How Coca Cola Selects and Compensates Expatriates

How Coca Cola Selects and Compensates Expatriates Abstract International human resource management has become one of the most controversial issues in the world today, and as a result of the complexity of international management it is essential to have the right person at the right position. The aim of this paper is to identify how Coca Cola Select Compensate its expatriates. Start from brief idea about the Coca Cola background, Selection process, Factors influencing the Expatriates selection, Role of expatriates, Training and development, and compensation.when looking at selection process it was found that Coca Cola considers the technical ability and previous performance are selection central. This paper also discusses the previous and recent approaches Coca Cola for international compensation. Introduction Country boundaries no longer exist when it comes to international trade (Ashamalla 1993).In such a active Global competition, international experience has become a requirement rather than an option and forced many business to recognize that they must consider management from a different perspective. IHRM is an important component of firms global strategy and is often recognized as an influencing factor of success or failure of international business (Deresky, 2003). Phatak, Bhagat and Kashlak (2005) state that IHRM involves developing human resource capabilities to meet the diverse needs of multinational and global corporations. Ensuring high-quality management is critical due to the complexity of managing international operations (Deresky, 2003). Furthermore, in the competitive global economy, human resources are not as easy to duplicate as factors of production, and can therefore provide the source of competitive advantage (Phatak et al., 2005). When looking at global assignments Black et al. (1999) have presented five basic dimensions of people management: recruit/select; train; appraise; reward and; develop. These dimensions build upon one another and develop into a management process (ibid). First, when it comes to recruiting and selecting, managers need to identify, recruit and appropriately position individuals within the organization. Phatak et al. (2005) suggest that it is a key process when corporations wish to bring new employees into their networks. Deresky (2003) indicates the importance of having the right people at the right place and at the right time by describing it as a key factor of success in international operations. Company background The Coca Cola Company is the worlds largest beverage company. It is no.1 brand according to fortune 2009 survey. The company operates a franchised distribution system dating from 1889. The Coca Cola Company is headquartered in Atlanta, Georgia. Its major markets consist of USA, Brittan, Europe, Middle East, Asia, Russia and North America. It has activities in 200 countries, about 3000 branches, and 55,000 employees across the world. Over 200 expatriates are assigned for international positions every year, as region managers. Most of the expatriates are sent from USA and Britain, and most often sent to Middle East, Asia and Russia. Expatriates Selection process Expatriate selection process starts when they need to fill abroad position due to lack of local talent and/or management experience working in a multinational.Selection process is not defined with rules at Coca Cola. Every international assignment requires different criteria. Usually, familiarity within the exact area of international assignments is recommended but not for all times a prerequisite. Moreover, Coca Cola has lately changed their way when selecting expatriates. It used to concern of sending executives as expatriates, while at the present it has the concern of sending high potentials younger employee. Coca Cola usually considered the recommendation and suggestions of candidates expatriates. Significant sides of the candidate improve his chance to be selected, and can also raise the issues for instance, losing some employee within the department or whether it can give advantage in the future. Coca Cola does not focus on developing repatriation training programs for the expatriates. However, the expatriates informed that at the end of assignment they will return home and they will have their job back, which gives expatriates secure feeling once they leave the international assignment Factors influencing the Expatriates selection (Dowling, Welch et al. 2004) shows some of the issues HR managers will take into consideration when selecting expatriates for international assignments. Source: Dowling Welch 2004 Coca Cola look at several vital criteria when selecting candidates for international assignments. Expatriates should aware of Coca Colas values, additionally the ability to deliver their knowledge and expertise, and gather further knowledge as they are overseas. Expatriates are employee where Coca Cola have faiths in them, and believed to be exceptional performer within the company. In general, selected expatriates are employees who hit the expectations when dealing with everyday difficulties and critical jobs. Besides they are motivated employee with a capability to figure things from a strategic standpoint. Expatriates required some abilities such as, technical and managerial skills, in order to complete the requested task when selected for international assignments The technical ability consider a significant factor when selecting expatriate candidates according to (Dowling, Welch et al. 2004). (Harris and Brewster 1999) confirm that technical skill of expatriates is a vital criterion to be taken into consideration and in real assignment consider significant. The evaluation of expatriates candidates technical ability is based on previous job performance, On the other hand, past performance in some cases does not play major role when work out with particular difficulties in a new host country new culture and environment (Dowling, Welch et al. 2004). At Coca Cola the technical ability has significant weight when decide who to select for international assignment. However, expatriates with extensive international knowledge are sent to achieve more specific knowledge and expertise, whereas expatriates with general expertise are sent to achieve more international knowledge. According to (Dowling, Welch et al. 2004) cross-cultural suitability is important attribute and has to be considered when assessing expatriates candidates as they will work in different or unfamiliar environments. The cross cultural suitability of expatriate candidates is evaluated at Coca Cola but not measured as a significant selection factor. (Ashamalla 1993) highlights the cultural understanding, and the importance for expatriates to value and respect diverse characteristic and features of other cultures. Moreover, (Hutchings 2002) emphasize the importance to tolerate the differences in race, beliefs and cultures, including the norms and values.(Dowling, Welch et al. 2004) state that it is hard to assess the cultural suitability because it is difficult to determine exactly what the aspects that should be comprised. Listen Read phonetically (Avril and Magnini 2007) agrees that family has strong influence on the expatriates success in international assignment. However a few global organization focus on the family aspect and not to consider family as disadvantage aspect when selecting expatriates candidates (Dowling, Welch et al. 2004). As a result of incapability to integrate into a new culture, families can experience feeling of loneliness. Furthermore, Coca Cola does not consider the as disadvantage part when assessing expatriate candidates. Once the decision made then they consider the family for any further training or advice. The partners job, kids disruption in education and the looking after old parents are issues of family pressure (Johnsson and Lennbro 2008). Country and cultural requirements is considered when selecting expatriates for international assignments at Coca Cola. First of all, the host government may stop expatriate for many reasons, such as visa issues, no available candidates can fill the position from the host country, and legislations (Dowling, Welch et al. 2004).Moreover, some international assignments at rural area or war-zone mean hard living conditions (Johnsson and Lennbro 2008). (Dowling, Welch et al. 2004) highlight the language skills of expatriates and assert to be measured as an additional factor when selecting expatriate. According to (Avril and Magnini 2007) expatriates who have language skills will be more effective, gain the respect and trust of their colleagues, and more easily establish partnerships and solid working relationships with local nationals that will, in turn, generate good will for the organization and positively impact the bottom line. (Dowling, Welch et al. 2004) find out that the consequences of language skills changes according to the type of assignment. Characters and skills of the expatriate are important aspect to consider. Coca Cola states that some of the preferred attributes are personal liability, enthusiasm to build up his experience and develop the organization, ability to be criticized, and be self-confident. The interpersonal talents of expatriate are not a spoken criterion, but if the expatriate do not have the ability to work with people, then they will not be chosen. Finally, Coca Cola highlighted the individuals motivation. The people who select expatriates review their explanations to select them for international assignment, and as staffs apply for international assignment, take into consideration that they are to some extent motivated. Expatriates Roles According to (Dowling, Welch et al. 2004) , there are many reason for transferring employees for international assignments as expatriates linked to the intended purpose of the expatriate. Roles of expatriates are listed as the following Source: Dowling Welch 2004 The Figure provides a general idea of the expatriates roles, and how these roles shape by home and host country. First of all, Coca Cola using expatriates as agents of direct control, where expatriates roles are to make sure subsidiary commitment through direct administration and management (Dowling, Welch et al. 2004). Moreover, expatriates also used to manage personal and cultural matters in the host country as stated by (Harzing 2001). Knowledge can be shared cross international assignments. as a result, Coca Cola use overseas agents of socialization, which is likely helps the integration of corporate values and beliefs (Dowling, Welch et al. 2004). It is a means of informal and non-direct control.(Harzing 2001) label the expatriates as bumblebees since expatriates help in the transfer of a common culture of companies. This formulates and creates more decentralized organization. In addition, Coca Cola can use expatriates as agents to build and enhance the network between the host and home branches (Dowling, Welch et al. 2004). Internationally, strengthen the links between individuals is significance way of implementation of informal control. It is also a way to transfer ideas and efficiency. According to (Dowling, Welch et al. 2004), one of the expatriates role is to increase the organization borders . Expatriates would have an exceptional ability to gather information on the market, and enhance the representation of the company in the host country. (Collings, Scullion et al. 2007) state that there is more than one reason of using expatriates for international assignments. First, if there are no appropriate managers available at the host country for a specific project or function, then the employment of expatriates could be used to guarantee the desired value of work. In addition, using of expatriates gives the chance for managerial development. (Collings, Scullion et al. 2007) indicates expatriates will build and developed their competences throughout the international assignment and motivate the organization for using expatriates and help achieving the organizational development. International Training Development Source: Dowling Welch 2004 International training and development is another aspect of IHRM. Training intends to develop employee skills and behavior, whereas development objective is to increase abilities in relation to some potential position, generally a managerial skills (Dowling, Welch et al. 2004). According to (Shen 2005) expatriates need a set of context-specific abilities, for instance industry-specific knowledge, and a central part of certain skills, such as cultural sensitivity, ability to handle responsibility, ability to develop subordinates and ability to exhibit and demonstrate. These skills are measured as vital international competencies at Coca Cola and all can be developed through effective international training and management development. Moreover, pre-departure training will help expatriate success more than failure (Katz and Seifer 1996). Coca Cola focus on human resources development by concentrated on the education and training of its employees as an important part of their development. Coca Cola allegedly spent millions every year for training its employees. On the other hand, Coca Cola undertook a cost cutting drive, and started looking for methods to train its staff effectively at lower Costs. After significant investigation and researches, Coca Cola In 2007, launched Coca Cola University (CCU) a virtual, global university for all learning and capability-building activities across the Company. E-Learning was used to train Coca Cola newly recruited managers and expatriates. Four types of training for international assignments (Baumgarten 1995). pre-departure training for expatriates: Once expatriates selected for international assignment, they will receive language training and an orientation to the host country culture. Family will be included in orientation training sessions. These training sessions will provide expatriates and their family with information related housing, schools, shopping, and health care facilities in the host country. During the training expatriates will have full discussion with the organisation about how the international assignment would fit into their profession strategy and what future position they would have when return to home country. Listen Read phonetically On-site training for expatriates: At the host country the expatriate will receive additional onsite training to familiarize the expatriate with the local working procedures and work environment. These formal programs will deliver orientation about the host country customs and cultures. Repatriation: Expatriates and their family will adapt the host country norms and culture especially in long-term assignment. Usually they will experience high level of stress and cultural shock when return to the home country as a result of changes that have taken place since their leaving. Expatriates have to assume what ability they want to build up and the sort of jobs that might be offered in the home country with those new skills. As the expatriate a broad, many changes at the home country company could happen such as colleagues or managers may leave. Therefore expatriates should maintain contact with company. Otherwise expatriates will have re-entry shock because of new employees, a new passion, and a new culture that may have changes. Training for (HCNs) and (TCNs): To ensure the understanding of corporate strategy and culture, training will be provided to HCNs and TCNs. All employees from team leaders upwards are given an annual skills assessment and development plan. The Company also inÂÂ ­vests in formal training. During 2008, emÂÂ ­ployees received on average more than 16 hours of formal training each. An additional valuable means in expatriate pre-departure training is an initial visit to the host country. These visits often give the expatriates and their family a clearer idea about the new environment in which they will be living. Sometimes expatriate will refuse the international assignment based on the initial visit. According to (Coopers 1997) study shows that 53% of organizations which offer initial visits to their employees and spouses to the host country, of those 13% refused the international assignment. On the other hand, since the expenses and costs for an expatriate failure are so high it is valuable to know of the refusal earlier to the actual assignment Performance Management Source: Dowling Welch 2004 Coca Cola manages its performance management system through 4 Stages during an Annual Business Cycle and has multiple Objectives. Some of these include Objectives leading to Significant Accomplishments, Breakthrough Objectives, and Business Plan Achievement objectives. Furthermore, Coca Cola has an extensive training and development programs for the employees to focus on the day-to-day needs of the employees and to adapt new culture difficulties and differences. Competency framework encompasses thought leadership, people leadership and results leadership that Coca Cola uses to manage and assess its workforce. A point ranking scale is used to define a system in an organized systematic form to avoid ambiguity and bias when conducting performance appraisal and rating to compensate employees based on performance and competencies as identified in the appraisal process. According to (Dowling, Welch et al. 2004) when expatriate agree to have the job for international assignment, they will look forward to having financial benefits from doing that assignment. Therefore organisation should take compensation packages into its consideration because it has major affects at the expatriates when making decision. Expatriates successes will have big advantage for the organisation especially in this competitive market. (Dowling, Welch et al. 2004) points out two approaches to develop international compensation: Firstly, the Going Rate Approach Going Rate approach is straightforward and easy to understand which make the compensation package parallel to the host country nationals. In this approach the base salary is linked to the salary structure of the home country. It is based on local market rates. This compensation approach has some disadvantage especially when expatriates return to home country. When going rate is different in the host country, there might be some pay cut. Secondly, the Balance Sheet Approach Balance sheet approach delivers a compensation package to balance an expatriate managers purchasing power between host country and home country. In other words, since expatriate assigned to an international position by using balance sheet approach expatriates will not be affected by spending power. The negative side of the balance sheet can be its cost and unfairness between expatriate managers and local national managers, and even among expatriates who come from different countries. Components Coca Cola takes into consideration when it comes to an International Compensation: Base Salary Extra pay the expatriate receives for working outside his or her country of origin which encourage to accept foreign postings Allowances (Housing allowances, Cost-of-living allowances, Education allowances, Relocation allowances, Parent country wages everywhere ,Wean expatriates from allowances ,Pay based on local or regional markets ,Global pay systems) Tax differentials Coca Cola pays the expatriates income tax in the host country when a host country has a reciprocal tax treaty with the expatriates home country. Benefits Coca Cola ensure that their expatriates receive the same level of medical and pension benefits abroad that they received at home The new host country environment and difficult to function efficiently are core problems for the majority of expatriates (Harris and Brewster 1999) Pre-departure training is essential for improving expatriates culture knowledge and cross-culture adjustment (Dowling, Welch et al. 2004).On the other hand, many cross-culture training is not sufficient or incomplete. Since its hard to assess the efficiency of such training (Waxin, Katsioloudes et al. 2007). According to (Sims and Schraeder 2005) Healthcare is another significant aspect when it comes to compensation package. Many international organizations would have different health care insurance company between home and host country. Coca Cola rewarding system for employee is excellent to retain, motivate and influence employees towards organizational goals with their best potential utilization. Coca Cola uses Self Assessment tools for staff to assess themselves on top accomplishments in the previous year. Analysis Operating as agents of direct control is usually not the role of expatriates at Coca Cola , which is not consistent with (Dowling, Welch et al. 2004) believed as they remark that expatriates are often used to control and monitor local operations. Another role of expatriates according to (Dowling, Welch et al. 2004) is agents of socialization, where expatriates are likely to share business values and beliefs so as to build some informal control.

Grear Rafting Analysis

Introduction Grear Rafting Company, owned by Peggy Grear is a company that provides rafting services to rafters. Grear Rafting Company, henceforth referred to as Grear Rafting, has just gone through its first season in business on which it provided rafting services to 1,048 rafters for seven (7) days. During these seven (7) days, Grear Rafting also provided meals to the rafters three times a day, it also provides the rafts used during the season. During its first season, however, Grear Rafting experienced a loss.Peggy Grear has enough savings to get Grear Rafting through another season or two of business, but Grear Rafting would have to shut its business down if it does not make a profit (Houston Baptist University, 2012). In this paper, I would show what Grear Rafting requires to break-even and make a profit. Grear Rafting’s income statement from its first season is shown below on Table 1. Table 1. Grear Rafting CompanyIncome StatementYear Ended December 31, 2012| Revenue | | $1,048,000| Rental Expense| (208,600)| |Meals Expense| (314,400)| | Advertising Expense| (50,000)| | Compensation to Guides| (471,600)| | Salary Expense| (16,500)| | T-shirts and Hats Expense| (31,440)| | Office Utility Expense| (3,850)| | Gross Income (Loss)| | $(48,390)| Variable and Fixed Costs There are different types of costs associated with the running of Grear Rafting. In order to develop a plan for Grear Rafting to make a profit, it is necessary to identify those costs that can be changed, and those that cannot be changed. 1. Variable Cost:A variable cost is a cost that increases in total as output increases and decreases in total as output decreases. (Rich et al, 2010). For example, cotton used in making cotton shirts is a variable cost. As a company makes more cotton shirts, it needs more cotton to produce the shirts. The variable costs incurred by Grear Rafting are: * Meals provided to rafters ($314,400): the rafting trip is for seven (7) days, so as more rafters use G rear Rafting’s services, Grear Rafting would incur more costs in providing meals to the rafters for the time period of seven (7) days.If less rafters use Grear Rafting, the cost of providing meals would decrease. * Compensation paid to guides ($471,600): the compensation paid to the guides is paid on commission basis. Therefore, if more rafters use Grear Rafting’s services, the commission to the guides would increase, causing the compensation cost to increase as well, and if less rafters use Grear Rafting’s services, the compensation cost would also decrease. * T-shirts and hats provided to rafters ($31,440): the number of rafters that used Grear Rafting this season was 1,048.This incurred the cost of t-shirts and hats of $31,440. If more rafters come in the next season, the cost of providing t-shirts and hats would also increase. So also, if fewer rafters come in the next season, the cost of providing t-shirts and hats would decrease. 2. Fixed Cost: A fixed cos t is a cost that does not increase as total output increases and does not decrease as total output decreases. For example, the cost of property taxes on a factory stays the same no matter how much the factory produces.The quantity produced does not have an effect on the cost of property taxes; they only change because the city or county government raises taxes (Rich et al, 2010). Fixed costs incurred by Grear Rafting in its first season include: * Rental cost of rafts and camping equipment ($208,600): the rafts and equipment are rented on an annual basis, and additional rafts and equipment are not available to Grear Rafting. Since the rafts and equipment are rented annually, the number of rafters does not affect the cost of the rafts and equipment because these are rented not based on the number of rafters expected, but based on what is available. Advertising expense ($50,000): the cost for advertising Grear Rafting does not depend on how many rafters use Grear Rafting. Advertising is a way to introduce the company to the public, and whatever advertising means Peggy Grear decides to use is billed to Grear Rafting no matter how many rafters it serves. * Salary of office manager ($16,500): the salary paid to the office manager is a fixed cost because no matter how many rafters come for the season, the salary is an established amount that is agreed upon by the manager and Peggy Grear.Therefore, the cost of paying salary to the manager is fixed and is not based on how many rafters there are in the season. * Office utility expense ($3,850): this expense is a fixed cost because it is based on the utility that is used in the office and not on the number of rafters there are. Product and Period Costs 1. Product Cost: Product costs are costs, both direct and indirect, of producing a product in a manufacturing firm or of acquiring a product in a merchandising firm and preparing it for sale (Rich et al, 2010).For example, the metal used in making a car, the hours put int o making that car, and depreciation on equipment are product costs. The product costs incurred by Grear Rafting include: * Rental cost of rafts and camping equipment ($208,600): this is a product cost because the rafts and camping equipment are rented for the current season. These would be used during the rafting season at Grear Rafting. * Meals provided to rafters ($314,400): this is a product cost because the meals are provided for the rafters during the seven (7) days they are rafting.The meals are not prepared for the long-run, but only for the space of time for the rafting season for Grear Rafting. * Compensation paid to guides ($471,600): the compensation paid to the guides is a product cost because the compensation is paid for the specific rafting season concerned; it is not a long term payment to the guides. * T-shirts and Hats provided to rafters ($31,440): this is a product cost because the t-shirts and hats provided to the rafters are purchased for the specific season bas ed on how many rafters available. They are not purchased on a long-term basis. . Period Cost: Period costs are costs that are not carried in inventory; all costs that are not product costs. That is, all areas of the value chain except for production (Rich et al, 2010). For example, costs of advertising, salaries to the CEO, and research and development activities are not added to inventory, thereby making them period costs (Rich et al, 2010). The period costs incurred by Grear Rafting include: * Advertising expense ($50,000): the advertising cost is only incurred when Grear Rafting advertises the company for rafting services. Salary of office manager ($16,500): the salary of the office manager is a cost that does not deal with production, or in this case, with the activities of Grear Rafting during this season. * Office utility expense ($3,850): this is a period cost because the cost is expensed in the period it occurs. Break-Even Based on the information provided earlier, there are several changes Peggy Grear can make that would affect Grear Rafting’s ability to break-even or even make a profit. A breakeven point is the point where total revenues equal total cost, and net income is zero (0).Break-even can be calculated in sales dollars and in units. Break-even is calculated by dividing total fixed cost by the price minus the variable cost per unit; and break-even in sales dollars is calculated by dividing total fixed expenses by the contribution margin ratio. The contribution margin ratio is the percentage of sales dollars remaining after variable costs are covered (Rich et al, 761). The table below is a contribution margin income statement from which we can understand how to calculate break-even. Table 2.Grear Rafting CompanyContribution Margin Income StatementYear Ended December 31, 2012| Sales ($1,000 X 1,048)Total variable expenses Total contribution marginTotal fixed expenses Operating Income| Total$1,048,000 817,440 230,560 278,950 (48,390)| Per Unit$1,000 780 220 | Contribution Margin Income Statement Contribution margin is the difference between sales and variable expenses. It is the amount of sales revenue left over after all the variable expenses are covered that can be used to contribute to fixed expense and operating income (Rich et al, 758).To calculate break-even, the Cost-volume-profit (CVP) analysis is needed. CVP analysis estimates how changes in costs, both variable and fixed, sales, volume, and price affect a company’s profit. CVP, an important tool used by managerial accountants, is used to reach important benchmarks such as a company’s break-even point. It is useful to organize costs into variable and fixed components for a CVP analysis. The contribution margin income statement format is based on the separation of costs into variable and fixed components. Table two (2) above shows the format for the contribution margin income statement.When recast as an equation, the contribution margin income s tatement becomes more useful for solving CVP problems. The operating income equation can be expanded by expressing sales revenues and variable expenses in terms of unit dollar amounts and the number of units sold. So, the operating income equation becomes: Operating income = (Price x number of units sold) – (Variable cost per unit x Number of units sold) – Total fixed cost (Rich et al, 758). For a company to break-even, its operating income should equal zero (0). Grear Rafting’s break-even point will be calculated in units and in sales dollars.For Grear Rafting to break-even, we need to consider the number of rafters that came for the past rafting season. Grear Rafting had 1,048 rafters in the past season; to be able to reach break-even, Grear Rafting needs approximately 1,268 rafters. This was determined by dividing the total fixed cost ($278,950) by the price per rafter ($1,000) minus the variable cost per unit ($780). To calculate the break-even point in sale s dollars, total variable costs are defined as a percentage of sales rather than as an amount per unit sold. The break-even point in sales dollars for Grear Rafting is $1,268,000).This was calculated by dividing the total fixed cost ($278,950) by the contribution margin ratio (22%) which was calculated by dividing the contribution margin per unit ($220) by the price per rafter ($1,000). The contribution margin per unit was calculated by subtracting the variable cost per unit ($780) from the price per rafter ($1,000). To determine how Grear Rafting can make a profit, there are several costs that need to be reduced. First, however, it is necessary to determine the number of rafters Grear Rafting needs to achieve a target income that would yield a profit.If Grear Rafting’s target income is $49,000, then the number of units it needs to earn it can be calculated by adding the total fixed cost ($278,950) to the target income ($49,000) and dividing it by the price ($1,000) minus the variable cost per unit ($780). The number of units Grear Rafting needs to earn its target income is $1,490. 68 or approximately $1,491 rafters. Therefore, Grear Rafting’s margin of safety in units, which is calculated by subtracting break-even units (1,268) from sales (1,491), is 223 units, and ts margin of safety in sales dollars, which is calculated by subtracting the break-even volume ($1,268,000) from the revenue ($1,491,000), is $223,000. Recommendations Meals: The first cost that needs to be tackled is the cost of meals to the rafters. The cost of meals provided to the rafters in Grear Rafting’s first season cost $314,000. It can be deduced that Grear Rafting is spending a lot of money on meals for the rafters. To reduce the amount of money spent on meals, Grear Rafting could look for cheaper means of providing meals to the rafters. Impact of Recommendations Conclusion References

The Benefits of Book Report

The Benefits of Book Report To begin with, you'll need to create a book report outline that follows the normal book report format. Examples of book report formats ought to be used dependent on the kinds of templates they are. The examples of book report formats can be employed by different individuals based on the sorts of the examples. The below-listed examples of book report format are certain to aid you with such issues. The Ugly Side of Book Report Take into consideration how you feel when you read some portions of the book to find a sense of the tone. Regardless of what literary work you must review. One of the things which separates college papers from the book reports which people will write in middle school is the very simple truth that college papers have a tendency to concentrate on ideas to a large extent. There's nothing impossible for students, but when it has to do with time, they might become frustrated. The writing and data quality is quite different and I wish to determine a more equitable system. When reading nonfiction books, concentrate on identifying the key ideas, be prepared to speak about them. Writing a book report can be an arduous task which requires you to take care of a massive amount of data in a comparatively modest space. Now, write down a quick collection of topics that you're semi-familiar with. There is almost always a most important idea and many secondary ideas in a book and you only have to search for them. Before you speak about your own thoughts, however, be certain to establish what the theme is and the way it appears in the story. Explain just what theme you are going to be exploring in your book report. You may simply select a theme that appears to be absolutely the most important or the one you enjoy the most and attempt to bring some of your thoughts to emphasize the topic. Life After Book Report Finishing up that report in the next steps is much easier. 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The use of the funding body in the plan of the analysis and collection, analysis, and interpretation of informati on and in writing the manuscript ought to be declared. All manuscripts must incorporate an Availability of information and materials' statement. Book reports are a large part of the curriculum. Writing a book report is a typical activity students are expected to go through today. In the event you should assign a book report to be written about the principal character, it ought to be explained that characters are the men and women in the story. Therefore, whenever your children want to understand about characters, they must be careful they don't believe everything they say. The 2 characters are from various villages. You might analyze the characters or themes of the job. Book reports are typical tasks for college students that help to estimate their writing, analytical, and critical thinking abilities. Below you will discover a couple of writing hints, which can help you a fantastic thing. The expectations for high school students are likely to be higher when it has to do with book report templates. Therefore, they often seek book report help in order to understand how to write one. You have to identify if a part of the book is related to its context or merely an easy side story. For instance, you can locate a sentence that clearly describes the key setting in the book like, the castle was gloomy and made from huge grey stones. You are able to compare the book in regard to others you've read. Instilling a love of reading in your son or daughter is among the best gifts you can give them inside their life. When some people today believe there's no one to speak to but there always is a person who would like to provide help. The far better prepared men and women are to address problems, the more likely they should be in a position to achieve that. So How About Book Report? 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Critical Analysis of the Short Story ‘Hills Like White...

------------------------------------------------- Critical Reading of Literature in English Critical Analysis of the short story ‘Hills like White Elephants’ by Ernest Hemingway. Word Count: 1367 Hills like White Elephants – Ernest Hemingway â€Å"Will Jig have the abortion and stay with the man; will Jig have the abortion and leave the man; or will Jig not have the abortion and win the man over to her point of view?† (Hashmi, N, 2003). These are the three different scenarios that have been seriously considered in Ernest Hemingway’s short story, â€Å"Hills like White Elephants†. Ernest Hemingway is a great writer, he worked as a reporter after graduated from high school and continued this career on and off for the rest of his life. He†¦show more content†¦The American and the girl with him sat at a table in the shade, outside the building.† (Hemingway, E, 1927). The setting is in a railway station â€Å"between two lines of rails in the sun† in Spain. On one side the land is dry and desolate, but the other side has trees and grain. Hemingway divided the outside natural environment landscape setting in half to reflect the inner landscapes of the relationship. Furthermore, the contrast between the white hills and barren valley highlighted the dichotomy between life and death, fertility and sterility, and mirrors the choice Jig faces between to do abortion or not to do abortion. (SparkNotes Editors, 2007) Hemingway is good at using the word â€Å"know† in a humorous and complex way. During the argument between Jig and the American, â€Å"‘I love you now. You know I love you.’ ‘I know. But if I do it, then it will be nice again if I say things are like white elephants, and you’ll like it?’ ‘I’ll love it. I love it now but I just can’t think about it. You know how I get when I worry.’† (Hemingway, E, 1927) The conversations are fundamentally about Jig and the American talk about their relationship, but through the abstract above we can feel that the American’s language overpowers Jig’s. â€Å"‘Doesn’t it mean anything to you? We could get along.’ ‘Of course it does. But I don’t want anybody but you. I don’t want anyone else. And I know it’s perfectly simple.’ ‘Yes, you know it’sShow MoreRelated Analysis of Hills Like White Elephants Essay1049 Words   |  5 PagesAnalysis of Hills Like White Elephants â€Å"Hills Like White Elephants†, by Ernest Hemingway, is a short story published in 1927 that takes place in a train station in Spain with a man and a woman discussing an operation. Most of the story is simply dialogue between the two characters, the American and Jig. This couple is at a critical point in their lives when they must decide whether or not to have an abortion. Certain themes arise from this story such as choices and consequences, doubtRead Moreâ€Å"the Lottery† and â€Å"Hills Like White Elephants† Essay881 Words   |  4 Pagesâ€Å"The Lottery† and â€Å"Hills like White Elephants† Regardless of the type of society people live in controversial topics and cowardly individuals can create conflict. The stories â€Å"The Lottery† by Shirley Jackson and â€Å"Hills like White Elephants† by Ernest Hemingway implement this concept. â€Å"The Lottery† is about a small town that holds an annual lottery in which the winner will be killed. â€Å"Hills like White Elephants† is the story of a couple’s discussion over the decision they must make of whether orRead MoreHills Like White Elephants : A Critical Analysis1708 Words   |  7 Pagesâ€Å"Hills Like White Elephants†: A Critical Analysis Introduction: One of the many themes in his stories for which Ernest Heming way is known, includes feminism. At Hemingway’s time feminism was known as a famous movement and it affected many important writers like Octavia Butler and Virginia Woolf. Hemingway was a literary icon of his time and he was influenced by the political, social and human rights movements of his time. He was also touched by the hopelessness of women and how their thinkingRead MoreCritical Analysis of Hills Like White Elephants923 Words   |  4 PagesMikhail Shimonov Professor Kaufman March 28, 2011 Critical Analysis of Hills like White Elephants At first glance, Hills like White Elephants by Ernest Hemingway, may allude to many interpretations, however, the short story has a clear purpose. Set in the Ebro River valley in Spain, the story looms around the issue brought forth by Jig and the American, who is nameless throughout the whole story. The issue here being the ‘simple operation’ that Jig is about to undergo which happens to be anRead MoreEssay about Modernism: Hills Like White Elephants, by Ernest Hemingway1578 Words   |  7 Pagesfree the restricted human spirit. It had no trust in the moral conventions and codes of the past. One of the examples of modernism, that breaks the conventions and traditions of literature prior to Modernism, is Ernest Hemingway’s short story â€Å"Hills Like White Elephants†. The short story uses plot, symbolism, setting, dialogue, and a new style of writing to allow human spirit to experiment with meaning and interpretation. Some of the characteristics of Modernism are: a desire to break conventionsRead MoreHills Like White Elephants, a Theme Analysis Essay1243 Words   |  5 PagesErnest Hemmingway uses time, place, and symbolism in Hills like White Elephants to intensify the central dilemma in a story about a man and a woman deciding on whether to go through with an abortion. Although a literal reading of the title may not seem to have any relation to the story, the title is rich in implications. Critics suggest that Hills refers to the shape of a womans stomach when pregnant, and Websters 21st Century Dictionary defines white elephant as: [An] awkward, useless possessionRead MoreHemingway’s Hills Like White Elephants Essay1908 Words   |  8 Pagesfeel in the best and simplest way† (E. Hemingway, Brainy Quote). It is evident that this is why Ernest Hemingway writes the literary pieces he writes. Hemingway proves this by writing his short story, Hills Like White Elephants. Hemingway al so quoted, â€Å"I never had to choose a subject - my subject rather chose me† (E. Hemingway, QuotesPedia). This also relates to Hemingway composing Hills Like White Elephants along with many of his other works. Hemingway refers to past events in his life in hisRead MoreThe Many Styles Of Ernest Hemingway1768 Words   |  8 Pages The Many Styles of Ernest Hemingway Ernest Hemingway is well known throughout American literature for his unique style of writing, which contributed greatly to the overall effect and meaning of his stories. Before writing short stories, Hemingway was a journalist, which is where he adopted many of his unique techniques of writing. While writing as a journalist, Hemingway tended to write pieces that contained brief, choppy sentences and were generally minimalistic andRead MoreAnalysis Of Hills Like White Elephants By Ernest Hemingway2013 Words   |  9 PagesErnest Hemingway was a towering figure in 20th century American literature, known mostly for his larger-than-life persona and for his simple, declarative style of writing. The latter arguably won him a Nobel Prize, and also influenced possibly an entire generation of aspiring writers who came after him. Hemingway’s short and economical style is perhaps best displayed in his earlier work, most notably in his short stories, and one of his earliest, and most famous, short stories is â€Å"Hills Like WhiteRead MoreANALIZ TEXT INTERPRETATION AND ANALYSIS28843 Words   |  116 Pagesï » ¿TEXT INTERPRETATION AND ANALYSIS The purpose of Text Interpretation and Analysis is a literary and linguistic commentary in which the reader explains what the text reveals under close examination. Any literary work is unique. It is created by the author in accordance with his vision and is permeated with his idea of the world. The reader’s interpretation is also highly individual and depends to a great extent on his knowledge and personal experience. That’s why one cannot lay down a fixed â€Å"model†