Summary of Pontoon A novel of Lake Wobegon Assignment

Summary of Pontoon A novel of Lake Wobegon - Assignment Example This summary assists the author bring out his intention to the reader about how to live and enjoy life. It was after the death of a woman in the community that the plot thickens. Her family is thrown into turmoil as they do not want to go against her death wishes. At the same time, they do not want to anger the community members by carrying out her wishes. Many lessons are brought forth at the woman’s burial. Her best kept secrets are also brought out during the death ceremony. It is through the story that individuals in society are taught the value of living and enjoying life. Also, they are shown the importance grabbing opportunities once they come one’s way (Keillor, 2008). In conclusion, the story has lifelong teachings that can assist any individual identify what they want in life, and how they can set out to achieve their dreams. The author’s character and mannerism of bringing out these lessons makes the book stimulating and riveting. It is critical not to live in fear or regret (Keillor, 2008). This is one vital lesson the author brought out in the novel, making it a must-read for

Cross-cultural and HR Practice (Module is Human Resource Management) Essay

Cross-cultural and HR Practice (Module is Human Resource Management) - Essay Example Both the issues involved in the particular research, i.e. organizational culture and HR have been extensively investigated in the literature. In this context, it has been found by Schuler et al. (1998, 159) that HR management practices applied in the particular countries should be based on the following criteria: â€Å"a) the business structure, b) the legislative and employment relationship context, c) the patterns of HRM competence and decision-making and d) the national culture†. On the other hand, the study of Sims (2002) referred especially in the value of HRM programs applied within a particular organization. According to the results of this study â€Å"human resources involve HRM programs aimed at developing HRM strategies for the total organization with an eye toward clarifying an organization’s current and potential problems and developing solutions for them; They are oriented toward action, the individual, the global marketplace, and the future† (Sims, 2002, 3). The above assumptions are supported by the views of Jackson et al. (1995, 237) who noticed that HRM is most commonly consideredâ€Å"as an umbrella term that encompasses: a) specific human resource practices such as recruitment, selection, and appraisal; b) formal human resource policies, which direct and partially constrain the development of specific practices; and c) overarching human resource philosophies, which specify the values that inform an organizations policies and practices†. At a next level, Kesler et al. (1997) mentioned that there are three basic processes which define the formulation of particular types of HRM practices in firms of all industrial sectors. These processes are the following ones: â€Å"a. aligning organization, b. developing capabilities, c. managing performance† (Kesler et al., 1997, 30). In other words, the role of HRM is considered to be crucial to the formulation of the organizational culture