Top Research Paper Writing Guide!

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Reflecting on Religious Expression and School Prayer Essay

This country is comprised of individuals from various ethnic backgrounds, socioeconomic groups, sexual orientations, and faith traditions. Whether it relates to race, class, religion or any other category where one resides in the dominant group, it is tempting not to become oppressive and fail to show mutual respect to the diverse cultures and beliefs of other groups. Furthermore, as educational leaders, we must be equipped with knowledge around policies related to the above mentioned, so that we can enforce such and build upon those that need refining. In reflecting on religious expression and school prayer, it is important to realize the current legal issues and policies that should inform the regulation of such within the context of the†¦show more content†¦Any school promotion or endorsement of a students private religious activity is unconstitutional. There have been various acts across schools within this country to discriminate and demean students within schools because they follow faith traditions different than that of the dominant group. Thus, it is important to realize that though as a school body one cannot endorse or promote one religion or faith-tradition over another, as educational leaders we also should not engage in discrimination and disrespect for faith believes that do not align with ours or allow other students and staff to engage in such. Rather we must work to promote multicultural acceptance and mutual respect, celebrating the rich diversity among all individuals and groups. Landmark Cases There are three landmark cases most relevant to the discussion on religious expression and school prayer. Engle v. Vitale is a case where the Court held that recitation of a prayer composed by the New York State Board of Regents, which was to be said in the presence of a teacher at the beginning of school each day, was unconstitutional and in violation of the Establishment Clause. School District of Abington Township v. Schempp presents a case where the Court held that reading the Bible for sectarian purposes and reciting the Lord’s Prayer in public schools during normal hours were unconstitutional; however, the Court asserted that the Bible could be read as literature inShow MoreRelated Religion and Prayer Must Not be Permitted in Public School Essay1823 Words   |  8 Pagescountry was made up of people from more than one religious background, the government had to come up with a way to accommodate all of its citizens. Understanding the countrys diversity, the writers of the Constitution of the United States of America included in the First Amendment the words, Congress shall make no law respecting the establishment of religion or prohibiting the free exercise therof . . . (Alley, 24). The two parts of the religious freedom declaration became known as the FreeRead More No Prayer in the Public Schools Essay3232 Words   |  13 Pages   Ã‚  Ã‚   Over the past three decades, the issue of the role of prayer in the public school system has become increasingly controversial. The current debate juggles the opposing interpretations of the exact intentions of Americas Founders, who came from an other country, England, in pursuite of expanded freedoms. The first colonists in the 17th century especially desired religious freedom, because their former British government forced them all to learn and practice a centralized religion. ConsequentlyRead MoreAn Idyllic Mental Image Of Eileen1616 Words   |  7 PagesStill of school-age, Stephen’s distant admiration for Eileen initiates his recognition of women as sexual beings and foreshadows the important role women and relationships will play as he matures. When daydreaming about an idyllic mental image of Eileen, Stephen artistically compares her girlish â€Å"long thin cool white hands [to] a Tower of Ivory [and] her fair hair [to] a House of Gold,† (Jo yce 49). Stephen’s meticulous focus on Eileen’s physical features introduces him to viewing females as sexualRead MoreThe Effects Of Effectual Daily Prayer On Mental Health5652 Words   |  23 PagesRunning Head: EFFECTS OF EFFECTUAL DAILY PRAYER 1 EFFECTS OF EFFECTUAL DAILY PRAYER 2 The Effects of Effectual Daily Prayer on Mental Health in Adults Diane T. Bethmann, RN, MSN Student Jennifer M. Wood, MSN, RN Chamberlain College of Nursing Author?s Note Diane T. Bethmann, MSN Student, Chamberlain College of Nursing Jennifer M. Wood, Department of Nursing Faculty, Chamberlain College of Nursing Read MoreEssay on Personal Experience: Sunday Worship1900 Words   |  8 Pageschurch. I walked into the sanctuary prepared to participate in the Sunday School. I found a seat and readied myself to engage in some meaningful discussion. After sitting for several minutes, I asked one of the gentlemen who was standing at the front of the church if they had already started and where was the lesson coming from. He looked at his watch and indicated that he didn’t know if we had time for Sunday School. A puzzled look came over my face and I couldn’t help but express my confusionRead MoreFowler’s Theory of Faith Development: Understanding Prayer3920 Words   |  16 PagesFowler’s Theory of Faith Development: Understanding Prayer PSY 410: The Psychology of Spiritual Development Spirituality and religion play a significant role in shaping the lives of individuals. Regardless of whether you follow the practices of an organized religion, simply believe in the spiritual life force or claim to not ascribe to religious or spiritual traditions, all of these paths affect the way an individual interacts with the world around them. One of the major influences of religionRead MoreCulture and Religion8004 Words   |  33 Pagesstories, and more. It is within this world that our self-understanding takes place. By saying this, we have already stepped into the world of culture. We realize that religion cannot exist without cultural expressions. Religion, however, is not submerged into culture. Cultural expressions and embodiments of religion can and should be challenged by new experiences of faith. This is also true for Christianity of the past. They are a product of a meeting of faith and culture. In this sense, ChristianRead MoreSMSC12647 Words   |  51 Pagesacross the curriculum 19 7 Assessing SMSC in the primary school 27 8 Citizenship in secondary schools 34 9 The Christian ethos of the school and sex and relationships education 38 10 Resources and websites 39 1 Introduction Since the 1988 Education reform Act schools have had a statutory duty to ‘promote the spiritual, moral, cultural, mental and physical development of pupils at the school and of society’. The Education (Schools) Act 1992 underlined the importance of this duty by makingRead MoreThe Importance Of Scholarly Research Learning1921 Words   |  8 Pageshighest reported category for Muslim adolescents was adjustment disorder† (p. 107). Attention deficit and hyperactivity disorder (ADHD) were the second most frequently reported problem at 16.5 percent (Basit, 2010. P.107). Violent behavior at home, at school, or in the community is just 5 percent, and drug abuse is only 3 percent more than likely due to unwillingness to report because of societal perception. Internet/Media Resource Learning In contrast to the scholarly references, internet and media resourcesRead MoreThe Mystical And Contemplative Tradition Of My Faith And Signed Up For Ignatian Spiritual Direction Training3594 Words   |  15 PagesIntroduction At a session during a week of 24 hour daily prayer at our local church, something of the crisis of church in the C21st penetrated my soul. The church rector cried out on behalf of a church in decline. I took note. I had begun to explore the mystical and contemplative tradition of my faith and signed up for Ignatian Spiritual Direction training. I joined with a Christian business colleague to lead a small gathering of women who do not relate to church but who wanted to explore their

Reinforcement Role in Operant and Classical Conditioning

[pic] The Cyprus Institute of Marketing Nicosia Subject: Consumer Behaviour Lecturer: Avgi Avgousti Program: ADBA Words: 1912 Date due:14.12.2012 Name of Student: Elena Kapona Andreou Student Registration Number: CYN/136/11 The concept of reinforcement is very important in the learning of consumer preferences. Explain why and discuss this relation to the Classical and Operant Conditioning Theories. Support your answer with examples. Table of content: Page 1 - introduction Page 2 –about learning Page 3 - classical conditioning Page 4-5 – examples of classical conditioning Page 6-7†¦show more content†¦(Solomon et al., 2002) Peter and Olson (2010) argued that there are three aspects that have to be noted when depicting classical conditioning. First, that classical conditioning can be achieved with previously conditioned stimuli not only with unconditioned stimuli. Second, classically conditioned behaviours are managed by stimuli that occur previously to the behaviour. And third, the behaviour resulted from classical conditioning are assumed to be involuntary and not under the conscious control of the person. (p. 213) Learning through classical conditioning takes place in low-involvement situations, where moderately low levels of processing effort is involved. But after many numbers of low-involvement scrutinizing of an event, association may be formed. (Hawkins et al. 2010, p. 377) A very easy example of using association to achieve classical conditioning, is the association of an unknown brand with a very popular song which creates positive feelings. After a number of repetitions of the associations, the unknown brand will create the same positive feeling as the song does. 3†¦ Marketers aims, when developing brands, are to associate the brand with a key word which usually represent aShow MoreRelatedReinforcement Role in Operant and Classical Conditioning2078 Words   |  9 Pagesof reinforcement is very important in the learning of consumer preferences. Explain why and discuss this relation to the Classical and Operant Conditioning Theories. Support your answer with examples. Table of content: Page 1 - introduction Page 2 –about learning Page 3 - classical conditioning Page 4-5 – examples of classical conditioning Page 6-7 – operant conditioning Page 8- about reinforcement and its role in classical and operant conditioningRead MoreA Study on Operant and Classical Conditioning1477 Words   |  6 PagesOperant and Classical Conditioning Classical conditioning best explains reflective responding that is largely controlled by stimuli preceding the response, while operant conditioning is the kind of learning influenced by stimulus events that follow the responses. (Weiten). In operant conditioning, reinforcement is defined as after the fact. Reinforcement follows a response and increases tendency to make the response. In classical conditioning, the reinforcement comes before the response is madeRead MoreClassical Conditioning And Operant Conditioning1204 Words   |  5 Pagesknown as classical conditioning and operant conditioning. These forms of learning are very practical and can be seen and used in everyday life. Classical and operant conditioning are different forms of learning which have importance in everyday life and can be found in advertising, PTSD, and even lifestyle changes. To fully understand the importance of classical and operant conditioning, it is important to first understand what they are and how they are different. Classical conditioningRead MorePhobias1174 Words   |  5 Pagesdeveloped through operant conditioning and how addictions can be developed through operant conditioning. This essay also examines the distinctions between classical and operant condition and examines â€Å"extinction† as it relates to psychological theory and how extinction is achieved in classical and operant conditioning. Phobias and Addictions Numerous psychologists believe that behaviors are learned through conditioning. These conditionings are known as operant, which is based onRead MoreLearning Experience Paper1290 Words   |  6 Pagesregards to classical conditioning, operant conditioning and cognitive- social learning theory. First of all, I would begin by describing my experience of learning to fear lizards with regards to classical conditioning. To give some context to the situation, I was raised in India where lizards, usually in large numbers, are often found on walls particularly during the summer months. I strongly believe that my fear of lizards can be explained using Pavlov s classical conditioning. Classical conditioningRead MoreThe Application Of Operant Learning909 Words   |  4 PagesJane Tien Thuy Nguyen Professor Shaun Vecera Section 18 Elementary Psychology 05 October 2014 The Application of Operant Learning Operant conditioning and classical conditioning are two completely different forms of learning. Classical conditioning, discovered by Ivan Pavlov, is associated with learning through the process in which one reacts to a neutral stimulus. This process involves matching a neutral stimulus to a stimulus (UCS) that produces an unconditioned response (UCR), or a reflex, forRead MoreSkinner Behavioral Analysis Summary972 Words   |  4 Pagesgenetics. Conditioning According to our text Skinner recognized two forms of Conditioning. One is called classical and the other is operant. In classical conditioning a response is produced in relation to a specific stimulus, so the environment acts on the organism. In operant the organism performs a behavior and the environment responds thereby reinforcing the behavior. Examples of conditioning types: Classical Conditioning – Salivating in response to the smell of food Operant Conditioning - HavingRead More The Science of Psychology Essay1078 Words   |  5 Pagestwo main theories behind learning are Classical Conditioning and Operant Conditioning. Classical conditioning was the first type of learning to be discovered and studied within the behaviorist tradition. The basic assumption of Classical conditioning is that all behavior is learnt by association. It has its roots in Russian physiologist Ivan Pavlov’s famous experiment with dogs and is thus also known as †Pavlovian conditioning†. He was successful in making the dogs salivateRead MoreOperant Vs. Classical Conditioning1211 Words   |  5 PagesOperant and Classical Conditioning Tiara Gordon PS 210 Professor Rivera Introduction Operant and Classical conditioning reminds me of the famous controversy, nature vs nurture. It’s like having a pessimistic or optimistic view on learning techniques and how much of the environment or genes influence the two. These learned behaviors have been scrutinized by people alike, some have debated that everything we do from the time we wake up to the time we go to sleep is operant conditioningRead MoreBinge Drinking and How It Applies to the Ottawa Charter888 Words   |  4 PagesClassical conditioning Classical conditioning is a form of basic learning the body automatically responds to a stimulus. One stimulus takes on the properties of another. The Russian physiologist Ivan Pavlov (1849-1936) is credited for discovering the basic principles of classical conditioning whilst he was studying digestion in dogs. He developed a technique for collecting dog’s salivary secretions. Pavlov (cited in Eysneck M.W 2009) noticed that the dogs would often start salivating before they

Talent Management Current Theories and Future Research Directions

Question: Describe about the Talent management for Current theories and future research directions? Answer: Introduction: Right talent is the greatest asset for any business ion the market. It plays an important role of human resource management that makes facilitates to enhance employee performance in an effective manner. Through the engagement of true talent management, company could get the right data along with the automat repetitive tasks. This assignment describes talent management is little more than just repackaging of human resource management. In modern complex global environment, multinational companies have to handle an international workforce to have sustainable growth. Managing staffs globally are challenging because it is diverse, mobile and not bounded by cultural and geographical boundaries. As a result, many HR practitioners are focusing on companys talent management aspects. One of the major factors of talent management has been the notion of shortage in talents, and the implication of shortages on the HR management practices in multinational companies. There are lot of evidence that describes even in poor economic conditions companies are having difficulties in managing talent across different range of positions. The purpose of this assignment is to review the relevant practitioner and academic literature on talent management from last five to seven years to identify the importance of talent management. Basic Discussion: Although the invention of talent management can be seen on arts/sports management literature late back to 1865, the concept of talent management came into the business sectors in the 1990s with study named "The War for Talent" written by McKinsey (Al Ariss, Cascio and Paauwe 2014). Many HR practitioners recognized the importance of this trend. As a result, lot of excellent studies was made by HR in subsequent years by HR practitioners to examine the shortage of talent. As a result, phrases talent retention, acquisition become very popular among human resource management. The concept of global talent management was accepted by the consulting society of human resource management, Manpower Inc., World Federation of People Management Association. Building on this study, academics currently started to evaluates the talent management phenomenon more closely (Cappelli and Keller 2014). Although there is increasing consensus that talent management is an emerging area, there is no such consensus that describes the exact definition or limitations of talent management. There are several interpretations of talent management. The most common definition of talent management are like, Talent management is usually explained by the standard HR management functions and practices. In global context, the term global talent management is used interchangeably with international HR management. The concept of talent management is mainly future oriented and describe in terms of HR practices, planning and staffing needs. According to this, talent management is focused on the types capabilities needed in the future. It is the capability-based approach to strategic HR management. Therefore, talent management can be defined as a subset of HRM activities to develop, attract, mobilize and retain individuals with high potential so that organization can remain consistent to achieve its goals and objectives. Talent management plays a vital role for organizational growth in the market. Multinational companies manage their talent through following several strategies. For example, IBM believes in evidence-based solutions for enhancing their work force in an effective manner. it suggest the process where the organization motivates and retain talent management program of IBM includes some major steps such as talent suit, talent engagement, recruitment process outsourcing, social learning, performance management and compensation (Meyers and van Woerkom 2014). The performance management of the organization involves the monitoring system to track employees performance in the business. On the other hand, Google believes that recruiting skilled professionals is the key challenge for the business. Therefore, the recruitment process of the organization is quite complex. The employee must go through under the LAX test in order to be recruited in the organization (Collings 2014). Moreover, the human r esource team of the company provides importance to their employees so that they get motivation to perform better in the business. They provide coveted career, abundant benefits and effective communication system to their employees to enhance the productivity. Through the engagement of recruiting the skilled performers, the organization has enhanced their workforce ability in the business. it is responsible for actual business growth. Hence, the IBM provides the enough training and learning session to retain their talent for long duration. On the other hand, Google manages their talent management process by recruiting the skilled professionals in the business (Cerdin and Brewster 2014). Many factors may have impact on organizational talent management issues. More specifically, these factors might have impact on how companies develop, retain, attract and mobilize talent. It includes Shortage of talented individuals, Differences in country culture, Changing demographics, Different attitudes towards structure of work There is lot of evidence that shows companies worldwide are having difficulties in finding right talent for the right jobs. Recent study by Cerdin and Brewster (2014) shows that shortages of talent are a global issue, it affects variety of positions in many countries around the world. Collings (2014) reported that almost 35% of organizations are having difficulties in finding suitable individual to fill positions. Brazil, Japan and India are among the top three countries in terms of having difficulty in filling suitable candidates for filling up organizational positions (Cooke, Saini and Wang 2014). Therefore, every company is implementing several strategies to manage shortage of talents that includes aggressive recruitment strategies and employee training and development. Boston Consulting Group and The World Economic Forum recommend systematic approach to handle talent and suggest many responses by the organizations (De Vos and Dries 2013). That includes Workforce planning (e.g., i dentification of expected talent gap), Foster brain circulation (e.g., encouraging individuals to work at birthplace i.e., decreasing the rate of brain drain), Increase employability (e.g., increasing the level of skills of future and current employees), Develop talents (e.g., offering several career developmental pathways). Culture of a country plays an important role in human resource management. It has indirect or direct effect on HR policies about how it influences employee performance and behavior both at the organizational and individual levels. An important topic of international human resource management is the issue of divergence/convergence of HR practices across regions, cultures and countries (Dries 2013). Convergence defines HR policies and practices are similar across the country whereas divergence describes exact opposite of that. In most country, talent management is a new concept. For example, talent management in China is viewed as a different form of human resource management. Therefore, it focuses on certain jobs or certain employee group. Many studies illustrate that the demographics of the world is changing. Current trends explain that developed countries economy is shrinking and becoming older whereas developing economies population size is increasing and getting younger. The major implication of these changes is the creation of several generations of employees. Simultaneously managing aging population or mature workers and younger employees is a challenge for talent management function. Hence, knowledge extraction from older generation is a key issue for HR practitioners. In addition, HR policy development regarding stereotypical beliefs towards senior employees is an important aspect of talent management for HR practitioners. According to a study by Gelens et al. 2013 the United States current generation makes up only 25% of the total workforce. Hence, it necessary to understand the characteristics of demographic changes regarding talent management. Attitude towards work evolves significantly in few countries. Traditionally employees rotated through a specific set of positions within a company. Horizontal movement (example, job mobility) was within the company, and the organization invested considerable amount of resources in training and developing staffs (Meyers and van Woerkom 2014). In return, individuals showed loyalty to their organization and expected to continue their job. However, the picture is somewhat different now. Employees are frequently changing jobs. Therefore, employee loyalty is decreasing over time. From talent management perspective, general assumption is that the structure of work will change continuously that eventually creates many challenges for companies to retain talent. Talent management is little more than repackaging of HR management: Talent management is relatively a new concept. McKinsey first refers it in the report The War of Talent. There are three factors that influences The War of Talent: shift from industrial era to information technology era, emerging requirement of highly talented individuals, the increasing tendency of the employees from one company to another. According to several studies that illustrates many factors relates to talent management (Meyers et al. 2013). Therefore, talent management concept cannot only be associated with the human resource policies and practices. Obviously, HR management has an important role in identifying talent across the globe that is best suitable for the organization. However, recruiting talent and keeping talent within the organizational structure is not similar at all. The major factors other than HR policies that can have impact on talent management are discussed as follows: Figure 1: Talent Management; Source: Cappelli and Keller 2014 One of the key aspects of talent management for the organization is its workforce planning. It consists HR matrices, human capital management, human capital reporting and workforce analytics (Minbaeva and Collings 2013). Workforce planning defined as the contrasting number and quality of employees to achieve organizations strategic objectives. There is consensus of stakeholders in few areas of human capital that affects organizational performance. They are employee motivation, leadership, performance improvement, training and development (Schiemann 2014). The findings of workforce planning study indicate that HR professionals do play an important role in managing and developing talents. For any business to grow, organizations need exceptionally talented people in their workforce. Therefore, it is up to the HR department to understand the future demand of employees and the kind of skills they need to possess to support organizational goals. Hence, a proper planning regarding workforce management is necessary. Human resource policies played key role in that. However, it completely not depended only on the workforce department alone. There are other factors such as employee benefits, growth potential, job satisfaction also has its impact on the organizational talent management. Study explores that core self-evaluation is an extremely broad term that consists of four personality traits: generalized self-efficacy, self-esteem, locus of control and emotional stability (Stahl et al. 2012). Study shows that above mentioned four personality traits are based on a single attribute of job satisfaction that eventually leads positive impact on organizational performance. Hence, it indicates that if an employee is not satisfied with his/her job then chances are high that he/she will move to another organization for better position. Hence, to keep talent associated with the organization, emotional stability of employees with the organization is must. Neuroticism is a major personality trait that identifies the tendency of the employees to have poor emotional adjustments and negative feeling experience and measures these factors that affect successful performances such as hostility, fear and depression. Individuals with this trait have anger, anxiety, and nervousness and frighten of situations (Thunnissen, Boselie and Fruytier 2013). This type of individuals cannot be managed through the talent management process. On the other hand, self-consistency theory illustrates that employees are motivated to act according to their self-image. Individuals who have high self-esteem will always want to maintain their self-image by maintaining high performance level. According to the theory of learned helplessness, employees with positive explanatory style have little tendency to display motivational deficits such as withdrawal from job oriented behavior and lowering efforts that ultimately decrease the job satisfaction. Therefore, it influenc e individuals to move to another organization and in turn cause talent management issue for the organization that has nothing to do with human resources practices and policies. Based on distinguishable and unique characteristics such as instructive value, product convenience and the mechanism that used to control employee action, the incentive that increases the motivation are social recognition, money and performance feedback. Considering the regulatory perspective of employee action, there are two types of properties of money instrumental and symbolic (Vaiman, Scullion and Collings 2012). In case of instrumental form, money motivates employees by satisfying their psychological needs. On the other hand, if it viewed as symbolic, it influence the social comparison with others regarding social life. Hence, money is a critical factor that can have severe impact on the talent management policy of the organization. Many studies indicate that pay for performance is probably one of the best way by which commitment of the employees can be enhanced. The process of engagement of the employees is based on non-tangible and tangible factors that influence the atmospher e of development, inspiration and recognition (Lacey and Groves 2014). It also requires cohesiveness of employee relationships, responsibility, autonomy and opportunities for development. Apples talent management policies can be an ideal example of describing talent management policies. Unlike other companies like Intel, Toyota, and Procter Gamble wanting to dominant their own industry. Apple is one organization that got into many industries in very small span of time. Therefore, it comes down to the agility of the senior management policy to keep talent associated with the organization. Since, Apple is now dealing in several industries like Google, their policy of lean talent management contributes immensely to the productivity, which in turn increase the sense of satisfaction among the employees. Since, innovation of new product is the major source of business of Apple, it is very critical to them to manage their talent properly. Therefore, Apple has policies like employee orient ation, well-defined carrier path, proper training and development for the employees, excellent facilities to keep their employees personal and work life in balance. These practices help Apple to keep talent within the organization. Hence, it also displays the fact that the talent management concept does not entirely depend on the HR practices and policies but it has some other factors as well that might have an impact on organizational talent management concept. Conclusion: With changing competitive business environment all over the world, every organization managements are strongly focusing on the concept of talent management very seriously. In last five to seven years, several studies are made on talent management issue with the purpose of identifying suitable technique for the organization to keep its best possible talents associated with the organizations. At initial stage, many beliefs that talent management concept is just an extension of human resource management. Nevertheless, the above study concludes that there are many others factor present that established that talent management is little more than repackaging of human resource management. References: Al Ariss, A., Cascio, W.F. and Paauwe, J., 2014. Talent management: Current theories and future research directions.Journal of World Business,49(2), pp.173-179. Cappelli, P. and Keller, J.R., 2014. Talent management: Conceptual approaches and practical challenges.Annu. Rev. Organ. Psychol. Organ. Behav.,1(1), pp.305-331. Cerdin, J.L. and Brewster, C., 2014. Talent management and expatriation: Bridging two streams of research and practice.Journal of World Business,49(2), pp.245-252. Collings, D.G., 2014. Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities.Journal of World Business,49(2), pp.253-261. Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in China and India: A comparison of management perceptions and human resource practices.Journal of World Business,49(2), pp.225-235. De Vos, A. and Dries, N., 2013. Applying a talent management lens to career management: The role of human capital composition and continuity.The International Journal of Human Resource Management,24(9), pp.1816-1831. Dries, N., 2013. The psychology of talent management: A review and research agenda.Human Resource Management Review,23(4), pp.272-285. Gelens, J., Dries, N., Hofmans, J. and Pepermans, R., 2013. The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda.Human Resource Management Review,23(4), pp.341-353. Meyers, M.C. and van Woerkom, M., 2014. The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda.Journal of World Business,49(2), pp.192-203. Meyers, M.C., van Woerkom, M. and Dries, N., 2013. TalentInnate or acquired? Theoretical considerations and their implications for talent management.Human Resource Management Review,23(4), pp.305-321. Minbaeva, D. and Collings, D.G., 2013. Seven myths of global talent management.The International Journal of Human Resource Management,24(9), pp.1762-1776. Schiemann, W.A., 2014. From talent management to talent optimization.Journal of World Business,49(2), pp.281-288. Stahl, G., Bjrkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P., 2012. Six principles of effective global talent management.Sloan Management Review,53(2), pp.25-42. Thunnissen, M., Boselie, P. and Fruytier, B., 2013. A review of talent management:infancy or adolescence?.The international journal of human resource management,24(9), pp.1744-1761. Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.Management Decision,50(5), pp.925-941. Lacey, M. and Groves, K., 2014. Talent management collides with corporate social responsibility: creation of inadvertent hypocrisy.Journal of Management Development,33(4), pp.399-409.