Physical adaptations are one way plants have become well-adapted to specific environmental conditions. For example, cacti have spines in place of leaves to prevent water loss in the arid conditions of the desert, and deciduous trees lose their leaves in the fall to survive cold weather conditions over the winter. Chemical adaptations are another means for plant protection. Many plants produce toxic or noxious compounds to protect themselves from insects or animals that would eat them, to reduce competition from other plants, or even to change the response of pollinators. Humans analyze and harvest these compounds for our own benefit.
Read this article on the search for useful plant compounds: Mother Nature’s Medicine Cabinet Read this article on the less-than-beneficial uses of plant products: Addictive Drugs That Are Actually Pesticides Choose ONE of the following compounds:
Caffeine Cocaine Nicotine Artemisinin Answer these four questions:
Describe the compound and in what plant(s) it is found. Explain how this compound provides protection for the plant. Does the compound provide any other benefits for the plant, such as enhanced pollination? What effect does the compound have on humans?
As for the company, LVMH often calculate the salary of its expatriates based on the home country. This provides the cost effectiveness of the company. Internationally mobile expatriates are a kind of investment in longer term for the company as future profit will be achieved through the successful completion of any international assignments. The various benefits of international mobility for a company apply in LVMH too. Employees who are motivated and work internationally brings extensive skill and knowledge to the company. Since, employees do not work in same country for a longer time, thus their efficiency level remains at its full all the time. Task 5: Objectives: Problems in Career development through international mobility Strategic consultation for LVMH LVMH offers a competitive rate of benefits to all its expatriates in career development through international mobility. As it has been mentioned in the earlier tasks, LVMH’s policies of attracting its expatriates are very much different and broad from the other companies. For providing many facilities to its internationally mobile expatriates, LVMH also get highly skilled international manager with many years of experience in working at a global level. Due to its competitive rate of benefit offered to its expatriates, employees often get greedy and expect more from the company which may result conflict with the company’s mission and objectives. They might start requesting for an early or frequent transfer to different countries to be eligible for the benefits. Some under-developed or developing country staff might want himself to settle down in the developed countries for greater good. Some people get very excited of the various benefits they are going to receive and thus do not concentrate on working effectively and efficiently, leaving company’s purpose for international mobility undone. It could be suggested that LVMH can make a change in its recruitment policy. Candidates should get the job via several assessments: They should fit for the job applied Their previous references should be assessed Their quality of the idea for the job should be measured They should be hired for a probation period to carry out a task Based on the task completed they could be made a permanent staff They would not be entitled for the benefits as a temporary staff Further recommendations could be advertising the vacancies in public Medias. People often get attracted when they hear about vacancies. Prior to selection, candidates should be briefed about the job and its rewards. Employees should sometimes get the chance to work in their home country as well. Task 6: Objectives: Advantages of international transfer policy How employees could be motivated The international transfer department of LVMH makes the policy for international transfer. The policy then followed by the HR Directors’ to transfer LVMH’s employees at a global level. Due to the different standards made by the department, it is often very easy to pick people who are eligible for an international transfer. The various benefits could be: Has an unique standard to assess the candidates Is fair for all HR Director cannot separate anyone from the policy Based on the potentiality of the candidate Information flow and is harmonised Maintaining the standards in the international transfer policy, the international transfer department refer LVMH’s expatriates by gathering information about them from its wide international networks. Based on the references and recommendations to the HR Directors; the policy work as a helpful benchmark. International transfer policy strengthens the company by assisting company’s HR teams. Employees can be motivated as it is a fair policy. Constant rise in international assignments need more international employees. Various benefits offered to the employees through international mobility are framed by the international transfer policy. It is an internal part of LVMH’s management concept. (4)”International transfer policy has a clear mandate to spread the group’s key values which are preserving, autonomy and encouraging entrepreneurship;” LVMH case study. It is a process of achieving future career development in LVMH. The mission and vision which are widely spread by the policy increase the level of motivations among the expatriates. Expansion in the policy could be developed due to the increased number of international transfers made. International transfer policy helps to achieve goals by motivating LVMH’s expatriates to be effective in their task, and to complete it efficiently.>GET ANSWER