Purpose and goals of Factoring in business - Free Essay Example

Sample details Pages: 6 Words: 1653 Downloads: 9 Date added: 2017/06/26 Category Business Essay Type Narrative essay Did you like this example? Factoring  is a  financial transaction  whereby a business sells its  accounts receivable  (i.e.,  invoices) to a third party (called a  factor) at a  discount  in exchange for immediate money with which to finance continued business. Factoring differs from a  bank loan  in three main ways. First, the emphasis is on the value of the  receivables (essentially a  financial asset), not the firms  credit worthiness. Don’t waste time! Our writers will create an original "Purpose and goals of Factoring in business" essay for you Create order Secondly, factoring is not a  loan   it is the purchase of a  financial asset  (the  receivable). Finally, a bank loan involves two parties whereas factoring involves three. Factoring is a method used by a firm to obtain Cash when the available Cash Balance held by the firm is insufficient to meet current obligations and accommodate its other cash needs, such as new orders or contracts. The use of Factoring to obtain the Cash needed to accommodate the firms immediate Cash needs will allow the firm to maintain a smaller ongoing Cash Balance. By reducing the size of its Cash Balances, more money is made available for investment in the firms growth. A company sells its invoices at a discount to their face value when it calculates that it will be better off using the proceeds to bolster its own growth than it would be by effectively functioning as its customers bank. Accordingly, Factoring occurs when the rate of return on the proceeds invested in pr oduction exceed the costs associated with Factoring the Receivables. Therefore, the trade off between the return the firm earns on investment in production and the cost of utilizing a Factor is crucial in determining both the extent Factoring is used and the quantity of Cash the firm holds on hand. The various steps involved in a Factoring is summarized in the below drawn diagram: The benefits of factoring The factoring services consist of four main functions: Finance for the supplier; the factoring  pays the client the amount necessary for his working, in exchange for his invoices. Maintenance of the receivables account; the factoring company manages the trade debts of the client, keeping the sales accounts ledgers and sending out the invoices. Collection of receivables; the factoring company collects the payments due from the debtors of the client. Protection against the default in payment by debtors; the factoring company carries the risk of any bad debt (if the debtor fails to pay). Factoring in India Factoring service in India is of recent origin. It owes its genesis to the recommendations of the Kalyanasundaram Study Group appointed by the RBI in 1989. Pursuant to the acceptance of these recommendations, the RBI issued guidelines for factoring services in 1990. An amendment was made in the Banking Regulation Act in 1983, whereby banks were permitted to provide these services either through their own departments or divisions or through their subsidiaries. Direct and indirect lending services were provided by setting up merchant banking and mutual funds subsidiaries. Factoring and forfaiting services were of recent origin following the recommendation of the Kalyansundram Committee, set up by the RBI in 1988. The Committee was constituted to examine the feasibility of factoring services in India, their constitution, organizational setup and scope of activities. The group recommended setting up of specified agencies or subsidiaries for providing the factoring services in India. While attempting to assess the potential demand for factoring services in India, the study group under the leadership of Mr. C. S. Kalyansundram estimated the value of outstanding open account credit sales available for financing during 1989-90 at Rs. 12,000 crore in respect of SSI and Rs. 4500 crore for medium and large scale sector. Assuming only 50% of the above business will be available for factoring; the aggregate potential demand for factoring was expected to be around Rs. 4000 crore per annum mainly emerging from the SSI and large and medium companies. The first factoring company was started by the SBI in 1991 namely Factors and Commercial Ltd. (SBI FACS) followed by Canara Bank and PNB, setting the subsidiaries for the purpose. While the SBI would provide such services in the Western region, the RBI has permitted the Canara Bank and PNB to concentrate on the Southern and Northern regions of the country, for providing such services for the customers. The major players si nce 1991 are Canbank Factors, SBI Factors and later Foremost Factors. The new entrants in the market include ICICI, HSBC and Global Trade Finance. Canbank Factors leads in the domestic market with about .65%-70%of the share. Growth of factoring in India has been far from slow. According to a World Bank report, Indias factoring activity grew by over 800% between 1998 and 2003. According to the latest report from Factors Chain International (FCI), the Indian factoring market has grown from Euro 1290 million to Euro 3560 million (a growth of 176%) between 2002 and 2006. The Vaghul Committee Report on Money Market Reforms has stressed on the need for factoring services to be developed in India as part of the money market instruments. Many new instruments had already been introduced like Commercial Paper (CP), Participation Certificates (PC), Certificates of Deposits etc. but the factoring service has not developed to any significant extent in India. According to Factors Chain I nternational, a global umbrella organization of factoring companies, India with just eight companies clocked a total turnover of Rs 19,860.5 crore in 2006 way below Japans Rs 4,15,789.1 crore Taiwans Rs 2,23,152. 6 crore and Chinas Rs 7,97,77.1 crore in Asia. The Indian factoring market has grown by 176 per cent from Rs 7,196.7 crore to Rs 19,860.5 crore between 2002 and 2006. Global leaders are the UK, France and Italy. Mr. Arvind Sonmale, MD CEO, Global Trade Finance Ltd, said: India accounts for 0.3 per cent of the world turnover. Even among Asian countries, Indias share works out to an insignificant 2.37 per cent. It is estimated further that the factoring market would grow to reach a volume of Rs 45,944 crore by end-2007. Given the vast size of the Indian SME sector, factoring, which is getting qualitatively revamped from time to time by newly updated product lines, is expected to grow in the long run. Roadblocks for Growth in India The overall worldwide growth in factoring is estimated at 12%. Europe has the largest market representing 64% of the world volumes with a growth of 18% during the year. Americas growth was 10%, whereas Australia recorded impressive growth of 40%. Asia saw a fall in volume. The growth trends mentioned above support the fact that there is enormous scope for expansion worldwide and India is no exception to this. The potential in India is estimated at an annual turnover of Rs. 15000 to Rs. 20000 cr, but large portion is untapped because of the following reasons:   1) Though Factoring is similar to Bill Discounting, What people fail to understand is that similarity is only in one aspect, i.e., both provide short term finance against receivables. Factoring also provides a package of other services which many people are not aware of.    2)  Recourse    factoring only provides financing but not credit covers, whereas in case of non-recourse factori ng, in the event of    default of a customer, the factor will bear the risk of bad debt.    However, the facility, which will attract more clients, is    almost missing, in India.      3) Factors have not been successful in creating awareness about    the concept of factoring. The difference between factoring    and bills discounting is still not clearly understood. The    customers are still not aware of the extra benefits and services    they can enjoy through factoring; they are not demanding these    services from factoring service providers. Â     4)Bankers do not permit their Customer to Shift their Business    to Factors: Every businessman invariably has dealings    with a bank. Hence, his banker does not permit him to shift his    account receivables business to a factor, but promises to    meet his requirements. A World Bank study says weak contr act enforcement institutions and tax, legal, and regulatory impediments will hamper factoring services. Factoring generally requires good historical credit information on all buyers; if unavailable, the factor takes on a large credit risk. It also points out that fraud represents another big problem in this industry (e.g. bogus receivables and non-existent customers). Mr. Laxman N. Sankade, Managing Director, Canbank Factors Ltd, said: For factoring to develop, it is imperative that an enabling legal environment be created and the Factoring Bill be passed in Parliament. It is also seen that a lot of weak companies would actually be able to tide over their liquidity problems if the receivables are acceptable to the factoring companies and which could be factored. According to Mr. Basab Majumdar, Head- Factoring and Receivables Finance, India, HSBC, Assignment of debt is still a cumbersome process and involves stamp duty which again is a State level subject and there is no unifo rmity in the rates of stamp duty across States. Moreover, every time a debt has to be assigned to the factor and stamp duty paid on the transaction, which has the potential of making the proposition expensive for the client. Most of the developed countries have implemented clear laws related to assignment/transfer of debt, bankruptcy, debt recovery, etc. Additionally in India, access to information on companies, their repayment performance with the banking system, etc is thinly available, which results in lack of information to decide on credit. According to Mr. Sankade, factoring in its true sense is factoring without recourse to the client. This may not be possible in India unless credit insurance is introduced in the country. In most of the Western countries, factoring is done without recourse, as they have the facility of credit insurance from insurance companies. Some of the factoring companies are also not happy with their status as non-banking finance company (NBFC). Mr . Sonmale said: We cant initiate summary proceedings. There is no protection under either Debt Recovery Tribunal (DRT) or the Securitisation Act. Mr. Sankade said they have been pitching for a good sub-classification under the NBFC as a factoring company which would be better to attract business. He said banks should see factoring as a product that is complementary and improves the risk profile of the receivables.

Writing Is A Major Part Of College Courses Essay - 1685 Words

Writing is a major part of college courses. Most courses will require you to write a paper to pass the course. Writing has not always been something that I have excelled in. I was never a good writer from the start. This paper is to show where I have struggled in the past, currently and where I improved in my writing. It will explain where I got help in years previous to Neumann University along with my first semester at Neumann University. This will include grammar, word choice, using resources from the local library and correctly citing them. I will also explain how my one class in my high school graded my whole paper wrong for using â€Å"I† and how I used that information in my classes now to improve on that and not let it happen in the future. Throughout my four years in high school and my years in middle school, I got help for my writing. I always tend to write a paper and not re-read it over. I just want to finish it and move on to the next thing on my to-do list. It ends up sounding sloppy and does not make sense in any way. Third grade is when I first started to get help with my writing and help in classes. I was brought to a tutor to help me learn other words and to understand them better. He helped me with my work because I always would fall behind. Then in my high school, we were able to pick an elective as an extra course to take. I always took an English course. The ones I took were called Creative Writing and Grammar Composition. I took two years of creativeShow MoreRelatedFox s College English Course1440 Words   |  6 Pagesare having some form of difficulties with college. These difficulties can range from changing work schedules to prior commitments and priorities. In Ms. Fox’s College English course, this is no different. Ms. Fox’s college English course is difficult because of the time consuming work, the importance of writing assignments, and the technology used in the course. Fox’s English class is hard because the course can be very time consuming for students. Writing papers, finishing assignments, and readingRead MoreThe Bell Jar by Sylvia Plath1540 Words   |  7 Pagesof these factors come from her surroundings. A main part of Esther’s life is her writing and her future as an English major in college. Once she begins to lose her ability to read and write, it takes a big toll on her character, creating one of the main reasons she becomes depressed. Even the thought of being sent back home to live with her mother all summer with nothing to do is a big element in her descent to depression. On top of her writing, Esther’s family situation adds on to her strugglesRead MoreCryptography1082 Words   |  5 Pagesï » ¿Ocean County College Professor s Syllabus Professor s Name: Jamie Bradley Course Title and Number: MATH 156 – Introduction to Statistics Semester: Summer 2014 Office Location: TBA E-Mail Address: jamie_bradley@portal.ocean.edu Office Hours: By appointment Catalog Description: An introductory level course for non-mathematics majors who need or desire a working knowledge of statistics. This course is oriented towards all fields in which statistics finds applicationsRead MoreThe Importance Of A Few College General Education Courses1070 Words   |  5 Pageseducation. Before a job comes college, before college comes high school, before high school comes middle school, then grade school, kindergarten, and preschool. This is because one must learn the basic fundamentals necessary for the next step in life. This is exactly what general education courses aid with in college. These general education courses teach basic skills required for every profession and provide the knowledge required for understanding more complicated courses to come. This paper will discussRead MoreEssay On Organizing Classes1121 Words   |  5 PagesElective Courses: Capitalizing or Not? Not all the courses that you choose in your college count towards your degree program. You are expected to take some courses that are outside the curriculum. The question then arises as to why take the courses when it has nothing to do with the major? Is it worthy? If it is, when will it come in use? If not, why are students wasting their time on such subjects? Why are they not spending this time better elsewhere? Generally, people think that taking courses outsideRead MoreACT and College Research Paper633 Words   |  3 Pagesactivities counts starting in high school. Thus, many students tend to start planning for their future in their first year in high school. One of the major concerns of most high school students getting ready for college is a financial issue. Doing well on national exams such as the ACT can solve this problem with possible scholarships offered at colleges. Understanding the purpose and description of the ACT as well as the information about the tuition fee and the Pre-Pharmacy program at Oregon StateRead MoreEvaluation Of Sources And Argumrnts On Developing Critical Thinking Skills860 Words   |  4 PagesAs an International student, writing course is and has always been one of the most challenging courses. However, this class helped me to improve my writing skills. The work in this portfolio demonstrates that I have used methods of analysis and evaluation of sources and argumrnts to develop critical thinking skills. Though I have made some progress in appropriate documentation and essay oragnization areas, I have work to do to come to a full understanding of grammar, mechanics and sufficient contentRead MoreI Have Always Love Science Since A Young Age1440 Words   |  6 Pageshave so many plants inside that it would be a jungle. The courses required for botany are very heavy with science. I know that I will be taking fifteen different science classes. I looked forward to the challenges that each class will bring. During the time in my freshman year I would like to know what reading and writing I will need for botany. I looked in greater detail into Botany, I came to very interesting details about what my major will include. I gathered all sorts of facts from differentRead MoreI Have Always Loved Science Since A Young Age1444 Words   |  6 Pagesplants inside that it would be a jungle. The courses required for botany are very heavy with science. I know that I will be taking fifteen different science classes. I looked forward to the challenges that each class will bring. During the time in my freshman year, I would like to know what reading and writing, I will need for botany also known as plant science. I looked in greater detail into Botany, I came to very interesting details about what my major will include. I gathered all sorts of factsRead MoreThe Sense Of Structure : Writing1434 Words   |  6 Pagesare constantly changing and adjusting how writing is taught. I surveyed ten respondents of students, faculty, and others at the University of Mary Hardin-Baylor to see their opinions on writing education. Although, all respondents answered in their own words, there were many similarities in their answers. The information gathered through these surveys may be used to support or defend certain arguments about writing education. In â€Å"Preparing to Teach Writing† J. Williams argues that reading is not

Troy By Wolfgang Petersen And Homer s Historic Epic Iliad

The 2004 film Troy by Wolfgang Petersen and Homer’s historic epic Iliad both center on the Trojan War between the Achaeans and the Trojans, but with two distinct differences in coverage. During Homer’s era, these heroes, the great Achilles and Hector, were known to all, but in modern times they are not as prevalent and thus both artists needed to adapt their approach to this tale. Homer’s Iliad delves into the ninth year of strife with Achilles and Agamemnon‘s quarrel in full effect and the Greeks on the verge of sacking Troy. Petersen’s Troy, however does not have the same established background that Homer possessed and adapted by beginning with who these characters are and how the story of the Trojan War began. The coverage of Troy also pushes pass the easing of Achilles wrath and into the sacking of Troy, fleeing of Aeneas, and the demise of Achilles. Rather than a simple recreation of the Iliad, Troy attempts to balance the grand story of Achille s’ struggle for immortality, Hector’s courage to save his people from foretold death, and who is truly on the virtuous side. With no background for the audience to base the story, Troy begins around 1200 BCE with King Agamemnon of Mycenae conquering the final Greek troops of Triopas to unite Greece, before the Trojan War. Quite a different beginning than the start of the Iliad, which occurs roughly ten years later. The audience needs to know these characters relationships and history first. When the film opens, Agamemnon is the

How Do Others Peoples Feelings Influence Our Decisions free essay sample

How do others peoples feelings influence our decisions? Other peoples feelings can influence our decisions. People have an incredibly powerful effect on us. We care about other people and we dont want to hurt their feelings, and we want to make good decisions too. But, dont let other people influence your decisions or thoughts too much. Because, sometimes the fate of someone/something hang on our ability to make good decisions. Peoples feelings can influence our decisions, they can influence our decisions even more if theyre important to us. For example, Glee Episode 4, Kurt is a girly guy. His dad wants him to be on the football team. Of course his dad is an important person to him, and he wants to make his dad proud rather than being this girly guy. So, he joins the team and made the team won. But, Kurts passion is not for football, but singing. We will write a custom essay sample on How Do Others Peoples Feelings Influence Our Decisions? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page At the end, Kurt confessed the truth and his dad understands. I think its true that peoples feelings can influence our decisions, even more if that person is important to us. We dont want our decision to hurt other people, like declining something that hurt other peoples feelings. In his book, The Power of a Positive No, Dr. William Ury says taking a second to stop and think it through will allow you to weigh the pros and cons and make an effective decision, which will yield an effective answer. Many people struggle with declining offers or requests because theyre afraid of hurting another persons feelings. My opinion, i agree with this, many people struggle declining offer or request because theyre afraid of hurting another persons feelings, but there are many ways to say no without upsetting or hurting other peoples feelings. Sometimes when we make decisions, we need others people comment and sometimes people are too scared to make their own decisions, theyre scared it wouldnt be accepted and hurt their community of friends. Marilyn Manson said, A lot of people dont want to make their own decisions. Theyre too scared. Its much easier to be told what to do. I kinds agree with this, i think its easier to make your own decisions that being told what to do by other people, but sometimes its true that we want our decisions to be accepted in public/community. My conclusion, we dont want to hurt other peoples feelings because we care about them, and we dont want to hurt their feelings. If our decisions hurt their feelings, we will consider it again. Theres this quote that i like, by Keri Russell, Sometimes its the smallest decisions that can change your life forever. We can care about other peoples feelings but dont let it influence you too much. Sometimes important decisions must be based on reasoning and our own way of thinking. pls take full credits if youre using my essay 🙂 twitter @AimeeJsminee

Communication Effectiveness in the Management of Virtual Teams

Introduction Various organisations currently operate at the global business interface that is characterised by intense competition, dynamic changes in consumer needs, emerging trends of new products, changing technology, and different cultures.Advertising We will write a custom proposal sample on Communication Effectiveness in the Management of Virtual Teams specifically for you for only $16.05 $11/page Learn More Such businesses strive to maintain operations that are geared towards striking a balance between the influences of the above factors. Most multinational businesses usually establish subsidiary branches in numerous countries across transnational borders with a view of expanding their market bases by attracting international consumers. For this reason, implementation of virtual teams of different employees from culturally diverse origins becomes a crucial interplay in the involved businesses since they facilitate communication amongst diverse con sumers, employees, and subsidiary firms. Currently, many businesses are adopting virtual management whereby managers do not necessarily need to maintain physical contact with their employees. The research proposal aims at investigating effective communication and motivation techniques in the management of in virtual teams across transnational borders. Background According to Huang, Kahai, and Jestice (2010), virtual team management is a phenomenon that surpasses the limitations of time and space boundaries that are experienced in visual interactions. Misunderstanding of cultural differences, marginalisation, language barrier, team disunity, and mistrust are some of the issues that are associated with virtual team management. For instance, the GE Energy, an electricity management company in Atlanta recently faced an increasing number of diverse cultural workforces in its areas of operations. This situation led to the development of programs such as the GE Connect and WebEx to provide an insight into ‘Working in Virtual Teams’.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The GE Connect and WebEx software adds a phone tab to the GE WebEx connects. The system can command the computer to manage call dials, history, waiting indicators, media, and instant messaging among others. Employees who do not understand common communication languages such as English among other dialects can successfully interact with their colleagues using the system to improve their communication. This situation is an implication of a need to conduct more research on the techniques and solutions to the challenges that arise from the management of virtual transactional teams due then unavailability of a common language. Literature Review A virtual team refers to a group of individuals who interact using internet platforms and profiles rather than maintaining face-to-face communicat ion (Chen, Chen, Chu 2008). On the other hand, a transactional virtual team is an organised group of persons who carry out various activities that are related to trade despite time, boundaries, and space limitations (Chen, Chen, Chu 2008). Virtual teams have become increasingly important for transnational companies. They provide a framework for addressing challenges that result from modern rationalised organisations owing to the distribution of workforce. Capece and Costa (2009) posit that the advancement of technology and globalisation has led to an increased flexibility in organisations as they seek to gain competitive advantages over the rival companies. The premise of virtual teams is to address the location and accessibility of employees due to the unrelenting workforce demographics in the modern world. As a result, the embracement of such teams helps organisations to gain access to diverse expertise and quality-improvement systems whilst promoting workplace interactions.Adve rtising We will write a custom proposal sample on Communication Effectiveness in the Management of Virtual Teams specifically for you for only $16.05 $11/page Learn More In this proposal, qualitative methods such as interviews, focus groups, and participant observations were deemed suitable for the research in question. The interviews will be used to gather demographic information that will be used to design parameters such as the average age, level of the awareness of cultural diversity, and comparison statistics among others (Creswell 2013). The methods will be guided by respondent characteristics such as feelings, beliefs, perceptions, and ideas among others. Such aspects will guide the researcher to design appropriate interview schedules. Information concerning the communication techniques and patterns of the organisation will be gathered through textual analysis and archival research (Rawbone 2015). Both purposive and snowball sampling techniques h ave been deemed appropriate for the selection of the participants. Purposive sampling will ensure the maximisation of rich information while the snowballing technique will help the researcher reach the respondents by asking them to recommend their colleagues (Punch 2013). Regardless of the perceived effectiveness of virtual teams in the management of contemporary organisations, various problems have been identified. At the outset, the physical dispersion of persons around the world leads to the development of diversity issues that hinder smooth communication. Diversity management has been deemed one of the most significant challenges in running of organisations. Leaders who have been habituated to the outmoded organisational frameworks encounter a number of management difficulties. The organisation of the new teamwork also requires the leaders to assess the ability of the traditional management approaches to meet the necessities of the virtual programmes. This tendency to shift from the traditional to new forms of leadership poses an enormous risk to the organisation.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Overton, Hills, and Dixon (2007) also affirm that language barrier is a crucial problem that leads to communication shortcomings in the event of adopting virtual teamwork management. There is a tendency to interpret context differently as individuals perceive ideas, values, and beliefs uniquely. For instance, Overton, Hills, and Dixon (2007) reveal that the difference between high and low context cultures has been evidenced to interpret information differently. Embracing Effective Communication and Motivation in the Management of Virtual Teams A research conducted by Overton, Hills, and Dixon (2007) in the UK on the integration of effective communication techniques into organisational activities revealed that it significantly improved the delivery of a range of skills such as leadership, management, and understanding of foreign languages among others. It was affirmed that the techniques were applicable to the management of virtual teams to foster the learning of different languages for effective communication. According to Nash and Kallenbach (2009), effective communication tools can be used efficiently to ensure proper management of the virtual teams. This technique can also be used to increase outreach programmes to rural communities or places that are hard to reach within a given time such as companies with international branches. The only issue of concern raised in the study was that most of the adults were unaware of such techniques being embraced in current systems of management (Aragon Johnson 2002). Companies that support effective communication significantly lead to the improvement of employee motivation. Employees who strive to understand other languages make the use of effective communication and other resources that are based online. Literacy is among the key strengths that are created through electronic communication. The web can provide an excellent means of developing skills in the wake of digital technology (Mishan 2005; Wagner and Konzma 2005 ). According to Scott and Wildman (2015), most businesses use virtual teams to grasp larger market shares besides overcoming geographical barriers (Scott Wildman 2015). Bachmann (2006) attested that communication enables people of different cultural backgrounds to develop shared models besides creation of group identities. It is highly believed that collective perceptions of other people, living environments, information, or the world create a mutual understanding among the members of particular groups. A survey that was completed by researchers such as Yip and Dempster (2005) identified that communication via the internet compelled many companies to run virtual teamwork. These studies failed to mention the aspect of embracing cultural diversity and understanding among employees since it was limited to electronic communication (Davis, Fletcher, Absalom 2010). Technology plays a critical role in conveying information between individuals through virtual organisations (Siebdrat, Hoeg l, Ernst 2009). Virtual teams with diverse cultural backgrounds can be managed efficiently using robust cybernetic information channels with a view of diminishing the ethnic, racial, and/or geographical gaps that exist between the members of the teams. Dekker, Rutte, and Van den Berg (2008) recommended that companies should implement up-to-date technology with a view of establishing and maintaining virtual teams. Language complexities, cultural misunderstanding, and marginalisation always affect communication. Lockwood (2015) recommended a need for training staff in communication, leadership skills, and different cultural issues that affect the management of teams across transnational borders. Embracing Clear Understanding of Different Cultures for Coexistence in Virtual Team Environments Culture is a combination of values, norms, beliefs, and orientations that exist in a given society. They are transmitted from one generation to the next (Leidner, Alavi, Kayworth 2010). On the ot her hand, cultural diversity is a mix of people having different national and linguistic characteristics. According to Erez (2010), culture is a conception that is passed from one generation to the next. It comprises aspects such as beliefs, art, knowledge, laws, customs, and habits that are exhibited by a person within a particular society. Most people use culture as the backbone for communication and develop knowledge about particular attitudes towards life. Earley and Mosakowski (2000) posit that respect for cultural diversity brings about the appreciation of heterogeneity in the values and norms of people from different backgrounds. This situation brings people together either face-to-face or virtually. Wildman and Griffith (2015) mention that businesses are currently faced with challenges of virtual team management that affect efficiency. They recommend that leaders should be knowledgeable on tools for exploring cultural diversity. The leaders must be well conversant with inter personal cues, cultural differences and diversity inclusion. Lastly, they attested that virtual communication and mutual leader-follower relationships are paramount to the active contribution towards improved business performance (Wildman Griffith 2015). Globalisation has resulted in increased virtual teams across transnational borders. Intercultural communication and interaction are essential due to the ever-increasing globalisation that has led to the movement of labour across national, regional, and continental boundaries. Embracing management with clear communication technology has led to the emergence of virtual communities who share information on different cultural values, beliefs, norms, and languages among other characteristics (Zakaria, Amelinckx, Wilemon 2004). A research that was conducted by Alpaslan et al. (2004) revealed that poor understanding of other people’s cultures and languages accounted for inadequate performance in cybernetic communication. This situ ation led to misunderstanding and distrust amongst individuals and groups in the organisations. However, the creation of forums to educate the employees on embracing different cultures proved to be efficient in appreciation of virtual teams (Whatley, Zaitseva, Zakrzewska 2009).The study does not clearly indicate how communication should be implemented in such situations. Motivation, Good Leadership, and Trust Motivation is also a crucial factor that has been proved efficient in addressing issues that arise from the management of virtual teams. Individual enthusiasm is an aspect that enhances morale and liveliness in communication. Virtual interactions are enhanced through motivation with a view of alleviating glitches that arise from monotonous environments (Holton 2001). A deeper comprehension of subjective motivational factors should be considered because each person gets motivated in different ways. Different cultures also have features that derive individual motivation. Such fa ctors are paramount to the formation of sound virtual teams that are prepared with a broad base of knowledge about their cultures and those of other individuals. Cifuentes and Murphy (2000), posit that other factors such as attention, confidentiality, satisfaction, and relevance among others are components of the sources of motivation. If they are embraced appropriately, they can improve a person’s engagement in virtual discussions that close the gap between varying cultural teams. An individual belief in the ability to achieve personal goals is significantly improved where organisations encourage motivation and autonomy. However, the researchers have not highlighted communication as a crucial element for the achievement of such objectives; hence, it ensures that the individuals are satisfied and open-minded. Maintenance of enthusiastic workforce ensures relevance and improved confidence (Cifuentes Murphy 2000). This situation can be achieved through active involvement in le arning or projects that encompass the performance of employees from different cultural backgrounds. Both employees and managers should be encouraged to show enthusiasm for intercultural activities with a view of acquiring various competencies that practiced by diverse groups. However, communication is crucial for the achievement of such objectives; hence, the parties involved should be in a position to speak a common language (Cifuentes Murphy 2000). Leadership is another aspect that has underpinned efficient control and management of virtual teams. According to Malhotra Majchrzak (2004), virtuous leadership in an organisation ensures the definition of clear goals and role in an attempt to realise quality outcome. Shachaf and Hara (2006) revealed that virtual team leadership helped in the efficient management of employees in organisations where diversity inclusion was highly regarded. Another aspect of leadership is ensuring the provision of mentorship and clear definition of resp onsibilities amongst diverse team members. Collaboration refers to the engagement and participation of people in a group to solve an issue based on a mutual agreement (Bjà ¸rn Ngwenyama 2009). Miloslavic, Wildman, and Thayer (2015) have attested that virtual teams are becoming popular in work environments. They result in the development of new techniques that are in line with the demands of the global market. This situation leads to increased work efficiency. However, leaders are cautioned to consider issues that can arise due to cultural differences and to embrace collaboration among the members of virtual teams to get the success of the organisation. Communication is crucial in bonding the employees; hence, robust communication channels should be developed in various entities that embrace virtual team management (Miloslavic, Wildman, Thayer 2015). Shachaf and Hara (2006) posit that leadership and trust are two factors that must go together when handling employees in virtual tea ms. People have unique and vast views, cultural differences, and technical skills among other factors. The researchers have failed to show how leaders engage employees in commitment to instil a sense of trust. Therefore, leaders should ensure that individuals who are included in the virtual teamwork show commitment to duty by instilling a sense of trust in them with a view of winning their attention (Shachaf Hara 2006). Jarvenpaa, Shaw, and Staples (2004) also attested that trust that was built among virtual team members and their leaders led to efficient work processes and quality outcome due to improved motivation, collaboration, and collective problem solving strategies that dependent on trust. It was perceived that trust reduced indistinctness and doubt in social viewpoints. A problem of how the trust is build is evident from such comments since effective leadership and management must be embraced. Carter et al. (2015) in his article on Leadership for global virtual teams for t he facilitation of team processes attested that leadership through collaborative interaction is paramount to the efficient management of businesses at the global level. As a result, global organisations require the development of virtual teams through effective management. They have attested that technology in communication has been used successfully to link virtual teams through proper leadership. They have further mentioned the importance of understanding cultural background of employees, nationalities, team dynamics, and communication technology to address issues that arise from virtual team management (Carter et al. 2015). Carte Deines (2013) also attested that team leadership results in improved networking among individuals who are both within and outside the teams. Performance and team development are fundamental functions of decent leadership (Bell Kozlowki 2002). A primary challenge that virtual teams experience is the realisation of efficiency during the implementation of concerted goals. The researchers have not elaborated the realisation of efficiency can be achieved. A better way of ensuring that leaders accomplish such tasks is by the sound institution of self-management and performance standards among the various parties that are involved in teamwork (Hunsake r Hunsaker 2008). Effective leaders should ensure that trust exists together with increased and efficient goal setting techniques that take into account the expectations of employees. They should also give room for continuous feedback to allow competencies and encourage cultural appreciation. Furthermore, Gazor (2012) posits that wise leaders use physical meetings to solve various challenges. However, in situations where geographical differences hinder communication, teleconferencing, and videoconferencing offer the best solutions. In conclusion, the essay has reviewed various pieces of literature on the possible communication solutions to the issues associated with virtual teams in the ef fective management of organisations. Leadership roles are paramount to the appropriate handling of productivity issues that arise in diverse physical work environments. Communication has been seen as a crucial factor in the management of virtual teams across transactional borders. To ensure effective implementation of information communication and technology networks amongst employees in different physical locations, an understanding of diverse cultural values, consumer behaviour, and dynamic innovation is highly encouraged. Statement of the Problem Although virtual team management has ensured smooth running of global businesses, a plethora of challenges is still encountered. One of the primary challenges that are experienced is technology disparity. A sizeable gap is seen in the advancement of technology between the developed and developing nations. A research that was conducted by the United Nations Economic and Social Council (2006) explicated a number of ways such as stimulation of international technology transfer and learning among others than can be adopted by developing countries to narrow the gap. While many companies appreciate the introduction and embracement of virtual teams in their organisational systems, many questions have been left unresolved. How do individuals of different languages and from varied culture share a common goal, understanding, and knowledge without face-to-face meeting? How can such people develop trust among themselves? What kind of technology should the managers use successfully among these people? Such questions among others need to be addressed since they form the basis of the challenges that arise from the management of virtual transactional teams. Information and Communication Technologies (ICT) encompasses communication equipment that is used in chatting sites, e-mail, websites, teleconferencing, and videoconferencing among others (Capece Costa 2009). The interconnection between various employee groups in diverse geogr aphical landscapes is greatly hindered due to poor communication and communication channels (Song Liu 2013). The world’s population appreciates the improved development of electronic information transfer that has ensured smooth organisation and distribution of duties (Cheshin et al. 2013). Improved technology has resulted in the development of robust communication means that have ensured quick response to various organisations, which have embraced decentralisation due to the existence of virtual teams. Nowadays, teams can conform and establish collaboration through electronic communications channels that are remotely located. However, there is still a need to exploit the varied opportunities that arise from international interactions. Although communication channels such as teleconferencing and videoconferencing among others means exist, other issues such as cultural diversity, understanding of different languages have not been fully addressed (Piccoli, Powell, Ives 2004). The contemporary world is characterised by fast development virtual teams with varied cultural, personal, and functional origins. If such topographies are not handled effectively, they can cause problems such as conflicts, disunity, and mistrust in organisations. The differences can be heightened due to the existence of geographical differences, poor communication, and lack of motivation, misunderstanding, and failure to appreciate the significance of cultural diversity and movement of labour across transnational boundaries (Piccoli, Powell, Ives 2004). Virtual teams can only perform well if proper management that embraces proper communication, motivation, appreciates cultural diversity, and creates collaboration based on the common goals of virtual teams among others. A majority of the studies have revealed that communication is the sole factor for the efficient management of virtual teams (Piccoli, Powell, Ives 2004). For instance, Taha, Ahmed, and Ale Ebrahim (2009) upheld such views by mentioning that advanced communication technology has enabled international business leaders to manage teams in distant work environments. The development of technology, especially in the twenty-first century, is a timely framework for the passage of information from one party to another by teleconferencing, videoconferencing, e-mailing, social networking, and online chatting. Although the aforementioned underpinnings are highly regarded, virtual team management requires a consideration of factors such as cultural diversity, respect, trust, and motivation among other aspects (Taha, Ahmed, Ale Ebrahim 2009). The researchers failed to mention how to incorporate such factors in communication to solve issues of virtual transactional teams. Incorporation of such factors in communication promotes the realisation of a common goal and understanding of the values, beliefs, and attitudes of diverse cultures. Another problem that should be addressed is how a company will ensure appr opriate handling of the above-mentioned communication factors. According to Geister, Konradt, and Hertel (2006), educating employees on the use of the videoconferencing or teleconferencing techniques alone is not satisfactory move towards the realisation of harmonious virtual teams. For instance, the existence of communication channels in organisations that embrace virtual teamwork does not necessarily mean that the employees have a common language that enhances the flow of information (Abbott, Gilbert, Rosinski 2013). In such circumstances, how does the company resolve the underlying virtual team issues? Other research works indicate that motivation among the employees results in the apt formulation of solutions in diverse work environments. Geister, Konradt, Hertel (2006) attested that group motivation is significant in the creation of collaborative workforce where individuals come from different cultural origins. This set of circumstances enables them to identify and appreciate various values, beliefs, and attitudes among other aspects of the cultures of their colleagues. The researchers limited their studies to virtual team motivation and never embraced factors such as effective communication and understanding of cultural diversity to solve problems of virtual transactional teams. According to Keller (2008), motivation encourages attention, confidence, relevance, and individual satisfaction. However, the research holds that enthusiasm only serves as a solution to managerial problems that are associated with virtual teams rather than examining the effects of other elements such as cultural diversity. It proofs that there is limited information on the methods (effective communication and embracing cultural diversity) to resolve the poor understanding of cultural differences that exist in virtual transactional teams (McArdle Anderson2001). Research Purpose The purpose of the study is to investigate effective communication, motivation, and understanding of cultural diversity to solve issues that arise from virtual team management across transnational borders. Hypothesis H0: Embracing effective communication, motivation, and understanding of cultural diversity do not help in solving problems that arise from the management of virtual teams across transnational borders. Main Research Question Does effective communication, motivation, understanding of cultural diversity solve the problems that arise from the management of virtual teams across transactional borders? Study Objectives To determine whether the proper implementation of effective communication, motivation, and understanding of cultural diversity solve problems that arise from the management of virtual teams across transactional borders To examine various motivational and leadership techniques that leads to collaboration among individuals of different cultural origins in the virtual teams Limitation of the Study The study will focus on the investigation of effective communic ation and understanding of cultural diversity to solve the problems that arise from the management of virtual teams across transactional borders. It will be limited to qualitative research design and analysis. The results will be used to illustrate a problem of communication, poor motivation and misunderstanding of cultural diversity in virtual teams to ensure that people understand the problem. The results will then be used to create awareness embracing effective communication and understanding of different cultures in organisations that practice virtual teamwork rather than the implementation of the plans. As a result, the findings will be based on the generalisation of the available information. Variables Various characteristics that will be measured include dependent variables such as the type of motivation, communication, trust, interactions, and leadership among others. The independent variables will cover the issues that are associated with virtual teams such cultural diversi ty among others. Methodology Research Design and Sampling plan Since the study focuses on investigation of effective communication, motivation and understanding of cultural diversity to solve communication problems in virtual teams across transnational borders, the research will entail a qualitative research design (Mahoney 2010). The nature of the research proposed guarantees investigation techniques thus its findings will be used to illustrate how effective communication can the understanding of cultural diversity in virtual teams are essential. It will be conducted in the various companies in the USA. Managers of the selected companies will be identified to seek contact information that will be useful in the facilitation of the research. Data will be obtained from the focus groups and interviews among other qualitative methods. Interview schedules will be subjected to the employees and managers of selected global companies that have organised virtual teams. Sample Size and Sampli ng Strategy 25 respondents will be selected randomly from each of the multinational companies. 20-percent of them will be from the managerial levels. The four companies to be included will be identified through secondary sources of data such as journals and articles on multinational co-operations based in the USA. The contacts their managers will be contacted using information available about their contact managers or phone numbers indicated in the secondary data. Research Instruments The interview schedule will be semi-structured to ensure detailed information capture. The respondents are expected to understand the both the instruments easily since they will be written in simple English (Cooper Emory 2002). Respondents’ feelings, beliefs, perceptions, and ideas will also ensure that the researcher uses the interview schedules. Some of the questions that will feature in the interview include the following. What do you understand by the term electronic communication? Does th e company embrace robust communication techniques? Does your company use electronic communication in educating virtual employees on common language for your business? Rationale for the Selection The USA was selected as the study area because the country has many multinational companies that embrace diversity inclusion and virtual team management. Rich information on the communication problems will be obtained from multinational companies that have established numerous subsidiaries in different geographic locations worldwide. This strategy will set a framework for studying the management of virtual teams in diversity. The chosen sampling design is also appropriate since the study will focus on the qualitative data. The research after evaluation will further analyse the implementation of motivational techniques and effective communication in ensuring effective communication among virtual teams. Data Analysis for Demographic Variables The demographic variables that will be considered in the study include age, education, virtual learning environment, blackboard usage, video and audio podcasts, and cultural background among others. The variables will be analysed using univariate analysis or tables. The results will be easily compiled using the SPSS version 21. The univariate analysis will indicate details about age distribution frequencies, central tendencies (mean, mode, and median), and dispersions such as range, standard deviation, and variance (Bradley, Curry, Devers 2007). Data Analysis for Study Variables Inferential statistics will be used to elaborate then inferences from the study. Tests that will be conducted include the t-test, Chi-Square test, and one-way ANOVA among other multivariate methods (Bradley, Curry, Devers 2007). Ethics for the Research This research will be conducted after seeking permission various multinational companies that will be selected for the study. The respondents will be issued with consent forms to participate willingly in th e study. Upon their acceptance, they will be engaged in the research (Miller et al. 2012). As aforementioned, the research will seek to investigate effective communication and motivation techniques in the management of in virtual teams across transnational borders. It will focus on seeking ways to alleviate the challenges that are encountered in the management of virtual teams with a view of increasing organisational efficiency. Review of Five Journal Papers relevant to the Topic ‘Leadership for Global Virtual Teams: Facilitating Teamwork Processes’ by Carter, Seely, Dagosta, De-Church, and Zaccaro In their article, Carter et al. (2015) posit that competition, complexities, and structures of organisations in the global scene have undergone tremendous change. However, with increased and sophisticated means of communication, linking virtual teams has become easier. This situation has resulted in effective management of business operations. Carter et al. (2015) further aff irm that managers must ensure a deeper understanding of cultural backgrounds, nationalities, communication technology, and team dynamics to resolve hitches the that arise from the management of virtual teams (Carter et al. 2015). ‘Structuring Successful Global Virtual Teams’ by Miloslavic, Wildman, and Thayer According to Miloslavic, Wildman, and Thayer (2015), teams have become paramount to efficient production in organisations. They further attest that teamwork results in increased the work handling capacity. It also provides new techniques that align with the demands of the global market. However, Miloslavic, Wildman, and Thayer (2015) posit that leaders should consider issues that can arise due to cultural differences. Resourceful collaboration among the members of virtual teams is required for the success of any organisation. However, communication is a crucial factor in creation and maintenance of bonds among employees. Robust communication channels should be deve loped by implementing advanced technological systems. Therefore, managers should ensure that methods such as videoconferencing and teleconferencing are implemented for success in management of virtual teams (Miloslavic, Wildman, Thayer 2015). ‘Leading Global Teams Means Dealing with Different’ by Wildman Griffith Wildman and Griffith (2015) attest that the current global business is faced with challenges that affect efficient virtual team leadership. Leaders must have the right knowledge and tools to explore cultural diversity with a view of alleviating challenges that are related to the embracement of virtual teams. Wildman and Griffith (2015) claim that leaders should be aware of interpersonal cues, diversity inclusion, and appreciation of the world’s diverse cultures. Factors such as virtual communication and mutual leader-follower relationships are paramount to the active contribution towards improved business performance (Wildman Griffith 2015). ‘Cu lture, Communication, and Conflict: A Review of the Global Virtual Team Literature’ by Scott Wildman Scott and Wildman (2015) view virtual teams as the most modern techniques used in various organisations to capture large market shares, meet vast needs of consumers, and overcome geographical barriers. In a research that was conducted prior to publishing of the article, Scott and Wildman (2015) found that the primary issues that dominated their findings regarding virtual information included cultural diversity, effective communication, and conflict management. Scott and Wildman (2015) mentioned that teleconferencing, video conferencing, and e-mailing were the feasible solutions for communication issues among the virtual teams. Understanding and appreciation of cultural diversity also play a critical role in the management of virtual teams (Scott Wildman 2015). ‘Virtual team management: what is causing communication breakdown?’ By Lockwood This article holds that flexibility in organisations and ICT improvement resulted in effective management of virtual teams in global businesses. Lockwood (2015), states that most executives experience management drawbacks due to language, cultural, and geographical barriers. Language complexities, cultural misunderstanding, and marginalisation are threats to the development of collaborative virtual teams. As a result, Lockwood (2015) affirms that there is a need for training staff in communication, leadership skills, and different cultural issues that affect the management of teams across transnational borders. Appendix Time Schedule for the Activities Based on 13-week project the following timeframe is scheduled for various activities Activity Time and Date Draft proposal to supervisor Early May 2015 Submission of the proposal Early May 2015 Approval of proposal End of May 2015 Delivering request letter to research office Early June 2015 Data collection and completion Early June to end of Ju ne 2015 Data analysis and completion Early July 2015 Review findings with supervisor Early July 2015 Review final draft report with supervisor Late July 2015 Submit final report to supervisor Early August 2015 References Abbott, G, Gilbert, K Rosinski, P 2013, Cross-cultural working in coaching and mentoring, John Wiley and Sons, Southern Gate, UK. Aragon, S Johnson, S 2002, ‘Emerging roles and competencies for training in effective communication environments’, Advances in developing human resources, vol. 4 no. 4, pp. 424-439. Bachmann, A 2006, ‘Melting pot or tossed salad? Implications for designing effective multicultural workgroups’, Management International Review, vol. 46 no. 6, pp. 721-748. Bell, B Kozlowski, S 2002, ‘A typology of virtual teams implications for effective leadership’, Group Organisation Management, vol. 27 no.1, pp. 14-49. Bjà ¸rn, P Ngwenyama, O 2009, ‘Virtual team collaboration: building shared me aning, resolving breakdowns and creating translucence’, Information Systems Journal, vol.19 no. 3, pp. 227-253. Bradley, E, Curry, L Devers, K 2007, ‘Qualitative data analysis for health services research: developing taxonomy, themes, and theory’, Health services research, vol. 42 no. 4, pp. 1758-1772. Capece, G Costa, R 2009, ‘Measuring knowledge creation in virtual teams through the social network analysis’, Knowledge Management Research Practice, vol. 7 no. 4, pp. 329-338. Carte, T Deines, S 2013, ‘Conflict, Leadership, and Performance: What Virtual Team Members Need to Know’, Proceedings of the Americas Conference on Information Systems, vol. 2 no. 1, pp. 851-860. Carter, D, Seely, P, Dagosta, J, DeChurch, L Zaccaro, S 2015, Leadership for Global Virtual Teams: Facilitating Teamwork Processes, Springer, New York, NY. Chen, T, Chen, Y Chu, H 2008, ‘Developing a trust evaluation method between co-workers in virtual project team for enabling resource sharing and collaboration’, Computers in Industry, vol. 59, no. 6, pp. 565-579. Cheshin, A, Kim, Y, Bos Nathan, D, Ning, N Olson, J 2013, ‘Emergence of differing electronic communication norms within partially distributed teams’, Journal of Personnel Psychology, vol. 12 no. 1, pp. 7. Cifuentes, L Murphy, K 2000, ‘Promoting multicultural understanding and positive self-concept through a distance learning community: Cultural connections’, Educational Technology Research and Development, vol. 48 no. 1, pp. 69-83. Cooper, D Emory, D 2002, Business Research Methods, Richard D. Irwin, Chicago. Creswell, J 2013, Research design: Qualitative, quantitative, and mixed methods approaches, Sage, London. Davis, N, Fletcher, J Absalom, I 2010, E-learning, mixed mode and distance learning for adult literacy, language and numeracy: A case study of a polytechnic, Wellington, New Zealand. Dekker, D, Rutte, C Van den Berg, P 2008, Ã¢â‚¬Ë œCultural differences in the perception of critical interaction behaviours in global virtual teams’, International Journal of Intercultural Relations, vol. 32 no. 5, pp. 441-452. Earley, C Mosakowski, E 2000, ‘Creating hybrid team cultures: An empirical test of transnational team functioning’, Academy of Management Journal, vol. 43 no. 1, pp. 26-49. Erez, M 2010, ‘Culture and job design’, Journal of Organisational Behaviour, vol. 31 no. 3, pp. 389-400. Gazor, H 2012, ‘A Literature Review on Challenges of Virtual Team’s Leadership’, Journal of Sociological Research, vol. 3 no. 2, pp. 134. Geister, S, Konradt, U Hertel, G 2006, ‘Effects of process feedback on motivation, satisfaction, and performance in virtual teams’, Small group research, vol. 37 no. 5, pp. 459-489. Holton, J 2001, Building trust and collaboration in a virtual team, Team performance management: an international journal, vol. 7 no. 3, pp. 36-47. Huang , R, Kahai, S Jestice, R 2010, ‘The contingent effects of leadership on team collaboration in virtual teams’, Computers in Human Behaviour, vol. 26 no. 5, pp. 1098-1110. Hunsaker, P Hunsaker, J 2008, ‘Virtual teams: a leader’s guide’, Team Performance Management: An International Journal, vol. 14, no. 2, pp. 86-101. Jarvenpaa, S, Shaw, T Staples, D 2004, ‘Toward contextualised theories of trust: The role of trust in global virtual teams’, Information systems research, vol. 15 no. 3, pp. 250-267. Kayworth, T Leidner, D 2002, ‘Leadership effectiveness in global virtual teams’, Journal of Management Information Systems, vol. 18 no. 3, pp. 7-40. Keller, J 2008, ‘First principles of motivation to learn and e3†learning’, Distance Education, vol. 29 no. 2, pp. 175-185. Lockwood, J 2015, ‘Virtual team management: what is causing communication breakdown?’, Language and Intercultural Communication, vol. 15 no. 1, pp. 125-140. Mahoney, J 2010, ‘After KKV: The new methodology of qualitative research’, World Politics, vol. 62 no. 1, pp. 120-147. Malhotra, A Majchrzak, A 2004, ‘Enabling knowledge creation in far-flung teams: best practices for IT support and knowledge sharing’, Journal of Knowledge Management, vol. 8 no. 4, pp. 75-88. McArdle, B Anderson, M 2001, ‘Fitting multivariate models to community data: a comment on distance-based redundancy analysis’, Ecology, vol. 82 no. 1, pp. 290-297. Miller, T, Birch, M, Mauthner, M Jessop, J 2012, Ethics in qualitative research, Sage, Newcastle, UK. Miloslavic, S, Wildman, J Thayer, A 2015, Structuring Successful Global Virtual Teams, Springer, New York, NY. Moore, J, Dickson-Deane, C Galyen, K 2011, â€Å"e-Learning, online learning, and distance learning environments: Are they the same?†, The Internet and Higher Education, vol.14 no.2, pp.129–135 Nash, A Kallenbach, S 2009, Making it worth the stay: Findings from the New England Adult Learner Persistence Project, New England Literacy Resource Center, Boston, MA. Overton, L, Hills, H Dixon, G 2007, Towards maturity: Looking at the impact of effective communication in the workplace, e-Skills, London, UK. Piccoli, G, Powell, A Ives, B 2004, ‘Virtual teams: team control structure, work processes, and team effectiveness’, Information Technology People, vol. 17 no. 4, pp. 359-379. Punch, K 2013, Introduction to social research: Quantitative and qualitative approaches, Sage, London. Rawbone, R 2015, ‘Doing a Successful Research Project—Using Qualitative or Quantitative Methods’, Occupational Medicine, vol. 65 no. 2, pp. 169-170. Scott, C Wildman, J 2015, Culture, Communication, and Conflict: A Review of the Global Virtual Team Literature, Springer, New York, NY. Shachaf, P Hara, N 2006, ‘Team Effectiveness in Virtual Environments: An Ecological Approach’, Tea ching and Learning with Virtual Teams, vol. 1 no. 1, pp. 83-108. Siebdrat, F, Hoegl, M Ernst, H 2009, ‘How to manage virtual teams’, MIT Sloan Management Review, vol. 50 no. 4, pp. 63-68. Song, Z Liu, W 2013, ‘The challenge of wide application of information and communication technologies to traditional location theory’, Journal of Geographical Sciences, vol. 23, no. 2, pp. 315-330. Stahl, G, Mà ¤kelà ¤, K, Zander, L Maznevski, M 2010, ‘A look at the bright side of multicultural team diversity’, Scandinavian Journal of Management, vol. 26 no. 4, pp. 439-447. Stahl, G, Maznevski, M, Voigt, A Jonsen, K 2010, ‘Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups’, Journal of international business studies, vol. 41 no. 4, pp. 690-709. Taha, Z, Ahmed, S Ale Ebrahim, N 2009, ‘Virtual teams: a literature review’, Australian Journal of Basic and Applied Sciences , vol. 3 no. 1, pp. 3. United Nations Economic and Social Council 2006, Bridging the Technology Gap Between and Within Nations, https://unctad.org/en/docs/ecn162006d2_en.pdf. Wagner, D Kozma, R 2005, New technologies for literacy and adult education: A global perspective, UNESCO, Paris. Whatley, J, Zaitseva, E Zakrzewska, D 2009, ‘Student Motivation in International Collaboration: To Participate or Not to Participate?’, Computer-Supported Collaborative Learning, vol. 3 no. 1, pp. 1699-1718. Wildman, J Griffith, R 2015, Leading Global Teams Means Dealing with Different, Springer New York. Yip, G Dempster, A 2005, ‘Using the internet to enhance global strategy’, European Management Journal, vol. 23 no. 1, pp. 1-13. Zakaria, N, Amelinckx, A Wilemon, D 2004, ‘Working together apart? Building a knowledge†sharing culture for global virtual teams’, Creativity and innovation management, vol. 13 no. 1, pp. 15-29. This proposal on Communication Effectiveness in the Management of Virtual Teams was written and submitted by user Namor 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.

How to Write an Exemplification Essay on Myths and Religion

How to Write an Exemplification Essay on Myths and Religion No one can write in a certain style he or she does not understand and any attempt to do that for an academic essay will definitely lead to failure. Therefore, any student assigned the task of writing an exemplification essay must first know the rules associated with such act and here is a brief explanation of what it entails. The term exemplification means to provide examples explaining something such as subject matter or topic. So an exemplification essay is one that attempts to make use of examples to prove a point about whatever is been written about. The key to writing an excellent exemplification letter is ensuring that you pay attention to details by using enough examples including facts to support your arguments. For example, if writing on the topic of myth and religion using examples on how ancient mythology found its way into mainstream religion is a good way to show the ties between both terms. Also, note that the examples used must be good and detailed enough to explain your point. So, here are some important guidelines you could put to use when writing your exemplification essay on basically any topic. Organize with Diligence First, it is important you understand the importance of organization and the part it plays in an exemplification essay. Organization takes into consideration three important factors; chronological arrangement, ascending and descending order of examples to be used. The chronological arrangement is mainly used in descriptive essays were the sequence of steps is crucial to understanding the topic been written about. In ascending order, the examples provided should be arranged from the least important ones to the more important examples while for descending order the examples should be arranged in such a way that the most important examples are first used to make your point before using the least important ones. Tackling Myths and Religion in Exemplification To clearly explain the chronological, ascending and descending order and their use in an exemplification essay let’s use ‘the role of ancient myth in religion’ as a sample topic. And the chosen example to explain this topic is: although, most religions have different creation stories, there is a constant factor which is a divine being, created the world out of nothing’. An observing writer can list three facts from this sentence and they are: Most religions believe the myth that the world was created out of nothing Religions believe in a divine being The creation stories in diverse religions are similar. Therefore, using the points in ascending other, we have 2,3,1 with ‘2’ been the least important and ‘1’ the most important while for descending order, we have 1,3,2 with ‘1’ as the most important and ‘2’ the least important example or fact that buttresses the importance of mythology to religion. Exemplify with Discussions Secondly, clear discussions should be used to lay out examples and connect their importance to the topic chosen. This eliminates the possibility of confusing the reader about the point you are trying to make without distorting argument. Lastly, been organized provides the basis for putting the right things in their places such as the introductory statement, essay body and the concluding statement. So here we come to the end of our guidelines on how to write an exemplification essay using myth and religion as an example.

Smoking in public Research Paper Example | Topics and Well Written Essays - 1000 words

Smoking in public - Research Paper Example But the topic here leaves no room for debate for the opposite side. How come there are any ‘pros’ of smoking in public? A simple search on Google is enough to make one realize, smoking doesn’t really have a pro. Alright, a smoker might argue; the beautiful roll (cigarette) provides the necessary escape from problems (life). But dear smoker, no one asked you to drag everyone sitting at the bus stop to your beautiful fantasy world. Just let them stay in real life and not in the smoke world. ScienceDaily is a popular source of research based news and in one of their post (2009), research shows that among younger individuals and nonsmokers, risk of heart attacks is considerably reduced when they don’t inhale passive smoke (public smoke from someone else sitting at a public place and having that ‘escape’ and insisting others to go on that roller coaster ride for free which reduces life by 11 minutes in a single ride). ScienceDaily’s source for that news is American College of Cardiology. So ban on public smoking reduces heart attacks is a fact not some blogger’s hunch. This needs to be taken seriously by ‘smokriminals’ (short for smoker criminal). The purpose for this thesis is not convince people or authorities through scientific data because there is plenty of that available from every credible/academic ‘.com’. Public smoking is a crime, and if a logical ground is established for that ‘fact’, it would have a better impact on everyone concerned. A logical nugget in favor of the thesis statement; innocent bystanders, the nonsmokers never asked for that ‘free candy’, public-smokers need not to give the free samples. The logic is that every (almost every) smoker agrees that smoking has harmful effect on the body, they know it for a fact. And no matter how hardcore a smoker, he would never smoke near his own infant. ‘Your freedom ends where your nose ends’, and smoke from a cigarette extends to the nose of