General Winfield Scott in the Mexican-American War

Winfield Scott was born on June 13, 1786, near Petersburg, VA. The son of American Revolution veteran William Scott and Ann Mason, he was raised at the familys plantation, Laurel Branch. Educated by a mixture of local schools and tutors, Scott lost his father in 1791 when he was six and his mother eleven years later. Leaving home in 1805, he commenced classes at the College of William Mary with the goal of becoming a lawyer. Unhappy Lawyer Departing school, Scott elected to read law with prominent attorney David Robinson. Completing his legal studies, he was admitted to the bar in 1806, but soon tired of his chosen profession. The following year, Scott gained his first military experience when he served as a corporal of cavalry with a Virginia militia unit in the wake of the Chesapeake-Leopard Affair. Patrolling near Norfolk, his men captured eight British sailors who had landed with the goal of purchasing supplies for their ship. Later that year, Scott attempted to open a law office in South Carolina but was prevented from doing so by the states residency requirements.   Returning to Virginia, Scott resumed practicing law in Petersburg but also began investigating pursuing a military career. This came to fruition in May 1808 when he received a commission as a captain in the US Army. Assigned to the Light Artillery, Scott was posted to New Orleans where he served under the corrupt Brigadier General James Wilkinson. In 1810, Scott was court-martialed for indiscreet remarks he made about Wilkinson and suspended for a year. During this time, he also fought a duel with a friend of Wilkinson, Dr. William Upshaw, and received a slight wound in the head. Resuming his law practice during his suspension, Scotts partner Benjamin Watkins Leigh convinced him to remain in the service. War of 1812 Called back to active duty in 1811, Scott traveled south as an aide to Brigadier General Wade Hampton and served in Baton Rouge and New Orleans. He remained with Hampton into 1812 and that June learned that war had been declared with Britain. As part of the wartime expansion of the army, Scott was promoted directly to lieutenant colonel and assigned to the 2nd Artillery at Philadelphia. Learning that Major General Stephen van Rensselaer was intending to invade Canada, Scott petitioned his commanding officer to take part of the regiment north to join in the effort. This request was granted and Scotts small unit reached the front on October 4, 1812 Having joined Rensselaers command, Scott took part in the Battle of Queenston Heights on October 13. Captured at the battles conclusion, Scott was placed on a cartel-ship for Boston. During the voyage, he defended several Irish-American prisoners of war when the British attempted to single them out as traitors. Exchanged in January 1813, Scott was promoted to colonel that May and played a key role in the capture of Fort George. Remaining at the front, he was brevetted to brigadier general in March 1814. Making a Name In the wake of numerous embarrassing performances, Secretary of War John Armstrong made several command changes for the 1814 campaign. Serving under Major General Jacob Brown, Scott relentlessly trained his First Brigade using the 1791 Drill Manual from the French Revolutionary Army and improving camp conditions. Leading his brigade into the field, he decisively won the Battle of Chippawa on July 5 and showed that well-trained American troops could defeat British regulars. Scott continued with Browns campaign until sustaining a severe wound in the shoulder at the Battle of Lundys Lane on July 25. Having earned the nickname Old Fuss and Feathers for his insistence on military appearance, Scott did not see further action. Ascent to Command Recovering from his wound, Scott emerged from the war as one of the US Armys most capable officers. Retained as a permanent brigadier general (with brevet to major general), Scott secured a three-year leave of absence and traveled to Europe. During his time abroad, Scott met with many influential people including the Marquis de Lafayette. Returning home in 1816, he married Maria Mayo in Richmond, VA the following year. After moving through several peacetime commands, Scott returned to prominence in mid-1831 when President Andrew Jackson dispatched him west to aid in the Black Hawk War. Departing Buffalo, Scott led a relief column which was nearly incapacitated by cholera by the time it reached Chicago. Arriving too late to assist in the fighting, Scott played a key role in negotiating the peace. Returning to his home in New York, he was soon sent to Charleston to oversee US forces during the Nullification Crisis. Maintaining order, Scott helped to diffuse the tensions in the city and used his men to aid in extinguishing a major fire. Three years later, he was one of several general officers who oversaw operations during the Second Seminole War in Florida. In 1838, Scott was ordered to oversee the removal of the Cherokee nation from lands in the Southeast to present-day Oklahoma. While troubled about the justice of the removal, he conducted the operation efficiently and compassionately until being ordered north to aid in resolving border disputes with Canada. This saw Scott ease tensions between Maine and New Brunswick during the undeclared Aroostook War. In 1841, with the death of Major General Alexander Macomb, Scott was promoted to major general and made general-in-chief of the US Army. In this position, Scott oversaw the operations of the army as it defended the frontiers of a growing nation. Mexican-American War With the outbreak of the Mexican-American War in 1846, American forces under Major General Zachary Taylor won several battles in northeastern Mexico. Rather than reinforce Taylor, President James K. Polk ordered Scott to take an army south by sea, capture Vera Cruz, and march on Mexico City. Working with Commodores David Connor and Matthew C. Perry, Scott conducted the US Armys first major amphibious landing at Collado Beach in March 1847. Marching on Vera Cruz with 12,000 men, Scott took the city following  a twenty-day siege  after forcing Brigadier General Juan Morales to surrender. Turning his attention inland, Scott departed Vera Cruz with 8,500 men. Encountering the larger army of General Antonio Là ³pez de Santa Anna at Cerro Gordo, Scott won a stunning victory after one of his young engineers, Captain Robert E. Lee, discovered a trail that allowed his troops to flank the Mexican position. Pressing on, his army won victories at Contreras and Churubusco on August 20, before capturing the mills at Molino del Rey on September 8. Having reached the edge of Mexico City, Scott assaulted its defenses on September 12 when troops attacked Chapultepec Castle. Securing the castle, American forces forced their way into the city, overwhelming the Mexican defenders. In one of the most stunning campaigns in American history, Scott had landed on a hostile shore, won six battles against a larger army, and captured the enemys capital. Upon learning of Scotts feat, the Duke of Wellington referred to the American as the greatest living general. Occupying the city, Scott ruled in an evenhanded manner and was much esteemed by the defeated Mexicans. Later Years Civil War Returning home, Scott remained general-in-chief. In 1852, he was nominated for the presidency on the Whig ticket. Running against Franklin Pierce, Scotts anti-slavery beliefs hurt his support in the South while the partys pro-slavery plank damaged support in the North. As a result, Scott was badly defeated, winning only four states. Returning to his military role, he was given a special brevet to lieutenant general by Congress, becoming the first since George Washington to hold the rank. With the election of President Abraham Lincoln in 1860 and the beginning of the Civil War, Scott was tasked with assembling an army to defeat the new Confederacy. He initially offered command of this force to Lee. His former comrade declined on April 18 when it became clear that Virginia was going to leave the Union. Though a Virginian himself, Scott never wavered in his loyalties. With Lees refusal, Scott gave command of the Union Army to Brigadier General Irvin McDowell who was defeated at the First Battle of Bull Run on July 21. While many believed the war would be brief, it had been clear to Scott that it would be a protracted affair. As a result, he devised a long-term plan calling for a blockade of the Confederate coast coupled with the capture of the Mississippi River and key cities such as Atlanta. Dubbed the Anaconda Plan, it was widely derided by the Northern press. Old, overweight, and suffering from rheumatism, Scott was pressured to resign. Departing the US Army on November 1, the command was transferred to Major General George B. McClellan. Retiring Scott died at West Point on May 29, 1866. Despite the criticism it received, his Anaconda Plan ultimately proved to be the roadmap to victory for the Union. A veteran of fifty-three years, Scott was one of the greatest commanders in American history.

The Hiv / Aids Social Problem - 863 Words

The conflict perspective can be used to describe and analyze the HIV/AIDS social problem. The conflict theory is simply a theoretical approach that views social problems based on conflicts between two or more groups. In addition, society is divided by social classes which are confrontational, competitive and attempt to exploit one another to gain social status and power. This division can be related to racial and ethnic inequalities, which is often created by prejudice and bias. When we directly evaluate this theory as it relates to HIV and AIDS, it aids in explaining the negative attributes affiliated within certain subordinate groups. These groups often consist of racial and ethnical minorities and live in poverty and is directly linked to high-crime and low-income neighborhoods. Furthermore, this affiliation can be considered a direct result of these groups unfortunate set of circumstances, which are precisely related to consequences administered by our broken system. In addition, we could utilize the conflict theory to search for viable solutions to the ongoing social problem. Some proposed solutions could be modifying social injustice, economic racism, and erroneous laws which unintentionally have a negative impact on racial and ethnic sub-groups. The introduction to antiretroviral treatment has proven to significantly reduce the mortality secondary to infections in HIV patients by restoring patients’ immune system (Chan and Brew). These studies and antiretroviralShow MoreRelatedA Research Study On Palliative Care1663 Words   |  7 PagesPreviously, HIV was considered a disease associated with young persons. However, in present day, it is recognized as the disease that affects people of all ages. Individual aged 50 and older has many of the same HIV risk factors as a younger individual. There is an increase in the number of patients aged 50 and over who are living with HIV. 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Welcome Case Study On WWF

Question: Describe about a Case Study on WWF? Answer: Introduction Personal human resource management is one of the vital activities for the non-profit organizations like WWF. The success of the business depends upon the effectiveness of the human resource planning. Recruitment process for non-profit making organization like WWF has to be designed and implemented in an effective manner. This will enable the organization to recruit the right number of candidates at the right time. The process for human resource management includes planning for the workforce, recruiting, selecting, training, introducing development plans, and defining the appraisal method. Such strategies require exclusive accuracy at the time of planning or executing the task. With the help of the experienced and qualified staffs, the organization would be able to provide the best possible services that are considered to be essential for the conduct of the task. This includes introducing the better methods for recruiting and retaining the staffs or employees for the company (Armstron g, 2009). In order to retain ore recruit the best staff it is necessary to introduce step-by-step analysis for strategic planning. This is exclusively included for selection and recruitment process. In this report the importance of the recruitment and selection process for WWF has been presented in an elaborated manner. This report consists of literature work that highlights the benefits and challenges involved with the selection and recruitment process. Through planning, it is possible to adopt scientific selection method, which enables the organization to introduce the best recruitment process (Boxall. P Purcell, 2003). Literature review The process of recruitment and selection has been defined as a process through which the organization can conduct the search for the suitable candidate to work within the company. In this process, the management also works on finding different methods through which the potential candidates can be encouraged to apply for jobs with WWF. Recruitment and selection process are concurrent to each other. Thus, there has to be an effective strategy through which the task can be executed by the management of the organization. With the help of an effective strategy it is possible for the human resource department of the organization to discover the capable and potential candidate who can handle the challenging tasks within the organization. Thus, the process acts as a like between the job seekers and the available jobs with WWF (British Psychological Society, 2007). Different theories on the human resource management mainly concentrate on adopting the best technique for recruiting and selecting the best candidate. For this, it is essential to introduce an effective method for interviewing and assessment. The assessment procedure includes psychometric examination which enables the company to select the best candidate for the organization. The selection method can be internal or externally associated with the business performance. The selection of the technique completely depends upon the requirement of the company, and the availability of the qualified staffs. In order to select the suitable candidate it is necessary for the management to advertise the details about the job requirements. For this, it is necessary to select the best advertisement procedure. The decision to choose the process completely depends upon the management decision, and the time available for recruiting and training the staffs (Dainty, 2000). WWF is a non-profit making organization. The organization is indulged into different activities through which the quality of lives of animals is improved. For this, it is necessary for the management to select the best procedure through which the deserving candidate can be selected for the organization. Through incisive analysis procedure, it is possible for the company to introduce the best and successful recruitment procedure. In this method, the market condition, interview procedure, and the types of test required for sleeting the deserving candidate has to be defined. The selection procedure again depends upon the job requirements for the company and the availability of the staffs. For this, it is essential to conduct job analysis, through which the emotional intelligence of the individual can be analyzed. This is one or prime important factors through which the challenging tasks involved with the selection and recruitment procedure can be followed (Fajan Sola, 2002). Selection and recruitment process The procedure required to be followed for recruiting and selecting the staffs depends upon different factors. It includes deciding upon the type of interview method, defining the relevance of the role play, and including group discussion. Through this process, the managers of the human resource department would be able to analyze the potentiality of the candidate selected for the job. An effort is made to introduce challenging methods for candidates who have been selected for the jobs. Through this method, it is possible to analyze the ability and potentiality of the individual to perform the task (Godard J. Delaney, 2000).. The role played by the management for introducing selection and recruitment process is quite crucial. In this process, the barriers and other limitations associated with the recruitment process has to be analyzed. Through this process, it would be possible for the management to introduce the best strategies through which the best candidate for the job can be selected. Recruiting new candidates for the company is an expensive affair, and thus the process has to be followed in the best possible manner. In case of insufficient recruitment policy or methods, the organization might face huge challenges that can affect the successful business conduct. In order to overpower the hindrances, it is necessary for the management to analyze the challenges and introduce the best strategies through which the deserving candidate can be recruited (Guest, D. E and King, 2004). It is quite important to define the recruitment and selection process through which the best application can be selected and put through the interview method. The process and the method that is intended to be followed is not a simple task. In this case, the process or the strategy has to be defined. This will help in implementing the best steps through which they require changes for recruiting the best candidate can be introduced. Through board planning method, the organization can plan for the recruitment process and fill in the required workforce. The strategies for the WWF have to be outlined as this will help in selecting the best candidate suitable for the organization (Hunger, T.D and Wheelen, 2003). Job description Job description has to be provided as this will be useful for the potential candidates. After checking on the type of job intended to be performed and the qualification required for executing the same, the potential candidate can apply for the task. Through such process, it is possible to recruit the best candidate who will be suitable for the work. It is also necessary to highlight the features associated with the ethical factors. This would enable the candidate to understand the work atmosphere, and the challenges that is expected to be faced at the time of executing the task. This is one of the reasons, the management of the human resource department introduce psychometric test. Through this process, the management analyzes the ability of the individual to perform different challenging tasks that exists at the workplace. The selection tests is drafted and implemented with an intention of promoting the factors through which the best candidate suitable for the job can be selected an d recruited. Through job description process, it is possible for the management to discuss about the requirements for the job, and discuss the same with the candidates. This would help in the implement one of the corrective measures through which the right steps can be implemented for recruiting the suitable candidate for the company (International Test Commission, 2005) Value added process The selection and the recruitment process are associated with the value added or the non value activities. Both the factors are considered to be essential for the recruitment and selection process. In thus case it is necessary to draft an effective strategy through which the best candidate for the job can be recruited. This is done through strategies manpower planning, which is considered to be necessary for the selection of the deserving candidate for the job. In order to cater the needs of the organization, it is essential for the organization to concentrate on the demand factor, rather than supply system. This is related to the recruitment and the selection procedure that is followed by the organization. Thus, it is necessary to include the below mentioned factors Planning Supervision factors Control system Through such procedure it is possible for the management of the organization to add value to the recruitment system. The price involved at the time of recruiting the suitable candidate has to be analyzed. The prime objective of the organization is to select the best candidate without spending much on the recruitment process. Selection of the process impacts the decision or the tasks that has been decided by the organization. With the help of the skilled and experienced workforce, the management can easily understand different types of challenging works. Through the research work, an attempt is made to analyze the waiting time or the inspection time required for filling in the non-value added tasks. In this process, the expenses associated with the process for advertisement has to be evaluated (Legge, 2001). Companies and organizations dont prefer to spend huge funds on advertising for the recruitment process. For esteemed and highly responsible jobs, the selection process has to be evaluated. Through this process, the time required for recruiting and selection is minimized. This is one of the most important factors, as it would help the management to introduce the corrective steps through which the right type of candidate can be selected for the job. Through effective planning and implementation process, it is possible to reduce on the recruitment costs, which is basically incurred in terms of advertisements. In the similar manner, it is essential to minimize the repetitive work, which impacts the recruitment process and the time required for recruiting and training the quid staffs. Such factors have to be analyzed, as the management cannot afford to waste time and efforts on the recruitment process for the workforce ( Menezes, et al., 2010). HRM approaches Approaches adopted by the human development department for the organization is an important factor. In this process, the objectives or the materialization of the strategies prepared by the management has to be defined. This includes training and different developmental program. Through this process, the management of the organization can introduce the best selection process through which the performance can be improved. At the time of planning for the recruitment process, the labor market and other factors has to be taken into consideration. Thus, the models are developed and implemented to identify the different process for recognizing the applicants through which the selection process can be introduced. Through the process, the organization introduces the best strategies through which the recruitment process can be simplified. It is necessary to develop and implement the best methods for developing the employee relationship. The method selected for developing the social relationshi p has to be identified and implemented in the right manner. This is done to introduce high quality job applicants that are required for handling the job. In this process the process followed for describing the job and other factors are considered to be an essential factor. Through this method, it is possible for the authorities to attract the attention of the job applicants for different levels (Morris, S., Snell, 2010). In this case, the expectations and the values have to be developed. This will help in interacting with the applicants and highlighting the details of the tasks that is intended to be performed. In this case, the opportunity has to be identified the tasks intended to be followed has to be communicated with the members or the staffs. In this case, the expectations of the staffs and others associated with the execution of the task have to be analyzed. This will help in analyzing the challenges that are associated with the execution of the tasks related to the recruitment and selection method. The procedure followed by various companies varies and it depends upon the process that is intended to be adopted by the management. In this case, the challenges involved with the process of selection and recruitment has to be followed. Through this process, the authorities can adopt the best strategies through which the right type of candidate for the job can be selected. The model has to be selec ted after analyzing the expectations or the objectives of the company. In this method the barriers or the limitations involved in the process has to be analyzed. Through the method an attempt is made to recruit the best staffs that are required for the company (Newill S Schackleton, 2000). Reflective The selection and the recruitment process is considered to be quite complex and it depends upon various factors. This is one of the reasons; the authorities undertake different strategies and methods through which the tasks can be accomplished. At the time of selecting the suitable candidate, it is necessary to analyze the objectives of the organization. Through this process, the management would be able to determine the best staff that will be suitable for the task. The selection and the recruitment process have to be planned and the corrective steps needs to be introduced by the authorities. Through this process, it is possible for the management or the authorities to adopt the best methods through which the right type of candidate can be selected for the company. The challenges and the barriers involved in the process of recruitment and selection has to be analyzed. Through this process, it is possible for the authorities to introduce the corrective steps through which the best st affs can be recruited for the position. In this case, the authorities has to draft the best strategies through which the selection process can be done without spending much time on the same. At the time of selecting candidate for nonprofit making organization, it is necessary to analyze the challenges involved with the process. Through this process, it is possible for the management to introduce the best strategies that will help in recruiting the suitable candidate for the post. In this case, the strategies prepared by the management for selection and recruitment process have to be developed and implemented in the right manner. This will help in implementing the best step through which the challenges involved with the selection and recruitment process can be easily handled. Through the decided strategy the company or the organization can prepare the plan for recruiting the suitable candidate. In this process, it is necessary to analyze the job and describe the job. This will help in selecting the suitable candidate who can handle the challenging tasks. The works has to be descried, as this will improve the possible of recruiting the best staff for the company. Policy ad opted by the company from recruitment and selection would be introduced. The strategies have to be analyzed, and the corrective steps have to be introduced in order to recruit the right type of candidate. References Armstrong, M (2009), Handbook of HRM practice, Kogan Page, London and Philadelphia. Boxall. P Purcell. J. (2003), Strategy and Human Resource Management, Palgrave Macmillan, New York. British Psychological Society (2007), Psychological Testing: A users Guide, Psychological Testing Centre, Leicester. Dainty, A. (2000) Improving Employee Sourcing within Construction Organization, Proceedings of the ARCOM 2000 Conference, Glasgow, Vol. 1. Fajan Sola (2002) Human Resource Management, Lagos, Labofin Press Godard J. Delaney J. T. (2000) Reflections on the High Performance Implications for Industrial Relations as a Field, Industrial/Labour Relations Review. Guest, D. E and King, Z (2004), Power, Innovation and Problem Solving: The Personnel Managers Three Steps To Heaven? Journal of Management Studies, 41 (3), pp 401-23 Hunger, T.D and Wheelen, T. (2003) Essentials of Strategic management, New Jersey, Pearson Education Inc. International Test Commission (2005), International Guideline on Computer-based and Internet Delivered Testing, British Psychological society, Leicester. Legge, K. (2001) Silver Bullet or Spent Round? Assessing the Meaning of the High Commitment Management/Performance Relationship in J. Storey (ed) Human Resource Management A Critical Text (2nd ed) Menezes, L. M., Wood, S., Gelade, G. (2010). The integration of human resource and operation management practices and its link with performance: a longitudinal latent class study. Journal of Operations Management, 28(6), 455-471. doi: 10.1016/j.jom.2010.01.002 Morris, S., Snell, S. (2010). The evolution of HR strategy: adaptations to increasing global complexity. In A. Wilkinson, N. Bacon, T. Redman, S. Snell (Eds.), The SAGE handbook of human resource management (pp. 84-99). London: Sage. Newill S Schackleton .V. (2000) Recruitment and Selection, in Bach K Session (eds), Personnel Management (3rd edition) (Pp 111-36). Noe Hollenbeck, Gerhart and Wite (2000), Human Resource Management: Gaining A competitive advantage, 3rd edition McGraw-Hill, Boston. Pilbeam. S Corbridge S, (2002), People Resourcing HRM in Practice, 2/e, Pearson Education Ltd. UK. Robertson, I T and Smith, M (2001), Personnel Selection, Journal of Occupational and Organizational Psychology, 74(4), pp 441-72. Rubino, T., Demo, G., Traldi, M. T. F. (2011, April). As polticas de gesto de pessoas influenciam o bem-estar no trabalho? Proceedings of the Congresso Iberoamericano de Psicologia das Organizaes e do Trabalho, Florianpolis, SC, Brazil, 2 Serpell, A., Ferrada, X. (2007). A competency-based model for construction supervisors in developing countries. Personnel Review, 36(4), 585-602. doi: 10.1108/00483480710752812 Stone, D. L., Stone-Romero, E. F., Lukaszewski, K. (2007). The impact of cultural values on acceptance and effectiveness of human resource management policies and practices. Human Resource Management Review, 17(2), 152-165. doi: 10.1016/j.hrmr.2007.04.003 Subramony, M. (2009). A meta-analytic investigation of the relationship between HRM bundles and firm performance. Human Resource Management, 48(5), 745-768. doi: 10.1002/hrm.20315 Syrett, M. (2006), Four Reflections on Developing a Human Capital Measurement Capability, in Whats the Future for Human Capital?, CIPD, London. Turner, R., Huemann, M., Keegan, A. (2008). Human resource management in the project-oriented organization: employee well-being and ethical treatment. The International Journal of Project Management, 26(5), 577-585. doi: 10.1016/j.ijproman.2008.05.005 Ulrich, D and Brockbank, W (2005). The HR Value Proposition, Harvard Press, Cambridge, MA Uysal, G. (2012). For the development of effective HRM systems: inter-relationships between HRM practices using correlation analysis. World Review of Entrepreneurship, Management and Sustainable Development, 8(1), 1-12. doi: 10.1504/WREMSD.2012.044483 Winterton, J. (2007). Training, development and competence. In P. Boxall, J. Purcell, P. Wright (Eds.), The Oxford handbook of human resource management (pp. 324-343). New York: Oxford University Press. Wrightt, P.M., Snell, S.A and Jacobson (2004) Current Approaches to Human Resource Strategies Inside-out Versus Outside in Human Resource Planning 27(4), 2-22.

Workplace Ethics Solvay Group

Introduction Solvay group is a company located in Brussels. It deals with worldwide chemical and pharmaceutical products and distributes these products internationally in various regions such as Europe, NAFTA, Mercosur and Asia Pacific. By 2007, the group had 28,000 employees and the groups net sales from its three divisions were well over â‚ ¬ 28,000 millions (Brussels, 2007).Advertising We will write a custom term paper sample on Workplace Ethics: Solvay Group- International Mobility and Managing Expatriates specifically for you for only $16.05 $11/page Learn More In May 2008, the company human resource manager, Marcel Lorent was at a crossroad on who to pick for the best candidate position for an expatriate job. Before him, there were four folders each containing the details of each candidate (Groysberg et al, 2009 p. 2). The organizations goal is to assist the expats on everyway via all matters concerning the expat procedure. An expats progress an d transition would be tricky and complicated and until lately, the system in this organization had not at all times concentrated on how to make simpler the experience of each expert. Lorents group had executed several modifications whose goal was to make all phases of the expat procedure in this organization easier to comprehend though there was a room for perfection. Four candidates who had made exceptional requests, which were not extraordinary for an expat procedure, were used (Groysberg et al, 2009 p. 9). The first folder comprised of paperwork for a youthful manager by the name Ponte who was supposed to shift from Italy to the organizations China undertakings. He had shown some reluctance to shift since he looked after his mother who resided single handedly in Italy. Solvay expat policy, however, had made it clear that only pressing families were appropriate to be shifted. Lorent in this case was frightened by the fact that Solvay would lose Ponte if they were not capable of as sisting him to find a solution to this problem. Lorent wondered whether he should make an exemption and get a way to allow Ponte shift with his mother. The second central issue involved Joel Marion who was a manager from a previous Solvay sector that had its headquarters in Detroit (Groysberg et al, 2009 p. 18). He was seeking to go back to Brussels following 13 years in Mexico and America. Lorent, however, was not aware of apt positions that would utilize Marion’s extensive know how and offer him the opportunity to continually improve and advance his career prospects at the company. Lorent had access to the organization’s open positions though he still had his doubts about the efficiency of the HR systems.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More He was not confident if the system could offer him the possible openings concerning the matter. In the Interim, he had an impermanent position for exclusive projects in his group, which was not a straight fit for Marion. Lorent marveled if this might have worked as a temporary position to take him back to Brussels. The third central issue dealt with an engineer by the name Pedro who had shifted to Brazil together with his family. He had been employed in Solvay plastics industry all through South America (Groysberg et al, 2009). His wife who was a therapist was unable to undertake her job in Belgium and Lorent now wondered whether Pedro’s family would go back to Brazil, which would negatively affect the development procedures of the company (Baumann, 2010). The last issue comprised of a paper work for a director shifting from Belgium to a plant in Asia. Lorent at this time knew that some persons were not able to acclimatize to new company and wondered whether this candidate would be given a new position in the organization. In this case, Lorent who is the head of Solvay faces verdicts on the b anishment position of four of his organizations talented administrators (Groysberg et al, 2009 p. 35). Each verdict in this case has an effect on the candidate’s specialized and personal life and is likely to have inferences for effective execution and expansion in Solvay’s worldwide markets. The case investigates these issues by looking at Solvay’s attempts to come up with an aptitude execution and mobility procedures that permit the firm to ally its tactical wants (Baumann, 2010). Discussion Marcel Lorent, the manager of human resources (HR) for worldwide mobility at Solvay group, faced the following challenges. The decision-making process had petite or no transparency and was not properly recognised by those outside the human resource department. As explained by Lorent, their consensus civilisation, and decision-making process signified that it was not constantly clear to a youthful manager how things in this organisation really worked. According to him, his employer might have had an opinion to sustain him while the manager in his home country would have had the opinion concerning what would be good for Solvay.Advertising We will write a custom term paper sample on Workplace Ethics: Solvay Group- International Mobility and Managing Expatriates specifically for you for only $16.05 $11/page Learn More Discussions concerning the four folders took a very long period and he did not understand the decision-making procedure fully. Marcel Lorent would also have to come to a decision on four expat procedures and since this four expats were not extraordinary instances he was on a dilemma (Groysberg et al, 2009 p. 24). When making decisions concerning an organisation, it is always important to involve and consult other members of the organisation. This is very meaningful because every decision made in an organisation affects the planning, performance management and other aspects of the organisation that if care is no t taken can lead to the fall of the company. This leads us to the question of how we can make a good and rational decision in an organisation (Baumann, 2010 p. 59). One way of doing this is to use rationale choice of paradigm, which is the conscious procedure of choosing among alternatives. The principle behind rationale choice paradigm choice is to take up the alternative that has the highest subjective expected utility. This can be used in a six-step process to arrive at a decision. The first step involves identification of the problem or an opportunity. The second step involves the actual process of making a decision. After the decision has been reached then identification and development of a possible solution is formulated. This is closely followed by choosing the alternative that has the highest subjected expected utility. The next step, which is the fifth entails actual implementation of the selected alternative. The final and sixth step involves evaluation of the implemented decision to see if it conforms to the organisation’s model (Groysberg et al, 2009 p. 37). Managers should be capable of identifying and comprehending major obstructions that may hinder the set and planned objectives to conquer the obstacles. Concentration and precedence to decision making is essential by all team members. A company that integrates planning and verdict making will be more beneficial since both help in company development.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In order for companies to sufficiently develop plans, it is important that the managers have a clear comprehension of the business surrounding. Having a plain understanding of the business surrounding helps the managers to develop programmes and goals. Goals are vital to team’s efficiency and serve momentous purposes. They offer guidance, bearing, and assist the workforce in the company to identify where the company is heading. These goals must be practical and attainable. Work place ethics should pay particular accent on the role played by professionals on human resources in supporting and easing an ethical work surrounding within companies. The best alternative in this case study would thus involve choosing the alternative with the uppermost subjective expected efficacy. This would involve good planning, managing performances, and taking good care of the work force (Rask, 2008 p. 47). The human resource department should come up with reliable strategies for the IM plan and be more apparent about the expulsion procedure. It is, therefore, significant to lessen the exceptions since this require a divergence from paradigm protocol. The human resource department must also remain elastic to satisfy the strategic wants of the organization (Howells, 2005 p. 59). As shown in the above case, exclusive appeals are not extraordinary for the expat procedure. Standard set of rules are important when managing employees who operate in similar surroundings and have identical tasks (Solvay, 2007). It is, however, significant to make exclusions when requesting employees to shift to a new country to achieve experience of importance to Solvay, and predominantly when these persons are future leaders whose proficiency can help the company with augmentation in particular markets. As such, we advocate a full exemption for Fabrizio only. Fabrizio has been requested to shift from Italy to China due to the fact that he can really help the organisation with development efforts i n China. China is a big upcoming market with large and increasing household consumption. Shifting into such a market is a top tactical objective for Solvay. Since Fabrizio has an aged mother who resides with him, he should be allowed to have her repositioned to China with him. This would make it simpler for Fabrizio to resolve into his familiarity in China and his kids would likely be relaxed in their new residence (Baumann, 2010 p. 24). In the case of Joel Marion, we would request him to obtain the provisional special projects task until he gets a more fitting role. In the case of Pedro, who had shifted to Brazil together with his family, it should be ensured that he does not go back to Brazil since this would negatively affect the development procedures of the company. The company was required to integrate planning and verdict making since they are both advantageous procedures in company development. The last issue, which comprised a paper work for a director shifting from Belgium to a plant in Asia, was supposed to be sorted by assigning him a new position in the organization. To solve this issue, the managers would be required to have a clear comprehension of the business surrounding. Having a plain understanding of the business surrounding helps the managers to develop programmes and goals. Goals are vital to team’s efficiency and serve momentous purposes. They offer guidance, bearing, and assist the workforce in the company to identify where the company is heading. These goals must be practical and attainable (Howells, 2005 p.89). Ethical making of decisions in the modern business world is an everyday encounter. Many of the effects of these decisions in Solvay Group Company depend on the established company strategies. For Solvay to achieve ethical congruence on the view of human resources, it must clearly declare what it really values and what it expects from its employees. Clients, employees and the co-workers in this company should seek convent ional behavior that is allied with stated individual, workplace and self ruled values. Workplace diversity has been noted to be a central ethical issue which Lorent, the HR of Solvay faced. Based on human resources, it is recommended that the elements of workplace diversity should not be restrained to age, customs, lineage, sex, physical capacity, education, geographical location, proceeds, marriage status, religion and work experience. This is due to the fact that the potential success of an organisation depends on its capacity to manage a varied body of endowment that can lead to inventive ideas, opinions and perceptions to their work (Howells, 2005 p.112). The challenge and difficulties encountered due to workplace diversity can be changed into a strategic company asset if a corporation is capable of capitalising on diverse talents which is a melting pot in many companies. With the combination of talents of varying cultures, sexes, ages and ways of living, Solvay Group Company ca n respond to prospects more rapidly and resourcefully, especially in the international arena. More decisively, if the Solvay company environment does not sustain diversity widely, it might lose talent to opponent (Baumann, 2010 p. 24). In the above case, Solvay should encourage work place diversity. Conclusion The HR manager in Solvay, Lorent, must match the wants of the changing organisation, since for it to be victorious; it should become more flexible, resilient, and fast in changing directions and client centred. It is in this environment that the HR learns how to sufficiently manage his workforce through being knowledgeable of developing trends in workforce development and training. References Baumann, C. (2010). Workforce mobility using the example of the Solvay group: Human resource management. Munchen: GRIN Verlag GmbH. Groysberg, B., et al., (2009). Solvay Group: International Mobility and Managing Expatriates. Boston: Harvard Business School Howells, J. (2005). The managem ent of innovation and technology: The shaping of technology and institutions of the market economy. London: Sage Publications. Rask, R. (2008). Which ethical track are you on? Bloomington: Author House. Solvay S.A. (2007). Annual Report. Brussels: Solvay Group Corporate. This term paper on Workplace Ethics: Solvay Group- International Mobility and Managing Expatriates was written and submitted by user Reese Nolan to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.