Chronology of Ancient Mesopotamian Kings of Sumeria

Order of Ancient Mesopotamian Kings of Sumeria Mesopotamia, the Land Between Two Rivers, was situated in present-day Iraq and Syriaâ and was home to one of the most antiquated human advancements: the Sumerians. Between the Tigris and Euphrates waterways, Sumerian urban areas, for example, Ur, Uruk, and Lagash give probably the soonest proof of human social orders, alongside the laws, composing, and farming that made them work. Sumeria in southern Mesopotamia was countered by Akkad (just as Babylonia and Assyria) in the north. Opponent administrations would move the focal point of intensity starting with one city then onto the next more than a great many years; the Akkadian ruler Sargon joined the two social orders during his rule (2334-2279 B.C.) The fall of Babylon to the Persians in 539 B.C. saw the finish of indigenous guideline in Mesopotamia, and the land was set apart by further victories by Alexander the Great, the Romans, and before going under Muslim principle in the seventh Century. This rundown of old Mesopotamian rulers originates from John E. Morby. Notes dependent on Marc Van De Mieroops. Sumerian Timelines First Dynasty of Ur c. 2563-2387 B.C. 2563-2524... Mesannepadda 2523-2484... Aannepadda 2483-2448... Meskiagnunna 2447-2423... Elulu 2422-2387... Balulu Line of Lagash c. 2494-2342 B.C. 2494-2465... Ur-Nanshe 2464-2455... Akurgal 2454-2425... Ennatum 2424-2405... Enannatum I 2402-2375... Entemena 2374-2365... Enannatum II 2364-2359... Enentarzi 2358-2352... Lugal-anda 2351-2342... Uru-inim-gina Line of Uruk c. 2340-2316 B.C. 2340-2316... Lugal-zaggesi Line of Akkad c. 2334-2154 B.C. 2334-2279... Sargon 2278-2270... Rimush 2269-2255... Manishtushu 2254-2218... Naram-Suen 2217-2193... Shar-kali-sharri 2192-2190... political agitation 2189-2169... Dudu 2168-2154... Shu-Turul Third Dynasty of Ur c. 2112-2004 B.C. 2112-2095... Ur-Nammu 2094-2047... Shulgi 2046-2038... Amar-Suena 2037-2029... Shu-Suen 2028-2004... Ibbi-Suen (The last ruler of Ur. One of his officers, Ishbi-Erra, built up a line in Isin.) Line of Isin c. 2017-1794 B.C. 2017-1985... Ishbi-Erra 1984-1975... Shu-ilishu 1974-1954... Iddin-Dagan 1953-1935... Ishme-Dagan 1934-1924... Lipit-Ishtar 1923-1896... Ur-Ninurta 1895-1875... Bramble Sin 1874-1870... Lipit-Enlil 1869-1863... Erra-imitti 1862-1839... Enlil-bani 1838-1836... Zambiya 1835-1832... Iter-pisha 1831-1828... Ur-dukuga 1827-1817... Sin-magir 1816-1794... Damiq-ilishu Line of Larsa c. 2026-1763 B.C. 2026-2006... Naplanum 2005-1978... Emisum 1977-1943... Samium 1942-1934... Zabaya 1933-1907... Gunnunum 1906-1896... Abi-sare 1895-1867... Sumu-el 1866-1851... Nur-Adad 1850-1844... Sin-iddinam 1843-1842... Sin-eribam 1841-1837... Sin-iqisham 1836... Silli-Adad 1835-1823... Warad-Sin 1822-1763... Edge Sin (most likely an Elamite. He crushed an alliance from Uruk, Isin, and Babylon and pulverized Uruk in 1800.)

Accounting Theory British Petroleum

Question: Talk about the Accounting Theory British Petroleum. Answer: Presentation According to Tagesson (2014), the majority of the enterprise exercises influence the biodiversity or the earth either straightforwardly or by implication. Along these lines, this report has been set up so as to contemplate and comprehend the immediate just as the aberrant effects of a famous partnership named British Petroleum Limited on the biology. In this way, here, a contextual investigation on British Petroleum Limited has been contemplated and dissected in detail so as to discover the issues related with the firm. It has been discovered that the specific organization essentially has three issues. From the outset, result of oil slick on sea environment, furthermore, absence of nature administrations for administering dangers and thirdly, absence of guideline sketch for seeing the reestablishment cost. Motivation behind the Report Contingent upon the gave instance of British Petroleum, it has been seen that the predefined organization isn't fit to quantify its reestablishment cost. Subsequently, the organization breaks down this expense as for money related terms. Furthermore, it has been distinguished that British Petroleum doesn't give a lot of criticalness to the damage it causes to the earth. Furthermore, the organization considers this items that can't be advertised. In this way, British Petroleum should concentrate on the equivalent and measure the worth. It has been discovered that the legislature of the country considers the firm subject to pay fine as it makes hurt the biological system through causing oil slicks, however the organization doesn't depict the absolute harms done by it plainly (Ball 2016). Subsequently, the main expectation of setting up this report is to alarm the firm British Petroleum in regards to the riches done by it to nature. Issues Detected and Consequences Result of oil slick on sea environment Absence of biology administrations for overseeing dangers Absence of guideline sketch for seeing the restoration cost Research Methodology The report for the most part manages the assortment of information from both auxiliary and essential assets, so both essential and optional just as subjective and quantitative investigation will be performed. Telephonic or vis-à-vis meet (subjective examination) and poll overview (quantitative investigation) will be performed here. The auxiliary assets incorporate sites, articles and logical diaries. Downsides and Suppositions So as to gather precise and valid data, analyst will assemble information from the occupants of Gulf Coast where oil slicks happened and representatives of the organization through overview. Regardless, both the staffs and the occupants of the area may flounder to answer the specialist to the review inquiries because of the idea of the exploration (Guthrie and Parker 2014). Conversation Writing Review Consequence of oil slick on sea biological system Oil slicks are a kind of contamination and along these lines all the organizations of the oil area ought to stay alert about this. Be that as it may, British Petroleum doesn't depict the harms it done to nature through oil slicks. Besides, the firm is found to cause more coincidental oil slicks than inadvertent oil slicks. The later example of spill happens unintentionally and therefore it is named thus, however the previous kind happens because of the inconsiderateness, carelessness and numbness of the representatives and the board of British Petroleum. Both the kinds of oil slicks influence the sea biological system (condition) straightforwardly and this has leaded to increment in death rate in marine environment. Subsequently, the organization should pay the cleanup sum and fine charged by the legislature, yet BP Limited expects to cover all the harms done by it to the natural riches (Dull, Schleifer and McMillan 2015). It has been discovered that biological harm estimation just a s recognition is troublesome, so the enterprise estimates it as for money related worth. Absence of environment administrations for overseeing dangers The partners of British Petroleum completely trust on the organization with respect to its ethical principles and moral gauges, so it should put ventures forward for improvement of the natural and social riches (Henderson et al. 2015). Moreover, British Petroleum ought to observe all the bookkeeping norms of the earth for making it a dependable association for the partners. These principles will help the company to broaden a solid connection between the association, condition and biological system. Absence of guideline sketch for seeing the reestablishment cost It is a typical factor that the greater part of the associations of oil and oil industry break their punishment or fines by the utilization of political dealing. Be that as it may, the utilization of the political dealing approach doesn't assist the firm with recovering all the harms done by it to the environment. In this manner, the association British Petroleum ought to infer any procedure balanced structure so as to determine all the dangers related with its tasks. Besides, it tends to be said that this specific procedure is considered as the necessary one for each firm of the specific area. It has been discovered that the incidental oil slicks for the most part emerge due to crash of imperious activity as this outcomes into highlighted accounts (Molisa 2014). The disclosed information of a firm is significant for the administration office as it helps in evaluating the undertaking point for restoration cost. Subsequently, absence of guideline sketch may influence the company contr arily, particularly during the time spent distinguishing restoration cost, so the referenced methodology is significant for each association of the oil and oil area. Techniques for the Research Process Procedure of Research In this examination work, the analyst will actualize essential research process just as optional research strategy. In this way, from both the essential and auxiliary assets, the analyst will assemble information for better investigation. In this manner, the scientist will focus on the individuals who live in Gulf Coast and the laborers of BP Limited for performing poll study. Likewise, optional information will be assembled from the auxiliary sources (like sites, diaries and articles). Test Size The analyst will gather data from a fixed example size of 50 workers and 150 inhabitants of Gulf Coast and this example will be chosen arbitrarily. Determination Principle The determination of the examples should be possible through different strategies, be that as it may, in this work, Probability Sampling Technique will be utilized. Conversation and Analysis of Data Outcome of oil slick on sea environment There are different sorts of oil slicks that for the most part happen because of the action of the association British Petroleum and the rates of happening different sorts are demonstrated as follows: Figure 1: Various examples of Oil Spills and Their Occurrence Percentage (Source: Bp.com 2017) Furthermore, it has been discovered that because of expanded level of event of oil slicks, the death pace of the marine biological system has likewise been expanded perceptibly. Absence of biology administrations for administering dangers It has been discovered that the oil slicks significantly influence the sea environment as different sorts of spills occur on a short interim of time. These are: Figure 2: Main Accidental Spills (Source: Baker and Burlaud 2015) According to the information gathered from Gulf, it has been came to realize that the oil slicks mainly influence the sea biological system, deepwater however it likewise influence different pieces of the earth. Figure 3: Influence of Spills (Source: Freeman et al. 2014) Absence of guideline sketch for seeing the reestablishment cost With the progression of time, the interest just as the flexibly of the oil expanded, yet the workforce, quantities of staffs and contractual workers began to diminish as the event of oil slicks of the firm began to increment. Besides, the data with respect to the financial plan of Deepwater Horizon has been gathered from the associations representatives and it very well may be upgraded through the accompanying outline: Figure 4: Financial Plan of Deepwater Horizon (Source: Bp.com 2017) Then again, the reestablishment cost can be better clarified through the accompanying pie diagram: Figure 5: Lack of Regulation Sketch (Source: Bp.com 2017) Precision of Data Here, authentic data has been gathered from both the sorts of assets (auxiliary and essential) and the members of research review can keep trust on the scientist of the undertaking as the assembled information won't be disclosed. End and Recommendation It tends to be inferred that British Petroleum should keep notice on the harms done by it the earth and should actualize the bookkeeping guidelines of condition. Besides, fines paid by the firm to the administration are insufficient for improving the mischief cause to the environment. References Bread cook, C.R. also, Burlaud, A., 2015. The authentic development from bookkeeping hypothesis to applied system in monetary norms setting.The CPA Journal,85(8), p.54. Ball, R., 2016. Why We Do International Accounting Research.Journal of International Accounting Research,15(2), pp.1-6. Bp.com. 2017.Bp.com. [online] Available at: https://www.bp.com [Accessed 18 Jan. 2017]. Deegan, C., 2013.Financial bookkeeping hypothesis. McGraw-Hill Education Australia. Dull, R.B., Schleifer, L.L. furthermore, McMillan, J.J., 2015. Accomplishment objective hypothesis: the relationship of bookkeeping understudies objective directions with self-adequacy, tension, and achievement.Accounting Education,24(2), pp.152-174. Freeman, R.J., Shoulders, C.D., Allison, G.S., Smith Jr, G.R. furthermore, Becker, C.J., 2014. Administrative and philanthropic bookkeeping: Theory and practice.JPAEJOURNAL OF PUBLIC AFFAIRS EDUCATION VOLUME 20 NUMBER 3, p.441. Guthrie, J. furthermore, D. Parker, L., 2014. The worldwide bookkeeping scholastic: what counts!.Accounting, Auditing Accountability Journal,27(1), pp.2-14. Henderson, S., Peirson, G., Herbohn, K. also, Howieson, B., 2015.Issues in budgetary bookkeeping. Pearson Higher Education AU. Molisa, P.B.M., 2014. Representing apoc

Power Storage for the National Grid Essay Example | Topics and Well Written Essays - 2250 words

Black Men and Public Space in America - 1804 Words

Black Men and Public Space: An Agent of Change African-American men and white men are born and raised within the continental U.S.; each of their own faculty empowered to change the social injustice of a society. The innate qualities of the African American do not compare to those of the white man, yet - â€Å"empowered† they are with character. The foundation for the concept –â€Å"character† is best defined as â€Å"holistic,† meaning of physical, mental and social qualities – A. Adler’s school of thought, as well as A. Maslow and C. Rogers’ thoughts –â€Å"[a]n equal human being†¦ cognitive, emotional, and volitional† (Ambrus, 33 -34) Jennifer Ritterhouse, author of Growing Up Jim Crow: How Black and White Southern Children Learned Race, explains that†¦show more content†¦This upward mobility is described by Marlon B. Ross in the article, Manning the Race: Reforming Black Men in the Jim Crow Era; persona â€Å"[a]s a reactive identity overdetermined by the hegemony of white masculinity or as a parallel, if marginalized, cultural formation mimetically patterned on white masculinity.† (Clarke, 456) Staples’ behavior resembles a person who is projecting himself in the direction of upward mobility. The difference is that, unlike the white man, Staples says that he â€Å"[t]akes precautions to make [himself] less threatening.† (231) A parallel to Staples’ upward mobility is a typical young white man at high school projecting masculinity. Related to it is upward mobility mastery in a study by Nicolas W. Proctor. In June 2007, at South West High School in Minneapolis, MN, the counselor for students H-Z had stepped out of his office. Since he was out and the door was open, I waited in his office for him to return. The second person to enter the room was a young ethnic student; she sat down beside me. 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The History and Career of Smokey the Bear

Smokey Bear came to us by necessity. At the beginning of World War II, Americans feared that an enemy attack or sabotage could destroy our forest resources at a time when wood products were greatly needed. In the spring of 1942, a Japanese submarine fired shells onto an oil field in Southern California near Los Padres National Forest. Government officials were relieved that the shelling did not start a forest fire but were determined to provide protection. The USDA Forest Service organized the Cooperative Forest Fire Prevention (CFFP) Program in 1942. It encouraged citizens nationwide to make a personal effort to prevent forest fires. It was a mobilized civilian effort in support of the war effort to protect valuable trees. Timber was a primary commodity for battleships, gunstocks, and packing crates for military transport. Character Development Walt Disneys Bambi character was very popular and was used on an initial anti-fire poster. The success of this poster demonstrated that an animal of the forest was the best messenger to promote the prevention of accidental forest fires. On August 2, 1944, the Forest Service and the War Advertising Council introduced a bear as their campaign symbol.​ Albert Staehle, noted illustrator of animals, worked with this description to paint the forest fire prevention bear. His art appeared in the 1945 campaign, and the advertising symbol was given the name Smokey Bear. The bear was named Smokey after Smokey Joe Martin, who was Assistant Chief of the New York City Fire Department from 1919 to 1930. Rudy Wendelin, an artist for the Forest Service, began producing a tremendous quantity of Smokey Bear art in various media for special events, publications, and licensed products to promote the fire prevention symbol. Long after retiring, he created the art for the Smokey Bears 40th anniversary commemorative U.S. Postage stamp. Many within the Forest Service still acknowledge Wendelin as being the true Smokey Bear artist. The Ad Campaign After World War II, the War Advertising Council changed its name to The Advertising Council. In the years that followed, the focus of Smokeys campaign broadened to appeal to children as well as adults. But it was not until the 1965 campaign and the work of Smokey artist Chuck Kuderna that Smokeys image evolved into the one we know today. The Smokey Bear concept has matured into a cottage industry of collectibles and educational material on fire prevention. One of the most popular Smokey products is a set of posters known as his educational poster collection. The Real Smokey Bear Smokey Bears living history began early in 1950 when  a burned cub survived a fire in the Lincoln National Forest near Capitan, New Mexico. Because this bear survived a terrible forest fire and won the love and imagination of the American public, many people mistakenly believe the cub was the original Smokey Bear but, in reality, he did not come along until the advertising symbol was almost six years old. After being nursed back to health, Smokey came to live at the National Zoo in Washington, D.C. as a living counterpart to the CFFP Programs fire prevention symbol. Over the years, thousands of people from around the world came to see Smokey Bear at the National Zoo. A mate, Goldie, was introduced with the hope a young Smokey would continue the tradition of the famous living symbol. These efforts failed and an adopted son was sent to the zoo so the aged bear could retire on May 2, 1975. After many years of popularity, the original Smokey died in 1976. His remains were returned to Capitan and rest beneath a stone marker in Smokey Bear Historical State Park. For more than 15 years, the adopted Smokey carried on as the living symbol, but in 1990, when the second Smokey Bear died, the living symbol was laid to rest. Smokeys Detractors Smokey Bears task is becoming increasingly difficult. In years past, it was a challenge for his message to reach traditional visitors to the forest. Now we are faced with getting his wildfire prevention message to an increasing number of people who live in and around these areas. But Smokey the Bear may have done too good a job. There are some who suggest that we have eliminated fire to the point that it is hurting not only forest management but is building fuels for future fire disaster. They dont want Smokeys message out anymore. Charles Little, in an editorial called Smokeys Revenge, states that in many circles the bear is a pariah. Even at the National Zoo in Washington DC, which tends to be inclusive, the popular Smokey Bear exhibit was quietly dismantled in 1991 - after having featured since 1950 a bear going by this name (involving two separate animals). The point is, Smokeys ecological correctness quotient is low, as an increasing number of forest ecologists have been pointing out in recent years. We anthropomorphize at our peril. Another good essay was written by Jim Carrier for High Country News. It gives a humorous but somewhat cynical view of Smokey. He does not sugar-coat and offers a very entertaining piece called  An Agency Icon at 50. This is a must read! Adapted from USDA Forest Service Publication FS-551 The Real Smokey Bear Smokey Bears living history began early in 1950, when a burned cub survived a fire in the Lincoln National Forest near Capitan, New Mexico. Because this bear survived a terrible forest fire and won the love and imagination of the American public, many people mistakenly believe the cub was the original Smokey Bear, but in reality he did not come along until the advertising symbol was almost six years old. After being nursed back to health, Smokey came to live at the National Zoo in Washington, D.C., as a living counterpart to the CFFP Programs fire prevention symbol. Over the years, thousands of people from around the world came to see Smokey Bear at the National Zoo. A mate, Goldie, was introduced with the hope a young Smokey would continue the tradition of the famous living symbol. These efforts failed and an adopted son was sent to the zoo so the aged bear could retire on May 2, 1975. After many years of popularity, the original Smokey died in 1976. His remains were returned to Capitan and rest beneath a stone marker in Smokey Bear Historical State Park. For more than 15 years, the adopted Smokey carried on as the living symbol, but in 1990, when the second Smokey Bear died, the living symbol was laid to rest. Smokeys Detractors Smokey Bears task is becoming increasingly difficult. In years past, it was a challenge for his message to reach traditional visitors to the forest. Now we are faced with getting his wildfire prevention message to an increasing number of people who live in and around these areas. But Smokey the Bear may have done too good a job. There are some who suggest that we have eliminated fire to the point that it is hurting not only forest management but is building fuels for future fire disaster. They dont want Smokeys message out anymore. Charles Little, in an editorial called Smokeys Revenge, states that in many circles the bear is a pariah. Even at the National Zoo in Washington DC, which tends to be inclusive, the popular Smokey Bear exhibit was quietly dismantled in 1991 - after having featured since 1950 a bear going by this name (involving two separate animals). The point is, Smokeys ecological correctness quotient is low, as an increasing number of forest ecologists have been pointing out in recent years. We anthropomorphize at our peril. Another good essay was written by Jim Carrier for High Country News. It gives a humorous but somewhat cynical view of Smokey. He does not sugar-coat and offers a very entertaining piece called An Agency Icon at 50. This is a must read! Adapted from USDA Forest Service Publication FS-551

Article Critique Quality Of Dying Of Patients - 1498 Words

Article Critique: Quality of Dying of Patients Jessica Jorge West Coast University Abstract The current article critique dissects a research undertaken by Goodridge, Duggleby, Gjevre, and Rennie (2009) and published in the Journal of Nursing in Critical Care. Their research was a mixed method approach centered on exploring the quality of dying of patients with chronic obstructive pulmonary disease in the intensive care unit. Keywords: nursing, critical care, COPD, ICU, quality of dying Research Problem/Purpose The article by Goodridge et al., (2009) sought to address the problem of inadequate research on the quality of end-of-life care for patients with advanced chronic obstructive pulmonary disease (COPD), who are frequently admitted and die in critical care units. The title of the article is clear and appropriate within the context of critical nursing care. In addition, the research problem has been clearly identified and the abstract precise, representative of the research topic, and in the correct form. The purpose of the article is clear both in the Abstract and Introduction sections, where the authors point out that their intentions were two-fold. One, to ascertain the perspectives of critical care providers in the quality of dying patients admitted for COPD, and two, to compare how nurses rate the quality of death and dying between patients from other critical care units and those in the COPD unit. Notably, the investigatorsShow MoreRelatedQuantitative Research Critique1540 Words   |  7 PagesThis critique reviewed a quantitative study based upon palliative care and how it met emotional or spiritual needs of the families of patients with serious illnesses. The critique used eight criteria to analyze the quantitative study. 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Retrieved November 6, 2015. This article sets out the most vital and most recurrently adduced arguments for and against euthanasia. Each subdivision takes as its root, one aspect of the discussion. For example, autonomy and the inviolability of life, designating how it is probable to argue both for and against euthanasia, correspondingly, on the basis of the identical facet. It suggests â€Å"The account will include suchRead MoreEssay Physician-Assisted Suicide and Free Will2459 Words   |  10 Pagesoften support by the affirmation of patient free will or as the exercise of patient autonomy. The purpose of this paper is to examine this argument further from an inter-disciplinary approach, regarding PAS from medical, ethical and legal standpoints and to examine the concept of free will from the philosophical discipline. Are these concepts compatible in a meaningful context and can a sound argument be constructed to support PAS on the basis of patient free will? Derek Humphry, in LawfulRead MoreHow Can We Feel For Something That Does Not Exist? Essay2298 Words   |  10 Pagesand Radford in order to illustrate that the argument is unsound, and therefore not a paradox. Whilst the ontology of fictitious things has been discussed since the beginnings of Philosophy, Radford first suggested the ‘Paradox of Fiction’ in his article ‘How Can We be Moved by the Fate of Anna Karenina?’ The conclusion of the paradox leads to a contradiction of beliefs, drawn from premises which appear to be both true and not true at the same time. The basic paradox is presented below, although variousRead MoreHow Can We Feel For Something That Does Not Exist? Essay2436 Words   |  10 Pagesand Radford in order to illustrate that the argument is unsound, and therefore not a paradox. Whilst the ontology of fictitious things has been discussed since the beginnings of Philosophy, Radford first suggested the ‘Paradox of Fiction’ in his article ‘How Can We be Moved by the Fate of Anna Karenina?’ (â€Å"Paradox of Fiction†). The conclusion of the paradox leads to a contradiction of beliefs, drawn from premises which appear to be both true and not true at the same time. The basic paradox is presented

National Culture in Labor Market

Question: An HRM has to deal with such changes systematically and efficiently and motivate the employees to work to and achieve the desired goals of the organization. Answer: Introduction: It has been observed from past years that due to globalization business transactions are increasing along with initializing new markets like BRIC, some international and domestic level organizations intense competition has also been observed with increased interest and it will invoke requirement for HRM studies. The report will focus on addressing configuration of human resource management on different national contexts. This report focus on the approaches of culture with regard to labor market and employment data of two countries Singapore and America, also examines about cultural and social tradition of both the countries with regard to their impact upon development of employment relations and HR practices in Singapore and America respectively. In the report we also review cultural conceptualizations of both the countries and describe mechanisms due to which culture can influences in the human resource management design. Each country has its own culture which will affect the working of the organizations and will also decides the HRM policy and strategy regarding to human resource planning i.e. recruitment, selection and retention methods and strategies. Report discusses the strategies regarding to training cultures in Singapore and America and management of training and development. There is evidence that according to the culture strategies related to HRM also differs. There are various elements both internal and external to the organization that directly or indirectly affects the business enterprise and the employees of the company in each country. There are rapid changes in the society or the external environment like technological changes or sometimes climatically change. An HRM has to deal with such changes systematical ly and efficiently and motivate the employees to work to and achieve the desired goals of the organization. National Context: Singapore: Singapore community is very diverse having four official languages. They use English as their official language for business and politics. Their societys structure is built upon fundamental values like respect, honesty and group harmony and same applied over in business by Singapore people as their organizations are very group specific. Human resource is the greater resource of the country (Barnard and Rodgers, 2000). Structural changes in Singapores labor market: I had been observed that due to structural changes in the labor market of Singapore prior to 1997 financial crises in Asia, rate of job vacancies get higher than the rate of unemployment in Singapore (Mills, 2003). However from 1997 unemployed people had persistently outstripped as compare to the vacancies and this gap had increased since then and unemployment rate increased from 2% to 5.2% in 2003 (Chew, 2004). In 2007, due to the strong growth this declining unemployment rate somewhat get stable to 3% ( Chew and Teo, 2008) which is fluctuating but remained same up to 2010 and gradually trending downward from then. This can be happened due to the package introduces for increasing the workers employability through heavily subsidized training and retraining programs and this will help in retaining the workers. In order to increase their growth Singapore welcome d various multinational companies and their cooperation has been used to improve the human resources in the country (Chew and Goh, 1997). The country is mostly depends on foreign investment in terms of indorsing training program and facilities to promote them through incentives (Tan, 2004). As a result of this from last two decade, due to the formal on-job training system, human resource in Singapore had vast improvement in their skills. National Culture in Singapore: Singapore is known as industrialized nation in Southeast Asia and was also achieved great success in economies. But it is the fact that its cultural tradition still plays important role in all business activities. According to Hofstede (1984) Singapores national culture experience high power distance and in this cultural there are strong inequality between leaders and their subordinates. This country also known as nanny state there people are habitual and supposed to perform only the told work not else. People have Kiasu mentality means uncertainty avoidance attitude and have fear of losing (Thangavelu et al, 2011). This attitude is often competitive and emphasize towards getting the best deal for individual. But except from competitiveness, Kiasu attitude lead more towards fear of losing than desire to success. Singapores prosperity have underpinned by common norms and values which contain the tripartism practices, national unity and harmony in racial and religious perspectives (McC arthy, Mitchell and Piggott, 2002). It has been observed that the countrys many business activities has been influenced by Chinese population. But in current year it is observed that societies in Singapore are getting shape by western values and their younger generations are influenced by western culture. An HRM has to balance between the internal problems and external problems of the environment. The external environment comprises of the working condition taking place outside the organization. The external environment has significant effect on the working of HRM (Hui, 2010). America: As a result of globalization and rapid changes in technologies America which is known as worlds largest economy also faces increased competitive pressure in HRM development. Due to this pressure organizations in this country enhanced concern relating to engagement is strategic planning which is a process of anticipation in future changes due to business environment situation (Applebaum and Henderson, 1992). Business components are aligned in such a way that it will promote the effectiveness of organization. Labor Market flow: It is concluded from the evidence that American labor markets flexibility have become less while looking in broader sense. Organizations in America are focusing on competitiveness and HR department contributed up to the bottom line in this context and for MNCs performance of HR department is evaluated against the establishments of the parent company (Beechler and Yang, 1994). Companies in America are fast in decision making and leaders gives freedom to their subordinates so that, they can talk their ideas and great ideas are taken into consideration. It shows that hierarchical system is not popular in America, but also has some error due to adaptation of this system. Roles and responsibilities are divided individually and hence performance of each member is very important in team as it directly linked to companys goal (Abramson, Keating and Lane, 1996). Company in America believes in Return On Investment and do not concern themselves on how it is going to be achieved and also spend t heir less time on process establishments. Americans have high risk taking attitudes, once they took the work though there is 70% probability of work accomplishment; they achieve it as close to 100%. American organizations have multiculturalism as they have different nationalities and it improves their business as they have plenty of ways to think. Corporate Culture: As compare to any other culture Americans give less preference to personal relationship while it come to business approach, they took business first. Americans always try to invest in those companies where they think higher value of profit than lowest price (Tayeb, 1998). They always believe in being direct, i.e. they are not believed in confusing the terms. Their Yes means yes and No means no and may be termed as the person have not decided yet on the deal. They always want to come straight to the point and the way impress them is explaining why product or service is best in understandable way. According to Hofstede (1984) American culture does not believe in power distance, as we talk above, there is no hierarchical culture and leader treat subordinates equally and their ideas are also taken in to consideration. Another cultural dimension of Hofstede is uncertainty avoidance. Americans do believe in taking risk in business and they can prove their decision true, though the probabil ities are less. This is the part of attitude of the people and hence human resource power is more in American business and organizational culture. Manager and HR Policy Recruitment methods: In order to search and hire appropriate and qualified employees for particular job role us very important process and at the same time using appropriate channel are vital. Companies in Singapore and America use different methods in order to recruit best candidates for their companies. The methods like online advertisement, professional associated advertising and print media advertising are used as per the job role requirement (Arudsothy and Littler, 1993). Online advertising is most cost effective method and it is also possible to reach towards more people through internet advertising. It is also the easer as well as faster response producing method in comparison with the other traditional methods. To find the potential jobs Singapores job seeker using this channel mostly is found through the survey (Begin, 1995). Professional Association Advertising method is used to recruit well qualified candidates for very significant job role. Such candidates are sourced through placements which are company specific and hence have high educational qualifications, key technical skills in comparison with the candidates recruited from non-professional channels (Castells, 1992). Print Media Advertisement is traditional way of recruiting and it also reach towards large people. The companies having less developed brand uses this method. It is not fair to discard the importance of traditional method though online advertisement is utilized by more people. Selection methods: For selecting highest performing and well qualified candidates amongst the applied applicant various selection methods are used. Such methods are used to select the candidates from either large or small intake. The process will start from first reviewing resumes and applicant forms of the applicants and most of the applicants are getting disqualified if their resumes do not meet the requirement of job role. Next method used is testing of skills the short listed candidates then go through further test like personality testing, skills testing, and testing of essential skill required for job role. Next is Cognitive testing and Singapores norm online tests are used under this selection method and are also high validity method (Choi, 1995). Then the common selection method is through personal interviews. It is an effective method as the candidates are getting selected on the basis of their knowledge, because through various interview questions their knowledge is keenly tested. The intervi ew questions are depends on the job role and knowledge required for the position. Motivation and Retention Strategies: Employees have the capacity to work but many of them not have a desire to work willingly. The organizational manager helps employees to work freely, capably, efficiently and passionately and this is when the employees contribute their best to the achievement of goals of the organization. A Manager can buy employees physical presence in your work place but he can never buy his willingness to work (Deyo, 1992). It is rightly said that human beings have great potential but they use only a part of it when working, efficiently and contribute their best to the organization. Motivation is an internal state that energizes activities of humans which directs them towards achievement of objectives (Dore, 1973). It is a series of actions in which people are inspired to take action to achieve desired goals. Motivation can also be called as a will power to work and achieve goals of the business enterprise. Hence with the above explanation in general term means drives, wishes, want and alike forces. We say that a manger motivates his subordinates then it means that he will satisfy theses drives and desires and induces which he hopes, will satisfy these drives and desires and induces subordinates to act in the desired manner. Pay and reward strategies: Rewarding the employees does not mean just increasing the salaries but to motivate the employees in real manner it is vital to find right reward program (Tan, 2004). It is essential for strategic direction on any business and also defines unique work culture of an organization. The reward program is depend on level of total reward affordable to an organization, also the reward program is key to get competitive advantage, better to focus on staff which must win battles. Recognizing the good work done by the employee, small celebration of particular employees achievement achievements, taking employees views on some project is also good for employees motivation and also considered as reward by employees. American society has change the pattern and behavior of education because more females are getting into higher education. Human resource development also helps in understanding what exactly the organizational goals are and what type of candidates and employees will fulfill the companys requirements. It is the job of the human resource manager to help and motivate the employees with which they both will be in win-win situation and the employees are equally enthusiastic about their work (Frenkel, 1993). They should also support the work culture of the organization they are working with. Training, Culture and management: It is the duty of the manager to understand his core job and to make it understand to his subordinates this will help him to analyze his job and to relate it to the potential of the human being or his employees. It will also help the manager to identify the skills required for the profile which will make him understand whether to hire skilled, experience or fresher for that particular job profile. It will help the manager to identify the compensation that is to be paid to the employee. It will also briefly define what exactly the training and development should the employee or the candidate should go through for better performance. Thus the manager will understand whether the candidate needs some special certification or he is well qualified for the job. If the manager hires experienced candidate it will incur less expenditure in training and quality purpose (Endo, 1999). After doing certain type of examination internally it will help the human resource department to judge the candid ate and to select the best. It will also help to decide what type of quality candidate is best suited for the profile. In todays generation female workers are preferred but still gender equality exits in the society and in the organization. Male employees tend to earn higher than the female employees. Interest copulation issues are main factor in decreasing the skillfulness of women at workplace (Endo, 1976). In show to dodge get in productivity amongst women pinch and also to hoard their push level so that they perform a given task to best of their capabilities is important that organization takes suitable steps in this regards and also frame suitable policies. About conduct requirement suit breeding to its guild, supervisors and administering people at different levels on how to decrease this discrimination along with bringing harmony at workplace and increasing overall motivational level of employees at workplace (Fay, 1996). Power, Scope and Influence of managers: A human resource manager has to work under multifarious pressures. There are various elements both inside and outside the organization that directly or indirectly affect the business enterprise and the employees of the company. There are rapid changes in the society or the external environment like technological changes or sometimes climatically change. An HRM has to deal with such changes systematically and efficiently and motivate the employees to work to and achieve the desired goals of the organization. An HRM has to balance between the internal problems and external problems of the environment. The external environment comprises of the working condition taking place outside the organization. External environment of the organization is an important part and factor in the nature of human resource management. Balance scorecard is a method which is used by human resource managers to measure the performance of the employees. They can use this to measure only the quality and quantity performance but it is not possible for them to measure the satisfaction of the employees. Human resource managers should use various employee engagement programs and functions where they can have an open house discussion and take a feel of employee satisfaction level. They should try to make their employees as comfortable as they can at their work place. The major areas which need to develop in todays human resource management are the attrition rate. Human resource management in todays organization needs to concentrate on attrition rate of the employees. The organization should treat the employee as their asset and not their liability. The organizations should value the employees and show them how important every employee is to the organization. The company should involve various techniques in their organization which will make the employee value himself and view the organization as their long term goal. Human resource management is defined as organizing, directing, planning and controlling. This department takes care of all the functions related to welfare of the staff and employee. Conclusion: In this report first we discussed about the managerial choices gets shape due to cultural values across the national context in Singapore and America and how they differ in respect to human resource practices. It is also get clear from the report that cultural factors according to the country can only serve as one among the several characteristics and it influenced by the human resource practices and policies as per the contexts. We also explain how cultural sources in both countries effects and describes mechanism which affect HRM design. The report also observes that social pressure is related to employees working in the organization and they differ country wise. It is related with the attitudes and behavior of the employees. The employees should be properly motivated in order to attain the goals of the organization. If they are not properly motivated they wont function properly and hence unable to achieve the goals. Important business strategy of any organization in any country is to integrate the management of human resources with its investigation in order to get competitive advantage. It has been concluded from the report that countries like Singapore are influenced by their national factors, and many times those factors and cultural influences are become big hinders in terms of developing HRM practices in those countries. 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