Bilbo Baggins (The Hobbit) and Meggie Folcharts (Inkheart)...

â€Å"Home† is not just a place or thing; it represents where you feel the most safe and secure, where you feel accepted or feel a part of a community, and where you overall feel you belong. However, home can also be the thing that shelters you from the outside world, leaving you unprepared to deal with situations and dangers outside your knowledge. Often in children’s stories, the character must leave their place of security and go on a journey. This is because to grow as a person you must leave what is safe and familiar and venture into the unknown to truly test yourself, and be able to return home with new knowledge and perspective.. This essay will focus on two characters who go through this transformation from leaving their ‘homes’; Bilbo†¦show more content†¦His life is aimless and stagnant because of his one-sided habit of avoiding risks†. This does conflict with the â€Å"Took side† of Bilbo†¦ the one that longed to â€Å"see the great mountains and hear the pine tress and the waterfalls, and explore the caves†¦Ã¢â‚¬  but the thought of â€Å"plundering dragons settling on his quiet Hill and kindling it all to flames† snaps him out of this trance and â€Å"quickly, he was plain Mr Baggins of Bad-End, Underhill, again† (29). Green makes the brilliant observation that â€Å"When a wizard appears at his doorstep to give him what he ‘asked for’ the hobbit is arguably at a crossroads, destined either to wither and die [in is passive life at home] or to break in to new life† (Green, 40). So in order for Bilbo to enact on his journey, he must leave his ‘Baggins’ side behind; and the only way to truly do that is to leave his home, his comfort zone, and go out on an adventure. In the end, he agrees to go be the burglar for Gandalf, Thorin and Co.; â€Å"the Too k side had won†, though â€Å"many a time after the Baggins part regretted what he did now† (32). When he leaves home to embark on this adventure, many times he becomes insecure and troubled without the safety and comfort of his home. He becomes homesick often, and wishes for his warm fire, his plentiful food, and for what was safe and familiar, and the narrator constantly reminds us that â€Å"it was not the last time he wished that†. This is especially worse in the first seven

The Marshall Court - 1518 Words

The life of every American citizen, whether they realize it or not, is influenced by one entity--the United States Supreme Court. This part of government ensures that the freedoms of the American people are protected by checking the laws that are passed by Congress and the actions taken by the President. While the judicial branch may have developed later than its counterparts, many of the powers the Supreme Court exercises required years of deliberation to perfect. In the early years of the Supreme Court, one man’s judgement influenced the powers of the court systems for years to come. John Marshall was the chief justice of the Supreme Court from 1801 to 1835, and as the only lasting Federalist influence in a newly Democratic-Republican†¦show more content†¦The establishment of one of the most influential powers of the Supreme Court--the power of judicial review-- and the development of the judicial branch can be attributed to Marshall’s insightful interpretati on of the Constitution (The Marshall Court†). In addition to saving the integrity of the Federalist-dominated Supreme Court in the case of Marbury v. Madison, John Marshall also promoted certain Federalist principles, including the idea of a strong national government. From the years when the Constitution was being created, Alexander Hamilton fought for the creation of a national bank since he believed it was â€Å"necessary and proper† for the growth and development of the United States (â€Å"The Marshall Court†). As Hamilton and the Federalist Party had hoped, a national bank was created and one of its branches was placed in Baltimore, Maryland. State legislators from Maryland were not satisfied with the progress the bank was making because the negligent behavior of its bank officials was bringing the bank under (Newmyer, 295). To save their citizens from having to deal with the bank’s faulty leadership, the legislators attempted to drive the branch out of the state by placing a tax on all the banknotes i ssued by the bank. When the tax was purposely left unpaid, Maryland sued the cashier of the bank--James McCulloch. In the state courts, Maryland won its case,Show MoreRelatedJohn Marshall Supreme Court Case Essay618 Words   |  3 PagesOne Supreme Court member that stands out from the rest would have to be John Marshall. There is no doubt about this because he made the Supreme Court a co-equal branch of government. This means that it was an equal branch to the legislative and the executive. He became a Supreme Court Justice in 1801 and was appointed by John Adams. While holding his position he set three major goals that set precedents and made him the most significant Supreme Court Justice ever. Marshall strengthened the nationalRead MoreMargaret Marshall The Chief Juice Of The Supreme Judicial Court1062 Words   |  5 PagesMargaret Marshall the chief Juice of the supreme Judicial Court argues marriage is a vital institution, the commitment should be between two people who offer mutual support to children, and to bring stability to our society. Marriage provides legal, financial, and social benefits. Which leads to legal, social, and financial obligations. The department of health states the purpose of marriage is to have children, the state is only interested if children are involved. She believes the court is downgradingRead MoreMajor Supreme Court Cases Under Judge John Marshall1482 Words   |  6 Pagesdecisions made by Supreme Court chief justice John Marshall have had a major influence on todays Judiciary System. One of his major decisions was in the case Marbury v. Madison, in which he set the precedent of judicial review. Another major decision is in the case McCulloch v. Maryland, in this case Marshall ruled that Congress possesses certain implied powers. Other major decisions made by Marshall were in the cases Dartmouth College v. Woodward, Gibbons v. Ogden, in which Marshall defined national powerRead More John Marshall: The Most Influential Ch ief Justice of the Supreme Court646 Words   |  3 PagesJohn Marshall: The Most Influential Chief Justice of the Supreme Court In the beginning years of the United States Constitution, the Supreme Court was a struggling institution due to the lack of effectiveness of the Chief Justices and was not highly regarded by the executive and legislative branches of the government. The third Chief Justice in only twelve years, John Marshall put an end to the Supreme Court’s lack of influence after his appointment by President John Adams in 1801. JohnRead MoreJohn Marshall: The Man who Saved the Supreme Court and the Nation2463 Words   |  10 Pages† John Marshall, fourth Chief Justice of the United States Supreme Court certainly did, from witnessing the birth of our country, to serving as the longest tenured Chief Justice in Supreme Court History. In a span of just under two years, he went from serving as a member of Congress, representing Virginias 13th District, to serving as the nations fourth Secretary of State, to being appointed the fourth Chief Justice of the United States Supreme Court, Janu ary. It Begins John Marshall was bornRead More Major Supreme Court Cases Under Judge John Marshall Essay1441 Words   |  6 Pagesdecisions made by Supreme Court chief justice John Marshall have had a major influence on today’s Judiciary System. One of his major decisions was in the case Marbury v. Madison, in which he set the precedent of judicial review. Another major decision is in the case McCulloch v. Maryland, in this case Marshall ruled that Congress possesses certain implied powers. Other major decisions made by Marshall were in the cases Dartmouth College v. Woodward, Gibbons v. Ogden, in which Marshall defined national powerRead MoreThe Two Eras that Made the Supreme Court the most Influential1293 Words   |  6 Pages The Marshall Court and the Rehnquist Court are the two eras that made the Supreme Court the most influential. The Marshall Court in 1801 to 1835 helped create the foundation for the United States constitutional law, which contributing to making the Supreme Court of the United States a coequal branch of government. The Rehnquist Court in 1986 to 2005 favored a concept of federalism that played a vital role on the Tenth Amendment’s reservation of powers to the states. Under Rehnquist point of viewRead MoreThe Civil Rights Movement : Thurgood Marshall Law1501 Words   |  7 PagesThurgood Marshall Law By Kai Jalen Nugent Throughout the 20th century, Thurgood Marshall blazed the trail for the Civil Rights Movement from two sides of the American Legal System, both as a lawyer, and as a Justice of the Supreme Court. 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Hobson examines the judicial career of John Marshall, as well as the legal culture that helped to shape his political beliefs and his major constituti onal opinions. The author sources much of his information from the formal opinions that Marshall issued during his judicial career. From these writings, Hobson presents Marshall s views on law and government and provides explanations for what in Marshall s life influenced those

Cultural Differences in Joint Ventures - 3468 Words

ESSAY TOPIC (1) :A joint venture is affected by the cultural distance between two partners. In what ways are joint ventures and types of international collaboration affected by cultural differences? INDEX INTRODUCTIONÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…2 What is culture?Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…2-3 The Cultural Orientation ModelÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â….4 The cultural GapÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…5-6 Understanding Cultural DifferencesÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â….6 The Challenge of Cultural SuccessÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…..7 Cross-cultural training as a solutionÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…8 The effectiveness of the cross cultural training programsÂ…Â…Â…Â…Â…Â…8-9 Future Directions for Cross-Cultural Training and International Business†¦show more content†¦What may appear inconsequential on the surface may be revealed to have greater importance when looked at in the context of the host culture. Intercultural understanding also has an informational aspect, according to Rohrlich. He states that the intercultural contexting of world problems is the informational aspect that current intercultural communication theory, even in its rudimentary state, contributes.9 Better cultural understanding by an expatriate gives them a valuable data bank, in essence, about the host culture. This information can assist them in better executing their work tasks or even the development of culturally appropriate products and services. In summary, the home culture of an expatriate predisposes them to certain behaviors and situations. It allows them to operate efficiently in that environment. However, moving to the host-culture changes that operating environment and makes their mental software less efficient and effective. Culture is clearly a relevant variable when expatriating employees and their families for international business assignments. Training can be applied to ameliorate these effects. Also, training provides insight into the procedural, substantive and informational aspects of their work and personal life in the host location. The next chapter discusses the overall international assignment process. ThisShow MoreRelated Cultural Differences in Joint Ventures Essays3358 Words   |  14 Pages ESSAY TOPIC (1) :A joint venture is affected by the cultural distance between two partners. In what ways are joint ventures and types of international collaboration affected by cultural differences? INDEX INTRODUCTION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 What is culture?†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2-3 The Cultural Orientation Model†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 The cultural Gap†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5-6 Understanding Cultural Differences†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.6 The Challenge of Cultural Success†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..7Read MoreChangan-Ford Joint Venture606 Words   |  3 PagesChina and Ford Motor Co. of USa in forming the Changan ford joint venture. 2) Using section 10.4 describe the type of strategic alliance, the motives for alliance, and highlight the issues with their probable causes. 3) Make recommendations to the CEO and senior managers of Changan-Ford on how they can address the cross-cultural issues identified. The Changan Ford Joint Venture: Same Bed but still different dreams? 1. This joint venture has provided both companies many advantages. From an economicRead MoreVitro Corning1728 Words   |  7 Pagestoward a joint venture with Vitro. Because of long histories of successful joint ventures and had been an innovative leader in foreign alliances for over 73 years, Corning s strategy of establishing the joint venture relationship with Vitro seems to be a ideal combination and will lead to success. However, the joint venture became subject to a series of cultural and other conflicts that began to undermine this vision. According to company officials and external analysts, cultural differences wereRead MoreA Rare Success in China - the Celanese Joint Venture1573 Words   |  7 Pagesreproduced for the purposes of study only, and is in no way a condonement of the damage the tobacco is causing. Overview One of the most closely studied Chinese joint ventures is that involving Celanese Corporation of the United States, a producer of value-added industrial chemicals, and China National Tobacco Corporation (CNTC). The venture produces tow, the fluffy synthetic fiber in cigarette filters. In 1982, when CNTC decided to increase its production of filter cigarettes, it was on the lookoutRead MoreDisney Market Entry Strategy1610 Words   |  7 Pagesperformance is exceeding expectations (Sampson, 2017). However, it took the need to overcome cultural and managerial obstacles to make the Shanghai expansion possible. This report will analyze the cultural factors and managerial challenges facing the Walt Disney Company when expanding into Shanghai, China. First, the impact of different cultural factors will be assessed with emphasis on Hofstede’s six cultural dimensions. Second, the report will undertake an analysis of the recommendations on a marketRead MoreCase Study: Guanxi in Jeopardy1598 Words   |  6 PagesIntroduction This case study Guanxi in Jeopardy is a story of two companies Electrowide and Motosuzhou who planned to do a joint venture. Electrowide is a USA based company which produces new and latest technology equipments for the automobiles while Motosuzhou is a large organization of China working under the instructions of Chinese government like many other Chinese firms. Electrowide planned to improve their business by using the lean production and latest technology methods. AlongRead MoreHarley Davidson Essay658 Words   |  3 Pages Name: William Pate Case Study Title: Case Study #5 Harley-Davidson Question #1 If you were CEO of Harley-Davidson, how would you compare the advantages and disadvantages of using exports, joint ventures, and foreign subsidiaries as ways of expanding international sales? 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What would you do differently if you had a chance to do the exercise again? The MedLee: In Pursuit of a joint venture negotiation exercise refers to a joint venture between a US Company and a Family Thai Business Company. I had the role of Pat Armstrong (Med Device Representative: Director of International Strategic Market Research) the issues I had to negotiate were: decision making/controlRead MoreNora Sakari Case Analysis Essay1029 Words   |  5 Pageswas looking to open research centers in leading markets, including Southeast Asia. The drawbacks are that Nora needs large investment in the building for the joint venture as well as that other companies have more established brands than Sakari. In the meantime, there are also benefits and disadvantages for Sakari in the joint venture. However, Sakari seems to have more leveraging in this negotiation in terms of the equity ownership. An appropriate leverage equation might be an equity split

Overview of Garments Industry in Bangladesh free essay sample

TERM PAPER ON HUMAN RESOURCE MANAGEMENT Daffodil International University (DIU) Acknowledgement First we feel great gratitude to my god to perform my task in time and successfully. We feel very happy to inform you that, after doing a hard work, we finally done our report on Human Resource Management. We would like to give hearted thanks to our honorable teacher MS. Sabnam jahan to give us this opportunity to prepare an assignment on a nice topic, which is closely related with HRM. The authors express their sincere gratitude to the authority of Daffodil International University (DIU) sanctioning this assignment. WE would also like to give thanks and gratefulness to our university authority and all the People who have helped us to prepare this report successfully. Methods: 1) Receptions of applications: The â€Å"X† garments call for applications to the interested candidates through the various media. It usually in newspaper and internet. So, when candidates apply to the â€Å"X† garments then the employment department primarily received the applications and maintain proper step to store that. 2) Initial screening: In this step the applications which is received is justified according to the required qualifications for the job post. If the qualifications match with the predetermined qualifications then applications is accepted but if the required qualifications doesn’t match with the predetermined qualifications then the applications are rejected. A list of accepted applicants is made and disqualified applicants are deducted. 3) Filling the applications blank: After primary acceptations the applications blank is sent to the qualified applicants. This form is prepared by this â€Å"X† garments and the form is filled up by the applicants. This form includes such matter, so matter, so that education qualifications, skill, social status and the works of applicants can get. This method is helpful to select the best qualified employee. a) Identification: It includes name of the applicants, applicants parents, present and permanent address, date of birth, telephone number, nationality etc b) Personal Information: Martial status, number of dependent persons, sex, height, weight etc. c) Education: General and technical qualifications, qualification out of education. d) Experience: Professional qualification, facts about past employment etc. e) Memberships, awards and interest. f) Salary expectation g) References ) Employment test and interview: Employment test includes written test and oral test. In this step candidates are needed to appear in written, oral or both test. The applicants who are passed from the written tests call for interview. Very often this garment selects the employees through only the interview process. Additional information is collected through interview tests. For this purpose a board in formed. A place is determined for taking the in terview from the applicants. Different sides of applicantts are justified through the interview. Intellectual ability, skill. Expressing power. Personal characteristics, attitudes, working ability are justified. Through the interview it can be predicted that the candidate will be selected. Applicants can get information about salary, work environment, working condition and other facility etc. 5) Psychological test: To select the best employee the Psychological test is arranged. Intellectual ability, tendency, interest, personality, motivation nature, is justified through Psychological test. It is something quantitative. Through the intellectual test the mental ability and power of perception are measured. Through the tendency test the tendency for work is measured. And through the personality test the mental frame, self-confidence, emotional balance, temperament, motivation etc are measured. Psychological test can compare among the applicants and through this test the best qualified employee can be selected. This test is information basis and it helps to achieve the goal. 6) References and background investigation: it is also followed by this garment, in this step the character, knowledge and skill, of applicants are justified from the reference provider. Whether the applicants are good or bad it can be known through this investigation. Previous job place information of applicant is justified. 7) Preliminary election: in this step from the result of different test and information, the possible or potential applicants are primarily selected. 8) Physical examination: this garment arrange for the physical examination before the final selection of employee. An applicant can be deducted for the fault in physical examination. If the employees are the holder of sound heart then they will able to perform more tasks for the garments. For this reason a medical test is arranged for final selection of employees. 9) Final Selection: After completing the required stages on steps the applicants are finally selected. The top level management of employment department determine the decision for finally selected employees. 10) Placement: after final selection the employees get placement for the job. 11) Induction training: in this step new employees are introduced with the work environment, condition, task echo the garment. Recruitment and selection body: This garment has a recruitment and selection body to operate the activities properly. The human resources manager arranges and controls for the recruitment a selection process. It includes HR planning, employee recruitment and selection, placement and orientation. The â€Å"X† Garment Weakness of recruitment: The weakness of recruitment found in this garments are the following: 1) Promote from within: In this case , to fill the higher position the garment give preference to internal people. It restrict to brilliant and enthusiastic people to enter. 2) Employment status policies: in this garments . fulltime, part-time, nonpermanent and contract basis employee are recruited. It is a weakness. ) Compensation policy: Many times the selection body fails to attract the best qualified people by the untrusting salary. 4) Recruiter habits: Recruiter habits habits can resist the selection of the best people. 5) Job requirement: Legal and others environmental restriction can create problems for recruitment and selection. 6) Image of the organization: the image of this gar ments affect the recruitment policy, it is a weakness for this garments. These garments are trying to improve the image. 7) Attractiveness of the job: Many times the attractiveness of job creates problem for recruitment. ) Government Influence: Religion, race, sex, tribal, matter etc. creates problems. 9) Cost: A budget is fixed for recruitment policy. So, to maintain the cost or budget is a problem for the recruiter. Staff Criteria: This garment arrange the different recruitment policy for different level of employees. It has the different recruitment for the top ,mid and lower level employees for the higher level and mid level the garment arrange written test and interview and for the lower level the garment only arrange for interview to select. Conclusion and recommendation: The â€Å"X†garment has some problems. I think the problems about recruitment and selection can be eradicated through the proper planning and implementation. It can higher the better consultant to solve the problems of recruitment such as promote from within, compensation policy, job recruitment, government influence and cost. Through the â€Å"X† garment are performing well. Yet it has some thing problem. It is earning profit and also doing social work for the society. It has contribution to earn foreign currency and development of our country. References: Methodology: a)Objective of the study: To get real life experience we have studied this matter. We Overview of Garments Industry in Bangladesh: The garment industry of Bangladesh has been the key export division and a main source of foreign exchange for the last 25 years. At present, the country generates about $5 billion worth of products each year by exporting garment. The industry provides employment to about 3 million workers of whom 90% are women. Two non-market elements have performed a vital function in confirming the garment industrys continual success; these elements are (a) quotas under Multi- Fiber Arrangement1 (MFA) in the North American market and (b) special market entry to European markets. The whole procedure is strongly related with the trend of relocation of production. Bangladesh Garment Sector and Global Chain The cause of this transfer can be clarified by the salary structure in the garment industry, all over the world. Apparel labor charge per hour (wages and fringe benefits, US$) in USA is 10. 12 but it is only 0. 30 in Bangladesh. This difference accelerated the world apparel exports from $3 billion in 1965, with developing nations making up just 14 percent of the total, to $119 billion in 1991, with developing nations contributing 59 percent. In 1991 the number of workers in the ready-made garment industry of Bangladesh was 582,000 and it grew up to 1,404,000 in 1998. In USA, however, 1991-figure showed 1,106. 0 thousand workers in the apparel sector and in 1998 it turned down to 765. 8 thousand. The presented information reveals that the tendency of low labor charges is the key reason for the transfer of garment manufacturing in Bangladesh. The practice initiated in late 1970s when the Asian Tiger nations were in quest of tactics to avoid the export quotas of Western countries. The garment units of Bangladesh are mainly relying on the tiger nations for raw materials. Mediators in Asian Tiger nations build an intermediary between the textile units in their home countries, where the spinning and weaving go on, and the Bangladeshi units where the cloth is cut, sewn, ironed and packed into cartons for export. The same representatives of tiger nations discover the market for Bangladesh in several nations of the North. Large retail trading companies placed in the United States and Western Europe give most orders for Bangladeshi garment products. Companies like Marks and Spencers (UK) and C (the Netherlands) control capital funds, in proportion to which the capital of Bangladeshi owners is patience. Shirts manufactured in Bangladesh are sold in developed nations for five to ten times their imported price. Collaboration of a native private garment industry, Desh Company, with a Korean company, Daewoo is an important instance of international garment chain that works as one of the grounds of the expansion of garment industry in Bangladesh. Daewoo Corporation of South Korea, as part of its global policies, took interest in Bangladesh when the Chairman, Kim Woo-Choong, offered an aspiring joint venture to the Government of Bangladesh, which included the growth and process of tyre, leather goods, and cement and garment factories. The Desh-Daewoo alliance was decisive in terms of getting into the global apparel markets at significant juncture, when import reforming was going on in this market following the signing of MFA in 1974. Daewoo, a South Korean leading exporter of garments, was in search of opportunities in nations, which had hardly used their quotas. Due to the quota restriction for Korea after MFA, the export of Daewoo became limited. Bangladesh as an LDC got the chance to export without any constraint and for this cause Daewoo was concerned with the use of Bangladesh for their market. The purpose behind this need was that Bangladesh would rely on Daewoo for importing raw materials and at the same time Daewoo would get the market in Bangladesh. When the Chairman of Daewoo displayed interest in Bangladesh, the countrys President put him in touch with chairman of Desh Company, an ex-civil servant who was seeking more entrepreneurial pursuits. Orientation of crest garment: The crest garments company was established on 14th march 1998. the total employee of the crest garment company 5000. It is the leading garment company in our country. The crest garment company produce only sweater. The crest garment company exports 50 lakh units in every year. The crest garment company export his sweater in England, Russia, Scotland, Switzerland etc. in this country the companies net profit 85crore in every year. Methodology: a) Objective of the study: to get real life experience we have studied this matter. We think we have earned proper practical knowledge about recruitment and selection process of a company. It is helpful to enrich our knowledge. b) Rationale of this study: as the practical knowledge can spread the area of knowing, so the study, what we have done, it is a practical and proper way, we are so happy for this study. c) Source of data: the data what we have used in this term paper, we have set it from the crest’ garments information desk. We have also used the different books from the library. d) Limitations of the study: Through we have completed the report, yet we have some problems to prepare the repot in well. We have faced some problems to set the original information about the recruitment and selection process of the crest garments because, the garment never wants to provide the real information for their strategy. Methods: 1) Receptions of applications: The crest garments call for applications to the interested candidates through the various media. It usually in newspaper and internet. So, when candidates apply to the crest garments then the employment department primarily received the applications and maintain proper step to store that. ) Initial screening: In this step the applications which is received is justified according to the required qualifications for the job post. If the qualifications match with the predetermined qualifications then applications is accepted but if the required qualifications doesn’t match with the predetermined qualifications then the applications are rejected. A list of accepted applicants is made and disqualified applicants are deducted. 3) Filling the applications blank: After primary acceptations the applications blank is sent to the qualified applicants. This form is prepared by this crest garments and the form is filled up by the applicants. This form includes such matter, so matter, so that education qualifications, skill, social status and the works of applicants can get. This method is helpful to select the best qualified employee. h) Identification: It includes name of the applicants, applicants parents, present and permanent address, date of birth, telephone number, nationality etc i) Personal Information: Martial status, number of dependent persons, sex, height, weight etc. ) Education: General and technical qualifications, qualification out of education. k) Experience: Professional qualification, facts about past employment etc. l) Memberships, awards and interest. m) Salary expectation n) References 4) Employment test and interview: Employment test includes written test and oral test. In this step candidates are needed to appear in written, oral or both test. The applicants who are passed from the written tests call for inte rview. Very often this garment selects the employees through only the interview process. Additional information is collected through interview tests. For this purpose a board in formed. A place is determined for taking the interview from the applicants. Different sides of applicantts are justified through the interview. Intellectual ability, skill. Expressing power. Personal characteristics, attitudes, working ability are justified. Through the interview it can be predicted that the candidate will be selected. Applicants can get information about salary, work environment, working condition and other facility etc. 5) Psychological test: To select the best employee the Psychological test is arranged. Intellectual ability, tendency, interest, personality, motivation nature, is justified through Psychological test. It is something quantitative. Through the intellectual test the mental ability and power of perception are measured. Through the tendency test the tendency for work is measured. And through the personality test the mental frame, self-confidence, emotional balance, temperament, motivation etc are measured. Psychological test can compare among the applicants and through this test the best qualified employee can be selected. This test is information basis and it helps to achieve the goal. ) References and background investigation: it is also followed by this garment, in this step the character, knowledge and skill, of applicants are justified from the reference provider. Whether the applicants are good or bad it can be known through this investigation. Previous job place information of applicant is justified. 7) Preliminary election: in this step from the result of differen t test and information, the possible or potential applicants are primarily selected. 8) Physical examination: this garment arrange for the physical examination before the final selection of employee. An applicant can be deducted for the ault in physical examination. If the employees are the holder of sound heart then they will able to perform more tasks for the garments. For this reason a medical test is arranged for final selection of employees. 9) Final Selection: After completing the required stages on steps the applicants are finally selected. The top level management of employment department determines the decision for finally selected employees. 10) Placement: after final selection the employees get placement for the job. 11) Induction training: in this step new employees are introduced with the work environment, condition, task echo the garment. Generally uses methods of selection: The selections methods are used by the crest Garments are determined by the top decision makers of the crest Garment. The methods are up-to-date according to the leading garments of the country and world famous garment. Selections are very important for any organizations, because through the selection methods the best people or employees are selected to accomplish the organizational works and the organizations can reach to the goal. So by considering this matter crest garments have determined the methods and new ideas also applied by the crest garments for the selections purposes. Employee Selection Methods of crest Garment [pic] Recruitment and selection body: This garment has a recruitment and selection body to operate the activities properly. The human resources manager arranges and controls for the recruitment a selection process. It includes HR planning, employee recruitment and selection, placement and orientation. The crest Garment Weakness of recruitment: The weakness of recruitment found in this garments are the following: 10) Promote from within: In this case , to fill the higher position the garment give preference to internal people. It restrict to brilliant and enthusiastic people to enter. 11) Employment status policies: in this garments . fulltime, part-time, nonpermanent and contract basis employee are recruited. It is a weakness. 12) Compensation policy: Many times the selection body fails to attract the best qualified people by the untrusting salary. 13) Recruiter habits: Recruiter habits habits can resist the selection of the best people. 14) Job requirement: Legal and others environmental restriction can create problems for recruitment and selection. 5) Image of the organization: the image of this garments affect the recruitment policy, it is a weakness for this garments. These garments are trying to improve the image. 16) Attractiveness of the job: Many times the attractiveness of job creates problem for recruitment. 17) Government Influence: Religion, race, sex, tribal, matter etc. creates problems. 18) Cost: A budget is fixed for recruitment policy. So, to maintain the cost or budget is a problem for t he recruiter. Staff Criteria: This garment arrange the different recruitment policy for different level of employees. It has the different recruitment for the top ,mid and lower level employees for the higher level and mid level the garment arrange written test and interview and for the lower level the garment only arrange for interview to select. Conclusion and recommendation: The crest garment has some problems. I think the problems about recruitment and selection can be eradicated through the proper planning and implementation. It cans higher the better consultant to solve the problems of recruitment such as promote from within, compensation policy, job recruitment, government influence and cost. Through the crest garment are performing well. Yet it has some thing problem. It is earning profit and also doing social work for the society. It has contribution to earn foreign currency and development of our country. Reference: Crest garment New- eskaton road Bangla motor, Dhaka-1217 Internet: google. Com. Book: (1)Human resource management(Gray Dessler). (2) Human resource management(prof Md. Mohiuddin Chairman Finance Director Planning Implementation Director Technical Engineering Director Production Director Commercial Director Head of the Personnel Dept. (Senior GM) M. I. S. Dept. (Senior GM) Audit Investigation (Senior GM) Secretary (Senior GM) Recruitment Training (GM) Administration (GM) Labor Staff Administration (GM) Health Medical (GM) Chairman Finance Director Planning Implementation Director Technical Engineering Director Production Director Commercial Director Head of the Personnel Dept. (Senior GM) M. I. S. Dept. (Senior GM) Audit Investigation (Senior GM) Secretary (Senior GM) Recruitment Training (GM) Administration (GM) Labor Staff Administration (GM) Health Medical (GM)