Understanding persuasive speeches Assignment Example | Topics and Well Written Essays - 250 words

Understanding persuasive speeches - Assignment Example Fernandez delivery to convince the audience of his ideas. He conclusively establishes trust and influences the audience using evidence and proof to back up his claims. Persuasively, he presents the audience with new ideas, shaping their beliefs, values, and attitudes, causing them to consider his team eventually, an idea that they were not so enthusiastic about initially. The speaker, Fernandez, employs pathos in his delivery, revealing the challenges he encountered while relocating to study in the US. The strategy is in a bid to appeal and relate sympathetically to other students who might have had similar experiences. In his well-organized sequential presentation, he applies repetition and humor to foster emphasis of crucial points on a light note. He employs hand gestures effectively to aid his visual part of the delivery. The main points are well articulated. The introduction is inherent with humor, creating a light moment in revealing himself to the crowd. In the conclusion, he relates with the audience`s approval of him presenting his entire team to the stage. The speakers tone is bold and sympathetic with varied volume to reflect the magnitudes of the issues he addresses. Citations are relayed in revelation of challenges he encountered in his relocation. The quality of the delivery is exceptional according to the standards of persuasive speech. Fernandez speech is effective in recalling the initial subject matter and systematically presenting himself as viable

Human resources management Research Proposal Example | Topics and Well Written Essays - 3000 words

Human resources management - Research Proposal Example ..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦13 Introduction Multinational corporations utilize a number of HR practices in their management and operation processes as integral components of business administration. Human resource management is a broad field that encompasses a corporation’s personnel policy framework, HR planning, motivation and employee welfare schemes that constitutes the administration of an organization’s most crucial resources (Schuler and MacMillan, 1984, 241-55). In a nutshell, human resource management is the process through which the organization handles matters concerning personnel. Every organization has a duty to plan and organize its human resources in a manner that ensures that the organization attracts, retains, and motivates its human resources. The direct result of proper human resource management practice is the performance of organization; better HR practices lead to improved performance. However, human resource practices differ from organization to organization and are dependent on a number of factors that may include the scope, size, and type of the organization (Tichy et al, 1982, 47-61). As a result, in as much as the human resource management functions is a template for overall personnel and administration in business corporations there is no uniform approach that governs the vast field. Multinational corporations are business firms with branches in different countries and have operations in the expansive global market (Tiirbiorn, 1985, 52-74). These organizations have huge capacity and tend to involve numerous operations spread over the world. It is obvious that the HR practices of multinational corporations are much wider and complex than other organizations. It is also evident that human resource practices of different branches of a multinational corporation in diverse countries are dissimilar. Therefore, a multinational company that operates in two different countries has distinct HR practices and these practices have great influence on the running of the two companies (Tung, 1981, 215). This paper presents a proposed research on how the HR practices of a multinational company with operations in two countries (UK and Nigeria) differ as well as how these practices influences the operations of the company. Research Hypothesis The HR practices of an organization carrying out its operations in more than two countries are distinct in the sense that they are based on the different needs of the relevant countries of operation, and have a signif icant effect on the overall running of the companies (Lung, 1982, 57-71). Therefore, the human resourc