• Posted on April 3, 2023
• Deepanshu saini

Introduction 

This assessment is based on the concept of the tourism industry within the UK. Basically the assessment is related to the hospitality as well as the tourism industry within the UK. This is a report which will cover up with the specific Premier Inn Hotel along with some of its description. This assessment will also be focused on the host country which is related to Spain. Therefore, the purpose of this assessment is to observe the importance of the tourism industry within the UK. This particular hotel will be focused on employee hiring with the help of the polycentric approach of the EPRG framework whereas the employees have been hired from Spain. It has also been observed that the whole assessment is basically based on the two parts whereas part A is emphasising on the PESTEL analysis with six different factors. The first part will be covered up with the political situation of the UK along with this the report is based on the economic condition of the UK. After that, it will also be emphasised on the labour market of the UK. Apart from that, it will also be covered up with the social situation, technological upliftment along with the cultural situation of the UK. Therefore, it will also be covered up with the cultural model of Hofstede. As well as, this first part will be focused on the identified theory within the UK. Therefore, it will be emphasised on the key features of the people management strategy. On the other hand, part B will be covered up with the recommended and justified structure of the people management theory. This section will also be covered up with the conception of the soft and hard HRM strategy. As well as, this section will also be emphasised on the universalistic approach which is related to the people management strategy. Therefore the second part has also observed the personnel and the HRM strategy. Also focuses on the EPRG (especially on the Polycentric approach which is based on the employees’ hiring from Spain) and the strategic orientation of the people management strategy along with the implication of this strategy. After that, it will also be emphasised on the four subtypes of the EPRG. Moreover, this will also be covered up with the training as well as development strategies included within the people management strategy.

Part A

Establishment of the PESTEL analysis

Political situation

Premier Inn Hotel needs considering the political consideration at the time of business decision making. The political situation is found to be less stable as a result of Brexit and continuous policy framing within the UK. The observed factors are the impacts of Brexit within the hospitality as well as within the tourism industry. It makes the industry less stable as the business owners continue to be the part of the customer segment of the organization and Brexit will have a deep impact on the organizational productivity and efficiency within the organizational context. The government has been affected as a result of the decision. The numbers of visitors from other European countries are found to have reduced. This has also been observed that the Brexit issue has impacted within the major sectors of the UK.  As well as, it has also been observed that the political situation also impacted on the selected tourism based organisation of the UK. After that, the political situation of the UK has also been focused on some specific laws which will be included within the terms of the labour laws along with the taxation law of the UK in terms of the future days (Prasad, 2006). After that, it will also be covered up with the consumer protection laws. Discrimination based laws as well as the health and safety laws within the organisation of the UK. It has thereby been established that the political situation of the UK impacts on the selected Premier Inn hotel within the both positive and the negative way.

Economic condition

The UK is considered to be one of the most prosperous countries economically as the GDP and growth rate of the country is positive and it has a positive impact of the tourism business industry. The consumer finds a true value to the money and visiting the hotel provides them, an opportunity to get the proper benefits. The better economic condition and increasing employment allows the organization to hire the employee from Spain to provide consumer with the multicultural attitude. he economic condition will be described here in terms of the UK based organisation as well as the tourism sector, Premier Inn hotel. Therefore, it has also been observed that the economic condition will be focused on the points of the growth rate of GDP along with its fluctuation. Therefore, it will also be covered up with the inflation rate of the UK as well as the other economic parameters will also be covered up within this section. Therefore, it has also been observed that the economic condition focuses on the particular organisation of the UK. This has been recognised that there was a sudden depression within the GDP rate throughout the whole world as well as the root cause of the world wide GDP depression is emphasising on the pandemic outbreak of the Covid 19. It has thereby been established that the economic condition of the UK has largely impacted on the selected tourism sector, Premiere Inn of the UK. It is necessary to develop an effective and efficient approach of the employee towards the good communication and trust. The management of guest requires a better and effective communication to prevent the negative issues. The employees are to be trained after the employment. Employment supports the economic development and the hotel will incorporate a range of employee to contribute to the economic aspects within the organization.

Labour market of the UK

This particular section will be covered up with the labour based market of the UK. As well as, this section will also be covered up with the strong relation of the existing UK based labour market with the particular hotel, Premier Inn Hotel of the UK. Therefore, this section will also be focused on the importance of the labour market within the UK and especially within the tourism industry. There are also different types of labour differences which are necessary within the tourism industry. These are the various types of work segmentation within the tourism industry such as: travel agent, hotel labours and managers, spa manager, tour operator, event organiser, conference organiser, tour guide as well as the executive chef etc. (Holloway and Humphreys, 2019). It has also been observed that the UK is a broad market which focuses on the large amount of jobs within the tourism and hospitality industry and these were applicable before the Covid era. However, it has also been observed that the labour market of the UK has been shortened during the pandemic outbreak of the Covid days. Previously, the UK was offering a large number of job opportunities to the global people. However, it has thereby been established that the present Covid era has shortened the scope of the labour market within the UK.

The organization will follow the national regulation in offering payment to the employee. The payment and compensation will be provided to the employees recruited for Spain based on the national employment law.

Social situation of the UK

Hiring the people from Spain will help the organization to manage the services with the good understanding of culture. The cultural understanding of Spain will help the organization to provide best quality of services to the employee within the organizational culture. The service quality of the organization will improve as it will help to improve the team’s multicultural expenses. Their portion will be covered up with the social situation of the UK. Apart from that, this section will be covered up with some of the key areas which will be focused within the upcoming portions. It has also been observed that the areas are the rethinking of the retirement, investment approach for the global goods as well as emphasises on the green future. After that, it will be covered up with the society which is future proofing and also will be covered up with the new technological based innovation strategies. This will also be covered up with the supercharging process of the SME (Yoshimoto et al. 2015). These identified portions will be focused on the social changes within the UK as well as it will also be covered up with the selected tourism organisation of the UK.

Technological upliftment within the tourism sector of the UK

This has been observed that the UK is the renowned country which focuses on the advanced implementation of the technologies. Therefore, it will also emphasize the advanced technologies within the terms of the automation process, research and development oriented sections. Along with this, it has also been observed that the voice recognition application. The technology development manages to offer better support in managing the recruitment technology. The Google translator will play crucial role for the UK manager to undertaking the candidate’s voices and recognize his dedication and efficiency within the organization. The management of the organization will find it better to use HRM software to recognize the effectiveness and efficiency in a better way. The recruitment policy will be managed and encouraged effectively using the powerful technologies related HRM. The HRM applications help to improve the effectiveness and efficiency within the recruitment and selection. Training could be provided incorporating the online learning management application. The LMS incorporation will support in the progress and development of the organization in managing the employees. After that, it has also been recognised that the voice search and the voice controller application are important for the tourism sector. Therefore, this will be covered up with the technological implementations like introducing robots, Virtual reality and the well-structured transportation system (Oztemel and Gursev, 2020). Moreover, as per the present days, it has been recognised that due to the Covid 19 pandemic outbreak the tourism segment of the UK has observed contactless payment within the few time span. It has thereby been established that the technological upliftment will ensure the success of the Premier Inn Hotel. The introduction of Whatsapp as a social media tool enhanced the effectiveness and efficiency within the organizational context. It enables a good connection between each other and enhances the connection between hotel employee and consumers.

Cultural situation of the UK

First of all, this is important to say that the British culture of the UK has based as well as influenced upon the Christian religious life. Therefore, it has also been observed that the UK is also focusing on the traditional aspects of the situation. After that, this section will be covered up with the British traditions in terms of the British Morris Dancing, British Maypole dancing, the English cheese rolling, a bonfire night of the British, Bog snorkelling etc. After that these will also be focused on the Cornish Hurling, A Scottish Hogmanay in winter as well as A Scottish Burns Night Supper in Winter etc. (Hand Luggage Only, 2020). So, now, it has thereby been established that the cultural situation of the UK has emphasised on the selected organisation of the UK which is related to the tourism organisation.

 

Cultural model of Hofstede

 

Figure 1: Cultural model of Hofstede

(Source: Influenced by Paul Benjamin Lowry, 1991)

This section will be focused on the cultural dimension of the cultural model of Hofstede. This has also been observed that the particular theory of Hofstede will be focused on the different cultural dimension. These are power distance index, individualism as well as the collectivism, masculinity vs femininity, Uncertainty avoidance index, long term orientation vs. short term orientation etc. (Paul Benjamin Lowry, 1991). Furthermore, it will also be covered up with the descriptive part of the theory based on the cultural dimension based theory of Hofstede. This can be observed that the US and Canada have been observed as the low power distinct countries whereas the high power distinct are Japan and Singapore. The US, Australia and Great Britain are examples of the individualistic whereas Singapore, Hong Kong and Mexico focus on the collectivistic. Along with this, masculinity stands for Japan, Austria and Italy. On the other hand, femininity focuses on Sweden, Norway and Netherland (Paul Benjamin Lowry, 1991). The low UAI focuses on Denmark, Jamaican and Singapore as well as the opposite focuses on Greece, Portugal and Japan. It has thereby been established that the long term focusing is based on Japan and China and the opposite stands for the US and Canada.   It provides an impaction for the management that the organization will need to focus on the variety of aspects and culture within the organization. The organization will develop the leaders as per the sentiment capacity and skill of the workers recruited from Spain.

Trompenaars cultural dimension

On the other hand, this assessment will also be covered up with the theory of Trompenaars cultural dimension which has been focused on the seven particular factors. Among those seven factors, the four major important factors are Universalism versus particularism, Individualism versus communitarianism, the approach of Specific versus diffuse as well as the Neutral versus emotional approach.

Key features of people management observed by the UK

This has also been recognised that there are some basic features which are related to the people management observation within the UK. These are the facilities of teamwork, implementation of the leadership related strategy for motivating the organisational employees of the tourism sector. The UK organizations follow the effective and efficient system in managing the pay to the employees based on performance and productivity level. The UK organizations have a distinct vision and gaol and the communication is done effectively and effectively. The people show a great degree of accountability within the organization. This will also be covered up with the concepts of entrepreneurship along with conflict management. Therefore, it will also be focused on the negotiation based approach between the employees and the customers. Therefore, this section will also be focused on the strategic thinking along with the project management and the time management approaches. Apart from that, some other features were added within the features of people management within the present days. These features are related to the good, open and flexible communication with the customer groups and this has been conducted by the employees of the Premier Inn hotel. As well as, this has also been observed that the good gathered knowledge is another feature of people management within the present days.

Part B

EPRG and its implication on Strategic orientation 

The framework of the EPRG stands for the four terms such as Ethnocentric, Polycentric, Regio-centric as well as the Geocentric. Therefore, it has also been observed that the framework was established in 1969. The purpose of this EPRG framework is basically based on the making of the strategic decision within the organisation. Another aim of this EPRG framework is based on maintaining a relationship with the headquarters and the subsidiaries of the particular organisation. So, it can be said that the main purpose of this assessment is based on the promotion of future success within the organisation. Ethnocentric approaches are associated with the management of the organization using the key positions filled by the country nations. Polycentric approach incorporates the employee belonging to the host country to ensure cultural relevance and behaviour among the employees.  Geocentric approach incorporates the people based on talents rather the any locations or places. Regio-centric approach is focussed on the development of the policy that is preferable to the regional requirement. It has thereby been established that the Polycentric Approach of the EPRG framework will ensure the sustainable success of Premier Inn Hotel.

Polycentrism concept

The company prefer polycentrism approach by incorporating the employees from the host national to ensure cultural relevance and employee satisfaction based on customers and the situation. The organization is largely focused on the management of approaches of people management o train them as per the cultural requirement and help to overcome the issue of customer satisfaction in the host country. This is an international approach of recruiting and attracting.  it can be seen by major organisations of the UK even within the Premier Inn Hotel. This approach focuses on the ideas of the limited recruitment and also focuses on the recruiting or hiring of the people from the local market. It can also be said that the approach focuses on the hiring of candidates from the host country. This idea will be focused on the hiring of employees for the UK based hotel Premier Inn Hotel from the host country Spain. Furthermore, it has also been recognised that the Polycentric approach of EPRG focuses on the less expensive method of employee hiring from the host country Spain.

When the United Kingdom company treats every subsidiary as a separate legal entity (in this situation Spain), it accepts a polycentric method. Beneath regular circumstances, nationals of the host country (Spain) can be allowed extra dynamic independence, and HCN can be the primary staff. This technique overcomes a number of the constraints of the ethnocentric technique. By the usage of HCN, MNE (UK) removed language barriers, averted the trouble of adjustments in expatriate managers and their families, and removed the want for steeply-priced cultural projects. HCN is usually extra affordable, permitting multinational corporations to hold a low profile in an inhumane political environment. It additionally promotes non-stop development and maintains worker morale high, and promotes low turnover, due to the fact HCN can see a lifelong   route in the association. In any case, the polycentric method has its very own shortcomings. These include:

• Potential issues with management and coordination: Multinational corporations (UK) can grow to be alliances of self-sustaining public units, which might be nominally interconnected and commanded via way of means of company headquarters.
• PCNs have confined freedom due to the fact they have got confined get entry to occasions across the world. In the lengthy term, this can position strain on key dynamics, asset allocation, and ratios.
• Put strain and impact on an international scale.

Recommendations

The company also needs to follow the geocentric approaches to incorporate the people based in talents and ability rather than only cultural understanding. The geocentric approach orientation would have improved service quality and effectiveness within the organizational context.

Justification

Hotel industry is associated with the management of people and the need for cultural understanding is strongly felt. The company prefers to appoint the people from the existing culture or the people from the host culture as they would better support the organization in a better and effective way and offer high degree satisfaction to the consumer in context of the host country setting.

Recommended and justified ‘people management strategy’

According to the statement of (Melonie Boone, 2015), it has been recognised that the people management strategy can be represented within a large number of ways whereas most of the strategies are focusing on the particular steps with 5 different and continuous segments. These strategies are based on the five different steps as it has already been said. The first step of the people management strategy is the Recruitment as well as the Selection method of the employees within an organisation. As well as, this will also be covered up with the second stages which will be included within the terms of the providence of training and skill development of the employees within the organisation. it will also be covered up with the evaluation of the performance management which will surely promote the success of the organisation (in this case, Premier Inn Hotel) within a short time span. Apart from that, this will also be covered up with the employee engagement which will also ensure the success of the Premier Inn Hotel within the UK. It has thereby been established that the section will also be covered up with the reward as well as recognition of the employee groups within the particular organisation of the UK in terms of the tourism and hospitality sector.

Conception on the soft and hard HRM strategy

This particular section will be focused on the soft approach of the HRM strategy as well as it will also be focused on the hard HRM strategy of the business management. Along with this the particular section will also be focused on the difference between the soft and hard approach of the HRM strategy. The soft approach of the HRM strategy will be covered up with the organisational manager’s approach which decides an employee as a resource of value and this will also be focused on the encouragement of the employees within the organisation.

On the other hand, this section will also be covered up with the approaches of the hard HRM strategies within an organisation. It has also been observed that the hard HRM strategy based approach focuses on the managers who think of the employees as the ordinary resources of the organisation. There are some doubts which focus on the motivating capacity of the manager within the hard HRM strategy (Gill and Meyer, 2011)

Universalistic approach of the people management strategy

It has been observed that the universalistic approach of the people management strategy will be emphasised on the best practice of the people management strategy. This strategy is famous within the HRM strategy because this strategy handles and manages a large number of issues within the organisation. This has also been observed that the universalistic approach of the people management strategy will be covered up with the recruitment and selection of the employees as well as it will also be covered up with the training as well as the development based approaches. Furthermore, this section will be emphasised on the employee based motivational strategy. As well as, this will also be covered up with many other internal issues of the particular organisation Premier Inn Hotel in the UK. It has thereby been established that the strategy is very much popular because this will be focused on the mutual option of resolving.

Best fit resource based view within the people management strategy

In addition to the previous section, this part will be based on the best fit resource based view within the people management strategy. As well as, the observed strategy will be covered up with the best contingency theory which focuses and established on the HR strategies. This should be focused on the HR based strategy trends. These are the proper focusing on the employees’ learning within Premier Inn Hotel (I-sight, 2020). It has thereby been observed that the section will be especially focused within the year 2020 during the pandemic outbreak of Covid era.

Personnel vs. HRM strategy 

This particular section will identify the difference between the personnel and the HRM strategy by focusing on some basic approaches. It has been observed that the personnel strategy will be covered up with the maintenance of the personnel by motivating them and by giving the proper training to the employees of the organisation. The other approach of the personnel strategy will be covered up with the focusing and managing of the administrative systems within the Premier Inn Hotel.

On the other hand, the HRM strategy is a little bit different from the personnel based strategies. It has also been observed that the HRM strategy is an amalgamation of some basic activities within an organisation. Therefore, this has some special activities which will ensure the goal of the organisation and it will also promote the success of the organisation, Premier Inn Hotel. In the meantime, this is essential to say that the HRM strategies would be focused within (the recruitment and selection, providence of training and development, employee motivation, engagement of the employees as well as the recognition and the reward of the employees. The company is largely focused on the management of the people within the organizational context.

 

Recommendation

The effective use of HRM strategies will prove better development of the multicultural attitude among the employee.

The employees who have been trained in Spanish language and culture need to have a good understanding of the English culture to effectively manage the employers concern.

Justification

The development of the strategies to enhance the multicultural understanding will effectively manage the organizational issues. The strategic management of the resources need to be developed effectively and efficiently to ensure the cultural transaction in a better and effective way.

Training and development areas in terms of people management strategy

Types of training

This section will be focused on several types of training within the selected hotel sector of the UK. These will be focused on the technical training, soft skill training, legal as well as the professional training. Furthermore, this will also be focused on the team training, managerial training as well as the safety training. It is also important for the organization to provide multicultural training as the focus of the polycentric.  The multicultural approach will provide a significant control over the organizational context. It needs to incorporate the team having good experience in managing the organization. The need for incorporating multicultural training is strongly felt to manage the people hired from Spanish culture and offering support to the people in different context. It has also been established that the basic training has been changed within the recent days (I-sight, 2020). These are the orientation, employee handbooks along with the shadowing.

Training to the employees

The employees were provided with the training in both language and culture. It will enhance their effectiveness and efficiency within the organizational context.

Goals of training

It is to improve the cultural knowledge to the employees. The employees hired from host country will be offered training in English culture to interact with other employees.

Activities

Cultural training	3 months
Language training	6 months
Improvement of leadership	2 months

 

Induction process

 

Figure 2: Induction process

(Source: Influenced by Ponomarenko, 2021)

This is the initial stage of the employee’s introduction after their recruitment within an industry. Therefore, it has also been observed that there are eight stages of the employee induction within the Premier Inn Hotel. These are the meet and greet, introduction to the own team, overview knowledge of the organisation, the work based policies, roles and expectations, process compliance, standards of the performance as well as the review and feedback (Ponomarenko, 2021).

The organization is focussed on the polycentric approach in recruitment leading to the incorporation of the employees from the host country. These employees require a better understanding of the people from English Culture and also need to know the people from their respective culture. These teams are to be placed under the manager of the host country and are to be provided a training on the leadership.

Description of the orientation

This is also an important part of the HRM strategy within the Premier Inn Hotel. This will be focused on the habituation of the newly recruited employees with the job roles, policies of the organisation as well as it will also be covered up with the responsibilities of the employees within the organisation. This process will be conducted by the HRM management.

Present skills

This will be focused on the four types of presentation skills. These are included within the informative, instructional, arousing and the decision making skills (Cukurova et al. 2019). Moreover, these skills will be included within the terms of an enthusiastic approach with an honest perspective. Therefore, it will be covered up with the focusing on the audience by focusing on the great body languages.

Future job related development skills

This section will be emphasised on the development skills which are associated with the future job related topics within the hospitality and the tourism industry of the UK. This has been observed that the needed skills will be focused within the following section:

• Emphasising on artificial intelligence.
• Different types of modern and advanced technological approaches. These are coding, block chain, cloud computing, UX design etc.,
• Therefore it will also be emphasised on some cognitive approaches such as the open communication, critical thinking as well as the emotional intelligence (Spector and Ma, 2019).

Succession planning

 

Figure 3: Succession planning

(Course: Influence by Ali and Mehreen, 2019)

This particular section will be emphasised on the succession plan within the hospitality and the tourism industry of the UK. This specific succession planning will be focused on the seven strategies and these will be covered up with the following section:

• Identification of the critical role within the Premier Inn Hotel
• Establishment of the success profile within the particular organisation of the UK.
• Assessment planning is based upon the staff.
• Establishment of the development plan.
• Focusing on the development of the successors.
• Try to focus on the ready successors with all types of equipment, skills and technologies (Ali and Mehreen, 2019).
• Last of all, it would be covered up with the review points of the adapted strategies.

Conclusion 

This particular assessment has been concluded by the business report which is basically based on the hospitality and the tourism sector of the UK. AS well as, this has also been observed that the report has described the organisation, Premier Inn Hotel within the major portion. Along with this, it has also been observed that the whole report was described by the different types of perspectives. At first the section observed a PESTLE report with some valuable points (political, economic, Labour market related, cultural, technological and environmental). Therefore, it has observed the cultural model of Hofstede and Trompenaars cultural dimension. Thereafter, the B part has focused on the basic and key concepts of the people management strategy along with the soft and hard approach of the HRM strategy. This has also emphasised on the universalistic approach and the best fitted approach of the people management strategy. After that, it has focused on the four sub topics of the EPRG framework, especially the polycentrism approach. Therefore, the strategy has concluded within the terms of the training and development areas in terms of people management strategy. It has observed some issues within the Premier Inn Hotel within the UK and this has been recommended that the future planning related portions will surely promote an extra advantage and success within the Premier Inn Hotel.

Reference list 

Ali, Z. and Mehreen, A., 2019. Understanding succession planning as a combating strategy for turnover intentions. Journal of Advances in Management Research.

Bãlan, S. and Vreja, L.O., 2013. The Trompenaars’ seven-dimension cultural model and cultural orientations of Romanian students in management. In Proceedings of the 7th International Management Conference” New Management for the New Economy”, November 7th-8th, Bucharest, Romania.

Businessjargons (2021) Recruitment Process: Available at: https://businessjargons.com/recruitment-process.html [Accessed on 28th June 2021] 

Christopher, M., Payne, A. and Ballantyne, D., 1991. Relationship marketing: bringing quality customer service and marketing together.

Cukurova, M., Kent, C. and Luckin, R., 2019. Artificial intelligence and multimodal data in the service of human decision‐making: A case study in debate tutoring. British Journal of Educational Technology, 50(6), pp.3032-3046.

Dana, L.P., 1997. The origins of self‐employment in ethno‐cultural communities: distinguishing between orthodox entrepreneurship and reactionary enterprise. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l’Administration, 14(1), pp.52-68.

Darcy, C., Hill, J., McCabe, T.J. and McGovern, P., 2014. A consideration of organisational sustainability in the SME context: A resource-based view and composite model. European Journal of Training and Development.

Gill, C. and Meyer, D., 2011. The role and impact of HRM policy. International Journal of Organizational Analysis.

Hand Luggage Only (2020) 9 British Traditions To Experience In The UK: Available at: https://handluggageonly.co.uk/2015/08/19/9-uniquely-british-traditions-you-must-experience-in-the-uk/ [Accessed on 20th June 2021]

Holloway, J.C. and Humphreys, C., 2019. The business of tourism. Sage.

Investopedia (2021) What Is the Relationship between Inflation and Interest Rates? Available at: https://www.investopedia.com/ask/answers/12/inflation-interest-rate-relationship.asp [Accessed on 20th June 2021]

I-sight (2020) 16 HR Trends You Need to Know in 2020:  Available at: https://i-sight.com/resources/16-hr-trends-you-need-to-know-in-2020-according-to-experts/ [Accessed on 20th June 2021]

Matusitz, J. and Musambira, G., 2013. Power distance, uncertainty avoidance, and technology: analyzing Hofstede’s dimensions and human development indicators. Journal of Technology in Human Services, 31(1), pp.42-60.

Oztemel, E. and Gursev, S., 2020. Literature review of Industry 4.0 and related technologies. Journal of Intelligent Manufacturing, 31(1), pp.127-182.

Paul Benjamin Lowry (1991) Available at: https://www.researchgate.net/figure/Hofstedes-Cultural-Dimension-Model-Hofstede-1991-p28_tbl1_220500429 [Accessed on 20th June 2021]

Ponomarenko, L., 2021. Project on Improvement of Employee Induction and Adaptation Process at Wholesale Company.

Prasad, M., 2006. The politics of free markets: The rise of neoliberal economic policies in Britain, France, Germany, and the United States. University of Chicago Press.

Richter, T., 2012. International marketing mix management: Theoretical framework, contingency factors and empirical findings from world-markets. Logos Verlag Berlin GmbH.

Shoham, A., Rose, G.M. and Albaum, G., 1995. Export motives, psychological distance, and the EPRG framework. Journal of Global Marketing, 8(3-4), pp.9-37.

Spector, J.M. and Ma, S., 2019. Inquiry and critical thinking skills for the next generation: from artificial intelligence back to human intelligence. Smart Learning Environments, 6(1), pp.1-11.

Yoshimoto, Y., Yamada, M., Kinoshita, E. and Otaka, T., 2015. Influence of supercharging on biodiesel combustion in a small single cylinder DI diesel engine (No. 2015-32-0733). SAE Technical Paper.