A Pastor Is Not The Only Person Who Is Responsible For...

A pastor is not the only person who is responsible for controlling their nonverbals. A good suggestions for all believers is to â€Å"use words if necessary.† This suggestion revolves around the idea actions should communicate the gospel clearly. The result of less words in a message is a stronger message. People are not going to need explanation if everything done aligns with the gospel. For example if a person shares good news with a friend, the response which is expected is one of joy. If all that is seen is a fake smile or sense of disinterest the actions are no longer backing up the gospel message. The gospel message is damaged, and the words are no longer going to carry the same weight they would have if the body language communicated the same message. Every believer must come to understand how important body language and facial expression are to living the gospel. The more confusing our body language becomes the more likely it becomes for the gospel message to be destro yed. There is up to 700,000 different body motions which can be made, but only a few are appropriate at a given time. Discernment is needed to make sure motions convey the inner feelings, therefore creating the desired effect. Scripture is clear on the negative affects of nonverbal communication. Proverbs 6:12-13 states â€Å"A troublemaker and a villain,who goes about with a corrupt mouth, who winks maliciously with his eye, signals with his feet and motions with his fingers.† In this passage it is pointed outShow MoreRelatedWhat Are Nonverbal Communication?1799 Words   |  8 Pagescommunication process, is learning and understanding nonverbal communication. This silent form of communication needs to be mastered by all people wanting to become a communicator or a leader in a ministry. Loving well is a principle established by being able to communicate and relate to people. Part of this is learning how to read the nonverbals of another person and how to properly make use of nonverbals in a message. This paper helps to define what nonverbal communication is, why they are so importantRead MoreCommunications 101 Notes3279 Words   |  14 Pagesand listeners must be aware of plagiarism †¢ Speakers and listeners must establish a method for note taking Comm 101 9/6 Ethics and Morality †¢ Ethics comes from the Greek ethos (character). - Pertains to the individual character of a person or persons †¢ Morality comes from the Latin moralis (custom/manners) - Pertains to the relationship between human beings A working definition of Ethics †¢ Ethics basically deals with human reltionships – how human beings treat other beings – (establishingRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesSmile† All Around the World? 108 Self-Assessment Library What’s My Emotional Intelligence Score? 115 An Ethical Choice Schadenfreude 120 Point/Counterpoint Sometimes Blowing Your Top Is a Good Thing 122 Questions for Review 121 Experiential Exercise Who Can Catch a Liar? 123 Ethical Dilemma Happiness Coaches for Employees 123 Case Incident 1 Is It Okay to Cry at Work? 124 Case Incident 2 Can You Read Emotions from Faces? 124 S A L S A L 5 Personality and Values 131 PersonalityRead MoreFundamentals of Hrm263904 Words   |  1056 PagesCharge 67 Business Necessity 68 Bona Fide Occupational Qualifications 68 Seniority Systems 68 Selected Relevant Supreme Court Cases 69 Cases Concerning Discrimination 69 Cases Concerning Reverse Discrimination 71 ETHICAL ISSUES IN HRM: English-Only Rules 72 Enforcing Equal Opportunity Employment 72 The Role of the EEOC 72 Office of Federal Contract Compliance Program (OFCCP) 73 Current Issues in Employment Law 74 What Is Sexual Harassment? 74 Are Women Reaching the Top of Organizations? 75 DID

Eth/125 Week6 - 1601 Words

University of Phoenix Material Quiz 3 This is a multiple choice/short answer quiz and each item is worth 1.5 points for a total of 60 points. There is only one correct response for each numbered item, and you should use Schaefer (2012) to determine the best response. For multiple choice questions, type the letter of the correct answer next to the corresponding question number on the answer sheet. For short answer responses, type your answer next to the corresponding question number. Review your work prior to submission and make sure you have responded to all questions. Save your work and submit the Quiz Answer Sheet only to the Assignments Link. 1. ________ refers to the practice of immigrants sponsoring other immigrants who†¦show more content†¦a. conflict b. interactionist c. exchange d. functionalist 15. As a result of the 1996 Illegal Immigration Reform and Immigrant Responsibility Act a. immigrants whether legal or illegal do not have access to benefits programs. b. border control and surveillance were increased. c. illegal immigrants do not qualify for social services. d. b c 16. Sinophobes are people with a. a tendency to stereotype ethnic minorities. b. a desire to expel racial minorities. c. a fear of anything associated with China. d. the desire to Christianize slaves. 17. Families in which one or more members is a citizen and one or more are noncitizens is known as a. combined-status b. compound-status c. varied-status d. mixed-status 18. Since World War II, the United States has granted refugee status as a group to Hungarians, Southeast Asians, and a. Cubans. b. Colombians. c. Canadians. d. Mexicans. 19. What is an asylee? a. Prospective immigrants attempting to enter the U.S. b. Anyone fleeing war or strife. c. People who have already entered the country and cannot return home due to persecution or fear of persecution. d. political prisoners. 20. Haitian refugees are returned to their country without asylum hearings

International HRM Function and Organisational Strategy n MNCs

Question: Discuss about theInternational HRM Function and Organisational Strategy n MNCs. Answer: Introduction Many organizations have required going global for the past decades, and this has become vital if they can survive in their developing global economy. There has been little attention that has been paid to the human resource management despite having an acknowledgment in regards to the problems and the high failure rates in the process of internationalization (Harzing, 2001). One of the causes of the failure is the lack of understanding and the implementation of the policies for the employee's transfer from one country to another. The primary reason for the success of the MNC is the capability to be able to move the HRM practices from their parent organization to the overseas subsidiary enterprises. Therefore they must decide on the management of their HRM policies as well as practices in the parent firms and the country to where they are planning to internationalize (Morris, Snell and Wright, 2006). Moreover, their decisions in regards to the strategy they are adopting need to be take n into the consideration even though it is standardized or localized it short be a blend of the two. In this essay, it will describe the challenges of integrating of the global HRM function as well as organizational strategy in the multinational organization. Further, it will identify how the changes could be managed effectively (Novicevic and Harvey, 2001). It will show the benefits and the disadvantages in which a group could face in the adaptation of these strategies, whether it is a global integration or perhaps a local responsiveness. Additionally, the essay will examine on whether the decisions have been made on a decentralized level or centralized level (Paauwe and Boselie, 2003). To conclude, it will focus on the role of the human resource professional in delivering the global strategy to invest, design as well as provide on the HR practices. Today many companies are operation at international levels due to the increase in globalization as well as the aspect of easy mobility and communication between countries. The principal purpose of the organizations that are operating at international boundaries is for the management of the different stresses of the drive for the integration and differentiation (Rosenzweig, 2006). Moreover, the international human resource has the same activities as the national human resource administration in areas such as planning and staffing. Nonetheless, the domestic HRM is usually operated in one nation while the international human resource is exploited in many countries. The IHRM is usually a branch of management studies which aims at examining the design and the effects of enterprises human resource practices in the cross-cultural contexts. The IHRM occupies a position in the interstices of the international business, human resource management as well as organizational behaviors (Scullion an d Starkey, 2000). Theoretical studies have explored that academic studies explain that international HRM is the interplay in regards to three dimensions which are human resource activities, individuals being employed in the organization and the different countries that the group is operating (Scullion and Starkey, 2000). These complexities which differentiate these variables is what makes a difference between international human resource management and the domestic HRM. The Concept of the IHRM The IHRM has been defined broadly as the set of distinct activities, the functions as well as the processes which are aimed at drawing, acquiring along with sustaining the multinational human resources (Sheehan, 2005). This idea is a combination of the numerous system of the human resource management that is used to manage people in the MNC, at home and even overseas. International business is certainly one wherein the operations are taken subsidiaries in overseas and rely on the business expertise of the parent company (Stahl, Miller and Tung, 2002) .These organization when they are set abroad they bring their management attitudes and the business cycles. The human resource manager of these organization has not ignored the international influence on the work they do. The IHRM is vital in the provision of a solution to the global business issues. Theorist have explained that IHRM can be regarded as an extendable of HR which is concerned with owning people functioning overseas (Storey, 2007). These individuals might be expatriate staff that are selected from or maybe work within their home countries or even from the several country nationals. Functions of International Human Resource Management in MNCs The major role of the IHRM entails recruitment and selection, development and training, labor relations, recruitment and selection and performance evaluation (Taylor, 2007). On recruitment and selection, the organization usually employ new and qualified individuals for international operations. The selection process entails choosing from a pool of people whose qualification closely matches the requirements of a given job. Staffing aspect is usually a complex function for the IHRM. The global organization is often faced with the problem of managing and staffing function in that it affects the type of candidate are preferred by the company. In essence, an organization that uses ethnocentric approach, the parent country nationals prefer to staff dominant positions at headquarters and subsidiaries. In the aspect of recruiting and selection methods, these firms prefer the practices of the headquarters to be widespread in the countries of the subsidiaries (Sheehan, 2005). The aspect of the local culture has gained a great impact on the practices of recruiting and selection. Nonetheless, in some countries, their local laws usually requires them to use the specific approach in choosing the right candidate. Thus they are expected to make a balance in regards to internal corporate consistency and the sensitivity to the local labor practices. Another important role of IHRM in MNC is to the development and training that is usually aimed in the offering of the sufficient training to the personnel in the company and enable them to be able to fulfill their goals, better performance, and growth in the workplace (Sheehan, 2005). On the global perspective, the human resource development experts are responsible for training and developing of workers who are located at the subsidiaries across the globe; there is a specialized training that is undertaken in preparing them for assignment abroad. Performance evaluation is another important aspect in MNC. This function is usually cond ucted by the administration or perhaps development intentions. The administration often performs assessment especially when they are in doubt on the performance of a given candidate and when they need to determine the working conditions of the employees, promotion aspect, rewards, and layoffs (Scullion and Starkey, 2000). Another point of IHRM is on the issue of benefits and the remuneration. This plays a significant role in the hiring of new employees since pay is the major source of why individuals live in the world. In the development of an international system of compensation as well as benefits the MNCs usually, have concerns. One of them is an issue of comparability. A system for payment that is good usually disperses the salaries to the workers that are internally equivalent as well as competitive within the marketplace. The second concern is an issue of cost. Many MNCs usually struggle in the reduction of the expenses, primarily payroll. Finally on the major concern of the M NC is the problem of labor relations. It describes the role of the management and the workers in the workplace. In most of the cases, it is the government that regulates on the labor relations practices (Rosenzweig, 2006). The international approach to the human resource management requires many steps. There is a need for explicit recognition by the parent organization, particularly when there is a need to reflect on some of the assumptions as well as values of the home culture. Organizations need to amend in their traditional ways for the management of people. The human aspect is acknowledged as the major factor to the success of the team. In the multinational companies, their major objective in regards to the human resource management functions is to make certain on the most efficient use is rendered on the human resource. In achievement of this, the human resource professional usually embark on a vast variety of activities such as sourcing , the growth , reward and performance ma nagement , and employee security as well as communications (Novicevic and Harvey, 2001) . In case the company possesses an important human resource function these routines will support as well as notify on the organizational technique. The human resource professional is normally utilized extensively in the adjustments in organizations and initiatives for the growth (Harzing, 2001). In the MNCs, the HR actions need to be coordinated each at home country as well as at different national subsidiaries looking at the necessity of parent country national, the host countries and third Nationals. Figure 1: The figure below shows the international human resource management Organizational Strategy of International Human Resource in MNCs To respond to the challenges in the business, IHRM is forced to formulate strategies as well as the practices which will make the firms successful. On a macro level, the global strategy of HRM general to ensuring that the enterprise's overarching value, goals, as well as objectives, are catered for by the human resource policies, practices, and the procedures (Festing and Eidems, 2011). On the meso level, the executive of the human resource are concerned in dealing with the issues that relate to the unions more so the host country. The micro level, the executives of the human resource, are attempting to foster a mindset that is global among the workforce through the development of the human resource competencies and the business related issues. In the implementation of the IHR strategy, the management team usually ascertain on the current and the intended nature of operations of the organization in the international levels. It is the work of the managers to determine the extent to wh ich the human resource policies as well as practices to be standardized based on the overall strategy of the organizations. They are responsible for accessing extent to which the culture, economic, political, and the statutory factors will impinge on the attempts to applying of the standard human resource if integration is the key element in the organizational strategy. Moreover, there is need to ensure there is a computerized database of the global human resource when integration is required. In the process of integration, it is recommended, to work with the senior management to manage to determine the competencies that are needed to attain the global goals of the organizations (Harzing, 2001). Additionally it is vital that you work with national human resource managers , in the composition of the International Human resource policies as well as practices particularly in regions of sourcing , reward and the develop. Challenges of Integrating International Human Resource Management Function in MNCs The major problem for the MNCs is the need to achieve the target about the aspect of competing demands of the global integration and coordination versus the local responsiveness (Festing and Eidems, 2011). The main challenges of the IHRM include the failure rates of the expatriation as well as repatriation, deployment, getting the right skill mixes in the firm in regards to the geographical location, knowledge as well as innovation dissemination. Additionally, there could be challenges to the labor laws, different political climate and the various values and attitudes (Farndale, Scullion and Sparrow, 2010). The IHRM issues include the extent to which the human resource policy and practices could vary in different countries, the problems of managing individuals in various cultures and environments, aspect for selecting, deployment, development and the reward expatriates who might be nationals from the parent company. Culture and environmental diversity have been the main problem assoc iated with the international human resource management (De Cieri, Cox and Fenwick, 2007). According to Haley stated that culture in which individuals are emphasized, its the quality of the relationships internationally that are vital. Further, where cultures are regarded as the ideologies emphasize, sharing the common belief is more significant than the membership of the group (De Cieri, Cox and Fenwick, 2007). Other challenges are faced by MNCs in implementing of IHRM functions such as management of the international assignments, workers and the family adjustment, selection of the right individual for the international task, culture as well as communication barriers. The staffing policy is a significant challenge for the IHRM. The success of an organization relies on identifying as well as attracting competitive applicants through the process of recruitment. Nonetheless, this process was difficult to draw a significant number of the candidate. The relation in regards to attracting, recruitment, development and reward are competitive factors to the elaboration of a global talent management (Budhwar and Sparrow, 1997). Other aspects such as lack of the motivation, and the skills have decreased the strategic value of the multinational corporation. Lastly, the aspect of the international compensation systems is a challenge for the integration of IHRM functions which requires having international dialogue and collaboration. Conclusion The international human resource management has a significant role in the survival of the MNCs to survive in the global business. The human resource management usually scrutinizes on the process by which the international firms manages on their human resource across different national contexts regarding procuring , utilization and effectiveness in using of human resources in the multinational corporation whilst balancing the integration along with demarcation of the actions of the human resource in foreign locations . International human resource management helps the organization to remodel and plays the role of an innovator. The HRM professionals have begun to frame their research in regards to the theories of the structure and increased on international context to extend the use of these methods. References Budhwar, P.S. and Sparrow, P.R., 1997. Evaluating levels of strategic integration and devolvement of human resource management in India. International Journal of Human Resource Management, 8(4), pp.476-494. De Cieri, H., Cox, J.W. and Fenwick, M., 2007. A review of international human resource management: Integration, interrogation, imitation. International Journal of Management Reviews, 9(4), pp.281-302. Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global talent management. Journal of World Business, 45(2), pp.161-168. Festing, M. and Eidems, J., 2011. A process perspective on transnational HRM systemsA dynamic capability-based analysis. Human Resource Management Review, 21(3), pp.162-173. Harzing, A.W., 2001. An analysis of the functions of international transfer of managers in MNCs. Employee Relations, 23(6), pp.581-598. Morris, S.S., Snell, S.A. and Wright, P.M., 2006. A resource-based view of international human resources: Toward a framework of integrative and creative capabilities. Handbook of research in international human resource management, pp.433-448. Novicevic, M.M. and Harvey, M., 2001. The changing role of the corporate HR function in global organizations of the twenty-first century. International Journal of Human Resource Management, 12(8), pp.1251-1268. Paauwe, J. and Boselie, P., 2003. Challenging strategic HRMand the relevance of the institutional setting. Human Resource Management Journal, 13(3), pp.56-70. Rosenzweig, P.M., 2006. The dual logics behind international human resource management: Pressures for global integration and local responsiveness. Handbook of research in international human resource management, pp.36-48. Scullion, H. and Starkey, K., 2000. In search of the changing role of the corporate human resource function in the international firm. International Journal of Human Resource Management, 11(6), pp.1061-1081. Sheehan, C., 2005. A model for HRM strategic integration. Personnel Review, 34(2), pp.192-209. Stahl, G.K., Miller, E.L. and Tung, R.L., 2002. Toward the boundaryless career: A closer look at the expatriate career concept and the perceived implications of an international assignment. Journal of World Business, 37(3), pp.216-227. Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA. Taylor, S., 2007. Creating social capital in MNCs: the international human resource management challenge. Human Resource Management Journal, 17(4), pp.336-354.

Western History

The epic of Gilgamesh is a fascinating must-read chef-d’oeuvre featuring the king Gilgamesh of Uruk and his companion and friend, Enkidu. The work is a reflection of the social values. Religion is a key social value depicted in the Sumerian society. There is the presence of gods and goddesses who have power over the mortal world.Advertising We will write a custom essay sample on Western History specifically for you for only $16.05 $11/page Learn More Gilgamesh’s words confirm this when he says, â€Å"Where is the man who can clamber to heaven? Only the gods live for ever with glorious Shamash† (George 7). There are also temples in the society like the one in Enlil, as well as religious rituals. After the death of his friend Enkidu, Gilgamesh sets on a quest to find immortality. He travels in search of his ancestor, Uta-naphishtim, who possesses the secrets of immortality. There is a belief in the after life. In fact, he wants to know â€Å"truly, how†¦to enter the company of the gods†¦to possess everlasting life?† (George 18). Friendship is also a social value in the society. Gilgamesh and Enkidu form a strong bond of friendship between them. Together, they embark on a heroic journey to the Cedar forest and beyond. Antigone is a Greek tragedy by Sophocles. Spiritual matters take a center stage in Theban society. There are numerous references to various Greek gods. There is a reference to Hades, Zeus and Apollo. In the beginning, Sophocles says â€Å"justice who dwells with the gods beneath the earth† (Sophocles 11). The gods take a pivotal position in the Theban society. The story revolves around the issue of whether Polynices should get a proper burial according to the laws of the gods. Antigone elevates the religious laws above the state laws. Leadership in the society is another social value depicted in the play. Creon as the king offers defective and inconsistent leadership. He grudg ingly orders Polynices not to get an apposite burial, an important ritual in the society, thus, punishing Antigone for doing it. Family honor is another social value displayed in the play Antigone. Antigone’s desire to bury her brother sets her on a collision path with Creon. She has the determination to protect her brother’s honor and that of her family. In fact, she must act to please â€Å"those that are dead† (Sophocles 77), as they hold more weight than the ruler does. She even tells her that they must do it out of their sisterhood and love even if it means going against their ruler. Creon, on his refusal, appears to be to protecting his family’s honor by punishing those against him in the war.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More The last days of Socrates feature a group of dialogues by Plato on the trial of the eminent Greek philosopher Socrates on charges of corrupting the minds of the youth. Immortality and afterlife is a dominant social value in the dialogues. Socrates argues that the soul exists before birth and after death. He does not fear death by virtue that it is not the end of the soul but only to the body. He even refutes the idea of breaking away from jail. Religion and religious beliefs are a social value that dominates the dialogues. In fact, he faces accusations of not recognizing the gods, which he does. He says, â€Å"He believes that the gods are our guardians, and we men are chattel of theirs† (Plato 62b). He says that the oracle at Delphi told him that he was the wisest of all of the men. Socrates depicts ethics and personal principles when he refuses to compromise his beliefs. He eventually meets his demise by taking poison. The Athenian Jury had given him an option of jail and exile, which he declines. He is so steadfast that he could not break from jail, as it is against his principles. He also could not commit suicide, as it is against his beliefs. In fact, he says, â€Å"man ought not to kill himself because he possesses no actual ownership of himself, as he is the property of the gods† (Plato 62c). Beowulf is an English heroic epic that presents courage as a critical social value. Beowulf is a courageous hero. He manages to kill Grendel, a monster who had terrorized Geats, the mother of Grendel and the dragon. His courage enables him to kill Grendel, a monster that had been terrorizing the people. Religion is also a social value that is evident though not so strong. Beowulf is a pagan, a non-believer. Moreover, there is a mention of Almighty God (Haber 701) and the story of Cain and Abel. The author says about Grendel, â€Å"He dwelt for a time in misery among banished monsters, Cain’s clan, outlawed for killing Abel† (Haber 105-110). Grendel the monster, who terrorized the hall of Heorot after killing the sleeping soldiers, did not touch the throne of Hrooga r, as a powerful god protects it. The issue of right and wrong, strong and weak is strongly evident in the above works. Those who seek to do the right are virtuous, strong willed and courageous to meet the obstacles and death, as they stand by their principles (Buckler et al. 32). Socrates is wrongfully accused. He refuses to give in to his accusers and eventually meets his death. He dies for what he believes is the right. In fact, he could not even entertain the idea of breaking from jail, as it would cause more harm to the Athenians than it would do right to him. Antigone is determined to offer Polynices a commendable burial. For this, she faces the wrath of the king Creon. She succeeds in her quest but eventually meets her death. Eventually, the right triumphs over the wrong, although this comes at a cost, mainly death being the result.Advertising We will write a custom essay sample on Western History specifically for you for only $16.05 $11/page Learn More Strength and weakness are also dominant in epic stories. The heroes courageously do heroic deeds that are near impossible to help others. Gilgamesh manages to complete a heroic adventure where he defeats an ogre in the cedar forest to restore the supply of timber to the kingdom. He also defeats the bull of heaven sent by Ishtar to plague Uruk. Beowulf, on the other hand, defeats the monster Grendel and a dragon despite the fatal wounds that lead to his death. Religion and politics take a center stage in the societies depicted in the aforementioned stories. Each society is religious. There is the belief of existence of supreme beings in all the stories. Religion assumes a crucial part in the lives of the characters’ decisions and day-to-day lives. Characters try to demystify immortality and afterlife. They want to do the will of the gods by going considerable lengths of consulting the oracles and performing rituals. They have build temples for worship of the gods. Poli tics plays a foremost role in the societies depicted by organization of government with kings in the societies. The rule of law is evident based on the presence of juries to uphold justice as evident in the case of Socrates. Wars fought control the societies and hence the leadership of the society. The role of women in the societies depicted in the stories is a minimal one as compared to that of men. They appear in the periphery of societies. The only woman who plays a chief role is Antigone who is the main character and protagonist. She is courageous, resilient and does not fear death. Mesopotamians, Greeks and Western Europeans value courage and wisdom. Various heroes like Gilgamesh and his friend Enkidu achieve a monumental feat, overcoming main obstacles by defeating creatures sent by the gods. Beowulf defeated Grendel, a monster, and later a dragon. Antigone depicted courage by antagonizing King Creon and going against his rule. Socrates was courageous, as he faced the prospect of death, though he stood steadfast and died for his beliefs. Wisdom is present in these societies. The heroes and heroines use their wisdom to overcome their obstacles. Socrates displayed much wisdom in his arguments for his defense. In fact, he claims that an oracle had told him that he was the wisest of all men. This gives the reason behind his trial in a bid to silence him by sentencing him to death. Nevertheless, he happily embraced it as a means to immortality. Death is also present in the end of the stories. Death is inevitable to all. It is the stage to the afterlife. People must perform proper burial rituals to the dead. This is the source of conflict in the story. Of all heroes, Antigone, Gilgamesh, Creon, amongst others mentioned in the paper, Socrates is the most appealing and most difficult according to me. He is intelligent and extraordinarily courageous. He puts across exceptionally thoughtful arguments in his defense. He is also remarkably philosophical, which makes him also extremely difficult to identify and understand.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More Works Cited Buckler, John, MacKay, John, and Hill, Bennett. A history of western society.10.Volume  A. New York: Bedford-St. Martins’, 2011. George, Andrew. Epic of Gilgamesh. Oxford: Oxford UP, 1993. Haber, Tom. A Comparative Study of the Beowulf and the Aeneid. New Jersey: Princeton University, 1931. Plato. The last days of Socrates. New York: Free Press, 1901. Sophocles. Antigones. London, Routledge, 1999. This essay on Western History was written and submitted by user Eric Pickett 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.