The Impact Of The March And King Speech - 917 Words

One comparatively lesser known fact about the Washington March was the fact that is was completed without any violence. It also displayed the support of a lot of white citizens demanding equal rights for their â€Å"black† friends. The impact of the March and King’ speech was so huge, that even after decades people believe these to be the high points of the entire Civil Rights Movement. It was one of the classiest protests in the history of America bringing together people of different races, financial standing and views but merging people with good character. Martin Luther was quick to understand and respect the support of the white people as if commanded the African-American never to resort to violence I their fight for freedom. His stance for human equality was displayed several times in his speech with various mentions of the Blacks and Whites living in peace and harmony. His speech displayed his unshakeable belief in the greatness of his nation and his people as it segregated only those specific people who had refused to grant any legal rights or respect to the African Americans. His speech showed us his strong belief and faith in the Bible when he mentioned that â€Å"All Men are created Equal† The Bible directs that â€Å"there is neither Jew nor Greek, nor slave nor free, nor male nor female for you are all one in Jesus Christ† (Gal, 2:28) He used the words God ‘children several times in his speech to unify the listeners and al citizens of the country. His faith in God and hisShow MoreRelatedI Have A Dream Speech Written And Spoken By Martin Luther King Jr.1208 Words   |  5 Pagesthey know the people in the audience will respond to. This could be a speech that changed the way people looked at the world using the right type of words and references associated with the situation at hand, for example the â€Å" I Have a Dream† speech written and spoken by Martin Luther King Jr. so what made this speech have the im pact that it did? When the speech was spoken on August 28,1963 it was a start of a change. The March on Washington for jobs and freedom was an initial step in the Civil RightsRead MoreDr. Martin Luther King Jr.1337 Words   |  6 PagesDr. Martin Luther King Jr. is, arguably, the most influential African American leader in the history of the United States of America. His â€Å"I Have a Dream† speech was delivered on Wednesday, August 28th, 1963 during the March on Washington for Jobs and Equality. His words were captivating and full of hope. The March on Washington for Jobs and Equality was not the first large civil rights march led by African Americans. There were many marches previous such as the Prayer Pilgrimage for Freedom inRead MoreDr. Martin Luther King Jr. And Congressman John Lewis Essay1596 Words   |  7 PagesThere is little debate among historians that Dr. Martin Luther King, Jr. and Congressman John Lewis are arguably two of the most important men in the Ci vil Rights Movement. Both of these men, Dr. Martin Luther King, in context of his involvement with the Southern Christian Leadership Conference, and John Lewis, in context of his involvement with the Student Nonviolent Coordinating Committee, left indelible impacts on the trajectory and success of the civil rights movement writ-large. While it isRead More Martin Luther King Jrs Impact on the Civil Rights Movement Essay1565 Words   |  7 PagesMartin Luther King Jrs Impact on the Civil Rights Movement Martin Luther Kings I Have a Dream speech directly contributed to the Civil Rights movement. While delivering his speech at a kairotic moment, King tells us how blacks have been serving an injustice and that they should be treated equally. Much had transpired before the speech was delivered. As civil rights protests spread throughout the nation, King continued to combine peaceful methods of protest and his theological trainingRead MoreRhetorical Analysis Of I Have A Dream 1372 Words   |  6 Pagesin one of the most famous speeches ever given. On August 28, 1963, Dr. Martin Luther King, Jr. delivered his renowned â€Å"I Have a Dream† speech on the steps of the Lincoln Memorial in Washington, D.C. This speech is a prime example of rhetorical approaches and rhetorical devices flowing effortlessly together to create an effective speech that leaves a legacy. The use of rhetorical devices and approaches gives a speech or text more power in its deliverance to the audience and is able to evoke emotionsRead MoreMartin Luther King Speech Analysis989 Words   |  4 PagesMartin Luther King Jr gave what could be considered one of the most well known and most influential speeches in the entirety of time. His words spa rked change for an entire nation and was an enormous factor in contributing to the African American Civil Rights movement. During the time of Martin Luther King Jr’s speech, the country was in a great state of distress regarding equal rights and equal opportunity for people of color. Riots, protests, and chaos seemed to be taking over the country asRead MoreI Have A Dream Speech Summary1149 Words   |  5 Pagesâ€Å"I have a dream† speech was written by American civil rights activist Martin Luther King Jr. on August 28, 1963. It took place at the Washington D.C Civil Rights March, on the steps of the Lincoln Memorial. It is one of the widely known speeches that was given to point out the ongoing racism problem in the United States of America. This speech brought greater attention to the Civil Rights Movement which had been going for years and it is known as one of the famous orations in the history of US. TheRead MoreMartin Luther King Impact1553 Words   |  7 P ageseveryone. Martin Luther King was the key person involved in this movement, with no major competition for the overall leadership of the movement from 1957 to the mid 1960s . He attempted to alleviate the sense of crisis that pervaded America during the Civil Rights Era. King was the driving force behind pivotal moments that have passed the test of time, such as the Montgomery Bus Boycott, what is considered to be the first important civil rights campaign, and the 1963 March on Washington. A firm believerRead MoreThe Background And Background Of Martin Luther King Jr.1123 Words   |  5 PagesMartin Luther King Background: Martin Luther King Jnr was a strong leader and activist in the Civil Rights Movement in America. He was also an American pastor, humanitarian and leader of the African/ American civil rights movement. Martin Luther King led non- violent protests to fight for the rights of all people including African /Americans in the 1950s and 1960s. His dream was that America and the world would become a nonracist society where someone’s race would not impact on their civil rightsRead MoreMartin Luther King Jr. Dr. Martin Luther King Jr. is unarguably the most famous civil rights900 Words   |  4 Pages Martin Luther King Jr. Dr. Martin Luther King Jr. is unarguably the most famous civil rights activist in American history. His story and legacy is taught in classrooms across the country. From birth to death, Dr. King impacted the lives of many people and changed the roles of society forever. Dr. King had one big dream and what shaped his dream begins in Atlanta,, Georgia, and ends in Memphis, Tennessee. Dr. Martin Luther King Jr. was born into a loving and caring family on January 15, 1929 in

The Steroid And Antibiotic Inside Meat Becoming A Vegetarian

With all the steroid and antibiotic inside meat becoming a vegetarian sounds pretty doable People are turning to alternative ways to become healthy. A common choice is to cut meat out of their diets, and become a vegetarian. Cutting meat seems crazy to some and the healthiest option for others, but is being a vegetarian as healthy as it seems. Can humans cut meat out of their diets and be just as healthy. There are many reasons why people become vegetarians, but is it really as healthy as it seems. Can simply eating veggies supply you with all the vitamins and proteins your body needs to survive. An estimated 6-8 million people do not eat meat, poultry, or fish. Harris Interactive poll commissioned by the Vegetarian Resource Group (Journal of the American Dietetic Association, July 2009).Having your diet mainly consist of fruits and vegetables allows you to consume less saturated fats and cholesterol. Also since you be consuming more plants you will be taking in mote vitamins like vitamins C and E, More fiber, potassium and magnesium. Resulting in a stronger immune system, as well as, lower cholesterol and blood pressure. â€Å"Traditionally, vegetarianism focused mainly on potential nutritional deficiencies, but in recent years, the pendulum has swung the other way, and studies are confirming the health benefits of meat-free eating. Nowadays, plant-based eating is recognized as not only nutritionally sufficient but also as a way to reduce the risk for many chronic illnesses†.Show MoreRelated Is it Ethical to Raise Livestock in a Factory Farm? Essay examples2378 Words   |  10 Pagesglimpse into the lives of exploited poultry, but it was nothing compared to the unethical treatment inside factory farms. There are two categories for these birds. Chickens raised for eggs are called â€Å"Layers† and those raised for meat are called â€Å"Broilers.† A chicken’s fate has a lot to do with its gender. Male chicks have no economic use since they cannot lay eggs and not genetically bred for meat. They are basically waste products and must be removed. â€Å"They are crushed, gassed, or discarded inRead MoreSci 241 Week 524609 Words   |  99 PagesVitamin D Vitamin E Vitamin K Vitamins are found in almost everything you eat Almost all foods contain some vitamins (Figure 8.1). Grain products are good sources of the B vitamins thiamin, niacin, riboï ¬â€šavin, pantothenic acid, and vitamin B6. Meats, such as beef, pork, and chicken, and ï ¬ sh are good sources of all of the B vitamins. Milk provides riboï ¬â€šavin and vitamins A and D; leafy greens, such as spinach and kale, provide folate, vitamin A, vitamin E, and vitamin K; citrus fruits like oranges

Leading Change Free Essays

Introduction Intense global competition, rapid technological change, and international capital markets are creating more demand for change leadership than at perhaps any other time in history. These forces, combined with the complexity of new and more global organizational forms that span nations and unite organizations through alliances, joint ventures, and mergers and acquisitions, make the job of leadership increasingly difficult. No wonder it is popular to suggest that leadership is in short supply in most organizations. We will write a custom essay sample on Leading Change or any similar topic only for you Order Now Moreover, we have a limited understanding of the role that leaders should play in making effective change a reality. This is the motivation for this essay. In the pages that follow, I discuss how leaders can help organizations change to meet the challenges of the twenty-first century. Body of the Essay It is one thing to argue that organizations need to reinvent themselves and develop new, more effective approaches to organizing, and quite another to accomplish it. Large-scale organizational transformation is, at best, a developing art that has yet to produce any clear formulas for success, but more and more attention is being turned to executives as the principle agents of change and adaptation. It is increasingly common to assume that leadership plays the crucial role in an organization’s successful adaptation to a changing world. Companies are paying record compensation to attract the best and brightest executive talent to lead them safely through today’s turbulent business environment. Many boards and executive recruiters assume that there exists an elite corps of individuals who possess leadership skills that have almost universal application. The subject of leadership and organization change is embedded deeply in the lexicon and discourse of business executives, management consultants, and organizational scholars. Business periodicals, the trade press, and academic publications are brimming with information and knowledge about leading organization change. Widespread attention to leading change is largely a reflection of the times. Fueled by unprecedented changes in technologies, markets, and economies, organizations are experiencing rapidly changing environments and enormous competitive pressures. Responses to these challenges are resulting in a virtual revolution in new organizational forms and systems. Organizations are increasingly seeking to transform themselves to become more adaptable and competitive, with leaner, more flexible structures, more empowered and committed employees, and more performance-driven human resource practices. (Lawler et al., 1995) As organizations strive to implement these innovations, they discover that change is incredibly arduous, requiring a great deal of expertise, resources, and luck. The sheer difficulty of transforming organizations is evident in their enormous inertial qualities as well as the scope and magnitude of the required changes. Organization transformation typically involves radical changes in strategy and structure, in work practices and methods, and in members’ perceptions, norms, and work behaviors. As many observers have pointed out, because transformational change involves the total organization including strategic relationships with the competitive environment, top leaders or CEOs need to lead the change process and are essential to its success. (Tichy Devanna, 1986; Greiner Bhambri, 1989; Nadler, 1997) â€Å"The Harder You Push, The Harder The System Pushes Back† Any organization has its own corporate culture and the employees in all hierarchies are accustomed to that particular culture. Bringing about any change at any level is bound to shake the status quo and bring in an element of disturbance within the smooth functioning of the organization. Keeping that in mind, the change leader has to be extremely careful in doing the job and allowing ample space and time for the employees and other variables to adjust to the change being brought about. If the change process is accelerated too much and transformation is imposed hard on the people and the system as a whole, it will result in increased resistance from the system and mounting difficulties in the process of change. â€Å"Change involves moving from the known to the unknown (Cummins/Worley, 1993). Because the future is uncertain and may adversely affect people’s competencies, worth, and coping abilities, organizational members generally do not support change, unless compelling reasons convince them to do so. Similarly, organizations tend to be heavily invested in the status quo, and they resist changing it in the face of uncertain future benefits. Consequently, a key issue in planning for action is how to motivate commitment to organizational change, such as Business Reengineering. This requires management attention to two related tasks: creating readiness for change and overcoming resistance to change.† http://www.prosci.com/w_4.htm People can be made ready to accept and contribute towards change once they themselves get to feel the need for change. This means making people so discontented with the status quo that they are provoked to try new ways of performing. Generating such discontent can be to a certain extent difficult. People who have been functioning and behaving in ways that have become norms for them now, may find it difficult to the level of hurt, prior to their undertaking the change seriously. In a situation as sensitive as such, the change has to be led very cautiously providing room for delay. The many issues related to change leadership could be structured around multiple themes. They include leader behaviors for effective change, sources of change, different change strategies, whether leadership really matters, and the development of change leaders. Most leadership scholars emphasize the importance of developing a vision or direction as the first step in leading change. This direction is critical in making sure that everyone is moving in the same direction. It is, however, an open question whether a vision is really necessary for leading change. A key issue, particularly in the literature on charismatic leadership, is how to create a sense of empowerment and ownership for employees. One argument is that this requires giving employees the autonomy to determine appropriate means for implementing the vision. (Conger, 1989) Prior research has shown that employees are most motivated when they have the freedom to determine what works best given their talents and skills. (Spreitzer et al., 1997) However, in order for such autonomy to work employees must have access to the resources necessary for implementation and to information about the competition and the financial situation of their organization; without these they are likely to feel helpless in bringing about change. Also, rewards may be particularly helpful in building a sense of ownership. (Lawler, 1986) Leaders in crisis organizations facing a revitalization challenge must devote considerable effort at the front end of their transformation to the creation of resources. Individuals’ resistance to change builds in direct proportion to the magnitude of the gap they perceive between the level of effort expected of them as part of the transformation process and the resources available to get the job done. Often this initial resource-generating step involves closing and consolidating peripheral or under-performing operations, trimming employee payrolls, reducing corporate staff overhead expenses, and suspending or deferring programs so that current operations can generate more cash to be redeployed to the launch of the corporate transformation process. Leaders attempting to revitalize their organizations also need to seek new external resources as they launch their transformation process. For example, at General Electric during the early 1980s under Jack Welch, the creation of slack resources was not so much a problem as was the reallocation of existing resources to the corporate transformation effort. So the initial transformation issue was less one of resource creation than one of resource reallocation. Businesses that did not fit the vision had to fix, sell, or close themselves, and resources that would otherwise be consumed by these ill-fitting businesses were reallocated to enhance productivity and automation initiatives and to fuel capital investments in businesses that offered greater promise for achieving Welch’s lofty vision of being first or second in their chosen global markets. (Aguilar et al., 1985) It might be argued that the key role for the leader is setting context; he or she must create a culture that embraces the importance of change. The leader then needs to create an organization structure that will support the new vision. This might, for example, involve a team-based design to reduce centralization, hierarchy, and bureaucratization. The leader must select and hire top-notch people who have the skills necessary to bring the new vision to actuality. If the vision involves globalization, for example, this might involve hiring or promoting people who have international experience. The leader must also create a reward system that encourages behaviors appropriate for the new vision. For example, if the vision requires more focus on the customer, then employees must be rewarded for actions that improve customer satisfaction. In other words, the leader’s most important role may be to devise an organization that sustains the vision. Implications For Change In An Internet Environment Sebastian  and Samuel  (2004) â€Å"explore the challenge that technology will deliver to management at both the tactical and strategic level. Changes in communication, content of communication, globalization of communication, are critical to these changes. The environment will support a greater degree of discontinuities in planning which is brought about by the globalization of management activities. Successful management must encompass the management of these discontinuities but use information in an artificial intelligence environment. The integration of these data and the actions that come from that integration must be understood within a moral framework.† (Sebastian   Samuel, 2004) In the present era of technological innovation and globalization, when the world’s business is coming closer to work as a network, when the logistics are being designed in a way that encompass the ever so easy access of technology, communication and information, when a single business is catering to the markets around the globe, the changes within the organization become more important than those ever were. It is the international culture that the employees have to work in, the greater than ever expansion plans and newer and faster service demands that they have to attend to. All these developments and enhancements come as part and result of the Internet environment in which virtually all businesses are operating these days. Conclusion Leading change in such circumstances become an even more demanding and challenging of a task for the managers or leaders. As the trade of goods and services around the world is getting faster and easier, the need for as fast a change continues. However as mentioned in the preceding pages that such changes cannot be brought overnight, nor can those be imposed or pushed hard on the individuals. The system pushes back even harder and poses even more resistance to the change. Instead, the vision once established has to be communicated to the people properly, make them ready for the change by suitably establishing the loopholes of the current state and furnish the future expectations of being technologically sound and equipped. References Aguilar, F. J., Hamermesh, R. G., and Brainard, C. General Electric, 1984. (1985) Boston: Harvard Business School Press (9–385–315, Rev. Mar. 24, 1993). Conger, J. A. (1989) â€Å"The Charismatic Leader† San Francisco: Jossey-Bass. Greiner, L., and Bhambri, A. (1989) â€Å"New CEO Intervention and Dynamics of Deliberate Strategic Change.† Strategic Management Journal, 10, 67–86. Lawler, E. E. (1986) â€Å"High-Involvement Management† San Francisco: Jossey-Bass, 1986. Lawler, E., Mohrman, S., and Ledford, G. (1995) â€Å"Creating High Performance Organizations: Practices and Results of Employee Involvement and Total Quality Management in Fortune 1000 Companies† San Francisco: Jossey-Bass. Nadler, D., (1997) â€Å"Champions of Change† San Francisco: Jossey-Bass. Spreitzer, G. M., Kizilos, M., and Nason, S. (1997) â€Å"A Dimensional Analysis of the Relationship Between Psychological Empowerment and Effectiveness, Satisfaction, and Strain.† Journal of Management, 23 (5), 679–704. Tichy, N., and Devanna, M. (1986) â€Å"The Transformation Leader† New York: Wiley. Wolf D. Schumacher â€Å"Managing Barriers To Re-engineering Success.† http://www.prosci.com/w_4.htm Accessed January 31, 2007. How to cite Leading Change, Essay examples

International Human Resource Management Recruitment and Selection

Question: Discuss about the International Human Resource Management for Recruitment and Selection? Answer: Introduction As Globalization became integral to various countries around the world, one realized that it is the most important segment in the field of Human Resource Management. The role of International Human Resource Management is coming to the fore font as organizations continue to expand at a pace (Anon 2014). The advent of internet and e-commerce has enhanced the flow of goods and services, which in further boosted the pace at which internationalization had created an impact towards the role of IHR. Economic Globalization refers to the incorporation of national economy into international economy through effective trade of Foreign Direct Investment, capital flows, migration and spread of technology. It is evident that Foreign Direct Investment plays an integral role in various ways, which includes technology spillovers, human capital formation support, procurement of competitive business environment, contribution to international trade integration and improvement of enterprise development. Foreign Direct Investment takes active participation in enhancing the social and environmental scenario of the targeted country in an effective manner (Bjarkman and Welch 2014). International Human Resource Management takes active participation in making the host country socially responsible for implementation of corporate policies. In the contemporary scenario, the role of International Human Resource Management is identified as one of the most critical aspects for successful operation of Foreign Direct Investment in the competitive market, Discussion Foreign Direct Investment exhibits its excellence towards the targeted organization and reflects on the profit margin of the organization in a positive way. The process is akin to gold and for any nation to harvest the advantages of FDI, nations takes active participation in designing strategies which attracts the foreign investors in an effective manner. The rivalry is intense competition amongst the investors; however, the flow is more factual within the multinational companies in the developing country. Advantages The benefits of FDI contribute towards high economical expansion, which is the primary motivation for reducing poverty in the host country. However, the International Human Resource Managers recruit employees from both the host and targeted countries. It helps the business in maintaining a proper communication even after operating in many geographical locations (Blonigen and Piger 2014). Moreover, it assists the host company to gather adequate knowledge regarding cultural requirements of the targeted country. Most of the frequent flows have their root from the footsteps of enhanced economies to the developing countries. Most of the developed countries have accepted Foreign Direct Investment as a standpoint of attaining enhanced levels of financial development, economic growth and employment. In the contemporary era, developed countries probed for adapting principles of free market economy and enhanced their investment policies for maximising their benefits for the advent of FDI. In accordance to the successive development of firms in the competitive era, the HRM of an organization plays a significant role in attracting the foreign investors, thus enhancing the organizations profitability in a significant way (Hackett 2012). For a developing organization, the implosion of FDI not only acts as a catalyst for employment and economical acquisition, but also serves as the integral mechanism for presentation of skills, technology, transfer and gain in the managerial and operational purposes (Frank 2015). The Human Resource Managers makes their best effort to engage the employees in a diverse workforce. The incentives of FDI initiates market considerations, which includes the size and the host nation comparative advantages in the competitive market. Economical benefits play a vital in successful intervention of Foreign Direct Investment in the competitive market. The well known economical policies comprise of income tax, sales tax and stamp tax exemptions, an estab lishment of free zones where there is no constraints in trade linkage (Lin, Kim and Wu 2013). In accordance to the financial incentives, one includes direct government loans or loan guarantees, export financing or debt/equity conversion possibilities. These are exchange rate and economic growth, which is, dependable on various occurrences about the present scenario of the developing countries and that of the organization in the competitive market (Lucke and Eichler 2015). The HRM of the organization are the identical factors of success for any organization and in terms of FDI, it acts as a lubricant for organizational success Foreign Direct Investment makes effective contribution towards host economy by supplying capital, technology and resources, which would otherwise not be in necessity. . The human resource managers always promote a diverse work force, which is one of the most determinant factors for successful interpretation of Foreign Direct Investment in the competitive market (Guo and Al Ariss 2015). A diverse workforce allows employees to interact freely with each other and exercise their creative thoughts and innovative talents in a suitable manner. Furthermore, diverse workforce is ideal for global expansion of the organization in the competitive market. Foreign direct investment improves the overall economic prosperity of nation, but has some dependency over social and political scenario. Disadvantages - The economical inclination of FDI does not increase suddenly across countries, sectors and local communities (ONeill 2014). It is rather difficult to measure and segregate the economical impact of Foreign Direct Investment. Where FDI has higher non-marginal effects, the measurement becomes even more tough. In this scenario, the identity of International Human Resource Management is critical for successful progression of Multinational Organizations in the competitive market (Shen 2015). International Human Resource Management takes active participation is designing and developing policies based on inputs all around the globe. Confusions related to expatriation are one of the major concerns of international Human Resource Managers. Expatriates usually comprise of corporate missionaries that are sent by a parent company across the globe for various functions like; to initiate expertise in areas of technical and managerial improvement, controlling operations, improvement of branches and development of regional managers. In terms of International Human resource management and Foreign Direct Investment, the major issues underlying the expatriates are one of the primary areas of concern for the host country. As the impact of Globalization is enhancing at an alarming rate, International Human Resource Management is focusing more on expatriation and repatriation processes to enhance the profitability of the Foreign Direct Investment in the competitive market. Expatriation refers to a analytical tool which Internal Human Resource managers acquire and preserve resident base of knowledge about the complexions of internally operated decisions in Foreign Direct Investment (Kramar 2013). The enhancing internationalization of business through the establishment of Foreign Direct Investment has resulted in more employees working abroad as a part of their career plan. In contrast, the act of repatriation is a difficult case to handle for international Human Resource Management. Expatriate managers often gather a l ot of experience and information from foreign assignments, by the time they return to the parent country. However, inappropriate and meager repatriation process would engage underutilization of talents, loss of human capital and discouragement for the talented management from receiving the assignments of the overseas. In accordance to the fast movement of FDI in the competitive market, one of the major concerns is in the area of personal recruitment. Organizations getting involved in foreign direct investment are not well known in host country and therefore, needs to develop a good corporate image. It has huge competition with foreign countries as well as the organizations operating in the host country. The foreign firms had to invest heavily on personal development to reduce the qualification gaps and enhancing the vision of employee recruitment in the competitive market (Pudelko, Reiche and Carr 2014). The main challenge lies in recruiting not only quality candidates but retaining them in an organization for a longer duration. In case of FDI, the attrition rates of employees are relatively on the higher side because employees often struggle to adjust themselves with the diverse workforce of the organization. IHRM proposes several recruitment strategies for retaining the employees of the organiza tion in a successful manner. The law and political scenario of the host country for FDI is a critical factor for success of the organization in the competitive market. Several factors such as the consequences of the labor market, intense competition with the selected industry and national culture often influence the role of international human resource managers for initiating Foreign Direct Investment in the host nation. IHRM considers itself as an integral source of sustainable competitive advantage that contributes towards the success of the organization focusing on Foreign Direct Investment (Varmazyar and Nouri 2013). In fast developing countries, an organization does not rely much on internal recruitments. The international human resource managers need to make effective utilization of external labor market for selecting quality applicants (Resmini and Siedschlag 2013). In accordance to the limitations of literacy rate in the under developed countries, internal human resource managers often goes for alternatives through practice of personal marketing. Personal development is a critical factor for initiating a unique and a valuable workforce for the organization. Every employee looks forward to develop their skills for moving ahead in their professional career. In the underdeveloped countries, the education system tends to be on the weaker side. The talented individuals are unable to perform due to lack of opportunities; therefore, there is an essentiality for proper employee training in order to reflect on the profitability of the organization. The employees of the organization need to adjust with the rules and regulations of the foreign firm. Furthermore, the International Human Resource Managers takes active participation in allowing the employees of the organization express their creative thoughts and innovative ideas in an effective manner (Zhai 2014). Training sessions provided by the internal human resource managers helps the employees of the organization to interact with the foreign colleagues. The application of personal d evelopment and training sessions allows the newly recruited employees to solve any issues based on racism, linguistic, culture, background and orientation. Attrition rate or employee turnover in an organization is based on three factors such as calculative, alternative or contractual forces (DeVaro and Morita 2013). The internal Human resource managers provide high incentives to the employees of the organization influenced through the implementation of Foreign Direct Investment (Ziying 2014). Individual career plans often allows an employee to broaden their view and get them recruited in foreign firms. Career management plan often exhibits a unique approach for the firm approaching towards Foreign Direct Investment. However, foreign subsidiaries face double pressure for not only confronting to local environment and regulations in which they operate, but also to the expectations of the parent company to exhibit internal consistency. It is rather difficult for the internal human resource managers to create an effective work force for the organization in foreign soil. Selecting cheap labor is easy, but to maintain a strong labor relation i s relatively difficult. The employees keep on escalating the issues until it is very much difficult to ignore. The international human resource managers must retain the talented employees for gaining supremacy in the competitive market. HR disconnect is one of the primary areas of concern, as the human resource managers often fail to address the issues faced by the employees across the globe. Conclusion On the contrary, it concludes that the internal human resource management has positive and negative impacts for the advancement of foreign direct investment in host nations. The above sections focused on the skills and intensities of foreign and local firms to underpin the latent properties for IHR enhancement in host nations. It also attempted to identify the correlations between intensity of international human resource management and the explanatory variables of export intensity, skills, wages and foreign ownership for attaining sustainability in the competitive market. The challenges faced by international human resource managers for maintain fluent labor relationship has affected the effectiveness of foreign direct investment in a negative way. Personal development of the employees tends to a challenging factor for organizations. However, Foreign Direct Investment refers to economic prosperity and alleviates poverty in host nations by opening further scopes of employment. Recrui tment stands a major point of concern for the international managers, which may hinder the advancement of Foreign Direct Investment in Host nations. The advent of international human resource management still requires improvement in their execution and strategic decisions for influencing foreign direct investment in the host nations. Reference List Hackett, R. 2012Recruitment and Selection in Canada Nelson Education Limited Kramar, R. 2013. Beyond strategic human resource management: is sustainable human resource management the next approach? The International Journal of Human Resource Management, 25(8), pp.1069-1089 Shen, J. 2015 Principles and Applications of Multilevel Modeling in Human Resource Management Research Human Resource Management DeVaro, J. and Morita, H., 2013. Internal Promotion and External Recruitment: A Theoretical and Empirical Analysis Journal of Labor Economics, 31(2), pp.227-269 Varmazyar, M. and Nouri, B., 2013 A fuzzy AHP approach for employee recruitment 10.5267/j.dsl, pp.27-36 Anon, 2014 Threshold Effects in the Capital Account Liberalization and Foreign Direct Investment Relationship CBR, 13(09) Bjarkman, I. and Welch, D., 2014. Framing the field of international human resource management research The International Journal of Human Resource Management, 26(2), pp.136-150 Blonigen, B. and Piger, J., 2014. Determinants of foreign direct investment Canadian Journal of Economics/Revue canadienne dconomique, 47(3), pp.775-812 Frank, S., 2015 Stabilisation Clauses and Foreign Direct Investment: Presumptions versus Realities The Journal of World Investment Trade, 16(1), pp.88-121 Guo, C. and Al Ariss, A., 2015. Human resource management of international migrants: current theories and future research The International Journal of Human Resource Management, 26(10), pp.1287-1297 Lin, S., Kim, D. and Wu, Y., 2013 Foreign Direct Investment And Income Inequality: Human Capital Matters Journal of Regional Science, 53(5), pp.874-896 Lucke, N. and Eichler, S., 2015. Foreign direct investment: the role of institutional and cultural determinants Applied Economics, 48(11), pp.935-956 ONeill, D., 2014. Playing Risk: Chinese Foreign Direct Investment in Cambodia CS, 36(2), p.173 Pudelko, M., Reiche, B. and Carr, C., 2014 Recent developments and emerging challenges in international human resource management The International Journal of Human Resource Management, 26(2), pp.127-135 Resmini, L. and Siedschlag, I., 2013. Is foreign direct investment to China crowding out the foreign direct investment to other countries?. China Economic Review, 25, pp.1-16 Zhai, W., 2014 Competing back for foreign direct investment Economic Modelling, 39, pp.146-150 Ziying, M., 2014 Inward Foreign Direct Investment, Entrepreneurial Behavior, and Outward Foreign Direct Investment: Evidence from China IJBM, 9(9)