea I had as it created depth and form. The composition of the machine parts worked very well.
If I had to improve my work and were able to tackle the same brief I would liked to keep with my brief better because I got behind in certain places. I would also like to work back into my final outcome to add little details with a fine brush because I think that would finish of the final piece better.
Mind that the sample papers like A/S Evaluation presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Evaluation
Introduction
I started this project by experimenting with different materials and creating different mark making. I also produced several different still life studies.
Research
I got my primary research from producing observational drawings of different artists
work, such as Kurt Schwitters.I got my secondary research from
looking back over my sketchbook and using the Internet to find more information and studies of Kurt schwitters. I recorded my research by finding a lot of artists work and stuck them into my sketchbook, and then wrote up about them.
Development of Ideas
I tried to recreate my machine part still life by using collage and paints. This worked very well and achieved the Kurt Schwitters style I wanted and was similar to his work. This was the best media I used. I also explored lots of other different ideas by doing several experiments using different materials, such as decollage. The materials and media I used were charcoal, rubber, paint, collage and ink.
I also encountered two problems while I did this project. They were remembering where I was working the week before and remembering where each item in my still life was placed. The other problem I had was my scale on my skulls. I found this hard and stressful sometimes. I overcame this problem by measuring different areas and lines with a pencil. This was a great help and made my scale look correct.
Realising intentions and conclusion
I feel that I have achieved what I hoped with my brief as I have used a range of
different media that I would not normally use. The time plan helped me kept on task
, but I did get behind a bit because I wanted to finish my designs and produce a couple more still life studies. The feedback from other students was very useful and helpful
because it suggested different ideas of what you can do to improve your work.
The connection between my final piece and Kurt Schwitters work is that I used found materials in my work to create an atmosphere of coldness. Using college in my final piece was a really good idea I had as it created depth and form. The composition of the machine parts worked very well.
If I had to improve my work and were able to tackle the same brief I would liked to keep with my brief better because I got behind in certain places. I would also like to work back into my final outcome to add little details with a fine brush because I think that would finish of the final piece better.
Mind that the sample papers like A/S Evaluation presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Thursday, September 6, 2012
Character Analisis for "Sexual Perversity In Chicago
We are ready to represent the best custom paper writing assistance that can cope with any task like Character Analisis for "Sexual Perversity In Chicago even at the eleventh hour. The matter is that we posses the greatest base of expert writers. Our staff of freelance writers includes approximately 300 experienced writers are at your disposal all year round. They are striving to provide the best ever services to the most desperate students that have already lost the hope for academic success. We offer the range of the most widely required, however, not recommended for college use papers. It is advisable to use our examples like Character Analisis for "Sexual Perversity In Chicago in learning at public-education level. Get prepared and be smart with our best essay samples cheap and fast! Get in touch and we will write excellent custom coursework or essay especially for you.
Title Sexual Perversity In Chicago
Author David Mamet
Character Joan S. Webber
1. How do you relate to the (a) plot, (b) mood, (c) the theme of the play? Describe and explain EACH.
A) I relate to the plot of the play just as the other characters, I am trying to make my way
through the sexual and emotional mind fields of the singles in Chicago.
B) I relate to the mood of the play through my actions which play a small but vital role.
C)
. What is your super-objective? This is a statement about what you want to do in the play.
My super objective is to understand the three things that confuse me the most, men, sex, and life in general.
. How do you (as the actor) relate to the theme? Can you relate to what the playwright is saying? Why?
4. What are your opposition forces? What’s in the way of what you want to achieve? Who is against you?
I believe is against me (my opposing forces)
5. Indicate all of your relationships. With whom are you most heavily involved? Why?
In the play I am only heavily involved with Debra Soloman who is both my best friend and roommate.
6. How are you physically and psychologically different from the other characters in the play?
I am different from the other characters in the sense that I play the youngest women in the play who seems to know my way around physically but psychologically I find life confusing especially in the fields of men and sex.
7. When you enter, where have you been? When you exit, where are you going?
When I enter I have just come back from where I was retrieving snacks from the lounge across the hall for the toddlers snack time. Upon leaving I am taking two toddlers to wash their hands and call their parents.
8. How do your changes affect others in the play?
In the play I push people away and come off as being rude with knowing it. When I change and try to fix it I am still pushed away became the other character still sees me as rude because they think I’m being sarcastic about it.
. Find all the lines and record those of importance here. These are ANY lines in the script, which reveal something about you, and what you say about yourself, what you say about other characters, what others say about you, and what comments and descriptions the playwright offers. Write them down and INCLUDE THESE TRAINTS IN YOUR CHARACTERIZATION PROCESS.
10. Who likes or dislikes you? Who do you like or dislike?
Out of the four characters in this play Bernie dislikes me because I met him at a singles bar and I was blunt about telling him to get away from me. Danny doesn’t care for me either his reason is because I always have a “slick remark” that makes him annoyed he doesn’t just openly check me because I am the best friend of his girlfriend. Deb is the only one who likes me and I like her. I dislike both Bernie and Danny just as strongly as they dislike me because there men and I don’t understand them (even though I wouldn’t dare let them know it.)
11. Physical description (be as detailed as you can). Include sex, age, height, weight, hair color, eye color, skin, posture, appearance, defects or unusual physical features.
I am a twenty-two year old female who weights not a pound over 15. I am 5 feet 8 inches tall with medium length brown hair that I keep in a tight bun and on occasion in a French roll. My eyes are dark brown and my skin complexion is opaque and a bit pale due to not being much of abeach lover. I sit up strait and don’t follow the trend of showing off my body like others but would prefer something a something a bit more conservative but yet at the same time professional.
1. Sociological profile class occupation, attitude, education, race, nationality, political affiliation, admirable qualities, intellect
I am ranked in the middle class range as a kindergarten school teacher my attitude is basically non afflictive, flippant simply quick with comebacks. I am a white American with a bachelors of science degree in education. I am a republican and I am kind and loving of young children.
1. Psychological profile moral standards, sexual behavior, ambitions, personal habits, frustrations, temperament, life attitude, complexes, emotional disturbances, adnormal behaviors, abilities, talents
14. Who are you? First, middle, and last name
I am Joan Sarah Webber
15. In what country, state, and city do you live?
I reside in the United States of America and live on the north side of Chicago, Illinois in the city on a lake.
16. Are you single, married, or divorced
I am a single young women.
17. How do you dress, walk, and sit?
I dress professionally but comfortably, I move and appear to be confident in my walk and sit up strait.
18. What are you characteristic voice tones?
My characteristics in voice is a monetary tone.
1. Are you in good health?
I am in very good normal health.
0. What are your strengths? How are they affected in the play?
My biggest strength in the play is being flippant this strength is affected by Bernie when I meet him at a singles bar and he calls me a Cockteaser after I continuously pushed him away and told him to leave me alone. When this is said it makes me notice how rude I’m being and I apologize but by this point does not care and storms off.
1. Do you use good English skills? Do you speak illiterately? Do you have a dialect? Why?
I have good English skills with northern dialect.
. What kind of life have you had?
I have had a life.
. In what kind of home do you live?
I live in an apartment in a big city on a lake.
4. What are you needs and wants?
I want and feel the need to understand my life.
5. Do you get what you want? Where? When? How? Why?
In the play all I get is more confused. I cover this up when Deb and Dan brake up and give her all kinds of advice when I cant supply myself with any.
6. Who helps you? How?
Deb’s experience with Dan helps me to understand men can’t be understood and that there’s no sense of blaming yourself. Bernie also helped me at the bar to see just how rude I can be even though I still continued to insist on having the last word I kept that lesson in the back of my mind.
7. What is your general response to people?
8. What do you do (actions in the play)? What prompts these actions?
In the play I have the tendency to push people away (mainly men). Are you I do this because I don’t understand them so I look at them as a threat. I also tend to tell people where their wrong and point out their mistakes. The reason I do this is because I want the person (in this case Deb) to feel like she doesn’t need men so she’ll want to stay with me.
. What do you NOT do?
I don’t make and effort to entertain things I dislike or feel uncomfortable around.
0. How do you want to appear in general?
I want to appear as an independent women who is always right and there to comfort my friend about her relationship and seem like the advice give, the soother of the situation.
1. How do you NOT want to appear?
I do NOT want to appear as the way person I am on the inside, which is really confused and lost.
. How do you want to be perceived by yourself?
. What appearances must you avoid at all costs?
4. What appearances must you avoid with each particular character?
5. Who is your god? This is NOT a religious question. Who or what are the guiding forces within your life?
My god is my job. I believe it is the only thing I can turn to that doesn’t confuse me, a place where I don’t have to worry about sex or men. Besides all that I am the one who is in control of every thing and at this stage of my life I need that.
6. Who is your private audience? If you knew someone was watching you, who would you be living and playing for?
I would have to say my private audience would be all the single women if I knew someones watching me, I’d be living and playing for them because I would want them to see and feel the same things I do and how confusing being a single women really is.
7. Find the good in your bad character, or the bad in your good character.
8. What are the differences between you and the actor?
Of course my physical appearance and my characters physical appearances are different but so are our psychological appearances. For instance, I (as the actor) could care less about how I appear to someone else as long as I’ satisfied with it nothing else has any form of importance to me. Also Joan has questions about things as an adult that I have already gone about finding for myself and solving. Joan also lets her guard down when called out about being rude where as I personally become sharper. Lastly Joan uses a cover up to hide who she really is never allowing others to see who she really is and doesn’t give them an option that they can base from how and who she REALLY is, frankly why I’m me all the time so people know what to expect before they want to form any kind of relationship.
. What are the similarities between you and the actor?
Some of Joan and Is’ similarities are that just as Joan I too live in the same class as she and also some of her admirable qualities. For example, she is kind just as my self she also cares deeply for children and is strait forward with them about the definitions and questions that are asked about that the parents might be upset with.
40. What is the dramatic purpose of your role as created by the playwright? Why are you in the play?
In the play I help in setting the mood because I am debs advice giver because if you look at it the play is really about Deb and Danny’s relationship, Bernie and I just fill in the gaps to set the singles stage and tell our friends how wrong they are for one another.
41. What qualities of the actor are needed? Physically, vocally, personality, and special skills?
Well physically I would wear my hair up and in a bun. I would also have to wear semi-dressy for work but not too dressy because I teach a kindergarten class. As for my speech I would need only to talk as normal as I usually do but a bit more mature because my character is a born Floridian. Being that myself (as the actor) and myself (as the character) share some similarities I would still need to touch up my personality. I would have to play the personality traits of my character and delete some of the ones I do as an actor. Due to the fact that I have a psychological gesture that I use and know of now that has been brought to my attention as the actor I plain to use that in my peace as Jane.
4. Determine a psychological gesture and explain how you use it. (what do you DO that SHOWS how you FEEL?
4. Do a character observation period. Find a person on whom you would base parts of your characterization. Maybe it is several people. Observe them and incoporate the traits in your characterization. List these observations.
44. what animal best represents you? Why? List animal traits/behaviors you will use in
your characterization.
45. What inanimate object best represents you and why?
46. Fantasize about your IDEAL future. Where will you be in one year, five years, and ten years?
47. Make a list of as many adjectives that you can which describe you.
48. Are you in the foreground, middle ground, or background; explain?
4. Are you head, heart, gut, or groin centered; explain?
50. Create and imaginary background. Complete your history, giving special attention to the events in your life which were influential in the development of your character as you appear in the work.
Mind that the sample papers like Character Analisis for "Sexual Perversity In Chicago presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Title Sexual Perversity In Chicago
Author David Mamet
Character Joan S. Webber
1. How do you relate to the (a) plot, (b) mood, (c) the theme of the play? Describe and explain EACH.
A) I relate to the plot of the play just as the other characters, I am trying to make my way
through the sexual and emotional mind fields of the singles in Chicago.
B) I relate to the mood of the play through my actions which play a small but vital role.
C)
. What is your super-objective? This is a statement about what you want to do in the play.
My super objective is to understand the three things that confuse me the most, men, sex, and life in general.
. How do you (as the actor) relate to the theme? Can you relate to what the playwright is saying? Why?
4. What are your opposition forces? What’s in the way of what you want to achieve? Who is against you?
I believe is against me (my opposing forces)
5. Indicate all of your relationships. With whom are you most heavily involved? Why?
In the play I am only heavily involved with Debra Soloman who is both my best friend and roommate.
6. How are you physically and psychologically different from the other characters in the play?
I am different from the other characters in the sense that I play the youngest women in the play who seems to know my way around physically but psychologically I find life confusing especially in the fields of men and sex.
7. When you enter, where have you been? When you exit, where are you going?
When I enter I have just come back from where I was retrieving snacks from the lounge across the hall for the toddlers snack time. Upon leaving I am taking two toddlers to wash their hands and call their parents.
8. How do your changes affect others in the play?
In the play I push people away and come off as being rude with knowing it. When I change and try to fix it I am still pushed away became the other character still sees me as rude because they think I’m being sarcastic about it.
. Find all the lines and record those of importance here. These are ANY lines in the script, which reveal something about you, and what you say about yourself, what you say about other characters, what others say about you, and what comments and descriptions the playwright offers. Write them down and INCLUDE THESE TRAINTS IN YOUR CHARACTERIZATION PROCESS.
10. Who likes or dislikes you? Who do you like or dislike?
Out of the four characters in this play Bernie dislikes me because I met him at a singles bar and I was blunt about telling him to get away from me. Danny doesn’t care for me either his reason is because I always have a “slick remark” that makes him annoyed he doesn’t just openly check me because I am the best friend of his girlfriend. Deb is the only one who likes me and I like her. I dislike both Bernie and Danny just as strongly as they dislike me because there men and I don’t understand them (even though I wouldn’t dare let them know it.)
11. Physical description (be as detailed as you can). Include sex, age, height, weight, hair color, eye color, skin, posture, appearance, defects or unusual physical features.
I am a twenty-two year old female who weights not a pound over 15. I am 5 feet 8 inches tall with medium length brown hair that I keep in a tight bun and on occasion in a French roll. My eyes are dark brown and my skin complexion is opaque and a bit pale due to not being much of abeach lover. I sit up strait and don’t follow the trend of showing off my body like others but would prefer something a something a bit more conservative but yet at the same time professional.
1. Sociological profile class occupation, attitude, education, race, nationality, political affiliation, admirable qualities, intellect
I am ranked in the middle class range as a kindergarten school teacher my attitude is basically non afflictive, flippant simply quick with comebacks. I am a white American with a bachelors of science degree in education. I am a republican and I am kind and loving of young children.
1. Psychological profile moral standards, sexual behavior, ambitions, personal habits, frustrations, temperament, life attitude, complexes, emotional disturbances, adnormal behaviors, abilities, talents
14. Who are you? First, middle, and last name
I am Joan Sarah Webber
15. In what country, state, and city do you live?
I reside in the United States of America and live on the north side of Chicago, Illinois in the city on a lake.
16. Are you single, married, or divorced
I am a single young women.
17. How do you dress, walk, and sit?
I dress professionally but comfortably, I move and appear to be confident in my walk and sit up strait.
18. What are you characteristic voice tones?
My characteristics in voice is a monetary tone.
1. Are you in good health?
I am in very good normal health.
0. What are your strengths? How are they affected in the play?
My biggest strength in the play is being flippant this strength is affected by Bernie when I meet him at a singles bar and he calls me a Cockteaser after I continuously pushed him away and told him to leave me alone. When this is said it makes me notice how rude I’m being and I apologize but by this point does not care and storms off.
1. Do you use good English skills? Do you speak illiterately? Do you have a dialect? Why?
I have good English skills with northern dialect.
. What kind of life have you had?
I have had a life.
. In what kind of home do you live?
I live in an apartment in a big city on a lake.
4. What are you needs and wants?
I want and feel the need to understand my life.
5. Do you get what you want? Where? When? How? Why?
In the play all I get is more confused. I cover this up when Deb and Dan brake up and give her all kinds of advice when I cant supply myself with any.
6. Who helps you? How?
Deb’s experience with Dan helps me to understand men can’t be understood and that there’s no sense of blaming yourself. Bernie also helped me at the bar to see just how rude I can be even though I still continued to insist on having the last word I kept that lesson in the back of my mind.
7. What is your general response to people?
8. What do you do (actions in the play)? What prompts these actions?
In the play I have the tendency to push people away (mainly men). Are you I do this because I don’t understand them so I look at them as a threat. I also tend to tell people where their wrong and point out their mistakes. The reason I do this is because I want the person (in this case Deb) to feel like she doesn’t need men so she’ll want to stay with me.
. What do you NOT do?
I don’t make and effort to entertain things I dislike or feel uncomfortable around.
0. How do you want to appear in general?
I want to appear as an independent women who is always right and there to comfort my friend about her relationship and seem like the advice give, the soother of the situation.
1. How do you NOT want to appear?
I do NOT want to appear as the way person I am on the inside, which is really confused and lost.
. How do you want to be perceived by yourself?
. What appearances must you avoid at all costs?
4. What appearances must you avoid with each particular character?
5. Who is your god? This is NOT a religious question. Who or what are the guiding forces within your life?
My god is my job. I believe it is the only thing I can turn to that doesn’t confuse me, a place where I don’t have to worry about sex or men. Besides all that I am the one who is in control of every thing and at this stage of my life I need that.
6. Who is your private audience? If you knew someone was watching you, who would you be living and playing for?
I would have to say my private audience would be all the single women if I knew someones watching me, I’d be living and playing for them because I would want them to see and feel the same things I do and how confusing being a single women really is.
7. Find the good in your bad character, or the bad in your good character.
8. What are the differences between you and the actor?
Of course my physical appearance and my characters physical appearances are different but so are our psychological appearances. For instance, I (as the actor) could care less about how I appear to someone else as long as I’ satisfied with it nothing else has any form of importance to me. Also Joan has questions about things as an adult that I have already gone about finding for myself and solving. Joan also lets her guard down when called out about being rude where as I personally become sharper. Lastly Joan uses a cover up to hide who she really is never allowing others to see who she really is and doesn’t give them an option that they can base from how and who she REALLY is, frankly why I’m me all the time so people know what to expect before they want to form any kind of relationship.
. What are the similarities between you and the actor?
Some of Joan and Is’ similarities are that just as Joan I too live in the same class as she and also some of her admirable qualities. For example, she is kind just as my self she also cares deeply for children and is strait forward with them about the definitions and questions that are asked about that the parents might be upset with.
40. What is the dramatic purpose of your role as created by the playwright? Why are you in the play?
In the play I help in setting the mood because I am debs advice giver because if you look at it the play is really about Deb and Danny’s relationship, Bernie and I just fill in the gaps to set the singles stage and tell our friends how wrong they are for one another.
41. What qualities of the actor are needed? Physically, vocally, personality, and special skills?
Well physically I would wear my hair up and in a bun. I would also have to wear semi-dressy for work but not too dressy because I teach a kindergarten class. As for my speech I would need only to talk as normal as I usually do but a bit more mature because my character is a born Floridian. Being that myself (as the actor) and myself (as the character) share some similarities I would still need to touch up my personality. I would have to play the personality traits of my character and delete some of the ones I do as an actor. Due to the fact that I have a psychological gesture that I use and know of now that has been brought to my attention as the actor I plain to use that in my peace as Jane.
4. Determine a psychological gesture and explain how you use it. (what do you DO that SHOWS how you FEEL?
4. Do a character observation period. Find a person on whom you would base parts of your characterization. Maybe it is several people. Observe them and incoporate the traits in your characterization. List these observations.
44. what animal best represents you? Why? List animal traits/behaviors you will use in
your characterization.
45. What inanimate object best represents you and why?
46. Fantasize about your IDEAL future. Where will you be in one year, five years, and ten years?
47. Make a list of as many adjectives that you can which describe you.
48. Are you in the foreground, middle ground, or background; explain?
4. Are you head, heart, gut, or groin centered; explain?
50. Create and imaginary background. Complete your history, giving special attention to the events in your life which were influential in the development of your character as you appear in the work.
Mind that the sample papers like Character Analisis for "Sexual Perversity In Chicago presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
Monday, September 3, 2012
Who am I?
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I sit here, staring at the blank page before me, and at times, I feel that it is laughing at me. I want to laugh back, wittily tell it who I am (who am I?), but somehow that is not as simple when I do not know the answer myself. Part of me does not believe that a person can be defined so neatly on a piece of printer paper, or even on a hundred. But, seeing as I cannot seal myself into an envelope (although that would be a creative response), I shall do my very best.
I am a seventeen year old, and I both fear and hope that I am normal at that. My worst transgressions are making random, obnoxious comments in class, and my greatest achievements are making random, witty comments in class. My attempts at the latter often result in the former.
I am a friend to many, even if they do not appreciate it at times. My advice is always well-intentioned (perhaps not always as practical), my shoulder is always ready to be cried upon, and my smile will always be offered. I will tell jokes (the more idiotic, the better) until all tears are dried into laughter. I will always offer a ride even if the destination is a half-hour out of my way.
I am a senior, filling out applications and writing essays, desperately trying to make college deadlines, high school deadlines, SAT deadlines, and every other kind of deadline imaginable. I am currently struggling with a little demon named senioritis, who points longingly at the television when I have just sat down at my desk to study. There are times when I give in, Ill admit, but I know that this year is just as important, perhaps even more so in some ways, than any other, and I want to give it my all.
I am Ryan Simpkins. I attend the Wardlaw-Hartridge School and have for many years. Within those walls, I have made friends, enemies, and some things in between. I have laughed and cried�sometimes at the same time. I make jokes at all the wrong (and, sometimes, at the perfect) moments, but I know that those around me that truly matter look past the minor offense at the well-meaning offender. I take some things too lightly and others too seriously. I am afraid of leaving my home, my friends, my life so far behind, but I want to see new places and have experiences that I never dreamed of. I want to change the world without letting it change me too much. And, perhaps most importantly, I want to make an impact at your university.
Mind that the sample papers like Who am I? presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
I sit here, staring at the blank page before me, and at times, I feel that it is laughing at me. I want to laugh back, wittily tell it who I am (who am I?), but somehow that is not as simple when I do not know the answer myself. Part of me does not believe that a person can be defined so neatly on a piece of printer paper, or even on a hundred. But, seeing as I cannot seal myself into an envelope (although that would be a creative response), I shall do my very best.
I am a seventeen year old, and I both fear and hope that I am normal at that. My worst transgressions are making random, obnoxious comments in class, and my greatest achievements are making random, witty comments in class. My attempts at the latter often result in the former.
I am a friend to many, even if they do not appreciate it at times. My advice is always well-intentioned (perhaps not always as practical), my shoulder is always ready to be cried upon, and my smile will always be offered. I will tell jokes (the more idiotic, the better) until all tears are dried into laughter. I will always offer a ride even if the destination is a half-hour out of my way.
I am a senior, filling out applications and writing essays, desperately trying to make college deadlines, high school deadlines, SAT deadlines, and every other kind of deadline imaginable. I am currently struggling with a little demon named senioritis, who points longingly at the television when I have just sat down at my desk to study. There are times when I give in, Ill admit, but I know that this year is just as important, perhaps even more so in some ways, than any other, and I want to give it my all.
I am Ryan Simpkins. I attend the Wardlaw-Hartridge School and have for many years. Within those walls, I have made friends, enemies, and some things in between. I have laughed and cried�sometimes at the same time. I make jokes at all the wrong (and, sometimes, at the perfect) moments, but I know that those around me that truly matter look past the minor offense at the well-meaning offender. I take some things too lightly and others too seriously. I am afraid of leaving my home, my friends, my life so far behind, but I want to see new places and have experiences that I never dreamed of. I want to change the world without letting it change me too much. And, perhaps most importantly, I want to make an impact at your university.
Mind that the sample papers like Who am I? presented are to be used for review only. In order to warn you and eliminate any plagiarism writing intentions, it is highly recommended not to use the essays in class. In cases you experience difficulties with essay writing in class and for in class use, order original papers with our expert writers. Cheap custom papers can be written from scratch for each customer that entrusts his or her academic success to our writing team. Order your unique assignment from the best custom writing services cheap and fast!
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