The Meaning of the Pseudonym Mark Twain

The Meaning of the Pseudonym Mark Twain Samuel Clemens used several pseudonyms  during his long writing career. The first was simply  Ã¢â‚¬Å"Josh,† and the second was â€Å"Thomas Jefferson Snodgrass.† But, the author wrote his best-known works, including such American classics as The Adventures of Huckleberry Finn and The Adventures of Tom Sawyer, under the pen name Mark Twain. Both books center on the adventures of two boys, the namesakes for the novels, on the Mississippi  River. Not surprisingly, Clemens adopted his pen name from his experiences piloting steamboats up and down the Mississippi. Navigational Term Twain literally means two. As a riverboat pilot, Clemens would have heard the term, Mark Twain, which means two fathoms, on a regular basis. According to the UC Berkeley Library, Clemens first used this pseudonym  in 1863, when he was working as a newspaper reporter in Nevada, long after his riverboat days. Clemens became a riverboat cub, or trainee, in 1857. Two years later, he earned his full pilots license and began piloting the  steamboat  Alonzo Child  upriver from New Orleans in January 1861.  His piloting career was cut short when riverboat traffic ceased at the start of the Civil War that same year. Mark Twain means  the second mark on a line that measured depth, signifying two fathoms, or 12 feet, which was a safe depth for riverboats. The method of dropping a line to determine the waters depth was a way to read the river and avoid submerged rocks and reefs that could  tear the life out of the strongest vessel that ever floated, as Clemens wrote in his 1863 novel, Life on the Mississippi.   Why Twain Adopted the Name Clemens, himself, explained in Life on the Mississippi why he chose that particular moniker for his most famous novels. In this quote, he was referring to  Horace E. Bixby, the grizzled pilot who taught Clemens to navigate the river during his two-year training phase: The old gentleman was not of literary turn or capacity, but he used to jot down brief paragraphs of plain practical information about the river, and sign them MARK TWAIN, and give them to the New Orleans Picayune. They related to the stage and condition of the river, and were accurate and valuable; and thus far, they contained no poison. Twain lived far from the Mississippi (in Connecticut) when The Adventures of Tom Sawyer was published in 1876. But, that novel, as well as The Adventures of Huckleberry Finn, published in 1884 in the United Kingdom and in 1885 in the United States, were so infused with images of the Mississipi River that it seems fitting that Clemens would use a pen name that so closely tied him to the river. As he navigated the rocky path of his literary career (he was beset with financial problems through much of his life), its fitting that he would choose a moniker that defined the very method riverboat captains used to safely navigate the sometimes treacherous waters of the mighty Mississippi.

Chinese Character Profile for æ©

Chinese Character Profile for æâ€" © æâ€" © (zÇŽo) means early in Chinese. It is often used in morning greetings. Both  Ã¦â€" ©Ã¥ ®â€° (zÇŽo Ä n) and  Ã¦â€" ©Ã¤ ¸Å Ã¥ ¥ ½ (zÇŽo shang hÇŽo) mean good morning. In Cantonese-speaking areas, æâ€" ©Ã¦â„¢ ¨ (zÇŽo chen) is how people say good morning. Sometimes, just a quick  Ã¦â€" © is a colloquial way of saying good morning. Other Chinese words or phrases that include the character æâ€" © usually have to do with the morning or being early. For example,  Ã¦â€" ©Ã© ¥ ­ (zÇŽo fn) or  Ã¦â€" ©Ã© ¤  ( zÇŽo cÄ n) both mean breakfast.æâ€" ©Ã¨ ¡ ° (zÇŽoshuÄ i) and  Ã¦â€" ©Ã¤ º § (zÇŽo chÇŽn) mean premature aging and premature birth respectively.   Radicals The Chinese character æâ€" © (zÇŽo) is made of two components. The top element is æâ€" ¥ (r à ¬), which on its own is the character for sun. But æâ€" ¥Ã‚  is also a radical, called the sun radical or also identified as radical #72. The lower element of the character is  Ã¥  . This looks like the ​modern Chinese character for the number 10,  Ã¥   (s hà ­), but that is not what this element is alluding to. Character Breakdown The symbol Ã¥   is an old form of ç” ² (jiÇŽ). Now,  Ã§â€ ² means â€Å"first† or â€Å"armor.† Thus, æâ€" © is a pictogram of the sun rising over a soldier’s helmet.  Therefore another way of interpreting æâ€" © (zÇŽo) is â€Å"the first sun.†Ã‚   Pronunciation æâ€" © (zÇŽo) is pronounced in the third tone, which is often described as the falling-rising tone. When you pronounce the syllable, make the pitch go down low and then bring it back up high. Mandarin Vocabulary with ZÇŽo Pinyin Characters Meaning ZÇŽo Ä n æâ€" ©Ã¥ ®â€° good morning ZÇŽo fn æâ€" ©Ã© £ ¯ breakfast ZÇŽo shang æâ€" ©Ã¤ ¸Å  early morning ZÇŽo xiÄ n æâ€" ©Ã¥â€¦Ë† previously; before ZÇŽo yÇ  æâ€" ©Ã¥ · ² long ago; for a long time

Accounting Recognition of Sales Revenue Research Proposal

Accounting Recognition of Sales Revenue - Research Proposal Example Generally Accepted Accounting Principal (GAAP) with regard to recognition of revenue is covered by FASB Statement of Financial Accounting Concepts No.5. As per paragraph 83 of said SFAC No.5 , revenue â€Å"recognition involve consideration of two factors, a) being realized and realizable, and b) being earned, with some time one and sometimes the other being the most important consideration†. Both criteria are required to be accomplished before the revenue is recognized. The revenue is treated as realized when cash is received for sale of product; and revenue is termed as realizable when a promise to pay is received and that may be either verbal promise to pay or written in the shape of notes receivable. The second condition is that the revenue must be earned. Revenue is treated as earned when enforceable exchange takes place of considerations. That is to say deliveries of goods have been given and promise to pay has been received. Take the case of credit sales where goods have delivered at the time transaction was entered into. In such a transaction a verbal promise to pay has been created on acceptance of delivery by buyer. Accordingly it can be said that revenue has been earned at the time of occurrence of a verbal promise to pay. Again as per SFAC No.5 before recognition of a transaction four basic criteria namely, the arising of basic element of asset or liability or change in equity through such transaction, measurability, relevance, and reliability, are required to be fulfilled.

Ethical tourism practices in Cancun Essay Example | Topics and Well Written Essays - 3000 words

Ethical tourism practices in Cancun - Essay Example This island belongs to the Mexican Caribbean sector and the name Cancun means, "bubble". This is literally how most tourists describe the secluded island. The Cancun is like a bubble enveloped in the wrap of time - far away from the maddening pace of the everyday life and external factors. The charm of Cancun lies in the fact that this secluded island offers all kinds of facilities within the island so that tourists do not need to leave the island in order to get any kind of necessities. It has hotels for all classes of tourists and caters to a variety of tastes and preferences as well. In this regard, sustainable tourism is an important feature that can be built into the tourism of the area as this area garners a major proportion of income from the tourism industry in Mexico. Sustainable tourism in this region can flourish mainly as this island has a rich heritage of diverse vegetation and scenic beauty apart from sea world vegetation and rare species of fish and other such species. A country that is so rich in the area of natural environs should take extra care to enhance its sustainable development so as to protect the rare species of the plant and animal kingdom that thrive there. Apart from this is the fact that due to its hold over the tourism industry in terms of contribution to the economy, Cancun stands a strong chance of developing a framework for sustainable tourism. It merely needs the right case to base this framework on, which has been discussed in this paper. Sustainable tourism in a beautiful island like Cancun is like a dream come true for environmentalists as well as policy makers who believe in green politics and green economy. Further, Cancun is already an established tourist hot spot. It has a wide network of hotel and other service providers like transport and other facilities. Cancun has 140 hotels, which translates to 24,000 rooms. These hotels and rooms cater to all kinds of people in the socio economic make up. There is something here that everyone can afford. This is a definite draw for a large chunk of tourists. Further, it has over 600 restaurants which ensures that people with varied tastes can find their ideal kind of cuisine in this island. That takes care of food and accommodation - the two most important things that a tourist or vacationer focuses on when on vacation. When a

Earned Value Management Essay Example | Topics and Well Written Essays - 1000 words

Earned Value Management - Essay Example One of them is Earned Value Management (EVM). First, we shall attempt to understand the basics of EVM. EVM is one of the pivotal links in the chain of costs control (Stratton, 24). EVM is vitally important and useful because it is linked with other component of costs control such as – Earned Value Management is associated with every other tools and techniques. It helps in forecasting and preparing to-complete performance index. We get earned value data through performance reviews. We use earned value management to calculate variance analysis. Project management software helps us in obtaining earned value data. Until now it has been established that EVM helps in achieving a lot of clarity on the direction and efficiency of a project. Now we shall go into the whole process of deriving certain ratios that help us in achieving the above mentioned objective. The above data gives us three different values if the project is even slightly off-track in terms of cost and its schedule. After knowing the above values, the next step is to find out various ratios which shall help in the understanding of cost control. These ratios are – Positive Schedule Variance means that the project is behind on time and a –ve CV means that it is costing the company more. Similarly lesser than 1 value of SPI means that less amount of work is accomplished than planned (Song, 50). All these ratios assist in the forecasting for the project. For example, TCPI shows how efficient you have to be in the rest of the project in order to complete within budget. This is the real objective of EVM and it is has become widely popular. Until now the ratios have been derived but they have not been explained in sufficient detail. It is for this purpose that we shall take an example with very simple figures so that the whole concept is grasped properly. If we assume that the budget for out project is 10 million dollars and the

Explore How Black People Are Differently Treated by the Criminal Justice System Essay Example for Free

Explore How Black People Are Differently Treated by the Criminal Justice System Essay Racial prejudice is not unique to modern day society, it has been with us for a long time, this has been coupled with the belief that certain racial groups are less intelligent, or backward compared to white European stock, nowhere is this more true than in the criminal justice system. In 1869 Francis Galton published a book called Hereditary Genius this contained a chapter called The Comparative Worth of Different Races which considered that black Americans were genetically inferior to white Americans. Galton stated that blacks scored on average 15 IQ points below whites. (Coleman 1987) We can see that within the field of criminal justice, and with Galtons work considered that black people were bound to be treated differently due to a belief born out of misunderstanding of the nature of culture and individual personality differences, the hereditary argument has never been scientifically proved or disproved. The 1991 census showed that 5. 5% of the population were from an ethnic origin, with 1. 6% of these being black from an Afro-Caribbean background. It was reported that a higher amount of the ethnic minorities was of younger people than in the general population, and it can be seen that this alone could be a reason for the proportionately higher level of blacks in the criminal justice system , going on the grounds that in the indigenous population it is the younger generation, those aged 14-25 years that commit the vast majority of crime. Crime by ethnic minorities, and in particular young black males can also be seen to be a social situation, and may be a product of sheer logistics. Many new immigrant families move into what is perceived as a high crime area, particularly inner city areas, where housing may be cheaper and unemployment is higher than at a national level. These areas may receive more police attention than richer areas and therefore the new immigrant families come to the attention of the police more than those in more rural areas. xenophobia may also cause the police to over react when dealing with black families. A study by Goreman Coleman (1982) looking at personality and attitudes within the British police force, showed that the average police constable was indeed racist. They asked in the study for police officers to write a short essay, some of the comments were vigorously racist, comments such as, Certain members of the coloured population that l have met are OK but the majority of youths of the West Indian community are savage ignorant vicious thieving bastards , . most of them are just dirty , over 50% of trouble is caused by niggers , smelly backward people who will never change (Coleman 1987). In the last 10 years most public agencies, including the police force, have formed equal opportunities policies, these apply not only to recruitment but also to the way people are treated, and is especially needed in the criminal justice system where there are disproportionately more blacks than whites in the prison system in comparison to the size of the black population in society as a whole. It was reported in 1982 that black people made up 18% of the prison population, but only accounted for 5% of the general population. The figures are worse for Afro-Caribbean males, 1% of the population, but 11% of the prison population. (Home Office 1982). During the 1980s it became apparent that blacks were more likely to be stopped by the police. The British Crime Survey in 1988 found that 14% of Asians, 15% of whites, but 20% of Afro-Caribbeans reported being stopped by the police in the preceding year (Skogan 1990) The British Crime Survey also reported that there was some evidence that crimes detected by the police and those reported by the public seemed to have a racial bias. Blacks and Asians also complained more than whites about the way they were treated once arrested by the police (Skogan 1990). On the subject of arrest it seems also that blacks are treated differently in this process. A survey by the PSI (Policy Studies Institute) in 1983 found that blacks were disproportionately arrested, they found that 5% of the population of London were black, but 17% of those arrested in London were black. Further studies by Walker (1988) (1989) support these findings. Landau Nathan (1983) reported that there is evidence to suggest that blacks will be cautioned less than whites, a white youngster is four times more likely to receive a caution than a black juvenile. Also black juveniles are more likely to be remanded in custody than whit or Asian teenagers. Walker (1988) also showed that black juveniles are twice as likely to appear at crown court than whites. A Home Office Statistical Bulletin (1986) showed that blacks in prison were more likely to have less previous convictions than white men in similar circumstances, the figure for whites was 62%, Afro-Caribbeans 48% and for Asians 20%. The main finding from these and many other statistics is that black people are dealt with, whether as suspects, offenders or defendants, in a highly disproportionate way, it can also be seen that they are treated more harshly than their white counterparts at virtually every stage of the criminal justice process. It is therefore not surprising that black people have less faith in the police and criminal justice system than white British people. David Smith (1994) argues that the main group in society has a degree of power, seen to be unique and special in relation to religious, social and cultural traditions of the particular society, thus creating an unequal legal system that is biased against ethnic minorities. This can be seen to be the stem from which racial disparities may emerge in the British legal system and criminal process, and may explain why black people are treated differently by the criminal justice system. He (Smith) further argues that the law is a national institution and part of a national identity that is born out of centuries of tradition, and therefore unless changed does not take account of relatively recent immigration of ethnic minorities to this country. It can be argued that there are two main reasons for blacks being disproportionately represented in our criminal justice system, firstly that they commit more crime, and secondly that they are treated in a different and possibly harsher way, so as to be over represented in the criminal justice system. Research in the USA has shown that crime is in fact higher amongst blacks (Wilbanks 1987). This view has been criticised, for example by Reiner (1993) stating that to exclude external variables that effect such findings is almost impossible. Reiner (1989 1993) concluded that it is the way in which black people are treated differently from white people in our criminal justice system that created the disproportionate levels of minorities in the process, although he concedes that this is far from conclusive. Smith (1994) criticises Reiner for this view, believing that Reiner is contradicting himself, with little evidence, suggesting that it is treatment that cause high black representation in the criminal justice system, but stating that this may not be believed by some, and is in fact inconclusive. It is true that blacks are over represented in the criminal justice process, what is not clear is, why. Whether we like to think it or not there is still a great deal of racial prejudice in this country, and this alone feeds societies morals and thus its policing and criminal law, this prejudice and discrimination therefore makes it difficult for minorities to gain employment, especially in times of high unemployment and recession. This can lead to feelings of rejection, lack of self-esteem, poverty, lack of self-respect and insecurity. Blacks, as mentioned above, often live in the poorest areas of the cities and therefore come to the attention of the police far more than white youths, parents may also find it difficult to exercise control over their children in areas where social control is at its lowest. Whatever the reason for higher black crime, whether a statistical wrong, or innate criminality, for which there is little support, it is clear we will never get at the real reason that blacks are treated differently by the criminal justice system, too many people would have too much to lose by finding an answer. 1,407 words. REFERENCES. Coleman, A. (1987) Facts, Fallacies and Frauds in Psychology. London: Unwin Hyman. Galton, F. (1869) Hereditary Genius, an enquiry into its laws and consequences (2 ed. 1978) London: Friedmann. Coleman, A. Goreman, L.. (1982) Conservatism, Dogmatism, and authoritarianism in British police officers. Sociology, 16, 1-11. Landau, s. Nathan, g. (1983) Selecting Delinquents for Cautioning in the London Metropolitan Area. British Journal of Criminology. 23, (2): 128-48. Reiner, R. (1989) Chief Constables. Oxford: Oxford University Press. Reiner, R. (1993) Race, Crime Justice, Models of Interpretation. IN L, Gelsthorpe, W, McWilliam (Eds) Minority Ethnic Groups and the Criminal Justice System. Cambridge: Cambridge Institute of Criminology. Skogan, W. (1990) The Police and Public in England and Wales, A British Crime Survey Report. Home Office Research Study no: 117. London: HMSO. Smith, D. (1994) Race, Crime and Criminal Justice. IN Oxford Handbook of Criminology. Maguire, M. ; Morgan, R. Reiner, R. (Eds) Oxford: Claenden Press. Walker, M. (1988) The Court Disposal of Young Males by Race in London 1983. British Journal of Criminology: 28, (4) 441-59. Walker, M. (1989) The Court Disposal and remands of White, Afro-Caribbean and Asian Men(London 1983). British Journal of Criminology. 29. (4), 353-67. Wilbanks, W. (1987) The Myth of a Racist Criminal Justice System. USA: Brooks/Cole.

Hofstede and Trompenaars Cultural Dimensions

Hofstede and Trompenaars Cultural Dimensions Hofstede stated 5 Cultural dimensions which can be used to investigate national preferences. To explain the variation of cultural dimensions in different countries, a chart illustrating all 5 Cultural dimensions is shown in Hong Kong, China and USA. Detailed explanations are given below: Power distance is the distance in the approach between the subordinates and seniors in an organization. The high Power Distance countries make use of Centralized decision making and the employees are less likely to question their seniors. Whereas, in low power distance there is decentralized organization structure and employees are more likely to question their seniors. In high Individualism, it is generally expected that people only take care of their loved ones like their immediate families, there is very less tendency that the people will work and belong to any groups. Countries with high Masculinity, there is high degree of gender differentiation and people will place much importance on recognition, challenges, wealth, earnings etc. whereas, countries with high femininity, importance is given to quality life, cooperation, friendly atmosphere, caring others etc. Uncertainty avoidance is how people feel and react in doubtful situations and has created beliefs to avoid such situations. In countries with high Uncertainty people believe on experts and their knowledge, there is need for security and people are not willing to take risks. Whereas, in low Uncertainty avoidance people tend to be ambitious and are ready to accepts unknown risks. The fifth cultural dimension was studied by using Questionnaire in various countries around the globe. Long Term Orientation deals with good moral values regardless of truth. In Long Term Orientation the values such as Perseverance, thrift play vital role, while respect in beliefs, principles in society and binding oneself by social duties are associated with Short Term Orientation (Hofstede and Bond, 1984). Trompenaar Cultural dimensions: Universalism and Particularism: According to Trompenaar, the culture assigns the importance either to the rules or personal relationships. In Universalism culture people share belief that the rules, values and law are more important than personal or other relationships while, in Particularism cultures people focus more on human friendship or personal relationships. Individualism and Communitarism: Trompenaar Individualism and Communitarism cultural dimension carry the same meaning with Hofstedes Individualism. As explained above, the culture differences are illustrated as to whether people function more as individuals or in groups. Specific and Diffuse: In Specific cultures such as Denmark, the interactions between people are well defined viz the interactions are tending to criticize their juniors directly and openly, people tend to concentrate on hard facts, standards. In diffuse cultures like Russia, the criticism is considered a personal matter and may form a part of losing value or prestige. Affectivity and Neutrality: Affectivity and neutrality cultural dimension provides a degree in which people show their feelings. In Affectivity cultures, individuals express feelings naturally and openly. People talk loudly, show happiness or unhappiness, greet with enthusiasm etc. whereas in Neutral cultures, people tend to hide their emotions. Achievement and Ascription: In Achievement cultures, members are awarded official position depending on job performances, whereas, in Ascription cultures, members are respected or awarded official positions depending on ethnic groups, age, family, gender etc. In Sequential time cultures, people generally perform duties sequentially i.e. perform only one duty at a given time. While, in Synchronous time cultures people are flexible, handling several duties at a single point of time. Inner and Outer directed: It is set of people who believe that environment can be controlled versus a set of people who believes environment controls them. In Inner directed cultures, people believe that it is in humans hand and right a expertise knowledge can control nature; In outer directed cultures people believe that nature is not in their control and therefore they should live and change themselves according to the nature or environment. Source: Hampden-Turner and Trompenaars, (1993). Hofstede and Trompenaar helped to explain cultural differences with help of various cultural dimensions. Below table provides information on Trompenaar cultural dimensions with respect to various countries around globe. Thus, it can be seen that the cultural dimensions provided by Hofstede and Trompenaar help to better understand various cultures and thus they help to investigate different national preferences. Strengths and Weakness of Hofstede and Trompenaar: Inherent bias between Hofstede and Trompenaar and ways to overcome Inherent bias: To show the inherent bias between Hofstede and Trompenaar an association between national metrics on individualism and national sales data of i branded phones is demonstrated. The analysis shown in Table 1 reveals the bias on individualism criterion of Hofstede and Trompenaars (Burns and Bush, 2006 cited by Veerapa and Hemmert, 2010). The lack of precision can be overcome by using diagnostic tools like SPSS (Wilcox, 2001). SPSS helps to correct the deviations and presents post hoc test outputs which can be analyzed (Burns and Bush, 2006 cited by Veerapa and Hemmert, 2010). Hofstede Improvement model: In Hofstedes model it has been seen that the model merely assumes uniformity. Hence, there is a need to study diversity, richness of institutions and their practices. Presently, intense debates, reviews on interaction, structure and conceptualization are available on immediate basis. We should be engaged and involve in using theories of action, which can deal with multiple influences, change and variety, situational non-national variability, power and difficulties on individual subjects instead of seeking explanations from the conceptual lacuna for assumed national uniformity (McSweeney, 2002). Comparison between different models: Most of the cultural literatures have discussed and pointed towards core values of culture which helps to identify difference between cultures. Hofstede proposed that the most efficient method to modify the process of thinking is to change individual behaviour (Schwartz, 1999 and Hofstede, 1980). Project GLOBE has focused and illustrated effects of leadership qualities on various cultures and examined charismatic leadership at three levels industry type, national and organizational- nested within each other (House et al., 1999). The fit between management practices and cultural characteristics is considered to play a vital role in implementing a successful management team (Aycan et al., 2000). Nevertheless, Hofstede and Harzing, (1996) proposed that only few studies were able to examine or only few theories realized that the culture itself changes over period of time. Schein (1992) proposed a cultural dimension which reflects on the levels of visibility. Drawing on Scheins proposal, cultural theories vary depending on concentration on the different layers of culture. Many cultural theories concentrate on the middle portion; values specialized in between visible and invisible parts of culture (House et al., 1999; Hofstede, 1980; Inglehart and Baker, 2000). The association between change in economic development and work values was studied by Inglehart and Baker (2000) and both found noticeable cultural changes. Very few models concentrate on the visible and the external layer of practices and behaviors, Trompenaar assessed or judged the differences in cross-cultures with respect to behaviours, driven by values (Trompenaars, 1994; House et al., 1999). Multiple levels of cross cultures are shown in Figure 1: Most of the cross cultural research focused on national level, illustrating differentiation in cross cultures with regards to national values (House et al., 1999; Hofstede, 1980). Berson, Erez and Adler, (2004) proposed the formation of interdependent and multinational work teams helps to minimize the complexity in workplace within and across borders. The interdependent teams help the companies to bridge cultural gaps and assure smooth coordination and communication. Even the CEOs has consistently emphasized the interdependence and connectedness in their speeches. Hall (1976) studied high and low context cultures. Environment is important for the people belonging to high context cultures and they rely on interpretation i.e. make use of non-verbal signals during communication, whereas, in low context cultures non-verbal signals are often ignored and environment is less important. Hall model does not rank different countries and is built on qualitative insights and the model does not provide numerical data and hence, comparisons can only be on subjective basis. Problems for Expatriates: This section discusses differences in organizational styles and cultural patterns between Japanese and German staff members in Dusseldorf region of western Germany, and issues they encounter for morale, communication and co-operation. As English not being the native language for both Japanese and Germans, a sizable amount of Japanese firms in Dusseldorf region remark on communication problems and stress between Japanese expatriates and local staff members. There is also a contrast on subject of politeness, Japanese staff are recognized for considering the politeness to great extents; a distinct Japanese politeness syndrome is unwillingness to say no with firmness, which confuses the foreigners and Westerners find it disingenuous, whereas, Germans suffer the reputation for being arrogant, blunt and curt. The Germans see the standoffishness of Japanese as an obstacle to pleasant office relationships. German managers found it difficult and comment that even after continuous efforts they are not in a position to socialize with Japanese expatriate teams. The isolation and the size of Dusseldorf region helped to put a belief on German side, that Japanese are reclusive and clannish by character. The Japanese were annoyed by German curtness and Germans were bothered by Japanese unfriendliness (Lincoln et al., 1995). The Japanese expect forthright assumption of guilt and produced apologies in places where the Europeans find it inappropriate and unnecessary. In Japanese firms the acceptance of failures of ones duties is an obligation to European (Wall Street Journal, 1989), as the Westerners impulse to shift blame to others and defend oneself. Some differences also occur on the decision making process as for Japanese its bottom-up command and control while for Germans its reverse (Kieser, 1990; Lincoln et al., 1990). More, the Japanese hire employees as generalists and not as specialists. The Germans found the appraisal style inconvenient because the Japanese appraisal style judges long-term achievements and performances and not present performances (Endo, 1994). If the company wants to reward the younger ambitious local hires for their appropriate skills, the company was not able to do so, because of the morale issues of appraisal system of Japanese business cultures, due to which the problem of inequality arise. Expatriates Managers motivating and leading staff: Research has shown that the styles of leading staff, motivating and communicating vary among countries (Adler and Gundersen, 2008). To motivate and to understand the motivation drivers of the employees, an expatriate manager should have a broad idea about real root values of different cultures (Sergeant and Frenkel, 1998). Work placement motivation plays an important role so that the employees work effectively and organization can achieve their goals. In multi-culture environment the motivation factors will vary from person to person, so the organization should use different motivational tools. One of the strongest motivational factors is probably the development of an appropriate reward system; this can influence both employee motivation and job satisfaction (Hickins, 1998 cited by Albu, 2009). The people motivations may vary depending on their emphasis on income, more number of contacts, security in job or feeling of accomplishment. The attributes and roles chosen by experienced expatriate managers in leading their teams are not constant and may vary in different contexts. Finnish expatriates in various countries indicated different perceptions of leadership, examined by Suutari (1996). For examples, an expatriate from Germany commented that the softness in Scandinavian is inappropriate and claim for receiving respect from subordinates a person should be more authoritative. Similarly, if a manager from a different culture is working in France, he should avoid participating in groups, as he would not succeed to get any ideas from his colleagues and nothing will work if he did not take a decision himself. An expatriate in UK was advised to make use of directive style and be more rigorous. Whereas, in Thailand good leadership qualities are associated with moral values like to sacrifice, to think about majority and not only about their families. A successful leadership style must be appropriate to the context within which it is exercised (Mead, 2005, p. 133). PART 2 Preparation for Expatriates and their relatives: After reviewing various research articles following were the requirements found for preparing an expatriate for successful mission. The companies need to employ rigorous and sophisticated pre-move policies to expatriates along with their families, which include personality and psychometric testing, cross-cultural and language training (Forster, 2000). Many researchers like Mendenhall and Oddou, 1986; Tung, 1981; Brislin, 1981, Smith and Still, 1997; Bochner, 1982; Forster, 2000, Brislin et al, 1986 have strongly emphasized on cultural empathy during expatriate trainings. Cross cultural training is broadly classified into 6 types by Tung (1982): 1] Using information containing facts such as information on housing, schools, weather, and geographical location. 2] Cultural preferences or tendencies, information such as the value systems of host country. 3] Cultural Assimilation programs which help to describe cross cultural experiences. 4] Linguistic training 5] Sensitivity training, helps developing confidence in particular situations. 6] Exposure to other cultures by means of field experiences, which will help to get a feel of emotional pressures. According to Brewster and Pickard (1994) following should be the cultural training programs for expatriates: 1] a cognizance about major emphasize on influencing cultural behaviours 2] Mandatory knowledge which is required when dealing in different situations. 3] Developing emotional maturity and acquiring skills to help psychological adjustments when working abroad. Thus following can be the relevant training programs, which can be used to prepare an expatriate. How Cross cultural Training programs support Expatriates and their relatives: The cross-cultural and linguistic training introduces the employee the importance of cultures and help to sensitise the actual differences in cultures. The training programs help expatriates to become vigilant of unavoidable psychological stress which usually happens when individual tries to adapt in foreign cultures (Forster, 2000). Cross cultural training and language training helps to built cross cultural competency skills and add on social and professional skills, knowledge, coping techniques and factual information to expatriates and helps to create an artificial make-up. Training programs also helps to provide relevant information on the living and working styles of the host country. Cultural, political, economic information and information on cultural awareness helps expatriates to understand the foreign culture in more suitable and personal way, all these factors work at intellectual or mental process of the expatriate. More, cross-cultural training also consist of learning activities which are purely based on experience combining mental process and behavioural techniques which help to reinforce the assimilation of information on occasions like experimenting alternative response strategies and simulating critical incidents. It is also believed that, cross cultural training helps to acquire an intercultura l effectiveness skill which improve families and personal adjustments overseas. Such skills include building relationships, effective cross cultural communication, transition stress management, cultural awareness, improving managerial decision making, negotiation techniques and conflicts resolution (Kealey and Protheroe, 1996). Nevertheless, as per Gertsen (1990) literature, excluding the training, for a successful expatriate mission, lot more depends on the employees personal traits like openness, self confidence, good communication skills, intelligence, optimism, tolerance, empathy, independence, initiative and willingness to change. Requirements for working in multi-culture environment: Intercultural competence plays an important role and is necessary, when a member of a cross-cultural team needs to build strong relationship with other nationalities. Due to intercultural competence the member is able to exchange verbal non-verbal levels of behaviour (Dinges, 1983; McCroskey, 1982; Spitzberg, 1983). Research delineated important features of inter-cultural competence such as ability to develop and maintain relationships, personal traits like inquisitiveness and effectively sharing information with others (Black and Gregersen, 2000; Mendenhall, 2001). Apart from knowledge of language and culture, Intercultural competence also involves affectivity and behavioural skills like charisma, empathy, friendliness, ability to control uncertainty and anxiety (Gudykunst, 1998; Spiess, 1998). There are three parts of intercultural competence, sufficient cultural knowledge, appropriate skills and Personality Orientation. The managers in USA and Russia have associated high performing cross cultural teams with clearly understanding their approach for team goals, equipped with complementary skills, working with expertise teams, and tremendous commitment with relatively higher degree of motivation, clear responsibilities of team roles, cultural sensitivity, cooperative team climate and access to technology (Matveev and Milter, 2004). To work effectively with multi cultural teams the managers need to know and understand the culture of a person with whom they are interacting, their behaviour patterns during conflict situations, and information about their personality, life experiences, demographics etc. Manager of diverse cultures needs to be vigilant with regards to the interests, resources of different cultures and diversity of perspectives, to obtain all this information the manager requires high level of intercultural communication competence (Matveev et al., 2002). Lessons drawn from tutorials and classes From tutorials and classes, we gathered knowledge which helped critical analysis of contexts and issues relating to business and management operating across cultures. Various aspects of cultural diversity and national cultures have been explored. International HRM has become a strategic asset of many organisations and play vital role in implementing and developing policies on cross cultural management. We learnt differences between cultures, their relations when working in organisations, businesses and the way people from different cultures interact and communicate. It was also observed that if the variety of cultures is ignored, the organisations suffer from conflicts and underperform. From the principle theories of cross cultures I explored the effects of cultural diversity on leadership, negotiation, communication, motivation and ethics in organisations. Through critical analysis the awareness among cultural differences was raised, while reinforcing behaviours and skills that can help managers to adjust in such differences. The main focus of study was on management of International Business and there was seen a strong emphasis on cultural differences between European, Asian, Anglo-American and African. How multicultural awareness can be raised and stereotyping be decreased To raise multi cultural awareness, Sleeter (1992) given importance to multicultural professional development programs and awareness building inservice programs. Sleeter observations revealed that after completion of these programs, teachers greatest change was increased attention to Black students and increased the usage of cooperative learning activities. Multi-cultural awareness can also be raised through well-prepared induction programmes incorporating cultural awareness training. Professional counselling across cultures could also provide effective help to raise cultural awareness (Skinner, 2010). Sue et al. (1982) suggested three dimensions of cross cultural counselling competencies: knowledge, awareness and skills. The counsellor needs certain cultural specific knowledge and must be aware of potential cultural differences. Thus, cross-cultural training and cultural competencies raise multicultural awareness. Stewart et al., 2009 proposed the success of a modern technique Situational Attribution Training Technique to minimize the underlying stereotyping. White participants were trained extensively to choose situational over dispositional explanations for negative stereotype-consistent behaviors performed by Black men (Stewart et al. 2009, p. 221). Reduced racial stereotyping was demonstrated by the individuals who finished their Situational Attribution Training. More, the impact of Stereotyping can be minimized by bringing together different cultural members and when these members come together they notice that other persons are not as stereotype as considered, this proof makes a disagreement, which finally helps in improving thinking about stereotypes. Words: 3,179