Thursday, December 5, 2019
Question: Indicate three Positive or Negative Signals from the Companys good and Bad Corporate Governance observed in the Companys annual report. Answer: Introduction IAG (Insurance Australia Group) is seemed to be committed to attaining the highest level of the corporate governance for the purpose of ensuring the stability for the future sustainability of the organization and also the creation of the long-term values for the shareholders are depicted. For the purpose of achieving the long-term aspects, the IAG is aspired by showing its spirit to be closer to all the interactions made with the customers, clients, partners and the shareholders in an active way (Haney, Mazzola and Schroeder, 2005). For the enhancement of the influence, the focus is being made by the company for showing the creation of the appropriate regulatory environment that will enhance the growth of the study and also the stability, and the sustainability is being determined by showing the appropriate structure of the work. The construction process is being determined by showing the appropriate structure of the corporate governance and also the enhancement of the work can be sh own by depicting the proper construction of the work (IAG, 2016). Therefore the sound regulatory regimes are created for assisting the stability, and the sustainability in the environment of the company is being shown. The active participation is being included in the form of showing the communication of the systems and the democratic movement is being focused by showing the enhancement of the work. No direct donations are provided to the political parties by the company and also are depicted to be involved in the democratic processes. The identification of the three positive signals that are depicted to be good corporate governance system as applied by the company IAG (Insurance Australia Group) are as follows:- The commitment made by the IAG (Insurance Australia Group) towards the remuneration framework is being illustrated to be attracting, retaining and motivating the high-quality consecutive that enables the company in achieving the superior and the sustainable performance. Therefore the growth of the company can be depicted to be creating a positive impact on the stakeholders are provided by showing the form of the returns on the longer period (Kim, Nofsinger and Mohr, 2010). The remuneration structure created by showing the appropriate structure of the work is showing the division of the framework which is needed to be developed in the form of the three common forms which are the fixed remunerations, short term remunerations, and the long term remunerations. The decision made on the part of the measurement during the difficult conditions are showing the appropriate environment for the development of the children, and also the construction of the business can be made by showing the appropriate framework of the work. The deficit level is being measured by showing the appropriate rewarding structure that enabled the organization to have an appropriate benefit by considering the Corporation Acts (Krivogorsky, 2012). The positive reward can also depict in the form of both the strategic and the financial goals which are easily achieved by showing the measurement of the goals. It also enables the company to establish an appropriate enhancement of the business. The integration of the strategic goals enables the company to construct an appropriate progress of the work which can be easily constructed by showing the enhancement of the long-term incentive plan. The construction of the goal is being made showing the returns made on the part of the shareholder's return and also the cash on return on equity is being made. This ensures the future security by using these plans for the betterment of the future and also the measurements can be easily achieved by showing the enhancement in the measurements undertaken by the company (Mallin, 2016). The identification of the three positive signals that are depicted to be good corporate governance system as applied by the company IAG (Insurance Australia Group) are as follows:- The repetition of the process included in this case enables the appropriate establishment of the work which is being used for showing the enhancement in work and also t shows the degradation of the growth while keeping mind about the appropriate opportunities that are established by the company. The inappropriate securities will enable in showing the appropriate formation of the work which will help in showing the enhancement of the process and also the establishment of the work can be made by showing the ultimate end of the goals (Martin, 2006). The negative impact can also be created by disobeying the policies which are essential for the establishment of the work for the purpose of showing the enhancement in the study. It also enables the establishment of the work which will show the deformation of the structure as achieved by the company for securing the future perspectives (Mitchell, 2009). The sudden choice for closing down the market will show the inappropriate process that is used for showing the impact on the company. Therefore the following of the disciplines are a part necessary for the establishment of the commercial insurance business and also it shows the appropriate exhibition of the processes that are essential for the development of the organization. The establishment of the negative factors will also show the path for the improvement of the business and also can be able to exhibit the necessary information for the purpose of structuring the business. Therefore the successful commercial insurance plan must be created that will attract the clients and the customers for running the business on the right track (Monks and Minow, 2010). Therefore the negative and the positive signals are depicted to be good corporate governance system as applied by the company IAG (Insurance Australia Group) which shows the appropriate explanation of the research. References Haney, V., Mazzola, L. and Schroeder, B. (2005).Management. Upper Saddle River, NJ: Pearson/Prentice Hall. IAG (2016).CORPORATE GOVERNANCE. [online] www.iag.com.au. Available at: https://www.iag.com.au/sites/default/files/Documents/Results%20%26%20reports/IAG_2016_Corporate-Governance-statement.pdf [Accessed 6 May 2017]. Kim, K., Nofsinger, J. and Mohr, D. (2010).Corporate governance. Boston [Mass.]: Pearson. Krivogorsky, V. (n.d.).Law, corporate governance, and accounting. Mallin, C. (2016).Corporate governance. Oxford: Oxford University Press. Martin, D. (2006).Corporate governance. London: Thorogood. Mitchell, L. (2009).Corporate governance. Farnham: Ashgate. Monks, R. and Minow, N. (2010).Corporate governance. Chichester: Wiley.
Sunday, November 24, 2019
Behavior Goals for Individual Education Plans Behavioral Goals may be placed in an IEP when it is accompanied by a Functional Behavioral Analysis (FBA) and Behavior Improvement Plan (BIP). An IEP that has behavioral goals should also have a behavioral section in the present levels, indicating that behavior is an educational need. If the behavior is one that could be handled by changing the environment or by establishing procedures, you need to attempt other interventions before you alter an IEP. With RTI (Response to Intervention) entering the area of behavior, your school may have a procedure for being sure that you attempt interventions before you add a behavioral goal to an IEP. Why Avoid Behavioral Goals? Behavioral goals will automatically withdraw a student from the progressive discipline plan in place in your school, as you have identified behavior as a part of the students disability.An IEP that has a BIP attached often labels a student when he or she is moved to another teacher, either to a new classroom or to a new schedule in middle school or high school.A BIP must be followed across all educational environments and can create new challenges not only to the teacher of record but also for specials, general education classroom teachers. It will not make you popular. It is best to attempt behavioral interventions such as learning contractsÃ before you move to a full FBA, BIP and behavioral goals.Ã¢â¬â¹ What Makes a Good Behavioral Goal? In order for a behavioral goal to legally be an appropriate part of an IEP, it should: Be stated in a positive manner. Describe the behavior you want to see, not the behavior you dont want. i.e.: Dont write: John wont hit or terrorize his classmates. Do Write: John will keep hands and feet to himself. Be measurable. Avoid subjective phrases like will be responsible, will make appropriate choices during lunch and recess, will act in a cooperative manner. (These last two were in my predecessors article on behavioral goals. PLEEZZ!) You should describe the topography of the behavior (what does it look like?) Examples: Tom will remain in his seat during instruction 80 percent of observed 5 minute intervals. or James will stand in line during class transitions with hands at his side, 6 out of 8 daily transitions. Should define the environments where the behavior is to be seen: In the classroom, Across all school environments, In specials, such as art and gym. A behavior goal should be easy for any teacher to understand and support, by knowing exactly what the behavior should look like as well as the behavior it replaces. Proviso We do not expect everyone to be quiet all the time. Many teachers who have a rule No talking in class usually do not enforce it. What they actually mean is No talking during instruction or directions. We are often not clear about when that is happening. Cueing systems, are invaluable to help students know when they can talk quietly and when they must remain in their seats and be silent. Examples of Common Behavior Challenges and Goals to Meet Them. Aggression: When John is angry he will throw a table, scream at the teacher, or hit other students. A Behavior Improvement Plan would include teaching John to identify when he needs to go to the cool down spot, self- calming strategies and social rewards for using his words when he is frustrated instead of expressing it physically. In his general education classroom, John will use a time out ticket to remove himself to the in class cool down spot, reducing aggression (throwing furniture, shouting profanities, hitting peers) to two episodes a week as recorded by his teacher in a frequency chart. Out of Seat Behavior: Shauna has difficulty spending much time in her seat. During instruction she will crawl around her classmates legs, get up and go to the classroom sink for a drink, she will rock her chair until she falls over, and she will throw her pencil or scissors so she needs to leave her seat. Her behavior is not a reflection only of her ADHD but also functions to get her the teacher and her peers attention. Her behavior plan will include social rewards such as being line leader for earning stars during instruction. The environment will be structured with visual cues which will make it clear when an instruction is happening, and breaks will be built into the schedule so Shauna can sit on the pilates ball or take a message to the office. During instruction, Shauna will remain in her seat for 80 percent of five minute intervals during 3 of 4 consecutive 90 minute data collection periods.
Thursday, November 21, 2019
Develop and implement a diversity policy at work place - Essay Example The sales force and customer care representatives belonging to different cultures (Barak, 207) give the customer the feeling of oneness which generates favourable possibility in ensuring high sales. The benefits at group and departmental level are huge. The organisation has bigger platform to play with the help of complementary skills and dynamic capabilities. Many minds, each one with different thoughts and view can significantly increase the number of alternatives out of which few are to be chosen. The different thoughts can bring out many aspects of the problems leading to better solution. The creativity is multiplied (Pride, Hughes & Kapoor, 188) and the monotony is shattered. At individual level, the employees learn about various cultures and acquire new skills with the help of each other (Daft & Lane, 442). Diversity can be harmful to the organisations if and only if it is not recognised, accepted and well treated (Dubrin, 59). It is highly possible that difference of opinion causes conflicts which can hamper the productivity and performance. It is, therefore, crucial that organisations cater towards diversity and take effective measures to reap benefits out of it. To provide guidelines for effective management of a diverse workforce so that it can contribute to the well being for Jims Cleaning. It ensures that no employee is discriminated on the basis of his or her gender, race, sect, religion, age, disability, economic and family background and marital status. This policy is applicable to all the employees of Jims Cleaning, regardless of whether they are blue collar, white collar, part time, regular, permanent, or contractual. It is indifferent to their level and position in Jims Cleaning. It is based on celebrating the differences and valuing everybody. Diversity refers to the differences in the characteristics of people and objects. In this
Wednesday, November 20, 2019
Check the file i sent - Assignment Example God is real, a truth and exists because he is conceivable to the human mind, he is conceivable to DescartesÃ¢â¬â¢ mind. Just as explained in Meditation1 all things that Descartes grew up to believe in was challenged and a new system of beliefs which had no doubt in them were established, here the existence of God is justified through doubtless belief. My thesis builds on DescartesÃ¢â¬â¢ primary logic that whatever the mind can conceive and facilitates the propagation of the belief exists. Therefore my understanding states that both God and Evil Demon exist as it can be conceived with distinct attributes and qualities. The Thesis states that God exists, because it is he who is putting these thoughts and it is he who is responsible for the author has come to be, i.e., his birth as a human being, his existence and his life. Similarly as stated in Meditation 1 Ã¢â¬Å"No, surely I must exist if itÃ¢â¬â¢s me who is convinced of something. But there is a deceiver supremely powerful ad cunning, whose aim is to see that I am always deceivedÃ¢â¬ . (Descartes, 1641, p.137) This goes to show the authors belief that the Evil Demon exists. Would Descartes think that his having an idea of the Evil Demon proves that the Evil Demon exists?Ã Descartes states that the Evil Demon exists, as the deceiver, as a sublime thought in a human mind to constantly question the existence of one self, about the realism of oneÃ¢â¬â¢s physical structure (i.e., eyes, hands, legs, head etc) and natural habitat like land, water, air, wind, earth etc. The Evil Demon exists as a force that tries to disprove that he exists. The author concludes by saying that, thus having fully weighed every consideration, I must finally conclude that the statement Ã¢â¬Å"I am. I existÃ¢â¬ (Descartes, 1641, p.138) whenever I state or mentally consider it. Another perspective of Evil DemonÃ¢â¬â¢s existence is: based on the premise of DescartesÃ¢â¬â¢ system of thoughts and the fact that presentation al reality determines the strength of the case for the existence of an object of thought; the Evil Demon exists because of having a concrete idea with clear presentational reality of the Evil Demon. The fact that Descartes can have a clear idea of the Evil Demon together with all its attributes of evil, malice, loathness, craftiness etc leads to the fact that the Evil Demon exists. It is a thought that comes from within and is clear and distinct. Just like there is a supremely powerful and good power that we call God, who is the source of all truth, there is an evil demon, supremely powerful and cunning who works as hard as he possibly can to deceive the author (Descartes, Knowledge and Reality, Meditation 1, p. 138). Why did Descartes think that his having an idea of God proves God exists? DescartesÃ¢â¬â¢ primary approach is to withdraw his senses and empty his mind of thoughts of all physical things that he has seen so far in life like objects, people, things and articles. He ei ther empties his mind from it or writes them off as non-existent and not real. The fact that he can comprehend the concept of God clearly and distinctly is the basis for the argument that God exists. The idea of God is planted in his mind and this idea is clear, distinct and makes him certain. Therefore, according to Descartes, God exists. Descartes believes that whatever he thinks exists due to the connection of the outer reality and its logical conclusions with the inner reality of our imaginations. The very fact that the mind can comprehend God as a super power capable of making anything happen is
Monday, November 18, 2019
Integrating business perspective - Essay Example Hence, the investor looks into certain factors with a keen eye before investing into something. First and foremost, it is important to know complete detail about the business that is about to start up, its complete assessment and the analysis of the risk involved in the business. Analysis of risk factor is very important thing to know when considering to invest in a small startup business since this risk is what actually defines how much money you will earn or how much money you will lose in the future. But in certain cases the loss is worthwhile since the profit gained after a certain time period is far from the losses. For this purpose it is important to look into the idea that the party is selling and whether it has potential to grow or not and whether it will go down the drain. Generally speaking those who want to invest in such type of business should have an open mind and should know that investing in such type of business always involves the factor of risk and the elimination of this factor is hardly ever possible. To be sure of the idea that the students are selling, w e should see the product sample being shown to us and various other factors which are all linked to ache other. Another important factor to look upon when investing in such small scale business is time. Time is one of the most important factors of such type of businesses because such startups may require more than average time to get a return i.e., there should be no expectations of getting any money out of this business for three to five years. In such a case, the investor can put in his money in the form of loan which can be returned to the investor within a specific time period but there will be no profit earned in such case. The team involved in the business should also be evaluated since they are the people who are going to run the business and these people will be responsible on giving you your money back in the form of profit or in case of losses. If the team is
Friday, November 15, 2019
Skilled Workers Shortage in China: Causes and Effects In this chapter the researcher will present the theoretical foundation for this dissertation. This review aims to investigate and examine extant literature on the following research questions: Research Question 1: How great is the shortage of skilled workers in China? Research Question 2: How do such shortages in skills affect the working of multinational corporations? Research Question 3: How do multinational corporations, with the use of talent management practices and tools, retain skilled workers, including managerial and executive staff, in China? Information for this literature review has been obtained from a range of secondary sources including books, journal and magazine articles and other media publications, both in online and physical form. Talent management is a comparatively new development in HR theory and practice and much of pertinent and associated literature on the subject exists in the form of publications in various periodicals. Shortage of skilled workers in China is presently attracting a significant amount of concern and material on the subject has been sourced from different articles authored by Chinese and Western experts. The various aspects of the studied subject matter have been taken up in sequence in the interest of coherence and continuity of thought and discussion. 2.1 Shortage of Skilled Workers in China The shortage of skilled workers, whilst of recent origin, is assuming grave dimensions. The Chinese economy has been growing at an astonishing pace for the last two decades (Barbosa 2010). Such phenomenal economic growth has propelled the country from the ranks of the poorest of the poor to the position of the second largest global economy (Barbosa 2010). Having crossed Japan in the GDP rankings in August 2010, the Chinese economy is now second in size to only that of the USA (Barbosa 2010). With it being widely accepted that access to cheap and skilled labour has played a predominant role in the countryÃ ¢Ã¢â ¬Ã¢â ¢s economic performance, the emerging shortages in availability of skilled workers is becoming a serious matter of concern (Powell 2009). Experts feel that the problem, whilst manageable until now, is increasing in various dimensions and can become a serious challenge to the countryÃ ¢Ã¢â ¬Ã¢â ¢s economic growth in the foreseeable future (Powell 2009). Ã ¢Ã¢â ¬Ã âVarious domesticÃâÃ media reportsÃâÃ put the labour supply gap at around a million people in Guangzhou and neighbouring cities such as Dongguan, legendary centres of ChinaÃ ¢Ã¢â ¬Ã¢â ¢s export boom in the past three decades. Numerous assembly lines and construction sites are sitting idle while anxious employers have raised salaries by more than 30% but still canÃ ¢Ã¢â ¬Ã¢â ¢t attract enough applicantsÃ ¢Ã¢â ¬?. (Hong, S. 2010) The current shortage of skilled workers in China is due to the emergence and interplay of a range of factors (Trading Economic 2010). It is in the first place indisputable that sharply accelerating economic growth in China has created enormous demand for skilled workers (Trading Economic 2010). The Chinese economy has grown in size from an annual GDP of 990 billion USD in 2000 to 4900 billion USD in 2010 (Trading Economic 2010). The last decade has seen the entry of numerous multinationals in the country and the establishment of thousands of local and foreign owned production units (Blanchard 2007). Such production units are now being established in different geographical areas making it easier for workers to obtain gainful employment near their houses (Blanchard 2007). The Chinese government has also in recent years embarked upon developing the economic and physical infrastructure of numerous inland and hitherto neglected provinces (AsiaNews.It. 2006). Airports, roads and housing in upcountry regions are receiving strong investments (AsiaNews.It 2006). Such investments are creating thousands of jobs across the country and reducing migration of workers to zones with strong manufacturing activities (AsiaNews.It 2006). Experts also feel that low wages in the manufacturing sector, along with long working hours and difficult working and living conditions are forcing many workers to give up their jobs in manufacturing units and return to work on their farms (Rein 2010). The Chinese governmentÃ ¢Ã¢â ¬Ã¢â ¢s decision to reduce taxes on agriculture has also helped in reinforcing such attitudes (Rein 2010). The Chinese government has constantly placed emphasis upon development of agriculture and providing of adequate food supplies for the rural population, who constitute 727 million people (Rein 2010). A continuous supply of positive policies, like the elimination of onerous taxes and powerful market intercession, have enhanced rural incomes and made farming rewarding in comparison to skilled jobs in some manufacturing organisations (Rein 2010). China implemented its one child policy in 1979. This has resulted in the development of an ageing population (Hong, S. 2010). The median age of the country, at 33 years, is closer to that of the USA, the UK and the countries of Western Europe, rather than to its southern neighbour India, which has a median age of 26 and whose economy is also growing rapidly and with a swiftness that is second only to that of China (Hong, S. 2010). The ageing population is leading to lesser numbers of people joining the workforce every year and consequentially to restrictions on the availability of skilled workers (Hong, S. 2010). The impact of an ageing population is being felt intensely in manufacturing centres like Shanghai, where people above 60 are expected to constitute practically 30 percent of the total population in another 10 years time (Hong, S. 2010). The numbers of people in the 15-19 age groups in the country have reduced by approximately 17 percent, from 124 million in 2005 to around 10 3 million today (Hong, S. 2010). Academic policies in China have in recent years paid greater attention to academic performance and have neglected imparting of high level vocational training and skills training to people (AsiaNews.It 2006). Many universities have failed to understand market demands and mechanisms in the designing of their courses (AsiaNews.It 2006). Only 200 of the 20,000 vocational schools in the country are aiming to produce skilled workers and technicians with good skills (AsiaNews.It 2006). Such circumstances have added to the reduced availability of skilled workers in the manufacturing sector (AsiaNews.It 2006). Rein (2010) states that the younger Chinese unwilling to work any longer in factories. They are much too buoyant about their work prospects and perceive no compulsion to work for comparatively low wages at long distances from their families (AsiaNews.It 2006). The increase in the number of college and university graduates from just about a million in 2000 to 6 million in 2010 has reduce d the pool for potential skilled workers (AsiaNews.It 2006). Even workers with low skills prefer to stay nearer home in interior provinces like Sichuan and Hunan, rather than relocating to manufacturing centres like Guangdong to work for remuneration that is being increasingly perceived to be insufficient (AsiaNews.It 2006). The shortage of skilled workers is being felt intensely in the export regions of the country like the Pearl River Delta as also the Yangtze River Delta. Ã ¢Ã¢â ¬Ã âIt was officially reported that the city of Shenzhen, on the Hong Kong border, alone faced a labour shortage of about 300,000 workers this year. In Guangdong province, the government said factories were short more than 500,000 workers; and in Fujian province, there was a shortage of 300,000Ã ¢Ã¢â ¬?. (AsiaNews.It 2006) Surveys, conducted a few years ago, revealed that technicians constituted only 4% of the total numbers of skilled workers, even as organisations needed at least 14% technicians in their labour force (Peoples Daily 2004). Personnel who are most in demand include skilled workers, technicians and marketing staff. Such shortages appear to be greater in case of enterprises where skilled workers were not trained adequately (Peoples Daily 2004). Business organisations are also finding it difficult to attract and retain employees in different administrative and managerial positions (Peoples Daily 2004). It is ironical that the country that is widely considered to be the largest reservoir of cheap and skilled workers is now actually hard pressed to find and retain skilled workers as well as supervisors and managers at different levels for its own needs (Peoples Daily 2004). 2.2 Impact of Shortage of Skilled Workers and Managerial Employees on the Working of MNCs in China. Shortage of skilled employees is affecting the working of all business firms, MNCs as well as locally owned establishments, across China (Roberts 2006). Such shortages are in the first case leading to progressively higher levels of attrition and employee turnover in business firms (Roberts 2006). The most important challenge in contemporary Chinese business enterprises concerns attracting, finding and retaining skilled workers (Roberts 2006). The Institute of Contemporary Observation, a research organisation based in Shenzhen, states that employee turnover in low technology industries is nearing an unprecedented 50% (Roberts 2006). There are 2.5 million jobs in the province of Guangdong that are yet to be filled, even as the provinces of Shandong, Jiangsu and Zhejiang are also facing considerable shortages of skilled labour (Roberts 2006). Such shortages are affecting the production of numerous organisations, adversely impacting expansion plans, and restricting organisational growth (Roberts 2006). Ã ¢Ã¢â ¬Ã âIt was officially reported that the city of Shenzhen, on the Hong Kong border, alone faced a labour shortage of about 300,000 workers this year. In Guangdong province, the government said factories were short more than 500,000 workers; and in Fujian province, there was a shortage of 300,000.Ã ¢Ã¢â ¬? (AsiaNews.It 2006) Numerous MNCs have increased their investments in Chinese production centres and built up large capacities (Lane Pollner 2008). The unavailability of the required numbers of skilled workers is leading to underutilisation of capacity, idle machinery, higher finance costs, and poor productivity and profitability (Lane Pollner 2008). Shortages in required numbers of skilled workers are also leading to significant increases in job hopping and in the movement of employees between organisations for the sake of achievement of small salary differentials (Roberts 2006). MNCs and local companies are Ã ¢Ã¢â ¬Ã âstealingÃ ¢Ã¢â ¬? skilled workers from each other, by offering the target worker a lucrative opportunity such as a better compensation or better benefits. The Ã ¢Ã¢â ¬Ã âtalentÃ ¢Ã¢â ¬? war has led to rapid wage inflation. . MNCs have been increasing salaries to keep existing employees (Downing, Rouleau, and Stuber 2008). Whilst labour intensive industries are facing increasingly severe problems, substantial increases in numbers of employee departures are affecting all low tech and high tech organisations (Roberts 2006). Ã ¢Ã¢â ¬Ã âEmerson General Manager David Warth says its all he can do to keep his 800 employees from jumping ship to Samsung, Siemens, Nokia, and other multinationals that are now operating in the tech manufacturing hubÃ ¢Ã¢â ¬?. (Roberts, 2006) Increases in employee turnovers and shortages in supply of skilled workers, as well as employees for higher level and managerial jobs, is leading to sharp increases in employee costs. AS Salop and Salop (1976) indicate that labour turnover is costly for all firms. In the event of a sudden employee departure, the firm suffers two types of cost: direct and indirect cost. Direct cost includes leaving costs, replacement costs such as advertising, interviewing and selection costs and transitions costs, and indirect costs refer to the loss of production, reduced performance levels, unnecessary overtime and low morale (Schlesinger and Heskett, 1991). Ã ¢Ã¢â ¬Ã âCompanies across the board are feeling the squeeze. Last year turnover at multinationals in China averaged 14 percent, up from 11.3 percent in 2004 and 8.3 percent in 2001 (AsiaNews.It 2006). Salaries jumped by 8.4 percent, according to human resources consultant Hewitt Associates LLCÃ ¢Ã¢â ¬?. (AsiaNews.It 2006) Minimum wages in China are going up steadily and are currently many times that of Bangladesh, a neighbouring low cost producer (AsiaNews.It 2006). Many organisations are perforce improving the working and living conditions of their employees and the quality of food served in their cafeterias, with result increases in total costs expended on labour (AsiaNews.It 2006 ). Such increases in labour cost have multiple implications (Roberts 2006). At one level companies are seriously thinking of putting up new establishments in interior regions where wages are lower, or even of shifting their operations to lower wage countries like Indonesia or Vietnam (Roberts 2006). Organisations that have already made substantial investments in regions that are now facing labour shortages are experiencing strong pressures on costs and margins (Roberts 2006). Such pressures are leading either to problems with organisational viability or are manifesting themselves in higher product prices and consequent pressure on competitiveness (Roberts 2006).The American Chamber of Commerce recently reported that increasing costs of labour have reduced the margins of practically 48 percent of US organisations that operate in China (Roberts 2006). Teresa Woodland, the author of the report states that China could well run the risk of using its cost advantage (Roberts 2006). The shortage in availability of skilled people goes beyond the workforce and extends too many other organisational areas (Roberts 2006). Mckinsey and company estimate that just about 10 percent of job candidates in areas like engineering, accounting and finance have skills that are necessarily required by foreign organisations (Roberts 2006). Whilst 75,000 jobs for managers are expected to arise in the country during the next five years, the country currently has lesser than 5,000 managers with the required skills (Roberts 2006). Observers believe that the impact of shortage of skilled people on the economic growth and performance of companies and the nation as a whole is likely to be far more powerful than other constraints like material or power. 2.3 Talent Management and its Application in China Multinational corporations in China can benefit in areas concerning employee turnover and improvement of employee retention through the application of contemporary talent management techniques and tools. Organisational managements have over the years constantly tried to develop and adapt in response to workplace changes, right from the days of the industrial revolution and the emergence of labour unions to the demands of automated production, globalisation and outsourcing (Schuler, et al, 2010). Contemporary years are witnessing a global HR movement for attracting and retaining talent (Schuler, et al, 2010). Whilst organisations have in many ways been trying to attract and retain skilled and productive employees for ages, formal talent management processes have emerged only recently (Schuler, et al, 2010). Whilst such practices are now being implemented rigorously by progressive business organisations in the developed economies, they have become extremely relevant in the Chinese envi ronment where an abundance of people is ironically accompanied by shortages in availability of skilled workers and other managerial personnel (Schuler, et al, 2010). 2.3.1 The importance of talent management Talent management represents the systematic use of appropriate HR strategies, policies and practices for management of the talent challenges faced by business organisations (Lane Pollner 2008). Such policies and practices in the Chinese context include attraction of the most appropriate talent, careful selection, training and development, fair and sympathetic evaluation and assessment, high quality training and development and alignment of personnel and business objectives (Lane Pollner 2008). The importance of adopting strong talent management practices for retaining talent assumes great importance in the existing and predicted scenario (Lane Pollner 2008). Research conducted by the Kenexa Research Institute, conducted in 2007 in six countries, including China reveals that Ã ¢Ã¢â ¬Ã âpolicies such as career path programmes, goal development and monitoring, regular feedback sessions with managers, tracking progress have a demonstrable effect on employee execution and motivati onÃ ¢Ã¢â ¬? (Talent Management 2008). The report confirms that employees of organisations that focus on talent management are more engaged with their functions and more content with their jobs and organisations (Talent Management 2008) 2.3.2 VroomÃ ¢Ã¢â ¬Ã¢â ¢s VIE expectancy theory VroomÃ ¢Ã¢â ¬Ã¢â ¢s VIE (Valence, Instrumentality and Expectancy) theory of expectancy states that individuals tend to act in specific ways with the expectation that specific acts will lead to particular outcomes, and in line with the attractiveness of such outcomes (Citeman.com 2010). The theory, whilst appearing to be complex, is actually simple and necessitates the comprehension of three relationships, namely (a) the perceived probability by individuals that the making of specific efforts will lead to performance, (b) the extent to which individuals believe that performing at specific levels will result in achievement of specific outcomes and (c) the importance placed by individuals on possible rewards that can be obtained in job execution (Citeman.com 2010). The intensity of individual motivation to make efforts depends on the intensity with which individuals believe that they can achieve what they are attempting, whether they will be adequately rewarded by their organisations, and whether such rewards will meet their individual objectives (Pitt 2001). The application of the expectancy theory needs the careful consideration of four relevant steps (Pitt 2001). Organisations must firstly assess the perceived outcomes offered by specific jobs to employees (Pitt 2001). These may be (a) positive like income, benefits, stability and security, comradeship, congenial relationships trust, employee benefits, and opportunities to use skills, or (b) negative like weariness, monotony, annoyance, apprehension, inconsiderate management or danger of dismissal (Pitt 2001). Employee perceptions, regardless of actual reality become relevant in such scenarios (Pitt 2001). Organisations must try to assess the attraction to employees of such outcomes and whet her employees perceive outcomes with positivity or negativity (Pitt 2001). Individuals who find specific outcomes attractive and view them positively would like to achieve them (Pitt 2001). Managements also need to determine the type of behaviour required of employees to achieve positive outcomes and employees need to clearly and explicitly know what they must do to achieve them (Pitt 2001). It is finally also important to know how employees view their chances of satisfying what is asked of them (Pitt 2001). HR experts feel that appropriate applications of the expectancy theory through the linkage of efforts with performance and rewards can make employees developed a liking for their jobs and consequentially reduce employee attrition and employee turnover (Pitt 2001). Whilst the expectancy theory certainly has its logical strengths, talent management is a far broader area and retention of talent in skilled jobs in China poses specific challenges like (a) the need for skilled workers to work far away from their farms and homesteads, (b) difficult working and living conditions, (c) inadequate monetary benefits and (d) the emergence of various alternative areas of occupation and work with more attractive attributes with regard to location, remuneration and job content (Changing Minds.org 2010). 2.3.3 Impact on skilled workers The Kenexa (2007) report on organisations in countries including China states that organisations with progressive talent management cultures have workers with greater pride in their organisations who moreover recommend their organisations to others as good places to work for (Talent Management 2008). Employees with positive perceptions of the talent management practices of their organisations are likely to be confident of the prospects of their organisations (Talent Management 2008). The research revealed that employees who believed in the talent management policies of their firms tended to have more positive perceptions of their managements (Talent Management 2008). Such employees believed that their managers were capable of effectively managing workloads and that their senior managers felt that employees were critical to organisational success and growth (Talent Management 2008). Employees of such companies were likely to experience greater sense of job stability and security, be h appy with company training, feel that their performance is fairly assessed and harbour greater feelings of individual achievement (Talent Management 2008). MNCs in China are working towards retaining talent through the adoption of a range of initiatives (Roberts 2006). Many companies are locating their manufacturing units in interior regions in densely populated areas in order to tap larger workforce pools (Roberts 2006). Ã ¢Ã¢â ¬Ã âGeneral Motors, Honda, Motorola, and Intel, for instance, have all shifted some manufacturing or research to inland locations in recent years, both to tap lower costs and to open up new markets.Ã ¢Ã¢â ¬? (Roberts 2006) Salaries and rewards are being increased significantly across the line in order to retain talent and reduce job hopping (Roberts 2006). Many organisations are taking pains to ensure better living conditions, better cafeteria food and more attractive career paths for their employees (Roberts 2006). Foxconn, the maker of Apple iPhones in China is experiencing severe criticism for its treatment of its workforce (Rein 2010). It is evident that such organisations will have to make significa nt investments in HR policies and practices if they are to attract and retain skilled employees (Rein 2010). The Chinese government is also taking initiatives to improve the content of vocational and technical courses and build a stronger workforce base of skilled workers. It is however very evident that the Chinese economy and the various business organisations, both MNC and local, are facing significant challenges with regard to availability of skilled workers and competent managerial employees. Such trends are also expected to intensify in future. 2.4 Talent Retention tools Vaiman and Vance (2008) suggest that motivational force can be achieved by extrinsically through monetary incentives or intrinsically through non-monetary incentives. 2.4.1 Monetary rewards and non monetary rewards Monetary rewards include all types of compensation and benefits (CB) packages such as salary, performance related payment, deferred compensation plans, social and commercial benefits and etc (Tian 2007). Monetary rewards can satisfy employeesÃ ¢Ã¢â ¬Ã¢â ¢ physiological needs and it is an effective tool to retaining talent (Vaiman and Vance 2008). MaslowÃ ¢Ã¢â ¬Ã¢â ¢s Hierarchy of Needs, suggests the physiological needs have to be satisfied before dealing with the higher order needs. This may be the reason why money is still the best reward for the majority of people. In contrast, non-monetary reward is another essential tool for retaining employees. It can be use to satisfy employeesÃ ¢Ã¢â ¬Ã¢â ¢ higher other of needs such as the needs for achievement, affiliation and power (McMlelland 1987). Non-monetary rewards include: training and career development, employer branding, ect. (Tian 2007). The researcher will consider these retention tools in the Chinese environment below.. 2.4.2 Extrinsic motivation According to a recent survey conducted by Waston Wyatt in China, the number one reason for Chinese talented and skilled workers to leave their current job is to find a better-paid job (Leininger 2004). Therefore, it is extremely important for MNCs to offer a competitive compensation and benefits package, in order to retain the Chinese skilled worker. The following components are normally included in the packages that MNCs offer to local employees, and therefore they are discussed here in detail. 184.108.40.206 Salary Salary is the fixed amount of money pay to an employee for work performed and is the largest component in a CB package. Due to the weak social security in China, Chinese employees tend to place more value on money than Western employee (Jones 1997). Therefore, MNCs need to consider a number of factors when they design the salary level for Chinese employees. For example, the cost of living and level of economic development vary significantly from city to city, so the salary for equivalent positions may vary as well. Leininger (2004) points out that first-tier cities such as Beijing and Shanghai enjoy the highest salary level, followed by second- and third-tier cities. Moreover, the salary level has been increasing at a dramatic rate in China. Since the rapid economic growth, the annual salary growth rate has been risen up to 8 percent in recent years, and the trend is expected to continue in future (Tian 2007). As a result, it is necessary for MNCs to have a general idea about local compensation level and salary growth rate before designing their own competitive packages. 220.127.116.11 Performance related payment Performance related payment (i.e. bonus) is the portion of a CB package that is related to performance. It is very popular and accepted by many MNCs in China. Many MNCs believe that performance related payment is an effective tool to given an incentive for compensation to meet certain goals such as completion of a specified sales target. In addition, it is able to encourage local employees to be more creative such as: propose a new idea to increase efficiency in the work place ,or improve the quality of the output, etc (Melvin 2001). To an extent, performance related payment helps to attract local employees and keep them help in the company. 18.104.22.168 Deferred compensation plans- Deferred compensation plans are also called Ã ¢Ã¢â ¬ÃÅ"golden handcuffsÃ ¢Ã¢â ¬Ã¢â ¢. They are popular with MNCs in China, and are offered in the form of a contract-related gratuity. For example, If the Chinese employee stays with the company for a contractually specified length of time ( i.e. 2 years), at the end of his/her contract he or she would be given an extra years salary as a reward. Deferred compensation plans are useful in retaining Chinese employees because it provides a financial incentive for talented Chinese employees to remain in the company. Recently, MNCs have begun offering a new version of Ã ¢Ã¢â ¬ÃÅ"golden handcuffsÃ ¢Ã¢â ¬Ã¢â ¢ to young talented Chinese employees who would like to get a degree at an overseas university. They offer a full scholarship for these employees and in exchange, the employees have to work for the company for specified length of time after completing their degree (Tian 2007). 22.214.171.124 Social and commercial benefits. Social benefits are mandatory in China they refer to contributions to government-run social insurance schemes, which cover pensions, medical care, unemployment, work injury, child birth and housing, etc. The benefits are borne by both employer and employee. 30 and 40 percent of payroll is paid to the State, of which around 50% is paid by employers. In recent years, Chinese employees are increasingly aware of the importance of social benefits, due to rising costs of housing and medicare in China. , Some MNCs are even willing to pay benefits of more than regulated ratios to retain their employees. By contrast, commercial benefits refer to the benefits offered by an employer to an employee on a commercial basis. Many MNCs in China provide numerous commercial benefits for their employees such as offering loans at below-market interest rates, monetary assistance with single child family or even payment of wedding. Both social and commercial benefits are reported as useful to inducement to employees to remain in the company (Tian 2007). 2.4.3 Intrinsic motivation However, monetary rewards are not everything employee wants. Once compensation reaches a certain level, employees are likely to look for higher order of needs such as career development opportunities ( Maslow 1954; McClelland1987). According to the DDI survey in China 2007, the result shows that the top two reasons for Chinese employee turnover were lack of growth and development opportunities with the current company with 53% of the respondents agreed and better career opportunities elsewhere with 42% of the respondents agreed. The result reflects that Chinese employees have high expectations for rapid advancement (Howard, Liu, Wellins and Williams 2007). Therefore, it is necessary to consider these non-monetary factors that can motivate and retain employees. As Jones (1997) points out that it is very important to understand Chinese employeesÃ ¢Ã¢â ¬Ã¢â ¢ expectations. For most Chinese employees, especially those top performers joining a MNC not only for a high CB package but also for the opportunity to receive advanced training and learn western business methods. Those top performers are clearly aware of the skill gap between them and their Western counterparts, so they are eager to improve their own knowledge and skills. Additionally, providing training and career opportunities to employees can improve employeesÃ ¢Ã¢â ¬Ã¢â ¢ commitment to the company. As Leininger (2004) stated that the heart of retention is long term employee commitment. He divided employees into two different groups. They are Ã ¢Ã¢â ¬Ã âsatisfiedÃ ¢Ã¢â ¬? and Ã ¢Ã¢â ¬Ã âcommittedÃ ¢Ã¢â ¬? employees. The satisfiedÃ ¢Ã¢â ¬? employees can easily be retained by satisfying their monetary incentives while the Ã ¢Ã¢â ¬Ã âcommittedÃ ¢Ã¢â ¬ ? employees tend to stay longer with companies even without monetary incentive. A global research conducted by Waston Wyatt shows that committed employees are more productive and efficient than those whose employees showed low commitment (Leininger 2004). Therefore, it is important that MNCs recognize the importance of training and development opportunities to their Chinese employees and demonstrate a commitment to training, development and career path development for them. Besides, organizational factors can also influence talent retention such as corporate culture, communication, leadership behavior are able to satisfy employeesÃ ¢Ã¢â ¬Ã¢â ¢ needs for affiliation (Chew 2004). In the Chinese case, the leadership behavior is one of the most important motivation and retention drivers for Chinese employees. For many MNCs, the meaning of a Ã ¢Ã¢â ¬Ã âgood leaderÃ ¢Ã¢â ¬? for Chinese people can be far more complicated than what they have seen in their home countries. Leadership in China has specific connotations. According to the research conducted by Craig Pepples, to achieve success in Chinese environment, foreign leader need a strong leadership style to build a team. Chinese employees respect those leaders who have a strong leadership style. They expect leaders always able to give them instruction to follow. Moreover, Pepples also insists that to be an effective leader, foreigners need to create a culture of teamwork, showing their personal commitment to the employees and care for each individual (Jones 1997). Therefore, Chinese employees are most likely to want to stay and work for an organization if they have a good manager or boss, who recognized individual contribution, and had great company leaderships (Howard, Liu, Wellins and Williams 2007). These studies above are just a few examples of tools regarding talent retention in the Chinese context. When these retention tools are applied to Chinese employees, MNCs have to rank all the tools in order of importance, and then focus on several areas for motivation and retention talent (Vaiman and Vance, 2008). 2.5 Talent development in the Chinese cont Fear: Types, Causes and Effects Fear: Types, Causes and Effects Bradley Varney McLea How Fear Allows Us to Better Know Ourselves It is difficult to know how one would respond in a moment of fear or terror. People tend to give themselves the benefit of the doubt in situations like these. Fear is one of the most powerful emotions for all living creatures and the most extensively studied emotion (LeDoux, 2014). Autonomic responses are involuntary actions that take place inside our nervous system. Fear is an autonomic response that can only be triggered by outside stimuli. You cannot make yourself feel fear, but it is something that we more passively experience. In order to better understand ourselves and our basic nature, fear should be studied being one of our most primitive emotions. By looking at the origins of fear, the main categories of fear, the characteristics of fear, and the natural responses to fear I believe we can better understand the concept of fear what it means for us. Do We Know the Origin of Fear? To more fully understand fear it is important to understand its roots. Since the beginning of time, fear has been essential in the survival of the human race and the survival of many different species. Ãâ"hman, Carlsson, Lundqvist, and Ingvar (2007) found the following, Fear denotes an emotion that has been primarily shaped in evolutionary arms races between predators and prey. Improved predator hunting skills have prompted more efficient defense manoeuvres by preys, which have put a pressure on further skill development in the predator, and so on. Thus, the function of fear is to motivate organisms to cope with threats that have jeopardized survival throughout evolution. This quotation explains just how the Ã¢â¬Å"gameÃ¢â¬ is evolving; the prey is getting smarter and so the predator must do the same or starve. If the rabbits learn that a fox lurks around the woods at night, then the rabbits might start to only go into the woods during the day. The rabbits will start to learn the habits of the fox that way they can maneuver their way around and survive. This is how the game is evolving; the fox must now learn that the rabbits are getting smarter and so it must make changes if it wants to eat. The rabbits fear getting eaten and dying while the foxes fear starvation and dying, fear drives their motivation. Another example is of deer, when a deer is spotted in the woods, will it lift its head up and stare at strangers because it is friendly or because it is afraid? If a human approaches the deer too closely, it will turn and run. Will a fawn do the same, maybe not to the exact extent of a deer but yes. Some claim that many creatures, including humans, are born with an innate sense of fear. Is fear learned or is it part of our essence since birth? A toddler is not born afraid of fire; he will approach the flames without caution. Once the toddler touches the flame and is burned, he will cry and feel pain. Those flames will forever be associated with the pain he felt in that instant. According to McGuire et al. (2013), learning about and remembering fearful experiences are critical to survival. No one enjoys feeling pain and so they will avoid it, even a toddler knows to avoid and fear pain. It is not safe to say that fear is solely felt due to experience. Why will the baby cry in the arms of a stranger, but not in the arms of his mother? Does the baby feel afraid? I believe that the baby does feel fear in these instances, while the level of fear is not known. According to Trost, France, Vervoort, Lange, and Goubert (2014), people can be conditioned by observation alone. Due to priming, a sample group of people believed that they c ould get hurt doing day to day activities. This sample group highly associated fear with pain. These people were so afraid to experience the pain that they were seeing during the priming that they refused to participate in many normal day activities. Living creatures can also be conditioned to fear certain things. An example of this could be a dog that fears the sight of a spatula because he knows that spatula means getting spanked. When I was young my parents would make loud sounds with a belt in order to spark fear in myself and my siblings. We began to fear the belt, especially if the belt ever accompanied us getting spanked. These forms of conditioning are used to put fear into the heart of someone or something else. There is no one that is completely immune to fear, it is something that is inescapable. What Are the Two Main Categories of Fear? Fear is divided into two major categories; these two categories include irrational and rational fear. Irrational fears are not Ã¢â¬Å"ridiculous fearsÃ¢â¬ , but they are fears that one has that do not pose an immediate danger to oneÃ¢â¬â¢s life. Phobias are an example of irrational fears. Often people think that irrational fears would consist of fears that are extremely uncommon or strange, but in reality if one were asked what fears he has then almost all named would be considered irrational. According to Quandt et al. (2013), women with diabetes are terrified of leg amputation. Since they are so afraid of leg amputation, many of them will not walk around their house without their shoes on in case there is a nail poking upward. The likelihood of stepping on a nail inside your own house is slim to none, which means that the idea of wearing shoes to protect their feet is due to an irrational fear. Arachnophobia and claustrophobia are fairly common phobias, or irrational fears. Most people will say that they have some sort of phobia/something they are afraid of. Recently, a woman c laimed to be afraid of sharks. Yes, there are many sharks in the ocean, but the likelihood of a shark attack is very slim. In Hawaii, more people die from falling coconuts than from shark attacks. Irrational fears can be potentially dangerous, but are usually misjudged or magnified. A shark attack is very dangerous, but a lot of times the likelihood of occurrence is amped up significantly inside our minds. While watching horror films, people experience irrational fear since they are not actually in any form of danger. Rational fears are opposite of irrational fears and are composed of immediate threats. If a gun is brought to school one day by a fellow classmate, students will experience rational fear. If the crime rate is high, then a fear of crime can be a rational fear (Chadee Ying, 2013). Threats that can cause injury, death, and ruin reputation are rational fears and have a much higher probability of occurring than do irrational fears. If someone is afraid of heights and decides to go skydiving, that is also an irrational fear. While it may be dangerous to jump out of a plane, you are still strapped in and safely falling down with a skilled instructor. Do these fear categories ever overlap? Definitely, they do. This overlapping happens when the probability of danger increases. If Bob is afraid of heights, but decides to skydive, his irrational fear can become rational once one or two of his parachutes decide to not function correctly. The Characteristics of Fear Allow Us to Detect What does fear look like? Is it described by screaming or by Ã¢â¬Å"goose bumpsÃ¢â¬ ? Characteristics of fear will vary from person to person and also with each different situation. Some physical characteristics of fear involve a rapid heart rate, quick breathing, elevated adrenaline levels, perspiration, and the tensing of muscles. Depending on the severity of the degree of fear, one can also enter into a state of temporary paralysis which will prohibit the person from being able to scream, make sound, and sometimes even move. If a bunch of college kids decide to go into a cemetery late at night, the ones who are afraid are all experiencing similar or the same physical symptoms of fear. The physical characteristics of fear are generally the same for everyone, but the emotional characteristics will vary from individual to individual. Most people have negative feelings towards fear, but others enjoy it. Ã¢â¬Å"Adrenaline junkiesÃ¢â¬ will search for opportunities to feel fear beca use they like the way it allows them to feel. To people like them, fear is desirable and that is its characteristic for them. Fear is not an emotion that can easily be masked or denied due to the obviousness of these characteristics. When people experience negative feelings due to fear, you will see it on their faces. The same works vice versa when positive feelings are felt. Without someone saying that they are afraid, it is stillvery possible to diagnose their symptoms without any words being exchanged. How We Respond to Fear Grants Understanding Fear is the strongest of all the autonomic emotional responses. Since fear is completely an autonomic response; it cannot be consciously triggered. It is so fascinating that our consciousness cannot decide nor tell our unconscious how to think or behave. Of course, there are many factors that help define the human being but how often does one get to tap into the unconscious and learn about our basic nature? To truly understand who we are, we must tap into the conscious and the unconscious parts of our own minds. The two categories of fear responses There are two different categories of fear responses: biochemical responses and emotional responses. Biochemical responses are quite possibly an evolutionary development, which allows us learn more about our nature. The major biochemical response is the fight-or-flight response. The fight-or-flight response is when the body will prepare itself to either stand its ground or run away. This response has been crucial to the survival of many species. When a threat is perceived, hormones are released throughout the body granting humans enhanced ability for survival. With these hormones circulating throughout our bodies, we become quicker, have increased strength, and can see more clearly through dilated pupils. Can we know if we would fight or if we would flee? The only way to truly know is to experience it. In non-human primates, the fight-or-flight response has been observed time and time again. Some researchers have concluded that the term should be reversed to flight-or-fight. The reas oning behind this reversal is that when a non-human primate first perceives a threat, then it enters into a Ã¢â¬Å"frozenÃ¢â¬ state followed by an attempt to run away. If the primate cannot flee and it feels it must fight, then it will fight (Bracha, Ralston, Matsukawa, Williams, Bracha, 2004). The second category of fear responses is the emotional response. This is generally a negative or a positive feeling. When negative feelings are associated with fear, then the individual will try to avoid the stimuli that are creating fear at all costs; this is how phobias are born. When positive feelings are received as a response to fear, Ã¢â¬Å"adrenaline junkiesÃ¢â¬ are born, and these people will actively seek activities that invoke fear. These people are not without fear, but they embrace fear itself and turn it into a natural high. By attempting to understand the concept of fear we understand parts of our self. We are searching through the enigmas of the unconsciousness so that when we feel afraid, we can realize and better understand who we are. In the future, more research should be done on the emotional response of fear. Researchers should study the Ã¢â¬Å"adrenaline junkiesÃ¢â¬ to find out what chemicals in their brains are different. How does one person react so differently to fear? Although, one will not have conscious control over oneself during moments of fear, the beauty lies within the idea that this is human survival instinct at its best. References Bracha, H. S., Ralston, T. C., Matsukawa, J. M., Williams, A. E., Bracha, A. S. (2004). Does Ã¢â¬Å"Fight or flightÃ¢â¬ need updating? Psychosomatics, 45(5), 448-449. doi:http://dx.doi.org.erl.lib.byu.edu/10.1176/appi.psy.45.5.448 Chadee, D., Ying, N. K. N. (2013). Predictors of fear of crime: General fear versus perceived risk. Journal of Applied Social Psychology, 43(9), 1896-1904. LeDoux, J. E. (2014). Coming to terms with fear. PNAS Proceedings of the National Academy of Sciences of the United States of America, 111(8), 2871-2878. doi:10.1073/pnas.1400335111 McGuire, J. L., Bergstrom, H. C., Parker, C. C., Le, T., Morgan, M., Tang, H., . . . Johnson, L. R. (2013). Traits of fear resistance and susceptibility in an advanced intercross line. European Journal of Neuroscience, 38(9), 3314-3324. doi:10.1111/ejn.12337 Ãâ"hman, A., Carlsson, K., Lundqvist, D., Ingvar, M. (2007). On the unconscious subcortical origin of human fear. Physiology Behavior, 92(1-2), 180-185. doi:10.1016/j.physbeh.2007.05.057 Quandt, S. A., Reynolds, T., Chapman, C., Bell, R. A., Grzywacz, J. G., Ip, E. H., . . . Arcury, T. A. (2013). Older adultsÃ¢â¬â¢ fears about diabetes: Using common sense models of disease to understand fear origins and implications for self-management. Journal of Applied Gerontology, 32(7), 783-803. doi:10.1177/0733464811435506 Trost, Z., France, C. R., Vervoort, T., Lange, J. M., Goubert, L. (2014). Learning about pain through observation: The role of pain-related fear. Journal of Behavioral Medicine, 37(2), 257-265. doi:10.1007/s10865-012-9483-4