Comparing Policies of UK and Germany Research Proposal

Comparing Policies of UK and Germany - Research Proposal Example (Hofmann 78) For short term visits to engage in non work business activities, U.S. citizens do not need a visa to enter Germany. For longer term work assignments on the other hand, Germany offers a broad selection of employment authorization visa categories. (Gunlicks 67) As is the case with Germany, U.S, citizens do not currently need to have a visa to travel to the United Kingdom (UK) for short business visits. The individual may remain in the UK for up to six months. However, the UK government recently announced that it is considering the introduction of a new business visa that would reduce a permission to remain from six months to three months. (Schulte- Peevers 92) The UK has a number of specialized programs available for various types of work such as; training and work experience, business entrepreneurs, highly skilled migrants; however, the workhorse option for most companies sending U. S. citizens to the UK is the work permit Scheme. Under this system, a work permit may be issued for up to five years. Work permits are generally issued only where the job requires relatively advanced skills and or experience, or where resident labor is unavailable. The work permit Scheme is divided into two tiers; Tier One and Tier Two. (Szarka 83) Tier One work permit applications are exempt from any requirement to recruit for the position within the European Economic Area (EEA), which consists of the 27 EU member states plus Iceland, Norway, and Liechtenstein. (Boehmar- Christiansen 84) Tier Two applications do not fall within the various Tier One categories automatically come within Tier Two. For Two workers, the employer must document that it conducted a recruitment search for the position and was unable to find a suitable employee from either the UK or EEA labor market. (Chick 100) With both Tier One and Tier Two applications, once the work permit has been issued, in most cases an individual will apply for entry clearance to the UK at the British Embassy in his home country. The individual may then come to the UK to take up the contemplated employment. (Goodman 87) Under Germany, good option for multinational corporations allows transfer of personnel to Germany if it can be shown that the German company has employees working abroad; allows for a replacement of these employees, so that if five German employees are working abroad, five employees can be brought into Germany; valid for one year; extensions available for up to three years; no labor market opinion required. (Hofmann 82) Short term assignments on the other hand allows persons to enter Germany for up to three months in any 12 month period for specific purposes; a good choice for persons responsible for software installation, machine delivery or equipment repair; no labor market opinion required. (Szarka 90) Moreover, U.S. citizens enjoy a privileged status in Germany; in special cases, a work permit may be issued regardless of the requirements above; a labor opinion is required. (Chick 105) b) Why different/ Similar Different since UK's work permit is divided into two tiers and once the work permit has been issued, the individual is required to apply for entry clearance to the UK at the British Embassy in his home country and thereafter he or she may come to UK to take up the contemplated employment thus inconvenient. (Schulte- Peevers 96) c) Which better, and

Responses To Post Of Students Essay Example | Topics and Well Written Essays - 1500 words

Responses To Post Of Students - Essay Example Even if the questions are well formulated, where D&I fails in an organization, the people who should provide the most relevant information, those minority members most affected by discrimination, would not be expected to candidly divulge their true sentiments or reactions in the survey or interview. There is a compulsion to outwardly conform to the majority expectation in order to keep one's job, although what they feel and think is contrary to what they express. Only when D&I is effective and the underrepresented can feel free to express their honest opinions can such a survey be considered reliable. The situation, therefore, yields a reverse outcome that follows a convoluted logic – that is, where the results show negative comments on D&I effectiveness can it be said that D&I has actually been effective.The post does not say, however, what these baseline measures pertain to – whether it refers to increase in job satisfaction, added productivity, reduced operating cost , and so forth. The selection of appropriate measurements becomes more challenging when one considers that most of these attributes are normally and more significantly influenced by factors other than diversity and inclusion. For instance, increased manpower cost is typically related to rising salaries and wages. Much of the elements in diversity and inclusion efforts defy quantification, because of the difficulty of isolating the impact of specific measures, and the complete absence of a measurable component.