The Triangle Factory Fire essay examples

Tragic event often change the psyche of a community or a nation (Nickam, 2003). In fact, tragic events often spur the government and other organizations into action. Specifically, the government and other organizations put in place preventive measures to limit the chances of the re-occurrence of such an event. Preventive measures include legislative efforts that highlight the behavior of individuals and firms within a particular environment. Indeed, the Triangle Shirtwaist Company fire was a tragic event to New York and the entire American population. The fire highlighted the issue of the work environment and conditions in sweatshops across the country. The tragic incident prompted the state and federal governments into action and saw the introduction of laws and reforms geared towards improving workplace safety, recognition of employee rights and increased responsibility placed on employer regarding safety of the workers.

Prior to the Triangle Factory fire, the manufacturing industry in the United States was highly unregulated. In fact, entrepreneurs, whose primary and only motive was to maximize their profits, oppressed workers by ensuring that they worked for long hours, paying them minimum wage and providing squalid working conditions (Haddix, 2007). The poor regulation of manufacturing industry and all industries in entirety meant also contributed to the influx immigrant workers into the country who offered cheap labor and did not enjoy citizen right and privileges.

The incident in New York drew public anger and prompted the reaction of different bodies. First, the unions organized processions and demonstrations to commemorate the victims of the  vicious fire. The unions’ reaction prompted the wealthy employers to commit funds to aid in the investigation of the cause of the Triangle fire tragedy (Cary & Scruthfield, n.d). Of course, the wealthy employers supported the unions mostly to ease the guilt as many people blamed them for the poor working conditions in different industries.

The lower class, some of whom worked in the industries, were the most vocal group after the fire. Of course, most of them were livid by the working conditions in the factories and probably had first-hand experience of the effect of the poor work environment. In fact, the protests by this segment of population initiated action at the District Attorney’s office in New York. In particular, the District Attorney opened charges against the owners of Triangle Shirtwaist Company, Max Blanck and Isaac Harris, for negligence. Indeed, the action by the District Attorney indicated that the wealthy owners of the factories would be held responsible for their negligence of employee safety for the first time. Of course, the wealth co-owners put up a formidable defense but were required to pay seventy-five dollars for all the people that perished in the fire (Cary & Scruthfield, n.d). This judgment introduced a good precedent for employee compensation that influenced employee safety related legislation later in the century.

The New York state government also put in place several measures as a response to fire tragedy. First, the governor formed a commission whose main mandate was to investigate the measures that would help to prevent similar fire tragedies in future. Based on the report of the committee, New York introduced legislation targeted at fire safety for the first time in the state. The legislation outlined the requirements for fire safety in factories that included aspect such as mandatory alarm signals and fire drills and clearly identified fire escape exits in factories. The new legislation laid the basis for the introduction of the more comprehensive NFPA 101. The NFPA 101 engraved the issue of factory inspection and fire safety procedure and guidelines firmly into the law and served as a reference point for state and national legislation regarding fire safety in the United States.

Undeniably, the reaction of the three arms of government, executive, legislature and judiciary to the Triangle fire in New York laid an excellent basis for future legislation on workplace safety. The fire brought to the fore the dangers of sweatshops that led to the establishment of fire safety guidelines in that period. Although the reaction might have proved inadequate as wealthy entrepreneurs continued using immigrant workers devoid of knowledge of existence of such safety procedures, it was a step in the right direction and could have contributed to the current standards of safety today.

One of the major milestones in the workplace safety to emanate from the Triangle fire tragedy albeit indirectly, is the Occupational Safety and Health Act (OSHA). The bill, passed in the United States’ Congress in 1970 changed the perception and approach to safety at the work place. The bill placed the responsibility of safety on employers and introduced things such compensation for injuries sustained at the work place (Sinyai, 2011). Moreover, the bill required employers to inform employees about all hazards present at the work place and safety precautions taken to avoid any effects from such fires. Another very important aspect regarding OSHA is that it established national standards of workplace safety meaning that entrepreneurs could not simply move from one state to another to avoid punitive legislation on safety.

In addition, OSHA empowered employees meaning that they enjoyed the legal rights to sue their employers for negligence of safety and putting their lives in danger intentionally. OSHA remains one of the most formidable legislation regarding safety of employees at the work place to date. Indeed, all employers ensure that they meet the minimum requirements set in the bill otherwise the might face legal charges and withdrawal of business licenses. Conversely, the New York state instituted changes to the NFPA 101 in 2011. The main objective of reviewing the fire safety guidelines was aimed at ensuring that they matched modern places of work regarding certain things as architecture. Obviously, the architecture and plans for modern buildings have changed drastically compared to those one in early twentieth century, the time for the inception of the NFPA 101.

In conclusion, the Triangle fire tragedy remains etched in the minds of American citizens as one of the most disastrous events in their history. However, the event resulted in some positive changes to the work place where increased emphasis was placed of fire safety guidelines. Indeed, the then New York state government sprang into action that saw introduction of such things as fire drills, fire safety exits and alarm signals. Moreover, the actions by the New York state government spurred other state governments into action and culminated in the passage on the national bill on work place safety, OSHA. Indeed, the Triangle fire changed the course of history regarding safety at the work place, employees’ rights and employer’s responsibilities.

References List

Cary, N & Scruthfield, L (n.d). About the Triangle Fire. Modern American Poetry. Retrieved from

Haddix, M.P (2007). Uprising. New York, NY: Simon and Schuster

Niknam, M. (2003). Lessons of 9/11. European Judaism, 36(1), 33-35

Sinyai, C. (2011). The Fire Last Time: Why we have unions : The lessons of the Triangle Shirtwaist catastrophe. Catholic New Times, 9.

What is marriage essay example

Marriage is a voluntary union between two consented adults, which is intended to last for a lifetime. Before a couple gets married, they have to undergo a series of events, which moves from the infatuation stage, dating, courting, and eventually marriage. Naturally, human beings desire to have a life companion, which is the top driver of a marriage. While other couples may purely marry for love, research shows that it takes a spirit of commitment to make a marriage last. As earlier mentioned, marriage is not for kids and therefore, the people in it must be willing to weather the storms with their partner instead of opting out at the slightest provocation. Marriage is faced by many dynamics including sex, money, children, and relatives. Gottman, John and Nan (87) asserts that every married couple should aspire to be the best partner that their partner will ever have and in return, bring out the best of their partners. It is important for a couple to learn how to navigate through the murky waters of sex and finances because these are the key drivers of divorce. A marriage should leave spouses with a sense of gratification and peace, knowing that their partner will always be there to weather the storm with them.

Sociologists argue that most couples tend to divorce after reaching the seventh year mark. Apparently, couples begin getting bored of each other and they become disgruntled after seven years with most opting to walk out of their marriage. It just so happens that a couple that started on a high during the courtship years may find it hard to sustain the spark in the course of their marriage and often, the love ends up dying. People also tend to marry with very high expectations of their partner and when the expectations are not met fully, they lack the mechanisms to deal with the underlying issues and instead choose to walk out of the marriage. Just like a small child, marriage needs constant nourishment and nurturing for it to blossom (Gottman, John M, and Nan,67). The Seven Principles for Making Marriage Work. A marriage is a team meaning that the partners should always strive to work towards a common goal and avoid working against each other. The seventh year itch seeks to explain that, since seven represents completion, that is when most couples feel like they have had enough of the marriage and they therefore make a conscious decision to leave (Papps, Thomas,45). Now, the couple has mostly dealt with cases of death, childbirth, infidelity, and even bankruptcy prompting them to conclude that they are with the wrong partner.

The theory further likens the seven-year itch to the early years of an infant. If an infant is not well nurtured during the first few years especially by the mother, they may be prone to infections and later on die. Couples may also raise children together then realize along the way that they do not really share the values that are needed to hold a relationship together(The Seven Year Itch: Theories Of Marriage, Divorce, And Love). The theory relates so much in many life aspects, top couples like Brat Pitt and Jennifer Aniston divorced after seven years showing that there could be some truths related to the theory. Most couples seem to cheat after hitting the seven-year mark, either because their partner stops becoming attractive especially after childbirth or due to social changes like job and consequent status. The seventh year itch 1955 film also reveals the complexities that married couples face especially after hitting the seven-year mark. In this particular film, a married man admires his neighbor and is often tempted to leave his wife and a young child to run away with her. It seems like after seven years, couples forget why they chose each other in the first place and they prefer to start new relationships with other people. When couples begin to realize that the costs of being in the marriage out ways the benefit, then the most viable solution is to call it quits.

Assignment  2

The coming of the America revolution

Americans were under the British colony and they gathered all efforts they had to free themselves from the British. The Americans in particular resented the British rule and the different acts that they imposed on the America because they strongly felt that the different states were diversified enough to firm a united nation (Carr, Joaquin, 34).In effect, they formed a revolution against the British government. When the British were fighting against the French, many resources were used leaving the country with debt. The American citizens were hence lefty with the burden of paying off the debts through some vigorous taxation, which included the sugar act, the stamp act, non-consumption, and non-importation, the formations of sons of liberty and the Boston tea act. The natives felt that the government should not extort funds from them to take care of the leaders in the government and help them lead extravagant lives. In addition, Americans at some point boycotted tea because that also became a means of taxation. Americans were also unhappy because of the way the British government were officiating inept kings like George 111. The stamp act was perhaps the hallmark of the revolution because the colonies felt that the taxation rules were meant to extort them.

Works Cited

Your Bibliography: “The Seven Year Itch: Theories Of Marriage, Divorce, And     Love”. Psychology Today. N.p., 2016. Web. 7 Mar. 2016.

Papps, Thomas G. The Ei8ht Reasons for Divorce: Why Marriages Fail and How to Ensure That   Yours Doesn’t. Wilkes-Barre, Pa: Kallisti Publishing, 2012. Print.

Gottman, John M, and Nan Silver. The Seven Principles for Making Marriage Work. , 2014.         Print.

Carr, Joaquin. The American Revolution. Pelham, NY: Benchmark

500 word essay sample: Influence of Family on Voting

Want some inspiration for writing a 500 word essay? Here is an example on the influence of family on voting. Would you like to see an example of a 1000 word essay?

Influence of Family on Voting

Although one makes decisions once they are older on themselves, the influence of the family cannot be overstated. How many times to do we find sons and daughters of politicians aspiring to be the same in future? The decisions that people make may be alienated from the decisions made by their family, but the reason for voting or not voting may be drawn from one’s family. As children the voting day was always special since the build up to the big day was always breathtaking. Coming from a family where mother and father were from different political parties it was always exciting to hear and watch the criticism leveled against each other’s campaigns. Although one did not understand the party manifestos and the underlying aspects that the party would do, one always knew the candidates and their slogans since it was put in the car and also at our door. Although I always wanted to side with my mother, I always found myself liking my father’s argument better.

The nominations of the leaders of the democrat and republican parties were also highly contested although my family was from different sides. My family was divided between different parties although we were not qualified to vote. As we grew order when one of the parties won we would react like we were in the Congress and follow all the proceedings to see how the parties were doing. These were important in cultivating a political culture and we couldn’t wait to attain a voting age. Everyone was focused and followed the party models that were critical in developing our urge to vote.

The same passion was not evident among our neighbors who some did not vote. They did not deem their votes as important in shaping the country’s future. While my mother and father were strongly supporting their parties, the same was not evident among other parents in the community. There were those who took it as a duty and although they voted it was not informed by knowledge of the policies that were suggested by other parties but on individual inclinations. There were massive differences between the reasons that they voted and what my parents stood for.

Families are, therefore, equivocal in forming opinions and encouraging people to take part in the voting process. There are different reasons why people may look forward to voting but if one grew in an environment that was charged and had a good political atmosphere it is easy to take part in the voting process. All the family members are dedicated to the voting process and take part in these systems to date. Although there is no one that has decided to pursue any political ambitions and vie for a political seat the political mindset is still intact. It is critical to developing specific models and aspects that are critical in developing the best practices through sensitizing the children ion the need to vote.

The number of people who forego the chance to vote is alarming and yet the forefathers fought had to gain a right to vote for all people who had attained the voting age. Voting is important, and people should be informed and driven by not only their party affiliations but their party manifesto. Every individual should strive to gain an understanding of the main campaign tools and models that the two parties are using to ensure that they help the people. One should be introduced to the importance of voting from a young age to ensure that they are committed and driven to vote in future.

1000 essay example: Organ Theft in Egypt

Here is an example of a 1000 word essay. Would you like some inspiration for a 500 word essay?

Organ failure is perhaps the best explanation on the rising cases of organ harvesting. Organ harvesting is a surgical method that entails the removal of an organ from an individual with the intention of using it on another human being. Organ failure occurs when an individual suffers a medical condition, which alters the performance of vital organs in the body like the heart, the kidney, or the liver. Lifestyle habits can actually lead to the failure including alcohol intake and even smoking. For an organ to be effective, it must be matched with the    recipient to reduce incidences of allergies. Medical practitioners around the globe conduct this procedure under very tight regulations. It is important to note that an organ cannot be effective if it comes from a dead body. In this case therefore, the organs have to be taken from a live voluntary donor; of course under anesthesia, or soon after a person dies away especially after brain failure. Sinai desert is anonymous with the issue of organ harvesting and the victims are poor Africans trying to cross over to over nations especially Israel. Organs cost thousands of dollars and the business is quite lucrative for the Bedouin tribe. On average, a kidney costs between $2,000 and $6,000. The essay seeks to highlight the factors that lead to the organ harvesting In the Sinai desert and the effect it produces.

What leads to the organ trafficking

Lack of regulation

As the name suggests, the Sinai desert is quite a deserted place and the people there have minimal, if any, regulations guiding them. As earlier stated, organ trafficking mostly occurs among the Bedouin people as they try to find their means of survival. The illegal donor traffickers mostly have long waiting orders from sick patients and they are always under pressure to meet their targets (Bradley). Some conniving doctors link up with the criminals and they help in the harvesting at a high fee. The fact that the Sinai desert is far off the city with no administrators makes the place viable for such inhumane acts. Human trafficking is quite prevalent in Egypt and the victims are always ripe for the operation. The victims are taken mostly to some enclosed place, stripped off their properties before being subdued to the act. Under amnesia, the victims are then operated on and they are left to die in some deep dry wells. Mobile clinics from some private hospitals in Cairo set up camps in the desert where they then conduct the said tests. Usually, the said doctors conduct some matching tests and the healthiest people are chosen among them. The common organs in this case are the cornea, heart, liver and the kidney.


Egypt passed a bill on February 2010 terming organ trafficking, as illegal but still some vague official always seem to get away with it. The bill outlawed financial rewards for the organs and instead made a government list or the organ recipients who then had to follow the right procedures to receive the organs. According to the the Huffington Post, people crossing the Sinai desert are smuggled off their properties and they are coerced into either giving up money or their kidneys. According to Bradley,in most incidences, the victims do not have any cash with them and that is how they end up losing their organs and inevitably their lives. Some of the donors freely give out their organs as a means of making money for survival. In some places, the poor people give off their kidneys to shylocks as collateral for their loans. The organs are hence sold to the wealthy needy citizens who enjoy life at the expense of these poor people. Corruption also makes it hard for the relevant authorities to identify the mastermind behind the drug trafficking and put them up for trial. Corruption is also apparent in Egypt because it is clear that the organs cannot survive for more than 48 hours and most are transported via air to places like America Australia or Europe where they are sold at very high prices. This automatically shows that some officials are in support of it.

Human trafficking

Human trafficking best explains the high rate of organ trafficking in Egypt. According to Pleitgen and Fadel Fahmy ,refugees fleeing from their home countries are often smuggled and put in bondage where they face torture and even hard labor at no fee. The refugees mostly come from countries like Ethiopia, Eritrea, or Sudan where war is prevalent. Women in this instance are even raped if they failed to come with the huge sum of money that the abductors demand for. As earlier pointed out, most of the refugees seek their solace in Israel through the Sinai desert where they meet their fate. Organ trade continues to be a very profitable venture among the Bedouin and it is even better than drug trafficking and prostitution. In this regard, it makes more economic sense to steal people’s organs for sale and turn into millionaires.

Effects of Organ Theft

It is evident that illegal organ trafficking has encouraged slavery in the Sinai desert and other vices. The Bedouin people are willing to pay any amount to have people who they can turn into slaves and later steal the organs from them (Stranded In Sinai: Stripped Of Home, Refuge, And Organs”).A study conducted shows that some of the slaves have to undergo inhumane torture including their bodies being burnt and intensive hard labor. Most of the victims are coerced into giving their organs and they are left to die after the procedure because they lack the right mechanisms to prevent death after the surgery. The loss of lives can be evidenced by the heap of bodies in the dry wells, which goes to show just how people can become reckless with life.

While indeed some people donate their organs because of poverty, the vice does not help in changing the situation. According to the world health organization, most of the donors end up suffering some health complications after the operation meaning that in the end , they end up using the money earned to seek for some medical attention(“WHO | The State Of The International Organ Trade: A Provisional Picture Based On Integration Of Available Information”). In addition, the organ theft promotes poverty because; the donors are unable to sustain jobs after the operation meaning that it ends up doing more harm than good. Most of the complications arise from the fact that the clinical procedures conducted are not right leaving the donors with infections to deal with.

To conclude, there is a need to deal with the rising cases of organ theft in Egypt. The world health organization should merge efforts with the Egyptian government to educate the mass on the dangers of organ trafficking. The people behind the organ theft ought to persecuted to discourage such acts. The issue of human trafficking has contributed so much to the organ trafficking and therefore measures should be put in place to ensure that the pioneers are brought to book.

Works cited

Fred Pleitgen and Mohamed Fadel Fahmy, CNN. “Refugees Face Organ Theft In The Sinai –  CNN.Com”. CNN. N.p., 2016. Web. 7 Mar. 2016.

“WHO | The State Of The International Organ Trade: A Provisional Picture Based On   Integration Of Available Information”. N.p., 2016. Web. 7 Mar. 2016.

“Stranded In Sinai: Stripped Of Home, Refuge, And Organs”. Al Akhbar English. N.p.,  2016.   Web. 7 Mar. 2016.

The Huffington Post. N.p., 2016. Web. 7 Mar. 2016.

Bradley, Joel. “Trafficking In Organs Said To Rise In Egypt”. WSJ. N.p., 2016. Web. 7 Mar. 2016.

Management across Culture: Establishing US Firm in Sultanate of Oman

Executive Summary

Management across culture occurs when a firm opts to establish its operation in a foreign nation. The move to establish US organization in Sultanate of Oman would elicit culture clash, but this does not deter the firm from succeeding. The approach involved in managing the firm in the new environment would dictate its operation and performance. Incorporation of values of the two nations when devising the policies of the firm is critical to smooth operation. The human resource needs to devise innovative approaches in addressing issues that would affect the activities of the firm. Besides, merging of the cultures of the two nations must take into consideration the values of two nations.

Management across Culture: Establishing US Firm in Sultanate of Oman


Management of the workforce is vital to the performance of an organization. The sourcing of suitable candidates for various slots on the organization at time exposes the human resource department to hire people of varied backgrounds. It follows that the leadership of the firm must embrace management practices that would foster excellent relationship among people of diverse background. Diversity in the workplace encompasses aspects such as culture, race, age, sexual orientation among other aspects. Culture refers to a set of beliefs and anticipations that the people view as acceptable in a given community (Lyons, Wessel, Ghumman, Ryan, & Kim, 2014). The premise of this proposition is that  culture tends to vary with the geographical location. The assumption is that a people that belong to a given locality exhibit some shared beliefs. Culture is a concern of the management because it affects the way the people perceive the activities in their workplace. Studies reveal that culture tend to affect the way  people behave. Similarly, within the workplace environment that comprises of people of diverse backgrounds, the association among the employees sometimes becomes difficult (Fischer, 2006). The problem arises from the way people interpret the views or thoughts of others. The purpose of this essay is to  demonstrate how to manage U.S organization operating in an international market.

Managing People across Cultures

Diversity entails how people view themselves and their perceptions against others (Solomon & Schell, 2009). These perceptions tend to dictate the interaction pattern in the organization. It follows that the perception of the employees towards the operation of the firm and against themselves has the propensity of dictating the success of the firm. In essence, the performance of the company rests upon the effective management of cross-cultural issues that affect the workforce. Here, the human resource professionals need to help the organization to establish an environment that  accommodates people of varied cultures.

Managing people across cultures entails recognizing and accommodating the similarities and differences among  countries and traditions and then address the principal organizational and strategic issues in a diverse manner (Lyons, et al 2014). Each nation tends to advance certain cultural environments an aspect that tends to shape the perception of their citizens. At the same time, each community often encourages certain traditions. It means that individual perceptions towards self and others is a construction of two factors namely one’s country and culture. When a person from another country set foot in a foreign nation, he or she has the challenge of adapting to the situations in the new environment. Similarly, management of the U.S organization has the task of cultivating an internal environment that foster excellent relationship and understanding among the employees of diverse backgrounds in the host country (Sultanate of Oman).

Cross Cultural Awareness

The first step of managing across culture is to recognize similarities and differences among the native countries of the workers. The object of this move is to help the management of the firm to cultivate an environment that would accommodate the perceptions and beliefs of the workers. For example, United States and sultanate of Oman tend to exhibit different values as nations, which are indoctrinated in the citizens. When the workforce comprises of people from many countries, the management should take the trouble of identifying the similarities and differences in norms that influence workplace environment (Lyons, et al 2014). Moreover, it should proceed to explore how those norms affect the belief of people from the respective nation. In this case, the management would be creating an effective plan of handling the possible challenges that would arise in the course of the company’s operations.

The next item is to identify the similarities and differences in culture of the workers. The premise of this argument is that citizens of a country may profess different cultures (Lyons, et al 2014). For example, religious belief of the same members of the society may differ and it affects the way the perceive things and people around them. As such, by identifying the similarities and differences in culture of the workplace, the management is able to create the platform for developing the training curriculum for the workforce.

Third, the human resource department should explore the data captured concerning the similarities in culture of the workers and their respective nations to create a training curriculum or work plan. Importantly, incorporating every aspects of diversity is important in developing an effective training strategy. The success of the organization rests on its ability to maintain the best features of the merging cultures (Fischer, Ferreira, Assmar, Redford, & Harb, 2005). For example, entry of American firm in Sultanate of Oman would expose the company to culture clash. Nevertheless, the plan on how to merge the differences and similarities of the two cultures would strengthen the performance of the firm in the new destination. The plan must be elaborate, attainable, and measurable (Steer, Nardon, & Sanchez-Runde, 2013). In other words, the plan must be one that the organization can easily execute and attain the anticipated objects.

Fourth, merging of cultures should occur without demeaning value. In this case, the management must be open in response to the needs of the  new environment vis-à-vis their mission and objectives. This approach tends to create an open path for embracing the values of every employee while emphasizing the need to promote the culture of the organization. In this case, the intention of the management is to enable the employees of diverse backgrounds to focus on the objectives of the firm while at the same time appreciating their individual culture. For example, American firm may opt to set its operations in the Middle East a move that would elicit clash in cultural inclination. The company would easily achieve its objectives in the international market when it merges the cultures of the respective nations without demeaning the value of any. It means that the company must help its employees underscore the need to appreciate each other and their diverse cultural inclination (Bhagat, Triandi, & McDevitt, 2012). In most instances, the employees tend to encourage practices condoned by the company’s leadership. It follows that whenever the management train and encourage its employees to respect and acknowledge the values of individual cultures, the subordinate would feel the warm and motivation to continue working in the company.


Management has a vital obligation to play in ensuring that the environment set in the organization tends to respect and acknowledge the similarities and differences resulting from the cultures and the country of origin. The management must cooperate with the employees and participate in cultivating conducive culture to succeed (Steer, Nardon, & Sanchez-Runde, 2013). For example, the company should help the employees to underscore the need to appreciate their diverse background and embrace one another as away of ensuring that the company succeeds. The cooperation strategy tends to obligate the employees to be part of the company success. Here, the employees are deemed as important in the same way as the objectives and norms.

Management must addressthe communication problem and resistance to change. Communication is critical in defining the relationship between workers and management. Usually, people tend to interpret the thoughts of their colleagues from the way they communicate. Moreover, they tend to interpret their own perceptions. The mentality about the organization is a construction of the employees (Steer, Nardon, & Sanchez-Runde, 2013). It means that individuals have the power of encourage values that promote organization success. The management might consider encouraging communication pattern that allow all the employees to feel comfortable. The commonality in speaking the same language would help the organization in building the view underscore their importance.

Training the about the American perspective is important because it affects the way the international workers perceive themselves and others with respect to the activities of the company. Since the firm is an American firm, its mission and values must align to the values of United States.  On this account, the behavior anticipated by the management should resemble the Americans. On the other hand, the values of the host country is equal important because the native workers tends to interpret themselves and others using the prevalent values. Nevertheless, the employees need to learn from the management the reason for advancing the American values in the international destination. Arguably, the leadership of the firm should inform the employees about he company values in and expectation in the foreign land.

Promotion of Cultural Reforms

The establishment of the multinational firm in a foreign country calls for promotion of cultural reforms. Here, the management of the company would have to face the challenge of entrenching privileges that would promote the next generation. Importantly, it must expose the employees to learning about acknowledging cultural reforms that form the essential elements of a global company (Yeganeh & Su, 2006). For example, American company should help its employees to appreciate promotion and compensation based on individual input as opposed to seniority. The assumption is that by cultivating an environment where policies that encourage cultural reform take precedence over the known traditions would enable the firm succeeds in the foreign environment. The assumption is that the employees of the firm would attempt to align their perceptions towards the value of the firm.

Studies reveal that corporate culture is responsible for organizational success (Fischer, 2006).The premise of this proposition is that the internal environment would affect the way the employees perceive themselves and others consequently, affecting the normal operation of the firm. In this case, recognition of the role of corporate culture in influencing the performance would help the management to come up with effective strategy that would encourage the realization of the corporate culture. Experts recommend that the organization should encourage innovative human resource strategies as a way of building a dynamic global firm (Yeganeh & Su, 2006). The human resource practices are critical in steering the organization towards attaining successful operation in host country. The policy administration would define the nature of the environment that the organization would promote. For example, the firm would create policies that encourage cross-cultural work environment. It would emphasize employment practices that are non-discriminatory in order to limit conflict with the culture of the host nation.

Reflection of What I Learned About Cross Cultural Management in the Organization

I have established that human resource has a critical role in setting environment for management of the U. firm in Sultanate of Oman.US and Sultanate of Oman have different cultures as evident in the perception of their citizens. Nevertheless, the US firm can still operate in the new environment and attain its objective. The secret behind succeeding in managing the firm in the new country is to devise human resource policies that recognize the values of the host country and those of United States. This move creates the platform for merging the similar and dissimilar cultures of the two nations while taking into consideration the values of each culture.

In the course of exploring cross-cultural management, I have learned that the preconceived notions about the host country were strange and establishing the activities U.S firm in this destination looked difficult. Nevertheless, when I explored the similarities and cultures of host country and United States, I noted the insights on how to go about cross-cultural management. The identification of features of the two nations and the perception of their citizens was instrumental in devising human resource practices that would favor the growth of the firm in the new destination.

The move to establish US firm in Sultanate of Oman result into culture clash, but this does not deter the entry and operation of the organization in this location. After the identification of the differences and similarities of aspects of the two nations, I developed training curriculum that incorporated all the aspects that would affect the corporate culture of this firm. The move aimed at building an environment that would accommodate the cultural values of the host nation and those of the company.

Lastly, I noted that creation of innovative human resource (HR) policies was important in managing the firm in the host nation. The essence of the HR policies was to help the firm build internal environment that would enable the firm to succeed in the new environment. The employees look at the management in setting the environment that would encourage the success of the firm. The encouragement from the leadership motivates the employees while setting the tone of communication in the new environment.


The culture of the host country and its effects to the native citizens is worth considering when trying enforcing the need to advance the American values in the firm at the expense of native values. Here, the native population enlisted to work in the firm would willingly adjust their perceptions (cultural inclination) to reflect the values of the firm. In this case, the merging of the cultures of the host nation and America occurs in a smooth manner without demeaning the culture or values of either party. Identifying specific aspects of the host country that may impede the success of the company is important in developing internal environment that would propel organization success. For instance, the way Middle East nations perceive the place of a woman in the society tends to differ with America. It means that embracing the American values might contradict the thoughts of the natives. Thus, the management must help the natives understand the need to uphold the American ideals concerning the treatment of people irrespective of their gender orientation. Here, a balance between the values of the native country and America would come into play. The consideration given to encourage American values serves to protect the  image of the firm while recognizing the need to permeate an environment that  is free from conflicts.


Bhagat, S. R., Triandi, C. H. & McDevitt, S. A. (2012). Managing Global Organizations: A Cultural Perspective. London: Edward Elgar Publishing.

Fischer, R., (2006). Congruence and Functions of Personal and Cultural Values: Do My Values Reflect My Culture’s Values? Personality and Social Psychology Bulletin, 32(11), 1419-1431.

Fischer, R., Ferreira, C. M., Assmar, L. M. E., Redford, P., & Harb, C., (2005). Organizational Behaviour across Cultures: Theoretical and Methodological Issues for Developing Multi-level Frameworks Involving Culture. International Journal of Cross Cultural Management 5(1) 27-48.

Lyons, B., Wessel, J., Ghumman, S., Ryan, M. A., & Kim, S., (2014). Applying models of employee identity management across cultures: Christianity in the USA and South Korea. Journal of Organization Behavior 35(5), 678-704.

Solomon, C. & Schell, S. M. (2009). Managing Across Cultures: The 7 Keys to Doing Business with a Global Mindset. New York: McGraw Hill Professional.

Steer, M. R., Nardon, L. & Sanchez-Runde, J. C. (2013). Management Across Cultures: Developing Global Competencies. Cambridge: Cambridge University Press.

Yeganeh, H., & Su, Z., (2006). Conceptual Foundations of Cultural Management Research. International Journal of Cross Cultural Management 6(3), 361-376.