HW Math Problem Example | Topics and Well Written Essays - 1000 words

HW - Math Problem Example b. 1. What is the estimated adjusted mean difference in hourly wages for females as compared to males, adjusting for age, union membership, and job type? When age, Union Membership and type of job were taken into consideration, it was found that women earned approximately 1.9 dollars lesser per hour then men did in 1985. 2. Report a 95% confidence interval for this difference. The 95% CI for this difference ranges from -2.76 to -1.04. 3. Write a sentence interpreting both the adjusted mean difference and the corresponding confidence interval. When considering other variables like age, union membership and job type, women in 1985 earned approximately 1.9 dollars less than the men did; and 95% of the times, the actual values for this estimate would fall between 2.76 dollars to 1.04 dollars less then what the men earned on an average. 2. Comment on any disparities in the estimated mean difference in hourly wages between males and females in the four models whose results are listed above . Does it appear from these results that the wage/gender relationship in confounded by other worker characteristics such as worker age, membership in a union, and job type? Why or why not? Across the four models; it is evident that woman did earn lesser than men did per hour in 1985. This effect was seen regardless of the variables included in the study. Adjusting for age increased the discrepancy slightly; while adjusting for job type and union membership in addition to age decreased the discrepancy between the average wages of men and woman slightly. In spite of this, it is difficult to say that these variables play a very significant role; since the differences seen were quite small; and the confidence intervals for the four models overlapped quite a lot. It may be said that variable like age, union membership and job type did affect the discrepancy in the average wages of men and women; but this effect was quite small. 3. Use the results from Model D to estimate the mean differe nce in hourly wages for females, age 42, who are union members with manufacturing jobs, as compared to 42-year male union members with manufacturing jobs. (Note that you have already done this in a previous portion of the problem – I am just trying to â€Å"drill into you† how to interpret multiple linear regression coefficients.) After controlling for Union membership, type of job and age, it was found that women earned on an average, 1.9 dollars less than men in 1985. 4. 1. Does the given information allow you to assess whether the relationship between hourly wages and sex is modified by age? By itself, the data available is not enough to assess if the relationship between hourly wages and sex is modified by age. 2. If not, what additional results would you need to see? We would need information on the significance testing of the F values for the regression analyses in order to estimate whether age does truly affect the relationship between hourly wages and sex; or w hether the observed effect is simply a function of the sampled data. 2. Question two a) 1. What is the estimated adjusted association between Diastolic Blood Pressure (DBP) and

Define war or peace. Your argument is that definition. Your thesis is Essay

Define war or peace. Your argument is that definition. Your thesis is that - Essay Example Some synonyms of the word war meaning relatively the same thing are: battle, bloodshed, conflict, contention, contest, enmity, fighting, hostility, police action, strife, strike, struggle, attack, and combat. There are many different kinds of wars. There is a civil war, which is a war between different sections or parties of the same country or nation. There is a holy war, which is a crusade; an expedition carried on by Christians against the Saracens in the Holy Land, in the eleventh, twelfth, and thirteenth centuries, for the possession of the holy places. And there is public war, which is a war between independent sovereign states. But there all war, F. W. Robertson once said, "Men will ever distinguish war from mere bloodshed". In my research paper war, will mean armed conflict, between nations; hostility or struggle. But will also: battle, bloodshed, conflict, contention, contest, enmity, fighting, hostility, police action, strife, strike, struggle, attack, and combat. Because in my dictionary war is war. Organized crime is not relative. It is universally condemned, because most right-thinking individuals realize that such activity is detrimental to the human race as a whole. War on the other hand refuses to be evaluated objectively, because it is an act of violence sanctioned by the state, an amorphous entity claiming to represent the views, beliefs and morality of its citizenry, and that is why war is far more insidious than organized crime. "Crime" is a word that brings to mind acts of selfishness, antisocial acts that disrupt the functioning of society, that cause hurt or suffering. It is always evaluated while bearing in mind fairness, and thus what is unfair is often a crime. Stealing relegates property that rightfully belongs to its owner to someone else. Murder deprives an individual of the right to live. It is this innate moral compass that helps the majority of men to be able to judge what is crime and what is not, and therefore crime appears to us as a cut-and-dried subject, easily defined and identified. What about war Indeed, there are still many men in this modern world who in their great wisdom proclaim that war is an amoral tool, which can be used for good, or for the greatest evil. Genghis Khan, the Great Mongol Conqueror (if conquering through bloodshed accrues greatness) once said, "Let him who desires peace, prepare for war." His enemies all agreed with him on this point, yet perished underneath the unshod hooves of stocky Mongol ponies. Our leaders today tell us that war must be an option made available to the nation-state, lest we should lose our peace. Some primal instinct that makes us uneasy with war must still flow through our veins, for men to have to keep thinking of new, pallid platitudes and aphorisms to justify war. Could it be that this primal instinct is related to the innate moral compass that helps us identify what is criminal Let us look at the similarities between crime and war. The former involves taking property belonging to someone else; the latter involves taking territory belonging to someone else because you believe it rightfully belongs to you. Crime sometimes involves killing; war requires you to kill, to defend your nation. Once again we see the constant need to justify war. It is, in the eyes of

Positive and negative externalities Research Paper - 1

Positive and negative externalities - Research Paper Example It will also highlight solutions to mitigate these externalities. It will finally analyze the different stakeholders involved in the externalities and their role regarding the externality There are negative externalities related to environmental consequences. An example of a negative externality with environmental consequences is pollution. There are different forms of pollution; air, water and noise. Air pollution has public health implications, and causes damage to buildings and crops. Water pollution has the potential to cause harm to humans, plants and animals. Noise pollution on the other hand might cause disruptions, both mentally and psychologically, to people and animals. Public goods are an example of a positive externality. These are goods whose benefits people cannot be excluded from enjoying. Public goods include clean water, public defense, law enforcement, social amenities and so on. These goods are accessible to most people in the society (Tulkens & Chander, 2006). If businesses start accepting payments online for the services and goods they offer, these actions can lead to a negative externality. This means that clients no longer need to buy paper cheques in order to pay, a situation which means that cheque printing firms will lose revenues. This can also result into unemployment especially for employees charge with the role of processing cheques. In the course of the operation of a company, there are byproducts created. These by products make their way into the environment and cause pollution. Air pollution results from the burning of fossil fuels in industries. Water pollution occurs when industrial wastes are deposited into water sources. Noise pollution occurs in situations where the production process emits destructive sounds that get into the atmosphere. Public goods exist for the satisfaction of the needs of the entire society. These goods exist so that everyone in the society can benefit from them. If such goods did not

Diversity in the Workplace Research Paper Example | Topics and Well Written Essays - 1500 words

Diversity in the Workplace - Research Paper Example America is viewed as a land of opportunity and that is something to be proud. This is the reason that America has a great deal of cultural diversity in comparison to other countries. â€Å"The workplace is an extremely important juncture where culturally diverse, first generation employees attempt to immerse and make the transition into the American culture† (Botbol, 2012). Cultural diversity in America has affected the environment in the workplace in many positive and some negative ways. Positive effects of cultural diversity in the workplace in America include but are not limited to variety of cultural, social, and religious perspectives, and the resulting competitive advantage for the organizations while the negative effects include interpersonal conflicts, occasional incidents of racism, and increased load of training and education of the employees on the employers. ... of consumers belonging to their respective cultures and religions so that the top management can have a deeper insight into their needs and address them through their products. For example, Indian employees may suggest the top management to provide separate space for families in the restaurant since Indian families like to dine in privacy. On the other hand, Muslim employees can not only make the top management aware of the importance of offering Halal foods at the restaurant because of its value among the Muslim customers, but also suggest various ways in which Halal foods can be made. In addition to that, â€Å"team members with knowledge of multiple languages can be an asset in a internationally based business or in communicating with certain segments of the domestic population† (Feigenbaum, 2012). Cultural diversity provides the employers with the opportunity to use the more talented employees to train and educate the others which proves more economical as compared to outs ourcing the training and educational services. The organization gets most of the knowledge in-house which saves the time, energy, and money of the business-owners. Competitive Advantage Success of an organization depends upon the popularity of its product among the potential consumers’ population. As America has become more and more culturally diversified over the years, so has its workplace and this generates a positive message to the consumers. Consumers feel like buying the product of an organization when they see their representation in the organization’s workforce in terms of similarity of culture, religion, and social values. Recruiting workers belonging to different cultures and religions has enabled the organizations to gain the trust and confidence of the culturally diverse consumers,

Sports And International Laws Essay Example | Topics and Well Written Essays - 5250 words

Sports And International Laws - Essay Example Sport has coexisted with the existence of man. From the very simple to advanced levels sports are played by individual of almost every age. A formal definition from Dictionary.com quotes sport as, â€Å"An activity involving physical exertion and skill in which an individual or team competes against another or others.† More than just a leisure activity, over the years, sport has evolved as a means of progress and development. The international face of this physical activity becomes a source of development and coordination among different factions and nations. The present face of sport has evolved such that teams have been founded at both local and international levels and have developed and matured into the game of sport being acclaimed internationally. The international awareness of sport has bought many meanings to the game. The professional issues associated with both domestic and international sport have taken many turns over the years. It is across these levels of modification that the globalization of sports has evolved. Moreover, the issues of marketplace in an era of global prominence have also been looked upon. Professional and amateur sports, both, are affected by a number of controversial issues. The examples of these issues could be the abundant use of performance enhancing drugs, the migration of athletes and coaches, the impact of sports on the environment, the production of sportswear and sport as a potential market for the workforce of the developing countries. (Tahibault, 2009) The commercialization of sports in the society is also one of the global effects of sports in the it. HISTORICAL PERSPECTIVE: The historical perspective of the field of sports dates back to the 14th century when the game of croquet was played. Moving on to the French and then noticeably to the English sport then evolved into a field just as significant as any other in the corporate sector. The official history of the Olympic Games however dates back to the 776 B.C. The Greek calendar was itself based on the Olympiad which was to be held every four years. Though scholars agree that these were not the very firs t games but they unanimously affirm that they were substantial games that took place between city states such as those of Elis and Pisa. The founding of the Olympic games has been traced back to King Iphitos of the Eleans. This realm of ancient Olympics continued over 1170 years. Then after a gap these games were again revived in the in the 19th century. This was done by French Baron

Economics - Supply and Demand of Beef in the United States Essay Example for Free

Economics Supply and Demand of Beef in the United States Essay Imagine a life with no hamburger or milk. How would this make you feel? Do you think you would be able to survive? I know I wouldn’t be able to. Both milk and red meat are important in a daily diet. These two items come from cattle. Cattle and beef in general are a necessity to everyday living. â€Å"The importance of beef cattle in the agriculture of this country rests chiefly upon their ability to convert coarse forage, corn, grass, and other products of the land, wither unfit or not wanted for human consumption, into a valuable and much-desired food. Lets face it, we aren’t going to be eating grass or grain pellets anytime soon. Cattle eat grain pellets, grass, forage, and other stuff that humans don’t consume. The cow has a much more desirable flavor inside. Can you picture now eating a juicy prime rib sandwich? This is just one of the many items a cow produces. Local farmers in rural communities are working hard to produce the high demands for beef. â€Å"Hamburger meat from one steer would equal 720 quarter-pound hamburgers, enough for a family of four to enjoy hamburgers each day for nearly six months. They are looking ways to produce higher quality beef. The cattle producers are now artificially inseminating the cattle with better genetics to help make the quality of beef higher. According to Present and Future Applications of DNA Technologies to Improve Beef Production, substantial improvements in production efficiency and quality of beef and dairy products have been made possible through manipulation of bov ine genetics. Milk comes from cows and that’s what gives you strong bones and lower carbohydrates which are essential for everyone’s daily diet. Also beef is the number one source of zinc in the human diet. The meat is filled with nutrients that help your body get what it needs to stay healthy. It is an excellent way to keep your immune system going strong and not feeling sick, weak, or tired all the time. Being healthy not only makes you look better on the outside, but also on the inside. Being healthy helps with depression, and eating red meat and getting the essential nutrients helps with all of this. Being a cattle raiser myself, I know that there are many factors to consider when producing the cattle that produce the meat. Many people say that cows are wasting the land and that their waste is filling up the land space and causing the manure to destroy the land. This is false. The manure that the cow lets out is extremely vital to the pasture. It is a great fertilizer and gives the nutrients that land needs most. This helps with growing crops as well as flowers and plants.

Cross cultural awareness

Cross cultural awareness Cross Cultural Awareness For The International Manager Successful Cross Cultural Management And The Anticipated Characteristics Of France And Brazil Introduction It has been commented that to minimise or resolve conflicts between different cultures they should first be grouped or categorized to measure their differences (Trompenaar, 2006). The UK scores fairly low in the uncertainty avoidance index, suggesting that people in these cultures are less risk averse and feel relatively secure (French, 2008). In terms of the workplace, this can be reflected in a high employee turnover and managers encouraging risk taking and to expect change (Overby, 2005). When taking Trompenaars dimensions of universal or particular (the extent to which rules are followed regardless of the situation and people involved) into consideration, it may help to explain further where this behaviour or reasoning comes from. Products and services are being offered on a global scale, posing a serious problem when a universalist culture engages in business with a particularist society, where the importance of relationship is ignored. Trans-cultural effectiveness is not only measured by the way one culture values another but also by the ability to reconcile the dilemmas, resolving them promptly, and the extent to which both values are synergised as one (Hemple, 2001). Hemple emphasises upon the importance of such an understanding in the current globalisation era. At present, when companies become global, there is predominantly an inevitable move towards the universalist view (Hemple, 2001). In order to go about such a task, Trompenaars dimension of universal v particular is a helpful tool to signify the importance placed upon relationships and people compared to individual needs (Trompenaars F. H.-T., 1998). Trompenaars Neutral V Affective Trompenaars dimension of neutral v affective describes the extent to which a culture displays emotion, either openly (affective) or in a restrained manner (neutral) (Gooderham, 2003). A cross cultural venture will involve communication between a variety of groups and people. The way in which people communicate is diverse and consequently the manner in which behaviours and actions are inter-operated also differs, leaving room for miscommunication. For example, people from a neutral culture may perceive displays of emotion in the workplace as unprofessional behaviour whilst the lack of emotions displayed by those from a neutral culture may be perceived as deceitful behaviour from the affective cultures point of view (Snodgrass, 2002). With the display of emotions in affective cultures, it maybe that communication is not just seen as a verbal exchange, rather, value is placed upon gestures. Although, minimal or indirect speech is made; facial expressions, actions, and body language may prove to be more influential than words. Without the knowledge of such cultures and their practices, there is a possibility of miscommunication. People from a neutral culture may interpret the lack of verbal communication to be impolite, rather than picking up on the meaning behind gestures such as body language. Halls description of high and low context cultures is reminiscent of neutral v affective, but primarily focuses on the communication styles of such cultures, specifically, on how they communicate (French, 2008). Trompenaars Specific V Diffuse This aspect is useful in providing an insight into how employees perceive their position in the workplace. Those from the diffuse culture value their work and do not separate their responsibility in the workplace from their personal life. In fact, both facets of their life are integrated and are an essential element of who they are. Whereas, those from the specific culture clearly separate their work life from their personal life. They deem their work to be a means of acquiring a valuable objective, such as earning an income in order to achieve a better quality of life. The insights obtained from this dimension may explain any variations in commitment over time amongst employees. Although, neither culture is inaccurate in their thinking, it may still present differences that lead to conflict. For example, those of the diffuse culture may feel obligated to stay behind outside their contractual working hours or work during their lunch break in order to complete a task, as opposed to those of the specific culture who may take their full lunch break and sign off at the end of the day upon completion of their contractual working hours. In turn, those of the diffuse culture may feel unappreciated as they might consider themselves to be earnest whilst viewing their colleagues as insincere. As well as giving an insight into employee behaviour, the specific v diffuse dimension can also elaborate on how employees work and how their interaction with colleagues translates into their personal life (Binder, 2007). France France scores highly on Hofstedes uncertainty avoidance index which is reflected in the emphasis placed upon rules in the workplace with managers endorsing rules, regulations and control of employees. Employees in return seek job security and significant benefits such as health insurance and extended holidays (Overby, 2005). This has an impact on the internal work culture in that managers closely supervise and guide their employees and as a result employees often have little autonomy in their job role. This brings about the issue of HRM practices in a cross cultural venture; whereas performance related pay, individual appraisals etc. are common practice in UK organisations they may not be as successful in French organisations where guidance and control are valued as being a sense of security due to low uncertainty avoidance. French employees value team work and to stand out or receive individual recognition from the rest of the team may be seen to demean or show up others in contrast to being seen as individual achievement. This is also related to the customers perception of an organization when buying products/services; they would prefer to build up relationships carefully and to maintain them as opposed to a quick sale (Trompenaars F. H.-T., 1998). However, similarities are apparent between the UK and France in the use of goal setting (in a HRM context) but with an emphasis on joint goal setting as opposed to individual. This demonstrates the indirect effects of uncertainty avoidance, initially it may be thought of as a resistance to change and enhanced caution towards new people and new procedures. However, the way in which work is organised needs to be adjusted in order to get the most out of employees in a mutual context. For example, (Trompenaars F. W., 2001) research highlights an example of the French nature when change is to be implemented into an organisation: â€Å"†¦..The French, in turn, were so much worried about the unions and how to keep their people motivated†¦..When I came back some three months later to check how the implementation was going, I noticed in France and Germany nothing had started yet (Trompenaars F. W., 2001).† This should therefore be something to consider when UK managers communicate, organise and develop people and organisations from different cultures. Not only for a smooth transition but also for the impact it can have on achieving corporate objectives. Inter-Relational Dimensions BIRTISH TENDENCIES FRENCH TENDENCIES Universalism: rules Middle Universalism / Particularism: rules, relationships Individualism: focus on individual Collectivism: focus on group Neutral: reserved with emotions Affective: demonstrative with emotions Specific: distance in relationships Specific: distance in relationships Achievement: doing/merit Middle Ascription / Achievement: being/status, doing/merit (Parsons, 1951) Trompenaars Neutral V Affective Research shows that France has an implicit culture in which communication is often indirect as opposed to being concise and clear as of the explicit culture and communication methods of the UK. The French manner of communication and importance resulting from an affective culture can impact their approach to analysis. It is often the case that these implicit societies will â€Å"think more diffusively or holistically, making decisions more on intuition than on facts and figures. They can often seem indirect and ambiguous (Overby, 2005).† Therefore in the workplace it may be apparent that a high concern is given to the needs of people in and around the organisation and ensuring those needs are being met as a priority over getting the job done and spending time discussing factual impersonal information (Overby, 2005). As a result when UK and French employees and managers are together it will be important to address the issue of emotions; taking into consideration the Frenchs attitude towards uncertainty as well. Suspicion, doubts and caution maybe demonstrated in a highly effective way rather than the culture often found in western organizations such as the UK, where suspicion, doubts and a sense of unease is often only apparent amongst small groups as opposed to sharing these feelings or making them known in a more outward manner. Trompenaars Specific V Diffuse For those in specific cultures such as the UK, clear differences and separation is given in terms of their status and persona portrayed between work and social lives. In contrast diffuse cultures like France withhold the same persona in work and outside of work and believe that their work status plays a significant role in their perceived status in society. This can bring differences in how colleagues interact with each other (if at all) without the confinement of the workplace. Workplace social events or gatherings are commonly viewed in the UK as being an opportunity to really get to know and speak to the real person without the confinements of position, status or duties to influence a persons behaviour or actions. However, in a diffuse culture such an occasion may not be perceived in the same way; such people may find it difficult to speak with or associate with others without giving respect to the status or position they have in the workplace. In this instance diffuse cultures look to the status or position of an individual as a way of dictating who the individual is and thus how others should interact with them. This dimension closely relates to the significance and importance given to status across cultures. As mentioned previously, the UK can distinguish between work and social life and thus a manager in the workplace regardless of achievements, experience and qualifications will not necessarily be given the same respect and admiration outside the workplace. In contrast France (diffuse culture) maintains the same respect and status of that person which can often bring privileges and favours outside the workplace purely from the respect given to their status. For example, those who have graduated from Grande Ecoles (the French elite of universities) go on to hold top positions within organizations and government (Earley, 2002). However, the respect and status awarded to them holds the expectation amongst society that they will ensure the well-being of the community within the organization. Brazil Brazil scores quite high on the uncertainty avoidance index which is indicative of its culture where structural order is sought to reduce uncertainty (Hofstede, 2009). Strict procedures are implemented in order to reduce ambiguity and avoid conflict (Hofstede, 2009). Alternatively, the culture in U.K embraces ambiguity and thrives on conflict. There are flexible structures in place and risks are endorsed without fear of failure. For the British, failure is another step in the way towards success whereas the Brazilian, perceive it negatively. Both perceptions are a reflection of their respective flexible and structured hierarchical societies. Therefore, it is important in Brazil, to avoid confronting one about an issue concerning others and putting them on the spot about an opinion (Trompenaars F. W., 2001). The Brazilian tendency to avoid risk may affect how business is conducted with U.K as both differ severely in this regard and it will be important to consider this as it might aff ect future joint business ventures or trade partnerships. Inter-Relational Dimensions BIRTISH TENDENCIES BRAZILIAN TENDENCIES Universalism: rules Particularism: relationships Individualism: focus on individual Collectivism: focus on group Neutral: reserved with emotions Affective: demonstrative with emotions Specific: distance in relationships Diffuse: involvement in relationships Achievement: doing/merit Ascription: being/status (Parsons, 1951) Trompenaars Neutral V Affective People from affective cultures like Brazil tend to show their emotions, whereas someone from a neutral one like the U.K will appear more reserved and refrain from demonstrating emotions (Trompenaars F. H.-T., 1998). The style of interrelating is different in Brazil as compared to the UK as eye contact, touching, and personal spaces are important to them. Therefore, it is important to consider these interpersonal elements of interaction when engaging in business with the Brazilian since they can build or deter trust, understanding, and likeability of clients. Awareness of these subtle differences can help in avoiding embarrassing situations or offending someone. The Brazilian, have transparency and expressiveness in release of tensions and may seem dramatic in delivery of statements as emotions flow vehemently and without inhibition (Earley, 2002). Its different from the British culture where emotions are concealed and there is a lack of physical contact, gestures, or strong facial ex pressions along with a monotone style of oral delivery. Trompenaars Specific V Diffuse In a diffuse society like Brazil, closeness and confidence between those working together will be more important than a fancy sales presentation of a product or service as might be the case in the U.K. The final decision of signing a deal will reflect the relationship building that has taken place during the negotiation process. This concept of diffuse is exemplified in the treatment of clients arriving in Brazil. According to the video series â€Å"Doing Business in Brazil† (Boulder, 1977), visiting business people are usually picked up in person by a driver or some representative from the company for all appointments and are invited to meals and social events. In the case of the specific relational category reflected in the U.K., clients basically must fend for themselves by taxi and relationships are kept strictly to business. The main point in this video is that in Brazil, the key to doing business is building personal relationships and integrating oneself into the local n etwork. The idea of private versus public space also correlates with the diffuse versus specific context. Trompenaar (Trompenaars F. H.-T., 1998) cites the example of a situation where if a manager or director were to encounter a subordinate in a social context completely separate from work. In a specific-oriented culture like the U.K., the two individuals would be on equal ground, the levels of professional hierarchy less significant. However, in a diffuse- oriented society like Brazil, the hierarchical space and the superiority of the higher rank would permeate more noticeably into every situation, work-related or not (Trompenaar, 2006). Therefore, even in an encounter outside of work, the subordinate must still defer to the authority. Caution must be taken to heed the local system of hierarchy in Brazil when dealing with the social levels and status even though it is less egalitarian than the U.K. It could be offensive to a Brazilian to not respect the social distance between one self and an inferior. Appendices Power Distance Index (PDI) that is the extent to which the less powerful members of organizations and institutions (like the family) accept and expect that power is distributed unequally. This represents inequality (more versus less), but defined from below, not from above. It suggests that a societys level of inequality is endorsed by the followers as much as by the leaders. Power and inequality, of course, are extremely fundamental facts of any society and anybody with some international experience will be aware that all societies are unequal, but some are more unequal than others. Individualism (IDV) on the one side versus its opposite, collectivism, that is the degree to which individuals are integrated into groups. On the individualist side we find societies in which the ties between individuals are loose: everyone is expected to look after him/herself and his/her immediate family. On the collectivist side, we find societies in which people from birth onwards are integrated into strong, cohesive in-groups, often extended families (with uncles, aunts and grandparents) which continue protecting them in exchange for unquestioning loyalty. The word collectivism in this sense has no political meaning: it refers to the group, not to the state. Again, the issue addressed by this dimension is an extremely fundamental one, regarding all societies in the world. Masculinity (MAS) versus its opposite, femininity refers to the distribution of roles between the genders which is another fundamental issue for any society to which a range of solutions are found. The IBM studies revealed that (a) womens values differ less among societies than mens values; (b) mens values from one country to another contain a dimension from very assertive and competitive and maximally different from womens values on the one side, to modest and caring and similar to womens values on the other. The assertive pole has been called masculine and the modest, caring pole feminine. The women in feminine countries have the same modest, caring values as the men; in the masculine countries they are somewhat assertive and competitive, but not as much as the men, so that these countries show a gap between mens values and womens values. Uncertainty Avoidance Index (UAI) deals with a societys tolerance for uncertainty and ambiguity; it ultimately refers to mans search for Truth. It indicates to what extent a culture programs its members to feel either uncomfortable or comfortable in unstructured situations. Unstructured situations are novel, unknown, surprising, and different from usual. Uncertainty avoiding cultures try to minimize the possibility of such situations by strict laws and rules, safety and security measures, and on the philosophical and religious level by a belief in absolute Truth; there can only be one Truth and we have it. People in uncertainty avoiding countries are also more emotional, and motivated by inner nervous energy. The opposite type, uncertainty accepting cultures, are more tolerant of opinions different from what they are used to; they try to have as few rules as possible, and on the philosophical and religious level they are relativist and allow many currents to flow side by side. People within these cultures are more phlegmatic and contemplative, and not expected by their environment to express emotions. Long-Term Orientation (LTO) versus short-term orientation: this fifth dimension was found in a study among students in 23 countries around the world, using a questionnaire designed by Chinese scholars It can be said to deal with Virtue regardless of Truth. Values associated with Long Term Orientation are thrift and perseverance; values associated with Short Term Orientation are respect for tradition, fulfilling social obligations, and protecting ones face. Both the positively and the negatively rated values of this dimension are found in the teachings of Confucius, the most influential Chinese philosopher who lived around 500 B.C.; however, the dimension also applies to countries without a Confucian heritage. Bibliography 1. Binder, J. (2007). Trompenaars dimensions. Retrieved December 16, 2009, from Global Project Management: http://www.globalprojectmanagement.org/index.php?option=com_contenttask=viewid=23Itemid=32 2. Boulder, C. (Director). (1977). Doing Business in the Americas-Brazil. [Motion Picture]. 3. Brake, T. a. (1995). Doing Business Internationally: The Guide to Cross-Cultural Success. NewYork: Irwin Professional Publishing. 4. Earley, C. G. (2002). Multinational Work Teams: a new perspective. Erlbaum Associates. 5. (2008). In R. French, Cross Cultural Management in work organisations. (p. 97). London: CIPD. 6. Gooderham, P. N. (2003). International Management Cross Boundary Challenges. Blackwell Publishing, 141. 7. Hemple, P. (2001). Differences between Chinese and Western managerial views of performance. Personnel Review, 30,2. 8. Hofstede, G. (2009). Geert Hofstedeâ„ ¢ Cultural Dimensions. Retrieved December 15, 2009, from ITIM International: http://www.geert-hofstede.com/hofstede_france.shtml 9. Overby, J. (2005). An integrative review of customer value management and national culture: France and the United States. International Journal of Management, 168. 10. Parsons, T. (1951). The Social System. New York: Free Press. 11. Snodgrass, C. S. (2002). Human Factors in Information Systems. IRM Press, 78. 12. Trompenaar, F. (2006). Resolving International Conflict: Culture and Business Strategy. Business Strategy Review, 7(3). 13. (1998). In F. H.-T. Trompenaars, Riding The Waves of Culture. 2nd edition (p. 5). London: Nicholas Bealey Publishing Limited. 14. Trompenaars, F. W. (2001). A new framework for managing change across cultures. Journal of Change Management, 368.