The korean War Essay Example | Topics and Well Written Essays - 250 words

The korean War - Essay Example Member states were called on to deploy military aid, and this was followed by the first US troops landing in South Korea. The Korean conflict lasted for three years until a truce and agreement was reached in 1953 Based on the literature I have read with regards to this subject and my logical interpretation of the events preceding and following the Korean conflict, I am convinced that Truman was totally justified in relieving General MacArthur of his duties. MacArthur (as recognized by many scholars) was a fighting man; he did not know how to quit and even viewed a stalemate as a loss (Halberstam, 2007). I cannot fault General MacArthur for his reasoning, but the time was very wrong for an international nuclear war considering that it had been only 5 years since the end of World War II. I therefore believe that Truman was totally justified in relieving General MacArthur of his duties and hence promoting the greater

Case Study - HR Example | Topics and Well Written Essays - 1000 words

- HR - Case Study Example This project report would deal with a UK based growing company, Vitamond which manufacturers a range of non alcoholic drinks which has positioned as a healthy life style. The company has decided to set up a manufacturing plant in France. Therefore the report would deal with the HR practises and policies of France as compared to UK. The HRM practises usually vary to a great extend between different nationality and it was mainly due to the changing practise of HR policies and practises due to acquisition or expansion. To a great extent, HRM penetration reflects the complex interaction between the difference in between the culture and globalization (Price, 2007, p.593). There exists a huge difference between the human resource practise in UK and that of France. The regulatory factors in UK and France differ in number on aspects. France ranks high in terms of employment protection legislation among the OECD countries. UK employers tend to face minimum legal restriction on firing of an employee and hiring of an employee. A high rate of difference exists between the two countries is in the area of employee representation and performance pay (See Appendix A). It can be seen that performance pay is 19.9% in UK whereas in France it is 72.6% (Lorenz, et.al, n.d, p.5). In UK, additional incentives from the standard pay scales are paid to the employees based on the performance of the individual, but however gender gaps still prevails in UK. However in case of France, the French are the champions for individualisations of compensation which might turn equity into key issues. France has the willingness to increase its compensation flexibility taking into consideration the important and necessary benefits. Therefore the HR professionals experience difficulty in linking the design and implementing its compensation with the structure of the organisation (ÄÅ'esynienÄâ€", 2008,