Example Essays On Comparing International Models Of Management - Free Essay Example

Sample details Pages: 10 Words: 2887 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? a) Based on recent research on international human resource management, compare and contrast the American and European models of managing human resource based on the case. As global competition continues to intensify, according to Beer et al. (1984), organisations need to focus on their value of investments in human resources which is the key to sustainable competitive advantage. Don’t waste time! Our writers will create an original "Example Essays On Comparing International Models Of Management" essay for you Create order Based on recent research, IHRM policies and practices are influenced by the organisations structure and strategy; its institutional and cultural environments (Ngo et al., 1998; Schuler and Rogovsky, 1998; Schuler et al., 2002; Sparrow et al., 2004). National culture and the country of origin of the Multinational Enterprise (MNE) do influence HRM policies and practices (Ngo et al.,1998). International Human Resources Management (IHRM) focuses on the complexities of managing people across borders and the competitive constraints within organizations to achieve global competitive advantage (Porter, 1990) Compare and Contrast American and European HRM in MPS HRM concept was originated from the United States of America (US), while in Europe, it was created in 1965 (Locke, 1989). The American HRM have been characterised as universal model (Brewster, 1999a, 1999b) as their prescriptions are intended to apply in all circumstances. The summary of the comparison and contrast of A merican and European models of HRM based on MPS case is illustrated in Appendix A. Based on research, the American culture is individualistic and achievement oriented (Hofstede,1980; Lawrence, 1996; Trompenaars and Hampden-Turner, 1997). The ideal HRM of America is underpinned by the high degree of formalization (process) and a strong sense of managerial right to manage (Jamieson, 1980, 1985). As can be seen in MPS HQ in America, the organization has invested in formalizing clear sets of procedures, management development programmes (TQM) and in search for quantitative data (annual staff opinion survey to determine employees satisfaction, workplace feedback mechanism). Unfortunately, in the case of MPS in France, the french were against the concept of cellular feedback mechanism. HRM in Europe is based more on qualitative impact of cultural diversity, the organization is influenced by authority network, only hierarchical position can give power to his/her employees. (Lauren t, 1986). According to DIribarne (1989), the US managers are free to fire or reward employees within the boundaries of a fair contract. He contrasts that logic of honour in France as it is based on status or rank. Failure to employ a capable/sound manager, just like the case of MPS in France, employees will refuse to respond to orders. On the other hand, the labour unions in Europe are very strong, promoting laws to protect employees within the Europe continent as well as EU level (Claus, 2003) The contrast between American HRM concept and the HRM in Europe is summarised as below: Dominant Features HRM in America HRM in Europe Roots Freedom and autonomy Qualitative impact of cultural diversity Organisational cultures Private enterprise Sense of organisational and managerial responsibility towards employees Role of the state Low interference from the state Greater involvement of the states and European supranational agencies Trade unions a nd employee representation Traditional antagonism of management towards trade unions Wider support towards trade union and other forms of employee representation Source: Communal , 1999, Voynnet Fourboul and Bournois, 1999 and Brewster, 2000 p:180. It is clearly pointed out that the way HRM conducted in Europe is contrast to the America. (Brewster and Bournois, 1991). The American HRM viewed as freedom/autonomy to develop their own strategies (Guest, 1990), an opportunity for anyone who work hard to be successful and a vision of the frontier mentality, the private enterprise culture. (Harzing and Ruysseveldt, 2004) The European concept of HRM is operated with more restricted autonomy, constrained at the national level by culture and legislation, international (EU) level, organisational level by patterns of ownership, and HRM level by trade union involvement and consultative measurements. (Harzing and Ruysseveldt, 2004) Therefore, MPS faced the problem of diversi fying the HR conditions to Europe subsidiaries, as practices established in US do not always translate well in the European context, (see table below). Problems Encountered Condition Expatriate Managers Considerable degree of difficulty when giving assignments in European subsidiaries. UK-resentment for working weekend to fulfill emergency orders. France refuse to work extra hours. Industrial Relations To minimise the influence of unions by the expatriate manager failed. UK- highly unionized France Work Council not operate properly Sweden Over 65% employees unionized, work council meeting resented by the Americans (non-cooperative) ethnocentric per Perlmutters typology (1969). Management Style Communications barriers between American expatriates and subsidiary workforce. UK and France Performance management system difficulties in setting up initially, France Feedback mechanism, prefer line manager with authority. Sweden Baulked performance management scheme. All subsidiaries against the gung ho culture through culture training and attitudinal orientation sessions. Degree of control European subsidiaries believe control being exerted over them. UK targets too harsh Source: HRM overseas in MPS Report by Jim Grant It is noted that in Europe, HRM is less dependent, less autonomy and freedom of action, trade unionism is more important, social partners have more influence, legal regulations are more important, and there is stronger tradition of employee involvement. (Brewster and Hagewisch, 1994) Conclusion As can be seen in MPS case, HR model developed in the cultural context of one country may not be applicable to another country without testing the cultural preconception (Claus, 2003). Pieper (1990) concluded that a single universal model of HRM does not exist. Question 1 b) Could you say that there is a European model of managing human resources? Justify your answer. The Europe continent is made up of 43 countries, out of which 27 countries are European Union (EU) members. EU is unique, it is not a federal State like US because its member countries remain independent sovereign nations but they unite their decision making powers to shared institutions (European Parliament, Council (national governments) for joint-interest to gain strength and world influence (European Communities, 2007). The EU, in just over half a century has delivered unity and prosperity in Europe, a single European currency (Euro) and a frontier-free single market where goods, services, people and capital move freely (European Communities, 2007). With the existence of EU, the qualitative impact of cultural and institutional diversity on HRM do exist, where the European HRM concept incorporate regional and national differences (Harzing Ruysseveldt, 2004). The major difference between American HRM and European HRM is the degree to which HRM influenced and determined by state government. The emerging model of HRM in Europe needed to be flexible and operable within respective cultural traditions among its member states and supranational agencies by understanding the social standards in society, legal framework protection and greater involvement in labour market issues. (Claus, 2003). As noted by Germany, the international HR practices basic functions of HR management are given different weights in different countries, they are applied differently (Gaugler,1988:26). The EU particularly through the European Social Charter and its associated Social Action Programme does have an impact and legislative influence on HRM (Brewster and Teague, 1989) as illustrated below: Within Europe, differences of cultural/geographical can be identified through various regional areas which show common elements of HRM (see below). Clusters in Europe Country Nordic Finland, Norway, Denmark, Sweden. Germanic Austria, Germany, Switzerland Anglo United Kingdom, Ireland Latin European France, Belgium, Italy, Spain, Portugal Source :Ronen and Shenkar, 1985. As far as the use of flexible working practices is concerned, European countries are clustered according to their institutional factors (trade unionization/unemployment rate) rather than, go beyond but distinct, cultural factors (Brewster and Tregaskis, 2001). Institutionalists (e.g. Hall Soskice, 2001) state national factors like governance, economics,  ¬Ãƒâ€šÃ‚ nancial, legal systems, trade unions, together form the national business system. These sources are the main differences in HRM between nations in Europe (see below chart) The national culture (values, norms, behaviour) also influence HRM practices (Leat El-Kot, 2007). HRM approaches is seen as cultural artefacts in any particular country re ¬Ãƒ ¢Ã¢â€š ¬Ã… ¡ecting the basic theories and values of the national culture of an organisation Laurent (1986). Many studies have applied this variable as the major explanatory variable. A European Model A proposed European model of HRM that enables analysts to link HRM more clearly to international competition where organisations focus personnel requirements importance, more tolerant to uncertainty/challenges, venturing into greater risks, and able to accept variablility (Bartlett and Ghoshal 1989; Hedlund and Rolander 1990). This model also provides closer fit between HRM and national success. Source: Brewster. C (1995), Towards a European Model of Human Resource Management, Journal of International Business Studies, Vol. 26, No.1 (1st Qtr., 1995), p.14 In summary, the model shows business strategy, HR strategy and HR practices of an organisation interact within and with an external environment of national culture. The dotted lines signify organisation and its human resource strategies/practices in turn interact with/part of that environment. Recent research findings confirm that this proposed model did reveal significant differences of HRM practices between nation s, therefore multinational corporations tend to adapt their HRM to local responsiveness (Brewster and Bournois 1991; Rosenzweig and Nohria 1994). Conclusion To expand the US HRM (universal paradigm) concept to Europe, serious understanding that regional differences as well as differences among countries within specific regions exist in Europe (Brewster et al., 2000). European authors argued that we are in culturally different context and, Rather than copy solutions which result from other culture traditions we should consider the state of mind that presided in the search for responses adapted to the culture [Albert 1989, p.75, translation in Brewster and Bournois 1991]. Therefore, it is better to mention HRM in Europe rather than European HRM (Sparrow and Hilltop, 1994). Question 2 a) In examining cross-national differences in managing organizations, one theoretical approach would be to adopt a culturalist or an institutionalist perspective. How would you explain these theoretical perspective to Jim Grant? Cultural Perspective Culture refers to the way of life of a group of people. Every individual is unique, therefore there are different levels of cultural dimension which measures differences in values, assumptions, beliefs and actions (Child, 2002) of a group of society who shared the same experiences (thinking, behaviour) that constitutes its culture. The cultural studies on national and organisational culture confirmed that there are nationality influences of differences in work values, beliefs and orientations of organisations across different countries (Hofstede, 1991, 2001; Inglehart et al., 1998; Trompenaars, 1994; Black and Mendenhall, 1989). This proves in MPS, Jim Grant reported that US faced some resistance on the introduction of HR practices of which they have worked successfully in US but not in the three European subsidiaries. As we can see, within the three European subsidiaries, they responded differently to the US HRM policies (see Appendix D). This is due to the cross-national differences within the European countries themselves. On the other hand, the American resented the Swedish work council meetings, where the Swedish viewed the American as non-cooperative. It is important that Jim Grant to understand the cross-cultural values of each of the three subsidiaries (UK, France, Sweden) to promote co-operation among the group to attain competitive advantage as a group company globally. The key challenge is to what extent national culture influences the organisation behaviour/performance (Edward. T and Rees. C, 2006 p. X). The two best-known cultural models apply for cross-national organisations are Hofstede (2001) and Trompenaars and Hampden-Turner (1997). They see cultural values as long-term management as it varies systematically between societies and as conditioning what is acceptable organisational practice. The acceptable method is by linking culture and career success through HR practices about how people should be ma naged @ Norms Regarding HR Practices. (Aumann and Ostroff, 2006). Hofstede (1980) on cultural dimensions has developed a propositions which link national culture, HR practices influence workers by using a fit perspective (see below) Norms sensitive to cultural influence Source: Hofstedes model 1980). Cultural dimensions of how culture impact on HR practices (Aumann and Ostroff, 2006) Peng et al. (2000) concluded there is no single definition of culture. Researchers highlight various aspects of culture based on adopting workable assumptions about what culture is. Therefore Jim Grant needs to measure and compare the relative strength of different cultural dimensions as well as the possibility of other HR dimensions. Institutional Perspective Cross-national differences in institutional structures are likely to create management practices that vary from country to country (state, governments, laws and legal systems, associations, education systems, industrial relation) There are a number of institutional systems whose influence on HRM in a cross-national context (see Appendix E) From the institutional perspective theory (Scott et al., 2003; Westney, 2005) HR practices are affected by differences in national culture. Success of HR practices will largely dependent on managers abilities to understand and balance different cultural values and practices (Wang et al., 2008). Based on institutional approach, structure of organisations in a country reflects the countrys particular institutional societal effect (Maurice, Sellier, Silvestre, 1977). The EU national legislation is unique, it has an increased influence on HRM through the European Community Social Charter and its associated Social Action Programme. The European Union legislation providing institutional arrangements at the supra-national level, arguably have an effect on organizational structure (Maurice, 1989). Although the EU is working towards a more unified institutional context, profound national differences still exist. In MPS case, it is a national law requirement in EU that the European subsidiaries formed trade union and work council in France and Sweden. Europe has the largest percentages of employees in independent trade unions membership (see Appendix C). Therefore, MPS cannot be immune from the institutional context of the European law which have embedded, the Americans need to be cooperative to the trade union and work council activities. Instead of importing US universal HRM to the European culture, Jim Grant need to localise HR practice to suit local societies by researching/understanding the national culture presumes insight into institutions. This will benefit MPS as a whole if they will to look for particular compa rative and competitive strengths associated with national/regional production, innovation and business systems. b) How could you convince him that these perpectives could assist him in understanding and formulating an appropriate IHRM strategy for MPS? MPS operation is operated based on ethnocentric HR strategy. Perlmutter, 1969 describe ethnocentric management as practices/standards originated from country-of-origin or foreign subsidiaries activities dependent largely on headquarters. As we can seen, MPS subsidiaries are struggling to adapt/adopt themselves to MPS HRM strategy which they are uncertain, as there is no consideration of local culture or institution values and practices being incorporated, makes it more difficult for the local workforce to apply MPS principles. MPS needs to adopt a geocentric approach by moving away from ethnocentric strategy to global mindset, a supra-national attitude by applying the national significance of cultural and institutional dif ferences in determining the HR strategy, for example to propose a homogenous performance management. The tendency to be dominant will often reinforced by stereotypes of other cultures and nationalities. The more MPS is able to internalise the value of culture and institutional norms of HR strategy to the local environment (host country), the greater advantage MPS has to compete globally as MPS able to absorb the best practices of local culture/institution to build a strong diversified organisation internationally (Friedman. T.l., 2006,p.412, Penguin Books, London). Adopt/adapt to the best HRM practice with openness and respect of other nationals, the possibility of developing best talents and fostering the working relationship internationally will be a success. The table below shows a summary of MPS cultural dimension index of similarities/differences which is important for MPS to understanding in order to develop a transnational HR strategy. Cultural Dimension Index US UK France Sweden Remarks Power Distance 40 35 68 31 The higher index implies hierarchy top down control management (France). Lower index implies equal rights among employees. Individualism vs Collectivism 91 89 71 71 The higher index implies individual freedom/challenges (US). This explains why US against the trade union interference. Lower index focuses on physical working conditions (work as per schedule, long holidays entitlement (France), training provided by company for skill improvement/innovation (Sweden). Masculinity vs Feminity 62 66 43 5 Higher index focus on material success/ambitious while lower index concern quality of life (France, Sweden) Uncertainty Avoidance 46 35 86 29 The higher index indicates members of a culture feel threatened by ambiguous/uncertainty management (France) This proves the problem with feedback mechanism failed in France but well accepted by Sweden. Source: Hof stede (1980) For the institutional part, MPS must remember that management of HRM in Europe is governed by national legislation (state law, EU legislation, supranational) which is totally different from HRM in US. The cosmopolitanism concept should be established in MPS strategic HRM. The meaning of cosmopolitan is willingness to engage with other culture/institution, openness toward divergent cultural experiences, a search for contrasts rather than uniformity (Hannerz, 1996:163).Transcending national borders and simultaneously adapting to local responsiveness to develop an ideal HR strategy will achieve competitive advantage/international success. Conclusion Cultures that are open to changes have huge advantages in this world (Jerry Rao, MphaiS CEO, The world is flat.p411) MPS needs to know how outward MPS national culture is and to what degree is it open to accept foreign influences and ideas to improve the HR strategy in MPS. Simultaneously to what degree is there a sense of national solidarity to develop a best fit HRM practice in respect of each national difference? Culture is shaped by the prevailing circumstances within a country (education system, leadership, government, society historical experience) and so as the circumstances or local leaders change, so too can culture be changed (Friedman,T.L., The world is flat, the Globalised World in the Twenty-First Century, 2006, Penguin Books, London, p.415). Institutional change will follow due to societal effect.

The Effectiveness of Probation Boot Camps - 2932 Words

Name: Tutor: Course: Date: How Effective Are Probation Boot Camps? Probation Boot Camps Probation boot camps refer to correctional centers that follow a military essential training model, which emphasizes discipline as well as physical conditioning. They are based on shock incarceration and military techniques, and are aimed at assisting young offenders. The first known boot camp was started in 1971 in Idaho though their popularity did not start until 1983 when they were created in Oklahoma and Georgia in 1983 (Cullen, Belvins Kennedy, and Trager 56). Several needs were attributed to the rise in popularity of these boot camps. The first was the need to develop intermediate punishments that would punish young offenders. This†¦show more content†¦Some boot camps focus only on hard labor, military drills and physical exercises. Other boot camps focus on rehabilitation programs with the offenders spending most of their time being counseled against their criminal activities of the past. The boot camps also vary in the form of therapeutic progr ams that they provide to their participants. Some of them emphasize on academic education while others emphasized on group counseling and the thorough treatment of drug and substance abuse. Boot camps also differ in the ways offenders are managed after release. Conversely, other boot camps have intensively supervised all of the offenders that have successfully completed their programs while others have supervised their participants in a manner similar to those in traditional probational programs. Some of the boot camps have developed aftercare programs aimed at helping the graduates cope with the transition from a strict and rigid boot camp environment to the community with a less rigid environment. These programs were developed as correctional officials found most of the participants who left boot camps were not able to fit in the community well after leaving the boot camps. 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How has the Media changed over time free essay sample

What are the benefits and implications of this? By reappearance]k Freedom of Speech within the Media has progressed vastly over the recent years. National legislations restricted journalists, but as globalization began and spread quickly, along with technology, these national barriers disappeared, as did the legislations that go with them. The availability too bigger and wider variety of information and news from all around the world has increased, and Journalists have a larger freedom of expression. However. Is absolute freedom of speech really desirable? This essay discusses changes in media over time and its influence on freedom of speech. Furthermore, it outweighs the benefits and implications that come with this freedom of speech. Old Media refers to the more traditional methods of communication and expression that have existed prior to the invention of the Internet, e. G newspapers, magazines and books. Alternatively, New Media refers to the access of information anytime, anywhere, and Interactive user feedback and creative participation. Another characteristic is its unregulated content. (Chivvies et al_, 2013. P. 5). The Old Media faced many constraints which new technology has aided to breakdown, making information today more accessible and easier to use. There are vast differences and progressions from the Old Medal to the New Media. Briefly, information is easier to use and can reach wider audiences, it preserves and stores information more effectively, encourages copying, changing and growth of information, uses images and sounds instead of text and all in an instant, in faster ways, completely unimaginable before. Keats (1988) points out 3 dialect qualities possessed by the New Media (electronic media) In transmitting, storing, organization ND processing of information. The barriers of time and space that were obstacles in the past have been overcome through electric communication. The result now Is the unimaginable increase In the speed of the transmission of Information. The dependency on inefficient transportation for distribution is no longer a barrier to the spread of information and through the Internet information can be transmitted instantaneously. This information can then be responded to and passed onto others equally as rapid. The audience of this new media Is much larger than that of the print era. Not only is Information reaching a larger audience, but it is reaching new audiences and enabling communication between groups of people that previously couldnt, through the disintegration of the geographical barrier. As Hilt and Turnoff (1978) explain, until now there has been no meaner for a group of people to to meet frequently face to face and talk it out. The computer and New Media has introduced new meaner of organizing and storing information. Compare the huge, almost limitless, quantities of information stored everyday on the internet to the restricted and finite storage capacity of rotational filing cabinets or print libraries. Keats (1988) refers to it as an information chain for the process of acquiring, processing and generating information, like a chain that grows longer and longer, building on existing knowledge. There is an obvious increase in avenues for acquiring information that coax the seeker of knowledge to find alternative paths to information that are continuously being created. Keats (1988) emphasizes that because information is organized differently, the electronic media encourages interaction with data that is different from reading a book. The processing of data has also drastically reformed in New Media. The digitization and facileness of copying electronic data aid and increase the speed of processing information electronically. Keats (1988) explains that digitization is the process of recording reality by breaking it down into parts and are then given a numerical value which allows for data to be manipulated in ways that enlarge the number of ways it can be used and distributed. All digital machines copy in order to communicate. They are essential repeaters able to regenerate perfect copies without abandon (R. Solomon, 1985). Goofy (1988) expands on this idea by arguing that information technology, even when it is applied to automatically reproduce a finite activity, is not mute. It not only imposes information but produces information and believes that New Media informants as well as automates. Many of these characteristics that at first glance make the Internet appealing, (ease of transmission, perfect reproduction etc) is essentially what could cause problems with the technology. There are difficulties in enforcing and imposing freedom of speech rights in cyberspace as the Internet does not belong to any country in particular. It doesnt belong within any geographical borders. So this leads us to the main issue: if the Internet doesnt belong to any geographical boundaries, then which/whos Jurisdictions and laws does it follow? The ability to transmit information instantaneously online, without internet control De facto censorship and without the borders of countries, it is very hard to control the information appearing online. However, before proceeding, there appear to be many misconceptions about what free speech and its limitations and consequences are actually composed of. The U. N. Universal Declaration of Human Rights, Art. 9, states: Everyone has the right to freedom of opinion and expression; this right includes freedom to hold opinions without interference and to seek, receive and impart information and ideas through any media and regardless of frontiers (U. S. Constitution). However, when these rights to freedom and expression were actually last clarified, the use of New Media and the Internet was highly underdeveloped and limited and its actual effect on mainstream media was still under speculation (SCORCH). As Kitsch (1988) explains, censorship laws were an attempt to use law to regulate what had been controlled earlier by the inherent qualities of writing. So, what are the benefits of complete freedom of speech and expression? The cannot be underestimated. As previously discussed, the internet provides an outstanding amount of resources for information and knowledge. This allows for new opportunities for expression and participation of ideas. It becomes a great social strength promoting creativity and individuality and the sharing of ideas between people from different backgrounds and views. Practically, freedom of speech serves many functions. Arguably most importantly, freedom of speech is important at all evils of society as decision making is based on discussion and consideration of an array of various views. As well as this, governments can benefit from getting direct opinions voiced from the people, and if the criticisms towards the government are openly voiced, they have the chance to respond to these unjust comments about its actions. If speech was otherwise restricted, these same criticisms and rumors would still circulate only another way, by word of mouth which the government is then in no position to respond or answer to these views as they arent publicly made. (Turkey, 2012). However this freedom of speech can easily be misused. Implications of freedom of speech involves toleration of a great deal of nonsense and there is the increasingly popular view that information based on bad taste and offensiveness to particular groups should be censored. More extreme, what happens if a misinforming story goes viral shared between thousands of people across the world? When the right of freedom of speech was announced in the Universal Declaration of Rights, they did not foresee the power and largeness of the mass media of today. How in one second an article can be published online and the next it can be starting a huge discussion tit thousands of people from opposite sides of the world. And what about extremist groups? As well as this what about fraud, child protection, decency, libel and hate speech? Shouldnt these to a certain extent be controlled? John Stuart Mill (2007) suggests that it is only the prevention of harm to others which Justifies the state in restricting our voluntary conduct (Coronary, 1997). But what does harm really entail? To conclude, the progression the Media has made in the relatively short amount of time merited by the introduction of the Internet and other electronic communications is undeniable. Many barriers to communications present in the Old Media have been eradicated, leading to quicker exchange of information, as well as a much more varied information scope and audience, connecting people through information from all around the world. It is these benefits of diminished barriers of geography (which are irrelevant because information no longer needs to necessarily be published and distributed but can simply be posted online instantaneously) that actually pose the problem when it comes to freedom of expression. Because of these lack of borders the Internet/New Media doesnt fall under any one particular countrys Jurisdiction ND the issue of whos laws, language or codes of conduct should be applied is raised. Furthermore, the importance of freedom of speech as a basic and valuable characteristic of Western Society cannot be denied. However there is a fine line when it comes to freedom of speech. I believe that freedom of speech will lead to an array of views, some which you will agree with, and others that you could find offensive or wrong. However if you want the right to express you opinion, there are certainly going to be ideas you disagree with or maybe even feel insulted by. But this is the price

World Conflict Essay Example

World Conflict Paper The 20th century was the bloodiest 100 years in human history.Based on numbers killed, in warfare, the 20th century exceeds all other centuries combined.The three major conflicts between 1901 and 200 were World War I, World War II, and the Cold War, respectively.At the turn of the millennium, a new type of conflict arose.This would come to be know as Modern Throughout the essay, how the various wars are linked to one another will be explained. Starting with WWII, the events will eventually lead to the end of the century all the way to our most current and somewhat ongoing conflict with terrorism. Many of the worlds nations were left in ruin after thefirst World War.The leaders of these countries were willing to do whatever it took to prevent another catastrophe such as WWI. Over 60 different countries formed the League of Nations under the Treaty of Versailles, hoping However, not all nations felt the same about these new ideals.Germany was one of them. The Germans were inf uriated about how the treaty disarmed them and forced them to pay reparations.Germany was one of the nations hit hard by the post-war Great Depression.They needed someone to lead them in a time of struggle.That man would be Adolf Hitler. Thefirst thing Hitler did after he rose to power was re-arm the German military, under direct violation of the Versailles Treaty.Then he made plans to take over Europe. Another fascist nation building up its army was Italy.Under Benito Mussolini, the Italians invaded Ethiopia. A few tried to stop Mussolini by boycotting the sale of arms to Italy, however, that failed and the aggression continued. In 1936 the Spanish Civil War broke out and gave Italy and Germany a chance to show off their power.The two would form an alliance know as the Axis Powers. Hitler and Germany began expanding.German troops moved across Franceapos