Compare and contrast the key appeal factors of the world's top four Essay

Compare and contrast the key appeal factors of the world's top four receiving countries(arrivals 2005)namely France,Spain,USA,China - Essay Example In other words, to every country there holds its own specialty. People visit different countries for not only trade but to spend their vacations, to take out time to explore the world and its beauty. These migrations benefit the countries in a manner to hold up the foreign exchange along with the enhancement of business of their countries. Most of the countries show up their basic historical culture and tradition to keep it alive among the new generation and spreading it all over the world. It is being noticed that technology introduces a new change in every field of daily use. A person traveling of one's pleasure is known to be a tourist and the process or migrations tourist make till one returns back to the homeland is known to be tourism. Tourist is said to be a name to visitor who travels the t other country to visit it for the cause of business or his pleasure. According to Mathieson and Wall (1982), tourism is "the temporary movement of people to destinations outside their normal places of work and residence, the activities undertaken during their stay in those destinations and the facilities created to cater their needs."8 In simple words, Wall and Mathieson wants to say that visiting a place other than usual places like office, schools, relative homes; a place where person moves to accomplish his personal or business desires. Desires may be to attain mental relaxation from the fast track life or desires may to achieve more trading clients to enhance own assets. Studying more about tourist and tourism, Macintosh and Goeldner (1986) defines tourism i n words like, "the sum of phenomena and relationships arising from the interaction of tourists, business suppliers, host governments and host communities in the process of attracting and hosting these tourists and other visitors."8 This is simple and easy defining the same philosophy of tourism in mould of different words. KEY APPEAL FACTORS Traveling from one place to another was a big major time consuming issue. Its developments were simultaneously acting by the passage of time. On foot traveling was done before 1500A.D when stagecoach was invented. This is a carriage pulled by the horse. It in minority but yet being seen now a day and now it's the cheaper transportation to move from one place to another. Then in England in 1825, passenger-carrying railroads, i.e., trains are developed moving the research on the development of boats and ships which was first sailed in ocean in 1840. This transportation was usually used to move on the land across seven seas through oceans. Automobiles and now the most famous transportation is air travel. Traveling may be done for one or more of the following dimensions: Natural Resources Culture Ethnicity Entertainment Extreme Tourism, which includes adventurous activities. Traveling is just not the reason but a name to live a healthy stay at guest place and enjoy that happy tensionless mood which requires following facilities: Lodging Food & Beverages Support Services Infrastructure, services like communication, water for general use, electricity etc. These all facilities require for the following the visitor or tourist to be filled

Principles of management Essay Example | Topics and Well Written Essays - 750 words

Principles of management - Essay Example The other staffs working under them just follow the tasks provided by the executives. The said structure may be considered as bureaucratic or post-bureaucratic depending upon the performance. Bureaucratic is considered when there is a value for merits, hierarchy and definite separation of responsibilities and roles. On the other hand, a post-bureaucratic organization may have the hierarchy but there is a sense of equality in voicing out opinions and ideas through dialogues. Post-bureaucratic also favors consensus which means the decision would depend upon the majority of votes or prevailing idea (DuBrin 263). Despite of the â€Å"majority wins† mentality, hierarchy still exists in post-bureaucratic organizations. Kraft was sort of a centralized rigid organization way back before its acquisition of Cadbury. After one and a half year of acquiring Cadbury, the company decided to split the organization into two namely the snack food business and grocery business (Geller). In addit ion, it also made efforts to decentralize its structure by allowing more staffs to participate in decision-making and improving the company as a whole. The decision-making involving the product development and manufacturing would be the ones transferred to the lower levels of the organizational hierarchy. In addition, the structure might look like a matrix because the information technology, human resources and logistics teams would be shared across the organization (Ferrari). Organizational structure is not the only concern in the paper as the ethical issues are also important in the productivity and performance of a company. It is already an accepted fact that making mistakes is inevitable but can be reduced by careful preparations, best practices and sound decisions. Each mistake can be detrimental to the overall state of the company so the rightness or wrongness of an action or practice is being looked at by the professionals and even by the public. After all, a business depends upon the profit that will be gained from sales that they can make from the market which includes the public. Once the public sees something wrong with the products, services or practices of a business, they will stop patronizing the business. As a result, the business will earn less due to a decrease in sales. Worst may come to worst, the business may shut down its operations. When it comes to Kraft Foods, it is not safe from ethical issues as it had been involved with two primary issues: the ethics in cloning food products and the acquisition of Cadbury. It was said that genetically-modified organisms and clones ones for food production became a controversy in the 90s when people suspect that they would not bring any good to the public. Some people speculated that those can be harmful once taken. It might have a partial truth with it but the Food and Drug Administration had released stricter guidelines in monitoring cloned food goods to ensure the safety of the consumers. Kraft ma rketed the Starlink corn which was contaminated. The said corn was used in making the Taco Bell shell which was marketed by Kraft in supermarkets (Brizek, Cameron and Woodle 5). In response, Kraft made a series of tests and when they found out the contamination to be true, they quickly pulled out the said product in the market. Another ethical issue would be the acquisition of Cadbury as Kraft made a promise not to close the plant in Summerdale community. The promise was not kept and

Interpersonal Communication and Movies Research Paper

Interpersonal Communication and Movies - Research Paper Example In some interpersonal dealings, communication may develop complications due to a host of factors such as in the movie â€Å"A Few Good Men†. This paper shall attempt to dissect the elements of verbal communication especially in taking orders from a superior, the value of truth and honesty and gender differences in military work depicted in the movie. Lefebvre (2008) advises that when speaking, one must also be aware of body language and tone and inflection of voice. She notes that different ideas may be conveyed by simply emphasizing different parts of the statement. Being an active listener helps one understand the message being relayed to him. As the listener, one should hold his response until the speaker is done, and keenly observe nonverbal cues expressed. It must always be remembered that communication is a give and take process. One must learn to wait his turn to be the speaker and the listener (Lefebvre, 2008). This is especially important in courtrooms where cases are tried in order to find the truth, and if ever there is a crime proven, that the perpetrator should be punished and the victim be served the justice they deserve. This has been manifested in the movie â€Å"A Few Good Men† which showed several courtroom scenes in analyzing an alleged misdemeanor by two marines that eventually killed another marine within the confines of the marine base. The court scenes were played very well, giving each party a chance to express him or herself while on trial. However, there are times when both speaker and listener talk at the same time, trying to prove their point and talk over each other. Richmond & McCroskey (2005) contend that interpersonal communication in organizations can either go horizontally, or across co-workers who are considered equals in terms of position in the organization, and vertically, indicating a hierarchy in position that either goes upward towards higher management or downward, towards rank and file. Downward communica tion from management to the employees usually involves job instruction, rationale, ideology, information and feedback. This is most common in the military, where messages are often given as orders from someone from a higher position and is expected to be followed. In the movie, the two marines who allegedly killed a colleague were presumed to be doing so under orders from their superiors. Job instruction includes directions mandated by management such as direct orders, written memos, workshops on how to do the job, and so on. An example is how a marine should behave when there is an officer approaching. Rationale is the rationalization or explanation of a duty or assignment and how it is compatible with what the personnel are already doing. An example of this is explaining why one is posted in an area during his shift. Ideology is the philosophy of the organization that managers expect their employees to share. If they do believe in the same views, then communication would flow much easier within the organization. An example is that in the military, obeying orders from superiors is a must. Information is concerned with acquainting people with general knowledge that they need to know, such as regulations, changes in benefits, and general policies. Feedback is the superior's way of giving his subordinates information about how they are doing. This is usually expressed as praise, recognition,

Statistic paper Statistics Project Example | Topics and Well Written Essays - 1500 words

Statistic paper - Statistics Project Example A significant correlation was observed between days and charges, r(287) = .80, p Hospital managers bear the overall authority over the running of the hospital. However, their authority is usually curtailed when administrative duties come into play. This is due to the overpowering roles of physicians. Physicians control a significant portion of hospital costs and the length of time that a patient stays in a hospital. They also determine the drugs used in treating a patient and determine the suppliers. Despite these crucial roles, the physicians are not employees of the hospital. At times, hospitals give individual physicians admitting privileges and periodically review their performance. However, the hospital’s influence over various expenditures remains at the minimum. On the other hand, the revenues of the hospital are largely dependent on the patient’s insurance coverage. This insurance coverage may cater for a more or less fixed amount and is classified using the diagnosis related group (DRG) system. It may also cater for a percentage of the hospital bill. The performance of a physician is crucial to the general well-being of a patient. An outstanding performance

Retiring Abroad Essay Example | Topics and Well Written Essays - 750 words

Retiring Abroad - Essay Example this new trend of retiring abroad, especially in the aftermath of the global financial meltdown that decimated home values and ravaged many accounts. Many people continue living where they live because of their work. When they retire, they make the ultimate decision of moving to a place where they will feel more comfortable and where their money will last (Knowledge). According to Social Security Administration’s annual statistical supplement, the exact number of Americans retirees receiving social security benefits outside the United States is 350,000. The majority of these individuals are finding their way to countries like Ecuador, Mexico, Canada and the UK (Edwards & Daniels 101). This number is expected to increase with 4 million baby boomers already making plans to retire abroad (Edwards & Daniels 100). The main driving force behind this new trend shown by retirees is financial security. According to the confidence survey of 2014, only 14 percent of the workers indicated that they were confident of having enough funds to live comfortably in the United States. This low level of confidence comes as a result of the global economic crisis that crushed the gains that had been made on the middle income household net worth. During this period, home price index went down by 23 percent (Knowledge). Retirement accounts that act as supplements to social security and other forms of retirement income were also not spared (Knowledge) The cost of living in such countries is much lower compared to the United States. For example, the rent in San Jose, a city in Costa Rica is 57 percent lower than in the city if Philadelphia (Knowledge para.8). Additionally, the prices for consumer goods are lower by 59 percent when the same city is compared to American cities. These benefits notwithstanding, the retirees need to know that that there are hidden charges that they need to consider before deciding to reside abroad. For instance, the imported goods in emerging markets are

Formation and Evolution Essay Example for Free

Formation and Evolution Essay A black hole is a theoretical region of space in which the gravitational field is so powerful that nothing, not even electromagnetic radiation (e. g. visible light), can escape its pull after having fallen past its event horizon. Black holes are objects so dense that not even light can escape their gravity, and since nothing can travel faster than light, nothing can escape from inside a black hole. On the other hand, a black hole exerts the same force on something far away from it as any other object of the same mass would. For example, if our Sun was magically crushed until it was about 1 mile in size, it would become a black hole, but the Earth would remain in its same orbit. Even back in Isaac Newtons time, scientists speculated that such objects could exist, even though we now know they are more accurately described using Einstein’s General Theory of Relativity. Using this theory, black holes are fascinating objects where space and time become so warped that time practically stops in the vicinity of a black hole. The former types have measured masses ranging from 4 to 15 Suns, and are believed to be formed during supernova explosions. The after-effects are observed in some X-ray binaries known as black hole candidates. On the other hand, galaxy-mass black holes are found in Active Galactic Nuclei (AGN). These are thought to have the mass of about 10 to 100 billion Suns. The mass of one of these super massive black holes has recently been measured using radio astronomy. X-ray observations of iron in the accretion disks may actually be showing the effects of such a massive black hole as well. Formation and Evolution The primary formation process for black holes is expected to be the gravitational collapse of heavy objects such as stars, but there are also more exotic processes that can lead to the production of black holes. Gravitational collapse occurs when an objects internal pressure is insufficient to resist the objects own gravity. For stars this usually occurs either because a star has too little fuel left to maintain its temperature, or because a star which would have been stable receives a lot of extra matter in a way which does not raise its core temperature. In either case the stars temperature is no longer high enough to prevent it from collapsing under its own weight. The result is one of the various types of compact star. Which type of compact star is formed depends on the mass of the remnant the matter left over after changes triggered by the collapse (such as supernova or pulsations leading to a planetary nebula) have blown away the outer layers. If the mass of the remnant exceeds ~3-4 solar masses (the Tolman-Oppenheimer-Volkoff limit)—either because the original star was very heavy or because the remnant collected additional mass through accretion of matter)—even the degeneracy pressure of neutrons is insufficient to stop the collapse. After this no known mechanism (except maybe the quark degeneracy pressure, see quark star) is powerful enough to stop the collapse and the object will inevitably collapse to a black hole. This gravitational collapse of heavy stars is assumed to be responsible for the formation of most (if not all) stellar mass black holes. Once a black hole has formed, it can continue to grow by absorbing additional matter. Any black hole will continually absorb interstellar dust from its direct surroundings and omnipresent cosmic background radiation, but neither of these processes should significantly affect the mass of a stellar black hole. Properties of Black Holes According to the No Hair theorem a black hole has only three independent physical properties: mass, charge and angular momentum. Any two black holes that share the same values for these properties are indistinguishable. This contrasts with other astrophysical objects such as stars, which have very many—possibly infinitely many—parameters. Consequently, a great deal of information is lost when a star collapses to form a black hole. Since in most physical theories information is preserved (in some sense), this loss of information in black holes is puzzling. Black Hole Types The simplest possible black hole is one that has mass but neither charge nor angular momentum. These black holes are often referred to as Schwarzschild black holes after the physicist Karl Schwarzschild who discovered this solution in 1915. It was the first (non-trivial) exact solution to the Einstein equations to be discovered, and according to Birkhoffs theorem, the only vacuum solution that is spherically symmetric. The Reissner-Nordstrom solution describes a black hole with electric charge, while the Kerr solution yields a rotating black hole. The most general known stationary black hole solution is the Kerr-Newman metric having both charge and angular momentum. Sizes Black holes occurring in nature are commonly classified according to their mass, independent of angular momentum J. The size of a black hole, as determined by the radius of the event horizon, or Schwarzschild radius, is proportional to the mass through where is the Schwarzschild radius and is the mass of the Sun. Thus, size and mass have a simple relationship, which is independent of rotation. According to this mass/size criterion then, black holes are commonly classified as Super massive black holes, Intermediate-mass black holes, Stellar-mass black holes, Micro black holes Conclusion There is very good evidence from astronomical observations that the universe is full of black holes with sizes ranging from six to a billion solar masses in size. Black hole accretion power is responsible for some of the most spectacular phenomena in the universe. These phenomena are NOT well understood, however, largely because of the complexity of the physics of the central accretion flow. There is little doubt, though, that black holes exist at the heart of active galactic nuclei, quasars, and certain X-ray binaries. Accretion power is an important contributor to the overall evolution and ecology of the universe. Electromagnetic observations are currently probing the innermost parts of accretion flows, and revealing interesting effects of the relativistic space-time assuming our models of the flows are not WAY wrong. How can one prove the existence of black holes, short of a suicidal leap across an event horizon? Detection of gravitational waves ripples in the fabric of space-time itself, is perhaps the only way. Currently astronomers view black holes if they are lit up electromagnetically a very biased view! Black holes which are lit up gravitationally may offer a very differently biased view. Works cited Kraus, Ute. Step by Step into a Black Hole. (2005-03-20) Remillard, Ronald A. ; McClintock, X-ray Properties of Black-Hole Binaries, Ann. Rev. Astron. Astrophys. (2006) 44: 49–92. Celotti, A. ; Miller, J. C. ; Sciama, D. W. , Astrophysical evidence for the existence of black holes, (1999) Class. Quant. Grav. 16. Hawking, S. W. ; Penrose, R. , The Singularities of Gravitational Collapse and Cosmology, (1970) Proc. Roy. Soc. Lon 314 (1519): 529–548 Schwarzschild, Karl , Uber das Gravitationsfeld eines Kugel aus inkompressibler Flussigkeit nach der Einsteinschen Theorie(1916), Sitzungsber. Preuss. Akad. D. Wiss. : 424–434.

Organisational Culture The Case Of Daimler Management Essay

Organisational Culture The Case Of Daimler Management Essay Introduction Organizational or corporate culture is deliberated as one of the vital conflicts and dilemmas as well as subjects that are relevant in academic research as well as education giving deliberation on the corporate and business theory and management applications. The main basis and grounds behind this is the notion that the determinant and attribute of the culture is deliberated as valuable in entire life of corporations and business. Even in those corporate and business where in cultural conflicts and dilemmas take delivery of little precise deliberation, how individuals in a firm perceive, experience, analyze as well as operate are all presented and forwarded by diverse ideologies, sense, significance and also customs and elements of a cultural nature. Whether management perceive that culture is deliberated as too soft or too hard to worry about or whether there is no limited and confined corporate culture, does not lessen the essence of culture (Alvesson 2002). Accordingly, senior corporate management are almanners, in one manner or another, manage and administer culture and deliberated as the most significant notion to be implicated by an industry. Those corporations and industries that are working numbers of diverse management may help in the expansion of building up and copying a culture that will honor and observe the indicator of performance as well as the operations and functions about the process of handling of these. In most of the modern business organization, corporate culture deliberates different types of attention that is deliberated as crucial. The issues is that management are often missing of a deeper comprehension about own individuals and corporate and business will function concerning the culture. It is significant to deliberate the notion that culture is a vital and complex because it is very complex to comprehend and apply in the thoughtful manner. Awareness of and attention in culture can be adjusts between management as well as automotive industry. However, it is still considered hard to get hold of a high level of cultural awareness direct actions (Alvesson 2002). Primarily, the principal objective of this report is to assess the organizational culture of Daimler and identify the issues and problems faced by the management of the automotive industry concerning cultural and diversity issues. Since one of the most talked about Cultural diversity management is the one which Daimler and Chrysler has considered, it is best to analyze the issues that cultural diversity have brought the industry after the Cultural diversity management. Organizational Culture There is no broad concurrence concerning on what the expression organizational or corporate culture explains as well as delivers. The term has been considered in diverse manners, which consist: as a metaphor, as a principle body that relays and associates to the corporate and business as a whole or a set of behavioral or cognitive characteristics. Furthermore, It also visible and evident in diverse determinant and attributes which consist determinant and attributes, symbols, myths, languages, norms of behavior, beliefs, customs, values, ethical codes, legends, as well as attitudes, basic assumptions or event the past of the corporations and businesses. As mentioned by Morgan (1997), the corporate culture has basically four significant strengths. The first strength emphasizes the attention on the human side of corporate and business condition and life. On the other hand, another strength gives consideration on the significance of harmonious internal relations among the members of the corporate and business, that in turn will result to the attainment of objectives and goals. It also makes the members, specifically the corporate and business leaders to analyze themselves in terms of the implications they have on the group. The last one is it develops the corporate and business relationship not only internally but also externally with the implications of the behavior on the outside environment. Various studies such as White (1998) and Hibbard (1998) have given emphasis more on defining values as the core foundation of corporate culture. Whilst such values are significant determinants or determinants of corporate culture, other studies and investigations have shown that corporate as well as business differ more on practices rather than on their values (Hofstede, 2001, p. 394). Such contrary results were determined and found among national culture. In the study by Hofstede (2001), the author has been able to explain that values are derived from an individuals early life, chiefly from his or her own family. This then supports the notions that corporate culture is founded by industrial and institutional practices. Typically, values are not openly apparent for staffs and management. However, in some part, values are expressed through industrial practices. Hence, they can be obtained from emerging corporate and business practices found within the corporate and business, its depar tment or individual work units. It also relays and associated on the outline of attitudes, principles as well as academic manners of adjusting with knowledge that have enhanced during the manner of the record of the corporations and business, which have a propensity to be visible and obvious in its material aspects as well as in the performance and function of the members. Hence, it is deliberated as the outline of valuable statements that have proceeded well sufficient to be able to be deliberated as suitable, hence, it is vital to be trained to latest members as the precise technique to differentiate and identify, reflect and experience in connection to dilemmas and issues of outer variation and inner collaboration(Maier 2004). Based on this, it is deliberated as the shared values, customs and norms and also the expectations that guide the manner in which individuals approach their work, at the same time collaborate with one another. Organizational or corporate culture is diverse from that of the world culture; t his is due to those associated on the shared histories, foods, languages, beliefs which are deliberated as the basis and foundation of the identity of an individual. The personal culture influences how a person is deciding on a specific happening as well as conditions that they are encountering. Identifying the organizational or corporate culture entails being able to give emphasis on the identification of the universal references of the corporations and business. Organizational or corporate culture has been measured as a compound events and happenings. It is very apparent and clear in the behavioral traditions and backgrounds, concealed statements and also as human nature. Furthermore, the value and worth of presenting corporate and business culture from diverse levels, together with idea and creations, values as well as fundamental postulations (Oden, 1997). The extend in which organizational or corporate culture is consciously as well as overtly rather than unconsciously and covertly manifest, implicates how easily organizational or corporate culture can be changed and managed. When organizational or corporate culture change involves changing surface-level behavioral norms as well as object and piece, it can happen with connected easiness. At the authentic levels of organizational or corporate culture, purpose suppositions, ideas, as well as human nature, it is very complex and consuming to consider changes in organizational or corporate cu lture. The process of considering and varying organizational or corporate culture is being influenced by diverse level of corporate and business culture under deliberation (De Witte Muijen 2000). Overview of Daimler One of the successful automotive industries in the global market is Daimler AG. Having its divisions of brands such as Daimler Trucks, Mercedes-Bens Vans, Mercedes Bens Cars, Daimler financial services, Daimler Buses, the industry is considered to be one of the biggest manufacturers of premium cars and vehicles as well as the biggest producers of the commercials automotive vehicles with a global market reach. On the other hand, the Financial Services division of the automotive industry offers their clients with a full range of automotive financial services which include leasing, financing, insuring and fleet management. The founders of the industry have been able to create a history by inventing the automotive in 1886. Being the pioneer for automotives, the automotive industry continues to mold the future of mobility. Daimler group of automotive industry consider innovative and green technologies to be able to generate safe as well as superior automotives that fascinate as well as sa tisfy their clients. Due to the development of alternative drive determinant and attributes, the automotive industry is noted to be the only producer of vehicles that invests in hybrid drive, electric motors as well as fuel-cell approaches, with the objective of attaining emission-free mobility for the long run. Such is just one of the examples of showing how the automotive industry eagerly accepts and considers challenge of meeting their corporate social responsibilities for the environment and the society. The automotive industry is selling their services and vehicles in nearly all the nations in the global market and has manufacturing plans and facilities on the five continents. The current brand portfolio involve, as part of the global masters most valuable automotive brands, Mercedes-Benz, the brands smart which includes the Fuso, Setra, Western Star, Maybach, Feirghtliner, Thomas Built Buses and Orion. Part of the technique and approach of the automotive industry is to merge and acquire different automotive industry to position the industry in the global market and to grasp competitive position in the world market. PEST Analysis It can be noted that the automotive industry has been dependent on global business climate as well as its cycles. Accordingly, the car industries have boomed through 1990s, but due to the Asian crisis as well as the beginning worldwide recession for the new generation, there was a slight slump which has been predicted. To comprehend the organisational culture of Daimler, Pest Analysis will be considered. The following figure shows the analysis of the political, economical, socio-cultural and technological determinant and attributes affecting Daimler. Figure 1 PEST Analysis One of the political factor that affects Daimler is the different taxations surrounding European market which lead to re-imports. Herein, the vehicles are being bought abroad, re-imported to the local market which affects the prices. In the period of economical problems, clients do not substitute their cars. On one hand, there are some brands and cars which are common in the market which express a new way of lifestyle. In terms of technological determinant and attributes, automotive industry nowadays are becoming quick in terms of business standards and consider shortened product life cycles. On one hand, to be able to cope with the environmental aspects, further consolidation of the automotive industry are expected. Aside from PEST analysis, the automotive industry will also be analyzed through the consideration of Porters five Forces model. Figure 2 Porters Five Forces Model Consequently, it can be considered that the most critical are the relations to buyers and suppliers. In Germany, for instance, the supplier of Fords for door-locks is Kieckert which stopped its supply to be able to force ford to pay more which paralysed the production of the automotive industry. On one hand, the buyers from different parts of the world tend to change from one brand to another, due to the differences in the model and look as well as other features. Cultural Issues In Strategic New management and corporations In order to position them in the global market, Daimler Benz has acquired American Chrysler. Accordingly, the sudden acquisition of Daimler Benz to Chrysler has happened because most of the leaders and the management of Chrysler have chosen to retire or leave. Aside from this, most of the functions and operations of the Daimler have been moved to Germany. Consequently, due to this decision the new automotive industry has encountered different cultural issues due to the cultural diversity. One of the most essential determinant and attributes to consider is the organisational cultural determinant and attributes. Consequently, it can be considered that since Daimler and Chrysler was based in different countries with different culture (Germany and America), these automotive industries have some cultural variations, diversities and differences. Though the automotive industry does not almanners hire new staffs and management, the standards of the corporation including its beliefs, practices and purpose, can powerfully affect the staffs and management and its managements. Relevant studies have claimed that strong cultures help the generation as well as maintenance of corporations competitive edge and stability. In the case of Daimler and its acquisition with a new corporation, it can consider that due to the cultural diversities and differences, the diversity management has not been successful. Due to their diversities, both automotive industries have lacked commitment with the Cultural diversity management. With this, many on the German staffs and staffs and management from Daimler saw this acquisition as a temporary determinant and attribute; hence, they did not even bother of improving relationship with their American counterpart. The cultural consequences become specifically apparent in cross national operations, mergers as well as acquisitions, where not only diverse corporate cultures but also corporate cultures rooted in various national cultures meet like in what happened with Daimler. The inability of the staffs and management to comprehend the culture of each other has lead to disruptive tensions which affects the new management of both automotive industries. These have been described in terms of the concepts of acculturative stress or culture clashes. The dilemmas mostly result from the introduction of new management approaches that are incongruent with the values underlying the emerging practices, which happens in Daimler and Chrysler. Even both automotive industries have been aware of the cultural diversity between German Engineering and Cowboy Independence, both companies often compromised instead of considering digital decisions. Accordingly, cultural clashes happen because there are no clear guidelines and roles in the industry about who had accountabilities and who not. Research and development units have been separated for a long time. Issues happened because of the inability of the management to fulfill one of the crucial aspects. Since it is part of the business cultures in German to give commands instead of discussing it with other members, the managers from Germany have decided in most cases, leaving the management of the acqu ired corporation staggered. Figure 3 Alternative Solution From the definition of change management and organizational cultural, the relation between the two have become very significance, particularly, the management of change in a corporation may involve changes in terms of practices, leadership, technology as well as operations of the corporation. These determinants on the other hand are founded by the conventional culture, values and beliefs of the corporation. They are then greatly affected by the corporations culture. Hence, bringing about transitions and modifications to these activities will not be efficient if the core values or culture of the corporation is not identified first. Understanding that the original principles that make these corporation functions work will then make change implementation easier and more efficient. As mentioned by Ramsey (2004) various management principles that are part of a corporations culture, should be taken into consideration for change management. generally these principles consider and involve values such as ethics, trust and loyalty, communication, leadership which include subsidiary, delegation, accountability, self-management) involvement which considers participative and consultative decision-making and work procedures which considers task integrity, work-based management, client-focus, maximization of variable skills, learning. In considering changes in the corporation, management should be able to understand what relations should be observed between the management as well as employees as well as among colleagues. In this regard, the employees will be able to comprehend their responsibilities contributions to the changes planned by the corporation. This will also enable in maintaining harmonious relations among the personnel and employees despite the introduction of changes. The leadership principle is also essential as this will enable Daimler to identify the approach that will be relevant to the issues in terms of cultural differences. Within the context of the automotive industries, globalisation trends have lead to excessive competition between and among industries that adhere to the demands and requirements on car and automotive products and services. In this regard, it can be sad that the multi-level and large-scale operations among automotive industries like Daimler led to the formation of new business approaches that regards the entirety of the conventional business processes. The search for continuous as well as sustainable developments, increased client satisfaction, and faster return on investments as well as the issues and considerations regarding cultural, differences, Cultural diversity management, shorter product life cycle, innovation, and more sophisticated client specifications needed and mostly the issues of cultural diversities needed the call for extensive change management of business goals as well as performance objectives to be able to meet the demands of the existing market economies along wi th aims to gain competitive edge and stability over industry competitors. In this regard, more and more automotive industries try to stay in the competitive environment by considering the management of cultural diversities in the industries. Cultural diversity management have been recognised to be one of the strategic manners in business operation growth as well as expansion in the global market. In line with the technique and approach of automotive industries, it can be considered that the used of Cultural diversity management to be able to solve the issues of cultural differences because of the collaborative venture or merger and acquisition which has been considered by Daimler with Chrysler. Cultural diversity management facilitates automotive industries to grow both internally and externally because through this Cultural diversity management, the partnerships of the family of the acquired automotive industry have increased, not only in its local operation but also in global environment. In addition, through the efficient use of Cultural diversity management, DaimlerChrysler acquisition, are able to gain competitive edge and stability among its rival automotive industry. Competitive edge and stability only arises from establishing differentiation. Although this Cultural diversity management have been successful, there are some essential determinant and attributes which the management of automotive industries can be considered when going into a Cultural diversity management. It can be considered that creating a successful Cultural diversity management between two automotive industries should be able to concentrate on logistical planning as well as operational integration. Unlike local and national corporations, global Cultural diversity management are tasked with higher accountabilities which made them highly accountable to every decision as well as policy they make. The vast influence as well as significant implications of the decisions as well as laws that result from intensive deliberations of member representatives of the World Bank and the World Trade Corporation are normally faced with cultural challenges that threaten the stability as well as sustainability ty of the Cultural diversity management which subsequently may lead to complex realisation of the goals of the corporation. The dilemmas and issues which arise from differing cultural interpretation should be in the reality of consistent evaluation and adjustment. Resolving immediately the differences which hinders the effective and efficient function of global Cultural diversity management should be crucially reviewed in order to promote development as well as growth of every member. Conclusion The context of Cultural diversity management as one of organizational approaches to reach efficient organizational culture, may be assessed in different underlying determinants; these include the objectives of the Cultural diversity management, the logic as well as the technique and approach used for the Cultural diversity management and cultural diversity. The predictability of Cultural diversity management in considering the increasing automotive competition addresses the situation and considerations that industries must give consideration onto before considering Cultural diversity management. In the case of automotive industry such as Daimler, the automotive industry can consider cultural diversity managements to stay in the competitive market and perform better within the global market environment with harmonious and smooth relationship with the staffs, by giving innovative and new products in terms with automotives and car manufacturing through the ideas that the management gain due to Cultural diversity management with other automotive industries. It presents that without such technique and approach, the automotive industry may not be able to expand its business portfolio and solve the issue of cultural diversity. It can be concluded that Cultural diversity management, along with the contexts of strategic management and other efficient marketing technique, can make a automotive industry to succeed in achieving its goal of providing quality products with their target audience and ensuring good corporate or organizational culture all throughout.