The Four Mandarin Chinese Tones

Tones are an essential part of proper pronunciation. In Mandarin Chinese, many characters have the same sound. Therefore tones are necessary when speaking Chinese in order to differentiate words from each other.   Four Tones There are four tones in Mandarin Chinese, which are: First tone: a level and higher pitchSecond tone: rising, start from a lower pitch and end  at a slightly higher pitchThird tone:  falling rising, start at a neutral tone then dip to a lower pitch before ending at a higher pitchFourth tone:  falling, start the syllable at a slightly higher than neutral pitch then go quickly and strongly downwards Reading and Writing Tones Pinyin uses either numbers or tone marks to indicate the tones. Here is the word ‘ma’ with numbers and then tone marks: First tone: ma1 or mÄ Second tone: ma2 or mà ¡Third tone: ma3 or mÇŽFourth tone: ma4 or mà   Note that  there is also a neutral tone in Mandarin. Its not considered a separate tone, but it is an unaccented syllable. For example,  Ã¥â€"Ž / Ã¥ â€" (ma) or  Ã© º ¼ / ä ¹Ë† (me).   Pronunciation Tips As mentioned earlier, tones are used to determine which Mandarin Chinese word is being implied. For example, the meaning of  mÇŽ (horse) is very different from mÄ  (mother). Thus when learning new vocabulary, it is really important to practice both the pronunciation of the word and its tone. The wrong tones can change the meaning of your sentences. The following table of tones has sound clips which allow you to hear the tones. Listen to each tone and try to mimic it as closely as possible. Pinyin Chinese Character Meaning Sound Clip m (trad) / (simp) mother audio m hemp audio m / horse audio m / scold audio

The Power Of Everyman s Journey Through Hell - 1249 Words

The Power of Everyman’s Journey Through Hell In religious contexts, sin is the act of violating God s will. Sin can also be viewed as â€Å"anything that violates the ideal relationship between an individual and God, leading to a period of estrangement between the two†. This is not necessarily a permanent separation, but if one dies without correcting such problem, then the separation does become permanent. In order to atone for one’s transgressions, salvation –deliverance by redemption from the power of sin and from the penalties ensuing from it – is necessary. This entails sorrow for one’s sins and a fundamental change in attitude as well as a confession of sin to God. Following this repentance, one may again seek a personal relationship with God. The nature of sin is explored in Dante’s Inferno where the main character travels through Hell, where sinners receive punishment according to God’s justice. Dante Alighieri portrays himself as the â€Å"Everyman† in order for the reader to easily identify with him. In addition, the characterization of Virgil, the setting depicted in the Inferno and the story of Ulysses enhance the substance of the poem and contribute to its allegorical interpretation. However, allegorical interpretation does not detract from the original story as told but contains an added significance intended to represent not only Dante’s life but also what Dante the poet perceived to be the universal Christian quest for God. The general structure of Inferno is anShow MoreRelatedWilliam Shakespeare s The Play Everyman 1275 Words   |  6 PagesThe play â€Å"Everyman† is a representative work depicting virtues of mid century Europe. This play brings with it a strong influence of the mid century Christianity. â€Å"Everyman† specifically portrayed vividly the reaction of human beings in the face of death. Its deep discussion into the worth of living and philosophical interpretations has surpassed category of religion at the time. It involved every person who’s ever thought about the meaning of life. Similarly, we can also see the shadow of a philosophicalRead MoreAn Analysis of The Summoning of Everyman1884 Words   |  8 PagesRunning Head: Everyman Everyman Introduction The play The Summoning of Everyman, which in short is also referred to as Everyman is a morality religious play that was written in the 15th century. One of the main aims of the play is to revisit Christian salvation by making use of certain allegorical characters. Obtaining of Christian salvation has been explained in the play. The main morale of the play is that the good and bad deeds will be accounted for by the God after death and resurrectionRead MoreDomenico Di Michelino s Divine Comedy1918 Words   |  8 PagesIntroduction: Domenico di Michelino (1417-1491), an Italian painter and medieval poet was known best for his epic poem, The Divine Comedy, which includes sections representing the three tiers of the Christian afterlife: Purgatory (Purgatorio), Hell (Inferno), and Paradise (Paradiso). This poem was a great work of medieval literature and was considered the greatest work of literature composed in Italian. The Divine Comedy was a Christian vision of mankind’s eternal fate. When The Divine ComedyRead MorePurgatorio Essay4430 Words   |  18 PagesDantes question of whether the worlds evil is imposed by stellar influence, Marco Lombardo, one of the souls in Purgatory, responds that through right reason people can control the impulses that admittedly do originate in the stars. An individuals fate is not, therefore, determined by uncontrollable impersonal forces. Rather, the world has turned to evil through poor leadership. Souls are born as lovers of pleasure, and they will continue to cl ing to childish self-indulgence unless laws and leaders

Moral Dilemma Free Essays

Amy is a sweet six year old girl from our neighborhood and she had always played with my dog when she got home from preschool. I was friends with her mother and she was already familiar with me which meant that I did not have to establish rapport to interview her. I sought permission from the parents if I may use her responses to a moral dilemma in my course assignments and they gave their consent. We will write a custom essay sample on Moral Dilemma or any similar topic only for you Order Now Amy is a precocious child, she likes to play with the neighborhood kids and she can argue even with those older than her when she wants to prove a point. I was trying to devise a moral dilemma that was fitted for her age and reality and I thought of using my dog in it so she would be more able to relate. One afternoon, right after school, I asked Amy the following: Suppose you were playing in this yard, and you saw that Boo had been wandering in the neighbor’s lawn and you saw him made a mess in the lawn. You know that the neighbors might get angry with it but since you really love Boo and he might get in to trouble if you tell the neighbors that he made a mess in their lawn you do not say anything. Now that the neighbors had found out about it and they suspected that the other neighbor’s dog did it and they were actually going to have the dog arrested. What would you do? After some thought, Amy asked me whether the police would really arrest the dog after making a mess in the neighbor’s backyard and although I was actually trying hard not to laugh, I told her that in this city they do. Amy fell silent and thought for a while, and then she said, I  guess I have to tell because the police will find out and I might get arrested too. I then asked her, what if the police question you; will you tell then or not? Amy replied that she would not lie  because God would be angry with her. I also told her, what if the neighbor’s won’t be angry, will she still tell? Amy replied that she would not because no one had asked her and she would not want Boo to get into trouble. I also asked her whether what Boo did was bad and does she not think not telling I bad? Amy said that what Boo did was not wrong or bad because dogs are really like that and she did not think that not telling was bad either because no one asked her. I must admit that Amy’s responses had me confused and I was reading Kohlberg’s moral stages of development and I tried to determine at what stage Amy was, even if she was just 6 years old, she had some pretty logical responses like when she said that Boo was not bad because dogs really do mess on lawns and that she was not bad because she did not lie at all, it was that no one asked her. She made it clear that if someone asks her, then she would tell the truth because she would not want God to be angry with her. Using Kohlberg’s stages of moral development, I will try to examine Amy’s responses fully. According to Kohlberg, moral development proceeds in a successive pattern and each moral reasoning is distinct from the other, although some people may resort to an earlier moral reasoning stage to examine a moral dilemma (Boyd Bee, 2006). For example, a child is said to be in the first stage of moral development which Kohlberg calls precoventional morality and wherein the child’s moral reasoning is determined by punishment and authority. An older child  may be oriented towards conventional morality where a certain amount of goodness is ascribed to actions that benefit family members or society would still use the authority and punishment orientation if the situation presents itself. With Amy’s responses it is clear that she was still in the first stage. She was not going to lie because God would be angry with her, this to her meant that God punishes all children who lie and since God is all knowing and sees her actions then God would be able to tell whether she was saying the truth or not. This clearly indicates the orientation to think in terms of authority and punishment. Amy was more likely to have been told numerous times that lying is bad and even if no one would know that one is lying, God is able to tell who is lying or not thus it does not make sense to lie at all. It is also noteworthy that Amy uses the word lie to not saying the truth but to refer to not saying anything as not telling. This implies that Amy is able to distinguish to a certain degree when a wrong is committed, lying is bad but not telling is not bad. An older child might argue that not telling is the same as lying but then it is probably an influence of Amy’s environment and the people she interact with. On the other hand, when Amy said that Boo was not wrong at all because he was a dog and dog naturally make messes in the lawn tells me that she actually has a fairly good idea about how man and animals are different and how dogs are not governed by the moral reasoning of man (Sandstrom, Martin Fine, 2006). This is actually reflects the second stage in Kohlberg’s reasoning, although the subject is Boo, it still shows that Amy is able to discern that punishment is a risk that one has to avoid. For example, she said that she did not want Boo to get into to  trouble so she would not tell. This meant that she did not want Boo to be punished and she has a role in it, but if she was going to be the one punished or someone else’s dog then that would not be right and therefore she just have to say the truth so she won’t get punished. Amy also was probably in the outset of the third stage of moral development, she was trying to protect Boo and had given Boo a sense of identity and feelings by saying that Boo would be in trouble and arresting Boo would not be right. Amy was maintaining good interpersonal relationships, she thought that by protecting Boo she was being good to Boo and since she liked Boo she was obligated to protect Boo’s welfare. However, since she argued that if someone asked her about Boo’s crime, she would not lie is still in the obedience stage. The whole exercise had made me think that Kohlberg was probably right in saying that moral development proceeds in distinct patterns. But I would argue that it is not as strictly hierarchical as Kohlberg claim it to be. We know that stage theories presuppose that one stage leads to another and that a person cannot be able to proceed to the next stage if he/she does not go through the first one (Crain, 2005). This is actually true, but the stages are more fluid and a person can gravitate from one stage to another. It does not indicate moral maturity or highly ethical principles but it just shows how people progress in their moral thinking. Amy at 6 years old is quite adept at making her point about lying and not lying and about being punished and God being angry with her. But it also revealed that she is capable of higher thinking processes  that are actually rational even for a 6 year old like her. Kohlberg also said that the stages of moral development is influenced by the socialization process (Kohlberg, 1986), and in effect is merely a product of how a child is socialized into thinking about what is wrong and what is right. Amy comes from a very religious family and God is an ever present element in their house that it is no wonder that Amy think of God like that. It could also be that because Amy is still young, and her parents might think that she would be more obedient to God than to other authority figures and therefore has inculcated in her mind that God punishes liars. In the end, moral development is actually more a function of how a child is reared and trained, it is the parent’s role to instill moral values and train them into thinking morally right. References Boyd, D. Bee, H. (2006). Lifespan Development 4th ed. Upper Saddle River, NJ: Pearson. Crain, W. (2005). Theories of Development: Concepts and Applications 5th ed. Upper Saddle River, NJ: Pearson. Kohlberg, L. (1986). The Philosophy of Moral Development. San Francisco: Harper and Row. Sandstrom, K., Martin, D. Fine, G. A.   (2006). Symbols, Selves, and Social Reality 2nd ed. Los Angeles: Roxbury Press    How to cite Moral Dilemma, Essay examples

Expatriate Management at AstraZeneca †Free Sample Case Study

Question: Discuss about the Case Study for Expatriate Management at AstraZeneca? Answer: Introduction: This assignment deals with a case study that analyzes the expatriate management issues that can occur in an organizational structure. This assignment focuses on a pharmaceutical company namely AstraZeneca. It is the fifth largest pharmaceutical organization in the world with revenues of US$ 31.6 billion and around 66,000 employees across the world. Over the years, AstraZeneca has able to build a strong reputation for handling its expat management practices. Around 350 employees of AstraZeneca are working on both short-term and long-term international assignments. AstraZeneca provided language and cultural training to their potential expat so that they can able to handle issues in a different culture. This case study critically analyzes AstraZenecas expats policies. Discussion: The term expatriate defines an employee sent to a different country by his/her company to manage operations. In an organization, expat is an employee who works and lives in a foreign location other than his/her home country. AstraZenecas policy for international assignments stipulates that a business rationale had to be present to handle any issue. To implement this, AstraZeneca team up the potential expats with an international assignment manager (IA manager), who brief the expats on organization policies and opportunities. The expats also provided with several trainings by AstraZeneca before leaving for any international assignment. AstraZeneca provides this training to give information about the culture of the host country, particularly the major differences with the expats home country. Sometimes for follow-up workshops in the assigned country, expats stayed in touch with their IA manager in addition to the home country manager. AstraZeneca provides necessary flexibilities that are required for the expats to achieve a work/life balance. According to its HR manager, AstraZeneca is aware of the fact that they are working across various time zones. Hence, their expats are provided with several considerations so that their work/life can remain in balance. For this, AstraZeneca implemented a combination of things to have a culture that supports work/life balance. Some expats of AstraZeneca felt that practices like preparing employees for different international assignments, giving them support and assigning IA managers were very effective. As these practices, encourage expats to perform well in unknown environments. However, there are some complaints from companys expat population regarding work/life balances. According to them, the company will send fewer people on an international assignment because of the poor performance of the economy. Since sending people on international projects costs highly, the company will have to take a second look at the situation. Many also predicted a cut of compensation associated with international projects. AstraZenecas step of cutting costs by sending employees on short-term international assignments also influences this thought. On the other hand, AstraZeneca has cleared that they do not have any plan in near future to deploy their international staffs. Since dealing with international assignments are critical, companies need to look at several factors beyond expenditure to identify the right person to perform this job. AstraZeneca also announced that they are more concern about choosing right person rather than the costs associated with it. Hence before choosing anyone, AstraZeneca can consider some factors (Vaiman et al., 2015). An employees willingness to serve overseas is a key measure for identifying expat. Since this job demands geographical relocation, AstraZeneca can fill out an application by their existing employees. In that application form, AstraZeneca can ask their employees whether they are willing to relocate internationally and their preferred location. AstraZeneca also needs to be consistent in their practices and procedures for expatriates. AstraZeneca has policies that are written with the expats in mind (Czajor, 2015). However, AstraZeneca needs to ensure these policies are applied to all the expatriates around the world. Key issues like reimbursement, compensation packages and benefits are needed to be cleared to the expats before assigning them any international projects. A support network is also crucial for expats. However, AstraZeneca's practices of assigning IA managers are praised by their expatriates immensely; still company need to keep focus on not to rushed employees on foreign a ssignments (Marples Gravelle, 2014). When expats are on foreign assignments, they can be under immense stress due to transitions of roles, differences in language, values, culture and expectations (Hayat, 2014). As a result, AstraZeneca needs to be extremely cautious in choosing right expats for the right positions and at the right locations. AstraZeneca can build a personal development committee between departmental staff and human resource staff to nominate most suitable candidate for the assignment. After this, IA managers need to conduct a telephonic interview to choose the right candidate (Smith Tornikoski, 2012). Informing employees about the content of the assignment is very crucial because an expatriates nomadic lifestyle is not for everyone (De Cieri Bardoel, 2015). By providing information, AstraZeneca can give their expats a realistic overview of the job that will help expatriates to handle stress during the assignment more easily. AstraZeneca also needs to provide proper educational counseling for expats children. This will help expatriates family to settle down in an unknown country. Otherwise, expatriates may not fully devote themselves to work responsibilities which will in turn reduce expats productivity (Dabic et al., 2015). AstraZeneca can also arrange a pre-assignment trip to give a realistic overview of the assignment that the expatriates are expected to perform. Pre-assignment trip can be a key factor as it gives a realistic overview to the expatriates about the kind of challenges he/she will have to face during the assignment (McEvoy Buller, 2013). Pre-assignment trip also helps expatriates by providing them firsthand experience to the culture in which they are going to work during the assignment. Cultural training is also a key factor, as it helps employees to deal with unpredictable incidents in the new culture. The ability to adapt different culture is one of the most essential elements of a successful expatriate (Bonache Noethen, 2014). However, AstraZeneca is known for the kind of training they provide to their employees. Still more is focus needed to be given to this factor. As every international assignment associated with lots of money, company need to be certain about its decisions. Other wise, it might fail to recover its investments (Berry Bell, 2012). Conclusion: Building a proper expat system is like constructing a building, that is tall strong and attractive. Pre-departure support from the organization is a long process that prepares expatriates for their overseas assignment. This continues support for expats during the foreign assignments allows them to adjust and response to several encounters in differential cultural environment. AstraZeneca is considered as one the best in the world in providing support to the expatriates. Since, it is very much focused on providing right kind of training and support to its expats. AstraZenecas policies of providing IA manager have been praised highly by its employees. Since these managers have provided them the right kind of support to deal with several challenges in foreign cultural environments. AstraZeneca's key challenges will be to link foreign assignments directly to their company's carrier paths in order to be able to take advantages of the skills and experiences that expats develop during their transfers in long-term foreign assignments. AstraZeneca has already taken initiatives to provide proper carrier path to its expected expatriates. The changes of expats management of several MNCs indicate that the other companies are also considering the issue of expat management very seriously. Changes in the way of perceiving carrier among the younger generations suggest that employees are not completely willing to focus on their professional lives on a single employer. Therefore, organizations have lot to lose if they do not handle their foreign assignments properly. Hence, it is critical for AstraZeneca to identify and develop their future expat management strategies in response to evolving corporate needs. References: Berry, D. P., Bell, M. P. (2012). Expatriates: gender, race and class distinctions in international management.Gender, Work Organization,19(1), 10-28. Bonache, J., Noethen, D. (2014). The impact of individual performance on organizational success and its implications for the management of expatriates.The International Journal of Human Resource Management,25(14), 1960-1977. Czajor, J. (2015). Expatriate Management/International Assignment Policy. InDos and Donts in Human Resources Management(pp. 131-133). Springer Berlin Heidelberg. Dabic, M., Gonzlez-Loureiro, M., Harvey, M. (2015). Evolving research on expatriates: what is knownafter four decades (19702012).The International Journal of Human Resource Management,26(3), 316-337. De Cieri, H., Bardoel, E. A. (2015). A Framework for Work-Life Management in Multinational Corporations. InWork and Family Interface in the International Career Context(pp. 197-217). Springer International Publishing. Hayat, S. A. (2014). A survival strategy for small businesses: The need to adapt global HR practices.Global Journal of Human Resource Management,2(2), 13-24. Marples, D. J., Gravelle, J. G. (2014). Corporate expatriation, inversions, and mergers: Tax issues. McEvoy, G. M., Buller, P. F. (2013). Research for practice: The management of expatriates.Thunderbird International Business Review,55(2), 213-226. Smith, M., Tornikoski, C. (2012). Ethical issues for international human resource management.Business Ethics: A Critical Approach: Integrating Ethics Across the Business World, 317. Vaiman, V., Haslberger, A., Vance, C. M. (2015). Recognizing the important role of self-initiated expatriates in effective global talent management.Human Resource Management Review,25(3), 280-286.

Expatriate Management at AstraZeneca †Free Sample Case Study

Question: Discuss about the Case Study for Expatriate Management at AstraZeneca? Answer: Introduction: This assignment deals with a case study that analyzes the expatriate management issues that can occur in an organizational structure. This assignment focuses on a pharmaceutical company namely AstraZeneca. It is the fifth largest pharmaceutical organization in the world with revenues of US$ 31.6 billion and around 66,000 employees across the world. Over the years, AstraZeneca has able to build a strong reputation for handling its expat management practices. Around 350 employees of AstraZeneca are working on both short-term and long-term international assignments. AstraZeneca provided language and cultural training to their potential expat so that they can able to handle issues in a different culture. This case study critically analyzes AstraZenecas expats policies. Discussion: The term expatriate defines an employee sent to a different country by his/her company to manage operations. In an organization, expat is an employee who works and lives in a foreign location other than his/her home country. AstraZenecas policy for international assignments stipulates that a business rationale had to be present to handle any issue. To implement this, AstraZeneca team up the potential expats with an international assignment manager (IA manager), who brief the expats on organization policies and opportunities. The expats also provided with several trainings by AstraZeneca before leaving for any international assignment. AstraZeneca provides this training to give information about the culture of the host country, particularly the major differences with the expats home country. Sometimes for follow-up workshops in the assigned country, expats stayed in touch with their IA manager in addition to the home country manager. AstraZeneca provides necessary flexibilities that are required for the expats to achieve a work/life balance. According to its HR manager, AstraZeneca is aware of the fact that they are working across various time zones. Hence, their expats are provided with several considerations so that their work/life can remain in balance. For this, AstraZeneca implemented a combination of things to have a culture that supports work/life balance. Some expats of AstraZeneca felt that practices like preparing employees for different international assignments, giving them support and assigning IA managers were very effective. As these practices, encourage expats to perform well in unknown environments. However, there are some complaints from companys expat population regarding work/life balances. According to them, the company will send fewer people on an international assignment because of the poor performance of the economy. Since sending people on international projects costs highly, the company will have to take a second look at the situation. Many also predicted a cut of compensation associated with international projects. AstraZenecas step of cutting costs by sending employees on short-term international assignments also influences this thought. On the other hand, AstraZeneca has cleared that they do not have any plan in near future to deploy their international staffs. Since dealing with international assignments are critical, companies need to look at several factors beyond expenditure to identify the right person to perform this job. AstraZeneca also announced that they are more concern about choosing right person rather than the costs associated with it. Hence before choosing anyone, AstraZeneca can consider some factors (Vaiman et al., 2015). An employees willingness to serve overseas is a key measure for identifying expat. Since this job demands geographical relocation, AstraZeneca can fill out an application by their existing employees. In that application form, AstraZeneca can ask their employees whether they are willing to relocate internationally and their preferred location. AstraZeneca also needs to be consistent in their practices and procedures for expatriates. AstraZeneca has policies that are written with the expats in mind (Czajor, 2015). However, AstraZeneca needs to ensure these policies are applied to all the expatriates around the world. Key issues like reimbursement, compensation packages and benefits are needed to be cleared to the expats before assigning them any international projects. A support network is also crucial for expats. However, AstraZeneca's practices of assigning IA managers are praised by their expatriates immensely; still company need to keep focus on not to rushed employees on foreign a ssignments (Marples Gravelle, 2014). When expats are on foreign assignments, they can be under immense stress due to transitions of roles, differences in language, values, culture and expectations (Hayat, 2014). As a result, AstraZeneca needs to be extremely cautious in choosing right expats for the right positions and at the right locations. AstraZeneca can build a personal development committee between departmental staff and human resource staff to nominate most suitable candidate for the assignment. After this, IA managers need to conduct a telephonic interview to choose the right candidate (Smith Tornikoski, 2012). Informing employees about the content of the assignment is very crucial because an expatriates nomadic lifestyle is not for everyone (De Cieri Bardoel, 2015). By providing information, AstraZeneca can give their expats a realistic overview of the job that will help expatriates to handle stress during the assignment more easily. AstraZeneca also needs to provide proper educational counseling for expats children. This will help expatriates family to settle down in an unknown country. Otherwise, expatriates may not fully devote themselves to work responsibilities which will in turn reduce expats productivity (Dabic et al., 2015). AstraZeneca can also arrange a pre-assignment trip to give a realistic overview of the assignment that the expatriates are expected to perform. Pre-assignment trip can be a key factor as it gives a realistic overview to the expatriates about the kind of challenges he/she will have to face during the assignment (McEvoy Buller, 2013). Pre-assignment trip also helps expatriates by providing them firsthand experience to the culture in which they are going to work during the assignment. Cultural training is also a key factor, as it helps employees to deal with unpredictable incidents in the new culture. The ability to adapt different culture is one of the most essential elements of a successful expatriate (Bonache Noethen, 2014). However, AstraZeneca is known for the kind of training they provide to their employees. Still more is focus needed to be given to this factor. As every international assignment associated with lots of money, company need to be certain about its decisions. Other wise, it might fail to recover its investments (Berry Bell, 2012). Conclusion: Building a proper expat system is like constructing a building, that is tall strong and attractive. Pre-departure support from the organization is a long process that prepares expatriates for their overseas assignment. This continues support for expats during the foreign assignments allows them to adjust and response to several encounters in differential cultural environment. AstraZeneca is considered as one the best in the world in providing support to the expatriates. Since, it is very much focused on providing right kind of training and support to its expats. AstraZenecas policies of providing IA manager have been praised highly by its employees. Since these managers have provided them the right kind of support to deal with several challenges in foreign cultural environments. AstraZeneca's key challenges will be to link foreign assignments directly to their company's carrier paths in order to be able to take advantages of the skills and experiences that expats develop during their transfers in long-term foreign assignments. AstraZeneca has already taken initiatives to provide proper carrier path to its expected expatriates. The changes of expats management of several MNCs indicate that the other companies are also considering the issue of expat management very seriously. Changes in the way of perceiving carrier among the younger generations suggest that employees are not completely willing to focus on their professional lives on a single employer. Therefore, organizations have lot to lose if they do not handle their foreign assignments properly. Hence, it is critical for AstraZeneca to identify and develop their future expat management strategies in response to evolving corporate needs. References: Berry, D. P., Bell, M. P. (2012). Expatriates: gender, race and class distinctions in international management.Gender, Work Organization,19(1), 10-28. Bonache, J., Noethen, D. (2014). The impact of individual performance on organizational success and its implications for the management of expatriates.The International Journal of Human Resource Management,25(14), 1960-1977. Czajor, J. (2015). Expatriate Management/International Assignment Policy. InDos and Donts in Human Resources Management(pp. 131-133). Springer Berlin Heidelberg. Dabic, M., Gonzlez-Loureiro, M., Harvey, M. (2015). Evolving research on expatriates: what is knownafter four decades (19702012).The International Journal of Human Resource Management,26(3), 316-337. De Cieri, H., Bardoel, E. A. (2015). A Framework for Work-Life Management in Multinational Corporations. InWork and Family Interface in the International Career Context(pp. 197-217). Springer International Publishing. Hayat, S. A. (2014). A survival strategy for small businesses: The need to adapt global HR practices.Global Journal of Human Resource Management,2(2), 13-24. Marples, D. J., Gravelle, J. G. (2014). Corporate expatriation, inversions, and mergers: Tax issues. McEvoy, G. M., Buller, P. F. (2013). Research for practice: The management of expatriates.Thunderbird International Business Review,55(2), 213-226. Smith, M., Tornikoski, C. (2012). Ethical issues for international human resource management.Business Ethics: A Critical Approach: Integrating Ethics Across the Business World, 317. Vaiman, V., Haslberger, A., Vance, C. M. (2015). Recognizing the important role of self-initiated expatriates in effective global talent management.Human Resource Management Review,25(3), 280-286.