Joseph Conrad’s “Heart of Darkness” Essay

When Marlow talks of London being a dark place, the theme of civilization versus savagery comes into play. Marlow’s aunt believes he is an emissary of light, being sent into the darkness. Marlow sees this darkness through the placing of heads on poles, for a man named Kurtz. All of this makes Marlow change his inner feelings of himself, which relates to the theme of the journey of the inner self. Marlow talks of when the Romans first came to Britain, and how they had actually brought some light into the somberness of London, and how one day that light may disappear. This relates to the theme of dark and light. As Marlow tells of his voyage deeper into the unknown, his capacity for self-control is tested. Kurtz seems to inhabit his every thought. While this is happening, the theme of a journey into the inner self is seen again. There are certain patterns in â€Å"Heart of Darkness†; one of these is the theme of â€Å"threes†. There are three chapters, three women, three times Marlow breaks the story, three stations, three central characters and three views of Africa. Marlow indirectly suggests by referring to the Roman conquest, that the theme of colonialism has existed since the earliest times of human history. Colonialism is seen as one of the major themes in the book. When Marlow talks of London once being a dark place, the theme of civilization versus savagery comes into play. The book implies that civilizations are created by the setting of laws and codes that encourage men to achieve higher standards. London itself is seen as a symbol of enlightenment. We see this through Marlow and how he tells his crew that the Romans had brought a light into the darkness of Britain. Marlow and Kurtz are two antithetical examples of humanity. Kurtz represents what every man will become if left to his own desires, without a  protective, civilized society. Marlow represents the civilized soul that has not been drawn back into savagery by his â€Å"heart of darkness†. The book implies that every man has a â€Å"heart of darkness† that is usually drowned out by the light of civilization. However, when a man is removed from a civilized environment, the basic instinct of savagery must be unleashed. Savagery is linked to darkness, and in most parts of the book, we see Marlow  as the light in this darkness. Marlow’s aunt believes he is an emissary of light, being sent into the darkness. Marlow sees the darkness through the placing of heads on poles, for a man named Kurtz. All of this makes Marlow change his inner feelings about himself, which relates to the theme of the journey of the inner self. Through Marlow, the book creates a voyage of self-discovery. All of Marlow’s experiences point to a change him. The thoughts about the people he meets, and their behavior, slowly begins to change. Marlow’s trip from Europe to the outer, then central station tests his capacity to discriminate between good and evil, since he witnesses actions which directly ask him for a moral judgment, such as brutal beating of the native worker. Marlow’s detailed account of what he sees, shows his compassion. Conrad suggests that those who are unable of controlling their unconscious side, run the risk of losing control the their heart of darkness. Marlow talks of when the Romans first came to Britain, and how they brought light into the somberness of London. He also tells them that one day that light may disappear. This relates to the theme of dark and light. In â€Å"Heart of Darkness†, there is an obvious contrast between what is light and what is dark. Light seems to represent civilization, or the civilized side of humanity whilst dark represents the uncivilized or savage side of humanity. In this book, dark and light or black and white, have the same usual connotations of good and evil. According to Christianity, in  the beginning, everything was dark. The same thing applies to London before the Romans came. At the same time, Africa was considered â€Å"dark†, as most of it had not yet been discovered. However, as Marlow’s journey progresses, it appears that dark and light are used counter intuitively. Darkness refers to truth and light refers to falsehood. In Marlow’s interview with the Intended, the windows of the room, which are normally a source of light, are covered and let in little to no light at all, as in a mortuary. The â€Å"cold and monumental whiteness† of the fireplace adds to the deathlike atmosphere. This shows that Conrad had used dark and light inversely. We could assume that the dark could represent the unknown. As Marlow talks of his voyage deeper into this unknown, his capacity for self-control is tested. Kurtz seems to inhabit his every thought. While this is happening, the theme of a journey into the self and the unconsciousness is seen again. Marlow’s story clearly implies that the kind of world men make for themselves, and for others, results from the character of individual behavior. Kurtz appears to be stuck inside Marlow’s head. Every thought is focused in this man he has never met. Kurtz wins control of men through fear. His power over the natives almost destroys Marlow. Kurtz is actually a victim of the manager’s murderous cruelty. It is possible that Kurtz might never have revealed his evil nature, had he not been tortured by the manager. Marlow struggles with himself, the person he thought he was turns out to be a nobody. Marlow sees the â€Å"real† person he is, and fears himself. After seeing the Kurtz, Marlow realizes how much like Kurtz he has become and regains control from his heart of darkness. There are patterns noticeable in this book. One of these is the theme of â€Å"threes†. There are three chapters, three times Marlow breaks the story, three stations, three women, three central characters and three views of Africa. The three stations are the inner station, the central station  and the outer station. These are symbolic of the stages in Marlow’s journey of self-discovery. The inner station is the first station he goes to. Here, he sees how the natives are treated, and gets a glimpse of the things he may have to face in his future travels. He reaches the central station, and discovers that Kurtz may not be the man he first heard of. He was told that Kurtz was this wonderful man, who had plenty of power. Now, Marlow is beginning to see in his mind, someone that has followed his own ideas, and doesn’t care about anyone else. He struggles within himself to see if he is like this man. At first, he dismisses the idea that he could ever be that  kind of person, but soon after, he changes his opinion. The outer station is where Kurtz is finally reached. Conrad also uses imperialism as a major theme in the book. Marlow indirectly suggests by referring to the Roman conquest over Britain, that the theme of imperialism has existed since early human history. As Marlow tells his story, a different narrator, who is also a member on the ship they are traveling on, sees the Roman invaders to be like the English conquerors. He expresses that they were both â€Å"hunters for gold and pursuers of fame†. He does not understand that without the Roman invasion, Britain may have remained a dark country. Through Marlow’s tale of truth, pain, anxiety and the quest for complete knowledge, the major themes are revealed. Colonialism, the journey of the inner-self, the theme of â€Å"threes†, dark and light and civilization versus savagery. All of these themes lead to the understanding that Marlow’s voyage into the deepness of the Congo, is symbolic of the journey he had to take into the deepest side of himself. He successfully battled with his savage side, and came out a changed man. It just shows that no matter hoe perfect something seems to be, there is always a heart of darkness deep within somewhere.

No Man’s Land Essay

I tiptoe through the night, scared for even my sweat to make the slightest noise as it drips off my face and onto the ground. I am not thinking of anything at the moment but my survival and how my life will be once I am free of the Soviet grip around my wrists. My heart feels like it is breaking through my ribs and protruding out of my chest with every breath I take as I run faster and faster towards the barrier that has incarcerated me over the years. As I throw myself over the eleven-foot concrete wall with barbed wire at the top, I can hear gunshots all around, and I pray they are not intended for me. I hit the cold, hard ground on the other side, but I am not even close to being safe any time soon. I am in no mans land now. I would be better off asking for someone to shoot me than to make it out of here alive. I have only one chance. At least that is how I imagined it would have been like if I were in trapped in the tribulations of East Berlin trying to escape into the desired West Berlin between 1961 and 1989. However, it is a gray December day in 2004, and if it weren’t for remains of the Iron Curtain and Checkpoint Charlie, people would not be able to relive that part of history or be reminded of the dictator that destroyed so many lives. The temperature was eight degrees Celsius as the gloomy sky attempted to cough up snow onto Berlin. Before that moment I had only heard of the Berlin Wall through history books and stories. I would sit and listen to travelers tales told by my courageous father who had walked through Checkpoint Charlie and into East Berlin in seventy-five. He told me how he had to exchange West Berlin money into East Berlin money at Checkpoint Charlie before entering East Berlin. Then going back into West Berlin he had to drop it in a rusty tin can at Check Point Charlie because you were not allowed to keep East Berlin money. He witnessed two tourists getting assaulted by the guards for trying to smuggle East Berlin money into West Berlin. My only expectations of Berlin came from the adventures of my dad. I expected Checkpoint Charlie to be a barricade miles long with tollbooths that have the arms that swing up and down. Similar to the tollbooths that run across the freeways of really large cities, or at the airports you go through after short-term parking. Once you pass through the chomping arms of the tollbooths I imagined East Berlin to be scattered with desolate buildings and run down streets. But as I approached the once controlling wall and Checkpoint Charlie I realized nothing was as I imagined it at all. It was like walking down any other street in a big city. A few people who were always pushing their way through the gaps that opened up between the wandering men and women, obviously in more of a hurry than anyone else on the street. Christmas lights clung to the tall buildings that ran down the streets of Berlin. People popped in and out of the busy stores, squeezing their last bit of Christmas shopping in before the Holiday. Suddenly the bustle of people slowed like a murmur in time as I stood right before the Berlin Wall and Checkpoint Charlie which are now surrounded by the commercial buildings of downtown Berlin. My gaze dropped to an engraved brick in the ground that now serves as a commemorative plaque for the Berlin Wall. A chill ran from the tip of my toes all the way to the ends of my hair as I realized how lucky I was to be standing right there in no mans land. I can now speak of the Berlin Wall, not as hearsay from a history book, but as a memory. No mans land, a memorial now, is where 171 people who attempted to escape into West Berlin were shot, and left to bleed to death like a deer on the side of the road. This area contained walls on either side with mines and stern East Berlin guards to make it almost impossible to escape. As I stood in the middle of no mans land facing East Berlin, I looked over my left and my right shoulders only to see black, wooden crosses a little taller than I am. The crosses looked as if snow had only given them the pleasure of its company and nothing else around them, when really it was just white sand covering the ground. I took a deep breath in as if I was trying to swallow it into my memory, making sure to keep it forever. I am motionless. Where the median strip of the road would have been, an American soldier’s somber picture was enlarged and hoisted up on a pole staring out towards West Berlin. On the opposite side was a Russian Soldier keeping close watch over East Berlin. Below the soldiers’ pictures was Checkpoint Charlie. Wilted flowers surrounded this one room shack that once controlled the passage of people from East to West Berlin. Now it also stands as a memorial for people who died crossing over into West Berlin. On either side of me, there were remains of the wall still standing. I got an eerie feeling as I stared at them. My sense of time was completely altered. There I stood at one of the most historical sites imagining what it would have been like to be boxed in by a concrete wall that was suffocating you more and more each day. But when I looked around I was in the middle of one of the largest cities in Germany. It was like time slowed when I was walking through no mans land, but everything else around no mans land and Checkpoint Charlie was full of life. I was in my own little bubble. I walked about a block and returned to the normal noises and the packed sidewalks of what use to be the Soviet controlled East Berlin. My view of Berlin has been altered for the better, with a greater understanding of the saying â€Å"seeing is believing.†

Multiculturalism Essay Example | Topics and Well Written Essays - 1500 words

Multiculturalism - Essay Example In general, the practice of multiculturalism is said to be effective in improving the marketing communication of the Chinese and Indians who are residing in Australia. (Zhu, Nel, and Bhat, 2006) By considering the intercultural dimension and characteristics of each customer, business people are able to create a stronger buyer-seller relationship. Among the Australian Indians, it is the creation of trust and loyalty between them and the Asian seller(s) which further creates a way to develop future business opportunities. On the other hand, the Australian Chinese develop a close relationship with its Asian suppliers in order for them to be able to be able to end up making a win-win negotiation concerning the price and quality of the products they will purchase.Aside from improving the purchasers’ relationship with the Asian suppliers, multiculturalism also improves the working relationship between Australian business owners and their employed groups of workers in the Asian count ries. As a result of implementing multiculturalism within a business institution, a company’s all business performance and efficiency can be improved.The application of multiculturalism in doing business with Asia particularly in the trading of human power, raw materials, and finished products removes the cultural barriers and racial discrimination between Australia and the Asian countries. International trading is important since it could result in a significant economic advantage on the part of Australia.

Customer comparision - Kohl's vs. Home Depot Essay

Customer comparision - Kohl's vs. Home Depot - Essay Example Both companies build customer value by offering customers both a wider range of channels, and more personalized treatment through the integration of channels. Recent years, US retailers have maintained high-speed growth through continuous optimization of its product/service mix and technological innovation. It has also realized rapid expansion through capital injections. The changes are closely connected with Internet facilities and WWW which opens international markets for these companies. Be in one of the most highly rated industries for stability and success, Home Depot and Kohl’s offer an opportunity to everyone who wants to change his home and personal style. Home Depot is a US based company. It is a leader in home improvement retail market. Today, Home Depot relies chiefly on an efficient technology innovation system and supply chain. Home Depot is â€Å"the second largest retailer operating over 1,700 stores in North America. The company operates Home Depot stores, Expo Design Centers, Home Depot Supply Stores, Home Depot Landscape Supply Stores, and Home Depot Floor Stores† (Speight, 2004). Kohl’s is a nationa l retailer proposing a wide range of products for the whole family: â€Å"our stores are stocked with everything you need for yourself and your home - apparel, shoes & accessories for women, children and men, plus home products like small electrics, bedding, luggage and more† (www.kohlcorporation.com). Target market of Home Depot involves professional users and non-professional users from middle classes. Home Depot â€Å"offers products and services primarily to builders, contractors, municipalities, industrial customers and maintenance professionals† (Hall, 2007). Kohl’s target audience also involves middle class consumers looking for high product quality and good service. Customers within the segment are similar to each other and dissimilar to other groups of customers in other segments. Today, Home Depot orients

A Mighty Fortress Is Our God by J. S. Bach A Musical Report Essay

A Mighty Fortress Is Our God by J. S. Bach A Musical Report - Essay Example This "â€Å"A Mighty Fortress Is Our God† by J. S. Bach – A Musical Report" essay outlines the work of Johann Sebastian Bach. â€Å"A Mighty Fortress Is Our God† still holds popularity owing to the versatile musician J. S. Bach had become as he traveled frequently to several places, and his encounter of diverse cultures undoubtedly makes a significant impact on the musical artistry that presents the unfading memory of such music from his period. Besides being an organist, he was also recognized for possessing a beautiful soprano voice which, along with his special skills in playing the violin, continuo, and church choir performance, had withstood severe criticisms. His determination to pursue not just a career in music but also create an entire unique world around it as if a wonderful abode for an auditory refuge managed to build for him an enduring impression in which the heart of audience was drawn to a type of music readily capable of engaging human nature with profound sensibility as in the well-crafted â€Å"A Mighty Fortress Is Our God.† It would also amount to an inevitable appreciation of Bach regardless of the listener’s background on account of the flexibility his rendition took, for instance, when he came up with a musical composition which was styled in French at Luneberg. Bach’s influence on the baroque style in music is quite signified in the monophonic texture and volume of the hymn shaped out of its initially severe complex rhythmic structure. This piece shaped the baroque society by being the â€Å"Battle Hymn of the Reformation.†... Just as how a harpsichord was intended to establish the identity that is uniquely baroque for musical creations, the organ was similarly used to yield to the common objective of bringing a grotesque form in â€Å"A Mighty Fortress Is Our God.† This piece shaped the baroque society by being the â€Å"Battle Hymn of the Reformation,† which even during the early part of the 16th century had been sung upon entry to the Imperial Diet of the Worms when Luther defended his theses and critical beliefs against Catholic misdeeds. In a way, J.S. Bach’s rendition of the hymn (Ein’ Feste Burg ist unser Gott) reflected the erudite traits present in the opposing major religions that were tested in the midst of extravagant progress and by high philosophical intellects within the baroque society after the Age of Enlightenment in Europe. Being a music piece of the period of 1600-1750, Bach’s â€Å"A Mighty Fortress Is Our God† projects an essential attribute o f the baroque style as perceived through its grandiosity, irregularity, and strangeness. Compared to the music of the preceding Renaissance age, baroque music is found to be rich in various textures, levels of intensity, and melodies that seemed to form more embellished or intricate sound. To normal listeners, the characteristics of the original musical pieces of this era appeal to the senses not only emotionally but also experimentally. In either approach, a genius baroque musician had a particular unity of mood, form or style, and selection of instruments. By unity of mood, composers followed a specific kind of affection in generating rhythmic and melodic patterns such as those constituting â€Å"A Mighty Fortress Is Our God† and this affection unified the mood in music,

Conduct a social media network page and write a brief memo Essay

Conduct a social media network page and write a brief memo - Essay Example Creation of a user interface where clients can post their queries and get responses is another tool to attract more customers. Customers would prefer to get services from a person they trust, and the trust could be built through conversations at these social platforms. In our page, we have highlighted the mission of being in market and guarantee that the nutritional services we offer are the best at very economical prices. Through updates that contain advice on the kind of services we would provide to clients, we probably create attention to those seeking nutritional advice. Later on in the page, we intend to create a larger connection chain of well-known professionals in the health, nutrition and dietetics sector. More so we will update our profile with the past successes and achievements to enhance confidence among the untapped customers. We shall also keep a follow up to our customers through the social media as well and increase the number of likes through their pages and connections. With that, more attention shall be attracted to the project we are doing or intending to

What is a good parent Essay Example | Topics and Well Written Essays - 500 words

What is a good parent - Essay Example Children need to be loved unconditionally by their parents so that they do not look for love outside home. Children who are brought up in harsh environment can end up having violent and hostile behavior. A good parent should make sure that the health of their children is in good condition. Children should be provided with nutritious food and exercise to maintain excellent physical status. Children also should be taught healthy eating habits to ensure that they do not end up ruining their health with bad foods. An ideal parent also should ensure the safety of their children by introducing them with clean and safe habits. Parents should also allow considerable freedom to their children, so that they do not feel pressured or forced in to things. Normally children consider their parents as their role model and absorb their habits and living pattern. So it is very essential for parents to exhibit right behavior in front of their growing children. Parents should always show concern and interest for their children and involve in their life extensively .Parents should not be too strict with children; they need to feel comfort in approaching parents at any case. Parents should also give due respect to the privacy of their growing up children. A good parent also is a good friend to their children. A child should be able to share their problems with their parents and this is possible only if parents love, affectionate and understanding. Parents should not argue or hold fights in front of their children as it could lead to mental stress among children. Parents should also be careful to avoid favoritism among children as this can lead to revenge and grudge among siblings. It is important to be fair and just to children in order to avoid contempt and discomfort in the mind of a child. Parents should not give away too much financial allowance to children as they can end up indulging in

The Spectrochemical Series Lab Report Example | Topics and Well Written Essays - 1000 words

The Spectrochemical Series - Lab Report Example Also ammonium chloride (NH4Cl), 16.00 g was dissolved in concentrated aqueous ammonia (NH4OH), 16 m ,there was formation of white suspension as a result of this. The dissolving process was done in separate beakers. The 2 solutions were then mixed in a casserole. These led to the formation of an orange solution. Following this, there was small increment addition of 4 ml of 30% hydrogen peroxide (H2O2) into this solution; this resulted to the formation of black solution with fizzing of oxygen gas. Lastly, the solution changed to maroon. The solution was heated on a steam bath until thick slurry was obtained; it was then put in an ice bath to cool. The rinsing of the solution was carried using 3 M hydrochloric acid (65 ml) in a 200 ml beaker and heated 10 minutes at 60?C. The solution was placed on an ice bath to cool and it was later filtered under a vacuum and the resulting precipitate was washed with acetone and cold water (iced). As a result of this there was formation of a pink pre cipitate. Week 2: There was addition of 2 M aqueous ammonia (NH4OH) (200 ml) in a beaker with the solid then heated to 50-60?C. this resulted to the formation of a cherry red solution. Then later, there was addition of concentrated hydrochloric acid (65 ml) to the solution. This resulted to the formation of white fumes. This solution was then heated for 10 min. ... Then later the precipitate was put at 110 ?C in an oven for 1 hour. Lastly, the solid mass was obtained using an electronic balance. Results and Discussion: Complex Formula of complex Color of solution Absorbance peak (nm) Splitting energy (J) A [Co(NH3)5Cl]2+ Pink 530.76 374519E-19 B [Co(NH3)6]3+ Orange 474.86 4.18228E-19 C [Co(NH3)5F]2+ (Not Given) 500-515 3.9756E-19 - 3.85981E-19 D [Co(NH3)5Br]2+ Purple 548.24 3.62578E-19 E [Co(NH3)5H2O]3+ Light red/orange 497.04 3.9994E-19 Table 1: Shows formulae of the complex, Solution Color, peak absorbance, and the splitting energy Of the 5 cobalt complexes employed in the experiment. Calculations (sample B): ?E = hc/? ? E = (6.626x10-34Js)(3x108m/s)/(474.86x10-9m) ? E = 4.18228E-19J Overall Reaction: 2CoCl2.6H2O +10NH4OH +2NH4Cl +H2O2 +3Cl- Â  ? 2[Co(NH3)5Cl]Cl2 + 24H2O + NH3Â   Re-crystallized solid Mass = solid mass + vial mass) – vial mass =15.76 – 13.25 = 2.51 g Reactions: CoCl2Â ·6H2O ? [Co(H2O)6]2+ + 2 Cl- [Co(H2O)6]2+ (aq) + 2NH3(aq) ? [Co(OH)2(H2O)4](s) + 2NH4+(aq) [Co(OH)2(H2O)4](s) + 5NH3(aq)? [Co(NH3)5]2+(aq) + 4H2O(l) + 2OH?(aq) [Co(NH3)5]2+(aq)+ ? H2O2? [Co(NH3)5]3+ + OH- (aq) [Co(NH3)5]3+ + 3Cl- ?[Co(NH3)5Cl]2+ + 2Cl- ?[Co(NH3)5Cl]Cl2 Mol of CoCl2.6H2O = mass/molar mass = 5.00/238 = 0.021008 mol CoCl2.6H2O : [Co(NH3)5Cl]Cl2 = 2 : 2 = 1 : 1 Mol of [Co(NH3)5Cl]Cl2 = 0.021008 mol Mass of [Co(NH3)5Cl]Cl2 = 0.021008 X 250.5 = 5.26 g % yield = (actual yield / theoretical yield) X 100 = (2.51 / 5.26) X 100 = 47.71 % This experiment was able to determine the identity of each of these five cobalt complexes. Basing on the table information provided, the Cobalt complexes can be determined easily by arranging them according to wavelength from smallest to the largest: D < A < C < E < B This arrangement corresponds

Tort law should not and could not be used to achieve distributive Essay

Tort law should not and could not be used to achieve distributive goals - Essay Example Tort law cannot achieve distributive goals and this attempt would be illegitimate, undesirable, ineffective and non feasible. For instance tort law cannot meet the progressive redistribution of wealth from rich to poor but it is the other way round. Tort law cannot advance the status of groups that are disadvantaged in society since in so many ways it runs short of fairness and that the bottom line is compensation. Social rationality and resource allocation is against the less social valued in society practicing tort law. Tort law cannot achieve distributive goals because it is full of indifference. It is questionable that omissions in tort law are often treated as incurring less liability than acts. Treatment of omission is different from that of acts therefore tort law is law of indifference as in Slovin v Wise (1996) 3 WLR 389. Responsibility for omission is less than that for acts even if damage was identical. It is argued that limiting responsibilities for an individual especially in relation to obligation is the duty of state. In Liability for omission, a distinction is drawn between misfeasance where a party is negligent and nonfeasance where a party does nothing at all. The general rule is that there is no liability for an omission (Slovin v Wise (1996) 3 WLR 389). In justice and rights, morality places an obligation on every individual to save life whenever it is possible. A person wat ching a small child drown in swallow water is morally obliged to save that child. The law of omission in tort gives a leeway. Tort law is a law of monetary compensation and in cases of omission there is no financial claim that results from nonfeasance. In tort, the value of social justice cannot be realized. For instance, Party intervened during an incident that leads to injury is view as less responsible if some third party comes in and causes subsequent harm. Attention is therefore shifted from the negligent act of the defendant toward the immediate wrong inflicted by the third party. It is unjust to say that the original negligent act exemplifies the fact that where injury to property is caused though fault of another party the other party is liable to compensate for the injury caused. It goes without saying that the perpetrator of careless act should be held responsible for injuries caused through there unreasonable behaviour. in Baker v Willoughy (1970) HL the court in the case held that the duty of the motorist and pedestrian with regard to keeping a proper look-out were different; appointment of liability, 25% to pedestrian and 75% to driver. Three years later before a decision on the case was made the claimant was shot during armed robbery in the previously injured led. D still had to make full payment despite the supervening injury because the injury did not rise by accident or lantern condition. The facts of this case demonstrate clearly that tort law cannot achieve distributive goals. For justice to prevail everyone should bear responsibility for their own act. Criminal justice call for a sentence toward the offender in equal measures to the wrong done. If the offender will be a threat to the public, justice and rights of individuals provide for imprisonment. The outcome of tort law can be so unpredictable and economically it may seem difficult to measure permanent damages especially those related to health in monetary terms. In addition, foreseeabl e consequences

Asignment Performance Management Essay Example for Free

Asignment Performance Management Essay Weiss and Hartle (1997) â€Å"A process for establishing a shared understanding about what is to be achieved and how it is to be achieved, and an approach to managing people that increases the probability of achieving success† * In my experience performance management means different things the different people. In the company I currently work for performance management is thought of in the negative as being a process by which managers are able to take employees to task over bad performance and ultimately get rid of them. This may seem archaic and it is the most negative example I have come across in my work life so far, however, even in more forward thinking companies’ employees are often skeptical and suspicious of the performance management process. Conversely I have been fortunate to see performance management at its best. For me performance management is all about taking the core goals of the organisation and ensuring that departmental, team and individuals tasks and behaviors link to and support these goals. In this way employees understand what is expected of them, why the work is important and how it links into the overall performance of the organisation. They are engaged and feel confident in their work knowing that they are contributing to the success of the company. Performance management assists oganisations in motivating and empowering their employees by setting clear goals and rewarding them not only for what they achieve but also the way in which they achieve. In doing this organisations can focus on what is really important to the success of the business. They can recruit and retain the best employees, and motivate and develop by training and challenging the workforce. Performance management allows succession planning so that job roles can be filled with skilled, motivated, experienced employees. Components of Performance Management Performance management is a cyclical process involving a number different components. Goal setting is a key component of the Performance Management process. The organisation’s overall goals should start the chain and depending of the size and structure of the organization these goals. The process should start with the organisational goals which are designed to ensure the performance of the organisation leads to successful business. These goals cascade down to business areas, departments, teams and individuals. For individual employees their job description and the team’s  goals will form the basis of their individual goals. It is important that they understand how their own goals link into those of the organisation, why the work they are doing is important and how it contributes to the overall success of the organisation. There must be agreement on individual goals if they are to be embraced by the individual and they must be SMART if they are to be effective. Specific Measureable Achievable Results Orientated (Relevant) Time bound It is important that individuals are clear on what is expected of them, that they feel the goals can be achieved and that they that they are challenging and interesting. Key to the achievement of goals is regular communication. Communication may be formal or informal but can include updates from the individuals, feedback from colleagues, managers and clients, one to ones or team meetings. This communication is invaluable in employees on track to achieving their goals and making changes when necessary. Performance appraisals are another important component of performance management. These events are often undertaken annually and provide a formal appraisal of the individual’s competence in their role. Individuals and their managers have the opportunity to discuss, provide feedback and evidence of the individual’s achievements (against goals) and, in some organisations, the way in which those achievements were met (behaviours). Some companies also undertake half yearly reviews or appraisals with the view to making sure that that performance stays on track between annual appraisals. This is also an opportunity to review existing goals and set new ones. Performance improvement or development planning is another part of performance management. Areas for improvement or development may be identified at any time during the performance management process but typically come out of appraisal discussions. As with goals it is important that there is agreement on development plans and that activities to develop individuals are varied and effective. If employees are going to achieve their goals and develop their skills, knowledge and delivery within their role they must have access to the appropriate training and coaching. Whether employees require  development because they do not meet their current performance requirements or in order to progress to the next level, training and coaching are also key elements within a comprehensive performance management process. Motivation and performance Management This relationship between motivation and performance management can be complex and individual to each employee. There are numerous motivational theories all of which have elements of authenticity to them. I have looked at two motivational theories, McGregor and Vroom. Douglas McGregor’s theory ‘details two contrasting models of workforce motivation’ ** Theory X suggests that the average person is basically lazy and don’t like work. They prefer to be told what to do and don’t want responsibility. As such there needs to be tight control of the individual and threats of loss or punishment are the best ways to motivate them. Theory Y is the opposite, assuming that most people enjoy work, that they are happy to take responsibility under the right circumstances and that they can be self-motivated to do a good job. This motivation can be enhanced when managers are able to appreciate the employee and develop their trust. Victor Harold Vroom’s theory, to me, has links to the ‘Y Theory’, the theory suggests that factors such as personality, skills, knowledge, experience and abilities drive an individual’s performance. It proposes that employees are motivated by what they expect to receive in return for their effort and what that expected reward means to the employee. This is referred to as ‘Expectancy theory’ and links together in the following way: Expectancy: Does the individual feel the effort they put in will lead to high performance. What is their levels of confidence in what they are capable of doing? Do they have the appropriate resources, knowledge and training to carry out their role? Instrumentality: If the individual achieves a high level of performance is there reward for their efforts and can they be sure they will receive it. Employees must be able to trust that they will. Valence: Is the reward offered/expected one that the individual values. For the reward to motivate it must have importance for the individual, be it financial, recognition, promotion and so on. For me the key to Vroom’s theory and its success in motivating employees is that every individual is different, each has their own needs, wants, expectations and values based on the individuals frame of reference. Management must know and respect the individual and what they want. Reward within Performance management: I have already discussed reward in relation to motivation and how the reward on offer may need to bespoke to the individual in order to be effective. There is, however, a far wider aspect to reward with a performance management process. Reward to attract and to motivate Pay is usually the first thought when talking about reward in employment. It is important that a realistic but attractive salary is offered initially when recruiting new employees. Pay continues to be important for most individuals throughout their employment, however it is not the only way in way employees can be rewarded. Within my current organization pay is only increased annually, across the board, which has little to do with performance except for acknowledging that employees are rewarded for working for the company in line with cost of living rises. Currently there is no performance management process within my organization other than dealing with poor performance in a ‘theory X’ style, employees are serviced with a notice of improvement linked to termination of their contact. Outside of the annual pay increase financial reward is only given if a good employee threatens to leave. Practice is known to all employees via the grapevine and acts to demotivates those who don’t wish to take this approach. I have, however, worked within another organization where annual increases were calculated on performance throughout the year based on a truly robust appraisal system. Engaged and motivated employees were encouraged to collect factual evidence of their achievements and to present and rate this evidence at their appraisal. Ratings were discussed and agreed and then, then to ensure fairness, underwent cross calibration at departmental level. Employees felt they were treated fairly and rewarded not just for their efforts over the year but for their ownership of managing their own performance. Another type of reward for performance, which is being rolled out currently by my employer, is to provide opportunity for high performing  individuals to their knowledge of the business through a shadowing scheme. This has raised employee’s morale as they feel they will be able to perform more effectively and this could, in turn, lead to better opportunities and perhaps promotion. It has also encouraged other individuals to improve their performance in order to be able participate in the scheme. As I have discussed an employee’ perception of the value of reward will vary from one to another. values The need to provide a variety of rewards in line with employee’s expectations and personal preference is supported in the concept of Total Reward schemes. These scheme look at all the rewards and benefits that are or could be provided to employees recognition work/life balance company culture employee development environment, including job design and the physical workspace. *Management and Motivation, Vroom, V.H., Deci, E.L., Penguin 1983 (first published 1970) ** Wikipedia 3 x components of total reward system 1 of which should b non financial Weiss and Hartle (1997)

The Shrm Can Support The Competitiveness Management Essay

The Shrm Can Support The Competitiveness Management Essay In 20th century, globalization as a set of belief or ideologies becomes infectious. An ideologies -concerned primary with maximization economics that give prominence to the roles of market forces along with the deregulation and privatization would lead the sustain economic growth, it defines as the process has speeded up dramatically in the last two decade as technological advance make it easier for people for people travel communicate and do business internationality. (Investor word, 2005) The issue generate some change to the world, first, The globalization has is increase the competitive rivalry from the domestic to the global, as over past 25 year the number of MNC(multinational Company) has increase eight fold and the foreign direct investment stock has increase twelve fold. The economic indicator reflects the reshuffling of the total business investment away from domestic to foreign largely through merger and acquisition (Cooke, 2005, p.283). Second, the firm are increasingly s eek to leverage the HRM to compete in global market, academic and practitioner alike has increasingly to explore international potential of SHRM (Bratton and Gold, 2007). Therefore, HR today is playing a lead role along with business function in creating necessary momentum and internal capability. This is arguing by the resources based theory of (Barney, 1991) it hold that as a firm resources are key determinant of its competitive advantage. The resources must be creating value and competitor difficult to imitate. (Refer appendix A) A model of related to the resources and competence, it shown that the capability for the competitive advantage requires Core competence and unique resources. It identify resource has 4 type, physical, financial, human resources, and intellectual capital and define the core competence as the ability of management to deploy their resources effectively which cannot be imitate by competitor. (Johnson, Scholes, Whittington, 2008). In order to manage employee for competitive advantage human resource management must possess competence relevant for effective implementing SHRM practise (Barney Wright, 1988). Is that so human resources policies and practices may be an especially important sources of sustaining the competitive advantage (Jackson Schuler,1995). The Emergent SHRM Strategy From the introduction, we already explain HRM can be identify as a tool to sustain competitive advantage But, how to it sustain the competitiveness, it can be explain by the Strategy Human resource Management, it is a process of linking the human resources function with the strategic objective of the organization in order to improve performance (Bratton and Gold, 2007). Snell et al (1996, p.62) defined it as an outcome as organization design to achieve sustainable competitive advantage through people .The growing interest in SHRM has develop primarily because many of the traditional sources of competitive strategy have been rely on, such as patent, economic of scale, access to capital and market expansion are being eroded by the market based competition (Nolan, 2002). Is that so, the Human resources approaches, how to recruit, sustain, motivate and integrate the staff toward the organization objective and how it adopt change environment has become an important issue on generating the competitive advantage of the company. It has been argue by the Guest (1997) model of HRM (refer Appendix B), there is a close link between HR strategy and general business strategy, Cost leadership, Focus, Cost reduction, through implement the suitable Human resources practise, which may generate the HRM outcome, Commitment, Quality, And Flexibility to the staff, and he believe after achieving the following policy goal, superior performance outcome will be provided (Bratton Gold, 2007). Harvard model (Beer et al,1984) also argue that the Human resources practise must keep in view on the stakeholder and business environment concerns, and achieve the employee Commitment, competence, congruence and cost effectiveness, which may generate the long term consequences result , individual will being afford, organization effectiveness. There are 2 approaches on developing the human resources strategy. Best fit approach, which argue that HR strategy will be more proficient when it is integrated properly with its specific organization and environment contract (Boxall Purcell, 2000), Baird and Meshoulam (1988) argue that the HR practise must fit the organization stage of development they describe as external fit or vertical fit. However, the most significant best-fit model has been one in which external fit is determined by the organizations competitive strategy, rather than its stage of development (Boxall and Purcell, 2000). Best practise approach, which is based on the belief that is a set of superior human resources practices which, If adopted will lead better organization (). Definitions of best practice are always drawn from research on the four preferred sub functions of undergraduate personnel psychology: selection, training, appraisal and pay (Boxall and Purcell, 2000). This means the Human resources strategy must involve the whole management structure or process, instead on just HR approaches Ideal Types Human resource strategy Bamberger and Meshoulam (2000), integrate the two main models of HR strategy, one is approaches focusing on the strategys underlying logic of Managerial control, the other one focusing on reward -effort exchange, arguing that neither of the two dichotomous approaches (Control and resources based) provide a framework able to encompass the ebb and flow of the intensity and direction of HR strategy. (refer Appendix C) The implication of globalization in Tourism industry, and the role of SHRM in Sustainable tourism development. As globalization also means increase in international division of labour, achieve through the international fragmentation of production as well as the political trend toward a more liberal economic order (Vesna,1999). Many company going to global, as company can gain competitive advantages by focusing on marketing and distributing while turning to foreign producer for manufacturing of their product. (Bourgeois et al ,1999). Tourism industries are not an exception, tourism is a phenomena base on travel pattern of people, technology and cultural value is a major vehicle or operative in effecting globalization process. (E,Wanda,Georges, 2002). But it face some challenge as development of foreign country may affect the local community and local business, Clark and Arbel (1993) cite several challenge such as communication difficulty, little control over regulatory legal, political decision ,political instability, different labour pattern cost ,product supplier ,religion custom work ,ethni c, language ,lack of code and standard. Rapid growths of tourism possess a threat to environment social and international relation. (Klancnik, 2003). Many of the NGO has aware of this issue, so they come out with global tourism development theory, Sustainable tourism development. UNWTO (2012) define it as tourism that take full account of its current and future economic, social and environment impact, addressing the need of visitor, the industry, the environment and the host community. UNEP and UNWTO (2005) encourage all country make sure their policy and action for its development and management fully embrace the principle of sustainability. Government also play an important role on it, it has many tools that can use for make a different such as the power to make regulation and offer economic incentive and the resources and institution to promote decimate goal practise. (UNEP UNWTO, 2005). Furthermore, The sustainable tourism is not just focus on the environment conservation issue, UNEP UNWTO (2005) define that are three element, economic sustainability, social sustainability, economic sustainability, where social sustainability is focus on respecting human right and equal opportunity recognizes and respecting different cultural and avoiding any form of exploitation. Therefore ,the global policy like human right, fairness in the work environment are become vital issue that organization need to pay attention, in the other hand David Ulrich and Brockbank (2005) argue that the role of employee champion in SHRM, we has to see the word through employee eye and all of their representation while the same time looking customer, shareholder and manager eye and communicate to employee what is require for through them to be success and creating value. Guest also argue that High employee commitment as a critical HR outcome, concern with the goals of binding employees to the organization and obtaining the behavioural outcome increase effort, cooperation and organization citizenship.(Bratton Gold, 2007) This shown that sustainable development require coordination of SHRM. In national level In 1995, international labour market conference state that tourism industry facing or acute shortage of skilled manpower and there are many obstacles as far as HR resources in tourism industry (Srivastave, 2008).In Malaysia, Ministry of Tourism and Ministry of Human resource are in charge of sustainable tourism development , where MOTOUR focusing on eco-tourism and ensuring the quality and sustainability product (NEAC, 2011), MOHR in charge of social sustainability where they promote equal opportunity in work place (MOHR, 2001). Tourism industry is the important contributor to Economy which generating RM 360 Billion in GNI (ETP, 2010). The government face a lot of difficulty when implementing the sustainable tourism development. First, the constrains on man power shortage of training opportunity and inadequate opportunity to learn and the appreciate the specific requirement for tourist (NEAC, 2011). Second ,high turnover, Globally the turnover rate is estimated range 60-300% annually which is far away than the 34.7% annual turn overrate in manufacturing industry.(Walker Miller, 2010).Third, the replacement of foreign worker and the confusing of Y generation to enter the industry, a survey of MOHR show that the gap for hotel are especially for worker in food and beverage segment front line as well as housekeeping staff are filled with foreign worker, (ETP, 2010) local graduate from Bachelors of degree in hotel management hardly guarantee the attainment of management position ,and some more they need to compe te with the local SPM low skill labour, this is different from other country. This situation has demotivate the local employee to enter the industry as Pendergast (2009) state that mentoring model that focus on individual development use the time span of 5 year career planning are one of the suggest strategy in Y generation value and motivator. Fourth low salary, average salary for tourism industry is RM 1084 per month, which is relative lower compare with other large industry in Malaysia (ETP, 2010), in result the local choose to enter the hospitality industry enticed by income prospect in market such as Singapore Macau or Hong Kong. (ETP, 2010). From the analyst above, I give out a hypothesis, how to enhance the sustainable tourism planning and sustain the competitive advantage of the Tourism and Hospitality industry, it fall back to, how the company or country adopt the Strategy human resource management by implement best human resources practises. The human resources practises Recruitment and selection, is a process where the organization attract and selected the right staff to the organization, an effective approach of recruitment and selection can help organization maximize the competitive advantage by choosing the best pool of candidate quickly and cost efficiency. (Kleiman, 2005). Training and development, in SHRM it is not just a process to develop the skill capability of the staff, but also provide learning environment and the employee own career and future development. There is a growing emphasis on viewing organization as a total learning system and finding its core competence which reveal its collective learning (Prahalad Hamel, 1990). Performance appraisal, it is a process to measuring and evaluate the performance and contribution of the staff, Tznier, et. al., (2000) suggest that organizations generally use performance appraisal for two broad purposes. First performance appraisals are used in administrative decisions such as promotions, salary allocations, and assignments. And second, performance appraisals are used as a tool for employee development processes such as offering feedback, critiquing performance, and setting goals for improvement. Effective human resources development may enhance the company competitive advantages. Employee involvement and relations are the complex set of human resources practices and organization culture that seek to secure commitment and compliance with organization goals and standard through effective communications employee involvement, employee right and managerial disciplinary action (Bratton Gold, 2007). Reward, it is the process to recognize the contribution of the staff, proper reward strategy may motivate and retain the employee, eventually enhance the performance of the employee to the organization. Motivation is an important HRM function to join and stay talented worker and performance better and do extra to the organization, is one of the most important part for organization to focus on develop and sustaining competitive advantage.(Ahmad Khalaf, 2009). How company adopt SHRM by implement human resources practise are shown below. In tourism Industry The recruitment and selection play an important role on an organization, especially in the human based tourism and hospitality industry, and it place an important role on SHRM strategy planning as well as the best practise and best fit approaches, as employee replacement cost are high, make finding the right person to an organization imperative form both cultural and financial standpoint (Credit union Management, 2012). Therefore it is important for an organization to take full attention in the need of generate interest to employee apply the job, and the people who apply are capable to fulfilling the role in the employment (Bratton and Gold, 2007), as bad hiring practise can hurt your business (Lawson, 2012). evidence are shown in the tourism industry Malaysia, Small travel agency in Malaysia didnt provide the proper job specification, and fail on applying the best practise on Recruitment and selection policy, from the detail above, their employee are feel threatened by the entry of low qualification foreigner worker, low salary, and no clear career pathway provided, therefore they are unwillingness to enter the local market, in result cause high turn-over, lack of professionalism, High turn-over rate may lead to erosion of the company implicit knowledge base (Coff, 1997) affect company competitive advantage. (Delery Dotty, 1996). Unlike the Tourism Industry in US, Walt Disney, their SHRM practice pursue Commitment HRM strategy Bamberger and Meshoulam (2000) they not just provide attractive salary, they also care about the employee future career, until they retired .The salary provided is negotiable based on where employee stay, they introduce save for 2 morrow programmes to secure when retired employee, they provide more than 10,000 online reference materials and resources, instructor-led classes, performance support systems, and education reimbursement for job-related degree programs to develop employee future, the reward are based on performance recognize e mployee contribution, (Disney, 2012), the purpose of organization is to generate a innovated and creative learning culture of the organization which the employee may share the knowledge in meeting (Bratton Gold, 2007), it may enhance the organization competitive advantage ,as knowledge is intangible and difficult to imitate, Grant (1996) suggested that knowledge is the significant competitive asset that the firms possess . Barney (1991) also argue that it hold that as a firm resources are key determinant of its competitive advantage, and the resources must be creating value and competitor difficult to imitate. In Airlines, Multinational company Air-Asia pursue commitment HR strategy with locus control by outcome of the staff and focus on the internal development of the staff(Bamberger Meshoulam, 2000) to support its no frills strategy ,although it average salary is low for the reason of cost redundancy , but the staff may be retained , whereby it conduct pilot training programme for the Cabin crew to train as the first class officer (AirAsia, 2006), it set up an one stop Airasia academy to train the multitask staff(AirAsia, 2006), it promote knowledge environment , and everyone is in the same height regardless of your position , they adopt fresh new ideas (Airasia, 2012).it promote, The Next Generation Leaders programme looking for intelligent, young professionals, who lead active lifestyles and who breathes passion into all endeavours (Airasia, 2012). it provide performances related bonus ,recognize the contribution of the staff, and it provide work-life balance, where the staff only need to work 5 d ays a week (Airasia, 2012), as result commitment, quality and flexible staff may improve the productivity of the organization, and which fix the leanest cost structure business level strategy of Air-Asia (Airasia, 2012b), it has been prove by Guest (1989,1997), only when a coherent strategy directed toward the 4 policy goals fully integrated into business strategy and fully sponsored by the line management at all level is applied will high productivity and related outcomes sought by industry be achieved (1990, p.378).There is why now Air-Asia develop so rapidly and can become a leader of Low cost carrier Airline in the world . In Food and beverage industry Marry brown in Malaysia make use of traditional SHRM strategy as it mission was to improve the standard growth of the organization and maximize the sale and profit through its structured franchise system. (Marrybrown,2007a),The training they provide are focus on service quality, improve productivity (Marrybrown, 2007b),in India they tend to recruit external staff to maintain their service quality, the minimum requirement for a customer service crew is diploma, by using the attractive based salary and benefit reward examples, meals allowance, to attract and retain employee(Marybrown, 2012), in control system, the franchisor will make a regular visit on business review, market development and general business coordination (Marry brown 2007b).The purpose of this strategy was aim to process based control , in which close monitoring by supervisor and efficiency wages ensure adequate work effort. (MacDuffie, 1995).The traditional HR strategy or Best fit strategy has enhance the company gro wth rapidly, Marrybrown is now the largest home-grown QSR chain with over 300 restaurants in Malaysia, Azerbaijan, China, Bahrain, India, Indonesia, Iran, Kuwait, Maldives, Qatar, Saudi Arabia, Sri Lanka, Syria, Tanzania and the United Arab Emirate(Zazali Musa, 2012). Macdonald make use of resourced based model HRM strategy to sustain it mission customers favourite place and way to eat, which focus on 5 area, product prices, place people and promotion .(Macdonald, 2012a). The Manager had seen Human resources as an asset rather than a cost (Bratton Gold, 2007). In recruitment and selection process, the company make use of Macdonald Green Select, which consist of proven psychological profiling and behavioural assessment , which is Myes Briggs type indicator, Emotional intelligence prevue and the work personal index, aim to meet the candidate with enough competence to fix organization objective. (Mcdonald Green Human Resources, 2010), in employee involvement and relation, it promote manager mobility programme where the manager has the opportunity to work in any outlet of the world .(Mcdonald, 2012), Lashley(1994) commence with a survey of various claims made for employee empowerment as a means of winning commitment of frontline staff to delight cust omer with excellent and hence maximizing the profit of the business. In training and development the company promote lifelong learning , where the employee may has the opportunity to join the leadership programme, even-though has the opportunity to train in Hamburger university to enhance their career development, in the internal development programme mentoring are provided, program incorporates the latest technology features of both informal and formal mentoring approaches, providing a virtual environment to encourage Career Engagements. (Mcdonald, 2012), Payne and Huffman (2005) suggest that mentoring can enhance positive commitment and reduce labour turnover. in result the afford of SHRM approaches has successful benefit the company on reaching their business objective. According to the report, 20 % of the franchiser is start as a crew, 70 % of the work proud to work at the company (Hand, 2008). From the detail above, we may aware, different industry and different organization may use different SHRM practise, and it is varies on their business objective, like Airasia, because of the no fills strategy, the company choose to pursue the commitment strategy to improve productivity and reduce turn over, Walt Disney tend to achieve their innovative and creative business objective develop immitigable competitive advantage, so its focus on knowledge management, all of them has successful develop their own competitive advantages, so it prove that , my hypothesis is correct, where the SHRM play an important role in sustain the company competitive advantage , and sustainable tourism development, as they care of employee future development. The limitation of SHRM Since we know the SHRM can enhance and sustain the company competitive advantages but it meets some limitation, first lack of consideration of Culture in global market. As Strategic international human resource management has increasingly consider a key differencing factor between loser and winner in the Multinational Company (MNC) since 1990. (Schuler et al , 1993). Strategic international human resources management is a step further than SHRM, recognize that is a need to differentiate HRM across country culture ,an area there is increasingly being recognize as a course of business success or failure (Deresky,2008). Second, the SHRM may focus on the competitive strategy implementing, disregard the internal development, example like Traditional HR strategy may be adopted by management when there is certainty over how inputs are transformed into outcomes and/or when employee performance can be closely monitored or appraised(Bamberger Meshoulam, 2000), it is argue that at contingency analysis relies on external marketing strategy , and disregard the internal operation strategy that influence HR practise and performance. (Purcell, 1999). Third ,lack of HR expertise, David Ulrich (2005a) the HR guru once argue there are key role require in HR, business partnership, administrative expert, change agents , employee champion. According to the CIPD HR survey report (2003), among 1200 HR survey respondent, third of practitioners see their primary role as business partner ,slight fewer see themselves as change agent, 4 per cent seen them as the administrative expert, finally is the employee champion. this situation may pollute the SHRM strength on sustain the competitive advantage, as the employee champion seen to take grant one of the central nostrums of normative models of HRM, that employee well-being and organization goal can always be align (Tyson, 1995). Fourth the optimistic of HR manager, we cant avoid that that is a potential due to the personnel role of the decision maker, may affect the effectively of the SHRM strategy implementation. it is argue by Legge (1978) identify 2 strategy , the conformist innovator and the deviant innovator, the conformist manager attempts to fulfil the requirement of the senior management , the deviant innovator subscribe to a quit different set of norms, gaining credibility ,and support the ideas driven by social value rather than strict economic criteria (Marchington Wilkinson, 2005). Conclusion Although there are some limitation, but I conclude that, the SHRM still remain as the important tools for generating the competitive advantage , as we may aware ,that the traditional competitive strategy by Porter(1980) cost leadership , differentiation , and Focus has become common and being eroded by the competitive market(Nolan, 2002), and the unique characteristic of SHRM are effectively for sustaining the competitive advantage nowadays, it can be explain by the resources based approach (Appendix D) , where there are 4 element to sustain competitive advantage, rare, value, inimitability, non-substitutability. The human resources can create value to the organization , where specific skill and capability each employee held will provide more and less value depend on the market in which the organization operate (Johnson,2009). The human resources can be rare, like the management style, the leadership and close relationship, and the unique human resources practice. An organization that employed people with higher cognitive ability compared to their competitor will be more likely to gain competitive advantage through their rare resources (Wright et al, 1994). The human resource can be immitigability, and non-substitutability, example like the knowledge and the know-how skill develop, the competitor may find difficult to imitate. Amit and Shoesmake (1993) emphasis the strategic important of managers identify, ex ante and marshalling a set of complementary and specialized resources and capability which are scare, durable, not easily trade and difficult to imitate. Furthermore I suggest, if a company are tend to extract the global market, they should more concern about the international strategic human resources management , when implementing the human resources practise, as culture and the legal perspective of country may be varies. Schuler et al (1993) once argue that, there four component we has to consider when apply the SIHRM, the exogenous factor, the endogenous factors SIHRM practices, the goals of the multinational company, the exogenous are related to the industry and the domestic characteristic (culture ), the endogenous is regarding the MNC internal own capability and culture, SIHRM issue, is regarding the issue of tendency of coordination, local or global responsiveness, and the goal of the MNC is regarding the profitability and the shareholder interest, as last I reemphasis, the SHRM is the essential tools for sustain the competitive advantage, therefore the manager must integrating the SHRM on the business level or corporate level strategy planning as we has proved that SHRM are the driver for the sustainable and developing of the competitive advantage. Referencing Ahmand, A. R., Khalaf, T. 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