The Chinese Civil War - 2605 Words

The Chinese Civil War Evaluate the reasons for the success of Mao and the communists gaining support during the Chinese Civil war. By: Chia Ni Wu 13th May, 2010 Teacher’s Name: Mr. Smith Total Number of Pages: 11 {2,903 words} Table of Contents Abstract . . . . . . . . . . . . . . . . . . . . . . . . ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4 Body . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ... . .†¦show more content†¦Therefore, the reasons of Mao’s victory could be clearly related to the outcome of the war; the Mao and the CCP defeated the KMT and established the People’s Republic of China in 1949. Towards the end of the Chinese Civil War, the Chinese Communist Party under the leadership of Mao Zedong was able to defeat the Nationalists Party (KMT) which was under Chiang Kai-Shriek. Several reasons have lied upon the triumph of the CCP. Mao and his party were capable of gaining support from the majority of the population through their restrained land policies; they were also able to take advantage of KMT weaknesses, in addition to their complete dedication during the years. {408 words} Body Throughout the history of China, the civil strife in China had marked a significant event. With two parties established; the Nationalist known as Kuomintang (KMT) and the Communist known as the Chinese Communist Party (CCP), conflicts between them began to erupt due to their difference in beliefs when CCP began to question to morality of democracy and capitalism. This led to the Chinese Civil War (1945-1949). Although many see that, â€Å"early in the civil war it looked as though the Nationalists might prevail. They controlled key cities, their well-equipped troops far outnumbered Communist troops, and they had support from the United States,† (Tamura 180) the outcome of the war was not what everyone thought to be due to manyShow MoreRelatedThe Chinese Civil War1393 Words   |  6 PagesThe Chinese Civil War began in April 1927 and involved two Chinese groups with different views on how the country should be ran. The first group were forces that were loyal to Kuomintan g also known as the KMT were Chinese Nationalists of the Republic of China led by Chiang Kai-Shek. The other group was the Communist Party of China also known as the CPC who were led by Mao Zedong. The first major military campaign in the civil war was the Northern Expedition which was fought from 1926 to 1928 theRead MoreChinese Civil War : The Wuchang Uprising1649 Words   |  7 PagesDue to many economic issues in China, including the devastating effects of the Opium Wars of European imperialism, the Wuchang Uprising, followed by the Xinhai Rebellion, occurred and led to the Qing Dynasty s fall in 1911 (Szczepanski; Wuchang). Soon after, the Kuomintang (Chinese Nationalist Party), under the leadership of Sun Yat-sen, established the Republic of China, but it did not stop the centralized political power in China from becoming dismantled and fragmented into many warlord factionsRead MoreA Brief Note On The Chinese Civil War1769 Words   |  8 PagesThis essay examines the Chinese Civil War between 1945–49, which resulted in the victory of the Chinese Communist Party (CCP) over Chiang Kai-Shek and the Kuomintang (GMD) and the founding of the People’s Republic o f China (PRC) in 1949. Many historians have attributed the victory of the communists to social, political and economic reasons how this ultimately won them war, however other reasons need to be taken into account when discussing the victory of the communists such as the transformationRead MoreWhy the Chinese Nationalist Party lost the Chinese Civil War.2868 Words   |  12 PagesOn 1 October 1949, Mao Zedong, leader of the Chinese Communist Party declared victory over the Nationalist Party (Guomindang) and brought an end to four brutally long years of Civil War. The Communist victory in the Civil War has however, created significant debate among historians, namely: was a Communist victory inevitable and if so is it more sensible to see the Chinese Civil War as a Communist victory or as a Nationalist defeat?When researching these questions it becomes blatantly obvious thatRead Moreâ€Å"Mao’s Leadership Was the Crucial Factor in Leading the Communists to Victory in the Chine se Civil War (1946-1949)†. Discuss the Validity of This Claim.2586 Words   |  11 Pagesâ€Å"Mao’s leadership was the crucial factor in leading the communists to victory in the Chinese Civil War (1946-1949)†. Discuss the validity of this claim. The Japanese had begun to occupy China in 1931. Their primary insurgence began in Manchuria, in the northern part of China. This sudden invasion meant the two stronghold political parties at that time in China had to form the Second United Front in order to stop the incoming invaders. However in 1945, the Japanese had surrendered due to the atomicRead MoreThe Chinese Revolution of 19491633 Words   |  7 PagesThe Chinese revolution of 1949 Introduction The declaration of the People’s Republic of China (PRC) in 1949 by the Chinese Communist leader Mao Zedong signified a revolution in China that brought an end to the costliest civil war in Chinese history between the Nationalist Party or Kuomintang (KMT) and the Chinese Communist Party (CCP) that had lasted a period of 22 years from 1927 to 1949. The Chinese revolution of 1949 signified the beginning of an era of Communist Chinese rule ushered in by theRead MoreCommunism in China Essays841 Words   |  4 PagesWorld War II. Soon after the Japanese surrendered at the end of World War II, Communist forces began a war against the Kuomintang in China. The Communists gradually gained control of the country and on the 1st October, 1949, Mao Zedong announced the victory of the Communist party and the establishment of the Peoples Republic of China. China has been ruled by the Communist party ever since. It was the events between 1946 and 1964 that strengthened communism in China. At the end of World War II, theRead MoreEssay on The Ideology of Mao Zedong886 Words   |  4 Pagesgreatest leaders in the history of New China. The influence of Mao’s theory is profound and lasting. He is a great thinker, poet, and a highly intelligent military strategist. Under his leadership and the actions he performed during The Long March, Chinese Civil War then defeating the Kuomintang Party to built the New China are the main epic episodes. Mao ZeDongs extravagant actions made two of the many changes to China. 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This being in the southern province of Hunan, China, Mao grew up living an average peasant life which where his time was mostly comprised of working in the rice fields. He had no siblings, only parents, his father, Mao Zedong was a grain dealer, and his mother, Wem Qimei, was a responsible for raising

In September 1969, Ho Chi Minh Died Of A Heart Attack In

In September 1969, Ho Chi Minh died of a heart attack in the city of Hanoi. Despite Nixon s attempts at de-escalation, he was also secretly increasing bombing campaigns in Laos and Cambodia in order to stop the supplies coming from the Ho Chi Minh trail. The operation was kept secret from congress and the American people because Cambodia was technically a neutral country. The operation authorized B-52s to bomb Vietnamese bases and supply areas outside of Vietnam. A total of 111,000 tons of bombs were dropped from 1969 to 1970 inside Cambodia. Consequently, protest erupted over Nixon’s decision to further expand the war into neutral territory. The most famous protest over the bombings in Cambodia took place an American college campus†¦show more content†¦While Easter Offensive was happening, Henery Kissinger was negotiating with the North Vietnamese. However, the North Vietnamese negotiator walked away from the negotiation table and the Nixon administration gave the No rth Vietnamese an ultimatum; return to the negotiation table or else. The North Vietnamese did not return and Nixon retaliated with the Linebacker offensive. The new offensive included sending 700 B-52 bombers and 1,000 jet fighters to bomb the City of Hanoi for 11 days. Nixon also ordered bombing on the NVA in the cities they had taken during the Easter Offensive. The Linebacker offensive was successful and 8 days after the operation had ended, the North Vietnamese began negotiations again After 3 years of negotiations, leaders from all 3 sides including the United States, the North Vietnamese government, and the Vietcong all came together to sign a final resolution. The resolution named the Paris Peace Accords was signed by all 3 parties on January 27, 1973. 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Ability to Prepare International Human Resource Management

Question: Discuss about the Ability to Prepare for International Human Resource Management. Answer: Introduction of Australia and scenario of international human resource management The companies that want to expand their business in overseas countries must have the ability to prepare a strong group of skilled employee, who have the knowledge and aptitude of performing business deeds competently in the overseas countries and dealing with unpredictable difficulties efficiently (Armstrong Taylor, 2014). In the present study, the chosen country is Australia, where the organisation wants to send its team of 10 senior executives for an important assignment. The organisation has gained significant reputation in Singapore since its establishment. Therefore, to maintain its reputed position and competitiveness in the overseas market, the company wants to ensure that the staffs it is sending to Australia are able to survive in different environment of the country and perform efficiently. Therefore, the human resource director is responsible for collecting and providing necessary information regarding climate, language, and culture and working style of their Australian subsidiary for increasing their knowledge and confidence of performing tasks effectively. Organisational structure and design of the overseas subsidiary comparing with the headquarter in Singapore Different organisations adopt different organisational structures and designs based on the cultural dimensions of that country. Hence a significant difference can be seen in the organisational structures of the headquarter situated in Singapore and the subsidiary in Australia. With the help of Hofstedes model of national cultural dimensions the comparison between Australia and Singapore can be done effectively (Berman et al. 2015). Figure 1: Hofstedes national cultural dimensions (Source: Budhwar Debrah, 2013) In terms of power distance, Australia score very low, 36. In this country, hierarchy is set up for convenience. In the organisation of this country, managers remain always accessible and they rely on the team and individuals for their proficiency. Information is shared frequently to among the managers and employees and direct, informal and participative communication is carried out among between superiors and employees. On the other hand, Singapore scores high in this dimension, 74. The Confucian background dominates the society of Singapore and a unequal relationship can be seen among people. In the organisation, the power is centralised and managers are deepened on the rules and their bosses (Bratton Gold, 2012). In the dimension of individualism, Australia scores 90, as the culture is extremely individualist. As per this dimension, employees have to be self-reliant they must display initiatives. Employee promotion and hiring are done considering their skills and knowledge. Singapore scores 20 in this dimension. It denotes that organisational structure is based on group work and all the group members are responsible and loyal to each other. Indirect communication is carried out among employees and relationship has an ethical basis and has priority over completing tasks (Aswathappa, 2013). In masculinity v femininity, Australia scored 61, which indicate it as a masculine society. Individuals behaviour within the organisation is influenced by the shared values that they must attempt for being the best. The pride and success of Australians is the basis of hiring new employees and promoting the existing employees. Singapores score is 48 in this dimension and it is a feminine society. Conflicts are ignored in clandestine and ultimately harmony is curial (Mathis et al. 2016). Figure 2: Comparing Australia with Singapore (Source: Storey, 2014) Uncertainty avoidance is the process of dealing with future that is done in different ways by different societies. If employees feel much threatened with the uncertainty then it reflects on the score. In this dimension, the score of Australia is moderate 51. Singapore scores 8 in this dimension. Here, employees are stand to so many rules due to high PDI (Alfes et al. 2013). In the dimension of Long-term v. Short-term orientation, Australia scored 21 that denote its normative culture. Therefore, people in the organisation are more concerned with attaining quick results as compared to saving for future. The score of Singapore is 72 in this dimension. It signifies that cultural qualities support long-term investment like sustained offers, persistence, thrift, being bare with resources, slow results and so on. They believe in carrying it open communication and focuses on the way of doing business (Purce, 2014). Australias score is 71 in the indulgence dimension. It is a luxurious country. People live a indulgent life and spend money as per their wish. Singapore scores 46 in this dimension, which is intermediate. Hence, it is difficult to determine the penchant on this dimension (Stahl, Bjrkman Morris, 2012). Analysing the staffing process for the overseas project According to Renwick, Redman Maguire (2013), while recruiting employee for international assignment, it is crucial for the HR director of the company to identify the level of international competitiveness of the probable applicants. In order to increase the strength of the team is to be send in Australia the HR director decided to recruit employees from the outside of the organisation. It is necessary that all the 10 members of the group remain informed about the troubles of international business. Moreover, the HR director must have the information regarding the availability and skill of the labour market. In order to recruit the right employee at a right time, the company would follow the ethnocentric approach, and would select staffs only from the parent country. The rationale behind following the process is, the employees of the parent country can represent the interest of headquarter situated in Singapore, in a superior manner. The process contains four steps are self-selection , creating an applicant pool, assessing technical skills and making shared decision (Ehnert, Harry, Zink, 2013). Although, cultural difference influence the process of selecting; however organisations manly follow similar methods for hiring staffs across the world. This is because; the ultimate objective of any recruitment and selection process is to recruit the most knowledgeable staffs. The company would carry out a session of personal interview after short-listing the resumes of the applicants. Then the applicants, who would clear the step, would appear in the test. The test includes personality test, drug test, physical test and cognitive test. After that, the most eligible candidates would be selected for the overseas assignment (Jackson, Schuler Jiang, 2014). Analysing the process of training and development for the global assignees In order to deal with the uncertainties of the overseas market and perform competently, the recruited staffs would be provided with a cross-cultural training. In this type of training, employees would be trained for increasing their skills and knowledge of emigrants to live and perform effectively and gain broad life satisfaction is a different host culture. It would help the employees to enhance cross-culture adjustment and cross-culture interactions (Griffin Pustay, 2012). Effectiveness of the training is reflected by the behavioural, affective and cognitive changes that occur at the time of CCT event. For increasing the efficacy of the CCT or the changes occurs during the training, the HR director has to follow a systematic approach for designing the CCT programme effectively. This should follow some sequential steps are as follows (Jackson, Schuler Jiang, 2014): Identifying the form of international assignment for which the CCT event is required Determining the particular CCT program needs Setting up goals and measured to determine the effectiveness of the training Developing and delivering CCT event Analysing the effectiveness of the training program This process would be helpful for the company to analyse the existing skills and enhanced skills of the staffs after the training is completed. Analysing the remuneration package of the global assignees The assignees are to send for the global assignment should be provided with an appropriate remuneration package. Mello (2014) stated that while setting a compensation package, most of the HR managers follow the balance sheet approach, as it helps to set the accurate remuneration for employees based on their position and responsibilities. Using this approach, first the HR director would consider the recent position of the employees with respect to their benefits, taxes, income and other expenses and thus, would prepare a balance sheet of income. Further, the recent situation would be compared with the income, taxes and other expenses related to the overseas assignment in Australia. Finally, the higher costs would be debited and lower costs would be credited for making the remuneration package of Singapore and Australia equal. As, the daily expenditure of Australia is higher than as compared to Singapore; hence, it would need more money to Australia for maintaining the equality of the lifestyles of the employees. Figure 3: Balance sheet approach for setting remuneration package for the overseas assignees (Source: Jiang et al. 2012) Conclusion Hence, it can be concluded that international human resource management require significant skills and abilities of the human resource manager. It is the responsibility of human resource director or manager of any organisation to identify the business and physical environments of the overseas country, where the company wants to spend their staffs for completing a project. This requires carrying out a comprehensive session of recruitment and selection that would follow ethnocentric approach and cross-cultural training and development. It is essential for recruiting and selecting the most eligible staffs for the overseas assignment that can provide the company the highest competitive advantages form the global marketplace by completing the assignment successfully. Reference list Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Aswathappa, K. (2013).Human resource management: Text and cases. Tata McGraw-Hill Education. Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2015).Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Ehnert, I., Harry, W., Zink, K. J. (Eds.). (2013).Sustainability and human resource management: Developing sustainable business organizations. Springer Science Business Media. Griffin, R. W., Pustay, M. W. (2012).International business. Pearson Higher Ed. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Mathis, R. L., Jackson, J. H., Valentine, S. R., Meglich, P. (2016).Human resource management. Nelson Education. Mello, J. A. (2014).Strategic human resource management. Nelson Education. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), 1-14. Stahl, G. K., Bjrkman, I., Morris, S. (Eds.). (2012).Handbook of research in international human resource management. Edward Elgar Publishing. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge.