Was the Second Republic always destined to loose the war conflict in Research Paper

Was the Second Republic consistently bound to free the war strife in the Spanish Civil War - Research Paper Example The Spanish common war began with a military unrest. The long history of mediation of military force and control in Spain has influenced the political existence of the nation to extraordinary degree. The unrest of seventeenth July of 1936 turned into an exceptional one and utilized old instruments to roll out critical political improvements in the nation. Josã © Sanjurjo was the pioneer of that time Spanish Republic. A gathering of commanders who were under the authority of Josã © Sanjurjo began the war through assertion of restriction. This restriction was proclaimed against the administration, against the President of that time Manuel Azaã ±a. A few preservationist gatherings (generally significant of these gatherings were Spanish Confederation of the Autonomous Right) have upheld this overthrow and made the transformation a huge upset in the nation. This transformation was the war between the new and the old. The war was against the equitable legislature of Spain which was admi nistering the nation during 1930s. The war reached a conclusion with the triumph of the Nationalists, all the more critically preservationist Nationalists. Along these lines the Second Spanish Republic reached a conclusion in the first April, 139 when they were vanquished by moderate Nationalists . This paper is planned for portraying a basic setting of the loss of the Second Spanish Republic in the Spanish Civil War. It attempts to respond to the inquiry, â€Å"Was the Second Republic consistently bound to free the war strife in the Spanish Civil War?† The foundation of the Spanish Civil War: The Spanish Civil War was a war concerning the transformation of moderate patriots against the popularity based legislature of the nation. ... This transformation was the war between the new and the old. The war was against the vote based legislature of Spain which was administering the nation during 1930s. The war reached a conclusion with the triumph of the Nationalists, all the more critically traditionalist Nationalists. Along these lines the Second Spanish Republic reached a conclusion in the first April, 139 when they were vanquished by traditionalist Nationalists1. This paper is planned for portraying a basic setting of the loss of the Second Spanish Republic in the Spanish Civil War. It attempts to respond to the inquiry, â€Å"Was the Second Republic consistently bound to free the war strife in the Spanish Civil War?† The foundation of the Spanish Civil War: The Spanish Civil War was a war with respect to the transformation of traditionalist patriots against the vote based legislature of the nation. The war started as military upset and afterward it turned into the upheaval of each resident of the nation and made huge political changes in the nation. One of the most significant highlights of this change was the destruction of the fair legislature of the nation and destruction of the Second Spanish Republic. At the hour of transformation the nation was confronting a few inner clashes identified with political, social, social and furthermore to financial settings. Different little revolts were going on in the nation by reformists and moderate Nationalists. With the foundation of Spanish Constitution in 1812 the government of the old system has been annulled. This change prompted the foundation of a good state with all the more ideologically developed nature. After the production of the Spanish Constitution and previously

Brave New World :: essays research papers

Today there are solid discussions and inquiries concerning the exceptional forward leaps in science, for example, cloning, in interchanges through the Internet with its ceaseless pool of information, and the expanding level of inundation in diversion. Individuals confronting the 21st century are attempting to decide if these new real factors of life will improve it and bring life as they probably am aware it to an extraordinary uncommon level, or if these new items will contribute and maybe even reason the annihilation of society and life. To many cloning, blue penciling, and complete submersion diversion are new, however to the individuals who have perused Brave New World by Aldous Huxley, the themes are suggestive of the awfulness that is found in Huxley's anecdotal idealistic reality where the dehumanizing of man is accomplished in light of a legitimate concern for "Community, Identity, Stability," the world state's adage. The epic Brave New World shows that all together for an idealistic culture to accomplish a condition of solidness, lost distinction, and the fixing of Mother Nature must happen. Effectively designing these conditions delivers a reality where individuals are at last living "happily ever after," however at an incredible expense. The hour of Brave New World is later on the planet earth and it is, a skeptical bookkeeping of the shape a deductively arranged network would take, of its sterility and human void. Ten controllers of the world states decide all parts of society. Kids are conceived in state incubation centers where as per what social class they can't avoid being, they are given or denied certain components that are basic to appropriate turn of events. The residents are glad and substance with their basic lives as it is appeared in the novel when it is expressed, "We would prefer not to change. Each change is a hazard to stability," in that lies the issue. The key fixing to solidness that the novel suggests is that independence must be missing. The administration in Brave New World comprehends that reality and in the realms of one of the ten controllers of the world states, "[there is] no progress without social security. No social solidness without individual stability." The requirement for soundness makes an administration which accepts that steadiness can be accomplished if individuals think and appear to be identical. Solidness, as a result, requests robots, not individuals. The fundamental component of what makes an individual human and special are the feelings that possess their brains, which they can control somewhat.

Writing to Attract a Certain Readership

Writing to Attract a Certain Readership The process of writing is more than just knowing how to put words together â€" its also about knowing how to put words together effectively. Proper grammar, while necessary to achieve a certain level of professionalism and validity to your writing, will only get you so far as a writer. There are also nuances like tone, aesthetic distance, connotation, and style that are necessary considerations if you wish to achieve a particular purpose with your words.ToneTone is the writers attitude toward his or her readers and toward the subject matter, and works the same way in writing as it does in meeting someone for the first time and establishing a connection or rapport with them. Have you ever met someone for the first time and immediately liked that person because of their attitude? Or maybe conversely, you met them and immediately disliked them because their attitude?As humans, we subconsciously pick up on signals others give us through their body language, word choice, articulation, and approach to a topic. Language is a mathematical process in its basic rules of syntax and grammar, but beyond those, it turns into a pure art form that can be manipulated in multiple ways to communicate. Although its more difficult to pick up on a writers tone than it is to pick up on a speakers tone (because we dont hear the inflection and volume of the writers voice), tone is still present, and it is still a subconscious indicator for the audience.This is why it is so important as a writer to consider the tone that comes across in your writing. Measuring that tone against your intent is a crucial step in creating effective writing that will capture your intended audiences attention and achieve the goal you have for your content. If you are selling something, a positive, expert tone is best; if you are writing to persuade your readership to vote for a particular candidate, using the majority of the content to criticize that candidates opponent too often comes across as juvenile and unprofessional.Aesthetic distanceA writers aesthetic distance is their emotional involvement in their work. As with tone, often it is easier to determine emotional involvement when you can hear the words and inflection; however, it is still present in the written word. In the same sense that a speech can be boring and monotone, showing little to no emotional involvement on behalf of the speaker, written content can take on the same sound, even if that sound is only in the readers head while reading your words.Take the following examples:Product A was released last year and has grown in popularity. Customers have given rave reviews and the online buzz is continuing to spread. Try it today and see what everyone is talking about.I admit â€" I was skeptical at first. Despite the glowing online reviews of Product A, I didnt expect the exceptional quality, amazing features, and ease of use that I encountered when I tried it for myself. Now, I know it is a product that I not only cant liv e without â€" its one that I cant wait to share with my friends and family.Now ask yourself which one shows more emotional involvement on behalf of the writer. Its obviously example 2, and beyond showing more emotional involvement, it is also the more interesting paragraph to read. In marketing, this is the type of paragraph that will get and hold a readers attention because it is personal, it is emotionally involved, and the aesthetic distance (or lack thereof) of the author creates a better rapport with the intended audience.ConnotationWe all know that a words connotation is important, especially when it comes to communicating with a wide audience. Just as an author would want to avoid bias and stereotyping in his or her writing, its also equally as important to pay attention to the connotation that words might have to all audiences reading the content. Is there a word that would have a negative connotation to a certain readership? If so, its best to replace that word with somethi ng less combative or risky in order to avoid alienating your readership.In the same sense, if you are narrowing your writing to a very specific audience, the connotation of a word can have a big role in this process. This is where buzzwords and jargon are likewise helpful â€" if you know the words that will get a certain audiences attention, use those words and know the connotation of them before you do. Usually this requires research, but a Google search will generally give you all of the information you need to know about a words connotation and denotation among various audiences.StyleStyle in literary terminology refers to the way a writer expresses a particular thought or idea. It is the concept of how word choice, while crucial, is only one part of the puzzle; a writer should also consider the most effective way to communicate that idea. Should it be through humor? Candor? Persuasion? Again, knowing your audience and knowing which style would be most attractive to them is impor tant if you want to communicate your message in the most effective way possible.Knowing your audience is everything. Spend the time researching on the front end to do this, and modify your tone, aesthetic distance, connotation, and style to make it happen.

Monet Essay - 751 Words

Monet Claude Monet was born in Paris, France on the 14th of November 1840. When Monet was 5 he moved to the town of Le Havre for the majority of his youth. Monet was considered to be undisciplined and unlikely to make an achievement of his life by his parents and teachers. His father owned a wholesale grocery that Monet showed no interest in inheriting. He was only interested in painting. By the age of fifteen he was receiving commission from his works. He later grew to become one of the greatest influential impressionist painters of all times. Monet was the leader of the impressionist movement. He influenced art by trying to paint his personal spontaneous response to outdoor scenes or events. Earlier artists had also painted†¦show more content†¦The Impressionists sought to create the illusion of forms bathed in light and atmosphere. This goal required an intensive study of outdoor light as the source of our experience of color. Shadows do not appear gray or black, as many earlier painters thought, but seem to be composed of colors modified by reflections or other conditions. In painting, if complementary colors are used side by side over large enough areas, they intensify each other, unlike the effect of small quantities of mixed pigments, which blend into neutral tones. Although it is not strictly true that the Impressionists used only primary hues, juxtaposing them to create secondary colors (blue and red, for example, to create purple), they did achieve remarkable brilliant effects with their characteristicall y short, choppy brush strokes, which so accurately caught the vibrating quality of light. Scientific studies of light and the invention of chemical pigments increased artistic sensitivity to the multiplicity of colors in nature and gave artists new colors with which to work. Special luminance was achieved by using new pigment colors like viridian green and cobalt violet (both invented in 1859) and cerulean blue (invented in 1860). These pigments, applied with newly available flat bound brushes, often were placed on the canvases covered with a base of white pigment (white ground), rather than with the brown or green tones favored by earlierShow MoreRelated Monet Essay1819 Words   |  8 PagesMonet2 Claude Monet is one of the most familiar and best loved of all Western artists. His images of poppy fields, poplar trees, water lilies and elegant ladies in blossoming gardens are familiar to people who have never seen the original paintings and may never have visited an art gallery. Monets works have won a place in the affection of the general public that seems almost without parallel. (Rachman, 4) In the decades since his death in 1926, Monets work has been intensely studiedRead More Monet Essays627 Words   |  3 Pages Monet nbsp;nbsp;nbsp;nbsp;nbsp;Over the years there have been many respectable artists but one of the most famous of these artists would have to have been French impressionist Claude Oscar Monet. nbsp;nbsp;nbsp;nbsp;nbsp;Monet was born on Nov. 14, 1840 in Paris, France and started showing an appreciation for art at an early age. When he was nineteen Monet decided that he wanted to attend art school and soon after that he entered the studio of Charles Glegre. While he was there he metRead MoreClaude Monet and Impressionism1107 Words   |  4 PagesWhen you talk about impressionism, you will always connect it with Oscar Claude Monet but there were many impressionist artists beside Claude Monet. But in this composition we will talk more about Claude Monet because he was the founder of Impressionism in the world. Oscar Claude Monet was the founder of impressionism. He is a famous french painter whose work gave a name to the art movement impressionism. Claude Monet’s famous quote is â€Å"merely think here is a little square of blue, here an oblongRead More Claude Monet Essay1280 Words   |  6 PagesClaude Monet Claude Monet made the art community address a revolutionary type of art called impressionism. In a style not previously before painted, impressionism captured a scene by using bright colors with lots of light and different shades to create the illusion of a glance. The traditional method of working in a studio was discarded and the impressionist artists carried any needed supplies with them into the countryside and painted the complete work outside. The manufacture of portable tinRead MoreArt Works Of Claude Monet1651 Words   |  7 Pageswell-known artist. There, I met a good friend of mine, Claude Monet, who is very passionate about art. We are very different when it comes to lifestyle, for I was the only child of a wealthy family who owns a business and Monet’s family was making enough to get by. Monet’s father, Adolphe Monet, was a grocer while his mother, Louise-Justine Monet, was a singer. Monet was very undisciplined as a child, for he loved to be outdoors. For Monet, going to school felt like prison, which explains why I rarelyRead MorePrinciples Of Art : Claude Monet1183 Words   |  5 Pagesâ€Å"father of French-Impressionist painting† Claude Monet. Monet was one of the most influential landscape painters in the history of art. He tirelessly painted the same series of works, only with minor changes related to the amount of light and the type of weather. In terms of themes, Monet would paint outdoor scenes while bearing in mind the effects of atmosphere, time of day, and season upon color and light. For many of his works, a person will find that Monet experiments with the color spectrum, demonstratingRead More Claude Monet and Impressionism Essay2256 Words   |  10 PagesClaude Monet and Impressionism Claude Monet was born in Paris on the 14th November, 1840. When he was five years old, he moved to the port town of Le Havre. For much of his childhood, Monet was considered by both his teachers and his parents to be undisciplined and, therefore, unlikely to make a success of his life. Enforcing this impression, Monet showed no interest in inheriting his fathers wholesale grocery. The only subject which seemed to spark any interest in the child was painting. HeRead MoreClaude Monet And The Art Movement1072 Words   |  5 PagesClaude Monet was a famous French painter whose work was the name of the art movement, Impressionism. Impressionism is concerned with capturing light and natural forms. Monet was born on November 14, 1840 and was born in Paris, France. At age 5, Monet moved to Le Havre, a port town in the Normandy region. He grew up there with his older brother, Leon. Monet was was decent student, but he did not like being in a confined classroom. He was more interested in bein g outside. At a young age, he developedRead MorePainting Analysis : Claude Monet1585 Words   |  7 Pages Claude Monet, a french painter, painted the Church at Varengeville, Grey Weather, in the year 1882, in the midst of his artistic career. Varengeville-sur-Mer is a small commune in the Seine-Maritime of the north-western region in France. The painting is oil paint on a canvas about 25 by 32 inches, and hangs directly on the wall, in a simple ornate frame.The work’s current location is in the Speed Art Museum, in Louisville, KY. The artwork is hung at a horizontal orientation. In the upper leftRead More Claude Monet: Grainstack (Sunset) Essay1650 Words   |  7 PagesClaude Monet: Grainstack (Sunset) Claude Monets Grainstack (Sunset) is the painting I chose from the Boston Museum of Fine Arts. Monet was an impressionist painter in France, and did most of his work at his home at Giverny. Impressionism got its name from a painting that Monet painted, Impression Sunrise. Impressionist paintings are put into a category based on characteristics such as light that draws attention to objects, rough textures, and visual pleasure that the viewer receives upon looking

The Decision Of The Fourteenth Amendment On The Color Of...

having children attend school based on the color of their skin was unconstitutional and it damaged children, especially African American children. The Court concluded that it was in violation of the Fourteenth Amendment to keep individuals separate based on the color of their skin. The decision in Brown was one of extreme importance and significance that could have represented a new start in the Supreme Court regarding civil rights cases. However, that was not the case, after Brown II the Supreme Court refused to hear a case that was on appeal: Naim v. Naim, Mr. Naim and Mrs. Naim one were white and the other was Chinese. The two individuals were residents of Virginia, where it was illegal for a white person to marry a person who was not white. The couple traveled to North Carolina to get married. After a while Mrs. Naim decided that the marriage wasn’t going to work so she sued her husband for an annulment claiming that their marriage was not valid because of the law in Virgi nia. Mr. Naim appealed to the Supreme Court and as the court was breaking down the segregation system they chose not to hear the case. â€Å"Naim v. Naim was an embarrassment only because it was out of the question, in 1955, that the Court upheld the constitutionality of a law prohibiting interracial marriage yet the constitutional object† . This again emphasizes the weight and importance of the framing of the Fourteenth Amendment. The framers chose the option that meant the Constitution could beShow MoreRelated Hate Crimes and The Mitchell v. Wisconsin Decision Essay example5764 Words   |  24 PagesHate Crimes and The Mitchell v. Wisconsin Decision The American Heritage Dictionary defines hate as intense dislike or animosity. However, defining hate as the basis for a crime is not as easy without possibly jeopardizing constitutional rights in the process. Hate crime laws generally add enhanced punishments to existing statues. A hate crime law seeks to treat a crime, if it can be demonstrated that the offense was a hate crime differently from the way it would be treated under ordinary criminal

Norfolk General Hospital Free Essays

I enjoy playing soccer and have played Beach FCC for the past seven years. I live In the Foxfire subdivision with my mom, dad, sister, and my brother. Living In Valhalla Beach provides me with many opportunities Including great schools, beaches, and professional level playing fields. We will write a custom essay sample on Norfolk General Hospital or any similar topic only for you Order Now I am 5’9 and weigh 160 pounds and have dirty blonde hair and green eyes.. I am a sophomore at Keller High School. Like many first Impressions, and perhaps contrary to Individual perception, the life of being a high school student Is not all about studying, attending class and socializing with peers. As you look at my public persona, you will notice that most of my pictures depict my family. I am very close to my family and my yellow lab Jake. Jake also represents loyalty. I do my best to be accountable and remain loyal to my friends. My buddies view me as a class clown, because I enjoy having fun. Most of the time you find me playing soccer or hitting jumps at the motocross track. I lead a very active lifestyle involving golfing, basketball, and going to the beach. When I am not enjoying the outdoors playing sports, my parents keep me very busy mowing the lawn and completing various chores. When I’m inside I play several online shooter games. My private persona shows more of my spiritual and intelligent side. My dream Is to someday become a doctor. The rock climber picture illustrates my determination o reach and achieve my goals. I am driven by challenges represented by the crossword puzzle. I feel strongly that by having a relationship with Jesus all things in life are possible. I view myself as a hard worker and somewhat of a perfectionist. The no cavities picture illustrates my personal sense of pride about my appearance. I enjoy listening to Ill Wayne and his lyrics â€Å"Life is a beach I’m Just playing in the sand† personifies much of my demeanor. I want to enjoy life to its fullest each and everyday goddaughter live in the Foxfire subdivision with my mom, dad, sister, and my brother. Living in Virginia Beach provides me with many opportunities including great schools, Like many first impressions, and perhaps contrary to individual perception, the life of being a high school student is not all about studying, attending class and socializing playing soccer or hitting Jumps at the motocross track. I lead a very active lifestyle My private persona shows more of my spiritual and intelligent side. My dream is How to cite Norfolk General Hospital, Papers

The Role of expatriation in MNC International Assignments Essay Example

The Role of expatriation in MNC International Assignments Paper This assignment examines the role of expatriate staff in the success of a multinational corporation (MNC) reviewing literature on international human resource management, knowledge transfer, the benefits of employing expatriates for international assignments and cross cultural training. The literature stipulates that having experienced international staff is a principle source of competitive advantage for a multinational corporation (MNC) (Hamill, 1989; Harris and Moran, 1996; Bender and Fish, 2000; Luthans and Farner, 2002; OKeefe, 2002; Paik et al, 2002; Vance and Paik, 2002; Harvey and Novicevic, 2005; Shen, 2005; Shih et al., 2005). Increasing globalisation and internationalisation has meant that international assignments are no longer reserved for a small number of top flight executives (Bonache, 2005), so companies can now recruit a wider range of individuals to expatriate and develop into internationally aware talent. Some researchers (Webbe and Wright, 1996; Yarvas and Badur, 1999; Stanek, 2000; Downes et al., 2002; Suutari, 2003) have recognised that individuals are more likely to accept further international assignments if their first was successful, so it is in the best interest of companies to expatriate their staff effectively. This assignment is a broad review of the literature. It will explore the reasons behind the employment of expatriates in MNCs, and will provide an overview of the processes which MNCs should adopt in order to successfully manage their international staff. An MNC is a firm that owns business operations in more than one country (Hill, 2005). In terms of their international workforce, there are three types of employee; the Host Country National (HCN), local managers employed by the MNC, Parent Country Nationals (PCN), those who live, and work in a subsidiary of the MNC away from their home country and are citizens of the country where the MNC is based, and Third Country Nationals (TNC) who are employed by a MNC but are citizens of a country other than the one in which the MNC is headquartered or the country in which they are assigned to work. (Hodgetts and Luthans, 2003) We will write a custom essay sample on The Role of expatriation in MNC International Assignments specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Role of expatriation in MNC International Assignments specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Role of expatriation in MNC International Assignments specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The literature identifies three main reasons for why MNCs send out expatriates: position filling, transferring technical skills and knowledge; management development, giving international experience to national managers; and organisation development maintaining the structure and decision processes of the parent company (Hamill, 1989; Harzing, 2001; Baruch et al., 2002; Morgan et al., 2004). MNCs should recognise that selection and subsequent management of expatriates will differ, depending on the reasons behind the expatriation. Perhaps the most persuasive argument as to why expatriates are needed in MNCs is due to knowledge transfer (Bender and Fish, 2000; Harvey and Novicevic, 2001; OKeefe, 2002; Fish 2004; Crocitto et al., 2005; Shih et al., 2005). Colgate-Palmolive, have harnessed their expatriates knowledge into a massive database which can be accessed by other managers throughout the company (Anon, 2003). As some researchers have recognised, if companies can effectively harness the knowledge which their expatriates have acquired during their international assignments, they can attempt to establish an international learning organisation, which would be a valuable source of competitive advantage (Bender and Fish, 2000; Harvey and Novicevic, 2001; OKeeffe, 2002). The benefits of expatriates are numerous. The expatriate will gain a holistic overview of the company at an international level which will enhance business awareness, planning and motivating techniques (Webbe and Wright, 1996; Stanek, 2000), ensuring the development of a pool of specialist employees who are more internationally business aware and culture savvy. Despite the obvious benefits of employing expatriates, the drawbacks are equally as numerous. The failure rate for expatriate assignments is staggering, and the direct costs arising from this failure are estimated to be as high as $1,000,000 per unsuccessful expatriation (Luthans and Farner, 2002). The hidden costs including a loss of business and reputation, and a negative effect on local morale (Hamill, 1989; Yavas and Badur, 1999) are equally high. The reasons for failed expatriate assignments can stem from a poor selection of candidates, a lack of cross cultural training, poorly designed compensation packages, inability to adapt to the new local environment, and a lack of preparation for repatriation (Hamill 1989; Darby, 1995; Crocitto et al., 2005). Such problems can have a massive impact on the individual, including a loss of self esteem, feelings of failure, and an inability to properly readjust to life back in the domestic country (Yavas and Badur, 1999; Banoche 2005). OKeeffe (2002) suggests that such difficulties can lead to depression, alcoholism and extra marital affairs. Nevertheless, the alternatives of sending out expatriates are very few. One suggestion is that of virtual expatriation, whereby the individual remains at their home base, but confers with the overseas office by means of videoconferencing, taking short term trips to the subsidiary if necessary. This cuts costs and the burden of coping with new cultures and family concerns, but still enhances the communication and business skills of the individual as he works closely with the foreigners in the subsidiary (Stanek, 2000). However employees choose to take international assignments for reasons including a chance for personal career development and for the adventure that these experiences can provide, and by using this technique, these may be diminished. Despite the problems and costs that arise from failed international assignments research empirically shows that companies do little to assist their expatriates. This is perplexing as the development of a pool of experienced international managers and staff is in a firms best interest, considering the benefits and competitive edge over their competitors that this would give them (Selmer, 1999; Shen, 2005). There is a superfluous of literature available on how MNCs can successfully manage their expatriates. This needs to include the selection of the right individuals to be expatriated, how to prepare these staff for their experience including any family or organisational concerns they may have, preparing an effective compensation package, and repatriation. The selection of staff to go an overseas assignment is difficult, and if the right candidate if not chosen the chances of the assignment being successful are slim. MNCs need to recognise that individuals need to have skills and abilities over and above those that are required at a national level (Hamill, 1989; Rodrigues, 1997; Yavas and Badur, 1999), and should understand that due to differences in culture across the world, as Darby (1995) illustrates, although someone is an excellent manager in the UK, they may not be elsewhere in the world. Harvey and Novicevic (2001) recognise that individuals with the right competencies can support and promote knowledge transfer throughout the organisation, and will be more able to appreciate, and take advantage of, trends at a regional, national and international level, based on the skills developed and acquired overseas. In her research, Suutari (2003) identified motivators that affect the likelihood of an individual accepting an international assignment. These include a personal interest in expatriation, for the experience this offers, and to further their own careers, however the acceptance of an offer can depend on factors such as age, and marital status. The literature acknowledges many attributes and competencies that expatriates should have, and there is little controversy in the research as to what these are (Yavas and Bardur, 1999; Baruch et al, 2002; Fish, 2004; Holopainen and Bjorkman, 2005). Having undertaken an extensive review of the literature, Jordan and Cartwright (1998) identified that the most prominent of these are four key competencies, relational ability, cultural sensitivity, linguistic skills and the ability to handle stress; and three main attributes, low neuroticism, moderate extroversion and a high openness to experience. Research also suggests, however not significantly so, that individuals with high emotional intelligence, the ability to understand and control ones own emotions, be socially aware, build strong relationships and communicate well with others (Goleman et al. 2001), will be able to prosper and adjust well during an international assignment (Gabel et al.,2005; Tan et al., 2005). If MNCs can factor these components into their selection process for expatriation, they will be more likely to ensure the success of the assignment. It is important to note however, that as well as having the right person in place, there are a number of organisational determinants that can affect the success of an international assignment. Morgan et al. (2004) suggest that the type of work that the expatriate will be undertaking can have a substantial impact on their success. Individuals working in the upstream functions of Porters value chain, such as logistics and production will have less difficulty in adjusting to their new environment than those working in downstream functions, such as marketing or sales. This is due to the fact that individuals working in these latter functions will have more personal contact and integration with HCNs, and so will be more aware of the cultural differences. The systems that a company has in place can impact the outcome of an international assignment. If the systems used in the subsidiary are different to those in the home country, the expatriate will have to overcome this as well as coping with adjusting to external cultural differences (Morgan et al., 2004) Research has found that companies can affect expatriate success by remaining in communication with their international employees (Yavas and Badur, 1999; Harzing and Christensen, 2004; Bonache, 2005). This would calm any fears of isolation and ambiguity, which can lead to the failure of an assignment. Additionally, Wright and Baker (1996) suggest that companies should allow their expatriates some time to settle in to their new environment and become accustomed to their new environment before assuming their full job responsibilities. Once a MNC has established what operational factors can be altered to facilitate the success of the international assignment, the company needs to establish any family related factors that could affect the assignment. Approximately 60 percent of international assignments fail due to family problems (Ruhsing and Kleiner, 2003) which could be due to difficulties of the partner or spouse adapting to the local environment, and often, they have more trouble adjusting than the expatriate themselves (Fish and Wood, 1997; Suutari and Burch, 2001). This is due to the fact that they are mainly left to cope on their own without the support of the MNC however the company can take steps to resolve this. MNCs need to be aware of the growing number of dual career couples in the workplace. According to the research, very few firms have made an effort to support such families, and if companies fail to address these problems, then they will suffer from both a lack of suitable individuals accepting overseas assignments, consequently limiting their pool of international talent (Selmer, 1999; Yavas and Bodur, 1999b; Riusala and Suutari, 2000; Moore, 2002) To limit the extent of these problems, research suggests (Fish and Wood, 1997; Simeon and Fujiu, 2000; Rusing and Kleiner, 2003) that companies should endeavour to create a network of expatriate families before departure, to reduce the feelings of isolation that can go hand in hand with moving to a new country, away from family and friends. Many spouses leave careers, so some companies have began to provide career advice, and have even considered employing spouses at the subsidiary (Fish and Wood, 1997; Riusala and Suutari, 2000; Glanz and van der Sluis, 2001; Baruch et al 2002). The children of expatriates are another concern. There is little research on this area, however Rhushing and Kleiner (2003) suggest that these children should be given cross cultural and language training, and the MNC should make an effort to find out about child care or the schooling in the destination country, and if necessary, contribute towards fees or costs. Hurn (1999) recognises that ideally where children are involved, companies should coincide the dates of the assignment with school terms, to limit disruption. Expatriate families will also have concerns about housing, both at the destination, and regarding what should be done with their family home. Pets are another concern, however Rushing and Kleiner (2003) suggest that companies should take advantage of professional specialist services that can assist with the practical side of the move. The firm also needs to consider soft factors, principally cross cultural training, to facilitate the move. Research proves that any type of cross cultural training facilitates expatriate adjustment, as it enables individuals to better understand, and integrate themselves with foreign cultures (Treven, 2003; Jassawalla et al, 2004; Waxin and Panaccio, 2005). Luthans and Farner (2003) suggest that this training should be a mixture of both social norms, and business culture to be most effective. Historically, pre-departure training has been generic however some research found strong evidence to suggest that such training can be improved by including the opinions of HCNs (Vance and Paik, 2002). Some of the literature suggests that firms should undertake post departure training, yet Shih et al. (2005), in their study of the management of expatriates in five large MNCs found that this didnt occur at all. There is a distinct lack of congruence between management practices and the advice in the literature on training and development (Shen, 2005; Lewis, 1996). This is again paradoxical, as it would be in the best interests of the company to provide such training, not only to limit the costs of a failed expatriation, but as the world is becoming more globalised and interdependent, it is likely that the company will have increasingly more customers, suppliers, and other employees from different cultures. Hence, MNCs need to ensure that they have some type of cross cultural training in place. Perhaps the example set by the Finnish MNCs, whom have a proportionately higher number of successful expatriates than other countries, can be followed (Suutari and Brewster, 2001). One reason why they are so successful is that they have a longer period between the selection of expatriates, and sending them abroad, allowing more time for support and training, showing how important this training is. Once the expatriate is on their assignment, there is a wealth of research to suggest that assigning the expatriate an international mentor can help alleviate any feelings of isolation, and provide support (Downes et al., 2002; Harzing and Christensen, 2004; Crocitto et al., 2005). Crocitto et al. (2005) suggest that the expatriate should have a network of experienced mentors, so that they can obtain social support, or business advice from a number of different sources. This really is a method of knowledge sharing, and so can be of mutual benefit for the organisation and the individual. This will only be possible however, if the firm has had some considerable experience on the global arena. A final factor that MNCs need to consider when preparing to expatriate an employee is the compensation and reward package that they provide. Researchers recognise that reward packages that attract, retain and motivate outstanding employees going on international assignments are essential in achieving organisational goals (Phillips and Fox, 2003; Simms and Schraeder, 2005). However Banoche (2005) has found that many expatriates are unsatisfied with their compensation packages (Banoche, 2005). The most common approach is the balance sheet approach, whereby the expatriate keeps their home salary but is given extra compensation to cover such costs as living allowances and long and short term performance incentives. Some companies even provide support for spouses or partners (Phillips and Fox, 2003; Sims and Schraeder, 2005; Banoche, 2005; Baruch et al 2002). There are many criticisms of this approach. As Phillips and Fox (2003) remark, it can be costly if the expatriate assignment runs for a long time, and it can create friction between expatriates and local workers doing the same job but for lower pay. To cut down on the expense of expatriates, Selmer (1999) identifies that increasingly, firms are reducing expatriate compensation packages or cutting extra compensation all together, reasoning that international experience is essential for career advancement, and is a necessity in todays globalising environment. However, expatriates are not likely to function properly if they cannot see a clear link between performance and reward, not only in regards to their financial compensation, but their future career progression (Harzing and Christensen 2004). Shih et al., (2005) remark that this may be a sign that MNCs themselves are unsure as to how to harness and develop their management talent, especially on repatriation. This is the final step in expatriation, and should be an integral process, thus needs to be managed effectively for the assignment to be a success. Repatriation is often overlooked (Paik et al., 2002), and research has found that people are significantly less satisfied by their repatriation, than expatriation (Morgan et al., 2004). Some companies, including Unilever and GlaxoSmithKline have sought outside advice to help this transition (Hurn, 1999). Companies need to realise that problems at this stage can seriously diminish the psychological contract that employees have with the firm, resulting in low morale, and high turnover (Fish, 2004). If this occurs, then the knowledge and expertise that the expatriate has gained from going overseas may be lost to a rival firm (Anon, 2003; Crocitto et al., 2005; Shih et al., 2005) Typical repatriation problems include feelings that the international assignment is not of as much value as expected to the company and financial difficulties, due to readjusting back to the basic reward package (Selmer, 1999). Change is another massive problem. Depending on the duration of the assignment, the likelihood will be that both the employee and the company will have changed considerably. This organisational change not only relates to systems and technology, but the turnover of colleagues and support networks (Paik et al., 2002; Baruch et al., 2002). To facilitate repatriation, MNCs should keep channels of communication open to provide support to the employee, continuing after the assignment has finished. Hurn (1999) suggests that firms should debrief the employee, identifying areas of skill development and deficiency, and actively search for roles that will now utilise and develop these skills further, showing commitment to the employee and enforcing the psychological contract. He remarks that repatriation should not be seen as a separate phase, but a holistic career step, and an intrinsic component to the expatriation process (Hurn, 1999). To summarise, firms can reduce the expense of failed international assignments by ensuring that they follow the necessary steps to select, expatriate, train and develop, and repatriate their staff. As discussed, the benefits to both the firm, and the individuals involved are substantial, and by following this process, firms can establish and nurture these international experiences into a source of key competitive advantage.