International human resource management due to globalization - Free Essay Example

Sample details Pages: 9 Words: 2599 Downloads: 3 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? As the globalisation trend advanced, IHRM (International Human Resource Management) plays a critical role in helping companies evaluate the human resource skills /capabilities and possibilities involved in moving to different regions of the world (Luthans, Marsnik and Luthans,1997). The HR (Human Resource) function is to help manage the organisations people as effective as possible based on the organisation business objectives for competitive advantage (Porter, 1990). To be successful in the global marketplace, a need for global mindset is the key source for long-term competitive advantage. Don’t waste time! Our writers will create an original "International human resource management due to globalization" essay for you Create order The current HR issues faced by PC is illustrated in Appendix A. The HR management in PC HQ did not consult the local HR representative information on local culture, employment aspects, safety, customs and traditions in order to operate in harmony with a local companys procedures which is the root cause of the HR dilemma faced by PC. Looking at the current HR issues that PC is facing, the complexities of operating in different countries and employing people of different nationalities are challenges arising from the internationalisation of business. Also the challenge PC requires to undertake its HR strategies, policies, practices to global level for multinational ventures (Scullion Linehan, 2005). Company characteristic, business strategy and organisational structure are important elements in policy choice for the Flexibility and HRM strategies (Delery and Doty, 1996; Tsui et al., 1995; Mayne et al., 1996; Doorewaard and Meihuizen, 2000). According to Philip Condit (Finan cial Times 1997), as the era move towards globalisation, it is advantageous global companies, workforce, management transform into a global enterprise. A standardized approach to IHRM may put an organisation to disadvantage because cultural differences are ignored rather than built upon. (Adler,1991). Competing demands of global integration and local differentiation are important elements which give rise the need to develop human resources as a source of competitive advantage (Caligiuri and Stroh,1995;Schuler et al.,1993;Taylor et al.,1996). PC required adopting a geocentric approach to IHRM integration to balance between the conflicting priorities of global integration and local responsiveness (Caligiuri and Stroh (1995). GLOBE research confirmed that selected cultural differences strongly influence important ways in which people think about leaders and norms. According to Spence Hayden (1990), the most critical HRM issue for going international is to select and train l ocal managers (see Appendix B) as people is the main source for competitive advantage in international business. It is critical that PC focus on the first seven points of the HRM issues listed in Appendix B to enhance its current HR issues in Germany, France and India for the business expansion. The overall twelve HRM issues are for PC to apply for its going international plan to other Asia countries to build long term business success. The key challenge for PC is to capitalise on the diversity of global workforce without suppressing each other nations desire to maintain their own cultural heritage. Although it is tough, PC have to build, maintain and develop its corporate identity by managing its people on a worldwide basis, local responsiveness by adapting and conforming to the norms and customs of different societies in which PC operate (Laurent, 1986). This will enhance worldwide competitiveness, innovation combined with achievement, consistent across MNE units (Bartlet t and Ghoshal, 1989). According to Schuler and Florkowski (1994), for control purpose, flexible HRM policies and practices at the local level must be balanced with the requirement of MNE to maintain its global set of IHRM policies. Deeper Analysis-HRM issues a) Training and Development As noted in PC case, there is no formal training to consultants after recruited. Failure to train employees can affect the values, beliefs, and assumptions shared by employees to the organisational culture (Bunch, 2007, p. 157). Au and Chong (1993) conclude that failing to incorporate organisational culture in training programmes might lead to total failure in building a successful organisation. Listed below are the ways to determine employees taining needs: In todays highly competitive global business environment, human resources play an important role in developing and sustaining organisation competitive advantage (Brewster, 2002). IHRM has enforced common methods of acquisition of knowledge through hiring and training, distribution of knowledge via training and development, and utilization of knowledge via performance management in an organisation. Training Assessment is used to determine if and what type of training is necessary to acquire skills, knowledge, and imp rovement in order to perform well for the organisation growth and success. (see Appendix C -General Systems Model of Training and Development). Cross cultural training is also critical for international assignments, for managers to be acculturated to other societies value, norms and behaviour. Training is also recognised as an important means for socialisation (Child, 1984; De Meyer, 1991; Derr and Oddou, 1993; Ondrack, 1985). Orientation is where new employee learns the organisational goals, corporate culture, job and to develop realistic expectations. Formal training on the other hand promotes shared values and facilitates network building between headquarters and subsidiaries. Only successful organisation (example: Accenture) will believe/continue to train, develop their employees in order to adapt to the constant change in the dynamic working environment as new technologies develop and emergence of global assignments. (see Appendix D Diagnostic steps in Development Progra mmes) According to Bramley, 2003, extensive training, learning and development are important. Learning organisations (example: Xerox, General Electric) have applied three stages of learning perspective. PC needs to ensure that outstanding talent remain at the forefront of its field in terms of professional expertise and product knowledge gained through training which facilitates learning so that employees can become more effective in carrying out their task. It is essential as people, technology, jobs, and organisations are always evolving. Technology is advancing at a staggering pace. Therefore, it is vital that employees be trained and developed to utilise the latest technology so as to attain the highest levels of productivity. b) International Managers As International business continues to grow intensely, PC must understand the need for highly qualified international managers, a crucial factor in implementing global strategies for business success (Gregersen, Morrison, Black, 1998). Overall International managers need to have effective cross cultural communication, non-judgemental capability, flexibility, empathy (Berrell et al.2002:92). Expatriates A successful expatriate manager must have sound knowledge of technical, functional, cultural, social, and political skills (Bartlett, 1986; Bartlett Ghoshal, 1994; Ghoshal Barlett,1997). The most common factors that determine the expatriates success or failure is illustrated in Appendix E. Expatriate managers that possess an acculturation characteristic will be able to adapt/adopt themselves to any region for international assignment. The key point for international transfer is to initiate, expand and control international operations to ensure various organisational units strive towards achieving organisation common goals which is linked to HQ control aspects. (Edstrà ¶m and Galbraith,1977). Appendix F described why transfer of international managers happen. According to Roessel (1988), the benefits of various functions of international transfers can enhance internationalisation of the MNE, which make it more sustainable in international market. Inpatriates The value of managers with unique local market knowledge can develop a dynamic capability for global assignments. In this manner, inpatriate manager is another option envisioned to build managerial talents which organisations can develop distinct competitive advantage in the market they entered. The inpatriation process is positively related to the global HRM for organisations development of organisational capabilities: quality, low-cost operations, speed learning, innovation and customer focus (Lawler, 1996; Urlich Lake, 1990). The criteria and characteristic of the right candidate for inpatriate managers are similar to the expatriate factors which illustrated in Appendix D. Although HQ prefers the expatriate managers contribution in multicultural management on the stabilisation control aspect for competitive advantage (Dadfer Gustavsson, 1992; Granstrand, Hakanson, Sjolander, 1993), inpatriate managers do play an important part in the bridging role between HQ and the emerging market that the organisation wish to penetrate (Harvey et al., 1999b,c,d). Inpatriate managers, as substitutes and complements of expatriates, can provide accurate advice on adaptation of technical dimensions of HR processes (recruitment criteria, compensation, appraisals, training and development of host country nationals). Inpatriate managers also act as a mentor to calibre managers from host country nations to insure a succession plan when new inpatriate managers are moved into the home country organisation. If PC would to consider inpatriate manager option, it has undertaken the step in developing a multicultural strategic leadership capability, developing a global learning organisation to compete effectively in a globalised world (Aguirre, 1997; Hofstede, 1980, 1984; McBride, 1992; McMillen, Baker, White, 1997; Nemetz Christensen, 1996; Reynolds, 1997). Statement to the Board of Paine Co (PC) Core Components of HR Strategy IHRM policies and practices are influenced by the organisations structure, strategy, its institutional and cultural environments (Ngo et al., 1998; Schuler and Rogovsky, 1998; Schuler et al., 2002; Sparrow et al., 2004). For management consulting multinationals, definition of HRM policies at international level should be followed by a more standardised local implementation (Boxall and Steeneveld (1999). At the same time, applying the right kind of policies and practices was a condition of ongoing viability, the success to implement HR policies and practices synergistically constitute the basis for competitive advantage. IT consultancy firm, like PC depends highly on qualified and specialised professionals to offer services based on their creativity and intellectual work. This profession requires versatility, adaptability and constant learning due to its ever evolving job nature (Starbuck, 1992; Ram, 1999; Ka ¨rreman, 2002). In this case, PC should look at the nee d for highly qualified multicultural workforce as a means to build managerial talents, develop organisations competitiveness in the market it enter. Furthermore, global competition has caused organisations to be more conscious of cost and productivity. Therefore, HRM strategies must reflect clearly the organisations strategy people, profit and overall effectiveness in managing an increasing diverse workforce to compete in an increasingly complex, competitive world. (see Appendix G -Important Factors /Requirement in HRM). According to Sparrow 1998, recognising organisations need for multiple and parallel flexibilities especially in a time of increasing international competition and technological change is vital (Atkinson, 1987; Tsui et al., 1995). The proposed core components of HR strategy that PC should apply is highlighted in Appendix H, taking into consideration the difference in nationality, culture and institutional factors, to enhance its organisation performance and build long-term competitive advantage. Notes to the Core Components Based on Best Practice HRM, staffing need to be highly selective, performance regularly and systematically assessed, teamwork orientated, autonomy and responsibility were encouraged (Huselid, 1995; MacDuffie, 1995; Delery and Doty, 1996). With the growth of PC business internationally, PC needs appropriate information to develop its HRM policies and practices through comparing cross-national dimension on an international perspective (Brewster et al., 1996; Clark et al., 1999; Kochan, Dyer, Batt, 1992), a business strategy to develop bigger market share one step ahead of its competitors. Cross-national HRM policies and practices are also influenced by both culture-bound variables such as national and organisational culture, institutions, industrial sector dynamics and culture-free variables such as age, size, nature, and life cycle stages of organisation (Brewster, 1995; Hofstede, 1993; Jackson Schuler, 1995; Sparrow, 1995). The degree and direction of influence of these fac tors varies from region to region (Jackson Schuler, 1995; Locke Thelen, 1995). Creating a global corporate culture requires a geocentric mindset, drawing upon cultural capabilities that exist across the global operations and incorporating diverse cultural values and practices. Understanding HRM roles/strategies requires a contextual approach, underlining the importance of taking the institutional context into account (Paauwe, 2004). The table below shows the factors determining cross culture HRM practices. A detailed list of the subcomponents factors/variables in determining cross-national HRM is listed in Appendix I. The strategic importance of a unique, specific and valuable human capital for knowledge-intensive firm like PC would suggest a preference for employment internalisation (Matusik and Hill, 1998; Lepak and Snell, 1999). PC must actively seek creative destruction of its existing competencies to retain competitive advantage in the marketplace (Schumpter, 1934 ,1942) via an adequate HRM policies and practices. The organisational competitiveness of PC will depends on its strength/capacity to shape a unique set of resources where competitors find it hard to copy, which mobilized with the help of developed organisational and managerial systems that provide the organisation with a series of distinctive capacities that allow to generate long-term sustainable income (Fernà ¡ndez Rodrà ­guez, 1995). The process of continuous learning and modification of resource bundles for efficiency and effectiveness of strategies contribute to development of the organisations dynamic capabilities (global management capabilities difficult to imitate) to gain/sustain competitive advantage. (Teece,1988; Teece, Pisano Shuen, 1997). According to Barney (1991), if resources meet the following elements, the firm earns a unique strategy profile which assist for international expansion. On the other hand, Behavioural Theory is based on the assumption th at different strategies require different behaviours, attitudes and capabilities in workers (Schuler, 1987). According to this theory, HR practices do influence workers behaviour which results in improvements of organisational performance (Lawler,1986; Huselid, 1995; Becker, Huselid, Pickus Spratt, 1997; Guest, 1997;Appelbaum et al., 2000; Takeuchi, 2003). This implies PC must implement a set of personnel practices consistent with the organisations business strategy to build its international presence successfully (see below). When workers have positive perceptions, this will increase their work commitment with the organisation, degree of involvement and their level of working satisfaction, which results in better performance for PC and talented workers can be retained for future prospect. Developing a systematic approach of HR policies and practices consistent with business strategy can assist in the integration of business competitive advantage, where every possible s ource of competitive advantage need to be identified/utilised in facilitating the learning and knowledge transfer processes across units (Schuler et al. (1993:427). A high performance work system (HPWS) practices is perceived by employees as organisations commitment (Batt, 2002). [see Appendix J] Definitely with HPWS implemented in PC, it will be able to develop talented, motivated employees to meet organisations objective to achieve competitive advantage in the international arena (McDuffie (1995). By developing the necessary skills, knowledge and increasing motivation of employee contribution, PC can reflect the opportunities to realize economies of scale at the international level. With the rapid evolving technologies, this encourages PC to engage in innovation and continuous learning across its operation. According to Wright Snell (1991), a successful organisation should have motivated workers who are involved in the achievement of organisational objectives. Manager s are responsible to create a more positive working environment where employees can flourish and increase their feelings of wellbeing at work (Tehrani et al., 2007). Line managers are also responsible to deliver the HR practices and to ensure that the perception of support, trust, fairness and consistency are maintained amongst employees. The biggest mistake unsuccessful global organisations make is to assume that there is one best way to structure HRM policies and practices. Trying to apply HRM principles that work well in one environment may not lead to the same level of degree of success in another. Challenges Globalisation competition has become so intensify, HRM professionals require to optimise the skills, talent, creativity of every employee more effectively. Failure to do so will probably mean the organisation cannot compete in the flat world. Every aspect of HRM strategic can be influenced by cultural differences in one or more dimensions. Therefore, PC needs to understand the cultural differences and ensuring HRM and cultural orientation of workers are coincide with one another without sacrificing efficiency. Conclusion To be successful in the international marketplace, PC must ensure HR policies are fit with strategic international plan of the organisation and with the work-related values of foreign culture due to cross-national interaction. Total word count=2,593

The Phenomenon Of Online Trading How Ebay And Amazon...

Project BMAM707 Research question: The phenomenon of online trading: How does eBay and Amazon became successful without having a High Street store. This Project is submitted in partial fulfilment of the requirements for the degree of Master of Arts in Management at the Westminster Business School of the University of Westminster, by Ewelina Marek 1483625 Date of submission: 27th August 2015 EXECUTIVE SUMMARY: This research project was carried out to identify the reason for popularity of online shopping, to describe why eBay and Amazon became successful without having a High Street store, to compare eBay and Amazon in terms of revenues and customer’s opinions and to develop ideas on how they could improve their performance†¦show more content†¦Amazon is not able to prove that it can generate steady profits and Jeff Bezos is constantly re-investing its revenues for future growth which results in shareholders losing their patience. Recommendations discussed include: ïÆ'Ëœ Improving the quality of customer service and after sale service for eBay and Amazon ïÆ'Ëœ Decreasing amount of money that are invested in Amazon’s growth and start showing steady profits CONTENTS PAGE: 1.0 INTRODUCTION 2.0 LITERATURE REVIEW 2.1 E-commerce in general 2. 2 System users and measures of success 2.3 Consumers’ buying decisions 2.4 Privacy, security and trust 3.0 RESEARCH DESIGN - METHODOLOGY 4.0 CHAPTER 1: PRIMARY DATA COLLECTION ANALYSIS – QUESTIONNAIRE AND INTERVIEW 4.1 Questionnaire 4.2 Interview 5.0 CHAPTER 2. SECONDARY DATA COLLECTION ANALYSIS – REASONS BEHIND AMAZON’S AND EBAY’S SUCCESS 5.1 Amazon’s success 5.2 Negative side of Amazon 5.3 EBay’s success 5.4 Success stories of eBay’s sellers 5.5 Negative side of eBay 5.6 Amazon’s vs EBay’s reviews 5.7 Financial performance of eBay and Amazon 5.8 Physical online presence vs online presence only 6.0 CONCLUSION 7.0 REFERENCES 8.0 APPENDICES 8.1 Appendix A: Questionnaire 8.2 Appendix B: Interview questions 8.3 Appendix C: Library Consent Form 1.0 INTRODUCTION: This project is about finding the key to a successful online trading. First online shop was created years before the world wide web

Souix Uprising Essay Example For Students

Souix Uprising Essay I will admit that I am not much for reading. I will also admit after reading thefirst chapter in this book that I felt sick to my stomach, literally. That Ifeared reading the rest of the book knowing that this really happened and thatpeople could actually do this to one another. Although the book disgusted meafter the first chapter that I didnt want to read it anymore it also made menot want to put it down. It could have been the way the writer describedeverything made it all so vivid and clear or maybe it was the fact that it wasso gruesome and real that I had to read it. Whatever the truth may be I thoughtit was a very good book. Up until this class I hadnt even heard of theUprising. In my impression part of the book was the side of the Indians whilepart of it was the side of the white mans view. It told of how itstarted, where it began, when it ended and how it ended. I feel as if theIndians had been changing their ways throughout the war. In the beginning theywere killing anyone and everyone but, to a point, by the end of the war theywere only killing the white males and were holding the women and childrencaptive so to speak. Although I dont think the Indians needed to be hung fortheir crimes they shouldve been arrested and brought into jail. The white menneeded to also take responsibility for their actions. It takes two people tostart a fight no matter what it is about. Yes, it wasnt all of the white menwho held back their annuity payment, but it was those men who insisted that theychange their ways. The book was a well-researched and insightful narrative ofthe bloody uprising and the events which preceded it. It is another sad chapterin the history of the American West . All the shocking events took place duringone week in August of 1862, in response to being tricked and betrayed by brokentreaties, cheated continually by traders, and brought to the edge of starvationby delays in dispensing the governments annuity payments, the Santee Sioux hadfinally had enough. The Sioux left hundreds of settlers dead and turning fortythousand into refugees. From killings to burnings they did it all. The highpoint was reached over hens eggs when warriors mocked as cowards after refusingto steal the eggs shot the hens owner, his wife, and friends in cold blood. Faced with certain reprisals from whites, the most respected Sioux leader,Little Crow, sided with his war chiefs and the rampage began in earnest. Hundreds of isolated settlers in the area died, with only occasional prisonerstaken, while massive attacks took place against the nearby Army garrison and theprosperous town of New Ulm. Even with superior numbers, these assaults failed,however, leaving many warriors dead and the rest disheartened. The Army quicklyrounded up all the Sioux to be found, sentencing hundreds to death in militarycourt without allowing them a defense. President Lincoln reduced the number ofcondemned to 38, who were duly hung. On December 26, 1862, those 38 SiouxIndians were executed for their part in uprisings.

The Most Challenging Aspects of Graphics Design

Abstract Evidence of improved learning outcomes when incorporating creative problem solving in the learning process can actually be seen in graphical design students who incorporate proper message delivery, research, conceptualization and understanding the audience.Advertising We will write a custom thesis sample on The Most Challenging Aspects of Graphics Design specifically for you for only $16.05 $11/page Learn More It is based on this that this section explores the personal and professional impact of the study and helps to reveal what processes need to be changed in order to create a better practices in teaching graphics design students. Introduction This chapter discusses the findings of the research regarding the most challenging aspects of graphics design at the present. It delves into the findings of the literature review wherein it was revealed that message delivery, research, conceptualization and an understanding of a particular target audienc e are the main challenge that students of graphical design encounter on a daily basis. As such, this section will delve into the personal impact of the study results, its impact on the practice of graphical design in general as well as makes recommendations related to what processes could possibly be implemented in order to resolve the identified issues. Discussion The reason behind the creation of this study was to develop a means of understand what problems students of graphical design encounter on a daily basis when it comes to creativity. Through a comprehensive examination of the various facts presented within the literature review, this has subsequently changed the views of the researcher regarding graphics design.Advertising Looking for thesis on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More Personal Impact of the Study Based on the study, I have come to realize the following factors regarding creativity: When it come s to the application of creativity, it is important to note that there are three essential elements that are present which result in the creative process. These elements are composed of the following concepts: Copy – the element of copying within creativity is actually a manifestation of the learning process wherein people â€Å"copy† the relevant information they need and internalize it for later use.This internalization is an essential aspect of the process of creativity since it in effect acts as the initial blueprint from where all future ideas stem from. Transform – the element of transformation occurs when information that was initially copied and internalized is examined and thought of in new ways.While it has yet to be applied into anything specific, the information is no longer the same as it once was since it has been modified based on other perspectives and internalized concepts (Staresinic, 2009). Combine – the process of combination involves utilizing the transformed knowledge within a real life situation which in effect creates a new solution as compared to merely utilizing the knowledge in the same way in order to create the same solution. It is based on this that I have come to realize that when it comes to message delivery, research, conceptualization and understanding the audience, it is important to not only copy ideas that are given during class but to transform and combine them with new ideas in order to create something unique. It is not adequate enough that ideas and techniques taught in class are to be utilized, rather, it is necessary to develop a more personal approach to graphical design wherein you utilize your own methods that suit your style in order to create truly original artwork (Steven, 2007). Impact on Practice Based on the work of Kirby Ferguson, it can be stated that the concept of creativity arises not out of nothingness; rather, it is the result of applying ordinary mental tools within the m ind onto existing materials in order to produce new results (Vogel et al., 2011). In order to better understand such a concept and how it impacts graphical design, it is important to first know what the various elements of creativity are and how they impact the creative process. The Elements of Creativity Are Composed of the Following Cognitive Cognitive elements within the creative process refer to an individual’s basic knowledge regarding particular processes (whether generalized or specializing in a specific field), their attraction towards complexity (e.g. their innate ability to analyze and combine ideas into new areas or dimensions), their general open-mindedness towards new discoveries and finally their awareness of the creative process itself.Advertising We will write a custom thesis sample on The Most Challenging Aspects of Graphics Design specifically for you for only $16.05 $11/page Learn More Such a process in inherently connected to the concept of research wherein the ability of a graphics artist to create a particular type of design to suit the needs of a population is inherently connected to their understanding of the likes and dislikes of the consumer segment that is being targeted (Boutelle, 2000). It is through such an insight that it has been revealed that graphics design schools should not focus merely on developing the artistic talents of their students, rather, they should also help them in developing the necessary research skills in order to better understand that populations they are targeting with particular designs. Affective Affective elements on the other hand refer to an individual’s intrinsic level of curiosity, willingness to explore, their ability to take risks and their general independence towards following generally accepted processes and procedures in order to attempt something new (Small space, big ideas, 2006). Combined with the cognitive elements of creativity this in effect ena bles an individual to examine current processes from multiple angles and actually desire to implement new methods which could potentially improve such processes. Based on the study of De Miranda, Aranha Zardo (2009) which examines the development of creativity within individuals over time, it can be stated that as an individual’s cognitive and affective elements grow so too does their ability to explore and become more creative (De Miranda, Aranha Zardo, 2009). When it comes to affective elements and message delivery it should be noted that being able to deliver a particular message through graphics design alone is a skill that is necessary if one is to succeed in this particular field. The problem with message delivery, as indicated with the research literature, is that it must combine a creative output that is both visually appealing while the same time able to deliver the messages that the designer wants to deliver (Behrens, 1998).Advertising Looking for thesis on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More The inherent problem though when it comes to the teaching of graphical design is that there is little in the way of sufficient classes in helping students understand affective elements when it comes to message delivery (Shlyk, 2007). This results in students that are brilliant when it comes to the execution of a design but lacking when it comes to the design phase of the message that the design is intended to deliver (Clark, 2008). As such, when it comes to the impact the study has had on practice, it can be stated that it has helped to show the deficiencies inherent in properly teaching affective practices and, as such, reveals an area that graphics design schools need to improve upon in order to create better students (Clark, 2008). Personal The personal aspect of creativity is slightly different in that it refers to an individual’s innate talent with a particular type of skill set as compared to something that was acquired over time. When it comes to an individual’s personal perspective on creativity, this often takes the form of new concepts being applied to new experiences in order to create new outputs as compared to situations without sufficient creativity wherein new concepts/ideas are actually made to fit onto old theories which often results in inefficient or ineffective practices (Vogel et al., 2011). In the case of conceptualization, this refers to the ability of a graphics design to create their own unique design based on their own innate talent and perception regarding what a design must look like in order to appeal to the general public (Moszkowicz, 2011). Unfortunately, based on the results of the study, it can be seen that graphics design schools superimpose their own version of proper design elements onto their students thereby crimping that individual’s personal creativity (Moszkowicz, 2011). The impact this revelation has on the current practice of graphics design is that it reveals a severe flaw in the way in which gra phics design students are being taught at the present. Such practices need to be changed in order to help students develop their own unique perspectives and create a certain level of originality in graphics design work (Poynor, 2001). It is only when this is accomplished that the sheer level of repetition seen in many of today’s designs can be avoided. Motivational The motivational aspect of the creative process is related to an individual’s drive towards a particular type of project, assignment, job or piece of work that they are currently working on. The desire to design, create and enhance in this particular case is not due to external influences but rather as a direct result of an internal desire which manifests itself as an aspect of the creative process. What must be understood is that creativity is not something that can be forced, rather, it is an internal process that develops as a direct result of the desire of a person to develop or enhance something they ar e working on (Shapiro, 2004). Thus, the motivational aspect of creativity is one of the most important elements since it acts as the spark which lights the fire of creativity in the first place. When it comes to the concept of understanding a particular audience, the motivational aspect of the creative process needs to be taken into consideration. The reason behind this is quite simple; designers that are motivated in learning about a particular audience are more likely to create work that is in line with appeals to that particular market segment. As such, this impact on current practices reveals the necessity of individual designers developing their own motivational methods in order Recommendations Based on the results of the study, it is recommended that graphics design schools adjust their curriculums to accommodate lessons that encompass not only the graphical aspect of graphics design but the creative aspect as well. This involves lessons that focus on enabling students to unde rstand what it means to proficiently develop graphical designs that correctly target the consumer demographics that they are meant to target. Conclusion Based on what has been presented in this paper so far, it can be stated that creativity is an essential part of the learning process due to the way in which it examines and tries to improve upon knowledge that has already been internalized. Reference List Behrens, R. R. (1998). Improvise! Improvise!. Print, 52(1), 26. Boutelle, M. (2000). Graphic design touches everything we do, everything we buy, and everything we see. Enterprise/Salt Lake City, 30(22), 4. Clark, B. (2008). Inspired. Design Week, 23(31), 10. De Miranda, P. C., Aranha, J. S., Zardo, J. (2009). Creativity: people, environment and culture, the key elements in its understanding and interpretation. Science   Public Policy (SPP), 36(7), 523-535. Moszkowicz, J. (2011). Gestalt and Graphic Design: An Exploration of the Humanistic and Therapeutic Effects of Visual Organi zation. Design Issues, 27(4), 56-67. Vogel, T., Villegas, J., Barry, I., Hurni, R., Ortega, T., Griffin, G. (2011). Creativity as a strategic resource. American Academy Of Advertising Conference Proceedings, 132-133. Poynor, R. (2001). Nay Say. Print, 55(3), 40B. Shapiro, E. (2004). Design Schools 101. Print, 58(2), 41. Shlyk, V. A. (2007). Fractal Graphic Designer Anton Stankowski. Leonardo, 40(4), 382-387. Small space, big ideas. (2006). Australian House Garden, (5), 78. Staresinic, D. (2009). Collaboration modernized. Packaging Digest, 46(10), 51-53. Steven, H. (2007). VISUALS; Words Into Type. New York Times Book Review, 18. This thesis on The Most Challenging Aspects of Graphics Design was written and submitted by user Hepz1bah to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.