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Ethnic Discrimination The Chicano Population - 1515 Words

Ethnic Awareness Essay Cultural Awareness CRIM103 23 Mar 2013 Danielle Walters / Ivy Tech Community College James Reed Ethnic Discrimination The ethnic group that I have decided to study and do my report on is Hispanic Americans, more specifically the Chicano population. Chicanos are Americans of Mexican origin, and the largest ethnic group in the United States. (McNamara Burns, 2009) I have decided on Chicanos because I feel that they are discriminated against quite a bit more than any other ethnic group today. There are more than twelve million Chicanos with a long history in the United States, dating back to the early days of European exploration. (McNamara Burns, 2009) â€Å"In 1821 Mexico obtained its independence from Spain but domination from the United States began less than a generation later. After the conclusion of the Mexican-American war in 1948, treaties were signed that gave Texas, California, most of Arizona and New Mexico to the United States for fifteen million dollars. In exchange, the United States granted citizenship to about 75 million Mexicans.† (McNamara Burns, 2009) The movie Stand and Deliver, released in 1988 tells a true story of Garfield High School in East Los Angeles about a South American teacher, Mr. Escalante, who strives to make a difference in the lives of a group of young Chicanos. The students faced many struggles such as discrimination, home struggles, poverty, and gang violence. TheShow MoreRelatedStatus Of The Historiography Of Chicano Education899 Words   |  4 PagesIn the article â€Å"Status of the Historiography of Chicano Education: A Preliminary Analysis† Guadalupe San Miguel Jr mentions Several factors that have altered and molded Chicanos throughout time. The cultural imbalance, geographical and society changes caused Chicanos to feel unfit for the Anglo-Society. This prevented Chicanos students from attending school and developing English literacy. For instance, the article mentions how schools located in California and Texas excluded Mexicans from attendingRead MoreAssimilation: the Latino Experience Essay1924 Words   |  8 Pagescurrently compose of 15% of the U.S population (Delgado and Stefancic 3). Unfortunately, Latinos have been accused of taking American benefits, jobs, and have wrongfully been depicted as a result of not assimilating to American culture. Latinos are often accused of resisting assimilation, but what has failed to be acknowledged is that there are obstacles set in place that are preventing Latinos from completely assimilating. Among those greatest obstacles there is discrimination. Institutional as well as individualRead MoreAnalysis Of The Book Crossing The Wire 1366 Words   |  6 Pagespeople need to treat them fairly and enforce laws against discrimination. In the book, Crossing the Wire, Hobbs displays what a Mexican has to go through when they are crossing the border to the United States for a good cause. Hispanics have been discriminated ever since the Mexicans gained independence in 1821 from Spain. In recent years African Americans have been receiving the most attention in America because of so much racial discrimination, but they are not the only big race being discriminatedRead MoreEssay about The Treaty of Guadalupe Hidalgo1484 Words   |  6 Pagesmainstream society. The website Chicano Park illustrates how Mexican Americans have used art as a collective voice. The documentary Chicano! focuses on how the people found their voice. In the film we see that the social movements of the 1960’s allowed Mexican Americans to raise their voice against the discrimination they had lived with for over a century. In the 1960’s Chicanismo became the collective identity formed by Mexican Americans. The film Chicano! recaptures the growth of a movementRead MoreThe Civil Rights Act And Voting Rights1665 Words   |  7 Pagesthe land of oppression to progression, yet we still wear our scars and our heads up high. Struggles to expand the breadth of political and civil rights in the United States have been critical to fostering greater inclusion and equality for racial/ethnic minorities in America. Various reforms such as the Civil Rights Act and Voting Rights Acts were implemented during the civil rights era as they helped promote greater inclusion and equity to, but not limited to, African Americans and Mexican-AmericansRead MoreRacial Discrimination Is A Big Social Issue Today1084 Words   |  5 Pages Racial discrimination is a big social issue today, especially with the president elect, Donald Trump in office. According to Timothy Mcgettigan in the article, â€Å"Donald Trump and White Racism† declares, â€Å" the 2016 presidential election has become a national referendum on racism †Ã¢â‚¬â€¹. Throughout his campaign, he has made it clear, his disgust towards immigrants, Hispanic communities and minorities. Trump has stereotyped hispanics by using food stamps, crime, unpaid taxes and living songerly. It hasRead MoreLegal And Social Justice For Hispanics And Women1635 Words   |  7 Pagesin the 1960`s. Latinos had the Chicano movement while women had the second wave of a feminist movement, with similarities and differences in their goals, means, and results. Although Latinos focused on reforming education and work conditions and women wanted to reform their image in society, both educated the public through organizations and used protests to gain limited success o f better job opportunity though are still viewed as inferior to white men. The Chicano movement and the Feminist movementRead MoreImmigration Of Latin Americans : Immigration Essay1364 Words   |  6 PagesCongress changed immigration law in ways that allowed much more intake from Asia and Latin America than earlier. Before 1965, the intake was mostly from Europe. Since then, over half has come from Latin America—28 % just from Mexico. The share of population composed of non-Hispanic whites plunged from 84 % in 1965 to only 62 % in 2015 while Hispanics soared from 4 to 18 %. (Mead, L.M., 2016) In 2002, the United States was home to 32.5 million foreign-born individuals. (Gany, Herrera, Avallone, ChangraniRead More The Chicano and The Black Power Movements Essay3046 Words   |  13 PagesThe 1960’s comprised of many different movements that sought the same goal of achieving equality, equality in means of: political, economical, and social equality. Two similar movements emerged during this era that shared the same ideologies: the Chicano and the Black Power Movement. Both shared a similar ideology that outlined their movement, which was the call for self-determination. The similar experiences that they had undergone such as the maltreatment and the abuse of power that enacted wasRead More The Struggles of Mexicans in Mexican-American History Essay2031 Words   |  9 Pagesby Zaragosa Vargas as well as in the video documentary, Chicano!. The sequence of events which date back to the precolonial Spanish days and take place in Mexico’s history eventually provo ke the national movement that called for social justice and equality, especially after the signing of the Treaty of Guadalupe Hidalgo. Then came the question of group and individual identity. Those of Mexican heritage were broken up into the groups Chicanos, which were the ‘Americanized’ Mexicans or the Mexicans

Cultural Awareness in an Asymmetric Environment Free Essays

I believe all experienced military leaders, both noncommissioned and commissioned, realize the importance of knowing every facet of the enemy and their environment. Throughout history, we have studied, witnessed and experienced great examples of the use of cultural knowledge during combat operations. Lieutenant Colonel T. We will write a custom essay sample on Cultural Awareness in an Asymmetric Environment or any similar topic only for you Order Now E. Lawrence (of Arabia) of the British Army documented his experiences while living among the Arabic people. He learned about their society and culture in order to improve his military expertise (McFate, 2004). With constantly changing interests, influences and enemy TTPs in today’s asymmetric environment, Soldiers on all levels are often focused on new strategies, equipment and tactics and unintentionally lose focus on the importance of cultural awareness. In today’s contemporary operation environment, cultural understanding and knowledge is a key element to successful counterinsurgency operations. This paper will stress the need for intensifying cultural awareness training in preparation for today’s asymmetric warfare and will emphasize the effectiveness of this principle of war. Cultural Awareness in an Asymmetric Environment Any WWII or Korean War Veteran can probably tell you how the phrase â€Å"combat operations† had a completely different connotation back in their day. Where conflicts of the past may have been focused on manpower, fire superiority and maneuver, today we are focused on variables like sociological demographics, politics and economy. Currently, U. S. forces are engaged in asymmetric warfare where the insurgents are adapting their strategies to avoid the direct fight and attempting to exploit the weaknesses of U. S. forces. The insurgents have the upper-hand; they know the customs, geography, influences and people and are able to maneuver unnoticed. To combat this, we have adjusted our training by implementing cultural familiarization in pre-mobilization training and inserting COIN doctrine into many leadership courses. However I argue that Soldiers on all levels, but especially the junior leaders and tacticians who are often engaged in the midst of the local populace, do not fully understand the value and second/third order effects of properly implementing this principle of warfare. Today, more than ever, we need to focus our training on cultural awareness and employ this knowledge to reverse the trend of the insurgency exploiting our cultural ignorance. Argument Just as a college football coach studies the footage of their opponent’s previous games; we need to study the norms, interests, relationships and socio-political patterns of our operating environment. In the last decade, we have taken measures to emphasize this principle of war but most significantly the publication of FM 3-24 has developed doctrine to defeat counterinsurgents with lessons learned in combat. It teaches the importance of cultural awareness in an asymmetric environment and stresses to avoid imposing our ideology of what we think is normal upon a foreign society (2006, p. 1-15). Today’s COE demands a more robust pre-mobilization training package on the culture, language, geography and anthropology. Training for this principle of warfare has been trivialized to higher-level familiarization of COIN doctrine and lower-level â€Å"check-the-block† pre-mobilization training. We need comprehensive training that involves every Soldier and incorporates advanced studies with scenario based exercises. Sergeant Elkhamri, a U. S. Army translator that spent 18 month with a Special Forces unit in Iraq, explained that the way to increase the Iraqi support in our fight against terrorism is to â€Å"improve the quality and increase the quantity† of pre-mobilization cultural awareness training. He further emphasizes how the we cannot expect deploying Soldiers to get a full understanding of Iraqi culture in a two hour PowerPoint class (2007, p. 110). The Philippine Insurrection The Philippine Insurrection is one of the strongest examples of how the lack of cultural respect and understanding can render significantly negative effects on military operations. From the American stand point, the Philippine Insurrection should have been a quick and easy conflict. Originally, the U. S. deployed with 20,000 troops in order to quickly quell the insurrection. After the realization that the resistance was not going to collapse quickly, troop strength doubled, tripled and finally peaked at 74,000 by the end of the conflict (Wikipedia, 2009) . In short, this stemmed from the U. S. underestimating the importance of cultural understanding by disregarding the Filiopino culture. The U. S. also demostrated that it was their duty to rescue the Filipino people by imposing American democracy upon them. This mindset, which was evident among U. S. military leadership in the Philippines, is sometimes apparent to this day. The Philippine Insurrection is one of the lowest points in U. S. military history. The Filipinos were often described by American military and media as uncivilized, fiendish savages. The U. S. ilitary strategy was executed with no consideration towards the local populace. American Soldiers tortured, mutilated and even decapitated Filipino troops. There were reports of U. S. Soldiers shooting surrendering Filipino troops and burning entire villages to the ground (Wikipedia, 2009). Picture these atrocities happening in America to Americans by a foreign military force. I would bet that we would have an enormous insurgent force of enraged Americans. Human nature dictates that the Philippine people would react the same way, and they did. The insurgency grew as word spread of the atrocities. Agoncillo described how the Filipino troops would exceed American brutality on some prisoners of war. He told stories how ears and noses were cut off and salt applied to the wounds; other reports described captured U. S. Soldiers being buried alive (Wikipedia, 1990). This cause and effect cycle was mutually destructive; in the end, both sides were blatantly breaking the Laws of War. John White was one American that understood the effectiveness of cultural understanding. He was a former American soldier that served as an officer in the Philippine Constabulary and led foreign indigenous troops in combat. His experiences served as a perfect example of the positive effects achieved by applying cultural understanding. In 1928 he wrote a book describing how he built a unified and highly effective combat unit of indigenous people that were both Muslim and Christian. These specialized squads would hunt down the insurgents into their own domain and defeat them in battle. Some of the keys to his success were emphasizing common soldier skills, trusting the integrity of his troops, treating his subordinates and their cultures with respect and adapting proven army methods to the native culture. He became fluent in Spanish and lived among his soldiers and the native people (2009, Dimarco). White was hugely successful in overcoming the insurgency by understanding their culture and adapting his knowledge of combat operations and tactics to fit his operating environment. Operation Iraqi Freedom The roots of the problems we face in Iraq stemmed from the strategic level. McFate, explained how some policy makers misunderstood the tribal nature of the Iraqi culture and assumed that the government would remain stable even after Saddam’s regime was overthrown. Consequentially, without any governmental structure the tribes assumed control and once the Ba’thists lost their power, the tribal network became the backbone of the insurgency. The Iraqi tribal insurgency was born from American cultural ignorance (McFate, 2004, p. 44). Cultural misunderstanding continued to be our weakness with the misinterpretation of certain symbols and gestures. American forces often associated the black flag as the opposite of surrender but among the Shia population it is a religious symbol. Consequently, many Shia who flew the black were shot unnecessarily for displaying their religious beliefs. Another example is how the American signal for stop was often misinterpreted since this gesture means welcome in Iraq; as you can imagine, this resulted in tragedy as well (2004, p. 44). In 2006, Elkhamri witnessed numerous appointments of powerful political figures solely based family-ties and political affiliations. He met Iraqi Commanders who were promoted from lieutenant to lieutenant colonel exclusively for political reasons. Naturally, these shady antics did not go over well with the local populace. With a better under ¬standing of the social-political framework, leaders could prevent these situations and earn the trust and respect of the community (2007, p. 111). Inversely, understanding the culture and society of your COE can positively impact military operations. By recognizing that pre-existing social structures were key to political stabilization, British Brigadier Andrew Kennett implemented historical lessons learned by adjusting to local cultures and understanding the inner workings of the tribal hierarchy. He learned that the most important element of the Iraqi society is the tribe and their supporters and observed the tribal relationship between currency and loyalty. Knowing this, he appointed tribal leaders to the local councils and gave them money to distribute. By doing this, he empower the sheiks and gained favor with the local tribes (McFate, 2007, p. 45). General Odierno understood how the structure of any insurgency always mirrors the structure of the indigenous society; with this notion he tasked two junior intelligence analysts to construct a chart in order to locate Saddam. By identifying, depicting and tracking key figures’ nterrelationships, social status, and last-known locations, this intelligence led the 4th ID troops directly to Saddam Hussein (McFate, 2007, p. 45). This turning point in the war stemmed from the leadership’s knowledge of the Iraqi society and culture. Counter Argument There are some that believe cultural understanding is over rated and over emphasized. In some military subcultures, hardened emotions and apathy towards your enemies’ culture and interests correlates to strength, courage and fearlessness. Some argue that the Warrior Ethos contradicts with cultural understanding and COIN doctrine. Many years ago, my friend SSG Delagarza jokingly said, â€Å"My definition of hearts and minds is two in the heart, one in the mind† and yes, we all laughed because that was part of being in that subculture. There are situations where this hardened mindset is essential to mission success, but just as we need to select the right weaponry for each planned target, we need to select the proper approach for each military operation and situation. Selecting the proper weaponry and the proper approach is a key decision that is based on thorough analysis of every aspect of your enemy and AO. Cultural knowledge of your enemy goes hand in hand with the strategy and tactics used to defeat them. A former commander and one of the hardest Rangers I ever met used to always tell us, â€Å"You got to be hard AND smart. † It was a simple little phrase that we usually ignored but it’s always stuck with me. Now that I have grown as an NCO and leader, I realize what he was saying. There are times to use your brawn by showing overwhelming aggression and firepower but there are also times to use your intellect by employing the most efficient methods to handle a situation. As a young first sergeant I learned the hard way. There were times my hard charging methods of demanding battalion staff NCOs to â€Å"do their job and fix the problem† may have worked, but in due course I realized that I was destroying critical relationships and losing all rapport with supporting elements. The secondary effects were evident by the lack willing support from these same staff sections for months to follow. Ironically, the trickle-down effect eventually affected the ones I was so adamantly fighting for, my Soldiers. Conclusion I believe the U. S. will always overcome any military adversary with our verwhelming land, sea and air superiority, advanced intelligence, technology, weaponry and training but at what cost? In today’s asymmetric environment, direct action may not always be the best option. The finesse of properly executed cultural diplomacy may be an effective force multiplier. There is a significant need to train every Soldier on effectively implementing cultural understanding, especially at the lowest level. With an advanced understanding of our COE’s culture, society, geography and anthropology we could achieve success swiftly, efficiently and most importantly with considerably less casualties. References https://en.wikipedia.org/wiki/Philippine%E2%80%93American_War http://louisdimarco.com/Occupations/Reviewbulletsandbolos.pdf How to cite Cultural Awareness in an Asymmetric Environment, Essay examples

Recruitment And Selection Function Of Human Resource Management

Question: Discuss about the Recruitment And Selection Function Of Human Resource Management. Answer: Introduction Recruitment and selection function of human resource management is extremely important as it helps in finding the right candidate for a job(Armstrong, 2011). It is difficult to find candidates for high skilled jobs because supply of skilled workforce is less than its demand. This issue can be resolved by directly contacting skilled candidates(Brown, 2011). Directly contacting candidates or head hunting is a special form of recruitment where an individual is directly contacted by an organisation for recruitment purpose. Recruitment Plan Recruitment plan helps in making proper recruitment strategies (Dhamija, 2012). Following is a recruitment plan for hiring wind turbine engineer to lead an energy project. Recruitment Plan Recruitment Objectives- Attracting candidates with high level of expertise and skills in project management, communication, legal systems and leadership abilities. Filling the skill deficit in the organisation by hiring a suitable candidate for the requirement of wind turbine engineer through directly contacting candidates. Recruitment Budget- $10000 Job Description Title: Senior Wind Turbine Engineer Location - Tasmania Reporting to- CEO Job purpose summary Leading the project Supervising construction Negotiating with Government planners Managing labour issues Salary- $350 000 per annum plus housing, a car and relocation allowance of $25 000. Hiring strategy Directly contacting candidates to take part in the recruitment process Shortlisting of companies from which the head hunting is to be done Procuring details and contact numbers of employees of various companies suiting the job description Hosting of expert centric conferences and seminars to generate a database of suitable candidates who are working for other companies. Use of social media to contact candidates Contacting the candidates and offering them a chance to take part in the recruitment process Fixing an appointment for interview if possible. Finalization of the candidates based on interview Table 1: Source: Made by Author (2017) Based on (Kurtzberg Naquin, 2011) The above recruitment plan will help Aurecon in hiring skilled candidates for the job. Person Specification Person specification enlists all the skills and other attributes which are needed for a specific job (Gummadi, 2015). Following is the person specification for wind turbine engineer Person Specification Job Role Senior Wind Turbine Engineer Education Qualification- Wind Turbine Engineering from a reputed and recognised national or international institution. Required Skills Good interpersonal and Communication skills Leadership abilities Analytical skills Decision making abilities Team management skills Negotiation skills Conflict management skills Knowledge Requirement The candidate should have knowledge in the field of constructing energy infrastructure. The candidate should be able to manage the project from inception to implementation stage. The candidate should be having good knowledge of legislations Experience Required Minimum 5 years of experience in managing a project Attributes Must be honest Must be dedicated and goal oriented Must be a team person Must be respectful towards subordinates, colleagues and seniors Must be organised Must appear professional in both attire and mannerism Age Specification- 30-45 Years Gender specification- Both Male and Female Table 2: Source: Made by Author (2017) Adapted from (Nikolaou, 2016) The above person specification will help in getting a clear idea about the type of candidate needed for the recruitment of an engineer for Aurecon. Ethical issues in recruitment and section of the successful candidate There are certain jobs in every organisation which are highly skill and expertise oriented(Wilson, 2012). Additionally, such jobs require lot of experience. Therefore, it is difficult to find suitable candidates for such jobs through traditional recruitment and selection strategies(Kusluvan, et al., 2010). Hence, many companies use Head hunting or directly contacting suitable candidates as a recruitment strategy. Head hunting is becoming extremely common in the area of high skills jobs(Brown, 2012). While recruiting an engineer for Aurecon, recruiters may face certain ethical issues while recruiting through the head hunting method(Punnett, 2015). Many thinkers of management believe that it is unethical to try and disintegrate the workforce of another company by offering a better pay package. However, some experts also believe that a firm has the right to try and find new and skilled candidates(Gummadi, 2015). Therefore, there is nothing wrong in directly contacting a candidate. However, repeated calls should not be made. Additionally, the candidate should not be contacted at the workplace. Sometimes recruiters tend to oversell a position by offering too high a pay package(Boxall, 2015). This is unethical in the sense that it amounts to luring a candidate. Recruiter should only speak about the offer he actually intends to make at the final selection stage. Another ethical issue facing the recruiter while recruiting for Aurecon is if the candidate refuses to accept the offer(Brown, 2012). Many recruiters keep on calling the candidates to convince them. However, this should not be done(Boxall, 2015). Therefore, while recruiting for wind turbine engineer, all these ethical issues should be keept in mind. Approaching the candidate for direct recruitment Direct candidate contact for recruitment or head hunting can only be successful if the recruiter approaches the candidate in the correct manner(Brown, 2011). Many head hunting attempts fail because the recruiters use a wrong approach. For the purpose of recruiting of turbine engineer at Aurecon, the recruitment process should be clear, concise and to the point(Brown, 2011). As these candidates are working for other companies, the recruitment agency should try to locate their personal contact number, email ids and social networking handles. The candidates should be contacted by phone or through social media networks like Linkedin or Twitter. Appropriate time to speak with them should be sought. The process should go further only if they are ready to speak and /or provide an appropriate time to speak(Dhamija, 2012). Whenever the candidate is ready to speak, the job position should be pitched at the candidate in a clear and concise manner(Boxall, 2015) If the candidate asks for further details an email should be sent and another follow up call should be made(Brown, 2012). The agency should try to determine the candidates interest and only after determining this, interview should be scheduled. Additionally, confidentiality of the candidate should be maintained. Therefore, the candidate shoals be approached in the most ethical and efficient way possible. Behavioural traits required in the candidate As per human resource management theory, certain important behavioural traits are required in the workforce(Armstrong, 2011). As the candidate for the job at Aurecon will be handling a project independently, certain leadership and team behavioural traits are required in the candidates. The candidate should have the ability to lead and take decisions(Bryman, 2013). He should be responsible and active in making important changes(Bryman, 2013). This will inculcate trust and respect in the workforce for the project engineer. The candidate should be friendly, interactive and approachable so that workforce can confide in him(Armstrong, 2011). He should behave in an unbiased way with regards to work and co-workers(Bach Edwards, 2012). Cooperation, coordination and enthusiasm are also important traits to be sought in a person who is supposed to lead a project. The potential candidate for project engineer should exhibit behavioural traits that increase team morale and productivity of the members of the project workforce(Brown, 2011). Candidate should be a positive thinker and should be able to involve all the team members in idea generation and decision making. These traits can be tested through behaviour and psychometric testing. Certain questions will be asked to the candidates and their answers will be judged to ascertain whether they have the needed traits(Karim, 2013) . Additionally, certain situation and roles will be given to them and their reaction and behaviour in these situations will be judged(Armstrong, 2011). Therefore, through effective understanding of the traits needed for the job, right candidate can be selected. Determining the candidate with the right fit Recruitment and selection is a long drawn process where resumes of various suitable candidates are sourced and interviews and tests are conducted to determine the right candidate for the job(Armstrong, 2011). To determine the right candidate who best fits the job of turbine engineer at Aurecon, process of filtering out the candidates should be used(Brown, 2011). At the onset the CVs which do not match the job description should be rejected. Only those candidates should be called for interview who best match the qualification and experience requirement. After the interview, those candidates should be filtered out who do not match the skills and abilities criteria(Brown, 2011). Further, only those candidates should be shortlisted who have the desired behavioural traits like leadership, interactive behaviour, friendliness etc. If after this process there is more than one candidate who matches the criteria, the firm should test their ability to take decision in a difficult situation so that the firm can get a person who can handle tough situation(Boxall, 2015). The recruiter should also try to identify unique skills like degree of enthusiasm and dedication level in order to arrive at a final selection decision. Therefore, best and the most suitable candidate should be selected after deep assessment of skills, abilities, traits and qualification of candidates. Conclusion Direct recruitment or head hunting is a need of the business for jobs with high skills specification. However, the head hunting should be done after planning the job requirements and ascertaining the required traits of the job. Additionally, all the ethical issues should also be taken into account before undertaking this activity. References Armstrong, M., 2011. Armstrong's Essential Human Resource Management Practice: A Guide to People Management. London: Kogan Page Publishers. Bach, S. Edwards, M., 2012. Managing Human Resources: Human Resource Management in TransitionStephen Bach, Martin Edwards. New Jersey: John Wiley Sons. Boxall, P., 2015. Strategy and Human Resource Management. Hampshire: Palgrave Macmillan. Brown, J., 2011. The Complete Guide to Recruitment: A Step-by-step Approach to Selecting, Assessing and Hiring the Right People. London: Kogan Page Publishers. Brown, J. N., 2012. The Professional Recruiter's Handbook: Delivering Excellence in Recruitment Practice. London: Kogan Page Publishers. Bryman, A., 2013. Leadership and organizations. New York: Routledge. Dhamija, P., 2012. E-recruitment: a roadmap towards e-human resource management. Researchers World,, 3(3), p. 33. Gummadi, R., 2015. Recruitment and selection practices of it companies in andhra pradesh a study of select units. Hydrabad: Zenon Academic Publishing. Karim, M. R., 2013. Recruitment Selection: Psychometric and Social perspective model. Norderstedt: GRIN Verlag. Kurtzberg, T. R. Naquin, C. E., 2011. The Essentials of Job Negotiations: Proven Strategies for Getting What You Want. Westport: ABC-CLIO. Kusluvan, et al., 2010. The human dimension: A review of human resources management issues in the tourism and hospitality industry. Cornell Hospitality Quarterly, 51(2), pp. 171-214. Nikolaou, I., 2016. Employee Recruitment, Selection, and Assessment: Contemporary Issues for Theory and Practice. New York: Psychology Press. Punnett, B. J., 2015. International Perspectives on Organizational Behavior and Human Resource Management. NewYork: M.E. Sharpe. Wilson, J. P., 2012. International Human Resource Development: Learning, Education and Training for Individuals and Organizations. London: Kogan Page.