American Traditions The Reunion Essay - 1435 Words

Abstract This paper examines American traditions, how they are established and preserved. Specifically, I discuss traditional gatherings known as family, class, and school reunions and review ways in which they are augmented by social networks. I remind the reader of the role reunions play in the perpetuation of memories and transference of collective knowledge. It is believed that attendance at family reunions had dwindled in the 90’s but is experiencing resurgence (Baxter, 2005); this is due in part, I believe, to social network sites like Facebook and MySpace. People are reencountering their past and making connections, both old and new. Keywords: traditions, reunion, social networking American Traditions: The Reunion†¦show more content†¦That is in large part what reunions are for, the perpetuation of memories and knowledge. These events happen with certain regularity, some every year, others at longer intervals; a place where birthdays, anniversaries and engagements are celebrated, deaths and other losses mourned, and divorce stands somewhere in the middle. The family reunion has long been a multigenerational—and in my family—multiracial gathering, where time slows down and nothing is hurried. Conversations are not limited, bellies are filled, and fun is had by all! We gather together in one place to share our lives and our stories, we do activities that draw us closer together, and family bonds are strengthened, however; times have changed and it is unfortunate that some of our traditions have changed too. Just one generation back, my mother and many of the other women in my family joi ned the workforce and fumbled the family reunion ball; my generation did not pick it up. I am hopeful that will change. I believe that family reunions are integral to American culture and I would hate to lose that connection. I want my daughter and grandson to have the same opportunities that I had to find their own fold in the quilt of their lives. According to an article in a Kentucky newspaper, there is hope for that, â€Å"†¦the number of family reunions dwindled during the ‘90s, experts say, there is resurgence in their popularity, especially among baby boomers† (Baxter, 2005). It’s timeShow MoreRelatedThe Transatlantic Slave Trade And The United States1012 Words   |  5 PagesMy ancestors, along with many other African Americans living in society today are decedents of African slaves. I can remember as far back as age 5 listening to the elders in my family talk about slavery. The word slavery originated when millions of African men and women wer e forcible taken from their families and the familiar surroundings of their African villages. Brought here to an unfamiliar environment and forced to work on plantations in different parts of the United States, usually from sunRead MoreLunar New Year Is The Most Important Festival For The Chinese Community892 Words   |  4 Pagesannounced that the Lunar New Year would be made a public school day in June 2015 (Harris and Grynbaum). Within China, regional customs and traditions of celebrating New Year have influenced widely. It is pretty important for every family to clean their houses thoroughly, in order to sweep away any bad-fortune and welcome incoming good luck; the annual reunion dinner also is an occasion for Chinese families. Other major activities include giving money to kids in red packets and lighting firecrackersRead MoreHeritage Assessment1503 Words   |  7 PagesHISPANIC, ASIAN AND The Heritage Assessment of Hispanic, Asian and African American Families B.Cohran Grand Canyon University The Heritage Assessment of Hispanic, Asian and African American Families The Heritage Assessment Tool (HST) is used to â€Å"investigate a given patient’s or your own ethnic, cultural, and religious heritage†¦it can help determine how deeply a given person identifies with a particular tradition†. (prenhall.com). This assessment of 29 questions based on family, social,Read MoreMystic Chords Of Memory : The Transformation Of Tradition988 Words   |  4 Pagescauses of the war and the longstanding sectional acrimony between North and South in the public memory. 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In parties, we celebrate in tradition to our ethnicities is every 1st birthday, 16th Birthday, 18th BirthdayRead MoreNike Yum : A Personal Statement898 Words   |  4 Pagesget-togethers, I was delighted to learn how to make my favorite dessert. My Grandma told me stories of her making the yum yum for church potlucks and Sunday family suppers. I felt an enormous amount of pride in making this dessert because now I was in the tradition. My mom told me her memories as a kid when I asked her about the yum yum and it made her light up. She said, â€Å"I looked forward to every summer to go to my Granny Fulmer’s house. When I thought of Granny Fulmer, I thought of blueberry yum yum. SheRead Moreâ€Å"Everyday Use† by Alice Walker Essay1310 Words   |  6 Pagesof a man and a woman but Alice Walker one of the foremost authors during the twentieth century, adds depth to her black American women by focusing on the role that race and gender played in their development. Family reunions can be times of great anticipation, excitement and happiness but for Dee, a young, beautiful, African American and our leading character, it was a reunion with underlying, unspoken tensions. Dee was Dee but Dee had changed; a new husband, nice clothes, and a college degreeRead MoreWe Must Learn Their Family s History1539 Words   |  7 Pagess history at one point or another, so let me tell you about mine. My family does things and has traditions just as any other family in the world. My family has the typical holiday get-togethers and family reunions every four years where you see the weird aunts and uncles who know exactly who you are and you just stand there like, â€Å"oh gosh, do I know this one?† Along with the typical family traditions, we also have our own. On Christmas at my Aunt s house all of the adults will play bingo for prizesRead MoreJapanese Television Essay1530 Words   |  7 Pageseveryone likes to know the domestic news, laugh, eat, watch their heroes on TV, and be reassured that they are part of a Japanese nation that is familiar and superior to that which is foreign and outside. Thus, the screening of Dosokai or Reunion; would seem like a strange idea. Dosokai was a soap opera, which showed in fairly graphic detail the sordid details of the gay subculture of the nation, which would in theory, alienate many viewers not comfortable or familiar withRead MoreI Am Proud of My Filipino and Chamorro Culture Essay681 Words   |  3 PagesPlease mark the bubble which correctly describes your ethnicity. I scan the options which range from Caucasian to African American to Hispanic and as usual, I proceed to mark the bubble which says Pacific Islander. Whenever people first meet me I get the inevitable query, â€Å"Are you Mexican..Hawaiian..Korean..Chinese..Vietnamese..etc.?† Typically, they get half my ethnicity correct, but no one has ever guessed what the other half is. What many people do not know about me is that I am a full-blooded

Never Let Me Go By Kazuo Ishiguro - 2932 Words

In Kazuo Ishiguro’s novel Never Let me Go, the proclaimed blasphemy of the process called cloning is not explained through scientific means, but is instead treated as an ordinary part of everyday life. Is this just a device used to convey a degree of empathy to Ishiguro’s text? Or has cloning become ‘humanised’ and is indistinguishable from what we would consider to be ordinary and mundane? There are firmly established archetypes in the Science Fiction genre of literature. The dystopian motif is a frequently used one, predictably creating a parallel world much like our own, except major scientific advancements threaten the human desire for individuality. Deconstructing this well-known archetype, Kazuo Ishiguro represents technology as an organic part of our everyday lives and redefines the relationship it has with individuality. Kazuo Ishiguro’s novel Never Let Me Go is a fictional story set in an alternate Britain sometime during the late 1990s. Very much a dystopian tale composed of tragic scenes, exploration of the meaning of ‘individuality’ and the nature of power and authority† come into play (Riemer). The plot structure of the story focuses on the tragic lives of three human clones – Kathy, Tommy, and Ruth – and in what manner they contend with what should be a horrific realisation, with the epiphany being that they were created with the single intention of donating their organs to members of the normal human population who are affected by terminal diseases such asShow MoreRelatedNever Let Me Go, By Kazuo Ishiguro1068 Words   |  5 Pagesbeen increasingly getting better at cloning and thus attempting more complicated cloning. In the 2005 novel, Never Let Me Go, human clones are created to be organ donors for humans that need an organ transplant in order to surv ive. Clones look like humans, have feelings like humans but are not necessarily looked at as â€Å"human beings† in the novel. 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While self-learning is a form of self-realization as mentioned in Walter Kirn’s article â€Å"Lost In Meritocracy† Kirn learns from hi s experiences, Ellison from Invisible Man learns â€Å"street smarts† similar to the clones in Never Let Me Go in whichRead MoreNever Let Me Go By Kazuo Ishiguro1542 Words   |  7 PagesMary Shelley, Ray Bradbury, Michael Crichton, and Kazuo Ishiguro, to name a few, have all written books displaying these dangers. While reading these books, the dangerous, immoral actions and abuse of power seem evident, yet locating them in society is not quite as simplistic. The authors attempt to grant their audience a better way of finding these warning signs, while also providing an entertaining story. 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The novel Never Let Me Go, a story by acclaimed author Kazuo Ishiguro is about a young lady and her friends, figuring out who they are from adolescence to adulthood. While at first this may seem a typical coming of age story, the novel starts to turn into a science fiction story and goes back again and forces readers to change

Management Is an Integral Part of the Work of Everyone Free Essays

Human resource management is an integral part of the work of everyone in a managerial post and therefore line managers are the key drivers of Human Resource Management practices and systems BMAM702: HUMAN RESOURCE MANAGEMENT Executive Summary HRM may have many good thing to offer and line manager and perform many of it’s duties. Some line manager thing they are doing lot of HR duties and they are don’t mind doing it. However, other agrees that they don’t have enough knowledge and experience to carry put some of the action. We will write a custom essay sample on Management Is an Integral Part of the Work of Everyone or any similar topic only for you Order Now Also they see these actions as waste of their time. Table of Content Introduction1 Who is line manager? 1 The role of line managers in implementing HR processes2 Relationship between HR and the line2 Devolving responsibility down the line2 Impact of line manager behaviour3 Managing line managers4 Recommendation:5 Conclusion5 Reference5 Introduction This report will look at the how HRM can be incorporated to HRM. The involvement of line manager in HRM has been noted in literature from early 80’s. this report will try to show the role of line manager in implementing the role of HR and possible obstacle they may face due to this. Who is line manager? Front Line manager usually promoted from normal employees. As a result, they are experienced and know the general employee well, while they may not have any formal management education. CIPD have given a typical role of a front line manager, which may include the followings: * Day-to-day people management * Managing operational costs * Providing technical expertise * Organisation of work allocation and rotas * Monitoring work processes * Checking quality * Dealing with customers/clients Measuring operational performance. Increasingly, line managers are taking new responsibilities such as undertake performance appraisals, handle disciplinary activity also provide coaching and guidance. Moreover, in many companies line manager carry out responsibility such as recruitment and selection along side with HR. To answer the question why line managers are important? Sisson (1994, pp. 7-8) have given four principles of HRM, which includes beliefs and assumptions, manageria l role, organisation design and personal policy. Sisson also defines the role of top-manager, where it was stated that top-managers should establish organisation’s mission and values, and shearing their future vision and success with other employee and provide transformational leadership. Where as when describing the role of middle manager Sisson states that they should be able to â€Å"inspire, encourage, enable and facilitate change by harnessing commitment and co-operation of (the organization’s) employees; they also see the development of employees as a primary role† (Sisson, 1994, p. 8). Hence, it can be said that Sisson trying to say every layers of management has important part to play in implementing the HRM approach in an organisation. The role of line managers in implementing HR processes Relationship between HR and the line Research has shown front line managers play more central role in implementing people management policies, because they have influence in employee’s attitude and behaviours. Which, in turn affects the performance of an organisation (Hutchinson and Purcell, 2003). Although line manager have some input in this area but many HR directors have shown concern about the ffectiveness of line manager in implementing people management policies (Hutchinso, 2008). When a line manager was asked about their role â€Å"one manager interviewed remarked ‘you are the piggy in the middle’ – on the one hand expected to be the voice of management and yet on the other the champion of the team’s interests† (Hutchinso, 2008). Storey (1992) have made the role of line manager clear and cleared the idea that HRM is not another alternative title for Personal Management; rather it is very unique approach. Storey has identified 3 elements that connects HRM and line manager. The first element is to agree that HR of a company is the ones that â€Å"make the differences†. Connected to the first, the second element is as a result HR needs to be managed in a strategic way. Therefore, Storey states â€Å"people-management decisions ought not to be treated as incidental operational matters or be sidelined into the hands of personnel officers† (Storey, 1992: p. 26). Connecting first and second element, Storey stated his third element, which requires line managers to be aware of HR and Strategic direction of an organisation as stated by top-level managers. Thus, the management of people have to be done accordingly by the line managers. Devolving responsibility down the line In late 80’s and early 90’s the use of the term human resource management (HRM) gave rise to pool of literature to be written in order to establish the definition and differences of HRM compare to Personal Management (PM). Among many others Armstrong (1987) was saying â€Å"The game was changing and it was useful to have a new name and a new language to encapsulate what was taking place in the world of work. Even though, there were lot of disagreement about HRM and PM, however many have agreed that the new proposed HRM system increased the role of line manager. Hence, numerous articles and reports have been written on the involvement of Line manager in HRM. Currie and Procter (2001) presented in their report that, recently line manager is playing more central role to HRM because of the fact that some HR works is ‘devolved’ to the line man ager. The researches carried out by CIPD have shown that, there are positive feelings amongst the employee when the line manages plays significant role in implementing some of the HR policies themselves. As a result, employees have higher level of commitment and satisfaction in their job, which gives higher performance. Cunningham et. el (1999) have stated that devolution of responsibility between line manager and HR consultants, enables release of HR professional â€Å"from the burdensome toil of conducting routine techniques†. As a result they can focus more on strategic business decision (Whittaker, and Marchington, 2003). Impact of line manager behaviour Line managers have significant effects on employees. Their behaviour and practice will affect the level and focus of employee commitment. The goal of HRM is to achieve employees’ commitment to the organization, with the aim of making these employees â€Å"more satisfied, more productive and more adaptable† (Guest, 1987, p. 513). That is only possible with having a strong line manager who can recognise, and appreciate the work of employees. Research shown that generally line managers are relatively happy in completing some HR work, one of the managers said, â€Å"If there wasn’t any personnel [function] I’d need to do personnel work anyway, because it’s my job (Power Business, Utility Co. †. However, same time they agree that they are on their own inadequacies in HRM. Another manager have made remark such as: â€Å"Look at sickness absence, there are those line managers that will do that without being reminded, there are those that will do that because they care, and there are line managers that just will not do it unless they are actually pushed into doing it. I think the more HR that we push down to the line managers, the more uncontrolled it will become (Generation Business, Utility Co. )† (Renwick, 2003). Renwick (2003) have done extensive research on line manager involvement in HRM, and listed many positive and negative of HRM perctices withing line managers. Some of these are listed below (1) Positives: * The line are taking on responsibility and accountability in HR work. * Flexibility is forthcoming from the line to do HR work. * The line are keen to take part on doing HR work. * The line are managing large numbers of employees. * The line take a professional and serious attitude to doing HR work. * Line managers are relatively happy doing some HR work. The line are considerate of employee needs and wishes. * The line see HR as positive helpers in HR work. * The line see career bene? ts for them in doing HR work. (2) Negatives: * The line have many duties, and lack time to do HR work well. * The line do not see themselves as experts in HRM. * Doing HR work dilutes the line’s generalist managerial focus. * Signi? cant line inadequacies in handling HR work. * Tensions between line and HR over transfer and completion of HR duties. * The line need to re? ect and be critical of their performance in HR work. The line are reliant on HR to do HR work properly. * Differing line commitment and discipline levels to doing HRM. * The line have responsibility and accountability in HRM, but little authority. * Little appreciation of line ? exibility in doing HR tasks from ? rms. After the research Renwick summarised it with saying line managers â€Å"acknowledge that they shared the completion of HR work with HR. † However, although line are doing well in some HRM practices, but still they lucks the expertise, knowledge and experience to carry out full HRM duties. Moreover, many aspects of HRM line dislike doing. Redman’s (2001) finding shows that some line will complete employee performance appraisal over phone call. Managing line managers To get best performance from the line manager they have to be managed in right way. The relationship line manager enjoys with from their manager will reflect on how line manager conducts themselves with others. The graph below shows how senior management felt about HRM and effect it will have on value added activities. The trends shows that the move towards strategic HRM mean that an ef? cient and professional service will be delivered within agreed time-scales with an ensured consistency of approach, (Sisson, 1994). Fig 1. The road to achieving a value-added function (Sisson, 1994). The figure and the report have show that line managers are happen to carry out some of the duties, however, they do feel long and bureaucratic process of HRM is waste of their time. Recommendation: I feel line manager should perform some HRM actions. Such as , undertaking performance appraisal. This process will enable them to learn more about the employee, hence they will be able to relate to the employee and show consideration for them. Since, line manager is the first level of contact with employee they should take the responsibility to overlook the employee‘s training and couching. Moreover, line manager should be the role model and shows how to balance work-life. Conclusion Although HRM practices show benefit to an organisation, however there are still many areas need more clarity. Although line manager understand the importance of HR work but they still require training and understanding some of the practices of HRM. Line manager have the most influence, performance and commitment of employee greatly depends on how line manager conduct themselves with employees. Reference Armstrong, M. (1987. Human resource management: a case of the emperor’s new clothes?. Personnel Management, Vol. 19 No. 8, pp. 30-5. Cunningham, I. and Hyman, J. (1999), â€Å"Devolving HR responsibilities to the line – beginning of the end or a new beginning for personnel? †, Personnel Review, Vol. 8 No. 1-2, pp. 9-27. Currie, G. and Procter, S. (2001). Exploring the relationship between HR and middle managers. Human Resource Management Journal, Vol. 11 No. 1, pp. 53-69. Hutchinson, S. (2008). The role of front line managers in bringing policies to life. Bristol Business School. Hutchinson, S. and Purcell, J. (2003). Bringing Policies to Life: The vital role of front lin e managers. London: Chartered Institute of Personnel and Development. Renwick, D, (2003) â€Å"Line manager involvement in HRM: an inside view†, Employee Relations, Vol. 25 Iss: 3, pp. 262 – 280 Richbell, S. 2001), â€Å"Trends and emerging values in human resource management: The UK scene†, International Journal of Manpower, Vol. 22 No. 3, pp. 261-8. Sisson, K. (1994), â€Å"Personnel management: paradigms, practice and prospects†, in Sisson, K. (Ed. ), Personnel Management – A Comprehensive Guide to Theory and Practice in Britain, 2nd ed. , Blackwell, Oxford. Storey, J. (1992), Development in the Management of Human Resources, Blackwell, Oxford. Whittaker, S. Marchington, M. (2003) â€Å"Devolving HR responsibility to the line: Threat, opportunity or partnership? â€Å", Employee Relations, Vol. 25 Iss: 3, pp. 245 – 261 How to cite Management Is an Integral Part of the Work of Everyone, Essay examples

Cultural Aspect Of Global Business Samples †MyAssignmenthelp.com

Question: Discuss about the Cultural Aspect Of Global Business. Answer: Introduction This case study is delving with the issues relating to the cultural aspect of global business. Sustainable business practices take into consideration the issues relating to CSR, foreign investment, as well as the advantages of regional integration in respect of the countries within as well as organizations conducting business in that area. The organizations that are trying to start their operations in a foreign nation need to consider the cultural changeability of various areas of the world as well as developing a cultural understanding. Importance of cultural understanding regarding market entry and development When an organization is entering a new market, certain issues in regard to cultural differences might be encountered by the company. Cultural differences that need to be considered by the company entering the new market comprises of factors such as languages, religions, social standards as well as demographics. The significance of cultural understanding regarding the aspect of market entry and development are mentioned as under, The cultural aspect, which might be considered being national or organizational culture, will be providing the company a better understanding for conducting business. It should be noted here that the majority of the daily as well as regular business operations are considered being culturally driven. While entering a new market, an organization should not simply be relying upon its present process of conducting business. The reason for doing so is that the every country is having a set of varied variables that can be regarded as new for an offshore company such as rules and regulations, taxation, different currency, different periods of holiday and so on. The most significant consideration regarding this is the cultural difference (Crowney, 2016). Expansion of business into international territories can take place either via internal growth or mergers and acquisitions. There can occur the aspect of cultural mismatching when an organization will be making decisions in setting up base in a new country since it will be taking time for learning the cultural aspects as well as adopting the countrys traits. When organizations are trying to make an entry into a new market that is having varied cultural aspects, it is required for the organizations entering the new market to have an understanding as well as mapping of the cultural differences for bridging the gap amongst the business units that are performing in multiple cultural aspects. While entering the new market, the knowledge relating to organizational culture is considered essential in respect of managers and should be taken into consideration in the feedback process, intrinsic as well as extrinsic rewards and so on. Organizations that are not having any complete understanding of the cultural aspect of the region that is being targeted for setting up base will often be devising strategies related to marketing that will not be attracting the customers interest and will be facing failure from the very beginning itself. For working effectively in Indonesia there is the need to try reaching an agreement. The country is having an agreement based discussion cultural aspect. One of the constitutional standards is associated with the aspect of making decisions depending upon consultation as well as consensus. This attitude is very much common regarding the business culture in Indonesia. Decisions are made depending upon discussions that are considered being long lasting as well as consultation amongst the business partners. A business solution that might be a considered being a contractual association or any business deal is required meeting the consent of everybody that is having an involvement, since the Indonesian cultural aspect is depending upon a collective principle in which every individual is required providing their consent for having a working solution (Kraidy, 2017). Analysis of the Indonesian culture by using the Hofstede Framework Through the use of the Hofstede Framework, the Indonesian culture needs to be analyzed that will take into consideration the dimensions of Power Distance Index, Individualism, Masculinity, Uncertainty Avoidance Index as well as Long-Term Orientation. Powder Distance Index This dimension is explaining the degree to which the less powerful organizational members as well as institutional members within a country are accepting the fact that there occurs unequal distribution of power. Indonesia will be having a high score regarding this dimension stating that the country is following certain traits such as having dependence on hierarchy, unequal rights amongst the power holders as well as non-power holders, directive leaders, and controls relating to the management. There occurs centralization of the power and managers are counting upon the team members obedience. Staffs are having the expectation of being told what needs to be done and when it should be done. There is the expectation of control and managers are given due respect regarding their position. There occurs indirect communication and negative feedback is not disclosed (Forsgren, 2014). High Power Distance is also stating that the co-workers in Indonesia will be having the expectation of having a clear direction from the manager or senior. Individualism The primary issue that this dimension will be addressing is considered being the level of interdependence that is maintained by the society within its members. In the Individualist societies, it is supposed that people should only be looking after themselves as well as their direct family. In Collectivist societies, individuals are belonging to the in groups that are taking care of them in return of loyalty (Moran, 2014). Indonesia is considered being a Collectivist society, explaining the fact that there is increased affinity for a strong social structure where individuals are having the expectation of conforming to societys ideals as well as the in-groups to which they are a part of. Masculinity A high score i.e. Masculine on this dimension will be indicating that the society gets driven by competition, achievement as well as success, where success gets defined by the one wins or outshines others in their respective field. This is a value system that begins in school and will be continuing all through the organizational phase. A low score i.e. Feminine on this dimension will be stating that the prevailing societal values are to care for others as well as quality of life. From a Feminine societys perspective, quality of life is considered being the sign of being successful and it is not commendable to stand out from the crowd. The primary concern in this respect is what crates motivation from individuals, whether it is the desire for being the best i.e. Masculine or to like what an individual does i.e. Feminine (Storey, 2016). Indonesia is considered having low Masculine regarding this dimension. Within the country, statuses as well as visible symbols relating to success are considered having significance but it is not material profit that will be bringing motivation every time. Most of the time it is the position that is being held by an individual that is considered having more significance to them due to an Indonesian notion known as gengsi that means outward appearances. It is considered being necessary that there is strong maintenance of gengsi so that a different outward appearance gets projected that is having the aim to impress as well as create the impression of status (Brouthers, 2013). Within the Feminine countries, the managers are striving for an agreement, individuals are valuing equality, solidarity as well as quality within their professional lives. There occurs resolving of conflicting situations through the aspect of compromising as well as negotiating. Incentives like free time as well as flexibility are supported. An efficient manager is considered being a supportive one, and there occurs the achievement of decision making via involvement. On the other hand, the lower Masculine countries are displaying the characteristics of Masculine societies but in a lesser quantity. Uncertainty Avoidance This dimension is associated with the manner in which a society is dealing with the fact that the future is always unknown and the degree to which the members of a cultural aspect will be feeling threatened by the circumstances that are considered being ambiguous or not known. Indonesia is having a low preference towards the avoidance of uncertainty, meaning that there is a strong preference within the country regarding the Javanese separation culture relating to the internal self from the external self. One more aspect of this dimension can be associated with Conflict resolution. Direct Communication can be considered as a conflict resolution method that is mostly considered as an intimidating circumstance and one that the Indonesian is not comfortable in (Ambos, 2014). A successful conflict resolution process is associated with the aspect of taking the more familiar path of using a third party mediator that is having numerous beneficial aspects. Long Term Orientation This dimension is describing the ways by which every society is required maintaining certain connections with its individual past while dealing with the challenging aspects associated with the present as well as future. Also, societies are prioritizing these two existential objectives in a different manner. In this regard, it can be stated that countries having a pragmatic cultural approach are encouraging prudence as well as efforts in modern education as a means for preparing for the future. Indonesia is considered having a pragmatic culture and individuals that are in societies having a pragmatic orientation, they are believing that the truth is depending strongly or circumstances, context as well as time (Reiche, 2016). They are showing the capability for the aspect of adapting the traditional aspects in an easy manner for changed circumstances, a strong inclination in respect of saving as well as investing and determination to achieve the outcomes. Impact of CSR issues on the international business activities of an organization In regard to the Corporate Social Responsibility, there are certain issues that are impacting the international business activities of an organization that take into consideration the economic responsibilities, legal responsibilities, ethical responsibilities as well as the philanthropic responsibilities. Economic Responsibilities In respect of the international business activities, it can be stated that the primary responsibility of an organization is associated with its economic responsibilities. This is stating that an organization is required having the primary concern of making profit when setting up business abroad. This is associated with the fact that without making adequate money, staffs will be losing their jobs and the organization will not be able to think about taking care of its social accountabilities in the foreign country. Therefore, prior to an organization having the thought of becoming a better corporate citizen, it primarily requires ensuring that it can become profitable in regard to its international business activities (Armstrong, 2015). Legal Responsibilities The legal responsibilities of an organization are the needs that are placed on it in accord with the law when setting up business in a foreign country. To ensure that the organization is having profitability, it is required ensuring that it will be obeying every law that is prevailing within the foreign country, which is having the most significant accountability, in accord to the corporate social responsibility theory. The legal responsibilities will be ranging from the securities regulations to the labour laws, environmental laws as well as criminal laws in relation to the international business activities (Ferraro, 2017). Ethical Responsibilities After meeting the primary requirements regarding economic as well as legal accountabilities in respect of an organization, there is the need for the organization to concern itself with the ethical responsibilities regarding the international business activities. The ethical responsibilities will be including the process of being environmentally friendly, making the payment of fair wages or refusing to do business with countries that are considered being oppressive (Pudelko, 2014). Philanthropic Responsibilities When an organization will be meeting each of its other responsibilities relating to the international business activities, it will also start to meet the philanthropic responsibilities. These responsibilities are considered moving beyond what is simply necessary or what the organization believes to be correct. They are having the involvement of making an endeavour of benefitting the society within the foreign country (Wild, 2014). Incorporation of risk into market entry strategies using an Adaptation Strategy When an organization will be entering a new market, it is required coping up with the cultural as well as demographic differences in the way it will be handling marketing. The adaptation strategy will be implying the process of changing the different aspects relating to products as well as services to a substantial extent for meeting the requirement of the customers in the global markets by considering their differences. Moreover, while the product adaptation strategy will get involved, there will occur the addressing of the differences relating to particular markets at the stage of product development, accommodating the differences regarding the wants of the customers as well as needs in an efficient way (Stahl, 2015). There are certain disadvantages associated with the adaptation strategy in respect of an organization that are mentioned as under, Increased levels of financial costs can be particularly mentioned as a major drawback relating to the adaptation strategy. Low implementation speed regarding adaptation strategy is considered being another drawback. Adaptation strategy in general, does the elimination of the scopes to benefit from the economies of scale. To learn the conditions regarding the local culture for the integration of this information relating to the components of marketing mix will be considered to be an expensive scheme (Cavusgil, 2014). Description regarding the Association of Southeast Asian Nations (ASEAN) In 1967, there occurred the formation of the Association of Southeast Asian Nations (ASEAN) by Malaysia, Indonesia, Singapore, Thailand and the Philippines towards the promotion of political as well as economic association as well as regional constancy. The ASEAN Community comprises of the three pillars such as the Political-Security Community, Economic Community as well as Socio-Cultural Community. Benefits and drawbacks of regional integration Gains in Trade (Benefits) Trade gains are considered being one of the key advantages in respect of regional integration. This will assist in leading towards the monetary advantages in respect of countries that are having the involvement via more advantages in respect of the countries of origin as well as via cheaper products in respect of the importing nations (Deresky, 2017). Cultural Centralization (Drawbacks) Regional Integration is having a non-economic disadvantage stating that in particular, strong integration will be leading to the loss of distinctive minority cultural aspects within a region. Conclusion To conclude, it can be stated that a discussion has been made regarding the significance of cultural understanding in respect of market entry and development. Then, with the use of the Hofstede Framework, the Indonesian cultural aspect is being analyzed. The CSR issues have been described and explaining in what ways these issues will be impacting the global business activities regarding an organization. Also, a brief description has been provided regarding the Association of Southeast Asian Nations as well as discussing the advantages as well as disadvantages relating to regional integration. References Ambos, B., Hkanson, L. (2014). The concept of distance in internationalmanagement research.Journal of International Management,20(1), 1-7. 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