Lost And Gained Depression And Anxiety - 1747 Words

Lost and Gained I was thirteen when I was diagnosed with depression and anxiety. The diagnosis did not come to me as a surprise; it was expected. I got my diagnosis behind my parents back. Thirteen, the legal age that I can go to the doctor’s office without a parent if I wanted. I never told them. They wouldn’t understand, they never really did. The main cause of my mental illness was not being good enough. Having an older sister who was good at everything was hard to deal with. She excelled in academics, she held leadership roles in many clubs or organizations, and she was ‘the perfect daughter.’ My parents sometimes unknowingly compared me to my older sister. I was always one step below her. I got lower grades, less medals, and struggled in the things she always excelled at. What was worse was that I grew up in a very stereotypical Asian family. Getting anything below an ‘A’ was considered failure. I was expected to be the best at everything I put my hands o n. I can clearly remember in 5th grade when I handed my mom a test we had taken in class. The bright red letters on the top of the test marked ‘112%.’ It was a math pre-test we took earlier that week. I was able to get more than full points on material we had not yet learned, but I didn’t receive much of a response. I then asked why she never complimented me if I had done well. Her answer was â€Å"è ¿â„¢Ã¦Ëœ ¯Ã¥ ºâ€Ã¨ ¯ ¥Ã§Å¡â€ž,† which roughly translates to â€Å"this is expected.† As a 5th grader I just accepted this response and repeated it toShow MoreRelatedEMDR and DBT Therapy Essay971 Words   |  4 Pagesdisorder. EMDR requires that the clients visualize an upsetting memory and accompanying physical sensations. The clients repeat negative self-statements that they associate with the scene. The procedure is repeated again and again until the client’s anxiety is reduced. 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Immediately, we start observing pictures of how our body used to look before, and star making comparison of how our body looks now. Gaining weight occurs for many reasons, and the process of gained weight works different in each one of us. Maybe we gained weight because of depression, or maybe we gained weight, because unwarily mistreating our body, by not taking care of it. Some of us have gained weight, by the transformation ofRead MoreRelationship Between Children And Charlie s Sobriety Essay1448 Words   |  6 Pagesshe does not know how to be in a relationship with someone who is feeling this way. Jenita also expressed that Charlie has slowly isolated himself from friends/extended family, and claims to be tired all the time. She continue to share that he has lost interest in the family outings and their romantic dates including h aving a sex life. At first she thought it was the effects of the alcohol, leaving his system, but since it’s been six months from his last drink, she is getting really concerned. BeforeRead MoreThe Negative Effects Of The Internet On Human Life761 Words   |  4 Pagesinfluence on people’s lives. Almost 3.2 billion people in the world use the internet. The Internet has gained acceptance across the globe, and it has also become a reason behind the critical changes in the modern society. Some of the changes are social isolation, health disorder, lack of privacy and internet addiction. The first effect of using the internet is social isolation. Ordinarily, we have lost our face to face communication with people by social isolation. The outcome shows that people nowadaysRead MoreThe Key Components Of Anxiety Disorders And Cognitive Behavioral Theory ( Cbt ) Essay1630 Words   |  7 Pagescomponents of anxiety disorders and cognitive behavioral theory (CBT). 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The decision to lose weight atRead MoreI Remember The Most Was It s Not Your Fault Koko Bear1065 Words   |  5 Pagesknowing he would be there would calm me if needed. I was wrong; I still needed him. When I was in the fourth grade I gained weight because of the other students in elementary school bullying me. I never knew what I did wrong enough to deserve to be bullied. To this day, I still do not know. It was in the summer before fifth grade that I stopped eating. I never told anyone, but I lost all the weight I put on, and then some. There were days when I would eat one meal a day and others where I would eatRead MoreLife of a Hoarder790 Words   |  3 Pagesbi-polar, anxiety, depression, and drug use. Compulsion often starts in early childhood and in the early teenage years. In adulthood the compulsion begins to show signs of the severe symptoms. Many hoarders consider themselves perfectionists. They keep everything because the fear making the wrong decision on what to throw away. Compared to a drug addict who is always chasing the felling they got on the first high. The hoarder is in a constant chase to the feeling of satisfaction gained from the firstRead MoreChildren s Influence On Children967 Words   |  4 PagesWhen the Depression struck rural families and they were unable to bring in enough income to support their families, children often stayed home from school. Noted, â€Å"In 1939, a United Church worker in central Manitoba discovered that many farm families were without underwear or shoes for their children, who as a result couldn’t attend school† (Berton, 1990, p. 11). The luxuries that children once experienced, were stripped away from them right before their eyes. As a result of the lack of income earned

Biography of Banastre Tarleton, British General

Banastre Tarleton (August 21, 1754–January 15, 1833) was a British Army officer during the American Revolution who became notorious for his actions in the southern theater of the war. He gained his reputation for brutality following the Battle of Waxhaws, where he reputedly had American prisoners killed. Tarleton later led part of Lieutenant General Lord Charles Cornwallis army and was crushed at the Battle of Cowpens in January 1781. Remaining active until the end of the war, he was captured following the British surrender at Yorktown that October. Fast Facts: Banastre Tarleton Known For: American RevolutionBorn: August 21, 1754 in Liverpool, EnglandParents: John TarletonDied: January 15, 1833 in Leintwardine, EnglandEducation: Middle Temple in London and University College at Oxford UniversityPublished Works:  A History of the Campaigns of 1780 and 1781, in the Southern Provinces of North AmericaSpouse(s): Mary Robinson (not married, long term relationship ca. 1782–1797) Susan Priscilla Bertie (m. December 17, 1798–his death in 1833)Children: Illegitimate daughter with Kolima, (1797–1801) Banina Georgiana Tarleton Early Life Banastre Tarleton was born August 21, 1754, in Liverpool, England, the third child of John Tarleton, a prominent merchant with extensive ties in the American colonies and the slave trade. John Tarleton served as the mayor of Liverpool in 1764 and 1765, and, holding a position of prominence in the city, Tarleton saw that his son received an upper-class education including studying the law at Middle Temple in London and University College at Oxford University. Upon his fathers death in 1773, Banastre Tarleton received 5,000 British pounds but promptly lost most of it gambling at Londons notorious Cocoa Tree club. In 1775, he sought a new life in the military and purchased a commission as a coronet (second lieutenant) in the 1st Kings Dragoon Guards. Taking to military life, Tarleton proved a skilled horseman and displayed strong leadership skills. Early Career In 1775, Tarleton obtained permission to leave the 1st Kings Dragoon Guards and proceeded to North America as a volunteer with Cornwallis. As part of a force arriving from Ireland, he took part in the failed attempt to capture Charleston, South Carolina in June 1776. Following the British defeat at the Battle of Sullivans Island, Tarleton sailed north where the expedition joined General William Howes army on Staten Island. During the New York Campaign that summer and fall he earned a reputation as a daring and effective officer. Serving under Colonel William Harcourt of the 16th Light Dragoons, Tarleton achieved fame on December 13, 1776. While on a scouting mission, Tarletons patrol located and surrounded a house in Basking Ridge, New Jersey, where American Major General Charles Lee was staying. Tarleton was able to compel Lees surrender by threatening to burn the building down. In recognition of his performance around New York, he earned a promotion to major. Charleston Waxhaws After continuing to provide able service, Tarleton was given command of a newly formed  mixed force of cavalry and light infantry known as the British Legion and Tarletons Raiders in 1778. Promoted to lieutenant colonel, his new command was largely comprised of Loyalists and at its largest numbered around 450 men. In 1780, Tarleton and his men sailed south to Charleston, South Carolina, as part of General Sir Henry Clintons army.   Landing, they aided in the siege of the city and patrolled the surrounding area in search of American troops. In the weeks before Charlestons fall on May 12, Tarleton won victories at Moncks Corner (April 14) and Lenuds Ferry (May 6). On May 29, 1780, his men fell upon 350 Virginia Continentals led by Colonel Abraham Buford. In the ensuing Battle of Waxhaws, Tarletons men butchered Bufords command, despite an American attempt to surrender, killing 113 and capturing 203. Of the captured men, 150 were too wounded to move and were left behind. Known as the Waxhaws Massacre to the Americans, it, along with his cruel treatment of the populace, cemented Tarletons image as a heartless commander. Through the remainder of 1780, Tarletons men pillaged the countryside instilling fear and earning him the nicknames Bloody Ban and Butcher. With Clintons departure after the capture of Charleston, the Legion remained in South Carolina as part of Cornwallis army. Serving with this command, Tarleton took part in the victory over Major General Horatio Gates at Camden on August 16. In the weeks that followed, he sought to suppress the guerrilla operations of Brigadier Generals Francis Marion and Thomas Sumter, but with no success. Marion and Sumters careful treatment of civilians earned them their trust and support, while Tarletons behavior alienated all those he encountered. Cowpens Instructed by Cornwallis in January 1781 to destroy an American command led by Brigadier General Daniel Morgan, Tarleton rode west seeking the enemy. Tarleton found Morgan at an area in western South Carolina known as the Cowpens. In the battle that followed on January 17, Morgan conducted a well-orchestrated double envelopment that effectively destroyed Tarletons command and routed him from the field. Fleeing back to Cornwallis, Tarleton fought in the Battle of Guilford Courthouse and later commanded raiding forces in Virginia. During a foray to Charlottesville, he unsuccessfully attempted to capture Thomas Jefferson and several members of the Virginia legislature. Later War Moving east with Cornwallis army in 1781, Tarleton was given command of the forces at Gloucester Point, across the York River from the British position at Yorktown. Following the American victory at Yorktown and Cornwallis capitulation in October 1781, Tarleton surrendered his position. In negotiating the surrender, special arrangements had to be made to protect Tarleton due to his unsavory reputation. After the surrender, the American officers invited all of their British counterparts to dine with them but specifically forbade Tarleton from attending. He later served in Portugal and Ireland. Politics Returning home in 1781, Tarleton entered politics and was defeated in his first election for Parliament. In 1782, after returning to England and supposedly on a bet with her current lover, Tarleton seduced Mary Robinson, ex-mistress of the Prince of Wales and a talented actress and poet: they would have a 15-year relationship, but never married and had no surviving children. In 1790, he won the election and went to London to serve as a member of Parliament for Liverpool. During his 21 years in the House of Commons, Tarleton largely voted with the opposition and was an ardent supporter of the slave trade. This support was largely due to his brothers and other Liverpudlian shippers involvement in the business. Mary Robinson wrote his speeches after he became a member of Parliament. Later Career and Death With Mary Robinsons assistance, in 1787 Tarleton wrote Campaigns of 1780–1781 in the Southern Provinces of North America, an apologia for his failings in the American Revolution, on which he blamed  Cornwallis. Despite Robinsons active role in his life by the late 18th century, Tarletons growing political career forced him to abruptly end his relationship with her. On December 17, 1798, Tarleton married Susan Priscilla Bertie, an illegitimate daughter of Robert Bertie, the 4th Duke of Lancaster. Tarleton had no surviving children in either relationship; although he did have an illegitimate daughter (Banina Georgiana Tarleston, 1797–1801) with a woman known as Kolima. Tarleton was made a general in 1812, and in 1815, he was created a Baronet and received a Knight Grand Cross of the Order of the Bath in 1820. Tarleton died in London on January 25, 1833.

Baroque Art Free Essays

Challenge II Baroque Art: What is it and why do we care about it? The Baroque is often thought of as a period of artistic style that used exaggerated motion and clear, easily interpreted detail to produce drama, tension, exuberance, and grandeur in sculpture, painting, architecture, and music. The style began around 1600 in Rome, Italy and spread to most of Europe. It’s defined as â€Å"a style of European architecture, music, and art of the 17th and 18th centuries that followed mannerism and is characterized by ornate detail. We will write a custom essay sample on Baroque Art or any similar topic only for you Order Now In architecture the period is exemplified by the palace of Versailles and by the work of Bernie in Italy. Major composers include Vivaldi, Bach, and Handel; Carving and Rueben are important baroque artists. † (Being Dictionary) However, the word â€Å"baroque† seems to have a slight negative connotation-the original translations of this word include Italian for â€Å"tortuous medieval pedantry’ and Portuguese for â€Å"deformed pearl. In other accounts, Baroque is associated with strange, bizarre, and spectacle. This is probably because of the art side of the baroque period: controversial artists such as Peter Paul Rueben captured voluptuous women on canvas in The Rape of Lucrative and The Rape of the Daughters of Leucosis, and Giant Lorenz Bernie in The Ecstasy of Saint Teresa. So why is all this this important to us? Well, despite being a bit provoking and over-extravagant, the baroque period was also beneficial. In addition to producing the earliest European music familiar to most of us, including Bachelor’s Canon and Vivaldi The Four Seasons, the baroque era also greatly expanded our horizons. The acceptance of Copernicus 16th century theory that the planets didn’t evolve around the earth made the universe a much larger place, while Galileo work helped us get better acquainted with the cosmos. The philosophical aspect of the baroque makes it important; and the vestiges of the era are still heard today in music- some of the most influential and beloved compositions are regularly performed in concert halls, and snippets of Bach and Vivaldi frequently appear in the solos of heavy metal guitarists. Having long since shed its derogatory connotations, â€Å"baroque† is now simply a convenient catch-all for one of the richest and most diverse periods in music and art history. Baroque Art By perpendicular How to cite Baroque Art, Papers

Trends and Challenges Faces by MNC-Free-Samples for Students

Question: Assume that you work in a multinational corporation (MNC). As the Head of HR you have been given the task to prepare a Business Report to critically review and evaluate the current trends and challenges affecting HRM internationally. You have to critically analyse how these challenges impact on the future HRM practices for your MNC. Answer: Introduction With the effect of globalization and liberalization, the importance of opening MNCs came into existence. A multinational organization is one which works internationally in the global market and has a wide diversified dimension of working. The MNCs also make use of upfront technology to create differentiation in the market. Thus, with the initiation of MNCs the global and economic business has taken an effective change and developed with time (Al Ariss, Sidani, 2016). In order to manage the development, the company needs to manage their human resource activities so that they sustain on global. As it is known that on a global level the companies earn good profits similarly if taken the wrong step they can adversely affect the current state of the business. Further, in the competitive environment, it is primary objective of the business to keep their resources intact so that the managers can exercise their core business activities properly. As globalization opens up way for profitable business, so it is mandatory for the organization to manage the human resource activities internationally. The HR manager faces many human resource issues daily which can affect the growth of the organization; it is their duty to solve the problems and overcome the challenges faced them for the brighter future of the organization (Armstrong, Taylor, 2014). Further, the report discusses the key human resources trends and challenges occurring in the global business which is affecting the state of the business (positively or negatively). The purpose of this report is to analyze the current trends and challenges in managing human resource internationally and its impact on business; it also gives recommendation with the help of which an HR manager can sustain the growth of the business by managing the trends and challenges. Trends and challenges faces by MNC's in managing human resource internationally The fact is true that the world is now more turning into an international business which drives economic growth for all the countries worldwide. The trends which are constantly seen are in the areas like, technology, education, employees, economies, and communication etc. the movement of global business leads to high degree of economic change and a growing number of participants in the business. Also, complexity and uncertainty increased with the effect. Numerous traditional strategies shifted with the aid of international initialization of business process (Bhatti, Ahsan, 2016). The trends which the market has seen in the managing human resources with time is that there has been a shift in the age group of the labor force working for the international companies, also the expatriates becoming more culture oriented and working towards the benefits of the society. Another remarkable trend which shall be noticed is the growth in the fields of education and technology. These both aspects are getting more diverse due to which any activities which are held in the business are changing its face (Brewster, et. al., 2016). Another key trend on which the international business is focusing now days is the mobility of resources. It is very important for the business to carry on the mobility function effectively as it decides the motivation level of the employees in organizations. All the factors which are mentioned above have a great influence on the activities of the business, thus they shall be adequately taken care and managed in an organization to gain competitive ed ge in the global market (Cascio, Boudreau, 2016). Further, they key trends and challenges are discussed below: Technology Technology is a tool with the aid of which business process implement innovation in their organization. Technology is a rapidly changing aspect which provides benefits to the organization. In the global business, in order to sustain in the market, it is important for business to gain the competitive edge in the market. Competitive edge can be only achieved through the use of technological advancement techniques. The technology implementation helps the organization to change the employment market (Clark, et. al., 2016); the structure in which the workforce in prevailing is a trending concept which is constantly changing with the changing era. Thus technology is regarded as one of the trends in the international human resource management. Further, it shall be noticed that of technology is not applied adequately then it adversely the state of the organization so in this way it can act as a challenge for the organization (Cooke, Veen, Wood, 2017). Further talking about the challenge it shall be considered that the power of IT is replacing the jobs of normal people and acting as a permanent loss of jobs in the middle tier and at the first job entry level. Also, the global business is facing issue in managing the business which has narrow specific skills implemented in them. Apart from that, the fast-changing technology is making it difficult for some companies to adopt the new and efficient due to which their business process is becoming outdated. So, one of the challenge due to new trend in technology is that this process many times creates difficulty for the companies to adopt them in their process and re-educate that technology to the employees of the company (Dalton, Bingham, 2017). This many times acts as a burden for them to implement such changes in their management system. Apart from that another challenge which the company gets to face with the advancement of technology is that it eliminates the jobs of many people an d makes the personnel compact. As with the use of such technology major work which used be one by people eliminates itself due to which some people tend to lose their jobs (Dickmann, Brewster, Sparrow, 2016). Education Education is considered as one of the positive factors which assist the growth of an organization. But sometimes it may acts as a challenge for the global business process. Education helps the multinational companies to provide solutions to the demographic human resources caused by the company; it acts as both opportunity and threat to the company if no used wisely. Talking about the education acting as a threat to the organization, the fact that shall be noted is that just like technology; education is an ongoing process, which is changing every day (Farndale, et. al., 2017). So, there is no boundation to the process of acquiring education, that if a person acquires a limit of education then they are qualified to do certain job. Education is a diverse field which keeps on changing, along with which another challenge relating to education is difference in teaching style. It refers to the way or process in which people attain education, as in an MNC most of the people who are employed for the job are expatriate which symbolizes that their place from which obtained education was also different. So difference in teaching style can lead to differences in the management of the company as well. Summarizing to the above statement it shall be said that difference in education can lead to cultural differences as well. All formal and professional people employed in the company would have their point of difference of opinions due to difference in their teachings (Kaufman, 2016). Apart from that talking about the workplace learning, it shall be noted that now the workplace learning has developed into a wider context due to which it becomes difficult for expatriates to adopt the changes accordingly. The type of qualification provided in different institution is different and the work offered in an organization is different. So, if the employee's mental skills are adequately developed according to the profile of the work then it can act as a problem of the organization (Kramar, 2014). Mobility Lastly talking about mobility in international human resource management, it relates to the mobility of resources in a multinational corporation. Elaborating on the statement, this aspect includes the promotion, demotion, and transfer of human resource in an organization. It is mandatory for the organization to satisfy its employees with the kind of services they provide. For instance, if a regional employee of US is transferred to Australia for their future job period, approval of the employees is necessary because if the employee is not satisfied with such decision of the company then it can adversely affect the state of the company in global business (Reiche, Mendenhall, Stahl, 2016). Thus, it is a crucial decision which the company needs to take with the acceptance of the employees of the organization. Thus, if the decision of mobility is not taken adequately in an organization then can create problem for the company in managing human of the organization. Apart from that, the co mpany needs to properly take the decision hat which staff needs to go at the different outlet of the company who needs to stay in the same office (Renwick, Redman, Maguire, 2013). Motivation of the employees, organizational commitment, and job satisfaction are the most important aspects due to which a person performs their job effectively and efficiently. So, if an employee is transferred to another unit of the organization then the job satisfaction level can decrease which can affect the state of the organization. Apart from that the cultural difference Impact to IHRM issues on the company The human resource activities are directly connected to the business function. So any change in such activities can give a great impact on the growth of the business in international context. Further, the impact of human resource activities on the multinational corporations is discussed below. Talking about the impact of technological advancement on the growth of business is that, with this effect, the employees of the company started getting demotivated as they were unable to understand the technological changes happening in the internal management of the company. The elder generation people employed in the company found it difficult to cope up with the technology coming from different parts of the world (Paill, et. al., 2014). Apart from that, the expatriate is unable to make them understand regarding the changes. The normal jobs of the people were also replaced with this effect. Although I acted as an advantage for the company on the same hand this process also depleted the human resource management of the company. further in addition to it, another way in which technology affect the human resource managerial activities is that, as this process depleted in the number of employees working in an organization and the people who had routine jobs in their business, due to th is loss of jobs a bad impression of company shall prevail in the market. As the ex-employees of the company would talk about the furious technological growth and the less job security chances of the employees in the company, ten would lead to creating a bad image of the company in the market (Sheehan, 2014). Another aspect which affected the international human resource activities in an organization is education. This aspect talks about the culture difference prevailing in the employees of the company, all have taken their lessons from different institutions due to which there is a difference in thinking and applicability of theories in an organization (Wilkinson, Wood, 2017). Due to which many times employees clashes in the organization as all people have their different point of opinions. Another problem in the organization comes when newly skilled employee talks about some theories which the experienced employees of the company are unable to understand as there are changes in the courses. Due to this process, some employees of the company might feel distressed which can act as an issue of the company. Education opens the mind of people and it also improves the capacity to understand things. Thus, some people in the organization tend to understand and respond to workplace activities i n a better way while others might not due to which communication gap can occur in the management process (Wilton, 2016). Lastly, mobility of employees which mainly includes transfers and promotions works as a huge factor for motivation and demotivation among employees. As if transfer of employees is with their will and consent then it will adequately respond to the unit of the company otherwise vice versa. The mobility of human resource affects two units of the same organization (Sekiguchi, Froese, Iguchi, 2016). Conclusion Thus, in the limelight of above mentioned events, the fact that shall be noted is that in a multinational corporate there are many human resource management issues which a business process faces in their day to day activity. Apart from that, it is the duty of the HR manager to satisfy the requirements of the employees of the organization along with the objectives of the company to sustain the growth in global environment. Also if the company will not prioritize such issues, and then it can negatively affect their growth in global context. Apart from that, it is very important for a human resource manager to actively look after the issues of all the employees and resolve them so that future growth is sustained (Nickson, 2013). So, in order to attain the global competitive edge the human resource manager needs to adequately look after such issues and its impact on the business in economic terms. Thus the above mentioned analysis evaluates the trends and challenges faced by an MNC, impact on the business globally and recommendation with the aid of which ne can avoid such problems. Recommendation So after look at the above mention analysis of the key trends and issues faced by a multinational corporation, a few recommendations that shall be noted are that firstly the human resource managers shall actively participate in all the activities relating to the human resource of the company. Secondly, the manager shall look after the mobility of the employees of the organization; they shall look for the consent of employees who wish to go to the different unit of the company for expansion purposes. Also, they shall promote the employee or provide them monetary benefits if they approve for transfer. This will help the company to keep the employees motivated and satisfied in their job. Another way in which company can excel the international human resource management that they shall provide training sessions to all the employees of the organization so the come up front to the newly established technology and education in the market. This will help them to develop and adopt different methodologies which will help them to sustain their personal future growth. Employees being the most important asset of the organization need to be satisfied with the environment in which they are working, therefore the company shall organization regular cross-cultural training programs so as to assist the growth of the employees of the organization. Apart from that such events shall be held on a larger scale so that all the employees connected with the working of the organization get to know each and share each other feeling. This will help they create informal groups in the organization which will eliminate the problem of communication or generation gap. Lastly, the company shall international try to manage the economic goals with the benefits of the employees of the organization as well so that competitive advantage is gained by the company. So, if all such activities are applied by the MNCs in their business process then they can solve their human resource management issues easily References Al Ariss, A., Sidani, Y. (2016). Comparative international human resource management: Future research directions. Human Resource Management Review, 26(4), 352-358. Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bhatti, M. W., Ahsan, A. (2016). Global software development: an exploratory study of challenges of globalization, HRM practices and process improvement. Review of Managerial Science, 10(4), 649-682. Brewster, C., Houldsworth, E., Sparrow, P., Vernon, G. (2016). International human resource management. Kogan Page Publishers. Cascio, W. F., Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114. Clark, W. C., Tomich, T. P., Van Noordwijk, M., Guston, D., Catacutan, D., Dickson, N. M., McNie, E. (2016). Boundary work for sustainable development: natural resource management at the Consultative Group on International Agricultural Research (CGIAR). Proceedings of the National Academy of Sciences, 113(17), 4615-4622. Cooke, F. L., Veen, A., Wood, G. (2017). What do we know about cross-country comparative studies in HRM? A critical review of literature in the period of 2000-2014. The International Journal of Human Resource Management, 28(1), 196-233. Dalton, K., Bingham, C. (2017). A social institutionalist perspective on HR diffusion: historical and cultural receptivity to HRM in a post-communist context. The International Journal of Human Resource Management, 28(6), 825-851. Dickmann, M., Brewster, C., Sparrow, P. (Eds.). (2016). International Human Resource Management: Contemporary HR Issues in Europe. Routledge. Farndale, E., Raghuram, S., Gully, S., Liu, X., Phillips, J. M., Vidovi?, M. (2017). A vision of international HRM research. The International Journal of Human Resource Management, 28(12), 1625-1639. Kaufman, B. E. (2016). Globalization and convergencedivergence of HRM across nations: New measures, explanatory theory, and non-standard predictions from bringing in economics. Human Resource Management Review, 26(4), 338-351. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089. Nickson, D. (2013). Human resource management for hospitality, tourism and events. Routledge. Paill, P., Chen, Y., Boiral, O., Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466. Reiche, B. S., Mendenhall, M. E., Stahl, G. K. (Eds.). (2016). Readings and cases in international human resource management. Taylor Francis. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14. Sekiguchi, T., Froese, F. J., Iguchi, C. (2016). International human resource management of Japanese multinational corporations: Challenges and future directions. Asian Business Management, 15(2), 83-109. Sheehan, M. (2014). Human resource management and performance: Evidence from small and medium-sized firms. International Small Business Journal, 32(5), 545-570. Wilkinson, A., Wood, G. (2017). Global trends and crises, comparative capitalism and HRM. Wilton, N. (2016). An introduction to human resource management. Sage.