Return of Hong Kong to China Assignment Example | Topics and Well Written Essays - 750 words - 26

Return of Hong Kong to China - Assignment Example Because of this, generous reforms were implemented that proved to be economically successful. Later, younger leaders copied his economic model that earned the criticism of hardcore communists. First, the cities become overpopulated by rural migrants which becomes a housing problem. Household registration is a big concern since the government is trying to control the influx of migrants through the hukou system. Most of the migrants are considered as temporary migrants who would return to their villages one day. There’s also the problem of discrimination since people in the city look down on these migrants. Migrants are often blamed for crimes or any misdemeanor in a community which shows how ethnocentric urban dwellers are in China. First of all, it is hard to control the environmental pollution because this is the price for China’s success. As the country consumes more natural resources to manufacture more goods, it has also to chew out tons of pollution. Health concerns are just one matter as children get sick from different industrial waste. Algal red tide problems along the coastline is another environmental disaster that would be hard to correct. Another issue is Basically, north and south China differ in many ways, namely: geography, climate, and even culture. The northern part of China is mainly characterized by flat plains and grasslands which is suitable for growing wheat. On the other hand, the southern part has mountains and valleys which are conducive to planting rice. Also, irrigation is not a problem in southern China due to the rainy weather. The Yangtze river plays an important role in rice cultivation in southern China. The origins of Japan’s economic success began during the Meiji period when the leaders during that period accepted the concept of free market economy.  

Human Resource Management and Employment Relations Essay

Human Resource Management and Employment Relations - Essay Example It has been referred to as a flexible staffing arrangement (Houseman, 2001), a market-mediated deal (Abraham, 1990), a flexible working practice (Brewster et al, 1997) or more generally as atypical employment (De Grip et al 1997; Crdova 1986). Based on the definitions, all of them imply that non-standard employment is a clear departure from the standard work arrangement. As it is, standard work arrangements are basically linked to full-time positions that are founded on an unspecified contract and are carried out at the employer's site under the employer's control and supervision (Mckenberger, 1985, p. 429; Bosch, 1986, p.165; Talos, 1999, pp. 417-418; Rogowski & Schmann, 1996). Although, international economic changes and modifications have toughened competition and intensified existing ambiguities within firms, the same have exerted greater pressure on these companies to push and aim for bigger profits and more flexible work arrangements. Generally, there have always been employment relations that did not fit in to the normative prototype of full-time work (Peck, 1996) and this is quite true even for temporary agency work that initially surfaced in the United States after the Second World War (Mitlacher, 2004, p. 9). As a classic example of a non-standard employment relation, temporary agency work entails the externalization of administrative control and responsibility (Pfeffer & Baron, 1988). Temporary work agencies hire workers and employ them out to a client company where they work at the client's premises and direction while the agency charges a fee for the service (Kalleberg, 2000, p. 346). This consequently creates a triangular relationship wherein an employee sets up different linkages with various establishments (Vosko, 1997). In the past decade, the use of temporary work agencies has been prominently evident in most European business firms and in some commercial organisations in Asian countries (Bergstrm & Storrie, 2003). Consequently, the number of temporary workers in the global labour market greatly increased which correspondingly created a new type of employment relationship within firms. As it is, engaging temporary workers through temporary work agencies has now become an ordinary procedure in all types of work organisations and such emerging trend has been mirrored in contemporary publications generated from the human resource and employment relations community (Beynon et al 2002; Mangan 2000; Carre et al. 2000; Barker & Christensen, 1998; Blanpain & Biagi, 1999; Felstead & Jewson, 1999). Though the open-ended employment contract still dominates, the role of temporary agency work can no longer be ignored. Obviously, a huge number of organisations are taking advantage of these workers and the nature of the tasks assigned to them is becoming more complex. However, even with this reality, only a small number of empirical investigations have been made on the human resource management of temporary employment and those that exist have not given so much attention to its peculiarities and dynamics. The temporary employment workforce is theoretically considered as a group consisting of "contingent workers" (Polivika 1986) and the benefits in employing such workers can be