You are asked to prepare a report on the above topic, Managing Across Cultures. In class we looked at the Power Point entitled “The Assignment” and “Writing for Success”. In “The Assignment”, you have been given the Introduction:

Introduction

In today’s global economy, working with people from different cultures is becoming the norm. Although this brings many rewards it also introduces challenges for both workers and management alike. All managers know that motivating their staff is the key to a successful business. To do this, they must understand what drives their staff. But what if their staff, seem to think and behave in unexpected ways? This can happen when people from very different cultures work together. Organisations are beginning to realise the importance of training their managers to become inter-culturally competent in order to ensure their staff continue to be motivated and productive.

The main issues to be discussed in this report are:

•How culture influences working styles

•Different management styles

•The importance of training managers to become inter-culturally competent

Now you have to complete the following based on this introduction;

Findings

The Reading – in Reading and Resources

•“Quality management : a cross-cultural perspective

You need to provide a discussion of the issues as given in the Introduction and use the reading as evidence to support your discussion

Conclusion

Conclude on each issue and a final conclusion.

Reference Section

Word count: Including the introduction 1,500 words.

Plagiarism

We need to point out that plagiarism is unacceptable and will be penalised – you will have had a briefing about this during your induction period so will be aware of the implications.All work directly taken from books and journal articles or the internet must be referenced and all assignments will be processed through the anti-plagiarism software TurnitIn.If your work is found to be plagiarised it will be awarded a Fail grade.harvard style of writing assignments

Respond to your classmates’ posts by Day 7. Initial post should be 150-250 words in length. Please cite at least one scholarly reference in addition to the course text to support your response.

1) What impact do benefit offerings have on marketplace competitiveness and the ability to attract and keep quality employees?

Organizations look for ways to motivate employees in the workplace, and pay and rewards play an important role in motivation” (Youssef, 2015). I know that this is a big factor to why I stay in the military. The pay is okay, but the benefits are what keep me in. I plan to do my 20 years and not a day more; I joined with the notion of 20 and done. I will get that check for life and still be able to work a second job with little to no stress of money problems. I believe that the Maslow’s hierarchy of needs is the best way to sum up why I stay in the military.

Physiological needs- pay heck to buy food with

Safety needs- free housing or housing paid for as well as electric, heat and water.

Belongingness needs- shop full of people that become family

Esteem needs- having a job that others look up to

Self-actualization needs- promotion possibilities

I feel that if jobs provide people with these needs as well as give them wants that people will be more willing to stay at a job for more than others do give. The quality of people will be better than if a job were not offering good pay or good benefits. Peoples needs need to be met in order for them to continue working for the company.

Do you think pay is the primary motivating factor for most job applicants and existing employees?

I do think that pay is a huge factor for new or existing employee. I am going to use my wife as an example. She has been employed at her current job for five years, but it is not in her careerfield. I tell her all the time that she should try to find a job in her field but she said she could notbecause of the pay cut she would take. If she were to leave her current job and go to a different job, she would take $8-$10 an hour pay cut, she said she just can’t do that. If the job in her field paid as much or even a dollar less she would be more willing to make that move, but that is not the case. So pay in a huge factor when it comes to finding or moving jobs. I believe that if a job offers more money it will be less likely to remain vacant, will attract qualified candidates (Williams & Dreher, 1992).

2) Offering benefits, or benefits packages, is just one way that an organization can bring in, and potentially keep, great employees. This is due to the way that some organizations shape what benefits they offer per the type of jobs offered within the organization. “For example, dangerous or hazardous jobs may make it especially necessary for an organization to provide health, life, and disability insurance.” (Youssef, C., 20150

If an organization offers a fully comprehensive benefits package potential applicants are more enticed to apply to that organization’s job openings. This would be another factor that would keep those employees with that organization, especially if the competitors in the area did not offer the same extensive package. An organization’s benefits program should, “serve as a strategic source of competitive advancement.” (Youssef, C., 2015) This does not mean that more is necessarily better in comparing benefits packages, quality is what counts.

During the main processes of Human Resources Management an environmental analysis is normally conducted. This analysis shows what types of benefits are needed/expected within the surrounding area of the organization. Then, these findings are compared to the aspects of the positions within the company so they are, “consistent with the nature of an organization’s job”. (Youssef, C., 2015) One organization may offer every benefit known within workplace history, but the package is low in coverage and quality, while another organization offers a smaller package, but the coverage and quality is the best, this is where the latter organization beat out their competition by offering quality over quantity.

Salary, on its own, is not the only motivating factor for job applicants, or employees in today’s workforce. It is a major factor, yes, however having a full and comprehensive benefits package is usually the clencher to get, and keep, employees. A position may carry a high salary, but with no insurances of any kind, no unemployment insurance, no vacation time, no sick leave, or no retirement plans that salary does not mean as much in the long run of life’s challenges.

I need you write two to 4 pages about a device and you can see the requirement that I uploaded.

Successive Over-relaxation Method (SOR). This method of solving a linear system of equations Ax = b derived by extrapolating the Gauss-Seidel method. This extrapolation takes the form of a weighted average between the previous iterate and the computed Gauss-Seidel iterate successively for each component.

if ω = 1, the SOR method simplifies to the Gauss-Seidel method. A theorem due to Kahan (1958) shows that SOR fails to converge if ω is outside of the interval (0, 2). In general, it is not possible to compute in advance the value of ω that will maximize the rate of convergence of SOR.

The successive over-relaxation method can be derived from the Gauss-Seidel method by introducing an extrapolation parameter omega. This method can converge faster than Gauss-Seidel by an order of magnitude