Commercial Clause and its Effect on Business Essay

Commercial Clause and its Effect on Business - Essay Example The Commerce clause is regarded as major legal bedrock in the regulation of commercial activities especially those involving dealings with foreign countries. However, the Supreme Court upon review of the injunction, it found out that it was not in line with the federal statute, which was supposed to be only valid within the New York state. Therefore, the court withdrew the injunction because the Commercial Clause gave an authority to the Congress to pass laws/acts, which could have an effect in a single state when it had some commercial dealings with another state. Thus, this is in tandem with the book of Luke 16: 17 which states that â€Å"And it is easier for heaven and earth to pass, than one title of the law to fail."According to Wickard v. Filburn, the original understanding or rather the interpretation of the commerce clause was elaborated by the Supreme Court to include intrastate commercial/economic activities. In this case, the defendant grew wheat with an intention for per sonal consumption but later sold the excess to the public. The court of Supreme ruled that the excess wheat sold could have a significant effect on the interstate commerce hence affecting prices and output. Therefore, the rationale applied in this context can be linked to the book of 1 Kings 5: 11 which states that â€Å"And Solomon gave Hiram twenty thousand measures of wheat for food to his household, and twenty measures of pure oil: thus gave Solomon to Hiram year by year.†

Organisational Information System-Bright Light Limited Essay

Organisational Information System-Bright Light Limited - Essay Example Apart from this there exists a high degree of interdependence between these departments. They need to constantly interact with one another to keep the business running. A lot of information needs to flow from one department to another in order to carry out their transactions. It may so happen that the ignition for the transactions in one department may come from the outputs of another department. Hence this clearly shows that there indeed is a necessity of some means of communication between various departments. The case of Bright Light Ltd is no different. If the transmission of this information among various departments is carried out manually then the maintenance and timely delivery of this information in the expected format would be a highly impossible task. This would be tedious, time consuming and inefficient. It is here that the need for an Information System would be felt. â€Å"An Information system is a formalized computer Information system that can collect store, process and report data from various sources to provide the information necessary for managerial decision making.† (Hicks, 1993) Information system being described here is concerned with not only a computerized application but it also considers the information regarding the organizational activities. An Information system can be specified with the help of the functions it performs. The functions carried out by the Information System broadly fall under five categories. These are namely: (Angell, 1991) Having these things in mind the following report would analyze the Information flow between various departments in the Bright Light Ltd organization. To facilitate this discussion the â€Å"General Systems theory† is chosen. The following discussion would include a brief introduction regarding the systems approach and the concepts used in this approach. This would be followed by identifying the departments in the BLL organization and an information flow

You have to make your own topics up. It is on sinaltrainal v Essay

You have to make your own topics up. It is on sinaltrainal v. coca-cola company - Essay Example Yet, more than ascribing blame to a multinational firm that has perhaps broken the law and behaved in a highly egregious manner, understanding the logic behind why such a set of actions might have taken place, the way in which they occurred, and the different resources available to Coca Cola as a means of understanding the limits to which a given corporate entity will go to in order to protect its profit margins and maintain dominance at the expense of traditional corporate responsibility, civic behavior, and common morality. Furthermore, the way in which the court trial in Miami proceeded is also of special interest due in no small part to the fact that this too exhibited the level to which corruption in power and the cronyism of mega multinationals seemingly held all the cards in such a legal battle (Rostin 2001, p. 35). As a way of briefly encapsulating what lay at the core of the court case mentioned above, it is worth briefly laying out what the claimants brought against Coca Cola. Among other things, the claimants brought evidence that union organizers complaining about unfair treatment, poor wages, brutal conditions, and the alleged murder to several workers over a period of time that were heavily involved in the union agitation that had plagued the Coca Cola plant in Carepa, Colombia. The background to the instance was the fact that Colombian workers at the factory had been seeking to leverage the Coca Cola Corporation for a higher level of remuneration, benefits, and union representation by the Sinaltrainal Union which represented workers in Colombia. Obviously such an action would have not been in the best interests of Coca Cola Corporation as it would have weakened the position of the employer and given a stronger voice to the employees as a function of the collective bargaining that they w ould have been able to achieve. As a function of stopping such an

A Savage Wisdom by Norman German Essay Example | Topics and Well Written Essays - 500 words

A Savage Wisdom by Norman German - Essay Example Calloway for which she would die by the electric chair. The year between when McQuiston met and married her husband Claude â€Å"cowboy† Henry and the murder of Calloway were full of extremely rash acts of passion and desperation. Though this is factual, German is able to capably and masterfully depict McQuiston as a woman full of fire and enduring love before illustrating her as a murderess. German creates a backdrop of colorful Louisiana history while telling a story of ‘Toni Jo‘, a woman who falls in love with the very businessman that she is in real life, guilty of sleighing with a single gunshot to the back of the head. German paints a fictional view of ‘Toni Jo Henry’ as a popular girl who emerges from the depression; who finds herself in love with a man who would soon betray her. Certainly, the 25 chapter novel is quite a bit different from the actual events surrounding the life of McQuiston (Toni Jo Henry), but if nothing else, it lends a different rendition of how the story could have very well played out. The historical landmark of McQuiston’s tale is certainly, that she was the first and only woman to have ever been sentenced to die by electric chair in Louisiana, having actually served out her sentence. McQuiston was indeed a woman of beauty, based on the historical photographs which have been preserved, of her. German builds upon this feature possessed by McQuiston such that she was able to succeed with as much as she did based on the merit of her looks. If anything, this may be the downfall of the piece. Certainly, the acts of McQuiston are reprehensible and lend nothing to be dismissed or excused; but she deserves to be remembered as being intelligent; albeit deviously so, before being remembered as a fair beauty. The depiction of McQuiston is certainly meant to be fictional, and is done in a brilliant capacity; but the novel may at times, attribute much of her ability to have gotten as

Sport Policy, Politics and Ethics Assignment Example | Topics and Well Written Essays - 2500 words

Sport Policy, Politics and Ethics - Assignment Example 44). Due to the importance of sport and benefits accruing from it, there are policies that have been developed at country, regional, and international level to provide framework in which sporting activities can take place. Policies are aimed at enhancing physical activity and participation in sport. However, it should be noted that policies of sport are highly influenced by sporting dynamics and shifting instruments and priorities of respective governments. Policy for sport is also aimed at promoting the interests of sport at local, sub-regional, regional, and international levels. Besides, development of sport policy has been informed by the realization that sport can be used as a means of delivering a wide range of policy aspirations such as local economic viability and health improvement among others (Bloyce and Smith, 2009, p. 101). Implementation of policy by for sport by governments is faced with various challenges and barriers. Implementation of sport policy is often faced with barriers and challenges just like are the case with implementation of policy in other respects. One of the main challenges is declining participation among the population in sport. Studies show that participation in sport has been declining significantly in most countries despite its importance (Bodin and SempeÃŒ , 2011, p. 60). Particularly, it has been noted that the participation of those aged over 15 years has dropped dramatically in recent years. Experts argue that this challenge in implementation of sport policy can be attributed to the fact that physical activities in the population has been declining especially after children have attained 12 years of age. The increased number of population suffering from obesity and overweight is a proof that physical activity has been declining. In addition, implementation of policy for spo rt has been faced with various barriers to access; that is, there are barriers

Training in Banking Sector Essay Example for Free

Training in Banking Sector Essay Abstract The purpose of this study was to identify the training needs among employees of Public sector bank. In the current dynamic business environment training has become indispensable. The biggest challenge of human resource managers is to train the employees to produce desired results. In the cyclical process of training, training needs analysis is the first step which analyses the areas where training is essential. Total 100 respondents responded to the pre-tested questionnaire, for which Cronbach’s Alpha was calculated to confirm its reliability, which resulted in the score of 0. 860. The major findings and evaluation have been done by Statistical Package for Social Sciences (SPSS).The findings can be used to design future competency based training programs. Keywords: Performance, Skills, Training, Training needs. I. Introduction The banking sector in the recent years has been undergoing intense structural and organizational changes, globally. The trend towards globalization of financial markets and services and deregulation of domestic banking systems has been the driving forces behind the drastic change in this sector. The Information technology era has enabled development of new financial instruments, decentralization of work and decision making responsibilities. The extensive competition, greater demand for providing better product and services, dynamic business environment prevailing in the commercial banking sector has increased more demand from employees in order to meet the requirements the above all has posed critical challenges for employees and HR managers in particular. Thus, training is no longer considered a casual phenomenon or holiday for a selected few; instead it ought to be a process of human resource development for fulfillment of defined objectives (Khandelwal, 1978). And to achieve the desired results transformation in the context and mechanism of training programs becomes indispensable (Lynton and Pareek, 1990).â€Å"Training† refers to a systematic approach to learning and development to improve individual, team, and organizational effective-ness (Goldstein Ford 2002). Denby (2010) explains that training helps to expand the scope of available skills within the workforce and improve expertise and adds enhancing the capabilities of the team supports retention. Every organization strives to achieve their objectives, and in banking sector the major goals include maximizing funds and improve the level of services. And the most desirable goal is to improve employee’ performance which results in overall organizational performance. In current scenario, to achieve sustainable competitive advantage, sustaining customers by delivering high quality service becomes essential. To achieve all the above mentioned objectives training the bank employees becomes vital. Every training program starts with an analysis of training needs. Identifying training needs of employees is considered to be an essential requirement to design an effective training program and it also contributes to the training strategy of an organization. II. Purpose And Importance Of Identifying Training Needs In the stages of the systematic training cycle, Identifying training needs and its analysis is the important first stage and following stages of the cycle are training design, training delivery and training evaluation respectively. Identifying training needs must be carefully planned, conducted and have clear outcomes to ensure that training interventions are implemented effectively and that they lead to meaningful changes in service delivery(Gould D, Kelly D, White I, 2010). Training can be considered successful only it is implemented to match and complement the business needs and objectives. The assessment begins with a needs which can be identified in several ways but is generally described as a gap between what is currently in place and what is needed, now and in the future. ). â€Å"The rationale for developing a training program relies heavily on identifying training needs, and justifying the costs and benefits to the organization. Without a clear understanding of needs, training efforts are at best randomly useful or at worst, useless. The trainer will only be successful and perceived as such to the extent that needs are carefully assessed, and programs developed and carried out that meet those needs† (Brown, 2002). Identifying the training needs serve as the key to cost effectiveness, and it also serve as valuable part of the development and growth of a business (Andy Taylor, 2009). Identifying and Analyzing training needs is a part of an ongoing cyclic process (Andrew Knowles, 2009) and also states that with clear understanding of what is to be achieved and some knowledge of organization itself, training needs analysis on staff can be performed within the organization to identify learning needs. In a very recent study Stanley (2010) states that common types of needs analysis focus on surveys, collecting questionnaires, data from supervisors, observing and formally or informally interviewing employees and analyzing employee’s performance tests and productivity reports. Thus, surveying, interviewing and testing the employees can help to determine the training needs and in this study we attempt to identify training needs of clerical staff employees of public sector banks through a well-constructed questionnaire. III. Review of Literature Human resource development is defined as ‘the process of increasing the capacity of the human resources through development. It is thus a pro cess of adding value to individuals, organization as a human system’ (Mclagan, 1989). Though all practices of personnel management results in development of human resources, but to prepare qualified, flexible, and well prepared employees training is considered as the central activity (Bartel, 1994). Training, in this regard, is seen as a very much useful among all human resource management practices for coping with ever increasing expectations of various facets of customers in retail banks. Noe (2009) states that training is a planned effort by a company to facilitate employees learning of job-related capabilities. These competencies include knowledge, skill, or behaviours that are critical for successful job performance. Donald Kirkpatrick (1994) classical model which has acquired wide acceptance over the years identifies four level of training evaluation; Level One – Reaction, Level Two – Learning, Level three – Behaviour and Level Four – Result. The training system comprises of inputs, process and outcomes (Ziderman, 1997). Training-related changes should result in im-proved job performance and other positive changes (e.g., acquisition of new skills; Hill Lent 2006, Satterfield Hughes 2007) that serve as antecedents of job performance (Kraiger 2002). Leigh, et al., (2000) stresses that assessing and analysing training needs is important because this builds the foundation by identifying the kinds of HRD intervention needed for an effective effort.â€Å"Analyzing training needs provides a focus and direction for the investment an organization has to make in its people† (Bartram Gibson, 1994). â€Å"Many businesses face the prospect of wasting valuable training budget because they do not know how to accurately identify what their internal needs are, and thus cannot design the most suitable training and enhancement program† (Denby, 2010).Success of training depends on positive attitude of the employees about participating in the training activities (Noe Colquitt, 2002). Additionally, Reid (1986) states â€Å"The quality of training can be no better than the quality that the analysis permits† IV. Objectives of the study The research objective of this study includes: * It collects and analyse the various views expressed by bank employees in favour of training needs. * Identification of degree to which employee’s need training on certain factors. * Examination of the differences in training needs between male and female employees. V. Study Hypothesis H1: There is an association between the Number of training programs attended by employees and their view that analytical skills require high degree of importance from the aspect of training. H1: There is statistically significant difference between the length of service of the respondents in the preference towards training on advanced computer skills, planning skills and perpetual skills respectively. VI. Methodology A pre tested questionnaire was administered to 100 public sector bank employees of clerical grade in Chennai, Tamilnadu .The response received from the employees through the questionnaire were analysed using simple percentage analysis, chi square test, one way ANOVA test and inter correlation analysis. VII. Results and analysis In relations to the objective of the study, questions in the questionnaire were designed to recognize to what degree the employees think the training program provided by the bank should focus on following factors ;Interpersonal skills, Oral communication skills, Written communication skills, Public speaking skills, Mentoring skills, Teaching/Training skills, Supervising skills, Leadership skills, Negotiating skills, Client service skills, Analytical/logical thinking skills, Creativity, Decision making, Planning skills, Administrative/Clerical skills, financial skills, Advanced Computer skills, Technological skills, Performing skills, Perceptual skills, Stress Management Skills. In the following analysis we use chi-square and one way ANOVA to prove the formulated hypothesis mentioned above.

Long Term And Short Time Orientation English Language Essay

Long Term And Short Time Orientation English Language Essay This time, the manager from Uzbekistan is heading to Malaysia, to the beautiful country of forests and mountains, located in southeast Asia. Malaysia is a very interesting country that combines the features of the West and East cultures, it uses the development system of the Western culture, but at the same time, remains the traditions of the East. The people, who live there, Malaysians, are really proud of their country, their history and their culture. The formation of the Malay culture was influenced by many nations in the past, including local inhabitants, Malays who moved there, Chinese and Indian traders and, of course, the British colonizers. Even now the Malaysia is a multicultural country, where people of different nations live and cooperate together, especially Malays, Chinese, Indians and Eurasians. The unity is also supported in Malaysias motto, which is directly translated as Unity is Strength. The Malaysian constitution proposes the freedom of religion, nevertheless, it has clearly stated that the Islam is the main state religion and Malay is the main language. British influence can be observed in Malaysias governance as Malaysia is a constitutional monarchy with a king as a head of state, the Malay constitution is also based on English Law. Hofstedes framework Lets look at the Malaysia in the framework of the Hofstedes model, which measures such cultural dimensions as the power distance, individualism and collectivism, uncertainty avoidance, masculinity and femininity, long-term and short-term orientations. Power distance According to Hofstede G.(n.d.), power distance is the degree, by which the society tolerates the inequality of power and authority and the division on social stratas. The statistics from Hofstede G.[n.d.] show that Malaysia has a very high score of 104 in power distance index, which means that inequality of people is encouraged in this country, there is a strong hierarchy and every person has his own place. In the organizations, boss or manager is the source of power and his decisions are right like the law, so they must be performed by lower ranking employees without any challenges. Anyway, lower ranking employees always expect to be told what they should do. In addition, it means that contact with the boss can be achieved only through the command line. Referring to Ismail Z.(n.d) , survey showed that 69,4% of Malaysian managers use the sensing-judging style or tell style of communication with their subordinates, they always control and tell employees what to do. Individualism and collectivism Further dimension, individualism and collectivism, as it can be understood, refers to how people are treated in the culture as an individual person or they tend to belong to a certain groups, in other words, do people say I or we about themselves. The statistics from Hofstede G.(n.d) show 26 low score in individualism, which means that collectivism is more developed in Malaysia. People belong to a certain groups and there is a strong relationship between the group members, so that the group members take care of each other. Success is considered to be the result of the group work performance. The individual person who doesnt belong to any group isnt respected. Oluwabusuyi I.(2011) notes that there are lots of Malay proverbs promoting collectivism and here are few: A heavy load should be borne together as well as a light load ,As a bamboo conduit makes a round jet of water, so taking counsel together rounds men to one mind. Uncertainty avoidance The third dimension is uncertainty avoidance referring to White J.(2012), which shows the degree by which cultures are afraid of uncertainty and try to avoid it. Again the statistics from Hofstede G.(n.d) shows 36 index, meaning that Malay culture is more tolerate towards uncertainty. While USA tries to control the uncertainty by rules or actions to minimize it, the Malay culture dont have rules against uncertainty and they just let it be the way it is. Masculinity and femininity The next dimension is masculinity and femininity, which describes the main cultural traits of society. This time, referring to Hofstede G.(n.d) Malaysia has 50, which means that it has features of both masculine and feminine cultures. Masculinity can be seen in placing male traits such as competitiveness, power and success as the main cultural values, whereas, for feminine cultures the important values are the life quality and relationships. Most Malaysians work very hard in order to be successful, and, as a collectivistic culture, they also dont forget about importance of maintaining good relationship within the group, consequently, Malays combine both in the workplace. Long-term and short-time orientation Finally, I am pretty sure that Malays as a people, who tend to have relaxed time nature and who value the strong relationships and success, would prefer long-term orientations as only long period of time can help to achieve success and strong relationships. In addition, White J.(2012) states that Malaysians do not rely on the short term goals but rather they focus on long term goals to be achieved which make them one of the developing nations of the world. Halls model Now we will find out the communication style of Malays using the Halls framework, which proposes that there are high-context and low-context communication cultures. I would surely state that Malays are the high-context communication culture. This decision is right with accordance to Salleh L.(2005), which clarifies that high-context communication cultures build close relationships, they use indirect messages and analogous language, and they widely use non-verbal messages in the communication. Close Relationships Malays tend to build close relationships during communication. Malays are very hospitable, they always welcome their guests serving them with their traditional food and drinks. This tradition has been also used now in business meetings. The main intention here is to create a comfortable atmosphere for communication. Salleh L.(2005) notes that even during meetings, Malays firstly try to build the relationship with his partner asking him a lot of personal questions. Only after that, the partners get to the business. Indirect messages Further, Malays are comfortable to use indirect messages. They talk around things and leave the message to be understood by the interpreter. For example, instead of telling the friend directly: I need the ride to home, they say: Oh I am so tired and I need to go home on bus, expecting the message to be interpreted as a desire to get a ride. Salleh L.(2005) describes that in Malay culture, due to the mutual respect, it is impolite to tell straightly the desire as it sounds demanding, moreover, it is impolite to express negative feelings directly or to say no. Non-verbal language Thirdly, Malays use the non-verbal messages more in their communication, because their language contains less verbal information, as a result, the Malay interpreter is more sensitive to non-verbal language. For example, Sellah L.(2005) illustrates that in Malay culture, if the boy acts impolitely by interrupting elders, the long-lasting look of parents is understood by the boy as a sign that he was rude, whereas in USA culture, the boy may just think that parents are listening attentively. Analogous language According to Sellah L.(2005), Malay language is more analogous. One word in Malay language has several meanings at the same time. For example, Sellah L.(2005) indicates that the word beri that is translated as give has 12 meanings in the English language. These 4 factors surely demonstrate that Malays belong to high-context communication culture. Laurents model Laurent has conducted a global research in order to compare the managerial styles in different countries. Managers authority The first interested question was to know the spread of the managers authority outside of the organization in different countries. In my opinion, as Malaysia has a very high power distance, I am pretty sure that Malay managers are autocrats within the organization as well as in the society. Due to the collectivistic culture, either manager is an autocrat in the group of company employees or more likely he belongs to the higher ranking group of managers. Bypassing hierarchy Secondly, Laurent was interested in finding whether the employees are able to bypass the hierarchy for a benefit of effective work or not. Weir D.(n.d.) reports that one of the Asian countries, China, has 66% of disagreement in bypassing the hierarchy. Ismail Z.(n.d.) found that the Malay managers are the same as Chinese managers in their value systems. In Malaysia, the power distance is very high, so the bypassing is not appreciated, moreover, it is the sign of disrespect of authority. Manager is an expert Thirdly, Laurent wanted to know is it important for managers to know answers on all work-related questions. Weir D.(n.d.) asserts that Asian countries show the highest scores for this statement, agreeing that the manager should be an expert in the organization. I think it happens because mostly, in Asian companies, people begin their career from the very beginning, getting promotion with time and expertise. So, as a manager who has experienced everything in the organization, it is important to know answers on all work-related questions. Therefore, the employees there cant become managers until they improve their knowledge to perfect. The manager who doesnt know the answer loses his face. Kluckhohn and Strodtbeck culture Now it is time to focus on Kluckhohn and Stodtbecks cultural theories which will help us to determine the value orientations of Malays. There are six values to identify, they are the relationship with nature, time orientation, human nature, behavior, relationship with others and spatial usage. Harmony with nature According to Ismail Z.(n.d.), Malays live in harmony with nature. It means that Malays coexist with the nature in balance like it is proposed in Feng Shui. That is why there are still lots of forests in the Malaysia, indexMundi(2011) reports that 62,3 % of Malaysian area is still covered by forest. However, harmony also implies the partial usage of nature resources, otherwise, the furniture company couldnt operate without the supply of woods. Time orientation Secondly, Ismail Z.(n.d.) states that the Malay culture focuses mostly on future in time orientation. This implies focusing on long-term goals and planning strategies to accomplish the future achievements. However, Malays also believe that changes in present leads to the success in future. People nature Thirdly, Ismail Z.(n.d.) determines that Malays view their peoples nature as neutral they think there are good people as well as bad people with reference to ying-yang . Malays trust each other, but they also dont forget about being careful. For example, according to Bosrock M.(2012), for Malays, the trust in partner is more important than the written contract, that is why the Malay may ask to repeat spoken business terms, but anyway signs contract for safety. Behavior Further, Ismael Z.(n.d.) informs us that Malays behavior style is being. Being is all about our internal motives to do something that we value or enjoying our lives. Relationship with others Then, due to the combination of the high power index and collectivism, the Malays are subject to hierarchical relation to others in society. In other words, people belong to groups, but depending on his social status. For example, higher ranking executives would belong to elite group of high ranking employees. Spatial usage Finally, of course as a collectivistic culture, Malays prefer public spatial usage over private. Malays as a collective workers are used to public spaces. In my opinion, it would be the big room with the big table, where everybody could sit face-to-face in order to work together. Trompenaars model Finally, we got to the Trompenaars model of cultural analysis, where we will distinguish between universalism and particularism, neutral and affective relationships, specific and diffuse relationships, achievement and ascription, sequential and synchronous time approaches, internal and external controls. Particularism vs Universalism According to via-web.de(2012), Asian countries have particularism tendencies, therefore, the relationship is the determinant of what practices should be applied. For example, before thinking of business, Malays firstly build the relationship with their partner. Depending on level of trust and relationship gained, the terms of agreements may change several times. For Malays even the spoken contract terms are more crucial than those of written. Neutral vs Affective White J.(2012) writes that Malaysian culture is very neutral, which means that people there control their emotions. They dont show their thoughts and feelings. They try to orient more on reasons than on emotions to act upon. This happened due to the impact of the Asian culture, where respect to other people is emphasized through being neutral in feelings and calm. Diffuse vs Special Thirdly, with reference to SCIE(1999) , it is clear that most East Asian cultures tend to have diffuse relationships, where their relationship also spreads beyond the workplace. As a collectivism is developed in Malay, the new employees who enters the organization, also belongs to the company team, which means that he is interdependent on the group even beyond the office. Achievement vs Ascription The ascription is more practiced in Malaysia, because of the hierarchy and respect to elders. The statuses are given depending on the age and authority. The following words from Bosrock M.(2012) surely prove my words: Malays judge people by who they are rather than what they do. Sequential vs Synchronous Malay attitude towards time is synchronous, according to MindTools,(2012), they see past, present and future as interwoven, and therefore their view of time is flexible. For example, Salleh L.(2005) illustrates that even on Malay weddings flexible time scheduling can be observed, even if the wedding was announced to be held at afternoon, the guests were coming after twelve and even few in the evenings. Internal vs External Malays as people, who are Muslims, believe in external locus of control or or in fatalism with reference to White J.(2012). Fatalism is the strong believe that everything happening good as well as bad is happening by the will of the God, as a result, religious believers are driven by feelings combined with their religious faith. Recommendations: For Uzbek manager, high hierarchy situation would be beneficial because the employees would perform everything told without a doubt, although manager should be active and thoughtful as he is the only decision maker, excluding the boss. Also, if the manager would have a boss, he is strongly recommended not to challenge his decisions. The manager should keep in mind that, in Malaysia, where the collectivism is high, he is going to manage not individuals, but the groups. The performance of the groups is more effective than of individuals, if managed well. As the collectivism is encouraged, also it is advisable for manager to head to Malaysia in groups beforehand or to enter the company group in order to be respected. Uzbek manager should be careful with decisions, because it is risky and difficult to make right decisions in such uncertainty atmosphere as it is found in Malaysia, especially if he hadnt lived there before. The combination of masculinity and femininity allows male as well as female manager to be sent there. Also, it means that manager should not only focus on succeeding on masculine values, but also he should make relationships with other managers, as in such culture belonging to group plays an important role. Due to the long-term orientation, manager should be focused on improving performance and planning strategies in the long-run. According to Salleh L.(2005), Malays have strong feelings of hospitality, therefore they serve their guests with snacks and drinks. Moreover, this tradition is now being used in business meetings. In that case, our manager should at least try the servings to show respect against the partner. However, Its only the beginning, as this process creates an atmosphere for communication. According to Bosrock M.(2012), before getting down to business, Malays tend to involve the partner into a very long conversation with a lot of personal questions in order to build a trust and relationship, so, I would advise our manager to be patient. Bosrock M.(2012) claims that Malay businessmen may try to renegotiate even after drafted written contract is concluded, it happens because spoken contract terms are more important for Malays than written ones, therefore as a manager, be ready for it. In addition, Malay businessmen will insist on concessions, but wont give up something in exchange, therefore plan several meetings beforehand. Salleh L.(2005) states that expressing the desire and negative feelings is impolite for Malays, therefore as a high-context communication culture, they will be sending indirect messages and using non-verbal signals a lot. For our manager, it means that he should be more sensitive towards the expressed words searching for their hidden context and pay more attention to the non-verbal signals as they will help to decode the context more accurately. Dont bypass the hierarchy in Malaysia, you will lose your face. According to Weir D.(n.d.), in Asian countries, the manager should be able to answer to any work-related question of the employee. If he couldnt answer, he loses his face, therefore, I advise our manager to be experienced, knowledgeable and to research on everything about companys operations. My personal suggestion is to be ready to the change in the work atmosphere, as I am pretty sure that the group work of Malays will be conducted in one room, where it would be noisy and all people would be sitting face-to face and discussing everything together. White J.(2012) claims that Malays judge person by who he is, therefore, the manager should be chosen appropriately by age, gender, background, family, previous status and so on. I would suggest that he should be a very experienced and knowledgeable senior manager, preferably male, with a diploma from a famous university and with work experience in most powerful companies, in addition he should be from well-bred family, and also the important thing is that he should be powerful and from the high social strata. Keep in mind that Malays have flexible time nature, so dont be angry if he comes late, however, according to Wikia(2012), if you are hosting an event you should be punctual. With regard to Wikia (2012), left hands and feet is considered as dirty, therefore never use your left hand or legs to do something. However, business cards taken with both hands are the sign of respect. In addition, carefully examine the taken card as it is very respectful. Backpacking-tips-asia (2012),Malays are so polite that they cant say no , so dont be too trustful with yes answers. Avoid making meetings on Friday as it is the religious day and Muslims go to the mosque. If you want to invite to a dinner, keep in mind that they dont eat pork and dont drink alcohol; in addition they eat Halal food. If someone gives you a gift, you should give something of the same value in exchange or invite somewhere, in addition, I would advise not to open the gift in the presence of gift presenter. Remove the shoes before entering someones house Backpacking-tips-asia(2012) notes that, if someone invites you, bring a gift but avoid wrapping it in white, blue or black as they symbolize death, also yellow too as it is a royal color. If you want to visit mosque, wear long clothing and cover your head. According to Bosrock M.(2012), pointing with a finger is insult, keeping the hands in pocket is anger and hitting fist into cupped hand is obscene, in addition, it is not allowed to touch someones head as head is considered as the home of the soul, so dont do all this. Kwintessential(2012) states the the family is considered as the centre of the social structure, that is why elders should be always respected, and it is not allowed to smoke near to them. When introducing, you should first introduce senior or higher-ranking executives and women first According to Kwistessentials(2012), the concept of face is different in Malaysia as it is the indicative of good name, characters and reputation of the generations. And you can easily lose your face if you criticize, disagree or insult someone; if you earn shame to your group; if you challenge an authority; if you deny a request or dont keep your promise. It is also told that, face can be saved by keeping yourself calm. Dont smile as it has several good as well as bad meanings. There are lots of rooms for prayers in the streets, so dont mess them up with restrooms. To greet a person you should lightly touch someones both hands and then bring your right hand to your chest and say Salam. Handshake with women is not allowed, until she offers it first. Just in case, simple smile and nodding is enough as a greeting. Thorough analytical research of Malaysia has showed that Malaysia has a very unique culture. Before this research, I was thinking that all Asian cultures are similar, but now I have seen a lot cultural values and customs that differ from ours. Many traditions and customs were so entertaining and interesting to observe. Anyway, in my opinion, there are things that cannot be illustrated by any paper and one of such thing is culture, which can be observed only practically through living side-by-side with the culture representatives. I wish good luck and success to our manager in Malaysia.