uniquebeliefs

Mobile and Professional Lice Removal Has Come to New York City

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Mobile and Professional Lice Removal Has Come to New York City

Located at Lice Happens is a mobile lice removal family service center located in New York, also serving New York City and Manhattan. (917) 768-8131

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Peter Byram, head of Lice Happens NYC says, “With so many myths and ineffective folk remedies surrounding head lice it has been my mission since day one to not only help families get rid of the problem, but to educate them so they never need to deal with it again.”

This company offers effective, naturally derived, non-toxic treatments that are effective and safe. The treatments that are offered have no side effects and are kid friendly. Specialists are trained to treat children in a manner that is calm and soothing. All treatments are salon quality and gentle.

Lice Happens’ trained Specialists will check each member of the household to ensure that each person needing treatment is cared for. Meticulous combing combined with their natural treatments are effective at removing eggs (nits) and lice from the hair of those suffering from an outbreak. The Specialists will also educate the family on proper lice combing methods for future use.

Along with teaching combing techniques, the Specialist will also educate on proper ways to clean the home, and this company dispels any myths associated with lice removal from the home. Once treated, cleaned, and combed, lice should no longer be a factor for the family. However, these Specialists will provide tips on preventing future outbreaks.

Lice Happens is available in New York, including New York City and Manhattan for emergency lice removal services as well as appointments 7 days a week. To learn more about Lice Happens, visit their website at nyc.licehappens.com or their Google+ page at https://plus.google.com/116340104966926698286/about

About: Lice Happens is a mobile lice removal family service center located in New York, also serving New York City and Manhattan.

Address: 395 Southend Ave. # 28P New York, NY, 10280

Phone: (917) 768-8131

Contact: Peter Byram

Keywords: Lice removal, NYC, New York, Manhattan, private lice treatment, mobile clinic, kid friendly

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Professional, Mobile, and Private Lice Removal Services in Boston

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Professional, Mobile, and Private Lice Removal Services in Boston

Located at 48 Florence Street, Somerville, MA, 02145 Lice Happens is a mobile lice removal family service center located in Boston, MA (617) 515-0051

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This mobile family service center provides discreet, private, and confidential treatment to those suffering from lice. They take the stress away from clients who are trying to eliminate lice on their own. Clients no longer have to travel to a public salon or store to buy toxic treatments to get rid of lice.

Lice Happens offers non-toxic, pesticide free, environmentally friendly treatments to families. These treatments have no side effects are are gentle. Prior to the treatment being applied, their trained Specialists will check each member of the household to ensure that everybody who is suffering from lice is treated. After treatment is applied, the specialists will finely comb through clients hair to remove eggs (nits) and lice from the hair and scalp. Each Specialist with this company is trained on how to treat children and they offer soothing and calming treatments to kids of a young age. All services are salon quality.

Lice Happens says, Our professional head lice treatment Specialists not only end the cycle of lice but most importantly provide you with the education and hands on training needed to prevent future outbreaks.

This team trains and educates families on how to properly clean their homes to get rid of lingering bugs. They dispel any myths that are associated with cleanliness of the home and head lice and provide tips on how to prevent a head lice outbreak in the future.

Lice Happens is available for emergency lice removal services as well as appointments in the Boston area and also serves Newton, Braintree, Andover, Lexington, and Reading. For more information about this company, visit their website or their Google+ page at https://plus.google.com/113503393385860065181

About: Lice Happens is a mobile lice removal family service center located in Boston, MA

Address: 48 Florence Street, Somerville, MA, 02145

Phone: (617) 515-0051

Contact: Kevin Byram

Keywords: Lice removal, Boston, private lice treatment, natural lice treatment

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Chiropractor Columbus GA - Ryan Overton DC

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Chiropractor of Columbus 5771 Veterans Pkwy A, Columbus, GA 31904 706-607-0077



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Columbus, GA Leading chiropractor in Columbus GA caregiver has announced that the practice is capable of providing natural pain management to individuals suffering from chronic neck pain. Incidences of neck pain have been on the rise across the world mainly due to the impact of modern-day lifestyle. Poor posture among those who use computers to work and accident trauma are the leading causes of neck pain. These conditions lead to misalignment of the spine system which effectively causes pressure to build up around nerves, a situation that has been attributed to frequent migraine headaches. The chiropractor profession utilizes methods such as physiotherapy, kinesiology among other body adjustment techniques to bring about natural relief.

The resident chiropractor announced that this technique has yielded significant success particularly due to its ability to restore normalcy in a minimal time span. Chronic neck pain can prevent one from living life to the fullest. Use of conventional methods of treatment however, is not always successful and in some cases it involves use of invasive methods such as surgery, Ryan Overton DC replied.

Conventional medical care is mainly based on use of prescription pain killers which only do the job of stopping the pain temporarily instead of getting to the root of the problem, added the accident trauma and personal injury chiropractic expert.

According to the Chiropractor in Columbus GA, this practice can restore alignment of the spine which can ease pressure on compressed discs, veins and nerves. However, depending on how severe the problem is, some individuals may require to undergo several sessions in order to experience relief. In most cases a combination of therapies including processes such as trigger point massage are used in order to provide relief through a natural approach.

This new announcement comes in the wake of concerns on excessive and improper use of painkillers to stop pain. In particular, cases of addiction to opiates which are commonly used to trigger short-term relief among neck pain sufferers are on the rise. Majority of these drugs are usually associated with pharmaceutical side effects which may range from mild ones like fatigue and dizziness to life-threatening ones like internal bleeding.

By employing an integrated approach to body functions and general health, chiropractic care plays a significant role in addressing chronic pain. Owing to the therapeutic nature of this approach, pundits have generally categorized it as a low-risk treatment method which encourages the body to treat itself.

Individuals who would like to learn more about chiropractic care for neck pain among other related complications may use the practices website to schedule a consultation.

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Chicago Food and Beverage Company: the challenges of managing international assignments.

CASE DESCRIPTION

The primary subject matter of this case concerns the management of expatriate managers with a particular focus on their recruitment and compensation. Secondary issues examined include the internationalization strategies of a multinational company and particularly the alignment of international strategy and headquarters' orientation regarding the international human resource management policy. The case has the difficulty level of six (appropriate for second year graduate level). The case is designed to be taught in three class hours and is expected to require five hours of outside preparation by students.

CASE SYNOPSIS

The Chicago Food and Beverage Company (CFB Co.) is an American multinational with subsidiaries in North America, Europe and Asia. The case is about the alignment of CFB Co. internationalization strategy and the orientation of the head office in regard to its international human resource management (IHRM) policy and management of international assignments, with an emphasis on expatriates' recruitment and compensation. The case describes the international development of the company and the subsequent expatriation of Paul Fierman, the head of the Vietnam subsidiary. Paul's three-year mandate includes the preparation and execution of the strategy to synergize the three Asian subsidiaries (Singapore, Hong Kong, Vietnam) with the collaboration of the head of the Pacific Rim, which should allow CFB Co. to conquer the Asian market. Six months after his arrival, Paul Fierman is disappointed by the financial conditions of his contract and by his relationships with local colleagues, not to mention the difficulties his wife has been having adapting to this new environment. The discussion of this case in class allows introducing and illustrating the theoretical concepts related to the following topics: 1) internationalization strategies and international human resource management policies; 2) strategic management of international postings; and 3) advantages and disadvantages of different international compensation methods.

INSTRUCTORS' NOTES

Teaching Objectives

This case allows the introduction and illustration of theoretical concepts which are related both to internationalization strategies and to the management of international staff.

This case can be studied under one or many angles: the internationalization strategies, the management of expatriate managers, their recruitment and compensation in particular. The case includes a lot of information and students must classify and use it in order of its relevance.

In Which Programs, in Which Types of Classes

This case was originally written for use in human resource management or international human resource management (IHRM) classes offered in MBA or M.Sc. programs.

We recommend distributing the case one week before the discussion session and asking the students to prepare the case at home, given its length. The discussion of the case in class could easily take three hours.

Sources and Methods of Data Collection

This case is fictitious, although inspired by true events. We based ourselves on observations in many companies, IHRM articles and the subjects broached during interviews with expatriates carried out during our doctoral studies. The data on the Vietnamese context are real and were gathered on different web sites available on the internet.

Links with Which Functions

This case is useful for examining the function of international human resources managers or the functions of expatriate managers in general.

USING THE CASE IN THE CLASSROOM

The professor can begin by indicating the problem of managing international employees in the context of a strategic joint venture of the type used by today's companies.

The professor can also divide the class up and ask each group to examine a different aspect of the problem.

Questions for the Preparation of Students' Discussion in Class

We propose the following themes for discussion:

1. The alignment of international strategy and the headquarters' orientation regarding the IHRM policy;

2. The strategic management of international postings with emphasis on two subjects:

2.1. The filling of international posts;

2.2. The compensation of international managers.

THEME 1: ALIGNMENT OF INTERNATIONAL STRATEGY AND HEADQUARTERS'

ORIENTATION REGARDING THE IHRM POLICY

1. Which internationalization strategies do you recognize in this case study?

Bartlett & Ghoshal (1989) distinguish four types of strategies or international organizational configurations: multidomestic, international, global and transnational (see Table 1). In this case study, after the domestic expansion phase in the United States (1960-1985), we recognize the following internationalization strategies. From 1985 to 1998, each subsidiary maintains a specialized production destined for a domestic market, which corresponds to the multidomestic configuration. Then, in the new, more complex configuration (after 2000), we find multidomestic, global, and transnational elements. Here, we can also spot the characteristics of the global configuration: certain primary products will be standardized and produced by certain subsidiaries for all the other subsidiaries. Finally, all the subsidiaries will be interdependent and will depend on certain products coming from other subsidiaries, but at the same time they will continue to produce local specialties (we are therefore talking about an integrated structure): these are elements and characteristics of the transnational configuration.

The professor can insist on the fact that we never see a configuration in a pure state, but that we recognize certain tendencies and typical characteristics.

2. What is the HRM orientation adopted by the headquarters? What comments can you make concerning this choice? What can you recommend to the company's headquarters in this sense?

Perlmutter (1969) was the first to distinguish three ways to apprehend HRM in international corporations: ethnocentric, polycentric and geocentric. A fourth way of conceiving HRM policy was subsequently added to these: regiocentric (Dowling et al., 1999).

In this case, we recognize an ethnocentric orientation. HRM in an ethnocentric orientation does not give any decisional autonomy to the subsidiaries, the strategic decisions are taken at headquarters and the subsidiaries are managed by the expatriate employees from headquarters. Also, the head office makes all the important decisions about the management of international postings (recruitment, selection, training, etc.).

The professor can ask students to examine the pertinence of an ethnocentric orientation in the actual situation. In this case, we see that a new structure is being built; the leadership comes from the world headquarters. No regional leadership has yet been developed. However, in the medium and long term, the ethnocentric vision does not correspond with the vision of the integrated structure. The head office should examine the possibility of adopting a regiocentric vision. The American headquarters should begin building regional leadership by further implicating the Asian office in the management of the Asian subsidiaries. In reality, the change from the ethnocentric to the regiocentric perspective is long and hard. The markets in the United States, Europe and Asia are very different, as is the management.

In the context of the regiocentric approach, regional decisions are made in the regions, thereby reflecting the strategy and geographic structure of the multinational. The HRM practices are harmonized in the subsidiaries of a given region. The regional managers benefit from autonomy in decision-making relative to their respective regions. These managers can be promoted in the regional units, but rarely to a post at the world headquarters.

THEME 2: STRATEGIC MANAGEMENT OF INTERNATIONAL POSTINGS

1. Is Paul Fierman a good candidate for this expatriation position? Here we discuss Paul Fierman's mission, from the description of his position, the profile of the ideal candidate and Paul Fierman's actual profile. Does Paul Fierman correspond with the ideal candidate? What is Paul Fierman's mission?

Three year mandate, to manage the subsidiary, implement the new organizational strategy (synergizing the three Asian subsidiaries).

What is the profile of the ideal candidate (define the competencies necessary to successfully carry out this mandate)? What is Paul Fierman's profile? (see Table 2).

2. What comments can you make on the expatriation management in general? And what comments can you make on the expatriate recruitment policy in particular?

The strategic management of expatriates includes at least six following steps:

1. Strategic planning of the positions

2. Staffing (job analysis, recruitment, selection, orientation)

3. Orientation/training for the post in relation to the culture of the host country

4. Adaptation to the position and the support policy for international employees

5. Management of performance

6. Management of the repatriation

1. Strategic planning: We will have the students note that CFB Co. does not seem to strategically plan its needs and resources in international managers. The replacement of Paul Fierman's predecessor had not been envisaged before it became necessary and no potential candidate had been identified.

2. Staffing: We orient the discussion towards the different steps of the process of filling the post: job analysis, recruitment, selection. It is important that the students note the absence of a reflection period by the company on its procedure for filling the post. The methods used to fill the post in the case are indeed quite questionable. The students can examine the three following aspects in detail:

Job analysis: The description of the position and the profile of the competencies sought do not seem to have been laid out professionally.

Recruitment: According to the information given in the case, the company did not formally publish or announce the opening up of the position and made no effort to generate candidacies internally or seek out qualified candidates. In this case, the company uses a close recruitment system (the opening up of new positions and the candidacies are confidential).

Selection: Many errors were made. Firstly, the selection criteria were not determined in a professional manner using a description of the position.

Further, CFB Co. did not use any of the formal and valid selection methods (structured meeting, examination of previous evaluations, verification/tests of pertinent international competence and experience, evaluation centre). Finally, the question of the selection of the evaluators should come up. The head of the regional office that best knows the situation of the Haiphong subsidiary should have participated in the selection of the new head manager. The selection process took place in a totally informal manner.

3. Orientation/ training. The headquarters is supposed to furnish the future expatriate with precise and useful information about the position to be filled (description of the tasks, the responsibilities, professional challenges), the characteristics of the regional office and its employees and the environment in the host country (local culture, logistical information, practical information on life in the new country). In our case, no useful information was given to Paul before he arrived on the scene. The American and regional offices should have organized a meeting between Paul and his predecessor and verified that Paul met regularly with his superior, who should also have had a role to play as a mentor, at the regional office. Finally, the professional and intercultural training were non-existent.

4. Adaptation to the position and the support policy for international employees. The adaptation of expatriates comprises three facets: the adaptation to the work, to the interaction and to local life (Black and Gregersen, 1991). Paul Fierman seems to be suffering in all three of these aspects. He seems to be caught up in the cultural shock phase, which is quite ordinary, six months after his arrival. We then discuss the role of the international head office and the regional office in the support policy for international employees. CFB Co. offered Paul no social or professional support, either in relation to his new role as head manager or in relation to the culture of the country of his recent posting (Waxin, 2004; Waxin and Chandon, 2003). The fate of Paul's wife and daughter were simply ignored by the company.

5. Management of performance. The world headquarters is supposed to set the objectives of the mandate in collaboration with the expatriate manager, or at least clearly explain the methods used to evaluate performance, provide the professional and social support necessary for him to fulfill his mandate and finally to regularly follow the performance of the expatriate. None of these actions were taken in this case.

6. Repatriation. The head office is supposed to explain and predict, with the expatriate, the different options relative to the return to the home country. The competences acquired during the expatriation should be taken into account.

THEME 3: THE COMPENSATION OF INTERNATIONAL MANAGERS

The professor can begin by reminding students of the objectives of the compensation policy. For a compensation policy to be effective, it must meet the following objectives:

* Attract and retain employees who are qualified for work abroad;

* Establish and maintain internal equity between the employees of all the affiliates, whether in the home country or abroad;

* Maintain compensation which is reasonable and competitive in relation to the practices of its main competitors (external equity).

Then, the professor focuses on the question of the challenges related to international compensation policy. The context of the globalization of markets poses some important challenges in regards to the management of expatriates' compensation. For the multinational, one of these challenges is the control of the cost of international labour. It is thus crucial for the company to efficiently manage this investment and even more so if it employs a significant number of expatriates. Harvey (1993) cites the following four other challenges:

* The assurance that there is equity in the compensation of home country, host country and third country nationals;

* The adaptation of compensation solutions to the variations in the needs of the expatriates in accordance with the level reached in the family cycle;

* The management of the repatriation;

* The difficulty in changing an existing compensation system.

1. What are the different expatriate compensation methods you recognised in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

The professor can propose that the students fill out the following table (see Table 3), indicating the advantages and disadvantages, for the company and the expatriates, of the different methods of compensation used by CFB Co.

This exercise in the comparison of methods will allow students to properly understand the differences between the methods of compensation of expatriates.

The negotiation approach was used by the company at the beginning of its international activities from 1985 to 1998. Because CFB Co. had little international experience, it tried to keep the management of expatriates flexible and justifiable. However, even if this approach is easy to manage and requires little data, there is a risk of creating inequities between the expatriates, and that the system will become costly when there are more expatriates. This method can also be time-consuming because the compensation contracts have to be renegotiated each time the country of the posting changes.

The balance sheet approach applies to Paul Fierman as a junior expatriate. Following this approach, the employer attempts to equalize the buying power in the host country with what the expatriate enjoyed in his host country, assuming the costs that exceed the expenses that the expatriate would normally have to make in his home country. This method presents many advantages: it allows the expatriate to maintain his lifestyle, it facilitates the adaptation of family members to the changes in daily life in a foreign country, it facilitates the repatriation and promotes internal equity in relation to peers in the host country. However, the balance sheet method generates little incentive to accept a posting abroad. To encourage geographic mobility of employees, certain companies offer expatriates particular incentives, like overseas mobility bonuses. In other cases, international experience is seen as a determining factor in career advancement, where the manager who successfully fills his expatriation mandate might receive a promotion in the multinational upon his return (this is the case for Paul Fierman). This approach can be expensive, difficult to manage and requires a lot of information about the cost of living index, salary comparisons and foreign tax legislation.

A poll carried out among Canadian multinationals in April and May 2003 by Mercer Consulting and WorldatWork revealed that more than 50 % of companies use the balance sheet approach. Only 10% of respondents use the method of host country compensation, which is basically the local compensation without any other form of indemnity.

The international method applies to senior expatriates at CFB Co. This method clearly favours the expatriates, because the compensation offers are attractive and include various mobility bonuses and the payment of various expenses abroad. This method is very costly for the company. It is therefore essentially reserved for expatriates who have proven themselves in the company, in terms of competence and potential. This approach encourages mobility and facilitates the management of the return because the expatriate continues to progress on the national scale upon his return to the home country.

The mixed method means that different expatriates in the same company can be compensated according to different methods. In the case of CFB Co., the balance sheet approach is applied to juniors and the international method is applied to seniors. For the multinational, this approach seems to be privileged as it lets it apply different methods of international compensation for different categories of expatriates (the differences can be based on international experience, seniority, functions, etc.) and save on costs. On the other hand, it complicates the management of compensation and there is a risk of creating a feeling of inequity between the different categories of expatriates.

2. What do you suggest to the U.S. headquarters' human resources manager in order to improve the expatriate satisfaction / compensation?

Firstly, the international human resource manager must communicate and explain in detail the different types of expatriation, the different types of competencies required and the different compensation methods (balance sheet and international approaches) of international managers. Paul was not realistic in his expectations in relation to his compensation, in part because he was not properly informed about the compensation policy for international managers in the multinational. In Paul's case, it is important to note that his expatriation also played a training role. Paul's skills are different from those of the senior expatriates with whom he is comparing himself.

Students can propose the following changes in the compensation policy for expatriates. The professor must point out that there is no single correct method for managing the compensation of expatriates, but rather one optimal method according to the organizational culture and strategy of the multinational.

The generalization of the balance sheet approach to all expatriates. To achieve greater equity between international employees and better control labour costs, we could generalize the balance sheet approach, but the seniors would find it difficult to accept a reduction in their actual compensation. The reasons for the change must be explained and the international compensation policy must be communicated to the managers involved. The cafeteria approach. The salary is fixed as a function of the compensation scale in the home country. The company furnishes a total amount of indemnities and the expatriate chooses to spread out this amount per expense that he will make in accordance with his personal needs. This approach creates more flexibility for the expatriate and it can increase his satisfaction as it better meets his needs. However, when the number of options offered to expatriates is high, this option becomes very complex and costly to manage.

The modified balance sheet approach. Here the salary of the expatriate is related to the region of his expatriation, in the case of Paul Fierman, the Pacific Rim. Among the advantages of this approach we find the fact that is matches up well with the company's regiocentric approach, it preserves the link between the structure of compensation and advantages for the expatriate with what is practiced in the home country and thus facilitates repatriation to the country with the better salaries. This approach is quite simple to manage because it offers all expatriates in a given region the same amount of indemnities based on the index of the most expensive country of posting among all the possible destinations in the region. However, this method is more costly than the balance sheet approach and repatriation is more difficult if the salaries in the home country are lower than those of the country of the posting. Finally, this method creates a risk of generating inequities between expatriates posted in different host regions (regions where the cost of living is higher versus regions where it is lower). This method is particularly well-adapted with a regiocentric IHRM approach.

The host country method is traditionally adopted when the expatriate is remaining in the host country for a very long duration or when his return to the home country is not considered desirable by the head office. The expatriate's salary is determined in relation to the salaries offered in the host country for similar positions, the company providing certain allocations and advantages to expatriates and their family members if the lifestyle of the host country is inferior to that of the home country. This alternative does not seem efficient in our case because neither Paul Fierman nor the other senior expatriates seem to want to remain in their host countries for an extended period of time.

Time or Sequence Suggested for Each Point to Be Covered

The students can individually prepare this case study, which would have been handed out at the previous session. The case study can be the subject of a discussion in class lasting about three hours. For example, the professor can spend one hour on the alignment of a strategy and the strategic management of international postings, one hour on the filling of the position and one hour on the compensation of international managers.

ACCOMPANYING TEXTS, CONCEPTS AND THEORIES

The authors suggest that the students read a few of the following texts before they are asked to prepare the case study.

Black, J.S. & Gregersen, H.B. (1999). The right way to manage expatriates. Harvard Business Review, March-April, 52-62.

Bennett, R., Aaton, A., & Colquhoun, T. (2000). Cross-cultural training: a critical step in ensuring the success of international assignments. Human Resource Management, 39(2&3), 239-250.

Black, J. S. & Gregersen, H. B. (1991). Antecedents to cross-cultural adjustment for expatriates in pacific rim assignments. Human Relations, 44(5), 497-515.

Bonache, J., Brewster, C., & Suutari, V. (2001). Expatriation: a developing research agenda. Thunderbird International Business Review, 43(1), 3-20.

Burns, S. (2003). Flexible international assignee compensation plans. Compensation and Benefits Review, 35(3), 35-44.

Sims, R. & Schraeder, M. (2005). Expatriate compensation: An exploratory review of salient contextual factors and common practices. Career Development International, 10(2), 98-108.

St-Onge, S., Magnan, M., Prost, C. & Biouele, S.-P. (2002). Gerer la remuneration dans un contexte de mobilite internationale: l'art de jongler avec differentes perspectives. Gestion, 27(1), 41-55.

Suutari, V. & Tornikovski, C. (2000). The challenge of expatriate compensation: the sources of satisfaction and dissatisfaction among expatriates. The International Journal of Human Resource Management, 32(2), 54-66.

Waxin, M.-F. & Panaccio, A.J. (2005). Cross-cultural training to facilitate expatriate adjustment: it works! Personnel Review, January, Special Issue on Global Human Resource Management.

Waxin, M.-F. (2004). Expatriates' interaction adjustment: the direct and moderator effects of culture of origin. International Journal of Intercultural Relations, 28(1), 61-79.

Waxin, M.-F. & Chandon, J.-L. (2003). L'adaptation au travail des expatries: ses determinants et l'effet du pays d'origine. Revue de Gestion des Ressources Humaines, 47(1), 57-71.

Wentland, D.M. (2003). A new practical guide for determining expatriate compensation: the comprehensive model. Compensation and Benefits Review, 35(3), 45-50.

LINKS WITH CONCEPTS AND THEORIES

The professor has the choice to introduce these themes before the discussion of the case study or to use the case study to introduce these concepts and theories:

Different internationalization strategies for multinationals; The filling of positions and compensation in an international context; The management of international managers.

ADDITIONAL BIBLIOGRAPHY TO HELP THE PROFESSOR

Bonache, J. & Fernandez, Z. (1997). Expatriate compensation and its link to the subsidiary strategic role: a theoretical analysis. The International Journal of Human Resource Management, 8(4), 457-475.

Forster, N. (1997). The persistent myth of high expatriate failure rates: a reappraisal. The International Journal of Human Resource Management, 8(4), 415-433.

Harvey, M. (1993). Empirical evidence of recurring international compensation problems. Journal of International Business Studies, 24(4), 785-799.

Latta, G.W. (1999). Expatriate policy and practice: a ten-year comparison of trends. Compensation & Benefits Review, 31(4), 35-39.

Martocchio, J.J. (1998). Strategic compensation: a human resource management approach. Institute of Labor and Industrial Relations, 311-339.

Reynolds, C. (1997). Expatriate compensation in historical perspective. Journal of World Business, 32(2), 118-132.

Saba, T. (2001). La GRH dans les entreprises internationales: une realite complexe et des exigences nouvelles. Effectif, janvier-fevrier-mars, 22-30.

Stroh, L.K. & Caliguiri, P.M. (1998). Increasing global effectiveness through effective people management. Journal of World Business, 33(1), 1-17.

Welch, D. (1994). Determinants of international human resource management approaches and activities: a suggested framework. Journal of Management Studies, 31(1), 139-163.

SELECTED QUESTIONS FOR CASE DISCUSSION

Topic 1: Alignment of International Strategy and Headquarters' Orientation Regarding the International Hrm Policy

1. Which internationalisation strategies do you recognise in this case study?

2. What is the HRM orientation adopted by the headquarters? What comments can you make concerning this choice? What can you recommend to the company's headquarters in this sense?

Topic 2: Expatriation Management

1. Is Paul Fierman a good candidate for this expatriation position?

2. What comments can you make on the expatriation management in general? And what comments can you make on the expatriate recruitment policy in particular?

Topic 3: Compensation of International Staff

1. What are the different expatriate compensation methods you recognised in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

2. What do you suggest to the U.S. headquarters' human resources manager in order to improve the expatriate satisfaction / compensation?

Virginia Bodolica, University of Quebec in Outaouais

Marie-France Waxin, American University of Sharjah

Table 1: Types of international organization configurations (Bartlett & Ghoshal, 1989) Organizational characteristics Multinational Global Configuration of Decentralized Centralized and assets and and nationally globally scaled capabilities self-sufficient Role of overseas Sensing and Implementing operations exploiting local parent company opportunities strategies Development and Knowledge Knowledge diffusion of developed and developed and knowledge retained within retained at the each unit centre Organizational characteristics International Transnational Configuration of Sources of core Dispersed, assets and competencies interdependent, and capabilities centralized, others specialized decentralized Role of overseas Adapting and Differentiated operations leveraging parent contributions by company national units to competencies integrated worldwide operations Development and Knowledge developed Knowledge developed diffusion of at the centre and jointly and shared knowledge transferred to worldwide overseas units Table 2: The profile of the ideal candidate and Paul Fierman's profile The profile of the ideal candidate for Pauls' position Paul's actual profile Good management education Good management education Specialist in inter-organizational Product head, marketing specialist restructuring International experience Some international experience: one year as an exchange student at Oxford (always an English-speaking milieu) Linguistic skills English as a first language Knowledge of Asian cultures -- Adaptability, cultural sensibility -- Table 3: The advantages and disadvantages of these different expatriate compensation methods used by CFB Co. Number of Year expatriates Compensation method 1985-1998 Few expatriates Negotiation approach 1998-2002 25 expatriates Mixed method --20 seniors International approach --5 juniors Balance sheet approach Advantages Year Company Expatriates 1985-1998 1998-2002 Disadvantages Year Company Expatriates 1985-1998 1998-2002

http://www.thefreelibrary.com/Chicago+Food+and+Beverage+Company:+the+challenges+of+managing...-a0166778681

Dogs :: Super Food for Dogs to Achieve Good Health

Special quality food is essential for every living being for good health. Dog is no exception in this regard and it requires special quality foods for maintaining the health. Nature of treats feed to dogs influence health, activeness, longevity, and even happiness of the pet. This is why special lifestyle needs to be followed by owners to ensure a healthy life. Owners need to ensure that food provided to customers is of good quality and helpful in getting desired benefits in life. Concern owners can never underestimate the importance of good food essential in maintaining the health of the pet. Ingredient label of the food needs to be checked by owners before buying products from pet store. This is because some commercial products are bad for health containing harmful chemicals. Higher grade foods need to be provided to pet to deliver fantastic health. Otherwise, low quality treats would create disease and prove fatal after sometime. Let us look at the importance of super food for dogs.

Feeding good quality food is very important to pet. Super foods are essential for dogs in maintaining the health. Super food means the treats containing all essential nutrients for growth, development, and developing the immunity system of the pet. But, such foods are rarely found in the market due to addition of low quality ingredients in manufacturing the products. Fillers, corn, soy, glycerin, excess salt, and other ingredients are added to fill up the packet to decrease price of treats and attracts buyers. But, feeding such low quality products create adverse effect on pet leading to diseases. Vitalife is an important brand offering high quality treats to dog owners to feed daily. It is an organic treat that is prepared from natural ingredients grown locally in Thailand. The treats are first oven-treated to package according to international standard to maintain freshness for a long time.

Veterinary doctors recommend pet owners to feed high organic treats to dog for good health. Organic treats are safe and contain fresh ingredients to deliver good health. Special treats are made from chicken fillet, duck fillet, beefs, and even sweet potatoes grown organically. Oven treating helps in maintaining the nutritive value, digestibility, aroma, and natural nutrients to deliver good health to pet. This is the reason dogs are being fed Vitalife products manufactured from this company. Treats are highly healthy and filled with essential nutrients. Treats of this brand are totally different from others in term of nutrients and ingredients used for manufacturing. The treats should be soft and easy to chew for the pet to digest easily.

Special lifestyle need to be promoted by owners to deliver better health to dogs. Regular exercises, walking, hopping, and even running would be helpful in cutting excess calories gained from food. Medical checkup need to be done to find out fatal diseases cropping up in body to deliver quick treatment to the pet. Vaccination is an important part of maintaining health of the dogs immediately by owners. Feeding of excess treats containing fats need to be avoided by owners to deliver good health to the pet. But, good quality treat is the most important thing required by owners to deliver better health to dogs. Buy special quality food from this brand to feed daily and deliver good health



http://www.articlebiz.com/article/1051635515-1-super-food-for-dogs-to-achieve-good-health/

Sexuality :: Daily Food You Can Take To Increase Sperm Count

Today, male infertility has been one of the major problems that concerned by most of men across the world. The problem has become more serious in the last few years that if you see at the supermarkets or local drugstores are now full with male enhancement products.

One of the reasons of male infertility is having low sperm count. Increased sperm count is important in all aspects of life; it emits strong sexual presence for a man and also very useful when you and your wife are trying to conceive a child. But, one thing is for sure is, in order to produce a good and healthy sperms, an overall healthy body is required. Your daily intake of nutrients/foods can help you attaining stronger and healthier ejaculations and also can help you increasing sperm count. This article will discuss what kind of food you should take on your daily life, in order to help you increasing sperm count.

1. Zinc.

Research shows that average person is lack of nutrition in six of the eight vitamins and minerals that are recommended for a healthy body. Less than one in ten receive the recommended daily allowance for zinc-an essential nutrient for sperm production. Zinc is vital for viable sperm count, motility, and a high percentage of live sperm in the semen. Zinc is implied in semen and therefore men lose significant amount of zinc during the ejaculation. So it is important that zinc is replace by the food we eat. Food rich in zinc such as lambs, turkeys, barley, wheat, beans, nuts, raw sunflowers, and pumpkin seeds are considered to be the super-foods that can help you increasing sperm count. Oysters are often said to be a great aphrodisiac, but it's also great for increasing sperm count.

2. Cut out junk and processed food.

There is one thing you have to know about process foods. During the manufacturing process, the essential nutrients are removed from the food in order to increase the longevity of the food. In addition, the cooking process later on will further removes the remaining nutrients. So to eliminate the removal of vitamins and minerals from your foods, it is highly recommended to purchase fresh fruits and vegetables as well as eat them raw whenever possible.

3. Selective eating.

You can also satisfy your man sized of hunger with dark red meats, poultry and fish, such as salmon and tuna. Whole grains, dried beans and eggs are also good for increasing sperm count. Always keep in mind: when you make your food choices at the market, always consider if they are good blood building foods. It is important so you can have the fullest benefit from the food you eat. In addition, you can also add multivitamin on your diet list. This will aid in providing you with the essential nutrients for increasing sperm count.

So, you see, eating healthy does not mean you have to sacrifice all the fun you can have with foods. It is only take little bit of leg work and patience. Eventually, your ultimate goal of conceiving a child will be achieved by increasing your sperm count.





http://www.articlebiz.com/article/347262-1-daily-food-you-can-take-to-increase-sperm-count/

Chiropractor Columbus GA

At Chiropractor of Columbus, we offer services including nutritional counseling and MORE that can help you live the healthiest lifestyle possible!

Give us a call for more information or to set up your next appointment!

Some might think that you only need a Chiropractor only after a serious injury or an accident. Although that may be true, having a Chiropractor on an ongoing basis can greatly improve your overall health.Here is just a short list of things that a Chiropractor can help manage on an ongoing basis!

*High Blood Pressure

*Arthritis

*Prenatal Discomfort

*Increase Vitality and Improve Quality of Life

*Neck and Back Pain

...and much more!

Make your life changing appointment with us!

Relaxation is also one of the many benefits of chiropractic care! There are also many more benefits to seeing a chiropractor on a regular basis than you can imagine!



https://www.youtube.com/watch?v=izaHLOq3wKA&feature=share

Stress relief is one of the most sought after affects of many treatments today, and it is one of the lesser-known benefits of chiropractic.

We often don’t remember to pay attention to the impact our schedules are having on our bodies. When your muscular, nervous and skeletal systems are tense and misaligned, then it’s likely that you are, too, especially the nervous system, which is responsible for all of the communication that occurs in your body.

Once your body is balanced, you will feel more able to manage your stress and may also have an increase in mood!

Come relax with us, give us a call today!

Chiropractor Of Columbus

5771 Veterans Pkwy, Columbus GA 31904

706-948-2595

You can also visit us at other properties listed below:

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Lice Removal Altanta Ga and Surrounding Areas

Source:

https://storify.com/whimsicala449/lice-removal-atlanta-ga-and-surrounding-areas#publicize

If you are looking for a lice removal service in Atlanta, GA, LiceHappens is here to help!

If you've ever been told that you need to go through an elaborate house cleaning routine to rid your home of Lice, that is untrue!

According to the American Academy of Pediatrics and the Harvard School of Public Health, there is no reason to go to extreme lengths to rid your house of lice, because lice don’t live in houses, they live on heads!

You'll still want to want to vacuum upholstery and launder bed linens where infested people have laid their heads. But there is no need to spend a fortune on a cleaning service.

We are here to help remove Lice from heads and help train you to prevent future breakouts!

Stop The Madness, We're Here To Help!

We understand the frustration and the long hours it takes to meticulously comb and pick through a child's hair that's been infested with Lice.

At Lice Happens Atlanta, we understand because we have been there. That's why we have such a passion for what we do!

Not only do we treat Lice, we also meticulously comb through the hair to ensure that those pesky pests don't stick around.

Give us a call, we're here for all of your Lice removal needs 24/7! Call us @ 770 776 7913

Question: I combed and got rid of the lice but found no nits. Am I lice free?

Answer: Where there's smoke there's usually fire and where there's lice, there are usually nits. Not always, but you should keep on wet combing every few days just in case a missed nit turns into a unwanted bug. When you have been regularly combing for 2 weeks with no new bug sightings, that's when I think you can breathe a sigh of relief and reduce your combing to routine lice checking.

Our services are guaranteed, so there is nothing to lose but Lice!

Let us help you get your peace of mind back in your home!

Here are a few of our videos showing our service areas in Georgia.

You can see all of our videos at our Youtube Channel: https://www.youtube.com/channel/UCX7s2CivAExQN9dVS742NtQ

or view them in our playlist here: https://www.youtube.com/playlist?list=PLXV0x4b2hXF1o_0UM01Jf_Z2OJYopHd9X



https://www.youtube.com/watch?v=3m3dKDJdNU4



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https://www.youtube.com/watch?feature=youtu.be&v=ekgHgqwPbn0

You can also visit us at one of our sister properties too! We have updated photos and reviews on these properties as well.

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Again, if you need any help at all don't hesitate to give us a call:

Lice Happens - 2411 Chastain Drive, Atlanta GA 30342- (770) 776-7913

Our other social accounts:

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Botox Columbus GA

As we age, and as crows feet begin to form around the eyes, when we smile, these wrinkles can be become exaggerated as you can see in the 'before' picture.

The great part about Botox is that it is a very cost effective method in keep wrinkles at bay!+

FACT: “Dynamic wrinkles,” which are the wrinkles caused by the muscles used during facial expression are especially prevalent in the area around the eyes.

HOWEVER: These wrinkles are very responsive to Botox treatments. One of the benefits of Botox injections is that Botox weakens the muscles responsible for both squinting and crinkling of the eye area.

THE RESULT: The treatment effectively reduces or eliminates crow’s feet and other wrinkles around the eyes. Since Botox injections only affect muscle nerves, NOT nerves of sensation, patients do not experience a loss of feeling in the treated area.

This is just another reason why Botox has been a favorite among 10's of thousands of men and women each year.

If you are starting to see fine lines and wrinkles in your face. Botox can serve as preventative maintenance and keep your wrinkles from getting too deep into the skin.

Remember, Botox has a multitude of uses, such as treating migraine headaches which has been approved by the FDA.



Remember, over time as we make certain facial expressions, our facial skin will develop a fine wrinkle overtime that can easily develop into a deep wrinkle if not taken care of.

Botox can help with crow's feet, glabellar lines, and forehead wrinkle and much more!

VIDEO: https://www.youtube.com/watch?v=3QD7Ex24u1Q

https://storify.com/possessive120/botox-columbus-ga

Unsecured Debt Consolidation Loans For Bad Credit

There are many people who have found themselves in a dire situation due to the amount of debt that they owe. Many have though to look to the government for a personal bailout, but this does not exist.

There are a couple of options that people have when they want to get unsecured debt consolidation loans for bad credit. One is going to a local bank and asking them to help. Often times, this is not the answer for many people because of bad credit. For others who have formed a relationship with their banks, this may be an option.

However, for those who do not know where to turn, there are many private companies that have helped to reduce millions in bad for consumers each year. These companies will work with those who had marks on their credit.

One of the best ways to make sure that you get out this situation and stay out is to have a plan of action, regardless of what you decide to do. There are many tools online that can help you plan for your future, without having extra obligations looming over you.

You can find out more here:https://www.youtube.com/watch?v=rBvNuijc4m4



Original Release: http://www.prlog.org/12452056-unsecured-debt-consolidation-loans-for-bad-credit.html

Lice Removal Sandy Springs Ga | (770) 776-7913 | Lice Treatment Sandy Springs Ga

Lice Removal Sandy Springs | (770) 776-7913 | Lice Treatment Sandy Springs Ga

Welcome to Lice Happens, your one stop Lice removal for Sandy Springs Ga. We are a mobile lice treatment and removal service serving Sandy Springs Ga and the surrounding areas. Call us at 770 776 7913.

We look forward to helping you get the professional lice treatment you need!

Lice Removal Sandy Springs Ga | (770) 776-7913 | Lice Treatment Sandy Springs Ga

original: https://www.youtube.com/watch?v=rJZ7CY-OsMA

Real Estate Agents Tulsa

Do you need real estate agent in tulsa

Do you need help finding the right property within commuting distance of Tulsa?

Debbie Solano with Coldwell Banker Select specializes in matching buyers with land, homes, hobby farms, horse properties, cattle ranches, and country estates within an hour or two of Tulsa. From Midtown Tulsa to counties beyond, Debbie can help you compare properties and make informed decisions as to which community is a better fit for your lifestyle.

A certified residential specialist and member of the REALTORS Land Institute, Debbie knows how to position your property in the market. If you are buying or selling,

Contact Debbie today.

Call 918-724-8201 or find her online at OK Land and Ranches dot com

Unsecured Debt Consolidation Loans for Bad Credit

unsecured debt consolidation loans for bad credit

Debt consolidation loans for bad credit are a smart way of easing the heavy burden of your debilitating debts. Bad credit means that you will find it hard to be approved for things like loans, mortgages, and credit cards from financial lenders. Bad debt wrecks havoc on your finances and climbing out of the hole can be daunting.

The shaky nature of the economy has lead to many looking at debt consolidation loans for bad credit as a solution. The consolidation lenders want to facilitate you debt clearance process. The lender will look at your debt situation, discuss with your other lenders, and draw out a payment plan. All your small and large debts will be bulked into one big debt. You will then pay monthly installment for this one consolidated debt.

Debt Consolidation Loans For Bad Credit Advantages.

First of all, you get to make a real difference in your staggering debt. In most cases, the consolidated debt comes at a lower interest rate. This helps you to save some money. Therefore, you get to hit two birds with one stone, lower your debt amount and lower interest rates.Second, when debt consolidation loans for bad credit are used, you get one simple debt, which you can manage. Keeping track of small multiple debts can be hectic. You might fall behind on payment for one debt, which will affect your credit ratings. Consolidating your debts keeps you focused on one debt repayment plan, which is easier.

Third, the flexibility of consolidated loans helps you map out a payment plan that you can manage. This ensures you do not fall into financial chaos. Is a debt consolidation loan for bad credit really for you? The only way to be sure is to talk to a debt consolidation expert.

You also have to figure out your financial situation and see if you can manage the payment plan drawn out. As you talk to the expert, try to get as much information as possible on debt consolidation loans for bad credit. Find out how low your interest rates will fall, what are the contractual obligations and all other relevant information.

Debt consolidation loans for bad credit might not suit all individuals and might not be the panacea for all debt issue. However, after careful analysis of your financial position, you might discover that this method of debt consolidation is exactly what you need.

Using this newfound information, you have a real shot of really changing your financial future. Only use the advice and services of trustworthy companies/experts. Make sure you stick to the plan and learn how to better manage your finances. This is the best (and perhaps the only) way that debt consolidation loans for bad credit can be positively used to clear your debts.

Lice Removal Atlanta GA

lice removal atlanta georgia

No Shame. No Blame. That is our motto! Lice Happens is a mobile lice removal service in Atlanta Ga that provides safe and effective removal of head lice and their eggs in the comfort and privacy of your own home. Our highly trained specialist have successfully treated thousands of satisfied families.

Through our comprehensive approach, combining thorough, meticulous combing of the hair with our effective, non-toxic products to remove lice and nits, we empower and educate families to properly screen and treat children today and in the future. Our goal is to get your lives back to normal quickly! At Lice Happens, all of our sessions are customized to the individual needs of our clients. We guarantee our work the first time and do not have repeat customers!

Lice Happens is the ONLY lice removal service in Atlanta Ga you will ever need!

Lice Removal Atlanta Ga | 770-776-7913 | Lice Treatment Atlanta

Our team would love to help you and your family! We are here 24/7 at 770-776-7913.