The Haitian Revolution And Latin American History

The Haitian Revolution was one of the most important slave revolts in Latin American history. It started a succession of other revolutionary wars in Latin America and ended both colonialism and imperialism in the Americas. The Haitian Revolution affected people from all social castes in Haiti including the indigenous natives, mestizos, mulattos and the Afro-Latin. The idea of starting a rebellion against France began with the colony’s white elite class seeking a capitalist market. These elites in the richest mining and plantation economies felt that the European governments were limiting their growth and restricting free trades. However, the Afro-Latin, mestizos and mulattos turned the Haitian Revolution into a war for equality and built a new state. The Haitian Revolution, with the support of it large slave population and lower class citizens, eliminated slavery and founded the Republic of Haiti. Tin this essay I will discuss how mestizos, mulattos and the Afro-Latin American s population in Haiti participate in the fight for independence and how they creation of new republics. In the 19th century, Enlightenment ideas were spreading all over Europe and Latin American which influents the white elites in Haiti to want a capitalist market and control of it own resources. Latin America’s elite class became anti-imperialist and favored exportation based on capitalism. Also, the white elites in Haiti saw that France was fully engaged in the Napoleonic Wars and seized theShow MoreRelatedSimilarities And Differences Between The French And Latin American Revolutions1044 Words   |  5 PagesAmerica and Latin America. The North American and Spanish American Revolutions were similar in that they both shared the common goal of liberation from the foreign colonial governments that ruled over them. 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Differences Between Men With Different Race And Cultures...

For this assignment, I interview two different males with different race and cultures. The first male is my husband, he is a white Caucasian male, who comes from a lower class family. He began by telling me that class has played a major role in his life, from living in poverty as a young child, to not being able to afford school after high school. Which led him to join the military after graduating. After the military, he didn’t have enough money to go back to school and started to look for any job that could help him better his living situation. Even though the military helped him pay for some of his college he wasn’t able to get into a four-year college and had to settle for getting an education in a community college. His will to work hard and succeed seem impossible, until he started networking with various people who would come into his job. That’s where he discovered he could apply for a job similar to the training he had in the military, which was Aviation Electrician. That same year he talked to the IBEW (International Brotherhood of Electrical Workers) and applied for a job position as an Electrician. Through the years, being in a lower class has motivated him to be where he is today, to always have food on the table, never live in bad areas, and always have home for himself and his family. Today, through hard work he is building himself towards the average middle class and hopes that he can give his child a better life and a chance to get him the best education outShow MoreRelatedGender Differences And Gender Inequality1717 Words   |  7 Pages Gender differences and gender inequality are sometimes used interchangeably but do not refer to the same thing. The two concepts are common in gender literature; however, they are not uniform across different cultures based on the degree of conservative attitudes present. The significant differences between sexes and used as arguments against equal rights primarily against womenâ €™s rights. 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Global Standardization or National of HRM

Question: Discuss about the Global Standardization or National of HRM. Answer: Introduction The present day business world is quite complex and highly competitive and the companies are largely dependent on the condition of their human resources in order to perform well and achieve market competencies. Thus, they are on a constant lookout for talented employees and retain those who are already a part of the company. Deloitte, one of the top accountancy firms in the world, undertakes a number of programs that helps it in managing its human resources and ensuring efficient recruitment and retention of talented employees. Deloitte is one of the top companies in the industry in which it operates and has an approximate workforce of 165,000 employees. The stature that the company has been able to achieve till now reflects its ability to manage its operations as well as the programs intended towards the management of the company. The company believes in recruiting the best and the brightest employees and in retaining all the talented employees working with the company already. To achieve this, the company undertakes a number of management programs, such as Teach first, The Deloitte Career Connections (DCC), etc. that helps the company in ensuring proper management of its human resources. Using such programs, the management of the company is trying to increase its quality of workforce by ensuring right people at the right job and also by trying to retain the employees who are dissatisfied with their jobs using various tests and finding out the right fit for them (Edwards et al., 2016). The results of such exceptional management practices have been extraordinary as the DCC program revealed that the company was able to save $84.4 million by retaining talented employees and avoiding frequent recruitment activities. Further, the company also conducts tests, such as the verbal reasoning aptitude test, in order to identify perspective employees (Deery and Jago, 2015). From the perspective of the company, the management plan is quite effective as it is providing the company with positive results i.e. better recruitment and employee retention, along with a decrease in its operational costs. Allows the company to hire employees from the top graduates in the country after all their skills are already tested practically Allows the company to avoid initial training and development programs for the employees as the recruitment process in itself is a training program Its hiring process enables the employees to learn some important skills that help them in their career throughout their lives Enables the company to test the employees on all the skills and quality standards that it wants its employees to have It helps the employees in learning and developing leadership skills and problem solving techniques through practical experiences The company also has an effective internal recruitment method in which it continuously assesses the skills and competencies of its employees using different tests. The end results allow the company to identify the lacking competencies in its employees and also in identifying their strengths so that they can be reemployed to some other unit of the company if required (Mahmood, 2014). Thus, its internal recruitment strategy in turn helps the management in retaining its talented employees within the organisation Weaknesses: The recruitment process of the company is lengthy as the teach first program alone lasts for two years The recruitment process misses out on some important recruitment steps, such as psychometric and psychological tests, that are important for recognizing the personality of the employees. The recruitment process might make it difficult for the company to cater to the emergency workforce needs The eligibility criteria for the teach first program can limit the number of employees who can apply for the program and can ultimately reduce the size of pool that the company can filter through for fulfilling its human resource demands. The company will also have to look for other methods of recruitment in order to fulfil some posts that are on a lower level in its organisational structure The teach first program that the company uses to hire talented employees can prove to be costlier than most of the recruitment processes that other MNCs use these days. The company has one of the best sets of management techniques that it uses to recruit and retain a talented pool of employees. With such highly efficient techniques, there are certain areas where the company can definitely show improvement. First of all, the company should introduce another hiring process that will be aimed at recruiting employees who will work on a lower job level in the hierarchy while the teach first program should be saved for the important and higher managerial positions because the candidates enrolling in the teach first program are toppers in their field and would not accept lower job profiles or lesser compensations (Swider, Zimmerman and Barrick, 2017). Further, in order to strengthen its recruitment process and to hire the best suitable people for fulfilling the available job profiles, the company should introduce more tests in its recruitment process, such as psychometric and psychological tests (Armstrong and Taylor, 2014). These tests can help the manage ment of the company to assess the attitude and personality traits of the candidates, such as organisational commitment, tendency to quit, aptitude, verbal and communicational skills, etc. which are of high importance and can render some useful results about the capabilities of the candidates. Conclusion Deloitte, without a doubt, is one of the few companies that are recognized throughout the world for their management practise and work culture. The company follows very efficient and effective recruitment, selection and retention techniques to hire and retain a talented pool of employees, such as teach first program, The Deloitte Career Connection, etc. but can still bring about improvements in its managerial processes by looking into the above stated suggestions because business organisations should constantly change themselves in order to remain competitive and to explore new possibilities. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice, 13th edition(1st ed.). London: Kogan Page. Deery, M., Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies.International Journal Of Contemporary Hospitality Management,27(3), 453-472. https://dx.doi.org/10.1108/ijchm-12-2013-0538 Edwards, T., Snchez-Mangas, R., Jalette, P., Lavelle, J., Minbaeva, D. (2016). Global standardization or national differentiation of HRM practices in multinational companies? A comparison of multinationals in five countries.Journal Of International Business Studies,47(8), 997-1021. https://dx.doi.org/10.1057/s41267-016-0003-6 Mahmood, M. (2014). Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries.Asia Pacific Journal Of Human Resources,53(3), 331-350. https://dx.doi.org/10.1111/1744-7941.12057 Swider, B., Zimmerman, R., Barrick, M. (2017).Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process.. Retrieved 5 April 2017, from