Study Guide

acute pain-a protective mechanism that alerts the individual to a condition or experiece that is immediately harmful

1. Some people accuse sociologists of observing conditions that are obvious. How does looking at sociology as “making the familiar strange” help counter this claim? How does sociology differ from simple commonsense reasoning?

What are the most important difference (art, science, religion) between people’s lives in large agricultural settlements such as çatal hüyük Jericho and Mesopotamia (manufactured trade) and Egypt (military)?

2. For defense attorneys a “successful” case often means a reduction in sentence via a plea bargain, not

3. Microbiologists employee a number of approached to acquiring a pure culture from a from sample containing a number of different types of bacteria. Briefly describe three different procedures commonly used to secure pure cultures from a mixed culture. The use of simple labeled diagrams may be quite helpful.

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

During the Late Kaskaskia (Cratonic Sequence 3), what type of deposition predominated on the craton?

Which of the following was evidence to support Vanzetti's innocence during the Braintree robbery and double murder trial?

5. What command would tell the system at which runlevels to start analyzed? Pg 430

Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed

Google is one of the most popular, and most used web search engines in the world. Google also has many services that helps you send mail, generate website pages, and create blogs. With all of these great tools come many great, user-friendly features specifically tied to Google. Google has vastly become one of the best search engines in the world, if not the best. Google averages about 12 billion searches per month, which is the most by any search engine in the world. Users can also search for photos, newsletters, and even geographic locations. The best part is, that all of these services are basically free. Google has also set to build more then just a search engine. Google is working on Google glass, self-driving cars, and even have a cell phone called the Android. Google also owns the rights to YouTube, where many users go to upload and watch countless videos. Another great thing the company is doing is spending money on alternative energy sources; last year Google spent 1 billion dollars trying to increase the use of wind and solar energy. Google is also fighting in D.C. to keep the Internet free for Americans. Lastly, Google has one of the best working environments in the world. Google has been the number 1 best company to work for 5 times in a row, including this year. They have been reported to the best human resources department in the world, taking their employee’s happiness over profit. There is no doubt in anyone’s mind that Google is not the best company to work

Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2009). Fundamentals of human resource management (3rd ed.). New York, NY: McGraw-Hill.

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

A rapidly changing business environment due to technological changes and the impacts of globalization has resulted in shift of human resources paradigms (Khan, 1997). In every organization

For instance, Wallach (1983) viewes three perspectives of organizational culture, that is, innovative, supportive and bureaucratic. Martin (1992) identified three forms of organizational culture, including fragmentation, differentiation and integration. Goffee and Jones (1998) define four types of organizational cultures, which is communal, fragmented, mercenary and networked. However, in a company, individuals have personal values and beliefs as well as personal desires. On that account, the attitude of employees and commitment to the companies may result in diversity of achievements. National cultures also have some effects on the values, beliefs and personal desires. A variety of countries have multifarious national cultures, giving rise to a culture shock in multinational companies. Cross-cultural research shows that significant differences exist in national culture characteristic between western and eastern cultures (Hofstede, 1980, 1991; El Kahal, 2001; Chen, 2001). For instance, it is widely known that bureaucratic traditional deep-rooted culture and high power distance exist in Chinese companies (Pye, 1985; Chen, 2001). The management of firms in the west and east makes a world of difference. The reason for that is the distinction between the impact of national culture on individual worth and how individual worth adapts to the organizational culture. Furthermore, after organizations in Hong Kong are mostly in power by ethnic Chinese, the Chinese-style high