Margit Stange’s Literary Criticism of Chopin’s The Awakening Essay

Margit Stange’s Literary Criticism of Chopin’s The Awakening Kate Chopin made Edna Pontellier, however neither the character nor her maker was separated from the world in which Chopin lived. As a way to comprehend the decisions Chopin gave Edna, Margit Stange assesses The Awakening with regards to the women's activist belief system of the late nineteenth century. In particular, she contends that Edna is looking for what Chopin’s counterparts meant self-proprietorship, an idea that turned on sexual decision and â€Å"voluntary motherhood† (276). Stange makes a progression of important associations between Kate Chopin’s performance of Edna Pontellier’s â€Å"awakening† and the verifiable setting of women's activist idea that Stange accepts impacted the novel. For instance, she compares Edna’s journey for monetary freedom with the late nineteenth century’s Married Women’s Property Acts, which tried to give wedded ladies more noteworthy power over their property and profit. At last, Stange ac cepts, Edna’s arousing, her obtaining of self-assurance, originates from distinguishing and re-circulating what she possesses, which Stange contends is her body, much as contemporary women's activist scholars talked about what she calls women’s â€Å"sexual trade value† (281). Extra references to reformers, for example, Elizabeth Cady Stanton and Charlotte Perkins Gilman, just as the legitimate norms of femme seule and femme couverte brace Stange’s position that Edna’s encounters are an impression of recorded reality, regardless of whether a portion of the conditions are somewhat unpleasant. Chopin, Stange notes, is mindful so as to isolate Edna the spouse from Edna the lady †â€Å"Mrs. Pontellier† becomes â€Å"Edna† in the content, and afterward â€Å"Mrs. Pontellier† again when her feeling of self-possession again appears to be lost. Chopin... ...alls a â€Å"moment of outrageous maternal giving,† Stanton contended for women’s right to an open voice in light of the fact that â€Å"‘alone [woman] goes to the doors of death to offer life to each man that is naturally introduced to the world; nobody can share her feelings of trepidation, nobody can moderate her aches; and if her distress is more noteworthy than she can endure, alone she goes past the entryways into the tremendous unknown’† (289). Chopin may have had a more clear handle of the enormous hold of the talk of parenthood than Stange recognizes. Edna at â€Å"the entryways of death† might be a lady trapped in an advancing origination of self-possession, troubled by the distress of understanding that she can just actually claim what she does not need anymore, on the grounds that what she needs is yet outside her ability to understand. Edna’s trap is for sure a chronicled reflection, a remark on the turbulent, even savag e, advancement of philosophies, desires, decisions, and real factors.

Stakeholders in Health Reform Free Essays

When discussing social insurance change, one should consistently consider the partners. Partners are â€Å"people and associations that have a stake (enthusiasm) for what a human services association does and that could influence the social insurance organization† (Olden, 2011). There are a wide range of partners for our situation concentrate however we will concentrate on the fundamental ones. We will compose a custom paper test on Partners in Health Reform or on the other hand any comparable theme just for you Request Now In Massachusetts, the Massachusetts Health Care Reform Act considerably affected emergency clinics and the human services framework. Most people group wellbeing focuses were profiting by inclusion extensions and security net clinics were battling monetarily because of the way that the state put additionally financing towards protection endowments to extend inclusion. Scholarly clinical focuses (AMC) had the option to order more significant expenses and pull in more patients from network emergency clinics because of the way that strategy producers continued putting off creation choices about easing back the development of human services spending. AMCs â€Å"received the most noteworthy installment levels and had the option to arrange the biggest rate expands, which expanded the spending patterns and broadened the incongruities among have and have-not suppliers in the market. † The more lofty, huge name medical clinics had more force and in this way could practice more use. AMCs additionally extended to suburbia, which represented a lot of danger to network emergency clinics by â€Å"raising the rates paid for administrations conveyed in network settings and by expanding the quantity of referrals to downtown AMCs, which order the most noteworthy rates. Doctor/suppliers who claimed unattached, walking focuses had been moving toward medical clinics with offers to sell their offices because of the way that they were getting less productive due to â€Å"updated expense calendar and increasingly forceful wellbeing plan usage the board. † Physicians were likewise adjusting themselves to emergency clinics and other big ger practices. Little practices gambled losing an enormous portion of their patient boards on the off chance that they dropped out of wellbeing plan systems. The effect on the littler, less esteemed emergency clinics/social insurance frameworks were certainly negative, while the effect on bigger, increasingly renowned medical clinics/medicinal services framework appeared to be extensively progressively positive and valuable. Concerning bosses, as per the Massachusetts Health Care Reform Act (the Act), on July 1, 2007, Massachusetts managers with at least 11 full-time representatives working in Massachusetts had three head commitments. To start with, Massachusetts businesses needed to either make a â€Å"Fair and Reasonable Premium Contribution to beneficiary employees’ human services premiums or cause a commitment to the Commonwealth of Massachusetts of up to $295 every year per worker. Second, Massachusetts businesses needed to set up a cafeteria plan for their workers under Section 125 of the Internal Revenue Code. At last, every business was required to report whether the business has offered to pay for-or to orchestrate human services protection inclusion and whether the representative has acknowledged or declined it† (James, 2007). In the event that businesses didn't go along, they would confront robust fines. An arrangement of the Act was the merger of the little gathering and individual or non-bunch protection markets, which was intended to make premiums progressively moderate for people. Little gathering premiums really expanded by 2. 6%. â€Å"The premiums of little managers had expanded considerably since the merger of the little gathering and individual medical coverage markets† (contextual investigation). Bosses who were converged into the little gathering and non-bunch showcase â€Å"felt the effect of rising premiums in light of the fact that they were presently financing people in that market† (contextual analysis). Huge managers didn’t truly feel any effect aside from the issue for conforming to the detailing prerequisites. Littler bosses normally didn’t have the labor to direct them through the Act’s necessities, which put them at a higher danger of not being consistent. By and large however, consistence turned into much all the more testing and â€Å"annoying† for businesses. Protection suppliers are likewise â€Å"major† partners in social insurance strategy and dynamic. In spite of the fact that they can be exceptionally powerful in the medicinal services strategy and law dynamic procedure, they additionally are presumably the most attacked. In Massachutettes, wellbeing plans needed to take out â€Å"continuous open enlistment, survey the full yearly punishment for any huge time of persistent un-protection, force hanging tight periods for specific administrations and bar buyers from purchasing in the blended market in the event that they approached business supported coverage† (contextual analysis). Doing these things, the insurance agencies planned to bring down premiums. Bill 2585 passed however the law didn't go the extent that the insurance agencies had trusted. It just â€Å"limited open enlistment in the combined market to two times every year in 2011 and once per year after that† (contextual investigation), which didn’t truly help a lot. Because of misfortune in the little market bunch in 2009, wellbeing plans â€Å"planned twofold digit premium increments in 2010† (contextual investigation), however the administration stepped in and shut down it. Despite the fact that the huge name emergency clinics were driving up cost, the insurance agencies were viewed as the trouble makers. This made neighborhood plans â€Å"record sizable working misfortunes for the principal quarter of 2010 and needed to attract on stores to cover expected misfortunes coming about because of the rate rollbacks† (contextual investigation). The insurance agencies, particularly the littler ones, endured monetarily. The most significant partner in the social insurance policymaking is likely the patient. In Massachusetts, the Act gave â€Å"nearly all inclusive medical coverage coverage† (contextual investigation). In 2009 the uninsured dropped from 8. 2% to 2. 7%. Individuals who had recently been uninsured and had no real way to get appropriate human services, could now do as such. There were a few issues however. As indicated by the Act, â€Å"the most youthful and most advantageous could abstain from being the blended hazard pool by buying more affordable inclusion in a different youthful grown-up showcase or by staying on their parent’s plan until they turn 26† (contextual analysis). This was useful for those patients however for other people, it was a major issue since it was causing premiums to increment. Detached, mobile focuses were being offered to medical clinics. This expanded the rates paid for administrations conveyed at these offices. Patients who â€Å"were secured by boss supported protection can purchase transient strategies with the goal that they can gain admittance to medicines which are not typically shrouded in their standard plans† (contextual investigation). This is known as hopping in and out. Bouncing all through these transient plans caused premiums for different patients to up, which was one of the enormous issues that wellbeing plans needed to determine. Policymakers additionally proposed supplier rates or giving the express the position to attach supplier rate increments to clinical swelling so as to contain cost yet nothing truly happened to that. There are numerous partners associated with medicinal services change in Massachusetts. These included patients, medical clinics and wellbeing frameworks, businesses and protection suppliers. There are obviously different partners that are for a littler scope, for example, clinical hardware suppliers, medicinal services promoters, etc yet we needed to concentrate on the significant ones. Works Cited: James, L. H. , ; Rebecca, F. A. (2007). The massachusetts social insurance change act: What businesses need to know. Worker Benefit Plan Review, 61(12), 17-19. Recovered from http://search. proquest. com/docview/216889767? accountid=10559. Step by step instructions to refer to Stakeholders in Health Reform, Essay models

SIPASA Elections COLUMBIA UNIVERSITY - SIPA Admissions Blog

SIPASA Elections COLUMBIA UNIVERSITY - SIPA Admissions Blog The following was contributed by Anesa Diaz-Uda, a second-year MPA student. __________________________ The climatic end of my time as a SIPASA board member came way back on Thursday, November 19th â€" Election Day.   My last charge on SIPASA was to organize and run this election to determine the incoming SIPASA board. Despite the immense amount of work leading up to Election Day (by myself, the rest of the Board, and all the candidates), Election Day came and went without a hitch. The polls opened at 8am, and closed at 4pm.   At 4pm we ceremoniously broke into our ballot box (a duck-taped shut cardboard box), and began counting ballots.   Each of the programs electing boards had different color ballots to make counting easier for us.   We counted right on the 4th floor (across the way from the Admissions Office), and had our results within a few hours. We coordinated with the Deans, and announced our results at the Deans/ SIPASA monthly Happy Hour at the 6th floor lounge.   The lounge was packed with students, faculty and administrators waiting in anticipation for our results â€"nerves not as high with all the wine available. 100% of MPA DP students, 59% of MIA students, and 50% of MPA students voted.   Clear winners were determined (no run offs were necessary â€"thank goodness!), and the drinking/ dancing commenced on the 6th floor with DJ Rob. GLIPA (Gays and Lesbians in International and Public Affairs) continued the festivities with their Thanksgiving Kick-Off Party at Madame X. In all the day and our term ended on a high note. To read more about the election, you can follow this link to one of our school news papers.

How the Main Pulmonary Artery Delivers Blood to the Lungs

Movie Review Top Gun - 929 Words

One of the most iconic movies from the 80’s is Top Gun. From the thrilling flight scenes to Tom Cruise s winning smile, the movie was, and remains, a hit. Maverick, played by Tom Cruise, is sent to an elite naval flight school with his best friend Goose. Both men must undergo training in an extremely competitive environment. to become the best pilots in the academy. They face many challenges and loss along the way. Throughout the movie Top Gun, the hyper-masculine environment of flight school allows for there to be a much more fluid relationship between homosexuality and homosociality. Unlike in everyday occurrences, where romantic exchanges between men are considered gay, the exchanges between the characters in the movie are often considered completely normal. Though not every scene in the movie portrays this accepting, modern perception of homosocial relations. The movie often contradicts itself by also displaying hypermasculine scenes. This contradiction illustrates how the re s not only multiple perceptions of masculine behavior but also a conflict in society about the proper way for men to act while together. Throughout Top Gun, there are many conversations between copilots that could easily be perceived as homosexual but are not considered to be. While discussing airplanes in training, one pilot turns to another and says, â€Å"This gives me a hard on,† and his co pilot responds with â€Å"don t tease me.† This is a sexually charged conversation, something that is veryShow MoreRelatedMovie Review : Top Gun965 Words   |  4 PagesTop Gun: Power to the V In the movie Top Gun, the main character Maverick goes to a school where he is taught to be the best navy pilot he can possibly be. In the film, Maverick goes through life-changing experiences and obstacles that make the movie not only very exciting but inspirational as well. 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Digital Fortress Chapter 10 Free Essays

â€Å"Ensei Tankado is dead?† Susan felt a wave of nausea. â€Å"You killed him? I thought you said-â€Å" â€Å"We didn’t touch him,† Strathmore assured her. â€Å"He died of a heart attack. We will write a custom essay sample on Digital Fortress Chapter 10 or any similar topic only for you Order Now COMINT phoned early this morning. Their computer flagged Tankado’s name in a Seville police log through Interpol.† â€Å"Heart attack?† Susan looked doubtful. â€Å"He was thirty years old.† â€Å"Thirty-two,† Strathmore corrected. â€Å"He had a congenital heart defect.† â€Å"I’d never heard that.† â€Å"Turned up in his NSA physical. Not something he bragged about.† Susan was having trouble accepting the serendipity of the timing. â€Å"A defective heart could kill him-just like that?† It seemed too convenient. Strathmore shrugged. â€Å"Weak heart†¦ combine it with the heat of Spain. Throw in the stress of blackmailing the NSA†¦.† Susan was silent a moment. Even considering the conditions, she felt a pang of loss at the passing of such a brilliant fellow cryptographer. Strathmore’s gravelly voice interrupted her thoughts. â€Å"The only silver lining on this whole fiasco is that Tankado was traveling alone. Chances are good his partner doesn’t know yet he’s dead. The Spanish authorities said they’d contain the information for as long as possible. We only got the call because COMINT was on the ball.† Strathmore eyed Susan closely. â€Å"I’ve got to find the partner before he finds out Tankado’s dead. That’s why I called you in. I need your help.† Susan was confused. It seemed to her that Ensei Tankado’s timely demise had solved their entire problem. â€Å"Commander,† she argued, â€Å"if the authorities are saying he died of a heart attack, we’re off the hook; his partner will know the NSA is not responsible.† â€Å"Not responsible?† Strathmore’s eyes widened in disbelief. â€Å"Somebody blackmails the NSA and turns up dead a few days later-and we’re not responsible? I’d bet big money Tankado’s mystery friend won’t see it that way. Whatever happened, we look guilty as hell. It could easily have been poison, a rigged autopsy, any number of things.† Strathmore paused. â€Å"What was your first reaction when I told you Tankado was dead?† She frowned. â€Å"I thought the NSA had killed him.† â€Å"Exactly. If the NSA can put five Rhyolite satellites in geosynchronous orbit over the Mideast, I think it’s safe to assume we have the resources to pay off a few Spanish policemen.† The commander had made his point. Susan exhaled. Ensei Tankado is dead. The NSA will be blamed. â€Å"Can we find his partner in time?† â€Å"I think so. We’ve got a good lead. Tankado made numerous public announcements that he was working with a partner. I think he hoped it would discourage software firms from doing him any harm or trying to steal his key. He threatened that if there was any foul play, his partner would publish the key, and all firms would suddenly find themselves in competition with free software.† â€Å"Clever.† Susan nodded. Strathmore went on. â€Å"A few times, in public, Tankado referred to his partner by name. He called him North Dakota.† â€Å"North Dakota? Obviously an alias of some sort.† â€Å"Yes, but as a precaution I ran an Internet inquiry using North Dakota as a search string. I didn’t think I’d find anything, but I turned up an E-mail account.† Strathmore paused. â€Å"Of course I assumed it wasn’t the North Dakota we were looking for, but I searched the account just to be sure. Imagine my shock when I found the account was full of E-mail from Ensei Tankado.† Strathmore raised his eyebrows. â€Å"And the messages were full of references to Digital Fortress and Tankado’s plans to blackmail the NSA.† Susan gave Strathmore a skeptical look. She was amazed the commander was letting himself be played with so easily. â€Å"Commander,† she argued, â€Å"Tankado knows full well the NSA can snoop E-mail from the Internet; he would never use E-mail to send secret information. It’s a trap. Ensei Tankado gave you North Dakota. He knew you’d run a search. Whatever information he’s sending, he wanted you to find-it’s a false trail.† â€Å"Good instinct,† Strathmore fired back, â€Å"except for a couple of things. I couldn’t find anything under North Dakota, so I tweaked the search string. The account I found was under a variation-NDAKOTA.† Susan shook her head. â€Å"Running permutations is standard procedure. Tankado knew you’d try variations until you hit something. NDAKOTA’s far too easy an alteration.† â€Å"Perhaps,† Strathmore said, scribbling words on apiece of paper and handing it to Susan. â€Å"But look at this.† Susan read the paper. She suddenly understood the Commander’s thinking. On the paper was North Dakota’s E-mail address. [email protected] It was the letters ARA in the address that had caught Susan’s eye. ARA stood for American Remailers Anonymous, a well-known anonymous server. Anonymous servers were popular among Internet users who wanted to keep their identities secret. For a fee, these companies protected an E-mailer’s privacy by acting as a middleman for electronic mail. It was like having a numbered post office box-a user could send and receive mail without ever revealing his true address or name. The company received E-mail addressed to aliases and then forwarded it to the client’s real account. The remailing company was bound by contract never to reveal the identity or location of its real users. â€Å"It’s not proof,† Strathmore said. â€Å"But it’s pretty suspicious.† Susan nodded, suddenly more convinced. â€Å"So you’re saying Tankado didn’t care if anybody searched for North Dakota because his identity and location are protected by ARA.† â€Å"Exactly.† Susan schemed for a moment. â€Å"ARA services mainly U.S. accounts. You think North Dakota might be over here somewhere?† Strathmore shrugged. â€Å"Could be. With an American partner, Tankado could keep the two pass-keys separated geographically. Might be a smart move.† Susan considered it. She doubted Tankado would have shared his pass-key with anyone except a very close friend, and as she recalled, Ensei Tankado didn’t have many friends in the States. â€Å"North Dakota,† she mused, her cryptological mind mulling over the possible meanings of the alias. â€Å"What does his E-mail to Tankado sound like?† â€Å"No idea. COMINT only caught Tankado’s outbound. At this point all we have on North Dakota is an anonymous address.† Susan thought a minute. â€Å"Any chance it’s a decoy?† Strathmore raised an eyebrow. â€Å"How so?† â€Å"Tankado could be sending bogus E-mail to a dead account in hopes we’d snoop it. We’d think he’s protected, and he’d never have to risk sharing his pass-key. He could be working alone.† Strathmore chuckled, impressed. â€Å"Tricky idea, except for one thing. He’s not using any of his usual home or business Internet accounts. He’s been dropping by Doshisha University and logging on to their mainframe. Apparently he’s got an account there that he’s managed to keep secret. It’s a very well-hidden account, and I found it only by chance.† Strathmore paused. â€Å"So†¦ if Tankado wanted us to snoop his mail, why would he use a secret account?† Susan contemplated the question. â€Å"Maybe he used a secret account so you wouldn’t suspect a ploy? Maybe Tankado hid the account just deep enough that you’d stumble on to it and think you got lucky. It gives his E-mail credibility.† Strathmore chuckled. â€Å"You should have been a field agent. The idea’s a good one. Unfortunately, every letter Tankado sends gets a response. Tankado writes, his partner responds.† Susan frowned. â€Å"Fair enough. So, you’re saying North Dakota’s for real.† â€Å"Afraid so. And we’ve got to find him. And quietly. If he catches wind that we’re onto him, it’s all over.† Susan now knew exactly why Strathmore had called her in. â€Å"Let me guess,† she said. â€Å"You want me to snoop ARA’s secure database and find North Dakota’s real identity?† Strathmore gave her a tight smile. â€Å"Ms. Fletcher, you read my mind.† When it came to discreet Internet searches, Susan Fletcher was the woman for the job. A year ago, a senior White House official had been receiving E-mail threats from someone with an anonymous E-mail address. The NSA had been asked to locate the individual. Although the NSA had the clout to demand the remailing company reveal the user’s identity, it opted for a more subtle method-a â€Å"tracer.† Susan had created, in effect, a directional beacon disguised as a piece of E-mail. She could send it to the user’s phony address, and the remailing company, performing the duty for which it had been contracted, would forward it to the user’s real address. Once there, the program would record its Internet location and send word back to the NSA. Then the program would disintegrate without a trace. From that day on, as far as the NSA was concerned, anonymous remailers were nothing more than a minor annoyance. â€Å"Can you find him?† Strathmore asked. â€Å"Sure. Why did you wait so long to call me?† â€Å"Actually†-he frowned-â€Å"I hadn’t planned on calling you at all. I didn’t want anyone else in the loop. I tried to send a copy of your tracer myself, but you wrote the damn thing in one of those new hybrid languages; I couldn’t get it to work. It kept returning nonsensical data. I finally had to bite the bullet and bring you in.† Susan chuckled. Strathmore was a brilliant cryptographic programmer, but his repertoire was limited primarily to algorithmic work; the nuts and bolts of less lofty â€Å"secular† programming often escaped him. What was more, Susan had written her tracer in a new, crossbreed programming language called LIMBO; it was understandable that Strathmore had encountered problems. â€Å"I’ll take care of it.† She smiled, turning to leave. â€Å"I’ll be at my terminal.† â€Å"Any idea on a time frame?† Susan paused. â€Å"Well†¦ it depends on how efficiently ARA forwards their mail. If he’s here in the States and uses something like AOL or CompuServe, I’ll snoop his credit card and get a billing address within the hour. If he’s with a university or corporation, it’ll take a little longer.† She smiled uneasily. â€Å"After that, the rest is up to you.† Susan knew that â€Å"the rest† would be an NSA strike team, cutting power to the guy’s house and crashing through his windows with stun guns. The team would probably think it was on a drug bust. Strathmore would undoubtedly stride through the rubble himself and locate the sixty-four-character pass-key. Then he would destroy it. Digital Fortress would languish forever on the Internet, locked for all eternity. â€Å"Send the tracer carefully,† Strathmore urged. â€Å"If North Dakota sees we’re onto him, he’ll panic, and I’ll never get a team there before he disappears with the key.† â€Å"Hit and run,† she assured. â€Å"The moment this thing finds his account, it’ll dissolve. He’ll never know we were there.† The commander nodded tiredly. â€Å"Thanks.† Susan gave him a soft smile. She was always amazed how even in the face of disaster Strathmore could muster a quiet calm. She was convinced it was this ability that had defined his career and lifted him to the upper echelons of power. As Susan headed for the door, she took a long look down at TRANSLTR. The existence of an unbreakable algorithm was a concept she was still struggling to grasp. She prayed they’d find North Dakota in time. â€Å"Make it quick,† Strathmore called, â€Å"and you’ll be in the Smoky Mountains by nightfall.† Susan froze in her tracks. She knew she had never mentioned her trip to Strathmore. She wheeled. Is the NSA tapping my phone? Strathmore smiled guiltily. â€Å"David told me about your trip this morning. He said you’d be pretty ticked about postponing it.† Susan was lost. â€Å"You talked to David this morning?† â€Å"Of course.† Strathmore seemed puzzled by Susan’s reaction. â€Å"I had to brief him.† â€Å"Brief him?† she demanded. â€Å"For what?† â€Å"For his trip. I sent David to Spain.† How to cite Digital Fortress Chapter 10, Essay examples

Managerial Effectiveness in Multinational Corporations

Question: Describe about The impact of international human resources practices and organizational culture on managerial effectiveness in multinational corporations in Ireland? Answer: Proposed Title: The impact of international human resources practices and organizational culture on managerial effectiveness in multinational corporations in Ireland Organization The organization selected for study is as Pfizer Global Supply. Introduction Ireland has both foreign owned and Irish owned multinational companies. Foreign Owned MNC is operated from UK, US or European countries. All MNCs in Ireland have proper human resource practices and organizational culture which motivate their employees to perform better. Globalization is changing roles and responsibilities of human resource in Ireland MNCs as well as their organizational culture (Anon, 2015). International human resource in Ireland MNC used to reward, develop, motivate, organize work culture within the MNCs where people from different culture work for common goal. The MNC chosen for study of impact of international human resource and organizational culture on managerial effectiveness is Pfizer Global Supply. Background of Study This study is having an analysis of international human resource practices and organizational culture impact on one of the pharmaceutical multinational of Ireland named as Pfizer Global Supply. Analysis is done to evaluate the employment practices of Pfizer Global Supply regarding their employees and organizational goal (Anon, 2015). According to Pfizer Global Supply as stated in (Anon, 2015) managers should have both leadership skill as well as managerial skill so that all employees performance is good. The study focuses on the managerial skills require by managers to manage their employees, working culture and other factors. The problems faced by Pfizer Global Supply are as regarding their employees pay and performance management and distribution and others. Problem Statement The problem statements regarding the study are as Pfizer Global Supply can face problems regarding their organizational culture as maximum employees are from different culture and environment with their own beliefs and thoughts (Anon, 2015). The other major problem which Pfizer Global Supply can face is regarding their international human resource practices and policies if are changed in future, that is they may be unable to change as per all the employees and it can de motivate them. Research Questions Pfizer Global Supply international human resources practices and organizational culture involves many problems as they can face problem regarding convergence and divergence of their international human resource practices. While managing workforce to work in group for common goal and objective. Pfizer Global Supply in future while changing their reward system, remuneration structure, promotion policy or working culture can face problem as they may be unable to work as per every employee present in organization (Bellot, 2011). The key factor on which Pfizer Global Supply performance depend is its employees, so to increase their performance level they should try to work as per their employees expectations. Primary Research Question The primary research questions of this study are as the methods adopted by Pfizer Global Supply for different international human resource practices like training, development of their employees regarding international working environment which organization will adopt in future. Steps or methods adopted by Pfizer Global Supply human resource department regarding the communication gap among employees and managers (Corrigendum, 2014). Analysis of international human resource strategies adopted by Pfizer Global Supply with the problems which may arise in future (Corrigendum, 2015) . Objective of Research The objectives of this research are as To analyze the impact of international human resource practices performed by Pfizer Global Supply pharmaceutical company on their managerial skills.Evaluate the problems faced by Pfizer Global Supply in managing workforce who belong to different culture and environment.The process adopted by Pfizer Global Supply for maintain their organizational culture and human resource practices.Analysis of Pfizer Global Supply different international human resource management practices and methods or theories adopted for maintain organizational culture taking into consideration their employees. Significance of study The significance of this study is to1. To analyze the problem which may occur in Pfizer Global Supply regarding their international human resource strategies, theories adopted for human resource practices and other.2. For evaluating the impact of international human resource practices adopted by organization on their managers and their managerial skills (Work - Chron.com, 2015).3. The effect of organizational culture on Pfizer Global Supply goal, managers managerial and leadership skills.4. Importance of international human resource strategies and organizational culture in Pfizer Global Supply operation process. Problem and opportunities The main problems faced by Pfizer Global Supply in international human resource management practices are as in maintaining cross cultural environment, in maintaining the reward benefits and compensation structure as per the employees, while training and development process of their employees regarding international working environment and others. On the other hand the methods or strategies adopted by Pfizer Global Supply from recovering the above mentioned problems are as talent management process, skill development, competency development, leadership development, knowledge development and other methods. Literature Review International human resource management practice in Pfizer Global Supply in used for maintaining and developing international environment within the organization . Organizational culture is the main factor used by Pfizer Global Supply organization for motivating or influencing their workforce regarding international working environment. The theories which explain international human resource management and organizational culture are as Cross Cultural management theory which represents the method with its importance for maintaining the multi cultural workforce that is every employee in organization has its own belief and working culture which is very important for human resource department. Resource dependency theory which represents the connection between the organizations with its element . This theory focuses on the resource factor of organization i.e. there employees for planning and marinating organizational culture. Methodology and Data collection This part of research report represents the overview of the different methods used in this study. The areas covered in this part are sample, sampling, data collection. The sampling techniques used in this study are qualitative and quantitative. For qualitative sampling analysis 100 employees of Pfizer Global Supply were given questionnaire which was related to their work and human resource policies and practices. For quantitative sampling managers and executives were given set of questionnaire. The data collection techniques used for this study are primary data as from interview and questionnaire and secondary data is collected from different blogs, journals, magazines and others. Bibliography Anon, (2015). [online] Available at: https://www.jimsjournal.org/6%20Bhushan%20Kapoor.pdf [Accessed 15 Mar. 2015]. Anon,(2015).[online]Availableat:https://file:///C:/Users/Admin/Downloads/Ananthram%20and%20Chan%20-%20Challenges%20and%20strategies%20for%20global%20human%20resource.pdf [Accessed 15 Mar. 2015]. Anon, (2015). [online] Available at: https://www.cipd.co.uk/NR/rdonlyres/2E2B1EF2-6CDC-4BF8-8D5F-6EC000EE2198/0/9781843982661_sc.pdf [Accessed 15 Mar. 2015]. Anon, (2015). [online] Available at: https://www.latec.uff.br/mestrado/Rh/Artigos/020.pdf [Accessed 15 Mar. 2015]. Bellot, J. (2011). Defining and Assessing Organizational Culture. Nursing Forum, 46(1), pp.29-37. Corrigendum. (2014). The International Journal of Human Resource Management, pp.1-1. Corrigendum. (2015). The International Journal of Human Resource Management, pp.1-1. Work - Chron.com, (2015). What Is the Meaning of Managerial Effectiveness?. [online] Available at: https://work.chron.com/meaning-managerial-effectiveness-6993.html [Accessed 15 Mar. 2015].