Development Of Innovative Educational Methodologies

According to Hall (2005, pp188), â€Å"Insight into the educational, systemic and personal factors, which contribute to the culture of professions, can help guide the development of innovative educational methodologies to improve inter-professional collaborative practice.† IPE is integral in a healthcare environment, and serves to allow individuals within the healthcare profession to gain an appreciation for differing roles. Using the Kolb’s Learning Cycle (1984), I will chronologically reflect upon my experiences of IPE, considering concrete experience, reflective observation, abstract conceptualisation and active experimentation. After having exchanged pleasantries, individuals seemed coy and as theorised by Tuckman (1965), it was inherent that our team was in the forming stage of development within a small group. Polite and perfunctory conversation took place, which made it difficult to progress with the task in hand. Having worked as a member of teams in the past, it was pertinent to use what little time we had wisely and I felt it necessary to adopt the role of a team leader, akin to that theorised by the Hersey-Blanchard Situational Leadership ® model. Here, I styled my leadership in the manner of selling the task providing information and direction which, accompanied by communication from individuals in the team, would lead to the â€Å"sale† of the task and potential delegation of responsibilities and progression with it. However, there were barriers to progress in that; uponShow MoreRelatedElementary Secondary Education Act Of 1965 And Its Versions No Child Left Behind Act1488 Words   |  6 Pagesto construct education. Educational reform continues to be complex with ever changing politicians and platforms failing to have the time to create long lasting systematic changes but also not fully grasp educational challenges collectively. 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Pakistans Relationship with IMF and World Bank Essay

Pakistans Relationship with IMF and World Bank My topic deals with Pakistan, its relationship with the IMF and World Bank, and its internal problems that are causing unemployment, poverty, economic crisis and hunger. I shall be analyzing the situation using the neo-classical theory, as it is what the economists of the Pakistan government and the IMF are using to alleviate the economic instability of the country. Situated in the sub-continent, Pakistan is a low-income country, with great promise for growth. Unfortunately, it is held back from reaching middle-income status by chronic problems like a rapidly growing population, sizable government deficits, a heavy dependence on foreign aid, recurrent governmental instability†¦show more content†¦This is a great illustration of a theme discussed in â€Å"World Hunger, Twelve Myths.’ Lappe, Collins, Rosset and Esparza discuss the commonly believed myths about why hunger and poverty exist. In it they clarify this very important point: hunger does not exist due to a shortage of available food, but because of ‘fear’ and ‘powerlessness,’ resulting in the ‘anguish, grief and humiliation’ felt by the hungry and poverty stricken. Pakistan is a classic example of this theory. Based on a feudal system, especially in agriculture, Pakistani society is primarily controlled by feudal overlords, (a.k.a. the politicians or relatives of politicians), who own or oversee most of the agrarian land and industrial base. Being above the law, due to their political influence, these corrupt people can literally get away with murder. Thus, keeping their laborers subdued and underpaid is no hard task. Anyone who dares to complain is used as an ‘example’ for potential future unrest. As a result, the people in their ‘elakhas’, (controlled lands), remain destitute in the throes of poverty, unable to help themselves due to their lack of power and the fear of the ‘thekedars’, (large landowners). 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The Invention and History of Indian Film Essay Example For Students

The Invention and History of Indian Film Essay â€Å"The history of film cannot be credited to an individual. Each inventor added to the progress of other inventors, ending in progress for the entire art and industry. These achievements began with the creation of a machine that captured moving images that led to one of the most celebrated and unique art forms at the start of the 20th century.†- Brian Manley PRECONDTIONS FOR MOTION PICTURES Magic lantern, an early version of slide projector used to project images that used a lens which allowed the light to pass through the lens and the image was projected in a dark room. The inventor of this magic lantern is considered, a Dutch scientist Charles Huygens. This equipment was purely used to entertain people. The latter, when the Magic lantern, entered united states in mid-19th century it became very famous and popular all over the country. The concept of motion picture did not start until 1872. First still photograph was on a glass plate by Claude niepce in 1826 but it required an exposure time of eight hours. For years they used metal or a glass plate for capturing the images, but exposure took several minutes. In 1839, Henry Fox Talbot introduced the first negatives that was made out of papers and at the same time it became possible to print the images on the magic lantern and project. For making cinema they were in need of a film that can run through the camera rapidly, which wasn’t possible with the glass films, these glass films can be used only for a very short span. By 1888, George Eastman invented a still camera that took photographs on a roll of sensitized paper. He named the camera as Kodak. The succeeding year, Eastman introduced the transparent celluloid roll film, which was a great revolution in cinema. MAJOR PRECURSORS OF MOTION PICTURES Many inventors have made very important contributions to motion picture. In 1878 Ex-governor of California, Leland Stanford requested Eadweard Muybridge to find a way for photographing the running horses. He used twelve camera, each camera was connected with other camera by a string and exposure was set in one-thousandth of a second. Muybridge mounted the photograph on the phenakitoscope and projected them with the help of a magic lantern. Inspired by Muybridge, studies a French physiologist Étienne Jules Marey in 1882, studied the flight of birds and other rapid movements of the animals by the means of photographic guns, she used the round glass plates for capturing the images that made a rotation in one second. In the same year Marey built a box type camera that used a film strip that captured the images at the speed of 120 frames per second. AN INTERNATIONAL PROCESS OF INVENTION The contribution of motion pictures was primarily from the United States, Germany, England and France. Thomas Alva Edison, who invented electric light bulb decided to work on the motion picture. He and his assistant W.K.L Dickson worked on the project called phonography which worked by recording sound in the cylinder. He later decided to work on the motion picture. He was inspired by the work of Marey, so he and his assistant went to Paris saw the instrument and they started designing the equipment. Dickson got Eastman’s Kodak film. By 1891 Kinetograph camera and kinetograph viewing machine was ready and went for patenting. Dickson roughly cut the strip in the size of 35milimeter and punched four holes in both the sides of the frame so that toothed gears could pull them though the camera and kinetoscope viewing machine. It was the first time they used a 35mm film four perforations in each frame. The film was exposed for about forty-six frames per second which was much faster than an average camera. Edision and Dickson were in need of films before they can exploit them commercially. They constructed a small studio called Black Maria in Edison’s ground at New Jersey and they were ready for production by January 1893. The movie lasted for twenty seconds and that was the longest second, which the kientoscope can maximum hold of. Edison exploited his phonography by opening a parlor were people came in to listen songs by paying money. Same way he did it for the kinetosco pe by starting parlors in New York on April 14 1894. Soon he opened parlors in United States also. Mise en scene EssayThe beginning of 1940s also saw the emergence of Gemini studios which gave great hits like Nandhanaar and Chandralekha. Modern theater produced the first full length color film in Tamil. Film makers of high-repute of early Tamil industry were S.S.Vasan, M.K.Thyagaraja Bhavathar a popular singer-actor of early forties. In Andhra Pradesh it was the Surabhi Theater which featured in the first full length movies in Telugu. GENRE Genre began as a total classification system for ancient Greek literature. Genre became a powerful tool to help the public make sense out of random art. Genre is a category of literature or the other form of art or entertainment. By the end of silent era, many genre were established: the melodrama, the western, the horror film, comedies, and action-adventure films. Science fiction movies wasn’t popularized until 1950’s. FILM GENRE Genre had its origins in the eighteenth century, when the English novel gave a voice to romantic fantasies aimed at a female audience. Musical genre was introduced only when the talkies was inaugurated. Film genre helped to bring in the mood, plot, central narrative events, motives, styles, structures. Genres began to form as soon as film developed a narrative sense, as they moved quickly from simply showing things. When they began to tell stories the immediate types they thought of was: romances, melodramas, comedies. Film makers frequently played with conventions and iconography that remained unchanged for a very long period of time. The genres like thriller, comedy and romance stayed popular for a longer period of time. But comedies kept changing from time to time. The basic genre of film can be regarded as drama. Each film genre will have a sub-genres. Some of the common main film genres are Action, adventure, comedy, crime, fiction, fantasy, historical, horror, mystery, philosophical, political, romance, science fiction, and thriller. Political fiction is a sub-genre of fiction that deals with political affairs. Political fiction has often used narrative to provide commentary on political events, system and theories. Plot-driven Socio-political economic issues, portraying realistic characters, settings, life situations? Usually, they are not focused on special-effects. Dramatic films are probably the largest film genre, with many subsets. Bibliography: Film history, 3rd edition, Kristin Thompson David Bordwell, McGraw-Hill USA, 2009 History of film, Virginia wright wexman, ELSEVIER INDIA india, 2009 Film –An introduction, 8th edition, Kristin Thompson David Bordwell, Mcgraw-Hill College, December 2006 Oxford history of world cinema edited by Geoffrey Nowell- Smith, Oxford University press Inc., New York 1997 www.csa.com/discoveryguides/film/review.pdf by Brian Manley, July 2011

Logistics and Analysis of IGEHO 2011

Introduction IGEHO is an international exhibition for hotel catering and extra-domestic consumption that took place in Basel, Switzerland from the 19-23 November 2011. The event was meant for anyone who is professionally involved in the hotel industry. The IGEHO event offered innovations, a complete market overview of products and services and a setting in which to meet familiar faces.Advertising We will write a custom report sample on Logistics and Analysis of IGEHO 2011 specifically for you for only $16.05 $11/page Learn More Alongside hoteliers, the event acted as a meeting point for professionals from the facility management industry and the care sector (homes and hospitals). In addition to this, visitors to the event were able to acquire valuable specialist knowledge about trends in the hotel industry. Happening at a difficult economic climate, the event provided a good opportunity for stakeholders in the hotel industry to find the right partner in good time so as to be able to react successfully to changes within the industry. At a time when conserving energy is a priority for every organization, IGEHO provided participants information on energy efficiency for them to apply in the hotel industry. Additionally, the event gave participants who would like to invest money in the hotel industry in the future an opportunity to learn the basics of how to run their businesses. This was achieved through a lecture given on hall 2.2 with the theme â€Å"Atmosphere for the Hotel Guest: Focus on Women.† The choice of topic was based on the assumption that hotels are generally better tailored to the requirements of men than women. By placing the focus on women, the event organizers sought to give participants an answer to the question of how female hotel gusts differ from their male counterparts (IGEHO, 2011). Ideally, the event featured over 800 exhibitors displaying thousands of products, services, and innovations in the hotel ind ustry (Allen, 2010). This report looks at the logistical support for IGEHO to determine if the event was a success or not in relation to other events. The report also looks at the main suppliers (Butterworth, and Rukavina, 2002) during the event and gives a Gantt chart giving the schedule of the event. Logistical Support for the Igeho Event Events like IGEHO 2011 are leisure activities and work possibilities for people and logistical support is important if they are to be a success. Events bring people together and make them have a good time. They enhance the quality of people’s life by providing significant economic benefits and can also provide revenue for special projects. Regardless of size, events require a high degree of planning, a range of skills and a lot of energy.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Andersson and Wesslau (2000), when using events, companies get the possibility to have their own right to the consumer during the duration of the event. This means that if a company manages to get the consumer to attend the event, the distortion from the competitors will be gone or at least minimized during the duration of the event. Also, events such as IGEHO, which largely concentrates on the hotel industry contains tangible elements, such as food, beverages and other products sold or given away, but are essentially a service in that they consist of intangible experiences of finite duration within a temporary, managed atmosphere. As with all services, this experiential â€Å"product† is produced and consumed simultaneously, is highly heterogeneous and very difficult to store or control (Allen, 2010) hence the need for proper planning. Ticketing Ticketing an event such as IGEHO is an immensely complex task, involving thousands of tickets. Hence, ticketing is one of the most significant programs of mega events such as IGEH O 2011. The ticketing that regards customers becomes, directly and indirectly, a critical factor for the success of the event and, consequently, it must be set up and realized in more professional and coherent way with the context of which it is to be situated (Cherubini and Iasevoli, 2007). For IGEHO, the tickets were available from the event’s website www.igeho24.ch. Participants to the event were able to purchase their tickets online two months before the event kicked off. Selling tickets online provided convenience to the participants since they did not have to cue to obtain their tickets. Additionally, the event organizers were able to get good returns since they were selling their tickets directly to the public. The ability to purchase tickets at any time that suited them not only enabled the participants to make informed choices on the part of the event they wanted to attend but it also eased the pressure on the organizers phones consequently cutting their cost base si gnificantly. However, since not all participants to the event have access to internet connection, the organizers had booths in various countries where one could buy IGEHO tickets. These were available from the stands at the entrances of shopping malls and event venue. In addition, portions of the tickets were sent to special guests personally (IGEHO, 2011). Transportation On Saturday, November 19 and every other day of the event at 08.15 am, a special train would move from the city center to Basel SBB where the trade fair was being held. Participants were not charged for this ride since the event organizers met the cost. Throughout the day, the number of speed trains heading to the trade fair was increased to enable anyone who missed the special IGEHO train to get to the venue in good time.Advertising We will write a custom report sample on Logistics and Analysis of IGEHO 2011 specifically for you for only $16.05 $11/page Learn More The event organizers chose speed trains as the mode of transportation to the event to avoid traffic jams, which are inherent in Basel. The IGEHO organizers had also made a special arrangement with the RailAway Company to offer 10% discount on the outward and return journey to Basel SBB and on the transfer to the trade fair grounds for those who missed the IGEHO train. For those who did not wish to travel by rail, the organizers had contracted reliable bus companies and taxi operators to transport guests to the event and back. However, this was done at the guests’ own expense (IGEHO, 2011). Human Resources Human resource management is much more than recruitment and selection of staff and volunteers; it is a wide-ranging activity, involving the long-term strategic development of the event organization. The expected outcome of this is a positive culture of commitment and cooperation developed in the process of managing the work force (Wagen, 2007). In events, there are also the volunteers. They are representatives from the community who freely choose to give their time and skills to support club activities for no payment other than reimbursement for out of pocket expenses. Volunteers come from all age groups, educational backgrounds and genders (Cherubini and Iasevoli, 2007). People generally volunteer to have fun, socialize, learn new skills, help others, develop new friends, explore career opportunities etc. (Getz, 2007). Working with volunteers requires that their special contribution to the success of the event be acknowledged and shared. Working with volunteers requires consideration, flexibility and enthusiasm because volunteers often work for the ‘fun of it’ of for charitable purposes. Volunteers require just as much management and coordination as employees (Tassiopoulos, 2005). For the realization of the IGEHO 2011 event successfully, there was need for adequate, competent and well-qualified human resources to achieve the goals of the event. In this sense , the staff employed in the IGEHO Event consisted of the Swiss Hotel Industry personnel and organization company’s staff. These people had responsibilities from the beginning to the end of the event. In addition, during the staging of the event the personnel in charge were assigned to serve the participants and the audience. In the IGEHO 2011 event, a total of 38 employees were assigned including 13 employees in organization, 15 for stage setup and enter-exit controlling, 6 people in branding, 4 people in promotional and advertising business.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The personnel were trained people and were selected according to the job requirements. Volunteers were 33 people and students from various Swiss hotel industry institutions. The students were assigned to meet the needs of the audiences and provide the necessary assistance in the hall during the event. Two week training was given to the volunteers for the event (IGEHO, 2011). Marketing and PR In management of the events, public relations have two roles. On the one hand, it supports marketing activity in the form of promotions; on the other hand, it is also the tool that disseminates non-promotional information to other target publics that are important to the organization (Anderson, 2004). An event’s leading aim is to achieve positive coverage on the media for the event without paying for the space or air-time it occupies. Strong relationships with the key media and a range of innovative techniques and tools in order to evoke an attraction are important when trying to create t he desired media exposure (Masterman, 2004). In addition, media relations and publicity should be given a lot of attention. A well-planned publicity campaign should run alongside any advertising campaign. Ideally, this drive should be spread over the period of months, building up to a peak shortly before the event. Early warning allows potential participants and spectators to book the event in to their diaries and prevents potential clashes with rival attractions (Tassiopoulos, 2005). To promote the IGEHO 2011 event, various activities were organized in the city centre, in shopping malls and in hotels. Brochures and leaflets were distributed in areas of heavy pedestrian traffic (Berridge, 2007). In addition outdoor advertisements were done. Some attendants of IGEHO were determined by online voting by public people from the official web site of IGEHO www.igeho24.ch. By carrying out e-mail based subscription system of voting, the event participants also achieved the chance to win vari ous gifts. In addition, it was announced some surprise awards would be distributed to the lucky participants by drawing during the event. Wide coverage to reports on the subject was given in the local and national press, on web pages and official web site of IGEHO within the scope of public relations (IGEHO, 2011). The IGEHO organizers created a strong brand and visual image for the event that was withdrawn from IGEHO’s strong hotel industry background while at the same time creating a clean commercial look that would appeal to European investors where participants were drawn from. After developing a strong message – ‘Atmosphere for the Hotel Guest: Focus on Women’ the organizers formed a management team that focused on systematically developing a targeted participants list. The team then circulated targeted invitations to over 20,000 potential delegates. To market the event further, the organizers formed the IGEHO Forum where lively discussions about the event were held. These discussions were chaired by Heinz Margot a well-known Swiss television presenter and covered various industry topics (IGEHO, 2011). Additionally, the organizers also used social websites like twitter and facebook to promote the event (Wagen, 2005). Risk Management The goals of risk management (RM) in events like everywhere include the protection of assets, to minimize legal and financial liabilities, to control potential loss, properly manage growth, and to operate responsibility. Risk management recognized in varying degrees as a key component of the responsibilities associated with the planning and producing events. It is often perceived as a function that is carried out once an event has been conceived, designed, and organized. RM should be thoroughly embedded in the event design and throughout its development and production process to ensure the risks associated with the event are managed effectively and cost efficiently (Silvers, 2008). To reduce the risk s that may occur during staging of the event, the logistical team had ambulances and medical teams on standby before the start of the event. In addition, to ensure the security of the event professional security staffs were assigned. Event Participants Meeting, Receptions and Hospitality To welcome the participants in to the hall, controllers, routing attendant’s volunteers were supposed to meet the people and guide them. In order to provide employee communication, intercom, wireless radio and mobiles were used. Before the event, time audiences were taken in by ticket controlling on a regular basis. Entries were provided in to two different doors. Assigned people directed the audience to different booths by asking them what they wanted to learn. In the VIP entrance, the audiences were taken into the same way. Front part of the VIP gate was devoted to protocol. Private catering was treated for the VIP guests (IGEHO, 2011). Analysis of the Suppliers Needed Like any other big ev ent, the IGEHO organizers could not organize the event on their own and had to look for other suppliers to assist them in making the event a success (Butterworth, and Rukavina, 2002). Road Traffic Office Since the risk of road traffic accidents is higher in international visitors compared to local residents, the IGEHO organizers had collaborated with the Swiss Road Traffic Office (SRTO) to ensure that there were no accidents involving participants to the event. The highway patrol officers taking part in the event had been retrained and improvements in the secondary road network including lane widening and lane separation in dangerous ‘hot spots’ near the location of the event was carried out. The highway patrol officers created awareness among event participants on the side of the road they were supposed to drive, importance of wearing seatbelts, limiting the use of alcohol, and avoiding driving when tired. The officers were also required to give directions to motorists who did not know the venue for the event. Cabeza Cleaning Company In order to ensure that the city was kept clean during the duration of the event, the organizers contracted 326 street cleaners from Cabeza, a private cleaning company who manually removed approximately 20 tonnes of rubbish from city streets, which is twice the usual amount. Up to 5000kg of rubbish was removed from the IGEHO site and 197sq m of city footpaths and 8000 sq m of city roadways were cleaned three times a day, which is equivalent to approximately 180 football fields. In addition, there was a team of 12 anti-graffiti cleaners who were employed around the clock removing approximately 1300 instances of graffiti. G4S For any event to be successful, security of the participants has to be guaranteed. To ensure the security of participants at IGEHO, the organizers had contracted security firm G4S to manage crowds in areas where pedestrian volumes increase quickly. This included areas such as near transport interc hanges, station platforms, fairground exits, bridges, and ticket booths/ticket gates. During the event, G4S was supposed to provide security and stewarding duties as communication between the two types of staff is critical for the safe management of crowds. G4S had selected stewards with appropriate competencies and they had also received training in fire safety, emergency evacuation and dealing with incidents such as bomb threats. Two months before the start of IGEHO, G4S was already deeply involved in risk assessment and planning for the event. Working with the IGEHO staff, it participated in everything from security preparations and consultancy to the actual operations covering the whole 5-day event, starting on 19 November. Overall, G4S had provided 600 security officers to ensure the round-the-clock safety and security of the 80,000 visitors who descended on the Swiss city to take part in IGEHO 2011. ABB Group of Companies Although no incidents related to electrical hazards hav e been reported in any major event, there is always the potential of electricity causing death to workers, participants or members of the public due to the temporary nature of some installations. The supply of electricity may also present an issue in that lighting levels need to be maintained at an adequate level to help people evacuate. The IGEHO organizers had contracted the ABB Group of Companies to provide lighting at the event venue. This came from the need to provide generators in case of any power failure during the duration for the event. Table 1: Gantt chart giving the schedule of the event ACTIVITY SEPTEMBER OCTOBER NOVEMBER Week 1 2 3 4 1 2 3 4 1 2 3 4 Committee Training Legislation Marketing PR Event Event Evaluation Table 2. Explanation of the Gantt chart Time Frame Schedule of Event Sep. Wk. 1-4 Formation of the committee, search for volunteers and hiring of staff Oct. W k. 1-2 Training of volunteers and staff who took part in the event Oct. Wk. 3-4 Procurement of the required licenses to ensure that the event complied with the Swiss law Oct. Wk. 2- Nov. Wk. 2 The four weeks were devoted to marketing and PR in the countries where participants were drawn from. Nov. Wk. 3 The date for the event Nov. Wk 4 Various committees’ hand in their reports for the event. The reports highlighted the challenges that every team met and gave recommendations of how this could be mitigated for an effective hosting of IGEHO 2012 Conclusion and Recommendations This paper has presented the findings of a study about the dimensions of event management and event marketing. This has been done by reviewing the literature for event management and event marketing and approaches of how this was applied in IGEHO. While most of the literature focuses on the entire event management, this paper focuses on the logistics of event management named ticketing, transport ation, human resources (volunteers and trained staff), budgeting, marketing and PR and risk management. The study illustrates that the event management logistics in the literature had been applied in to the 2011 edition of IGEHO organization and the event was successfully managed and marketed. The organization owners and the exhibitors have reached their objective and reached the number of people targeted. Recommendations Although most of the objectives for the event were realized, the report recommends the following for successful staging of future IGEHO events:- The planning committee should be formed early in advance to ensure that adequate time is accorded to the planning process The marketing and PR campaigns should run for a longer time to ensure that the participants surpass the 80,000 mark that the event organizers always target. The event organizers should pay more attention to the issue of public health and safety risks that are inherent in mass gatherings and how to mana ge those risks when planning for the next event since this was not handled properly in the previous event. References Allen, J. (2010) Event Planning Ethics and Etiquette: A Principled Approach to the Business of Special Event Management. New York, Wiley. Anderson, J. (2004) Teamwork: Interactive Tasks to Get Students Talking. New York, Delta. Andersson, M. and Wesslau, A. (2000). Organizing for Event Marketing in Order to Change Brand Image and Increase Sales. International Management Master Thesis, 16(2), 19-20. Berridge, G. (2007). Events Design and Experience, Events Management Series. Elsevier. Butterworth, S. and Rukavina, V. (2002). The Event Sponsorship. New York, Wiley. Cherubini, S. and Iasevoli, G. (2007). Marketing Trend in Europe Conference. Paris. Getz, D. (2007) Event Studies: Theory, Research and Policy for Planned Events. London, Oxford. IGEHO. (2011) Trendsetting in the Hotel Industry. Igeho 2011. [Online] Web. Masterman, G. (2004). Strategic Sports Event Manageme nt. Butterworth-Heinemann, Oxford. Silvers, J. (2008). Risk Management for Meetings and Events. Burlington, Butterworth-Heinemann. Tassiopoulos, D. (2005). Event Management: A Professional and Developmental Approach. Lansdowne, Juta Academic. Wagen, L. (2005). Event Management: For Tourism, Cultural, Business and Sporting  Events. Perth, Pearson Education. Wagen, L. (2007). Human Resource Management for Events; Managing the Event  Workforce. Burlington, Butterworth-Heinemann. This report on Logistics and Analysis of IGEHO 2011 was written and submitted by user N1k0las to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

We The People Means essays

We The People Means essays A long time ago in 1789, the term We the People, which is stated in the constitution, represented a very exclusive group. This term represented the white males that were landowners. As you can see, the world has changed a lot from back then. Here in 2002, We the People refers to all U.S. citizens and covers more diverse groups. The three reasons that this changed had taken place was because of the use of formal Amendments, informal Amendments, and there were many court cases. First of all, the formal amendment helped this change big time. For instance, the 15th amendment states that The right of citizens of the United States to vote shall not be denied... on account of race, color, or previous condition of servitude. Also in the 19th amendment it is said The right of citizens of the United States to vote shall not be denied... on account of sex. Both of these formal amendments show an example of how the term We the People has increased in how many people it represents from then to now. Another issue that helped increase the representation of We the People was the informal amendment. Informal amendments are common changes that do not affect the wording of the Constitution. Some examples of informal amendments that changed the meaning would be the actions of President Roosevelt during World War II. The law at the time was that there was to be segregation between the black and white soldiers. The president took action on this issue and got rid of the segregation. This is an example of informal segregation. The last reason that helped to increase the number of people represented by We the People is court cases from the past and present. One big case, for instance, would be that of Brown vs. the Board of Education of Topeka Kansas. This issue started because of the segregation of blacks and whites in public schools. This changed a l ...

What is the Best Job for Your Personality

What is the Best Job for Your Personality In an ideal world, everyone has a career that they love. But sadly this isn’t always the case. Very rarely will the average person say that they love what they do. Fortunately, there are all sorts of tools out there that measure how compatible a person’s personality is with any given job. If we found out your personality type, what would be the best job for your personality? Would you be willing to change careers if it meant loving what you do?Regardless of what your answer is, take a look at the infographic below that compares various personality types with different career paths and see where you fall.   [BusinessInsider]

Law report Essay Example | Topics and Well Written Essays - 750 words

Law report - Essay Example Complicating matters for the yacht owners and the master, Rule C goes on to state that: †¦Demurrage, loss of market, and any loss or damage sustained or expense incurred by reason of delay, whether on the voyage or subsequently, and any indirect loss whatsoever, shall not be allowed as general average (York-Antwerp Rules, Rule C). It is therefore clear, that neither the master nor the yacht’s owners may claim as general average acts, the damages sustained upon the master’s discharge of the ship. However, this does not preclude general average acts. It only means that damages for delay and damages related to lost charters are exempted from general average acts. The damages sustained to the ship during the discharge are recoverable because, although those damages were sustained after the salvage operations were conducted they can still be regarded as direct consequence of the salvage operations under Rule A of the Antwerp Rules, 2004. ... foresees that it is possible, â€Å"then the subsequent accident does not break the chain of causation† (Australian Coastal Shipping Commission v Green and Others, 357). In such a case, the subsequent accident is a direct consequence of the general average act and is claimable as a general average act. In this regard, having intended to carry the ship to Southampton, the master must have contemplated that a change in those plans, following a fire would have incurred the risk of subsequent accidents. This is particularly so when the ship was placed on dry dock, which was not a part of the original plans and certainly not in contemplation of the master. Now faced with the necessity of having to place a ship on an unplanned dry dock following a fire, the master must have reasonably foreseen that subsequent accidents were possible. Moreover, the yacht was placed on dry dock as a direct consequence of the fire damages incurred while on the original journey. Therefore, the damages s ustained in the course of continuing the rescue of the distressed ship was a continuation of the salvage operations and therefore the general average acts continued at that particular point. The owners may therefore claim general average acts in respect of the damages sustained during the master’s discharge. The master however, is unable to claim special damages in respect of delay and loss of earnings as a result of the delay. This is because the concept of general average arises out of the imposed duty for all parties with an interest in a general average act to contribute to the cost of salvaging a distressed ship. The law of general average acts function together with the law of salvage and â€Å"sue and labour† and culminate to regulate the act of â€Å"saving (Mukherjee, 22). It is possible for

Geography and gender, sharia law and it's effects on women and men in Essay

Geography and gender, sharia law and it's effects on women and men in countries with sharia - Essay Example Islamic law is derived from the Qura’n, the revelation of God to Prophet Muhammad. Life in an Islamic society is supposed to follow the tenets of Islamic law. Islamic law includes prayer, fasting, pilgrimage as well as laws pertaining to family, crime and commerce. Islam however does not have an official clergy. Therefore Islamic law or sharia, meaning the path, was developed by the ullema, the scholars who have come to assume a position of power and status in Islamic society. It is the ullema who issue fatwas or religious edicts. However within Islam there have been voices of concern at a too strict interpretation of Islamic law without any consideration for the milieu into which Islam originated. The Egyptian Sheikh Muhammad Abduh had maintained that injunctions in the Qura’n relating to the observance of ibadat or tenets of worship were to be followed strictly but those relating to masdaba or rules of living should be interpreted with the consideration of the context they originated in. This is a view that is controversial and still unresolved in Islam. The view again that Islam is a patriarchal religion or misogynistic has been refuted by modern scholarly criticism which has proved that Islam inherited certain perceptions of women from biblical lore. Zayn R. Kassam states that interpretations about women entered Islam through certain strands of early Islamic literature such as the qisas al-anbiya, the asbab al-nuzul, the hadith, the tafsir and the fiqh. These were all oral sources of commentaries i n Islam until they were collated and written quite later. The qisas al-anbiya literally means the â€Å"stories of the prophets† and was a principal source for the entry of biblical lore into Islam perhaps because the earliest Muslims were essentially converts from Judaism and Christianity. The asbab al-nuzul was incorporated into the tafsir, or commentaries on the Qura’n, providing an explanation of

Nagel, Chisholm, and Locke - Metaphysics of the Mind Essay Example for Free

Nagel, Chisholm, and Locke Metaphysics of the Mind Essay It is very difficult to attribute characteristics to a mind when we know it does not actually exist in the physical realm. Though, personal identity has been connected to the mind. However, it is tricky to determine what exactly comprises one’s personal identity. Although it is a difficult concept to grasp, philosophers such as Nagel and Chisholm attempt to construct their own position on the characteristics of the mind. By comparing Nagel and Chisholm’s positions on personal identity, it is evident that identity is a development of both body and mind. Nagel shows that we cannot properly identify a mind, and if this is the case then it is impossible to attribute personal identity to a mind. In turn, he attacks the idea that personal identity can be defined in terms of physical attributes. Chisholm shows that although things are constantly changing, they still remain the same. He argues that it is the mind that holds our identity, regardless of physical alteration. In my view, the physicalist perspective of identity is the most logical when contrasted to the mentalist argument simply due to the fact that we do have a self-identity, and Nagel does not attempt to define what it is. Locke’s argument finds a middle ground between Nagel and Chisholm as he argues for a conscious and bodily continuity of the mind. In order to identify the mind-body problem and argue that identity is a development of the mind, Nagel’s position must be analyzed. Firstly, when addressing the mind-body problem, Nagel states that one cannot explain the mind body relationship through logic, functions, or intentions. He argues that these states can be ascribed to robots that may indeed behave like people, however robots do not experience anything, and it is experience that influences the mind (436). Nagel’s bat analogy helps solidify his position on experience which is that no one can experience the same thing as another. He claims that; â€Å"even to form a conception of what it is Kristen Biduk 6949215 like to be a bat†¦one must take up the bat’s point of view† (442). Meaning, one must have the same thinking patterns as the other which Nagel argues is impossible. He argues that it is our consciousness which provides the mind-body problem. Although one can relate to what it is like to be a bat, it is impossible to fully comprehend it because in order to become a bat, conscious-ness must be forgotten. For that reason, one cannot know that others have a mind, but one can perceive that they do. Chisholm opens his argument with providing an analysis of the Ship of Theseus and explains that identity is transitive, meaning that it is always changing. Similarly, he uses the example of the river and how although it is the same exact river, it is given different identities based on geographical location. The identity of the river is changing. Based on his view of alteration, Chisholm suggests three possibilities for alteration and identity. Firstly, we can deny the transitivity of identity, but he proves this to be a problem. His second suggestion is that nothing alters, but this too proves to be problematic. For example, if one was to cross the border of the United States of America and the border patrol officer asked if he was the same as the person in the photo, he would say no. Because, when that photo was taken he had certain characteristics, and now, x amount of years later he has different characteristics, and is therefore a different person. Clearly this is an issue. Thirdly, he analyzes Butler’s position on the misuse of the word ‘is’ in that, for example; there exists something at a certain place (P) at a certain time (t) that is identical with same thing at a different place (Q) at a different time (t1). By saying identical, he means they exist in together, however it is mathematically impossible. He concludes that such things are entia per alio (made of). Entia per alio is something that exists because a Kristen Biduk 6949215 mind makes it up. For example, a pencil is entia per alio because without a mind, it is simply an object. The mind makes the pencil an object for writing. Without a mind giving meaning to something, that something has no identity. In regards to self-identity, I find it difficult to agree with the mentalist perspective. Nagel’s writing, â€Å"What is it like to be a Bat? † does not provide sufficient insight to the development of self and self-identity. He bases his writing solely based on defining the mind. It is true to say that we cannot properly identify a mind. How can we as a whole, understand something we do not actually know exists? We can assume it exists but it provides no understanding. Based on this belief, Nagel concludes that because we cannot properly identify a mind, we cannot connect personal identity to a mind. But where can we find our personal identity? He claims that our identity does not lie within our physical attributes which leaves identity suspending in the air. The mentalist perspective is limiting in the sense that it does not take in to account outside variables that can impact one’s identity. We are not born with an identity and I feel as though Nagel’s position is implying that we are. Additionally, our identity is developed from our consciousness, and we do not become conscious of ourselves at infancy. We develop our self-identity through time and it is consistently changing. Chisholm is much more realistic when it comes to defining personal identity. We cannot assume that our identity is purely based on our minds, for our minds are influenced by our physicality. In turn, our physicality is influenced by society. We identify with ourselves based on what others think of us. For example, if someone weighs three hundred pounds, they may identify themselves as unhealthy because that is what society has told them. Similarly, if that three hundred pound person lost weight and now weighed one hundred and thirty pounds, that Kristen Biduk 6949215 person may identify themselves as healthy. If they used diet and exercise as a method to lose the weight, they may identify as athletic. This proves that personal identity is indeed transitive. It will always be in a constant state of change depending on the influences around them. We have identity because others around us have provided us with our identity. One could argue then that if one was to lose only ten pounds then identity will not change because the change is only slight. If we analyze the Ship of Theseus once more, Chisholm argues that slight changes still have an impact on our identity because our identity is always changing. By using the problem of Theseus’s ship however, it gives us ideas of identity for inanimate objects. One could argue that it is not relatable to beings with consciousness however I would have to disagree. Our consciousness, or our memories are what hold our self-identity. If we lose an arm or leg, we are still the same person because our minds still hold our memory. While the mentalist perspective does not take into account physical impressions, and the physicalist perspective lacks some insight on our own consciousness, Locke provides an explanation that touches on both sides. Locke argues for a conscious continuity and not a bodily one. He begins with clarifying that all minds have a common structure wherein there are two qualities within our identity: primary and secondary. The primary quality consists of consciousness. I can identify with myself because I am conscious of my own existence. The secondary qualities consist of qualities that are changing, such as hair length or weight. He insists that our primary qualities are what provide us with identity however he agrees that secondary qualities must be analyzed. Our secondary qualities are always changing while our primary qualities are static. Without the secondary qualities, our identity would not change, Kristen Biduk 6949215 which Chisholm proved. In comparison to both Nagel and Chisholm, Locke’s argument holds the truest because he takes into account both perspectives and develops the most logical understanding of identity. Additionally, Locke states that there is a first and third person perspective on identity. The first person identity is what one makes of himself. The third person helps confirm one’s identity. Both of these together help form one’s true personal identity. For one without outside influences has nothing to base their identity on. For example, if one was to look at cases of people raised in isolation, it will be seen that they have no sense of reality or identity. They were left to their own thoughts with no outside stimulation. When they leave their isolated prisons, they rediscover their identity by identifying with their outside influences. In conclusion, it is almost impossible to justify the mind/body problem. Both Nagel and Chisholm’s perspectives on identity are fairly vague and both lack a deeper understanding of the mind. I truly believe that it is the mind that holds our identity. However an identity is highly structured by its outside influences. Without a body or without society, one would have no identity. Some can argue that there can be a mind without a body, but it just doesn’t make rational sense. If hypothetically, one was to have their mind switched into a different body, he would still identify as himself. For it is our mind that holds our identity, however our mind is within a body.

Womens Identity in the Early 1900s Essay examples -- Women Studies,

Ibsen wrote this play in 1879. It is a three-act play with prose dialogue. The play takes place in the 19th century in Europe. It is a play about a woman, who struggles to find her own identity. The main point is women need treated as humans and not dolls. Women need to know their place and that they have rights. They also have duties as a wife and mother. As a wife, they need to be trustworthy and as a mother, they need to be role models. As do husbands need to respect their wife and know that, they have their own opinions and titled to them. Women cannot be good wives and role models to their children, if they do not know who they are and what their roles are in life. Ibsen uses the symbolism in his setting to show various aspects of Nora's character and reveal the theme of women's identity in the early 1900's. Symbolism, is used before the play even begins. The title A Doll's House is a symbol of tendencies for characters to play roles. The setting is in Helmers' apartment; the set is set up to furnish the thought it is his home and not hers (obj. 3). Nora returns with a Christmas tree setting the mood for the play (obj. 3). She also brings presents for the children. The presents signify pushing roles onto the children (obj. 3). Helmer proceeds to call Nora his "little lark" and "little squirrel" (pg. 1559). She answers "yes" (pg. 1559) right away leaving the impression that she is inferior compared to Helmer. He treats her in a demeaning way that she tolerates because she really knows no different. This also sets the tone that Helmer is superior over Nora throughout the play (obj. 3). He shows us his superiority over her with the macaroons that he forbids her to have. Yet she has them anyway and hide... ...he image of man; therefore, women have the same capabilities as do men (obj. 1). Every human being in life is equal and needs treated with respect and dignity (obj. 1). Ibsen is aware that women need to know who they are in order to be productive in society. He does a good job of bringing out the overall theme in A Doll's House of women's identity (obj. 2). In the theme, we are able to see his view of women and their need to be independent. Ibsen used symbolism to define the characters and the role of women's identity in society. This is not a typical structure of a home in 19th century, which left the ending causing immense controversies. Ibsen was taking a stand when he wrote this play (obj. 1). In the way, he wrote the play using Nora as the protagonist and Torvald as the antagonist, made this one of the best-constructed plays of the 19th century. Women's Identity in the Early 1900's Essay examples -- Women Studies, Ibsen wrote this play in 1879. It is a three-act play with prose dialogue. The play takes place in the 19th century in Europe. It is a play about a woman, who struggles to find her own identity. The main point is women need treated as humans and not dolls. Women need to know their place and that they have rights. They also have duties as a wife and mother. As a wife, they need to be trustworthy and as a mother, they need to be role models. As do husbands need to respect their wife and know that, they have their own opinions and titled to them. Women cannot be good wives and role models to their children, if they do not know who they are and what their roles are in life. Ibsen uses the symbolism in his setting to show various aspects of Nora's character and reveal the theme of women's identity in the early 1900's. Symbolism, is used before the play even begins. The title A Doll's House is a symbol of tendencies for characters to play roles. The setting is in Helmers' apartment; the set is set up to furnish the thought it is his home and not hers (obj. 3). Nora returns with a Christmas tree setting the mood for the play (obj. 3). She also brings presents for the children. The presents signify pushing roles onto the children (obj. 3). Helmer proceeds to call Nora his "little lark" and "little squirrel" (pg. 1559). She answers "yes" (pg. 1559) right away leaving the impression that she is inferior compared to Helmer. He treats her in a demeaning way that she tolerates because she really knows no different. This also sets the tone that Helmer is superior over Nora throughout the play (obj. 3). He shows us his superiority over her with the macaroons that he forbids her to have. Yet she has them anyway and hide... ...he image of man; therefore, women have the same capabilities as do men (obj. 1). Every human being in life is equal and needs treated with respect and dignity (obj. 1). Ibsen is aware that women need to know who they are in order to be productive in society. He does a good job of bringing out the overall theme in A Doll's House of women's identity (obj. 2). In the theme, we are able to see his view of women and their need to be independent. Ibsen used symbolism to define the characters and the role of women's identity in society. This is not a typical structure of a home in 19th century, which left the ending causing immense controversies. Ibsen was taking a stand when he wrote this play (obj. 1). In the way, he wrote the play using Nora as the protagonist and Torvald as the antagonist, made this one of the best-constructed plays of the 19th century.

Buisness Letter Order

Hi. How are you? I don’t think you remember me. I am a your niece [Your name] thrice removed. I am Evelyn’s little girl. You visited us last Christmas. Anyway, I just wanted to tell you how much fun I had that Christmas getting to know you all over again. I hoped to keep in touch with you after Christmas. Remember when I told you about the business venture I have with Christie? You remember Christie? she’s your other neice, my cousin. You also met her at Christmas.Christie is the girl with the long dark hair and dark eyes. She’s is the most  friendly person you could ever meet. Well, you saw that when you met her at Christmas. She’s a graphic artist and graduated valedictorian. Christie receives so many job offers from major companies, even DISNEY! She’s married now with a baby. The baby is adorable. Her husband is a really nice guy. The baby is one year old, and her name is Isabel. As for me, I am a graphic artist too and also a computer e xpert. I graduated just this year. Christie and I have invested in a space for a store we want to open at the huge mall at Rockaway in New Jersey where we live.It is a custom designed gift basket store for all occasions. Though the huge Rockaway mall stores are varied, they are lacking a store, which provides something more personal to the public. There are too many stores, which consist of cold impersonal items such as electronics, Order#31114685 Pg. 2 clothes, music, on the first floor. Books, videos games, furniture, on the second floor, food, toys, shoes on the third, computer disks, thimbles, exotic furniture, movies, bed clothes, on the fourth. Desks, paper products and hair brushes etc on the fifth.Appliances on the sixth, hair cutters and fur coats on the seventh. I know these items can seem personal, however not as personal as a customized gift basket. Our idea is to open a store in the mall as well as a virtual storefront on the Internet. Christie and I have already accumu lated 100,000 in seed money between us however; we’re going to need a little more to make our dream a reality. But let me first tell you about our little store before I ask you for the money. Christie and I are thinking of a huge friendly store designed for people to enter andleisurely choose inside colorful bins filled with personal items such as stuffed bears, pretty personalized stationary, candy, pretty colored pens and pencils, plastic jewelry (The kind you would find in a bubble gum machine) and all scents of perfume oil; all forare low price. The design for our store is openly friendly. Tall walls painted a sunny yellow color, greet the customers are greeted as they arrive. The concept is for people to be able to enter our store and freely look over our inventory inside the bins to choose what they want to have fortheir gift basket. The customers then will arrive at the cashier, pay for the items and choose what customized gift basket you want. Our customers will choos e from a large portfolio of different types of gift baskets for all occasions, painted with rich bright colors, custom-made by Christie. Her specialty is a yellow and brown celophane wrapped gift basket in the shape of Spongebob Squarepants. She paints the straw baskets and stuffs them for the customers herself. Order#31114685 Pg. 3 The competition as I said before Aunt Betty, is non-existentThey are all cold and impersonal electronics, and we think boring. We see that they have a normal amount of customers streaming in and out of these stores, however it will definitely not be as much as there will be coming into our stores. Like I said before, our gift baskets are for all occasions and are already in demand. We have orders for Birthdays, holidays, weddings, christenings and anniversaries. The list is very long and is getting longer as word gets out since finishing our website. Our virtual store on the Internet is expertly done, if I shouldsay so myself with colorful pictures of th e assortment of the many gift baskets we can create and Christie and myself. I also included our history as computer graphic designers and has generated over 200 orders already with over 100 orders in backorders. We have money already, over $200. 00 however we need some more to keep this dream going. We can save you money, legally as a small business tax exemption that will make you a lot more money in future, Aunt Betty. Socially, we will be famous as we make more money for you globally as well as nationally.The truth is people today would rather give a gift that is personal instead of something cold and impersonal like an electronic something which needs batteries every two weeks. I hope to hear from you soon, after you receive this letter, Aunt Betty and see you this coming Christmas. Maybe then you can see the space we have rented out in the mall for our store. I am sure you will like it. Best wishes. Sincerely, [Your signature] [Your name] -Works Cited- The Little, Brown Handbo ok fourth Edition H. Ramsey Fowler Jane E. Aaron; Copyright ? 1989 by Scott, Foresman and Company.

Dramatic Devices Essay

How Does Miller Use Dramatic Devices to Show the Impact of the Arrival of Marco and Rodolfo in this scene?  In the play ‘A view from a bridge’ Miller uses many dramatic devices in many scenes. I am going to be looking at the dramatic devices miller uses to show the impact of the arrival of Marco and Rodolfo.  In the early 1950’s Italy was a very poor country because the economy was very slow to grow particularly in the south which was less industrialised. This meant that many Italians left Italy for America with the help of dockyard owners who knew that they may well get cheap labour from immigrants until they had paid for their passage over to America. Once they had paid their fare, the immigrants were left to make their own way. The play is set in this time in Brooklyn where the family the play is about, Eddie, Beatrice and their niece Catherine, lives. The family are awaiting the arrival of Beatrice’s two cousins Marco and Rodolfo who have illegally immigrated to America to seek a better life and to earn money to send home to their families  Before the arrival of the two cousins the family are just living normally. Eddie and Beatrice are having a few problems with their marriage which are only made worse as the play goes on. Eddie and Catherine have a very close relationship and she looks up to him like a father. Eddie is very protective of Catherine and does not want her to get a job, wear high heel, wear short skirts or even grow up at all. He has looked out for her like a daughter since he and Beatrice took her in. However he is seeing her less and less as a niece or a daughter and more like a woman. He is starting to question his feelings for her, and the arrival of a possible new love interest for Catherine does not please Eddie. Catherine and Beatrice are quite close and Beatrice is quite like a mother figure to Catherine. In the first scenes we see that Beatrice sticks up for Catherine when Catherine wants to get a job and Eddie does not want her too. We can see there is tension in the family before the two Italians arrive but their arrival does not help the tension in the family. From the scene where Marco and Rodolfo arrive we can foresee that something is going to happen and there is going to be problems, especially between Rodolfo, Catherine and Eddie. Towards the end of the scene Rodolfo and Catherine are mostly talking to each other and Catherine seems quite smitten with Rodolfo. Especially when she finds out what a good singer he is. ‘(enthralled) leave him finish, it’s beautiful’ Eddie sees this and dislikes the fact that Catherine is giving Rodolfo so much attention. He firstly stops Rodolfo singing ‘look, kid; you don’t want to be picked up do ya?’ The reality is Rodolfo probably would not get picked up but Eddie did not want him to sing because he did not want Rodolfo to please Catherine. After he has stopped Rodolfo singing he tells Catherine to take her high heels off, this embarrasses and angers Catherine. Beatrice sees what Eddie is doing and is also angry at him for it. ‘Beatrice watches her go and gets up; in passing, she gives Eddie a cold look, restrained only by strangers, and goes to the table to pour coffee’ this quotation from the stage directions tells us how Beatrice is annoyed with Eddie for putting Catherine down and also shows us how she looks out for Catherine. Rodolfo irritates Eddie again by saying ‘especially when they are so beautiful’ and indicates to Catherine. Eddie can see that something is going to happen between Catherine and Rodolfo and we can see this from the stage direction with says ‘his face puffed with trouble’ this tells us that he does not want something to happen between Catherine and Rodolfo. Marco and Rodolfo clearly have a good brotherly relationship and Marco seems to have some control over Rodolfo as he seems able to tell him what to do. From this we can see that if there was ever a problem for Rodolfo, Marco would help him and look out for him.

Critical Analysis of the Strategic human resource management in India The WritePass Journal

Critical Analysis of the Strategic human resource management in India Abstract Critical Analysis of the Strategic human resource management in India AbstractIntroductionSHRM literature: DevelopmentsBackground: Choice of countryProcedure for review of articlesResearch questionsScope of the reviewIdentification of articlesCharacteristics of the reviewed studiesConclusionReferencesRelated Abstract The last two decades have witnessed many developments in the research and practice of managing human resources. While the debate began with a consideration of the changing role of HRM, more recently there has been increased interest in conceptualizing and testing the links between business strategy and performance. In India, research in the area of HRM gained recognition with the ushering in of the new economic era of liberalisation during the early 1990s. The primary objective of this article is to provide a synthesis of the strategic human resource management (SHRM) literature as it relates to India. Specifically, this review will consider the dominant theoretical perspectives adopted by scholars; ways in which HRM and performance are defined and operationalised; the approach taken to research design along with noting the control and contingency variables used. The review also draws out the potential contributions of the existing studies to solving the ‘black box’ prob lem. Finally, the article also presents the implications for future research on SHRM in India. Keywords: India, Strategic human resource management, HRM, firm performance Introduction Empirical research in the field of SHRM has proliferated significantly since the seminal work of Huselid in 1995. Many recent studies have discussed SHRM in the Asia-Pacific context (Audea, Teo, and Crawford 2005; Bae et al. 2003; Benson and Rowley 2003; Wan, Kok, and Ong 2002). Furthermore, the growth of India as an emerging market prompted institutions such as the World Bank to project the country as the world’s fourth largest economy by 2020 (Budhwar and Varma 2010). This increasing focus on India makes it an interesting setting for this study. The review aims to provide a synthesis of literature in the area of HRM and performance linkages in India. The study reviewed articles between 2003 (first empirical article: Singh 2003) and 2010 in academic journals, focusing on the HRM and performance debate. Specifically, this review will consider the dominant theoretical perspectives adopted by scholars; ways in which HRM and performance are defined and operationalised; the approa ch taken to research design along with noting the control and contingency variables used.   Finally, the review also examines the potential contributions of the reviewed articles to solving the ‘black box’ problem. This article is organised as follows. The first section reviews the extant literature on SHRM.   The next section discusses the need for a review of SHRM in India. The third section outlines the research methodology used in this paper. The final sections discuss the results and present the main conclusions and implications of this study. SHRM literature: Developments Lengnick-Hall et al. (2009) identified seven themes across time in the SHRM literature: (1) explaining contingency perspectives and fit, (2) shifting from a focus on managing people to creating strategic contributions, (3) elaborating HR system components and structure, (4) expanding the scope of SHRM, (5) achieving HR implementation and execution, (6) measuring outcomes of SHRM, and (7) evaluating methodological issues. Each of these themes played a significant role in the evolution of the field. Empirical research has suggested a relation between HRM practices (whether as individual practices or as a bundle) and organizational performance (Paauwe 2009). Wright and Boswell (2002) proposed a typology of HRM research based on two dimensions: level of analysis (individual/ organizational) and number of practices (single/ multiple). Many articles published after Huselid (1995) have not only analysed the effects on performance at an individual practice level like recruitment and selection (e.g. Koch and McGrath 1996), performance related pay (e.g. Dowling and Richardson 1997; Lazear 1996; McNabb and Whitfield 1997), training and development (e.g. Kalleberg and Moody 1994), and internal career possibilities (e.g. Verburg 1998), but also at multiple practice level, that is, bundles or combinations of HR practices (e.g. Arthur 1994; Gould-Williams 2003, 2007; Guest, Conway, Dewe 2004; Subramony 2009). At the multiple practice level, it is possible to analyse HR practices as a system, which has been referred as a high performance work system (e.g. Huselid 1995) or as a HR practice configuration (e.g. Delery and Doty 1996; Delery 1998). Delery (1998) suggests four types of possible relationships as: a) additive (where each HR practice has its own, unique effect on performance outcomes); b) interactive (the effect of each practice depends on the up-take of other practices within the bundle); c) positively synergistic (some HR practices mutually complement each other); and d) negatively synergistic (an inappropriate combination of HR practices that leads to more negative consequences than the mere absence of the practice).   Ã‚  More recently, Subramony (2009) categorized the HRM bundles as a) empowerment- enhancing (those HR practices that boost employee autonomy and responsibility levels); b) motivation-enhancing (bundles that provide employees with adequate levels of direction an d inducements); and c) skill-enhancing (bundles that augment the knowledge and skill levels of the workforce). It is now generally accepted that human resource management bundles can favourably affect the performance of business firms. The treatment of HR practices as a bundle is more effective than as an individual practice; when considering its impact on performance (MacDuffie 1995; Ichniowski 1997; Guest 2004). Though empirical research suggests that there is an association between HRM and performance, there is little understanding of the mechanisms through which HRM practices influence effectiveness (Delery 1998, 289). This largely unexplained facet of the HRM-performance relationship has been labelled the â€Å"black box† (Boselie et al. 2005). The discussion on the black box problem was triggered by Guest (1997) when he stated the need for more theory driven research in the area of HRM, performance and the linkages between the two concepts. Legge (2001, 30) reiterated the ‘need to open up the ‘black box’ of the process that links HRM and organizational performance’. Background: Choice of country India has been chosen as the research context for the following key reasons. India is one of the BRIC (Brazil, Russia, India and China) countries. Indian economy grew by 7.4 percent over the fiscal year 2009-10 (FICCI 2010). The sustained performance has been guided by robust growth in both service and manufacturing sector. The Indian economy adopted a structural adjustment programme at the beginning of 1991. The structural adjustment programme or liberalization initiated the process of the opening up of an otherwise closed economy of India (Som 2008). Thereby, an increasing need to understand HRM practices in India since the 1990s emerged since liberalisation of economic policies took place (Budhwar and Sparrow 1997). The operation of large number of MNCs in India has fuelled the need for the top managers of these organizations to learn about the nature of HR systems appropriate for the Indian context. HRM in India has rapidly evolved into a specialized function in organisations (Budhwar et al. 2009; Budhwar and Varma 2010), especially in the last two decades. Indian national context is marked by regional, sectoral, socio-cultural, institutional, and economic-political variations. Thus, the nature of the HR function varies from traditional personnel administration to strategic HRM/HRD. Numerous studies have explored the impact of HRM practices on firm performance in western economies like US and UK (e.g. Huselid 1995; Becker and Grehart 1996; Ichniowski 1997; Becker and Huselid 1998; Wood 1999), whereas there is a dearth of empirical research in non-westernised context, specifically India. Given, these factors, we would argue that the contextual focus of this review is justified. This study aims to review the body of literature from a theoretical and methodological perspective. Formalized personnel functions have been existent in Indian organizations since 1920s in India (Budhwar and Sparrow 1997; Rao 1999; Budhwar 2001). The personnel function then was primarily driven by the concern for labour welfare in factories. The personnel function started expanding beyond the welfare aspect into the three areas- labour welfare, industrial relations, and personnel administration in the 1960s. In the 1970s, the focus of personnel function shifted toward greater organizational ‘efficiency’. By the 1980s, terms such as HRM and HRD gained importance (Rao 1999). The 1990s saw a rapid change in the HRM function due to ushering in of liberalisation (Som 2007, 2008, 2010; Budhwar and Varma, 2010). Budhwar and Varma (2010) analysed the HRM literature in the Indian context and revealed that research has been pursued on a very broad variety of subjects. These   include (1) the evolution of the personnel function in India, (2) the role of unions and industrial relations in the new economic environment, (3) factors determining HRM, (4) HRM and firm performance (e.g. Singh 2003; Chand 2010), (5) HRM in MNCs operating in India (Budhwar and Bhatnagar 2009; Bjorkman and Budhwar 2007), (6) strategic integration and devolvement of HRM (e.g. Budhwar and Sparrow 1997); (7) organizational learning capability (e.g. Bhatnagar 2007), (8) employee relations, (9) turnover issues (e.g., Budhwar et al. 2009; SamGnanakkan 2010; Krishnan and Singh 2010), (10) comparative HR in public and private sector organizations (e.g. Budhwar and Boyne 2004), (11) emerging patterns of HRM in the business outsourcing sector (e.g. Budhwar et al. 2006), (12) the applicability of Western HR models in India, (13) H RD and training, and (14) comparative HR between India and other countries (e.g., Lawler et al. 1995; Budhwar and Khatri 2001; Budhwar and Sparrow 2002; Varma, Pichler, and Srinivas 2005; Woldu, Budhwar, and Parkes 2006). While there is a significant increase in volume of empirical research in India, there is no previous study that has reviewed SHRM in India. Thus for the purposes of the current study, the review will expand upon one major sub-theme- HRM and firm performance. The next section presents the procedure adopted for this review. Procedure for review of articles Research questions To accomplish the study objectives, the following research questions were posed. How have HRM practices been operationalised? How has the concept of performance been operationalised? What has been the dominant theoretical perspective that has been adopted? What were the sample characteristics of the research study (e.g. individuals, workplaces, industries or sectors etc.)? Who are the respondents (e.g. Single rater vs multiple raters per unit of analysis or Single vs multiple actors? What data collection methods have been used (e.g. case study, survey, interviews, large scale secondary data etc.)? Does the study deal with how HR practices linkages with performance (Black Box problem)? What are some of the areas future research should focus on? The following sub sections discuss the scope of review and identification of articles. Scope of the review There are four important criteria used in selecting articles for review. First, the articles were based on empirical research. Thus, conceptual papers were left out from the review. Second, the articles analysed data from workplaces in India. Third, articles used HRM practices and firm performance as variables. Fourth, articles had to be published in English. Also, the review excludes research published in books, conference proceedings and unpublished dissertations. Identification of articles There are 20empirical articles in total which study the impact of HRM practices in India. The literature search was conducted using the following databases- ABI/ Inform, Academic Search Premier, Emerald Fulltext, EBSCO. The search was based on three key descriptors ‘human resource management practices’, ‘firm performance’ and ‘India’. The full text was reviewed in order to eliminate those articles that were not actually related to HRM practices and firm performance. Empirical studies with specific focus on India and Asia have been presented in special issues of international journals like Journal of World Business (39(4), 2004), Employee Relations (29 (6), 2007), Human Resource Management (47 (1), 2008; 49 (3), 2010). Thus, an exclusive search was conducted in these issues. A total of 20 articles from 14 journals met the selecting criteria. A list of journals contributing these articles is given in Table 1.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Insert Table 1 here Characteristics of the reviewed studies Table 2 summarises the empirical studies reviewed in the study. Studies in Table 2 differ in sample size and demographic characteristics, industry context, operationalisation of HRM and performance, data collection and analytical method, directions for future research. Each of these aspects is discussed in the subsequent sections. Drawing on an extensive body of SHRM literature, we isolate potential research areas for investigation in India.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Insert Table 2 here Operationalisation of HRM One of the significant conceptual issues involves understanding how the central construct in this literature, the human resource system, affects firm performance outcomes. Many researchers (Guest 1997, 2001; Boselie et al. 2005, Paauwe 2009) have shared the concern of lack of theory in conceptualisation of HRM, performance and its subsequent link. Hesketh and Fleetwood (2006) contend even if there was sufficient conclusive evidence for statistical association between HRM practices and organizational performance, it is not enough to explain the association. Another significant issue that has been raised in SHRM literature is the distinction between HR policies and practices (Purcell et al. 2003). The policies refer to the stated firm’s intentions whereas the practices are established on observable, actual activities operationalised in the firm (Wright and Boswell 2002; Wright and Nishii 2004). Paauwe and Boselie (2005) state that the majority of previous studies focus on intended HR practices rather than the ‘actual’ HR practices or the employees’ perception of them.   Also, Purcell and Hutchinson (2007) discuss the role of front line managers (FLMs) in ascertaining the level of employee commitment. They argue that the outcome impact on employee attitudes of HRM policies would be more positive if the FLM leadership behaviour is also perceived as positive. Thus, it is argued that research would be more appropriate if it considers multi-actor respondents e.g worker, FLM and employer perceptions. An important finding is that the reviewed studies have used various measures of HR practices. This is consistent with the empirical literature in the West where there is no definite operationalisation of HRM (Paauwe 2009). Another important finding is some studies, such as Paul and Anantharaman (2003) built an industry-specific instrument to measure HR practices. Ketkar and Sett (2010) have extended Wright and Snell’s conceptualisation of HR flexibility. All other reviewed studies have adopted measures from either existing literature on high involvement HRM (e.g. Bjorkman and Budhwar 2007, SamGnanakkan 2010), innovation, high commitment or progressive HR practices (e.g. Som 2008; Cooke and Saini 2010), bundles of practices (Guchait and Cho 2010), or have used existing practices in organisations surveyed to operationalise HR practices (e.g. Chand and Katou 2007). Measure(s) of performance Guest (1999) argues that there is no general theory about performance and its measurement, which can be referred to as the ‘criterion problem’. Dyer and Reeves (1995) suggested that the HR practices work at four levels sequentially- HR (employee), organisational, financial and market. The performance outcomes can be measured as financial, organizational and HR-related outcomes (Boselie et al. 2005). However, as reported by them, the majority of researchers, US commentators in specific, have taken financial outcomes such as profit and productivity. The empirical studies by Ramsay et al. (2000) and Godard (2001) have strongly criticised the use of financial outcomes alone and led to a renewed attention to a pluralist perspective. Paauwe (2004) builds on this pluralist perspective, stressing HRM’s duality in its focus on added value and economic rationality versus moral values and relational rationality. Four studies (Singh 2003; Som 2008; Mulla and Premarajan 2008; Ketkar and Sett 2010) have used the financial measures of performance. The majority of studies have used organisational measures of performance (e.g. Chand and Katou 2007; Cooke and Saini 2010; Guchait and Cho 2010). Only two studies (Paul and Anantharaman 2003; Chand 2010) have adopted multiple performance measures financial and organisational. The remaining studies used HR-related outcomes like organisational commitment (Paul and Anantharaman 2003, 2004; Shahnawaz and Juyal 2006; Maheshwari, Bhat, and Saha 2008; Guchait and Cho 2010; SamGnanakkan 2010), intentions to leave (Guchait and Cho 2010; SamGnanakkan 2010) and employee performance (Ketkar and Sett 2010). There is limited research on HR-related or proximal outcomes which are treated as intervening variables between HR practices and organisational performance (Kehoe and Wright, forthcoming). This suggests that majority of the research in India is based on unitarist perspective. Another limitation of the reviewed studies is that none have studied the potential impact of HRM practices on negative employee outcomes such as dissatisfaction, stress, burnout and fatigue (Guest 1999; Purcell 1999). Sample size The HRM and performance studies present two unique sets of issues owing to sample size. While large sample sizes are difficult to obtain, given the unit or firm level of analysis, the more related challenge is that practically important relationships may be missed because of inadequate statistical power (Gerhart 2007).   A commonly used approach to determining the needed sample size for a latent variable model is based on the number of parameters estimated (Williams and O’Boyle Jr. 2008). A study with more parameters suggests a need for a larger sample size. Thus, sample size plays an important role in a research study. It is important to classify studies on the basis of primary levels of analysis (Boselie et al. 2005). The sample size used in the reviewed studies ranged from a low of 54 employees (Cooke and Saini 2010) to a high of 4,811 employees (Stumph, Doh, and Tymon 2010). The majority of studies reported sample size of over 100. It is suggested that when testing sophisticated models, large number of samples should be used (Hulland, Chow, and Lam 1996; MacCallum, Browne, and Sugawara 1996). The units of analysis were either a single organisation or multiple organisations. The sample in multiple organisation study ranged from 2 (Shahnawaz and Juyal 2006) to 439 organisations (Chand 2010). Respondents A methodological issue that continues to be debated concerns who should provide information about HRM (Guest 2011). There has been an ongoing call for using data collected from multiple informants about the presence of practices (Gerhart et al. 2000). Marchington and Zagelmeyer (2005) suggest that most of the high commitment studies have relied on management respondents to estimate the impact of HR practices on performance. It has been suggested that, particularly in the context of large organisations, senior HR managers are not always reliable informants and that it is more sensible to seek information from those experiencing the practices, namely workers. Paauwe (2009) makes a plea for a more contextual approach to HRM. He also suggests that future research should explore HRM- Performance link in light of broader multiple stakeholders like employees, government, trade unions, consumer organizations, etc (Paauwe and Boselie 2005). Also, research should endeavour to adopt a broader v iew of performance, taking into consideration employee concerns and wellbeing (Guest 2004). The majority of the reviewed studies have reported data from a single respondent, mainly focusing on senior management (Singh 2003; Agarwala 2003). While acknowledging the possible rater bias, such studies suggest that future studies could use a multi-rater approach, specially collecting data from heads of other functions. Ketkar and Sett (2010) proposed that their choice of single respondent senior managers from departments other than HR is consistent with the proposition of Batt (2002).   Batt (2002) argued that selection of non-HR managers as respondents could improve the reliability of measurements as these managers are expected to be more objective about the HR systems. Only three studies have used multiple respondents.   These include Sharma (2008) and Chand (2010), who have drawn samples from employees and customers, and Som (2008) who used samples drawn from senior executives MD, Director, VP, GM and HR personnel. Industry context Datta, Guthrie, and Wright (2005) suggest that industry characteristics may have wide implications for HRM. While there have been an increasing number of studies that discuss the impact of HRM practices on performance, research on the contextual factors that moderate the efficacy of these practices has been largely ignored. The findings of studies conducted in specific industry contexts are not necessarily generalisable to other industries. Seven studies (Singh 2003; Agarwala 2003; Khandekar and Sharma 2005; Bjorkman and Budhwar 2007; Som 2008; Stumph et al. 2010; Cooke and Saini 2010) draw on samples from multiple industries. Few studies have drawn samples from software industry (Paul and Anantharaman 2003, 2004), hotel industry (Chand and Katou 2007; Chand 2010), banking (Sharma 2008), and the information and communication technology industry (SamGnanakkan 2010). Theoretical basis Boselie, Dietz, and Boon (2005) identify three commonly used theories for defining the HRM and performance relationship, namely, contingency theory, resource based view (RBV) and Abilities, Motivation and Opportunities (AMO) framework. Contingency theory argues that HRM responds accurately and effectively to the organisation’s environment and complements other organisational systems (e.g. Arthur 1994; Huselid 1995; MacDuffie 1995; Delaney and Huselid 1996; Delery and Doty 1996; Wright et al. 2001). RBV advocates that HRM delivers ‘added value’ through the strategic development of the organisation’s rare, inimitable and non-substitutable internal resources, embodied in its staff (e.g. Boxall and Steeneveld 1999; Guthrie 2001; Batt 2002). RBV has become the dominant theoretical paradigm in most recent SHRM literature (Lengnick-Hall et al. 2009). AMO model argues that organisational interests are best served by an HR system that attends to employees’ interests, namely their skill requirements, motivations and the quality of their job (Appelbaum et al. 2000; Bailey, Berg, and Sandy 2001). It is interesting to note that these three approaches represent different traditions in HRM research. Contingency theory is based on organizational institutional theory. RBV can be traced back to concepts in Organizational economics, whereas the AMO framework has its theoretical underpinnings in industrial/ organizational psychology. Five studies (Bjorkman and Budhwar 2007; Som 2008; Cooke and Saini 2010; Guchait and Cho 2010; Ketkar and Sett 2010) have explicitly specified the theoretical basis for review. Bjorkman and Budhwar (2007) draw on the resource based view (RBV) of strategic human resource management literature. Som (2008) found empirical evidence based on a universalistic or a best practices perspective. Cooke and Saini (2010) integrate three existing theories- RBV, ‘new’ institutional theory and organisational politics perspective. Guchait and Cho (2010) support a configurational or bundles approach to HRM.   Ketkar and Sett (2010) extends the existing conceptualisation of HR flexibility used by Wright and Snell (1998). All the other articles reviewed did not contain a clear reference to the conceptual perspective adopted in the study. Data collection method(s) Hesketh and Fleetwood (2006) argue that most of the researchers show an empirical association between HRM practices and organizational performance. The authors argue that the existence or non-existence of empirical association does not necessarily imply causal connection between them. Also, Wright et al. (2005) identified that most empirical studies studying HRM and performance are post-predictive in nature. This means HRM practices were measured after the performance period. A more appropriate approach would involve assessing HRM practices at one point of time and assessing performance at some future point of time (Huselid 1995; Youndt et al. 1996; Paauwe 2009). The more recent studies (Guest, Conway, and Sheenan 2003; Wright et al. 2005) control for both past and subsequent performance. Seventeen studies used the cross-sectional quantitative survey method. Although some studies have suggested use of longitudinal surveys, none of them have applied the method in their own study. The cross-sectional nature of the reviewed studies does not allow for any conclusions regarding causal relationships. Two studies (Agarwala 2003; Bjorkman and Budhwar 2007) have used a mixed methodology using quantitative survey and interviews. The study by Cooke and Saini (2010) can be classified as a purely qualitative study. Only one study (Mulla and Premarajan 2008) was based on secondary data. The study drew on data from Chairpersons’ speech and directors’ reports of 100 companies listed by the Center for Monitoring Indian Economy (CMIE) database, Prowess. It can be concluded that survey method is the dominant method for researching the HRM and performance literature in India.   Although, a social survey offers a great deal of insight into the phenomenon of interest, it is unable to answer some basic questions. For instance, even if a presented theory allows the understanding of reality, the question remains why this reality should be as it is according to this theory (Mingers, 2004; Stavenga, 2006). Thus, future research could focus on adopting a qualitative or a mixed method f or collecting data. Directions for future research Several suggestions for future research have been made in the reviewed studies. The key issues that have been put forth are the black box problem (Agarwala 2003; Chand and Katou 2007; Bjorkman and Budhwar 2007; Som 2008; SamGnanakkan 2010); the need for longitudinal studies (Singh 2003; Paul and Anantharaman 2004; Som 2008; Chand 2010; Ketkar and Sett 2010); the need to study additional variables (Singh 2003; Paul and Anantharaman 2004; Bjorkman and Budhwar 2007); and the use of multiple respondents (Singh 2003; Cooke and Saini 2010; Ketkar and Sett 2010; SamGnanakkan 2010). Some studies suggest that future studies could be cross-national (Singh 2003; Chand 2010; Cooke and Saini 2010; Guchait and Cho 2010) and could use different industry settings (Paul and Anantharaman 2003; Sharma 2008; Cooke and Saini 2010). In this article, we will focus on a key issue that emerges from the existing studies- the black box problem. Boselie et al. (2005) has noted that despite the increasing volume of research on HRM and performance, there has been little focus on the ‘how’ aspect of the linkages.   Purcell and Hutchinson (2007, 3) note the critical link in the black box problem is ‘how HR practices influence employee attitudes and improve worker performance’. This involves a call for making the research more worker-centric (Guest 2011). The workers’ perceptions and behaviour has become increasingly vital in understanding the relationship between HRM and performance. A number of studies have discussed how the HR practices influence financial performance (Huselid 1995; Wright and Snell 1998; Ahmad and Schroeder 2003). An increasing number of human resource scholars suggest it is important to explore the ‘black box’ containing the links between HRM practices and distant organizational performance measures such as proï ¬ tability or stock value (Becker and Gerhart 1996; Tremblay et al. 2010; Krishnan and Singh 2011). Researchers argue that HRM practices have only an indirect effect on organisational performance (Appelbaum et al. 2000; Delery and Shaw 2001; Way and Johnson 2005). While there have been many studies that have acknowledged the existence of black box issue, Boselie et al. (2005) found 20 articles that have discussed the issue in detail. The black box issue has been investigated using two routes. The first route is through quantitative studies that have substantiated the need for identifying the role of intermediate variables in the HRM and performance linkages (Razouk 2011). Becker and Grehart (1996, 793) stated ‘unless and until researchers are able to elaborate models, including key intervening variabless of these intermediate variables are employees’ attitudes, behaviours and performance, measured on an organizational level (Sels et al. 2006). Fey et al. (2009) have worked on dataset of 241 firms consisting of subsidiaries of 241 MNEs operating in Russia, USA, and Finland. The findings demonstrate that motivation and ability are important mediating variables in the HRM– Multinational enterprise subsidiary performance relationship. Boon et al. (2011) show that some relationships between perceived HR practices and employee outcomes appear to be indirect, occurring via Person–Organisation and Person–Job ï ¬ t. Elorza, Aritzetab, and Ayestaran (2011) conducted multilevel analyses of a sample of 732 employees from 26 Spanish small and medium-sized enterprises (SMEs). The study supported a model in which employees commitment mediates between the actual system and unit-level absenteeism, which in turn has an effect on productivity. The second route used to investigate black box issues rely on in-depth qualitative research. Authors (Truss 2001; Purcell et al. 2003, Purcell and Hutchinson 2007) suggest that qualitative research is more appropriate to explore the black box since there could be an existence of a gap between intentions of HR managers and practice experienced by employees. In Indian research context, three articles (Agarwala 2003; Paul and Anantharaman 2003; Ketkar and Sett 2010) have discussed the black box problem concerning HRM practices and performance linkages. Agarwala (2003) demonstrates that certain combinations of Innovative Human Resource Practices (IHRPs) lead to specific employee attitudes, such as organizational commitment. The study attempts to provide an explanation for the HR-firm performance link. Paul and Anantharaman (2003) developed a HRM-performance linkage model with four intervening variables- competence, teamwork, organisational commitment and customer orientation between HRM practices and operating performance. The operating performance in turn has an impact on financial performance. Ketkar and Sett (2010) confirm the concept of HR value chain. The study proposes that HR systems have a direct impact on firm-level HR outcomes such as employee performance (also referred to as proximal outcomes). Also, the effects of HR systems on more distal operational and financial outcomes are mediated by HR outcomes. To summarise, studies have started investigating the black box issue in emerging and developing economies. In India, however, the studies are still scarce. There has been no study which has used the route of qualitative research to explore the black box. Future research should aim to continue ‘the search for holy grail’ by exploring the issue further. Conclusion Researchers (e.g., Bowen, Galang, and Pillai 2002; Zhu et al. 2008) highlight that strategic HRM research mainly has been limited to advanced market economies. India’s growing economic importance as an emerging market economy makes it an interesting research context. The growth of SHRM in India thus has wide ranging implications for researchers as well as practitioners. However, we would like to acknowledge some limitations inherent in the study which should be considered in evaluating its findings. First, the review is specific to a single country, India. Future research could seek to extend the scope to other emerging economies. We also suggest a comparative review of India with other emerging economies or Western economies offers an interesting case. Second, the number of reviewed studies is less which reflects that the field of SHRM in India is still growing. Third, the review has been limited to articles discussing the HRM and performance linkages. Thus, we may have failed to cover articles on other relevant issues in SHRM like role of HR in cross-border mergers and acquisitions (Budhwar et al. 2009), strategic integration and devolvement of HRM (e.g. Budhwar and Sparrow 1997). Although not the focus of this paper, these topics could be of academic interest and exploring them further may have important implications. Despite these limitations, t he article provides significant insights in the burgeoning field of SHRM in a promising world economy, India. The study suggests that while there has been an increasing volume of research on SHRM in India, the literature needs to more actively engage in conceptual and methodological debates. The review also highlights the areas of SHRM research that merit future attention in India. Furthermore, the study contributes to the extant literature by reviewing the state of empirical research in India on SHRM. References Agarwala, Tanuja. 2003. 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