Grover Cleveland, 22nd and 24th U.S. President

Grover Cleveland (March 18, 1837–June 24, 1908) was a New York lawyer who went on to become governor of New York and then president of the United States. He remains the only American president to serve two non-consecutive terms in office (1885–1889 and 1893–1897). A Democrat, Cleveland supported fiscal conservatism and fought against the cronyism and corruption of his time. Fast Facts: Grover Cleveland Known For: 22nd and 24th president of the United StatesAlso Known As: Stephen Grover ClevelandBorn: March 18, 1837 in Caldwell, New JerseyParents: Richard Falley Cleveland, Ann NealDied: June 24, 1908  in Princeton, New JerseyEducation: Fayetteville Academy and the Clinton Liberal AcademyAwards and Honors:  Namesake for numerous parks, roads, schools; likeness on a U.S. postage stampSpouse: Frances FolsomChildren: Ruth,  Esther, Marion,  Richard, Francis Grover, Oscar (illegitimate)Notable Quote: â€Å"A cause worth fighting for is worth fighting for to the end.† Early Life Cleveland was born on March 18, 1837, in Caldwell, New Jersey. He was one of  nine offspring of Ann Neal and Richard Falley Cleveland, a Presbyterian minister who died when Grover was 16. He started attending school at the age of 11, but when his father died in 1853, Cleveland left school to work and support his family. He moved to Buffalo, New York in 1855 to live and work with his uncle. He also studied law there on his own. Despite the fact that he never attended college, Cleveland was admitted to the bar in 1859 at age 22. Career Before the Presidency Cleveland went into law practice and became an active member of the Democratic Party in New York. He was the sheriff of Erie County, New York from 1871–1873 and gained a reputation for fighting against corruption. His political career then led him to become the mayor of Buffalo in 1882. In this role, he exposed graft, lowered the costs of transportation, and vetoed pork barrel allocations of funds. His reputation as an urban reformer appealed to the Democratic Party, which tapped him to become governor of New York from 1883–1885. Marriage and Children On June 2, 1886, Cleveland married Frances Folsom at the White House during his first presidential term. He was 49 and she was 21. Together they had three daughters and two sons.  His daughter Esther was the only child of a president born in the White House. Cleveland was alleged to have had a child by a premarital affair with Maria Halpin. He was unsure of the childs paternity but accepted responsibility. Election of 1884 In 1884, Cleveland was nominated by the Democrats to run for president. Thomas Hendricks was chosen as his running mate. Their opponent was James Blaine. The campaign was one largely of personal attacks rather than substantive issues. Cleveland narrowly won the election with 49% of the popular vote while gaining 219 of the possible 401 electoral votes. First Term: March 4, 1885–March 3, 1889 During his first administration, Cleveland championed several important acts: The Presidential Succession Act passed in 1886 and provided that, upon the death or resignation of both the president and vice president, the line of succession would go through the cabinet in chronological order of creation of the cabinet positions.In 1887, the  Interstate Commerce  Act passed and created the Interstate Commerce Commission. This bodys job was to regulate interstate railroad rates. It was the first federal regulatory agency.In 1887, the Dawes Severalty Act passed and granted citizenship and title to reservation land for  Native Americans  who were willing to renounce their tribal allegiance. Election of 1892 Cleveland won the nomination again in 1892 despite New Yorks opposition through the political machine known as Tammany Hall. Along with his running mate Adlai Stevenson, Cleveland ran against the incumbent President Benjamin Harrison, who defeated Cleveland four years prior. James Weaver ran as a third-party candidate. In the end, Cleveland won with 277 out of a possible 444 electoral votes. Second Term: March 4, 1893–March 3, 1897 Economic events and challenges became a major focus of Clevelands historic second presidency. In 1893, Cleveland forced the withdrawal of a treaty that would have annexed Hawaii because he felt the United States was wrong in helping with the overthrow of Queen Liliuokalani. In 1893, an  economic depression  began called the Panic of 1893. Thousands of businesses went under and riots broke out. However, the government did little to help because it was not seen as constitutionally allowed. A strong believer in the gold standard, Cleveland called Congress into session to repeal the Sherman Silver Purchase Act. According to this act, silver was purchased by the government and was redeemable in notes for either silver or gold. Clevelands belief that this was responsible for reducing the gold reserves was not popular with many in the  Democratic Party. In 1894, the  Pullman Strike  occurred. The  Pullman Palace Car Company  had reduced wages and the workers walked out under the leadership of  Eugene V. Debs. When violence broke out, Cleveland ordered federal troops in and arrested Debs, thus ending the strike. Death Cleveland retired from active political life in 1897 and moved to Princeton, New Jersey. He became a lecturer and member of the Board of Trustees of Princeton University. Cleveland died on June 24, 1908, of heart failure. Legacy Cleveland is considered by historians to have been one of Americas better presidents. During his time in office, he helped usher in the beginning of federal regulation of commerce. Further, he fought against what he saw as private abuses of federal money. He was known for acting upon his own conscience despite opposition within his party. Sources The Editors of Encyclopaedia Britannica. â€Å"Grover Cleveland.†Ã‚  Encyclopà ¦dia Britannica, 14 Mar. 2019.Editors, History.com. â€Å"Grover Cleveland.†Ã‚  History.com, AE Television Networks, 27 Oct. 2009.â€Å"Grover Cleveland: Life Before the Presidency.†Ã‚  Miller Center, 18 July 2017.

The Death Of Andrea Yates Essay - 1532 Words

A Texas mother named Andrea Yates was freed from prison for the violent murder of her five small children including an infant by reason of insanity. She suffered from severe postpartum psychosis. This form of psychosis can affect mothers after childbirth especially if they already are predisposed to mental illness or depression. During this time a mother can loose her ability to make rational reality based decisions. This is what happened to Andrea Yates and so many other mothers. How can one be accused of a crime when their sanity is in question? Poor mother. If Andrea Yates can be forgiven for her insanity of brutally killing her children, then can t Alison Quets be forgiven for only wanting to love her children? Who is Alison Quets? She is a 49-year-old single woman from Florida. Ms. Quets said she always dreamed of being a mother even as she worked as an engineer. She underwent invitro fertilization and gave birth to twins, a boy and girl. After the birth of her children she st ated she was in a lot of pain from the surgery. Sleep deprived throughout the pregnancy, as well as from handling premature babies alone. As a mother I know how tired you can become from the care of a newborn infant. I couldn t imagine being single with newborn twins. After stating her body began to give out on her, the inability to heal from the surgery, unable to eat, and sleep, she began to consider adoption. In spite of her dream of mothering, she made the decision to give her twins up forShow MoreRelatedAndrea Yates Essay968 Words   |  4 PagesAndrea Yates Arguement Last June in 2001, a 37-year-old lady by the name of Andrea Yates, was arrested for killing her five children. Most people like me would agree that she was sane, and the death penalty would have been the right punishment for Mrs. Andrea Yates. The punishment in the State of Texas for committing two capital crimes is life in jail or the death penalty. Andrea’s lawyer tried to show her innocence by protesting that she was insane at the time of the killingsRead MoreEssay about CJA 314 biological criminal behavior1492 Words   |  6 PagesBiological Criminal Behavior CJA/314 â€Æ' Biological Criminal Behavior Andrea Yates had battled with postpartum depression for years and on June 20, 2001, she drowned all five children in the bathtub of her home. Ultimately the underlining cause of her actions was caused by postpartum psychosis that was triggered by Andrea’s improper use of her medication, failure to adhere to her doctor’s advice after treatment, and her lack of knowledge of coping techniques commonly used by women who sufferRead MoreAndrea Yates Paper1203 Words   |  5 PagesAndrea Yates Paper Linda J. Hernandez PSY 303: Abnormal Psychology Professor Lisa Prince Rutsky August 21, 2011 Andrea Yates Paper In 2001, Andrea Yates drowned her five children in a bathtub in her home. This was very disturbing news. I am a native Houstonian. I was at home that day. The television was on and will never forget the news breaking announcements that broke the story of a homicide in Clear Lake. All the information the reporters had was a mother killed all her childrenRead MoreDid Andrea Yates Have Schizophrenia?878 Words   |  4 PagesDid Andrea Yates have schizophrenia? On July 30, 2001, Andrea was indicted on two counts of capital murder for the deaths of Noah (seven), John (five), and Mary (six months),but not for the deaths of her other two children, Luke (three) and Paul (two). In this paper we will discuss Andrea Yates behaviors, treatments and court case where she was found not guilty by reason of insanity. After Andreas first pregnancy, in 1994, she started experiencing postpartum depression. She experienced hallucinationsRead MoreCase Analysis of Andrea Yates Essay1372 Words   |  6 Pages XXJUN2012 PS208 Case Analysis of Andrea Yates After close review and careful analysis of the case of Andrea Yates and the circumstances which led to the drowning death and murder of her five children, I first would like to state my personal opinion on the conclusion of the case which was the majority consensus at the time of her trial and sentencingRead MoreCase Analysis : Andrea Yates Trial1061 Words   |  5 PagesAbstract On June 20, 2001, Andrea Yates committed one of the evil act in society. She drowned her five children after claiming that a voice told her to do it. Andrea Yates defense attorney enters a plea of not guilty by reason of insanity. The conviction in 2001 was overturned on appeal. First Court of Appeals reverses Yates capital murder conviction and remands it to trial court and found her guilty by reason of insanity in 2006. This paper will relate the facts of the trial and the case studyRead MorePost Partum Depression Essay901 Words   |  4 Pagesmothers and is entirely a beast of a different nature, one that must be reckoned with. The most recent Post Partum case that has rightfully caused a media frenzy is the Andrea Yates case. Yates was the mother of five young children. This past summer Yates held each of her children in a bath tub full of water until their death. Yates had PPD. Post Partum depression causes a new mother to become depressed to a severe extent. PPD causes its patients to fall to an uncomfortable mental state. PPD patientsRead MoreThe Andre Yates Case : Crime And Delinquency1602 Words   |  7 PagesThe Andre Yates Case On June 20th 2001, Andrea Yates drowned her five children in the bathtub of her small suburban home in Clear Lake Texas. The subsequent trial and conviction caused a gargantuan amount of controversy. Jurors found Andrea guilty and sentenced her to life in prison despite the fact that there was an abundance of evidence to suggest that Andrea was legally insane at the time of the killings. In fact, 63% of the American public wanted her to receive the death penalty ()Read More Postpartum Depression and Crime: The Case of Andrea Yates Essay692 Words   |  3 Pages2006, the New York Times published an article on the findings of the retrial of Andrea Yates and her not guilty due to insanity over the drowning deaths of her five children. (Woman Not Guilty, 2006). The court decided to commit her to a state mental hospital until medical experts decide she is not a threat to herself or anyone else. In 2002, an earlier jury rejected her claims she was psychotic and found her guilty. Yates alleged by murdering her children she actually saved them. (Woman Not GuiltyRead MoreThe Case Study of Andrea Yates Essay893 Words   |  4 Pages Andrea Yates long history of mental illness did impact what she did to her children as well as an outside influence of Michael and Rachel Woroniecki. In 1993 Rusty and Andrea married and a year later they had their first child a son named Noah. They planned on having many children whatever God intended for them. Their five children were all named after figures from the Bible. After Andrea’s first child Noah was born she began to have violent visions and felt that Satan was speaking to her. Andrea

60 Years of Indian Republic Free Essays

60 years of Republic, â€Å"India† from the eyes of a common man. India is now progressing on the verge of becoming a developed nation through relentless efforts and thus reinforcing its stand globally. Today as we celebrate 60 years of republic it forces me think what has india achieved for a common man. We will write a custom essay sample on 60 Years of Indian Republic or any similar topic only for you Order Now Today still there are 80 million tribals in india, lakhs of people are still below poverty line which is a paradox for the country of vedas. On the brighter side we assert on the very fact that we are developing, the development is essential but it shudn’t be on the extent of taking the lives of innocent people, snatching the shelters of poor on the name of developing big glitzy malls. Well we cannot stop developing but we should be aware of the conditions which still prevail in india and the ones which are alleviated on the name of development. The tears and pains of mumbai attack are still in the eyes of thousands who lost their loved ones, and till date the assassins havnt been punished. So can we feel happy to develop this way. This wasn’t the India Bapu and Nehru ji had dreamt of, today we need to build a terror free and violence free india. An India of everyone’s dreams! Being an Indian it aches to see the treasures of Gandhi ji being destroyed, as it happned when the Van Vasi Chetna Asharam was destroyed just because they violated against Salwa Judum, at Dantewada district in Chattisgarh. The communal harmony is still killing thousands just on the issue of being a hindu and a muslim. We still need enlightenment of our hearts for instilling in us the feelings of brotherhood and love! So that we dont witness again another Ram mandir and Babri masjid issue. Today when we talk of modernisation and development, these communal harmonies tear us apart and take us aback. The state is elected by the people but during the intercourse of development the worst sufferers are the poors who cannot exercise their rights, who are thrown away from their dwellings to rural places in the name of making the city clean and beautification. The Nandigram violence is another set back which killed innocents in the name of development. So lets learn make others aware of the reality which India faces each chilly night, still there are thousand homeless, forced to spend night huddled in a single blanket when the whole city sleeps in quilts. I am not against development but it shudnt be carried out putting the guns on the shoulders of poor. Lets develop in a way that there occurs no harm to nybody, lets flourish with a feeling of love and lets be empathic towards the harsh realities of our country. Lets learn to raise voice against injustice and help the sufferers then whether the war be against individuals, big celebrities or the state, to stand with courage against the feigning personalities in politics or anywhere. If we kindle this spirit today, there would be thousands to follow and muster strength can work wonders, so lets spread this message with a hope to see india democratic in a real sense! Let us condone our vindictiveness for religions and rise above the horizons where each human is equal in the eyes of almighty. This way we can carve a Beautiful India- the golden bird n true sense!!! last but not the least i cannot conclude without saying the lines- † SARE JAHAN SE ACHA HINDUSTAN HAMARA, HUM BULBULEIN HAI ISKI YE GULISTAN HAMARA† Jai Hind!!!! How to cite 60 Years of Indian Republic, Papers

Analyses Cross Cultural Management Samples †MyAssignmenthelp.com

Question: Discuss about the Analyses Cross Cultural Management. Answer: Reflection Culture forms the fundaments of how one behaves; reacts or interacts with other individuals or institutions. Culture may depend on the religion or on the geographical location a person belongs to. Culture is the manifestation of ideas, thoughts, art, literature and mannerism of an individual.Cross cultural management in an organization plays a vital role in themanagement of the resources and the work force available at the disposal of the company. It can be defined as the study of themanagement of the staff and the work force in a cultural framework. It analyses and reviews the impact of societal culture on the management of a business organization and on the individuals working for the organization. A persons behavior, mannerism, values, cognitive structures, and reactions are all a reflection of the cultural background they belong to (Ang and Van Dyne 2015). Global ethics Global ethics can be defined as an ethical point of view according to which there are important a several ethical relations between the society and between individual, institution or government living or participating in creating a society. Ethics, principles and values serve as the backbone of any organization. There are some pre conceived notions of guideline that a company should follow in order to operate in a culture or a society. Developing ethics based on culture is one of the areas of development for the cross-cultural management. One of the biggest contributors to the global ethics component is the human resource. For example: Amazon is an American multinational company that has several offices all over the world. Formal wear in America means shirt and tailored pants or skirt for a women, but in India saree is regarded as a formal wear and hence it is important for the company to understand the fact respect it and allow it in the organization. And Amazon India does allow fem ale employees to wear saree as a formal outfit. Ethics is more than setting benchmarks for doing what is right it also has to do with what is the smart thinking(Mach and Baruch 2015). Culture is important and vital part of the life of most human beings and hence it is important for corporate to respect that. It is helps the company garner goodwill from the employee and the industry as well. Culture plays a great role during setting up of holidays in an organization. The company should allow holiday or give an opportunity to celebrate various kinds of festivals owning to the cultural diversity of the workforce. Festivals are associated with emotional value of an individual and that has to be honored by a company. To gather goodwill from the industry as well as the employees, ethics will be given priorities in the organization that I will set up keep in mind not to disrespect anyones sentiments and cultural practices. Team building It is the duty of the management of the company to bring together people from diverse background and guide them to follow the same path to achieve a same goal. It is significant and very important for the day to day operation of the business that the employees have a meaningful relation among one another. It is way more important for a group to work together and efficiently than a solo high performing individual (Jiang et al. 2016). If seen form a philosophical point of view, gathering individuals together who belong form a completely different background, to ideate and put an effort toward the same goal is what makes humans grow as a collective race. Communication is the key to team work and team building exercises motivational lectures and inspiration is very important in this case. In my business venture I would always like people to work as a team because only then will a startup be a success. A practice of tolerance and a broad mind is very important I feel for the growth of a b usiness organization. Communication Communication is the key to any business organizations way of operation. The universally accepted language of business is English but there is a very scarce population of people in the world who is able to read or write in English fluently. There are thousands of ethnicities around the world and thousand as of language that people speak. Hence it seems unfair to deal in just one language. Depending on the nature of the business and the industry the organization is operating in communication has to in accordance to that. For example: a company which has to deal with a lot of middlemen, the mangers should know when to use what language with the person he or she is interacting with (Sucher and Cheung 2015). Suppose an American company is operating in Spain and has to deal with a vendor who understands only Spanish. There has to be a flexibility in the nature of how the organization operates, may be the official work is in English but a vernacular can be used for regular communication ba sed on a persons mother tongue. Most people and experienced scholars believe that vernacular language is going to take over English in the long run as it facilitates business and makes the operation process much smoother and effective. I will keep English as the language of official communication but will always encourage vernacular language usage to communicate with the resources and the management as well. It creates a sense of belonging and for many it also creates confidence (Rode, Huang, and Flynn 2016). There are a lot of skilled and trained people who cannot communicate in English especially spoken English, but the value of an employee should not reduce on the virtue of how he or she cannot speak in a certain language. Many argue to this fact saying that if one is in a field of operation he or she should be prepared for the prerequisites of the industry which includes English language. But language has nothing to do with efficiency rather if language is imposed on a person he or she tends to lose efficiency and perform poorly (Eisenberg et al. 2013). Impact of cultural background of different nations on business ethics The culture of an individual depends largely on the geographical location of the person. For example: the formal attire of America is different from that of India or China. First colonization opened the doors to international waters and people for the first time experienced the taste of other cultures. Then came the globalization of business, every company wants to set a footprint on the globe by expanding and growing (Crane and Matten 2016). Due to globalization and advancement of technology and resources available at the disposal of business organizations, multinational companies have sprung up (Mor et al. 2013). Multinational companies started setting up operational sites in various countries. This is where the importance of cross cultural management has garnered importance. Business ethics are essentially the right things to do while running a business. There are a globally predetermined guidelines and rules that are essential for the development of. Cultures differ from time to time in between countries and geographic location (Mor, Morris and Joh 2013). Culture also depends upon groups and organizations an individual belongs. Hence the culture followed by an organization is highly likely to be different from the place of operation in other nation states. First and foremost it is very essential for an organization to respect and honor the cultural and ethnic background of every employee and customers of the business. For example: scheduling of holidays, celebrating festivals, giving incentives and bonus during the time of need is important for an employee. Etiquette and mannerisms are an important aspect of an individual which is highly influenced by culture. In the professional world there are a number of ways to communicate and these methods are different form one culture to another. Difference in mannerism and etiquettes bring out a difference in attitude. This is very crucial while taking into consideration some aspects of a workplace disagreement, gui delines and regulations, calculated working hours etc. For example: A sign of commitment and achievement is working late and long hours in the workplace, while for others working long hours in the office can portray a lack of ability and efficiency or the de-prioritization ofessential family or personal time. Another example of business ethics difference in cultural context is the difference between an American or English background person may consider a kiss on the cheeks as a sign of approval, but in Asian countries it is considered to be disrespectful, people from India join their hand together and bow their heads to show a sign of approval and humbleness, while people from Japan bow to regard the other person (Matsumoto and Hwang 2013). Punctuality is another concept which has different meanings in different cultures. Various ideas of what means to be on time can often lead to misinterpretation or pessimistic cultural point of view. For example, in the Korean culture it is always considered as a positive sign and a sign of respect to be on time and always ready. While, it is considered to be a bad ritual to be on time for a person who is from Italy or Mexico to be on time. All of this owing to the cultural believes and guidelines a person has been following throughout life (Stahl and Tung 2015). Impact of cultural background of different nations on corporate social responsibility CSR or corporate social responsibility is the duties that an organization has towards the society and the environment. In the present circumstances, the new and improved model of Corporate SocialResponsibility (CSR) goes beyond donations and drives the focus of the company to act further ahead of the set requirement and to integrate the social, environmental and ethical concerns of the country into companys businessprocess. Like every other individual enjoys legal rights and performs legal duties towards the nation state, similarly an organization also has to serve some duties and take up some responsibility in the name of society. If seen from a broad perspective cultures can be divided in to two segments eastern culture and western culture. The Cultural background of an individual or a place reflects the values and moral attitude andviewpoint that set standards for the way people should behave and interact with others. Culture matters. In every aspect of our life and there is no do ubt about it. Culture is considered as one of the most important aspect of corporate social responsibility. For example, sustainability is a part of CSR, for a large nation state when there is a huge part of resource and land available will consider sustainability lesser than that of small countries where natural resource is a pressing issue like Japan (Boulouta and Pitelis 2014). A multinational company if wants to carry a CSR activity in some other country than in the host nation should consider the cultural aspect of that particular place. Concentration of the CSR policies and forms of CSR in different countries will be different. Societal problems might be the pressing issues of one country, while environmental aid is the need of the hour of other. CSR activities and policies of the company are based on the individual ethics of the management and the owner of the company. These ethics in an individual is again backed up by the cultural background that the person belongs from. This again manifests into organizational culture and work environment of the organization. Example: CSR policies to promote and elevate the conditions of a dying culture by pooling in resource to revive the art and literature of an ethnic background. The nation state a company belongs to have a culture of its own and owing to that the company has to understand the areas where the soci ety needs help and push form the corporate. The new concept of business that companies are following is the triple bottom line, the three Ps which is people, profit and planet. Because people are one of the pillars of a business institution culture also becomes equally important (Groves, Feyerherm and Gu 2015). Diverse cultural workforce A manager is a person who is the leader of a team and drives the team of a diverse population towards a single goal. As a manger he or she has several responsibilities and one among them is to build a team and be impartial towards the members of the team on any basis. Globalization has caused going beyond the geographical boundaries of a companies, which has in turn manifested in multicultural organizations. In multicultural organizations employees from various nation states come together to work towards a single goal. But it is a difficult task to manage a multi cultural organization in a smooth way without hurting the sentiments of the employees or the consumers of the business (Lenartowicz, Johnson and Konopaske 2014). There are several advantages of diverse cultural workforce in a company; firstly is the improved self-confidence and rising spirits among the workforce. It is important for the management to validate a person and regard his or her efforts keeping aside the cultural difference this in turn behaves like a boost and. This pronouncement of ethics and moral values uplifts the confidence of an individual and is also responsible for the positivity that surrounds the work environment. Cross cultural workforce also allows an individual along with the management to have a broader outlook and teaches positivity along with deeper ideas in every aspect of business dealings. When a group of people from different cultural backgrounds and life experiences come together they share their own perspective to the same topic which in turn helps the company innovate and generate creativity. The increase in the quantity of perspectives and ideas, the quality of the final conclusion or verdict is typically improved. Multinational companies are always on a hunt of expansion and exploration of the business market in the international level, in such cases a diverse workforce is going to serve a better insight about the location of expansion along with the countries or th e regions government policies and prospects (Gelfand et al. 2017). The capability of an organization to interact and communicate efficiently with worlds business market aids to establish strong relationships with partners and suppliers of the business. It is important for an organization to think in a diverse manner in order to understand the requirements of the end consumers as well as the compliance and grievances of the workforce. If a company wants to go global it has to accept that there is a plethora of culture which has to be considered and can also aid to the governance of the business. A company essentially requires resources that can understand and speak the language of the customers' and comprehend to their requirements (Nie et al. 2015). Improved effectiveness and challenges faced by the managers while dealing with cross cultural conflict Managers in a business institution have to set standards for operation in order to handle critical and sensitive issues like culture in the workforce. Team work is crucial in the day to day operating system of an organization in order to ensure healthy team work and attain on single goal coordination becomes significant. Sometimes there are problems among the people belonging form different countries of cultural background, in such cases the managers are expected to work tactfully and try to build harmony among the people by arranging workshops and motivational lectures on cross cultural importance and harmony in the global context (De Jong, Dirks and Gillespie 2016). The blending of resources from varied ethnic and cultural background is one of the biggest challenges that a company faces while expanding in a foreign territory. Multiculturalism is defined as the process by which people from one or more cultural backgrounds come together to work towards the same goal. The leadership s tyles, communication process and various other practices need a little adjustment for the employees who are new to the cultural or the country. Cross cultural management seeks to understand how cultures affect management process of a company thereby implementing strategies to benefit from the culture (Farndale et al. 2015). One of the main challenges of a cross cultural management is the narrow minded outlook of many employees towards other cultural believes and faith. Employees who are new recruited to a new country interact and behave in ways which may not be in sync with the cultural background of the company and the work environment. Some of them may fail to understand key disparities in between their own and other cultures (Trueba, Jacobs and Kirton 2014). It is expected by both the old and the new employees to understand the state of others and adapt one, the managers can help in the understanding process by conducting session on organizational behavior and etiquettes. In some cases there will be people who basically just think about the interest of his or her own. One of the solutions to this problem is to assign tasks to people with similar mindset so that they can understand each other and find a solution to the work process. When a team is being built and the mangers choose the employees it should be kept in mind to have a diverse compilation of people in order to get a better insight about anything. For example: some companies before transferring their employees to a different nation gives them prior training about the basics of the language of the country. This gives the employee an upper to the individual while communicating with peers and managers who are in that country and would like to communicate in that language (Riemer et al. 2014). At times there are financial grievances on the behalf of the people who have been transferred to a new place as coping with the new society can be expensive in order to compensate that companies can issue bonus and incentive structure for the employee. This will keep the employee motivated and also bring about an urge in them to perform better even in foreign locations and circumstances. Managers are advised to avoid any biased feeling towards any resource on the basis of cultural difference. There are several option for the managers to help in the development of skills among the employees, including videotape courses, cross-cultural consultants along with events organized by governments, universities, and training institutes. For a manager it is not possible to understand and to know about every basics of every culture but efforts of knowing some important aspects of the cultural background of the people who are in his or her team can prove to be useful in the management of the team (Moran, R.T., Abramson, N.R. and Moran, S.V., 2014). References Ang, S. and Van Dyne, L., 2015.Handbook of cultural intelligence. Routledge. Boulouta, I. and Pitelis, C.N., 2014. Who needs CSR? The impact of corporate social responsibility on national competitiveness.Journal of Business Ethics,119(3), pp.349-364. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. De Jong, B.A., Dirks, K.T. and Gillespie, N., 2016. Trust and team performance: A meta-analysis of main effects, moderators, and covariates.Journal of Applied Psychology,101(8), p.1134. Eisenberg, J., Lee, H.J., Brck, F., Brenner, B., Claes, M.T., Mironski, J. and Bell, R., 2013. Can business schools make students culturally competent? Effects of cross-cultural management courses on cultural intelligence.Academy of Management Learning Education,12(4), pp.603-621. Farndale, E., Biron, M., Briscoe, D.R. and Raghuram, S., 2015. A global perspective on diversity and inclusion in work organisations. Gelfand, M.J., Aycan, Z., Erez, M. and Leung, K., 2017. Cross-cultural industrial organizational psychology and organizational behavior: A hundred-year journey.Journal of Applied Psychology,102(3), p.514. Groves, K.S., Feyerherm, A. and Gu, M., 2015. Examining cultural intelligence and cross-cultural negotiation effectiveness.Journal of Management Education,39(2), pp.209-243. Jiang, X., Flores, H.R., Leelawong, R. and Manz, C.C., 2016. The effect of team empowerment on team performance: A cross-cultural perspective on the mediating roles of knowledge sharing and intra-group conflict.International Journal of Conflict Management,27(1), pp.62-87. Lenartowicz, T., Johnson, J.P. and Konopaske, R., 2014. The application of learning theories to improve cross-cultural training programs in MNCs.The International Journal of Human Resource Management,25(12), pp.1697-1719. Mach, M. and Baruch, Y., 2015. Team performance in cross cultural project teams: The moderated mediation role of consensus, heterogeneity, faultlines and trust.Cross Cultural Management,22(3), pp.464-486. Matsumoto, D. and Hwang, H.C., 2013. Assessing cross-cultural competence: A review of available tests.Journal of cross-cultural psychology,44(6), pp.849-873. Mor, S., Morris, M.W. and Joh, J., 2013. Identifying and training adaptive cross-cultural management skills: The crucial role of cultural metacognition.Academy of Management Learning Education,12(3), pp.453-475. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Nie, Y., Chua, B.L., Yeung, A.S., Ryan, R.M. and Chan, W.Y., 2015. The importance of autonomy support and the mediating role of work motivation for well?being: Testing self?determination theory in a Chinese work organisation.International Journal of Psychology,50(4), pp.245-255. Riemer, H., Shavitt, S., Koo, M. and Markus, H.R., 2014. Preferences dont have to be personal: Expanding attitude theorizing with a cross-cultural perspective.Psychological review,121(4), p.619. Rode, J.C., Huang, X. and Flynn, B., 2016. A cross?cultural examination of the relationships among human resource management practices and organisational commitment: an institutional collectivism perspective.Human Resource Management Journal,26(4), pp.471-489. Stahl, G.K. and Tung, R.L., 2015. Towards a more balanced treatment of culture in international business studies: The need for positive cross-cultural scholarship.Journal of International Business Studies,46(4), pp.391-414. Sucher, W. and Cheung, C., 2015. The relationship between hotel employees cross-cultural competency and team performance in multi-national hotel companies.International Journal of Hospitality Management,49, pp.93-104. Trueba, H.T., Jacobs, L. and Kirton, E., 2014.Cultural Conflict Adaptation. Routledge.