9/11 Catastrophe In USA - Free Essay Example

Sample details Pages: 4 Words: 1298 Downloads: 5 Date added: 2019/10/31 Category History Essay Level High school Tags: 9/11 Essay Did you like this example? The event of 9/11 is a point in American history where we can point to as a change in Americas stance on international, national, and individual security. The basic definition of security is the state of being free from danger or threat. As a nation, this concept was put into question with the attack on American cities and citizens. Don’t waste time! Our writers will create an original "9/11 Catastrophe In USA" essay for you Create order Because of this attack, internationally we have the war on terror, and nationally the creation of Homeland Security. With these efforts to feel secure from dangers and threats, security needs to have backing from an economic source and work in harmony to achieve the goals set forth to solve the issue of security.     Ã‚  Ã‚   The war on terror is a global campaign started by the United States after 9/11 to draw attention to terrorism and combat the actors of terrorist attacks. The war on terror can be international cooperation between nations to solve terrorism or a campaign that promotes islamophobia and encourages violence against these groups. With international cooperation, you see that the countries willing to work together were already allies or share similar ideologies. The theory of liberalism suggest that countries will work together because they have a common goal and that cooperation is more likely to deter violence and war. If countries that are working together already have an allies you are not deterring violence or war you are only gathering allies to fight your enemy. The theory of realism suggest that countries work in an anarchic system and that there will always be conflict between nations. Western nations see the ideals of Islam as a threat to their cultural and beliefs. T his issue of islamophobia intensifies the realist concept because the west has this exaggerate fear of Islamic states and Muslim people that is carried out in the Iraq and Afghanistan conflict. Internationally the war on terror was an American campaign meant to not only protect security physically by engaging in military conflict overseas, but culturally by wanting to protect western cultural norms especially American culture.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Economically the war on terror would be an example of a soft and hard power. With the use of its large economy America was able to buy advanced military weaponry and fund military operations overseas to fight terrorism. Because, of the advantage of economic wealth compared to terrorist organizations lack of wealth, America was able to dismantle and decrease the size of terrorist organizations.   The United States would also implement executive orders and economic sanctions, while also getting rid of some sanctions. to deter the funding of these organization the Bush administration issued an executive order that would freeze the assets of named terrorist, terrorist groups, and fundraising organization.   By enforcing this executive order it cuts the terrorist group off from outside help and in turn weakens their ability to conduct terrorist attacks. With sanction the United States was willing to get rid of some or all of the economic sanctions that it put on countries to persuade them to join the war on terror. By doing this the United States used sanction as a carrot and sticks method. Should a country accept the offer they would be opening themselves up to the opportunity to engage in trade and boost their own economy. The Department of Homeland Security a cabinet under the Executive Branch was created after 9/11 to protect the American boarder, prevent domestic terrorism (terrorism committed on American soil), cyber security, disaster prevention and management, and lastly immigration and customs. Each of these issues were seen as a threat to American security. In terms of security, securing ones boarder should be one of the main focuses of a nation because free boarders allow anyone or nation to challenge not only your authority but your right as a sovereign nation. Should a nation challenge your sovereignty having a physical boarder allows front line protection. Securing the boarder is a priority of America because it boarders Canada in the north and Mexico in the south. Should Mexico or Canada decide to attack the United States the first places to come under attack would be the bordering states like New Mexico, Texas, and California. Another problem that America face domestically is immigration. America is one of the countries that has a high demand for immigration status and permits citizenship here. Immigrants are a big security risk because you can never truly know what their intentions are in your country; they may be here to start a new life away from persecution by their government or they may wish to harm American citizens. When you allow immigrants to live in your country you are taking the risk of putting your own people in danger to save another person who is not a citizen. Domestic terrorism is also a threat to American security because terrorism endanger the lives of civilians and are most often done to make a political statement. If the lives of citizens are in danger than not only is it a security issue it is an issue of power. On the side of economics Homeland Security would be seen as a hard power that enforces the soft sanctions and mandates that congress and the president passes. Homeland Security has many programs that are meant to disrupt the finances of terrorist like Cornerstone, National Bulk Cash Smuggling Center, Mass-Market Fraud, Project STAMP, and SEARCH Initiative.   The purpose of Cornerstone is to detect and close weaknesses within the U.S. financial, trade, and transportation section. If the United States closes these weaknesses it makes it harder for terrorist groups to receive money that would fund their terrorist activities, and receive weapons that are smuggled across borders. By doing this Homeland Security also has the opportunity to target key player in criminal organizations that fund these groups and provide them with products like drugs, weapons, and humans. If Homeland Security get rid of these criminal organizations it is basically killing the problem at it source because ter rorist groups cant function without an economical backing, just as the United States would not be able to function without its economic backing. To conclude the war on terror and the creation of Homeland Security is a result of terrorist Preserved threat to physical and cultural security. To combat the threat of terrorist America would create an overseas military campaign that targeted countries that had rich hotspots for terrorist activity. Through the use of asymmetric warfare America had the advantage of advanced technological weaponry, economical wealth, and backing from the international community. With advanced weapons like drones, fighter jets, and automatic guns America could target and eradicate terrorist groups and cells with efficiency and less time than combing the desserts by foot. With the economic advantage America doesnt have to rely on funding from an outside source and doesnt have the threat of their assets being frozen. Having backing from the international community would give America allies in their war on terror and allow them to operate in countries like Afghanistan and Iraq without actually declaring w ar on these states. The creation of Homeland Security would provide America would domestic security. This agency is tasked with protecting the boarders of America, the flow of immigration, and the securing of economical transaction. By securing the boarders of land, air and sea America is protecting it right to sovereignty from anyone person or group. Managing the flow of immigration is also important because it allow you to control who comes into your county and protect your citizens from threats that may wish to harm them. Protecting economical transaction is also important because you are cutting off the hand that feed terrorist and leaving them to starve and eventually die. Overall the war on terror and Homeland security are example of security and economics working in harm to solve a problem which is terrorism.

College Women Stop Getting Drunk and College Men Stop...

Sexual assault encompasses the criminal act of rape; however it seems as if many relative cases spawn from various alcohol encounters. In Emily Yoffe’s article â€Å"College Women Stop Getting Drunk,† she links both victim and perpetrator to alcohol. How can this cause be changed? Performing rape accidentally, or knowingly I do agree with Yoffe’s statement â€Å"Let’s be totally clear: Perpetrators are the ones responsible for committing their crimes.† In Yoffe’s article she covers both the perpetrator as well as the victim, though spending more time on the latter. I feel that perhaps an understanding of whether it really is a majority rule, where rapists are surveying the streets preying on unsuspecting women. According to Amanda Hess’s†¦show more content†¦Colleges are supposed to be places where young people learn to be responsible for themselves.† I find this slightly out of place, as haven’t students always been taught that learning environments should be safe? I understand that the big leagues are different from the minor leagues, but even still places such as UNLV have a place to for rape victims. Also Yoffe states that for most college students drinking are Illegal! Couldn’t authorities place higher priority on these incidents? Even to men as done by Ann Friedman in â€Å"College Men Stop Drinking† Unlike Yoffe, she tells her son to not get involved period. It has a more general tone suggesting not committing the act, or falling victim to it, covering two sides of involvement. Yoffe’s article on the other hand seems to fall in line more statistically with men being the assailant and women the innocent. She does mention men being victimized too though. Hess plays an intriguing card in her article, if this has been a problem even before women started binge drinking, then, why has the issue grown instead of diminishing, I also wonder though about the difference in male and female drinking. Perhaps this is stereotyping, but I wonder if women really do prefer the drinking glass with the olive versus the bottle or can of beer? Taking drinking capacity into mind, could a drink in Yoffe’s article be talking about Martini and Wine glasses or beerShow MoreRelatedThe Effects Of Alcohol Abuse On Alcohol882 Words   |  4 Pagesinto a college party, the first thing I see around me is alcohol. I often notice underage adolescents drinking and I also distinguish how they become different people when intoxicated by alcohol. They begin to walk funny and they tend to slur their words, making it hard to comprehend anything they are saying. I have watched family members who were so inebriated that they could not even spell their own name or e ven pinpoint who they were. 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(NationalRead More College Students and Their Lives of Drinking Essay3793 Words   |  16 Pagesmay use drinking as a form of socializing, but is it really as good as it seems? The tradition of drinking has developed into a kind of â€Å"culture† fixed in every level of the college student environment. Cus toms handed down through generations of college drinkers reinforce students expectation that alcohol is a necessary ingredient for social success. These perceptions of drinking are the going to ruin the lives of the students because it will lead to the development alcoholism. College studentsRead MoreLowering the Drinking Age1223 Words   |  5 Pagesâ€Å"What we’re doing now to prevent underage drinking isn’t working; it’s time to try something else.† Although many people argue that the National Minimum Drinking Age Act of 1964, which lowed the drinking age from eighteen to twenty one, was a good idea. 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Company mission and vision Free Essays

string(175) " With this in sight, the company is certainly ready for the approaching changes it needs to face as it approaches the new age of car and auto sales competition in the market\." The 1995 Auto Sales Inc managed to progress through the years from its actual beginning year. Most likely, this is because of the fact that the mission and vision of the organization supported its people towards the major idealism of helping the entire group in the industry progress towards development. To make the discussion much better understood, the following breakdown of the mission and vision of the organization shall be shown herein. We will write a custom essay sample on Company mission and vision or any similar topic only for you Order Now MISSION As a selling agent of second hand automobiles, the 1995 Auto Sales aim to serve the clients with the best deals available in the industry. To accomplish this particular mission, it is expected that leaders be able to apply their best strategies in creating much more creative approach in marketing as well as checking the quality of the products of the company that are disposed for the consumers. Such task requires a more comprehensive understanding of leadership and its effective application in the group. Leadership is a serious task that has to betaken by those who are able to understand the society in an objective way. Certainly, the idea of becoming a leader requires serious thinking.   Becoming a leader requires efforts that start with personal development and adjustments. There are numerous theories and practices that help the hopeful leaders in becoming the person that they want to be. In the paper to follow, a reflection on one’s ability and self-improving processes would be discussed in the view of the author of this paper. Being a leader is a serious task that requires serious effort and determination to adjust on the part of the person who wants to pursue on being a leader in his or her own field of interest. As Peter Northouse refer to leadership as a â€Å"change that would affect the whole personality of an individual†(2006, 16). It is not true that leaders are born, they are made. Through self-restructuring of themselves, the leaders of today have sprung out from actually being nothing to becoming influential personalities in the human society. How? Because of their determination to make a change to the society that rooted out from the changes that they had to make on themselves in the first place. This is the reason why in this paper, a self-examination process shall be utilized to learn the importance of self-adjustment in becoming a leader. Leadership is one of the most common practices that is found and applied on the different organizations around the world. The need for governance has mainly increased the pressure on institutions specializing in educating aspiring leaders with the needed skills that they are expected to have when they are already working on their own fields of interest. Leadership for many is a virtue learned through the experience of becoming great followers. It requires effort and ample time before it could be said to be the perfect way of showing leadership.   It could be obviously seen how much the people who are considered leaders in the world are viewed as exemplary people and not as people who knows only to command and drives other to work. When it comes to the business industry, the character involving refined leadership is a must to be possessed by everyone. Yes, as leadership itself has strongly affected the lives of many people in the business industry, it indeed is an important character. The idea of being a leader itself is never that easy. Though, through careful and patient learning in adjusting one’s self to be able to adapt to the necessary needed characters of a leader, a refined leadership is never that impossible to acquire. When it comes to the definition of leadership, many groups or organizations have their own view of the characters and responsibilities involved in being a leader. As for example,   House defines â€Å"leadership† organizationally and narrowly as â€Å"the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organizations of which they are members† (House, R. J. 2004: page 15). Indeed, the success of the leader would naturally determine the success of the organization he or she is acquainted with. This is the main reason why many people tend to really deeply learn the art of leadership. Mainly aiming to alleviate the effectiveness of one’s leadership skills, leadership schools and courses were opened especially regarding the business industries. Certainly, with this thought and leadership implications considered within the process, the organization aims to develop as a more solid team that tries to deal with the challenges of the industry in a more strategic and comprehensive manner that would be best for the clients as well as for the organizational staff themselves. This is an obvious call for everyone to change towards the better and faster progress of the company aimed to help the organization in setting a better reputation among its clients in the market. With this mission statement stratified, it could be notes that the weight of the progress is relied upon the leaders of the different sectors of the organization and the cooperation of the entire team towards the progress procedures implemented by the said leaders. VISION With the effective application of strategic leadership and implicative approaches to the organization’s business operations, it is then expected that the performance of the entire team would be increased in terms of client satisfaction and personal job satisfaction as well. Everyone is rather hoped to have a strong trust within the new approach that would be used towards the aims of progress of the entire business in its concerned industry. Moreover, understanding of such issue in terms of company leadership is viewed as a huge step that would bring a great reputation of strength and loyalty to its clients in the market. The system concerned in the said manner of progression is indeed expected to increase the knowledge of everyone with regards effective leadership and tem work. With this in sight, the company is certainly ready for the approaching changes it needs to face as it approaches the new age of car and auto sales competition in the market. You read "Company mission and vision" in category "Essay examples" References: Finding and keeping good employees: DHI works toward proactive support programs. January 1, 2002. Doors and Hardware (Magazine/Journal). Michael O’Malley. (2001). Creating Commitment. John Wiley Sons, Inc.; 1 edition. Harvard Business School Press. (2003). Hiring and Keeping the Best People. Harvard Business School Press. Lin Grensing-Pophal. (2002). Motivating Today’s Employees (Business Series). Self-Counsel Press; 2nd edition. Riddle, John. (2001). Business Management. Adams Media Corporation. Avon, Massachusetts. Adams, Bob. (2000). Managing people: Lead your staff to peak performance. Adams Media Corporation. Avon, Massachusetts. Hiam, Alexander. (2001). Motivating and rewarding Employees: New and better ways to inspire your people. Adams Media Corporation. Avon, Massachusetts. Martinez, Esdras. (1998). Buisness Managements theories and practice. Rex books Publishing. Manila, Philippines. Jones, Gareth R. (2004). Contemporary Management. Irwin/McGraw-Hill; 4th edition. PART 2: POWERPOINT PART 3: Management and Its role in the Company (A Detailed Job Description for the Line of Management) Management of a diverse workforce has been one of the biggest problems that concern the human resources department of any type of company present in the business industries. Hence, it is just reasonable to say that at some points, some management teams may find it a difficult task as well. However, the author, John riddle says otherwise. According to him, â€Å"these are all factors of management that should be considered by good managers even before entering an organization† (113). Hence, this definitely means that avoiding diversity in the workforce may be impossible but giving a resolution to it is not that impossible. After all, there is still a common ground among the working force of each company no matter how diverse they may be it is that they are humans, which makes them capable of being dealt with and managed well. In this regard, John Riddle has suggested several points of consideration when dealing with such business problems. In general terms, he summarized the ways by which a good manager could handle the difficulties of dealing with a diverse workforce. The said suggestions are as follows:  · Concentrate on the strengths of the employees. When a manager discovers the tasks where the employees usually excel in, they should be assigned to them as they are expected to be more productive on those fields of the job.  · Understand the abilities and the potential of each employee present in the organization. These potential assets of the employees could as well be used by the company itself in aiming for the goals that it has set up for the future.  · Allow communication lines t be open at all times. It is very important for managers to be good listeners. The ability of hearing what the employees want form the company as well as to how they could be of bigger help to the organization could be used as a resource of ideas for the company as well.  · Make the employees feel that they too have a sense of authority in the company. However, this type of authority should not overstep that of the administration’s. It should be clear that this authority could only be exercised at specific times and places when it is permitted. This may often refer to an ‘open door’ policy that deals with an easier type of agreement between the employees, which could give them a chance to affect how the organization is being managed. They are then allowed to give suggestions; however, no suggestions are implemented unless approved by the administration.  · Make sure that all employees understand the business goals and objectives. It should always be remembered that a well-informed employee, whether young or old, is a productive employee.  · A manager should always remember that he is supervising people with feelings who are valuable members of the organization, hence, treating them with great respect at all times no matter what culture they come from is one of the most important virtue any manager could post as an example for his colleagues.  · Treating everyone fairly and sensitively is the key to creating a fine working environment. It should be remembered that because of the different clutters of the people, they all have different preferences; they have different personal obligations and other more. Considering the fact that dealing with multicultural workforce also involve dealing with their differences of belief, a manager could as well consider fairness at all times to be able to set a common ground for everyone else in the organization.  · Keep everyone else busy and going all the time. Feeling one’s worth is usually measured on the things they are able to do for the organization in a day. In this manner, it could be said that regardless of one’s difference from the others, being able to do something for the company and being of worth to the organization makes an employee feel that even though there are differences, he still belongs to the organization he is working for.  · Keep employees informed of the ins and outs of the organization. Keeping employees in the dark when some changes within the organization arise may give them the notion that they are not given importance by the administration of the company.  · Acknowledge the employees’ efforts, years of work, talent, creativity and good job attributes. Doing so would help everyone else strive for the best while they are working in the company. It could be noticed that the suggestions listed in here are general. Putting these suggestions into good use have mostly caused several companies to achieve unity beyond diversity in their own much diverse workforces. Hence, as Jones commented in his book â€Å"Contemporary Management†, â€Å"diversity is a normal part of modern management. Being globally distinct, it could not be avoided that dealing with different people everyday is a challenge to the modern managers today† (180). With these principles applied, it is expected that each manager be able to complete the necessary points of appointment they are given to be able to keep good employees for the company’s betterment in the future. References: Robert A. Levin. (2001). Talent Flow: A Strategic Approach to Keeping Good Employees, Helping Them Grow, and Letting Them Go. Jossey-Bass; 1 edition. Thomas J. McCoy. (1996). Creating an â€Å"Open Book† Organization: Where Employees Think Act Like Business Partners. AMACOM Publishing. J. Regis McNamara. (1986). Critical Issues, Developments, and Trends in Professional Psychology: Volume 3 (Professional Psychology Update). Praeger Publishers. Graham Edkins. (2004). Innovation and Consolidation in Aviation: Selected Contributions to the Australian Aviation Psychology Symposium 2000. Ashgate Publishing. Raymond Andrew Noe. (2004). Employee Training and Development with Powerweb Card 3/e. McGraw-Hill/Irwin; 3 edition. Jerome H. Barkow. (1995). The Adapted Mind: Evolutionary Psychology and the Generation of Culture. Oxford University Press, USA; Reprint edition. How to cite Company mission and vision, Essay examples

Globalization National Systems and Multinational Companies

Question: Discuss about the Globalization National Systems and Multinational Companies. Answer: Introduction Culture refers to norms, knowledge, beliefs morals customs and habits acquired by individual members of society. Cross-culture, on the other hand, is a phenomenon that arises due to market globalization, (Tung, 2008). International businesses operate in a vast range of countries possessing variable cultures. This creates a cross culture environment, making it necessary to devise more appropriate ways of executing performance management, (Harzing Pinnington, 2010). Cross-cultural management occurs in a cross-cultural environment whereby the employees arise from different and unique backgrounds and cultures. Cross-cultural performance management As explained by Deresky (2014), performance management is the whole process of developing a shared understanding of what the entity needs to accomplish and how it would achieve it. It involves efficiently managing employees, through constant evaluation and appraisal with the aim of increasing the probability of success of the business. Global companies operate between different cultures. The human resource managers of these enterprises should, therefore, be well versed with this type of performance management to function appropriately. Geert Hofstedes views of organization culture. The cultural framework brought out by Hofstede has been broadly accepted as a unit for measuring the variations between nations. It has grouped the cultural dimensions into two categories including motivational orientations and relations between people, (Taras, Kirkman Steel, 2010). Some of the aspects of this framework include uncertainty avoidance, Collectivism, and individualism, power distance, masculinity, and feminine. Individualism mainly refers to the tendency by which individuals take care of themselves or tend to maintain some groups within their families. This aspect is measured using the individualism index, (Minkov Hofstede, 2011). Everyone has a tendency to take care of themselves and their adjacent families. Masculinity comes into consideration due to differences in emotions between genders. Uncertainty avoidance explains why individuals remain comfortable or uncomfortable in unstructured conditions. The human resource managers must evaluate the risk avoidance indexes between cultures to come up with a clear performance management strategy. The members of the company working in different locations expect that power should be distributed equally. This concept is viewed using power distance, (Taras, Kirkman Steel, 2010). Managers must evaluate the power distance between employees in different ranks when conducting performance management. Challenges faced in cross-cultural performance management process. According to Tung (2008), human resource managers may find it difficult to manage employees in situations where there is high uncertainty avoidance. This is because employees with this type of culture will be unable to exploit their full performance due to their tendency to avoid risk. The meaning of return varies between different cultures. The human resource managers may, therefore, use wrong or irrelevant performance indicators in their evaluation, (Bratton Gold, 2008)). Some cultures tie performance to profits while others tie performance to customer satisfaction. The managers should, therefore, come up with a clear guideline for measuring performance and make this known to the employees. Rewarding employees in cross-cultural businesses is not easy. This is caused by different working cultures experienced by employees working in various locations, (Boxall, 2011). The managers may, therefore, be unable to formulate a standard method of rewarding employees as a way of boosting performance. There may be difficulties in distinguishing cultural norms from the business arrangements. This may make managers mistake individual values to the methods of the company, (Deresky, 2014). The managers should always be aware of the cultural values and beliefs and separate them from the values of the organization. Theories of performance management Various models can be used to explain employee performance. These arguments are based on the assumptions that employee performance is influenced by several factors. In case of personnel management, some of the principles that can be used to evaluate employee performance are as follows. This argument was brought forward by Edwin Locke in 1968. It suggests that the personal goals set by the workers in a firm play a major duty in motivating the employees to achieve superior performance, (Drowling, Festing Allen, 2013). This is mainly because the employees set their individual goals and keep following them. Whenever the goals are not attained, they would either revise them or totally come up with new goals. The employees are also able to adjust these targets to suit their capabilities. Multinational companies have a range of employees in their branches or subsidiaries in different countries. These employees have different abilities, influenced by their culture and norms, (Shen, Chanda, D'netto Monga, 2009). The human resource managers should, therefore, consider the cultural differences and capabilities of individual employees in executing performance management. They should also take into account the individual goals set by these employees as these targets act as vital motivating factors to the employees. Expectancy theory This theory was postulated by Victor Vroom in 1964. It is enshrined on the assumption that the workers modify their behavior in the firm by the expected goals they set. The workers always adjust their actions in a way that would most likely enable them to accomplish the set goals, (Guest, 2011). This theory is an appropriate measurement of performance management as it gives clear guidelines to improved performance based on the expectations of individuals. The human resource managers of multinational companies should always bear in mind; the expectations brought forward by the employees when executing performance managed. They should view this as the primary determinant of the success of the company, (Deresky, 2014). Since the company holds branches in different global locations, the managers should consider the variations in culture and norms of work that may affect the employees, making them unable to adequately satisfy their expected achievements, (Guest, 2011). Employees from different locations should be treated differently to determine their potentials and overall performance. Soft and hard models International human resource managers may apply either soft or hard model in managing employees, and general performance of employees in a business. The hard model is based on setting stringent rules and goals to be met by the employee (Kopelman, Prottas Falk, 2010). It builds on theory X. on the other hand, the flexible model adopts communication and individual motivation of the employees to improve performance. It is based on theory Y, and views employees as self-motivated and ready to work to achieve the organization goals, (Pant Baroudi, 2008). The theory X views employees as lazy and unable to meet the required level of performance unless stringent rules and policies are put in place, (Kopelman, Prottas Falk, 2010). It advocates for setting of goals to be achieved by the employees. Firms do not specialize on one theory when determining employee performance. They employ a combination of these approaches so as to evaluate the workers properly. Co-Cola Company According to Signh, Arunachalam Rajagopal, (2011) this is an American Multinational corporation that deals in Beverages and non-alcoholic drinks. Its headquarters is in Atlanta, Georgia, with more than 129200 associates worldwide, and therefore considered a mega-provider of multicultural business opportunities. Some of the subsidiaries of this company include; Energy Brands, Coca-Cola Enterprises and Minute Maid, (Singh, Arunachalam, Rajagopal, 2011). This company conducts its business globally, distributing soft drinks, syrups, and concentrates. It, therefore, holds an international human resource management system that performs, recruitments and training, the motivation of employees and performance management and appraisal, making it the best example for use in this essay. Models used by the Coca-Cola Company According to Singh, Arunachalam, Rajagopal (2011), this company uses personal goal setting to align their reward systems and practices with performance in the market. It has an objective to make its employees feel motivated, comfortable and satisfied to perform towards fulfilling the objects of the company. This strategy enables employees to work towards attaining these aims. This ensures that they become more competent to perform the tasks laid in the organization to satisfy the vision and mission of the entity and compete effectively with other companies. The company uses different rewarding systems to compensate its employees, ranging from a commission, monthly wages, and salaries. This makes the workers more dedicated to work and beat the competitors, (Singh, Arunachalam, Rajagopal, 2011). It has systems like grade jump, which enables it to rank its employees effectively, annual incentive plan used for business performance; personal progress report used to outline the progress of employees, monthly turn hall for recording extraordinary performance and change designation systems. Individual measurement systems The company follows the GROW and WHALE DONE approach to measuring the performance of the employees. The GROW method enables the workers to know the level they want to be at, and which actions to undertake to reach such levels, (Singh, Arunachalam, Rajagopal, 2011). The performance management is a continuous system since it is done yearly or quarterly. There are also daily, and monthly reviews carried out by the managers to ensure they keep track of the performance of the enterprise. Conclusion In conclusion, proper performance management in the cross-cultural business environment is the key to success of global companies. 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