International Business WorkEach quiz needs to be answered .docx

International Business Work
Each quiz needs to be answered in a four-page minimum APA
style research paper. Title page and references page are not
included in page count. Don’t worry about adding this page
after the title page which is stated in the lower instruction.
However, please restate each question in the paper before
answering it.
Please answer each question thoroughly. Research must be done
where applicable. Your grade is contingent upon the in-
depthness of the responses given. The minimum/maximum
length of this paper is four pages.
Quiz 1
1. Explain the impact of the recent hurricane/disasters to the
import export system.
2. You have a manufacturer company that produces tennis shoes
(XY2 Company). You have decided that you would like to
market your product to Indonesia. Determine the differences in
attitude, values, and norms: relationship with the U.S, regarding
business operations, and how to alleviate any barriers that may
exist in doing business with your company.
3. You are the CEO of a cough syrup company (666 Cough
Syrup). Taking into consideration the legal and political system,
the cultural barriers and the language barriers, how would you
market your cough syrup to China? Give specific details on

marketing promotion, distribution, and packaging.
Quiz 2
1
. China is the largest country in the world. You are
thinking about marketing your product in their country. Your
information must be current (NLT 2008). You are to conduct a
COMPARATIVE ANALYSIS between China and the United
States.
You are to determine the population of China, the mean gross
income, the gross national product (GNP). It is suggested that
you display your information in a table format however do not
forget to cite your source.
2. Choose two countries from Africa and two countries from
Asia. Conduct a COMPARATIVE ANALYSIS with inflation
rates, interest rates, exchange rates in comparison with the
United States. discuss the economic system of these countries.
whether they are mixed economies, etc, discuss the economic
slowdown and what factors could have contributed to it. discuss
whether economies are moving toward private ownership and
how.
3. You are the owner of a tennis shoe company. Taken into
consideration all the issues presented in question 2, would you
expand your market to the four countries in question 2. If so,
what steps would you take relating to political policies, legal
environment behavioral practices, and economic environment to
gain access.
Quiz 3

1. One of the Eastern Bloc countries has resulted in a transition
from a command economy to a market economy. Explain the
process, incentives, decontrols Hungarian’s government has/had
to put in place to transition to a market economy. How long you
think this process will take? As a manager, at what stage would
you try to market your
product/service to this country? Explain.
2. With regards to the various agreements/treaties discussed:
EU, WTO, NAFTA, CARICOM, APEC. MERCOSUR, discuss
any pending applications, advantages/implications for trade
with the US and determine the mean GNP or GNI
Current Issues in Leadership 1
Course Learning Outcomes for Unit VII

Upon completion of this unit, students should be able to:
4. Evaluate how leaders use 360-degree feedback to improve
their work performances.
4.1 Explain 360-degree feedback best practices.
4.2 Identify ways organizations use 360-degree feedback.
7. Analyze how leaders foster employee motivation and morale
in an ever-changing workforce.
7.1 Examine ways that feedback can be used to increase
employee motivation and morale.
Course/Unit
Learning Outcomes
Learning Activity
4
Unit Lesson
All Required Unit Resources
Unit VII Research Paper
4.1
Unit Lesson
4.2
Unit Lesson
7
Unit Lesson
Article: The "New" Performance Management Paradigm:

Capitalizing on the
Unrealized Potential of 360 Degree Feedback.
7.1
Unit Lesson
Article: The "New" Performance Management Paradigm:
Capitalizing on the
Unrealized Potential of 360 Degree Feedback.
Required Unit Resources
In order to access the following resources, click the links
below.
Bracken, D. W., & Church, A. H. (2013). The "new"
performance management paradigm: Capitalizing on the
unrealized potential of 360 degree feedback. People and
Strategy, 36(2), 34–40.
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=90060977&site=ehost-
live&scope=site
Facteau, C. L., & Facteau, J. D. (1998). Reactions of leaders to
360-degree feedback from subordinates and
peers. Leadership Quarterly, 9(4), 427–448.
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direc
t=true&db=bth&AN=1312946&site=ehost-live&scope=site
UNIT VII STUDY GUIDE

360-Degree Feedback
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=90060977&site=ehost-live&scope=site
earch.ebscohost.com/login.aspx?direct=true&db=bth&AN=1312
946&site=ehost-live&scope=site
earch.ebscohost.com/login.aspx?direct=true&db=bth&AN=1312
946&site=ehost-live&scope=site
LDR 6302, Current Issues in Leadership 2
UNIT x STUDY GUIDE
Title
Frangos, C. (2015). How Cisco gets brutally honest feedback to
top leaders. Harvard Business Review Digital
Articles, 2–5.
live&scope=site
Tornow, W. W., & London, M. (1998). 360-degree feedback:
The leadership challenges. Leadership in Action,
18(1), 1–13.

live&scope=site
Unit Lesson
You are the manager of your department. How do you provide
feedback to your employees? Do you simply
give a performance evaluation annually? Do you feel that is
enough? What happens if you notice that one of
your employees is struggling with customer service? You want
to help that employee improve, but, in this
case, a traditional performance evaluation may not be helpful.
So, what do you do now?
In this unit, we will look at the power of 360-degree feedback.
What is 360-degree feedback? According to
Custom Insight (n.d.), 360-degree feedback is a full circle of
feedback about an employee that the leader or
manager receives from subordinates, peers, suppliers, and other
business agencies. The feedback is
provided in both a qualitative and quantitative rating scale
(Custom Insight, n.d.). The purpose of any type of
feedback is to improve behavior by highlighting both the
strengths and weaknesses that need adjustment. As
with any feedback, it is the receiver of this information (the
employee) who has to make the adjustment. This
requires knowing one’s self and putting a set of processes in
place to make improvements where needed as
well as continuing to foster good relations that already exist.
The graphic below shows the concept of 360-degree feedback:
The process of developing effective 360-degree feedback
involves several key steps. London and Beatty
(1993) highlighted three major steps in providing 360-degree

feedback:
• Communicate the purpose. What is going right, and what
needs improvement?
• Develop the content and format of the survey. What is being
measured? Measurements must reflect
leadership performance, interaction with others, communication,
problem solving, team abilities, and
more.
• Produce a report that highlights the metric measurements with
scores and qualitative information that
allows the leader to review and make improvements where
needed.
The graphic depicts 360-degree feedback.
(Adapted from Bracken & Church, 2013)
UNIT x STUDY GUIDE

Title
We know that typical leader-to-employee feedback is a powerful
tool that is used to reinforce or correct
behavior, but 360-degree feedback is a type of full-circle
feedback that is provided to an employee’s leader or
manager. In the article “How Cisco Gets Brutally Honest
Feedback to Top Leaders,” Frangos (2015) outlines
the executive 360-feedback assessment that identifies,
measures, and profiles the strengths, goals, areas for
improvement, and best ways to leverage these aspects.
Cisco Systems Example
Cisco Systems is a technology company that produces routers,
Internet servers, and Internet security
systems. Their mission and objective are to obtain 360-degree
feedback on their products from their
customers.
According to Frangos (2015), Cisco’s 360-degree feedback is
organized into two main parts. First, there is the
quantitative evaluation, as discussed above, from London and
Beatty (1993). Measurement areas are scored
on a rating scale where a low score indicates that immediate
action is required for improvement, and a high
score indicates that little to no action is required but, instead, a
maintaining posture is initiated. The scores
and topical areas are based on industry standard measurements.
The second part is qualitative. Frangos
(2015) noted that the qualitative segment provides written, in-
depth comments from peers, supervisors, and
suppliers based on the same measurement areas above. More
detail is expected in the qualitative

measurement, which provides more exact feedback to the leader.
The review is conducted every 18 months and provides the
leader with modified strength, weakness,
opportunity, and improvement areas. As Frangos (2015) noted,
the 360-degree process is brutally honest and
transparent as it provides five major benefits to the company
and individuals. This process is executed by
exposing liabilities that the leader has, by improving executive
readiness, by accessing how leaders work in
groups and team environments, and by allowing the board of
directors to review scores and make
recommendations with follow-on positions that will grow the
company.
The graphic below shows what this process of implementing
360-degree feedback may look like:
Feedback Measurements
The link provided below displays an example of measurement
areas in a 360-degree feedback survey. Note:
Not every survey is the same, but the survey is divided into
categories: middle- to upper-level management,
organizational leader, and non-manager. The following resource
is optional.
Custom Insight. (n.d.). Sample 360 degree feedback surveys.
http://www.custominsight.com/360-degree-
feedback/sample-360-feedback-surveys.asp
The graphic depicts how 360-degree feedback may be
implemented.
http://www.custominsight.com/360-degree-feedback/sample-
360-feedback-surveys.asp

http://www.custominsight.com/360-degree-feedback/sample-
360-feedback-surveys.asp
UNIT x STUDY GUIDE
Title
How does 360-degree feedback tie into employee motivation?
First, take the time to review the optional link
above, and look at the measured areas for the leader. They are
quite detailed and focused both on mission
and people. The answer is simple; improve the quality of
interaction with superiors, customers, and suppliers
so that the corporate mission, objectives, and goals can be
attained. If goals are being met, and the mission is
accomplished, the company is growing. If the quality of life for
workers on the job improves and if leadership
is more open and has empathy, then this transitions to goals
being met.
The chart below, for example, demonstrates feedback that might
be given to an employee on motivation and
morale:
Criteria: Character Score (1-5)
1. Understands own strengths and opportunities
for improvement

2. Seeks out feedback
3. Avoids negativity and hidden agendas
4. Supports organization’s mission and vision
5. Shows professionalism in interactions with
colleagues and clients
Putting It All Together
Take a look at the career options that Cisco provides by clicking
the link provided below. The resource is
optional.
Cisco. (n.d.). Careers home.
http://www.cisco.com/c/en/us/about/careers.html
From the careers link, you can see the organization’s mission
statement, which focuses on people,
processes, and innovation (Cisco, n.d.). Cisco states that they
aim to make a positive difference in the world.
The key takeaway from this statement is twofold—(1)
promoting employee and customer connections and (2)
making meaningful improvements in product development that
deliver customer satisfaction. Hence, we see
the underlying foundation of 360-degree feedback as outlined
by Frangos (2015) come to fruition on the
company’s website. Adding value is what Cisco and other
companies strive to accomplish. Superior

leadership influences and creates synergies that allow the
business to expand and make a difference in
society’s needs.
You have to know where you are going in order to get there.
Hence, your vision is the end statement of your
organization. Where do you want the products to be in five
years? In five years, where do we want Leader A
to be? How do we get this person to this point? What training,
assignments, and experiences do we need to
give him or her? Finally, the underlying component here is 360-
degree feedback. The feedback is full
spectrum as you have seen from the diagrams in the lesson.
With 360-degree feedback, leaders are able to
digest, access, and take action to make improvements to meet
individual needs as well as corporate
objectives.
Look at yourself in this process. What is your vision after you
complete all of your course work? Next, you
have to put a plan together to attain this vision. This plan will
contain your mission statement (i.e., how you
will do it). You may find that in order to be competitive to meet
mission goals and objectives, you might have
to earn certificates that are specialized for the job. You might
have to improve on any weak areas. You might
have to get more involved with your community and take on a
leadership position in a club, for example. The
criteria will be different for everyone. The main point is that
you need to personally access where you are
now, where you need to go, and what you need to do to get
there. All along the way, you need to request
feedback from people you work with on where you need to
improve.

UNIT x STUDY GUIDE
Title
References
Bracken, D. W., & Church, A. H. (2013). The "new"
performance management paradigm: Capitalizing on the
unrealized potential of 360 degree feedback. People and
Strategy, 36(2), 34–40.
live&scope=site
Cisco. (n.d.). Careers home.
Custom Insight. (n.d.). What is 360 degree feedback?
feedback/what-is-360-degree-feedback.asp
Frangos, C. (2015). How Cisco gets brutally honest feedback to
top leaders. Harvard Business Review Digital

Articles, 2–5.
live&scope=site
London, M., & Beatty, R. W. (1993). 360-degree feedback as a
competitive advantage. Human Resource
Management, 32(2/3), 353–372.
live&scope=site
Suggested Unit Resources
In order to access the following resources, click the links
below.
The following resource, which is referenced in the Unit VII
Lesson, includes a detailed description of 360-
degree feedback and how it can be used.
Custom Insight. (n.d.). What is 360 degree feedback?
feedback/what-is-360-degree-feedback.asp
The following article explains the benefits of leadership
transparency and two-way feedback. Benefits include
confidence and a better understanding of self.

Jupp, C. (2016). In my opinion: Feedback has two-way
advantages. Mortgage Strategy (Online Edition), 7.
live&scope=site
This final resource includes the ways feedback can be used to
increase one’s role within an organization.
Latson, A. (2014). The real impact of leadership. Canadian
Manager, 39(3), 23–24.
live&scope=site
http://www.custominsight.com/360-degree-feedback/what-is-
360-degree-feedback.asp
http://www.custominsight.com/360-degree-feedback/what-is-
360-degree-feedback.asp

Instructions
In this unit, we discussed 360-degree feedback. During this
assignment, you will take this concept a step further and
research best practices. Additionally, you will consider how you
can use them as a part of your professional career.
Start by researching best practices for 360-degree feedback, and
research how leaders/organizations implement it. Then, begin to
consider how you would like to handle feedback with your own
subordinates.
Your research paper should meet the following criteria:
· Include an introduction.
· Explain 360-degree best practices and implementation plans.
· Include examples of organizations' use of feedback and your
evaluation of its effectiveness.
· Explain how you will use feedback with your own employees
in your future career.
· Evaluate how you will use 360-degree feedback to increase
employee motivation and morale.
Your research paper should be a minimum of three pages in
length, not counting the title and reference pages. You are
required to use at least three outside sources to support your
ideas, one of which must be from the CSU Online Library. All
sources used must be cited and referenced according to APA
style.
Ten- page research paper
This Individual project will consist of a ten-page minimum

research paper (APA format) outlining a domestic based
company of your choice and incorporating the external
influences that affect international business.
The Domestic base company I decided to choose was Nike Inc.
Case Study
Questions needs to be answered in complete sentences and
thoroughly as possible.
TOMMY HILFIGER
1. Discuss the applicability of each international marketing
orientation (as
out lined in your text) to HILFIGER’s global operations.
2. How might the global recession such as the one in 2008
impact Hilfiger's global
operations?
3. What are the major competitive advantages that Hilfiger has?
4. As CEO of Hillier, discuss the economic considerations,
alteration costs and
potential obstacles in international pricing that may impact
Hilfiger.

International Business WorkEach quiz needs to be answered .docx

International Business WorkEach quiz needs to be answered .docx

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