This document provides an executive summary and table of contents for a case study on how institutional factors in China have impacted the human resource practices of multinational companies (MNCs). The case study will examine MNC market entry strategies, the advantages and disadvantages of using expatriates versus local workers, the best approach for MNCs in China, and predictions for MNC international HRM practices in China going forward. The document begins discussing China's economic growth and replacing of other countries as the top consumer market. It also notes increasing restrictions placed on MNCs by the Chinese government favoring local companies.
Bus 475 capstone final exam new 2016 part 1alicalland
This document provides a summary of key points from a BUS 475 CAPSTONE FINAL EXAM NEW 2016 PART 1 study guide. It includes 5 multiple choice questions about topics like sampling distributions, ethical decision making frameworks, and logical fallacies. It encourages the reader to purchase access to solutions for entire courses, exams, and homework assignments from an online study site.
Productivity Differential Between Local And Foreign Plants in Indonesia Manuf...Nicha Tatsaneeyapan
The document is a research paper that examines productivity differentials between locally-owned and foreign-owned manufacturing plants in Indonesia in 1995. It reviews previous studies on this topic and outlines two hypotheses it will test: 1) that foreign-owned plants have higher technology levels and productivity than locally-owned plants, and 2) that wholly or majority foreign-owned plants have higher technology levels than other foreign-owned plants. The paper describes the methodology and translog production function model it will use to test these hypotheses using a dataset of Indonesian manufacturing plants.
Ford financial crisis which has escalated over the last few years has been mainly triggered by the executive bureaucracy and royal hierarchy which is fashioned to the Ford family ties, the new appointed chief executive Alan R. Mulally articulates that the working atmosphere in this organization is very reclusive, information and communication among production stage shop floor taskforce is prohibited, this fact rationalize the employees making errors and been unable to correct them which has led to the corporation loss of $1.2 billion dollars. This fact has led to Ford degeneration to symbol of inefficiency, projected y the fact that the executive are reluctant making the culture of this organization to be dysfunctional and defeatist conflicting resulting to losing to the new Cerberus Chrysler management in sales as voiced by Kiley (2007). The case study evaluates three question that are aligned with the organization atmosphere, centrally emphasizing on fords main flaws which have degenerated to dysfunctional conflict, the role that the new chief executive Mulally has patterned to combat this conflict and will analyzed Mulally intervention of the incident involving Consumer Reports staff and two senior Ford engineers.
Strategic Reccomendation for Netflix's Indian Market EntryJoseph Pothen
Netflix is considering entering the Indian OTT market. The document recommends that Netflix initially enter through a small-scale minority joint venture with two local partners - a film producer and a telecom company. This cautious approach is suggested due to technological challenges and competitive pressures in India. A joint venture would help Netflix gain local knowledge and distribution while mitigating risks through small-scale entry.
General Motors filed for bankruptcy in 2009 due to various internal and external factors. To facilitate its turnaround, GM developed a Knowledge Management System (KMS) to leverage employees' knowledge and experiences. However, the initial KMS failed due to a lack of competitive strategy and transparency. Since then, GM has established a more effective KMS which has helped adapt to market changes and improve processes, leading to financial recovery. However, knowledge loss remains a drawback.
BUS 475 Capstone Final Examination Part 1 : Business Question And Answer | UO...UOP E Help
We offer observe have a look at materials for BUS 475 Capstone Final Examination Part 1, BUS 475 Capstone Final Examination Part 1 Test Paper, UOP Business 475 Final Exam Solution, BUS 475 Capstone Final Examination Part 1 Questions and Answers, BUS 475 Complete Course, BUS 475 Complete Assignment for University Of Phoenix.
Academic 1 case study based assigment doneasmits kharel
We provide live online tutoring which can be accessed at anytime and anywhere according to student’s convenience. We have tutors in every subject such as Math, Chemistry, Biology, Physics and English whatever be the school level. Our college and university level tutors provide engineering online tutoring in areas such as Computer Science, Electrical and Electronics engineering, Mechanical engineering and Chemical engineering.
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This study analyses a baseline dataset collected for an evaluation of a co-operation project that assists trade unions in Zambia to boost their activities. The data were collected from 51 establishments to study attitudes towards unions, working conditions and the views of employers and trade union representatives on each other. The results show that employees have, by and large, positive views on unions but turning to unions when there are problems is not particularly common. Wages are often considered to be too low and assumed to be lower than those of similar individuals elsewhere or even in the same establishment. Regression analysis shows that having positive views on unions per se has a positive association with satisfaction and negative correlation with resign intentions. Union membership, however, seems to be correlated with employees being more discontent with their wages in some instances, though the direction of causality is unclear. Union membership seems to be associated with higher awareness of malpractices.
Bus 475 capstone final exam new 2016 part 1alicalland
This document provides a summary of key points from a BUS 475 CAPSTONE FINAL EXAM NEW 2016 PART 1 study guide. It includes 5 multiple choice questions about topics like sampling distributions, ethical decision making frameworks, and logical fallacies. It encourages the reader to purchase access to solutions for entire courses, exams, and homework assignments from an online study site.
Productivity Differential Between Local And Foreign Plants in Indonesia Manuf...Nicha Tatsaneeyapan
The document is a research paper that examines productivity differentials between locally-owned and foreign-owned manufacturing plants in Indonesia in 1995. It reviews previous studies on this topic and outlines two hypotheses it will test: 1) that foreign-owned plants have higher technology levels and productivity than locally-owned plants, and 2) that wholly or majority foreign-owned plants have higher technology levels than other foreign-owned plants. The paper describes the methodology and translog production function model it will use to test these hypotheses using a dataset of Indonesian manufacturing plants.
Ford financial crisis which has escalated over the last few years has been mainly triggered by the executive bureaucracy and royal hierarchy which is fashioned to the Ford family ties, the new appointed chief executive Alan R. Mulally articulates that the working atmosphere in this organization is very reclusive, information and communication among production stage shop floor taskforce is prohibited, this fact rationalize the employees making errors and been unable to correct them which has led to the corporation loss of $1.2 billion dollars. This fact has led to Ford degeneration to symbol of inefficiency, projected y the fact that the executive are reluctant making the culture of this organization to be dysfunctional and defeatist conflicting resulting to losing to the new Cerberus Chrysler management in sales as voiced by Kiley (2007). The case study evaluates three question that are aligned with the organization atmosphere, centrally emphasizing on fords main flaws which have degenerated to dysfunctional conflict, the role that the new chief executive Mulally has patterned to combat this conflict and will analyzed Mulally intervention of the incident involving Consumer Reports staff and two senior Ford engineers.
Strategic Reccomendation for Netflix's Indian Market EntryJoseph Pothen
Netflix is considering entering the Indian OTT market. The document recommends that Netflix initially enter through a small-scale minority joint venture with two local partners - a film producer and a telecom company. This cautious approach is suggested due to technological challenges and competitive pressures in India. A joint venture would help Netflix gain local knowledge and distribution while mitigating risks through small-scale entry.
General Motors filed for bankruptcy in 2009 due to various internal and external factors. To facilitate its turnaround, GM developed a Knowledge Management System (KMS) to leverage employees' knowledge and experiences. However, the initial KMS failed due to a lack of competitive strategy and transparency. Since then, GM has established a more effective KMS which has helped adapt to market changes and improve processes, leading to financial recovery. However, knowledge loss remains a drawback.
BUS 475 Capstone Final Examination Part 1 : Business Question And Answer | UO...UOP E Help
We offer observe have a look at materials for BUS 475 Capstone Final Examination Part 1, BUS 475 Capstone Final Examination Part 1 Test Paper, UOP Business 475 Final Exam Solution, BUS 475 Capstone Final Examination Part 1 Questions and Answers, BUS 475 Complete Course, BUS 475 Complete Assignment for University Of Phoenix.
Academic 1 case study based assigment doneasmits kharel
We provide live online tutoring which can be accessed at anytime and anywhere according to student’s convenience. We have tutors in every subject such as Math, Chemistry, Biology, Physics and English whatever be the school level. Our college and university level tutors provide engineering online tutoring in areas such as Computer Science, Electrical and Electronics engineering, Mechanical engineering and Chemical engineering.
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This study analyses a baseline dataset collected for an evaluation of a co-operation project that assists trade unions in Zambia to boost their activities. The data were collected from 51 establishments to study attitudes towards unions, working conditions and the views of employers and trade union representatives on each other. The results show that employees have, by and large, positive views on unions but turning to unions when there are problems is not particularly common. Wages are often considered to be too low and assumed to be lower than those of similar individuals elsewhere or even in the same establishment. Regression analysis shows that having positive views on unions per se has a positive association with satisfaction and negative correlation with resign intentions. Union membership, however, seems to be correlated with employees being more discontent with their wages in some instances, though the direction of causality is unclear. Union membership seems to be associated with higher awareness of malpractices.
This document summarizes a 1999 journal article reviewing the evolution of human resources management (HRM) theory, research, and practice over the past 25 years. It identifies three dominant perspectives that have shaped HRM work: the strategic perspective, which aims to align HRM with organizational strategy; the international perspective, which considers global and cross-cultural issues; and the political perspective, which examines the informal influences on HRM. The review analyzes prior literature in these areas and discusses current research directions, suggesting opportunities to integrate other disciplines into future HRM studies.
This document discusses several key components of human resource management: recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, productivity, and appraisal. It provides details on the recruitment and selection process, important aspects of employment legislation like discrimination, discipline procedures, types of development and training, different rewards systems, the importance of trade unions, measuring productivity, and the goals of appraisal. The document serves as an overview of fundamental areas of human resource management.
This project was done long back as part of my 5th sem course, and yes, i surfed every nook and corner of this earth and ended up meeting this awesome slides share website. I will be very honest that i clubbed two different projects and added little more extra masala to update IA's present situation, i worked more on presenting the present status of IA, that part of sweat shed really worked out to impress my classmates and lecturers because i knew, just like me, many would have got ready made things. uniqueness is what most appreciated, let it be even a little effort to change.
The document discusses the importance of human resource synergies in merger integrated organizations. It notes that 83% of mergers fail to produce benefits for shareholders and over 50% destroy value, with workforce performance being key to success or failure. Senior management identifies talent retention as the biggest challenge in leading a successful merger. Human resources can add value throughout the M&A lifecycle by helping with due diligence, developing communication strategies, designing integration plans, and monitoring employee attitudes. Key to success is effectively managing the integration process from the earliest stages.
Strategic human resource managementHR challenge during merger,Potential chall...Md.Shakilur rahman
Katherine Montgomery, the HR manager of a hospital that may merge with a larger academic medical center, will face several challenges with the merger. These include differing corporate cultures between the private, nonprofit hospital and the public academic center, as well as managing union contracts and civil service rules. Some strategies to address these challenges are providing cross-training, workshops on culture, negotiating new contracts, and surveys to determine which HR practices to retain. The involvement of HR in planning will be important for a successful merger.
Cisco uses acquisitions to increase market share and customer satisfaction while integrating compatible companies and cultures. It ensures job security and orientation for acquired employees. Union Pacific struggled to integrate Southern Pacific, causing delays costing $1 billion. AOL and Time Warner failed to integrate due to clashes between cultures, leading to losses and demerger.
1) The document discusses strategies for multinational companies operating successfully in China. It notes that some companies like Home Depot and Best Buy have struggled, while others like automakers and Apple have thrived.
2) It explains that a company's performance depends on the industry sector - some are closed to foreign firms, some are highly competitive with both Chinese and foreign firms, and some like automotive are partially open.
3) A key to success is having strong local leadership that understands the unique China context and can adapt the company's global strategies accordingly. Getting the right balance between global and local demands and mindsets is important.
Diagnostics and Interventions for the Global Human Capital Manager.docxlynettearnold46882
Diagnostics and Interventions for the Global Human Capital Manager
DUE ON 10/31/2017 AT 23:00PM
750 - 1,000 words
The board of directors at AGC needs a status update on your change management project. Shawn asks you to write an executive report for John and the board of directors about the change management process and the progress being made toward resolving the global human capital management problems at AGC. This report will be shared at an upcoming investor meeting. Because the future success of AGC depends on achieving its human capital management goals, the board of directors wants to ensure that investors understand that it has changed its strategy to align human capital goals with its organizational goals.
Review the AGC scenario for this course and prepare a 750–1000-word executive report that describes the steps in your change management plan, including the following:
· Diagnosis: A summary of AGC’s problems, how they were diagnosed, and your conclusions regarding the root causes.
· Intervention: A description of human capital management strategies that you recommended to create change at AGC and how they were implemented.
· Evaluation: How did you measure the effectiveness of your change management plan? What were the effects on the employees and the organization’s market performance?
MUST USE SOURCES & NOTES BELOW
http://www.ahrd.org/
http://blog.iese.edu/reiche/files/2010/08/Inpatriates-and-the-role-of-interpersonal-trust1.pdf
http://journals.sagepub.com/home/jom
http://horizon.unc.edu/
Introduction: Lessons from Experience: Diversity and Cultural Sensitivity
The story that you are about to read is from actual events that occurred in the field. Its purpose is to provide you with a real-world example from a seasoned professional in the business world.
Diversity and Cultural Sensitivity
My company, Elite Global Engineering, Inc. (EGE) is a multinational organization with international subsidiaries in eight locations. Project management is an important component at EGE. Individuals are chosen to lead large change initiatives. Depending on the project, these changes often affect our home base in Florida as well as one or more of our global subsidiaries. I was asked to lead a large project for our home base and two of our international locations in Italy and in China. The project involved the integration of a new informational management (IM) system. My core team was crosscultural and included members from all locations. As the manager of this project, I employed key components of change management principles and steps; I followed a combination of Kotter’s and Lewin’s basic steps. Well into the project, I felt pleased about my team's performance until I received a phone call from one of the senior directors in China. He told me that team members in China had concerns about the team and their involvement. He said that they felt their opinions were not taken seriously and that they did not feel like equal partners. This came as a s.
The document discusses standardization and team cohesion issues at PolyProd, a manufacturing and distribution company with headquarters and four plants globally. Each plant operates autonomously instead of collaboratively. Processes and documentation are inconsistent across plants. Roberta, who is leading an initiative for change, still needs to do more work standardizing processes and training employees. For her plan to succeed, the whole team needs to work cohesively based on principles like encouraging participation and compromise. Roberta must convince leadership of the importance of set standards and accountability to improve numbers. She should provide statistics from other companies that standardized and saw benefits. An all-staff meeting is needed to establish new guidelines and procedures for documentation.
A study of international human resource management- theories and techniques Antara Rabha
Understanding the concept of International Human resource management in terms of recruitment and training. Basic concepts and clear understanding. all the Various methods of recruitment-offline as well as online methods and various types of training such as an internship , apprenticeship etc.
This text was adapted under a Creative Commons Attribution-TakishaPeck109
This text was adapted under a Creative Commons Attribution-
NonCommercial-ShareAlike 3.0 License without attribution as requested
by the work’s original creator or licensee.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://creativecommons.org/licenses/by-nc-sa/3.0/
International HRM
Things Weren’t What They Seemed
When your organization decided to go “global” two years ago, the executives didn’t know what they were
getting into. While the international market was attractive for your company’s product, the overall plan
wasn’t executed well. The organization was having great success selling its baby bath product in the
domestic market, and once that market was saturated, the organization decided to sell the product in
South America. Millions of dollars’ worth of research went into product marketing, and great success was
had selling the product internationally. It was only when the organization decided to develop a sales
presence in Peru and purchase a company there that the problems started. While market research had
been done on the product itself, the executives of the company did little research to find out the cultural,
economic, and legal aspects of doing business in that country. It was assumed that the Peru office would
run just like the US office in terms of benefits, compensation, and hiring practices. This is where the
strategy went wrong.
Many cultural aspects presented themselves. When executives visited the Peru office, the meeting was
scheduled for 9 a.m., and executives were annoyed that the meeting didn’t actually start until 9:45 a.m.
When the annoyed executives started in on business immediately, the Peruvian executives disapproved,
but the US executives thought they disapproved of the ideas and weren’t aware that the disapproval came
from the fact that Peruvians place a high emphasis on relationships, and it was rude to get down to
business right away. When the executives walked around the office and spoke with various employees,
this blunder cost respect from the Peruvian executives. Because Peru has a hierarchical structure, it was
considered inappropriate for the executives to engage employees in this way; they should have been
speaking with management instead.
Besides the cultural misunderstandings, executives had grossly underestimated the cost of compensation
in Peru. Peru requires that all employees receive a bonus on the Peruvian Independence Day and another
on Christmas. The bonus is similar to the monthly salary. After a year of service, Peruvians are allowed to
go on paid vacation for thirty calendar days. Higher benefit costs were also an issue as well, since Peru
requires workers to contribute 22 percent of their income to pension plans, and the company is required
to pay 9 percent of salaries toward social (universal) health insurance. Life insurance is also required to be
paid by the employer after four years of service, ...
This document outlines long-term strategies for Foresight Communications Group, a PR and marketing firm. It discusses objectives like forecasting future consumer behavior and anticipating market changes. Key long-term goals include adapting to evolving client needs through training, developing foresight capabilities, and building credibility. The immediate environment presents opportunities in Houston's energy boom but challenges include establishing name recognition as an independent practitioner competing against larger agencies.
Management Essay Writing Topics by Derrick Trujillo - Issuu. Essay on management (sample). Financial Management - PHDessay.com. What is Management Essay. Management Essay1 | MGMT1001 - Managing Organisations and People .... Write a short essay on Time Management | Essay writing | English - YouTube. Sample Essay For Pte Exam – Telegraph.
Running Head DIVERSIFICATION STRATEGY1DIVERSIFICATION STRAT.docxcharisellington63520
Running Head: DIVERSIFICATION STRATEGY
1
DIVERSIFICATION STRATEGY
8
Diversification strategy
Name
College
Course
Tutor
Date
Diversification is one of the strategies that the company will use so as to stay afloat in the highly competitive market. It is a risk management technique which involves mixing a wide range of investments in the same portfolio (Kenny, 2009). Most companies use the strategy so as to grow, spread risk, to fully utilize the existing resources and to escape from the undesirable industry environment. The essence of using the strategy is that on average, the different product types will yield higher returns to the company and at the same time reduce risks in comparison to individual products. Since the company market is a highly competitive one, the organization should diversify its products and services so as to attract more customers and reap as much benefits as it can from the potential market.
Diversification of the business
The advantages associated with the diversification strategy are: It creates opportunities to achieve economies of scale. It creates opportunities to expand product offerings and expand into new geographical areas. It reduces the cyclical fluctuations in sales and revenues and cash flows and it lets the company continue to grow after the core business has matured. The disadvantage is that it may be complex and difficult to coordinate the different but related businesses. The other problem with the strategy is that the managers of the firm may lack the knowledge of the firms’ businesses. The strategy may therefore be useful if well implemented and follow ups carried out so as to ensure that the strategy is effective and advantageous to the firm.
Strategy for diversification indicating the products and industries for the diversification and how synergies may be gained from the diversified activities
Diversification could either be related or unrelated to the products currently on offer. In the case of the APAtizer Company, since not all tutors require the assignments to be written in the APA format, tutorials for the other formatting styles such as Turabian, Chicago, MLA and Harvard could also be offered at the APAtizer website. That will highly increase the sales volumes due to the increase in the market size. That will be as a result of different services offered. The site could also use other retailers to offer their services. That could be through affiliate companies which would increase the company’s market.
Synergies may be gained from the diversified activities in the human resource department since there will be no need to acquire new staff as long as the diversified strategy is related. The technology will also not be acquired as the existing one will be shared in the processing of the new products and services. The few resources will be used to produce the new products and increase revenue. By using the unrelated product differentiation strategy, the synergies to be gained w.
Toyota Motor CorporationEvaluation of the CaseComment by Jumacurranalmeta
Toyota Motor Corporation
Evaluation of the CaseComment by Jumana Ayoub: This section is very short
You need to have sections/headings for each of the risks and write a paragraph or two about each risk
This study presents the CSR and how globalization has influenced it
Thus, there is a lot you can write in terms of social risks, governance risks ….etc
One more thing, you need to extract the ideas of the effective practices from the case study
There are various risks; social risk and problems; governance risks; ethical criteria; financial criteria and quality management. There are risks that are connected with the increase of environmental cost. The environmental cost in TMC incorporate ecological degradation, energy crisis, environmental pollution that might affect the financial position of the company. The increase in the environmental cost have risk in material cost and might affect the sustainability reports of TMC with the real benefit as weighed in cost saving. Social risk that TMC might have the fact that they might have cause pollution which might affect the public and this might mean that they will not have the public support (Mion & Beghini, 2019).Comment by Jumana Ayoub: This is just an assertion; I cannot see explanation for it or supporting ideas related to the above risks
The risk of not following the ethical criteria when it comes to handling the environment. Controlling pollution caused by the products that they deal with is not easy for the organization to represent to the public. The company involves itself with the sustainable plant initiative whereby they deal with the ecological products, energy reduction, and energy conversion along with the local community involvement. It seems the social contribution sustainability is working in handling the issue of global warming for all the sustainable plants (Dang & Reynolds, 2017). Reduction in the cost of environmental cost is not working since every single year there is more need to handle the externalities since the production process is on the go which means more materials and products are being used. The externalities might cause market failure, wear and tear on the roads, environmental externalities and safety externalities. Comment by Jumana Ayoub: Incomplete sentence
Proposed
Solution
/Changes
Internalizing the externalities: the externalities cause by the TMC which is a private sector can be minimized by internalizing these externalities. This can be done by shifting the cost burden from the negative externalities like traffic congestion or pollution from the outside sector to the internal sectors and this can be facilitated using the government subsidies, property rights or through taxation which is the best way to handle the TMC externalities. The company should incorporate the subsidies offered by the government to handle their externalities. Comment by Jumana Ayoub: There should be an explanation to these concepts “externalities” what do they refer to?Comment by Ju ...
Toyota Motor CorporationEvaluation of the CaseComment by Juma.docxnovabroom
Toyota Motor Corporation
Evaluation of the CaseComment by Jumana Ayoub: This section is very short
You need to have sections/headings for each of the risks and write a paragraph or two about each risk
This study presents the CSR and how globalization has influenced it
Thus, there is a lot you can write in terms of social risks, governance risks ….etc
One more thing, you need to extract the ideas of the effective practices from the case study
There are various risks; social risk and problems; governance risks; ethical criteria; financial criteria and quality management. There are risks that are connected with the increase of environmental cost. The environmental cost in TMC incorporate ecological degradation, energy crisis, environmental pollution that might affect the financial position of the company. The increase in the environmental cost have risk in material cost and might affect the sustainability reports of TMC with the real benefit as weighed in cost saving. Social risk that TMC might have the fact that they might have cause pollution which might affect the public and this might mean that they will not have the public support (Mion & Beghini, 2019).Comment by Jumana Ayoub: This is just an assertion; I cannot see explanation for it or supporting ideas related to the above risks
The risk of not following the ethical criteria when it comes to handling the environment. Controlling pollution caused by the products that they deal with is not easy for the organization to represent to the public. The company involves itself with the sustainable plant initiative whereby they deal with the ecological products, energy reduction, and energy conversion along with the local community involvement. It seems the social contribution sustainability is working in handling the issue of global warming for all the sustainable plants (Dang & Reynolds, 2017). Reduction in the cost of environmental cost is not working since every single year there is more need to handle the externalities since the production process is on the go which means more materials and products are being used. The externalities might cause market failure, wear and tear on the roads, environmental externalities and safety externalities. Comment by Jumana Ayoub: Incomplete sentence
Proposed
Solution
/Changes
Internalizing the externalities: the externalities cause by the TMC which is a private sector can be minimized by internalizing these externalities. This can be done by shifting the cost burden from the negative externalities like traffic congestion or pollution from the outside sector to the internal sectors and this can be facilitated using the government subsidies, property rights or through taxation which is the best way to handle the TMC externalities. The company should incorporate the subsidies offered by the government to handle their externalities. Comment by Jumana Ayoub: There should be an explanation to these concepts “externalities” what do they refer to?Comment by Ju ...
Toyota Motor CorporationEvaluation of the CaseComment by Juma.docxjuliennehar
Toyota Motor Corporation
Evaluation of the CaseComment by Jumana Ayoub: This section is very short
You need to have sections/headings for each of the risks and write a paragraph or two about each risk
This study presents the CSR and how globalization has influenced it
Thus, there is a lot you can write in terms of social risks, governance risks ….etc
One more thing, you need to extract the ideas of the effective practices from the case study
There are various risks; social risk and problems; governance risks; ethical criteria; financial criteria and quality management. There are risks that are connected with the increase of environmental cost. The environmental cost in TMC incorporate ecological degradation, energy crisis, environmental pollution that might affect the financial position of the company. The increase in the environmental cost have risk in material cost and might affect the sustainability reports of TMC with the real benefit as weighed in cost saving. Social risk that TMC might have the fact that they might have cause pollution which might affect the public and this might mean that they will not have the public support (Mion & Beghini, 2019).Comment by Jumana Ayoub: This is just an assertion; I cannot see explanation for it or supporting ideas related to the above risks
The risk of not following the ethical criteria when it comes to handling the environment. Controlling pollution caused by the products that they deal with is not easy for the organization to represent to the public. The company involves itself with the sustainable plant initiative whereby they deal with the ecological products, energy reduction, and energy conversion along with the local community involvement. It seems the social contribution sustainability is working in handling the issue of global warming for all the sustainable plants (Dang & Reynolds, 2017). Reduction in the cost of environmental cost is not working since every single year there is more need to handle the externalities since the production process is on the go which means more materials and products are being used. The externalities might cause market failure, wear and tear on the roads, environmental externalities and safety externalities. Comment by Jumana Ayoub: Incomplete sentence
Proposed
Solution
/Changes
Internalizing the externalities: the externalities cause by the TMC which is a private sector can be minimized by internalizing these externalities. This can be done by shifting the cost burden from the negative externalities like traffic congestion or pollution from the outside sector to the internal sectors and this can be facilitated using the government subsidies, property rights or through taxation which is the best way to handle the TMC externalities. The company should incorporate the subsidies offered by the government to handle their externalities. Comment by Jumana Ayoub: There should be an explanation to these concepts “externalities” what do they refer to?Comment by Ju ...
1. The document discusses global risk management issues and summarizes the results of the 2013 AON Global Risk Survey of over 1,400 participants from 70 countries.
2. The top 10 global risks identified by the survey are: economic slowdown, regulatory/legislative changes, increased competition, damage to reputation/brand, failure to attract or retain top talent, failure to innovate and meet customer needs, business interruption, commodity price risk, cash flow/liquidity risk, and political risk/uncertainties.
3. For each of the top 10 risks, the document provides a brief explanation of the risk and its potential impacts, as well as strategies for organizations to effectively manage the risk.
Strategic Management in Dynamic EnvironmentsStrategy Compositi.docxflorriezhamphrey3065
Strategic Management in Dynamic Environments
Strategy Composition (3-4 Pages)
Deborah enters your office, and you notice that she looks apprehensive. “Hi, Deborah. What’s up?” you ask, hoping that nothing is wrong.
“Well, your team is doing an excellent job researching, and you’ve been keeping me up-to-date on your findings. My concern is that we are approaching this from a narrow-minded approach.”
“How so?” You ask. You are puzzled. “Our team has been looking at every aspect of the company and considering both internal and external pros and cons.”
“We need your findings put into some kind of management system so we can really see where we are headed regarding our global expansion. I think we need to cover our bases here. Please report back to me next week with your thinking put into a framework.”
Complete the following:
· A balanced scorecard suggests that we view the organization from four perspectives (the learning & growth perspective, the business process perspective, the customer perspective, and the financial perspective). Briefly discuss these four perspectives analyzing what each means to your organization? Based on this analysis:
· What other strategies would be a good fit for your company profile?
· Provide a brief overview of these strategies.
· Why is it important to have more than one strategy in mind when pursuing global expansion?
· The materials found in the M.U.S.E. may help you with this assignment such as the audio file Choosing a Strategy. This file provides real-world experience that may help you with this assignment. In addition to your textbook material, here are a few resources that may help you learn more about the basics of the balanced scorecard:
· http://balancedscorecard.org/Resources/About-the-Balanced-Scorecard
· http://ap-institute.com/kpi-white-papers/what-is-a-modern-balanced-scorecard.aspx
You decide that Deborah has brought up another good point that should have been discussed in the beginning of the project. You make a note to add this to a list of project management ideas to help make future projects go smoother.
Complete the following:
· What other strategies would be a good fit for your company profile?
· Provide a brief overview of these strategies.
· Why is it important to have more than one strategy in mind when pursuing global expansion?
The materials found in the M.U.S.E. may help you with this assignment such as the audio file Choosing a Strategy. This file provides real-world experience that may help you with this assignment. (See BELOW for M.U.S.E.)
MU SE STUFF: The Benefits, Costs, and Risks of Doing Business in Another Country
The potential benefits, costs, and risks of doing business in a country are partly a function of its political and legal systems. A political system includes the structures, processes, and activities by which a nation governs itself. It is important for managers to understand whether a political system is characterized by wide or narrow participation because it forms.
Week 6 - Instructor GuidanceBUS 692Week Six Guidance .docxmelbruce90096
Week 6 - Instructor Guidance
BUS 692
Week Six Guidance Dr. Marvee L. Marr
International HRM
A Quick Case to get the subject rolling….
ECONOMIC PERSPECTIVES: Expatriates in Qatar. Qatar is one of the richest countries of the world due to its oil and gas revenues. All Qatari citizens receive first –class government provided health, education, and other social benefits. Due to Qatar’s incredible growth Qatari citizens account for only 15% of the workforce. They complain that foreigners are crowding them out.
Questions:
1.Why are Qatari citizens complaining about receiving a lot of material benefits without needing to work?
2. What are some possible solutions that Qatar’s government can implement to provide more career opportunities for its citizens?
I. Introduction. TheInternet has helped “flatten” the world of work throughout the globe. Today there is a world market for labor and human resources in many ways. Companies in the U.S. are more likely to have at least some operations in other countries. Technology has made it much easier for US companies to conduct business in other countries.
II. Global Strategic HRM. The conduct of HRM differs throughout the world. Many of these differences are related to cultural factors, while other differences derive from regulations.
Statistical Overview. One way to gain an understanding of strategic HRM on a global scale is the examine recent statistical analyses: the percentage of female participation in the workforce, the type of work people do throughout the world, the ability of foreign-born individuals to work in a given country, self-employment, part-time vs. full-time employment, and unemployment rates are some of the statistics to watch. Global HR statistics provide helpful information about establishing and running operations in various countries.
Cultural Issues and Differences. Considerable cultural differences around the world have a profound impact upon the practices of international HRM (Hofstede’s Cultural Dimensions, 2012) :
Power Distance. In countries with more egalitarian cultures efforts may be made to eliminate overt workplace hierarchical differences. In such countries workplace employee committees or other mechanisms that give employees direct input into the management of the organization are common. In high power distance countries more centralized, hierarchical, even autocratic decision-making structures are common.
Uncertainty Avoidance. High uncertainty avoidance cultures prefer clear rules procedures and structures. They value orderliness and predictability. Countries with low uncertainty avoidance have more “hang loose” attitude towards things.
Individualism vs. Collectivism. In highly individualistic cultures employees tend to be evaluated and rewarded in great measure for their individual achievements and performances. Society places a high value upo.
InstructionsWrite a paper about the International Monetary Syste.docxvanesaburnand
Instructions
Write a paper about the International Monetary System that addresses each of the following issues:
· Define the International Monetary System and outline the history of the system.
· Describe and provide examples of what is meant by “currency regimes,” and define selected types of regimes and form an argument for selecting fixed exchange rate and arguments for selecting flexible exchange rates.
· Describe and define the creation of the Euro and discuss the benefits as well as the problems associated with the creation of this currency.
Support your paper with at least five (5) resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included. Your paper should demonstrate thoughtful consideration of the ideas and concepts that are presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards.
Length: 5-7 pages (not including title and reference pages).
Eiteman, D., Stonehill, M., & Moffett, M. (2016). Multinational business finance. Boston, MA: Prentice-Hall.
Read Chapters 1, 2
This is a major resource, however, I think the assignment can be accomplished without it. I can’t seem to be able to download the book.
The global company's challenge.
Authors:
Dewhurst, Martin1
Harris, Jonathan2
Heywood, Suzanne
Aquila, Kate
Source:
McKinsey Quarterly. 2012, Issue 3, p76-80. 5p.
Document Type:
Article
Subject Terms:
*International business enterprises
*Emerging markets
*Economies of scale
*Contracting out
*Risk management in business
*Business models
*Executives
*Financial leverage
*Globalization
*Research & development
Developing countries
Company/Entity:
International Monetary Fund DUNS Number: 069275188
Aditya Birla Management Corp. Pvt. Ltd.
International Business Machines Corp. DUNS Number: 001368083 Ticker: IBM
NAICS/Industry Codes:
919110 International and other extra-territorial public administration
928120 International Affairs
541712 Research and Development in the Physical, Engineering, and Life Sciences (except Biotechnology)
541711 Research and Development in Biotechnology
Abstract:
The article focuses on the management of risks, costs, and strategies by international businesses in emerging markets. It states that the International Monetary Fund reported that the ten fastest-growing economies after 2012 will all be in developing countries. It mentions that technology company International Business Machines expects by 2015 to earn 30 percent of revenues in emerging markets compared to 17 percent in 2009, while Indian multinational conglomerate Aditya Birla Group earns over half of its revenue outside India and has operations in 40 nations. It talks about the benefit of economies of scale in shared services enjoyed by large global companies and comments that the ability to outsource business services and manufacturing is benefiting local busine.
GLOBAL STRATEGY AND POLICY MAN 4720, Schwartz Distanc.docxMARRY7
This paper analyzes concepts related to innovation, small businesses, and not-for-profits from various articles. It discusses how companies must focus on developing new technologies and products to drive innovation, and how not-for-profits face challenges in strategic decision making. The paper also examines how strategic piggybacking can help not-for-profits raise funds, and how new ventures can differentiate themselves and focus on customer needs. The analysis shows how these concepts apply to real organizations like Procter & Gamble, Kodak, Susan G. Komen Foundation, National Council of La Raza, and YouFit Health Clubs. The student learned the importance of applying classroom concepts to understand business challenges and strategies
This document summarizes a 1999 journal article reviewing the evolution of human resources management (HRM) theory, research, and practice over the past 25 years. It identifies three dominant perspectives that have shaped HRM work: the strategic perspective, which aims to align HRM with organizational strategy; the international perspective, which considers global and cross-cultural issues; and the political perspective, which examines the informal influences on HRM. The review analyzes prior literature in these areas and discusses current research directions, suggesting opportunities to integrate other disciplines into future HRM studies.
This document discusses several key components of human resource management: recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, productivity, and appraisal. It provides details on the recruitment and selection process, important aspects of employment legislation like discrimination, discipline procedures, types of development and training, different rewards systems, the importance of trade unions, measuring productivity, and the goals of appraisal. The document serves as an overview of fundamental areas of human resource management.
This project was done long back as part of my 5th sem course, and yes, i surfed every nook and corner of this earth and ended up meeting this awesome slides share website. I will be very honest that i clubbed two different projects and added little more extra masala to update IA's present situation, i worked more on presenting the present status of IA, that part of sweat shed really worked out to impress my classmates and lecturers because i knew, just like me, many would have got ready made things. uniqueness is what most appreciated, let it be even a little effort to change.
The document discusses the importance of human resource synergies in merger integrated organizations. It notes that 83% of mergers fail to produce benefits for shareholders and over 50% destroy value, with workforce performance being key to success or failure. Senior management identifies talent retention as the biggest challenge in leading a successful merger. Human resources can add value throughout the M&A lifecycle by helping with due diligence, developing communication strategies, designing integration plans, and monitoring employee attitudes. Key to success is effectively managing the integration process from the earliest stages.
Strategic human resource managementHR challenge during merger,Potential chall...Md.Shakilur rahman
Katherine Montgomery, the HR manager of a hospital that may merge with a larger academic medical center, will face several challenges with the merger. These include differing corporate cultures between the private, nonprofit hospital and the public academic center, as well as managing union contracts and civil service rules. Some strategies to address these challenges are providing cross-training, workshops on culture, negotiating new contracts, and surveys to determine which HR practices to retain. The involvement of HR in planning will be important for a successful merger.
Cisco uses acquisitions to increase market share and customer satisfaction while integrating compatible companies and cultures. It ensures job security and orientation for acquired employees. Union Pacific struggled to integrate Southern Pacific, causing delays costing $1 billion. AOL and Time Warner failed to integrate due to clashes between cultures, leading to losses and demerger.
1) The document discusses strategies for multinational companies operating successfully in China. It notes that some companies like Home Depot and Best Buy have struggled, while others like automakers and Apple have thrived.
2) It explains that a company's performance depends on the industry sector - some are closed to foreign firms, some are highly competitive with both Chinese and foreign firms, and some like automotive are partially open.
3) A key to success is having strong local leadership that understands the unique China context and can adapt the company's global strategies accordingly. Getting the right balance between global and local demands and mindsets is important.
Diagnostics and Interventions for the Global Human Capital Manager.docxlynettearnold46882
Diagnostics and Interventions for the Global Human Capital Manager
DUE ON 10/31/2017 AT 23:00PM
750 - 1,000 words
The board of directors at AGC needs a status update on your change management project. Shawn asks you to write an executive report for John and the board of directors about the change management process and the progress being made toward resolving the global human capital management problems at AGC. This report will be shared at an upcoming investor meeting. Because the future success of AGC depends on achieving its human capital management goals, the board of directors wants to ensure that investors understand that it has changed its strategy to align human capital goals with its organizational goals.
Review the AGC scenario for this course and prepare a 750–1000-word executive report that describes the steps in your change management plan, including the following:
· Diagnosis: A summary of AGC’s problems, how they were diagnosed, and your conclusions regarding the root causes.
· Intervention: A description of human capital management strategies that you recommended to create change at AGC and how they were implemented.
· Evaluation: How did you measure the effectiveness of your change management plan? What were the effects on the employees and the organization’s market performance?
MUST USE SOURCES & NOTES BELOW
http://www.ahrd.org/
http://blog.iese.edu/reiche/files/2010/08/Inpatriates-and-the-role-of-interpersonal-trust1.pdf
http://journals.sagepub.com/home/jom
http://horizon.unc.edu/
Introduction: Lessons from Experience: Diversity and Cultural Sensitivity
The story that you are about to read is from actual events that occurred in the field. Its purpose is to provide you with a real-world example from a seasoned professional in the business world.
Diversity and Cultural Sensitivity
My company, Elite Global Engineering, Inc. (EGE) is a multinational organization with international subsidiaries in eight locations. Project management is an important component at EGE. Individuals are chosen to lead large change initiatives. Depending on the project, these changes often affect our home base in Florida as well as one or more of our global subsidiaries. I was asked to lead a large project for our home base and two of our international locations in Italy and in China. The project involved the integration of a new informational management (IM) system. My core team was crosscultural and included members from all locations. As the manager of this project, I employed key components of change management principles and steps; I followed a combination of Kotter’s and Lewin’s basic steps. Well into the project, I felt pleased about my team's performance until I received a phone call from one of the senior directors in China. He told me that team members in China had concerns about the team and their involvement. He said that they felt their opinions were not taken seriously and that they did not feel like equal partners. This came as a s.
The document discusses standardization and team cohesion issues at PolyProd, a manufacturing and distribution company with headquarters and four plants globally. Each plant operates autonomously instead of collaboratively. Processes and documentation are inconsistent across plants. Roberta, who is leading an initiative for change, still needs to do more work standardizing processes and training employees. For her plan to succeed, the whole team needs to work cohesively based on principles like encouraging participation and compromise. Roberta must convince leadership of the importance of set standards and accountability to improve numbers. She should provide statistics from other companies that standardized and saw benefits. An all-staff meeting is needed to establish new guidelines and procedures for documentation.
A study of international human resource management- theories and techniques Antara Rabha
Understanding the concept of International Human resource management in terms of recruitment and training. Basic concepts and clear understanding. all the Various methods of recruitment-offline as well as online methods and various types of training such as an internship , apprenticeship etc.
This text was adapted under a Creative Commons Attribution-TakishaPeck109
This text was adapted under a Creative Commons Attribution-
NonCommercial-ShareAlike 3.0 License without attribution as requested
by the work’s original creator or licensee.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://creativecommons.org/licenses/by-nc-sa/3.0/
International HRM
Things Weren’t What They Seemed
When your organization decided to go “global” two years ago, the executives didn’t know what they were
getting into. While the international market was attractive for your company’s product, the overall plan
wasn’t executed well. The organization was having great success selling its baby bath product in the
domestic market, and once that market was saturated, the organization decided to sell the product in
South America. Millions of dollars’ worth of research went into product marketing, and great success was
had selling the product internationally. It was only when the organization decided to develop a sales
presence in Peru and purchase a company there that the problems started. While market research had
been done on the product itself, the executives of the company did little research to find out the cultural,
economic, and legal aspects of doing business in that country. It was assumed that the Peru office would
run just like the US office in terms of benefits, compensation, and hiring practices. This is where the
strategy went wrong.
Many cultural aspects presented themselves. When executives visited the Peru office, the meeting was
scheduled for 9 a.m., and executives were annoyed that the meeting didn’t actually start until 9:45 a.m.
When the annoyed executives started in on business immediately, the Peruvian executives disapproved,
but the US executives thought they disapproved of the ideas and weren’t aware that the disapproval came
from the fact that Peruvians place a high emphasis on relationships, and it was rude to get down to
business right away. When the executives walked around the office and spoke with various employees,
this blunder cost respect from the Peruvian executives. Because Peru has a hierarchical structure, it was
considered inappropriate for the executives to engage employees in this way; they should have been
speaking with management instead.
Besides the cultural misunderstandings, executives had grossly underestimated the cost of compensation
in Peru. Peru requires that all employees receive a bonus on the Peruvian Independence Day and another
on Christmas. The bonus is similar to the monthly salary. After a year of service, Peruvians are allowed to
go on paid vacation for thirty calendar days. Higher benefit costs were also an issue as well, since Peru
requires workers to contribute 22 percent of their income to pension plans, and the company is required
to pay 9 percent of salaries toward social (universal) health insurance. Life insurance is also required to be
paid by the employer after four years of service, ...
This document outlines long-term strategies for Foresight Communications Group, a PR and marketing firm. It discusses objectives like forecasting future consumer behavior and anticipating market changes. Key long-term goals include adapting to evolving client needs through training, developing foresight capabilities, and building credibility. The immediate environment presents opportunities in Houston's energy boom but challenges include establishing name recognition as an independent practitioner competing against larger agencies.
Management Essay Writing Topics by Derrick Trujillo - Issuu. Essay on management (sample). Financial Management - PHDessay.com. What is Management Essay. Management Essay1 | MGMT1001 - Managing Organisations and People .... Write a short essay on Time Management | Essay writing | English - YouTube. Sample Essay For Pte Exam – Telegraph.
Running Head DIVERSIFICATION STRATEGY1DIVERSIFICATION STRAT.docxcharisellington63520
Running Head: DIVERSIFICATION STRATEGY
1
DIVERSIFICATION STRATEGY
8
Diversification strategy
Name
College
Course
Tutor
Date
Diversification is one of the strategies that the company will use so as to stay afloat in the highly competitive market. It is a risk management technique which involves mixing a wide range of investments in the same portfolio (Kenny, 2009). Most companies use the strategy so as to grow, spread risk, to fully utilize the existing resources and to escape from the undesirable industry environment. The essence of using the strategy is that on average, the different product types will yield higher returns to the company and at the same time reduce risks in comparison to individual products. Since the company market is a highly competitive one, the organization should diversify its products and services so as to attract more customers and reap as much benefits as it can from the potential market.
Diversification of the business
The advantages associated with the diversification strategy are: It creates opportunities to achieve economies of scale. It creates opportunities to expand product offerings and expand into new geographical areas. It reduces the cyclical fluctuations in sales and revenues and cash flows and it lets the company continue to grow after the core business has matured. The disadvantage is that it may be complex and difficult to coordinate the different but related businesses. The other problem with the strategy is that the managers of the firm may lack the knowledge of the firms’ businesses. The strategy may therefore be useful if well implemented and follow ups carried out so as to ensure that the strategy is effective and advantageous to the firm.
Strategy for diversification indicating the products and industries for the diversification and how synergies may be gained from the diversified activities
Diversification could either be related or unrelated to the products currently on offer. In the case of the APAtizer Company, since not all tutors require the assignments to be written in the APA format, tutorials for the other formatting styles such as Turabian, Chicago, MLA and Harvard could also be offered at the APAtizer website. That will highly increase the sales volumes due to the increase in the market size. That will be as a result of different services offered. The site could also use other retailers to offer their services. That could be through affiliate companies which would increase the company’s market.
Synergies may be gained from the diversified activities in the human resource department since there will be no need to acquire new staff as long as the diversified strategy is related. The technology will also not be acquired as the existing one will be shared in the processing of the new products and services. The few resources will be used to produce the new products and increase revenue. By using the unrelated product differentiation strategy, the synergies to be gained w.
Toyota Motor CorporationEvaluation of the CaseComment by Jumacurranalmeta
Toyota Motor Corporation
Evaluation of the CaseComment by Jumana Ayoub: This section is very short
You need to have sections/headings for each of the risks and write a paragraph or two about each risk
This study presents the CSR and how globalization has influenced it
Thus, there is a lot you can write in terms of social risks, governance risks ….etc
One more thing, you need to extract the ideas of the effective practices from the case study
There are various risks; social risk and problems; governance risks; ethical criteria; financial criteria and quality management. There are risks that are connected with the increase of environmental cost. The environmental cost in TMC incorporate ecological degradation, energy crisis, environmental pollution that might affect the financial position of the company. The increase in the environmental cost have risk in material cost and might affect the sustainability reports of TMC with the real benefit as weighed in cost saving. Social risk that TMC might have the fact that they might have cause pollution which might affect the public and this might mean that they will not have the public support (Mion & Beghini, 2019).Comment by Jumana Ayoub: This is just an assertion; I cannot see explanation for it or supporting ideas related to the above risks
The risk of not following the ethical criteria when it comes to handling the environment. Controlling pollution caused by the products that they deal with is not easy for the organization to represent to the public. The company involves itself with the sustainable plant initiative whereby they deal with the ecological products, energy reduction, and energy conversion along with the local community involvement. It seems the social contribution sustainability is working in handling the issue of global warming for all the sustainable plants (Dang & Reynolds, 2017). Reduction in the cost of environmental cost is not working since every single year there is more need to handle the externalities since the production process is on the go which means more materials and products are being used. The externalities might cause market failure, wear and tear on the roads, environmental externalities and safety externalities. Comment by Jumana Ayoub: Incomplete sentence
Proposed
Solution
/Changes
Internalizing the externalities: the externalities cause by the TMC which is a private sector can be minimized by internalizing these externalities. This can be done by shifting the cost burden from the negative externalities like traffic congestion or pollution from the outside sector to the internal sectors and this can be facilitated using the government subsidies, property rights or through taxation which is the best way to handle the TMC externalities. The company should incorporate the subsidies offered by the government to handle their externalities. Comment by Jumana Ayoub: There should be an explanation to these concepts “externalities” what do they refer to?Comment by Ju ...
Toyota Motor CorporationEvaluation of the CaseComment by Juma.docxnovabroom
Toyota Motor Corporation
Evaluation of the CaseComment by Jumana Ayoub: This section is very short
You need to have sections/headings for each of the risks and write a paragraph or two about each risk
This study presents the CSR and how globalization has influenced it
Thus, there is a lot you can write in terms of social risks, governance risks ….etc
One more thing, you need to extract the ideas of the effective practices from the case study
There are various risks; social risk and problems; governance risks; ethical criteria; financial criteria and quality management. There are risks that are connected with the increase of environmental cost. The environmental cost in TMC incorporate ecological degradation, energy crisis, environmental pollution that might affect the financial position of the company. The increase in the environmental cost have risk in material cost and might affect the sustainability reports of TMC with the real benefit as weighed in cost saving. Social risk that TMC might have the fact that they might have cause pollution which might affect the public and this might mean that they will not have the public support (Mion & Beghini, 2019).Comment by Jumana Ayoub: This is just an assertion; I cannot see explanation for it or supporting ideas related to the above risks
The risk of not following the ethical criteria when it comes to handling the environment. Controlling pollution caused by the products that they deal with is not easy for the organization to represent to the public. The company involves itself with the sustainable plant initiative whereby they deal with the ecological products, energy reduction, and energy conversion along with the local community involvement. It seems the social contribution sustainability is working in handling the issue of global warming for all the sustainable plants (Dang & Reynolds, 2017). Reduction in the cost of environmental cost is not working since every single year there is more need to handle the externalities since the production process is on the go which means more materials and products are being used. The externalities might cause market failure, wear and tear on the roads, environmental externalities and safety externalities. Comment by Jumana Ayoub: Incomplete sentence
Proposed
Solution
/Changes
Internalizing the externalities: the externalities cause by the TMC which is a private sector can be minimized by internalizing these externalities. This can be done by shifting the cost burden from the negative externalities like traffic congestion or pollution from the outside sector to the internal sectors and this can be facilitated using the government subsidies, property rights or through taxation which is the best way to handle the TMC externalities. The company should incorporate the subsidies offered by the government to handle their externalities. Comment by Jumana Ayoub: There should be an explanation to these concepts “externalities” what do they refer to?Comment by Ju ...
Toyota Motor CorporationEvaluation of the CaseComment by Juma.docxjuliennehar
Toyota Motor Corporation
Evaluation of the CaseComment by Jumana Ayoub: This section is very short
You need to have sections/headings for each of the risks and write a paragraph or two about each risk
This study presents the CSR and how globalization has influenced it
Thus, there is a lot you can write in terms of social risks, governance risks ….etc
One more thing, you need to extract the ideas of the effective practices from the case study
There are various risks; social risk and problems; governance risks; ethical criteria; financial criteria and quality management. There are risks that are connected with the increase of environmental cost. The environmental cost in TMC incorporate ecological degradation, energy crisis, environmental pollution that might affect the financial position of the company. The increase in the environmental cost have risk in material cost and might affect the sustainability reports of TMC with the real benefit as weighed in cost saving. Social risk that TMC might have the fact that they might have cause pollution which might affect the public and this might mean that they will not have the public support (Mion & Beghini, 2019).Comment by Jumana Ayoub: This is just an assertion; I cannot see explanation for it or supporting ideas related to the above risks
The risk of not following the ethical criteria when it comes to handling the environment. Controlling pollution caused by the products that they deal with is not easy for the organization to represent to the public. The company involves itself with the sustainable plant initiative whereby they deal with the ecological products, energy reduction, and energy conversion along with the local community involvement. It seems the social contribution sustainability is working in handling the issue of global warming for all the sustainable plants (Dang & Reynolds, 2017). Reduction in the cost of environmental cost is not working since every single year there is more need to handle the externalities since the production process is on the go which means more materials and products are being used. The externalities might cause market failure, wear and tear on the roads, environmental externalities and safety externalities. Comment by Jumana Ayoub: Incomplete sentence
Proposed
Solution
/Changes
Internalizing the externalities: the externalities cause by the TMC which is a private sector can be minimized by internalizing these externalities. This can be done by shifting the cost burden from the negative externalities like traffic congestion or pollution from the outside sector to the internal sectors and this can be facilitated using the government subsidies, property rights or through taxation which is the best way to handle the TMC externalities. The company should incorporate the subsidies offered by the government to handle their externalities. Comment by Jumana Ayoub: There should be an explanation to these concepts “externalities” what do they refer to?Comment by Ju ...
1. The document discusses global risk management issues and summarizes the results of the 2013 AON Global Risk Survey of over 1,400 participants from 70 countries.
2. The top 10 global risks identified by the survey are: economic slowdown, regulatory/legislative changes, increased competition, damage to reputation/brand, failure to attract or retain top talent, failure to innovate and meet customer needs, business interruption, commodity price risk, cash flow/liquidity risk, and political risk/uncertainties.
3. For each of the top 10 risks, the document provides a brief explanation of the risk and its potential impacts, as well as strategies for organizations to effectively manage the risk.
Strategic Management in Dynamic EnvironmentsStrategy Compositi.docxflorriezhamphrey3065
Strategic Management in Dynamic Environments
Strategy Composition (3-4 Pages)
Deborah enters your office, and you notice that she looks apprehensive. “Hi, Deborah. What’s up?” you ask, hoping that nothing is wrong.
“Well, your team is doing an excellent job researching, and you’ve been keeping me up-to-date on your findings. My concern is that we are approaching this from a narrow-minded approach.”
“How so?” You ask. You are puzzled. “Our team has been looking at every aspect of the company and considering both internal and external pros and cons.”
“We need your findings put into some kind of management system so we can really see where we are headed regarding our global expansion. I think we need to cover our bases here. Please report back to me next week with your thinking put into a framework.”
Complete the following:
· A balanced scorecard suggests that we view the organization from four perspectives (the learning & growth perspective, the business process perspective, the customer perspective, and the financial perspective). Briefly discuss these four perspectives analyzing what each means to your organization? Based on this analysis:
· What other strategies would be a good fit for your company profile?
· Provide a brief overview of these strategies.
· Why is it important to have more than one strategy in mind when pursuing global expansion?
· The materials found in the M.U.S.E. may help you with this assignment such as the audio file Choosing a Strategy. This file provides real-world experience that may help you with this assignment. In addition to your textbook material, here are a few resources that may help you learn more about the basics of the balanced scorecard:
· http://balancedscorecard.org/Resources/About-the-Balanced-Scorecard
· http://ap-institute.com/kpi-white-papers/what-is-a-modern-balanced-scorecard.aspx
You decide that Deborah has brought up another good point that should have been discussed in the beginning of the project. You make a note to add this to a list of project management ideas to help make future projects go smoother.
Complete the following:
· What other strategies would be a good fit for your company profile?
· Provide a brief overview of these strategies.
· Why is it important to have more than one strategy in mind when pursuing global expansion?
The materials found in the M.U.S.E. may help you with this assignment such as the audio file Choosing a Strategy. This file provides real-world experience that may help you with this assignment. (See BELOW for M.U.S.E.)
MU SE STUFF: The Benefits, Costs, and Risks of Doing Business in Another Country
The potential benefits, costs, and risks of doing business in a country are partly a function of its political and legal systems. A political system includes the structures, processes, and activities by which a nation governs itself. It is important for managers to understand whether a political system is characterized by wide or narrow participation because it forms.
Week 6 - Instructor GuidanceBUS 692Week Six Guidance .docxmelbruce90096
Week 6 - Instructor Guidance
BUS 692
Week Six Guidance Dr. Marvee L. Marr
International HRM
A Quick Case to get the subject rolling….
ECONOMIC PERSPECTIVES: Expatriates in Qatar. Qatar is one of the richest countries of the world due to its oil and gas revenues. All Qatari citizens receive first –class government provided health, education, and other social benefits. Due to Qatar’s incredible growth Qatari citizens account for only 15% of the workforce. They complain that foreigners are crowding them out.
Questions:
1.Why are Qatari citizens complaining about receiving a lot of material benefits without needing to work?
2. What are some possible solutions that Qatar’s government can implement to provide more career opportunities for its citizens?
I. Introduction. TheInternet has helped “flatten” the world of work throughout the globe. Today there is a world market for labor and human resources in many ways. Companies in the U.S. are more likely to have at least some operations in other countries. Technology has made it much easier for US companies to conduct business in other countries.
II. Global Strategic HRM. The conduct of HRM differs throughout the world. Many of these differences are related to cultural factors, while other differences derive from regulations.
Statistical Overview. One way to gain an understanding of strategic HRM on a global scale is the examine recent statistical analyses: the percentage of female participation in the workforce, the type of work people do throughout the world, the ability of foreign-born individuals to work in a given country, self-employment, part-time vs. full-time employment, and unemployment rates are some of the statistics to watch. Global HR statistics provide helpful information about establishing and running operations in various countries.
Cultural Issues and Differences. Considerable cultural differences around the world have a profound impact upon the practices of international HRM (Hofstede’s Cultural Dimensions, 2012) :
Power Distance. In countries with more egalitarian cultures efforts may be made to eliminate overt workplace hierarchical differences. In such countries workplace employee committees or other mechanisms that give employees direct input into the management of the organization are common. In high power distance countries more centralized, hierarchical, even autocratic decision-making structures are common.
Uncertainty Avoidance. High uncertainty avoidance cultures prefer clear rules procedures and structures. They value orderliness and predictability. Countries with low uncertainty avoidance have more “hang loose” attitude towards things.
Individualism vs. Collectivism. In highly individualistic cultures employees tend to be evaluated and rewarded in great measure for their individual achievements and performances. Society places a high value upo.
InstructionsWrite a paper about the International Monetary Syste.docxvanesaburnand
Instructions
Write a paper about the International Monetary System that addresses each of the following issues:
· Define the International Monetary System and outline the history of the system.
· Describe and provide examples of what is meant by “currency regimes,” and define selected types of regimes and form an argument for selecting fixed exchange rate and arguments for selecting flexible exchange rates.
· Describe and define the creation of the Euro and discuss the benefits as well as the problems associated with the creation of this currency.
Support your paper with at least five (5) resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included. Your paper should demonstrate thoughtful consideration of the ideas and concepts that are presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards.
Length: 5-7 pages (not including title and reference pages).
Eiteman, D., Stonehill, M., & Moffett, M. (2016). Multinational business finance. Boston, MA: Prentice-Hall.
Read Chapters 1, 2
This is a major resource, however, I think the assignment can be accomplished without it. I can’t seem to be able to download the book.
The global company's challenge.
Authors:
Dewhurst, Martin1
Harris, Jonathan2
Heywood, Suzanne
Aquila, Kate
Source:
McKinsey Quarterly. 2012, Issue 3, p76-80. 5p.
Document Type:
Article
Subject Terms:
*International business enterprises
*Emerging markets
*Economies of scale
*Contracting out
*Risk management in business
*Business models
*Executives
*Financial leverage
*Globalization
*Research & development
Developing countries
Company/Entity:
International Monetary Fund DUNS Number: 069275188
Aditya Birla Management Corp. Pvt. Ltd.
International Business Machines Corp. DUNS Number: 001368083 Ticker: IBM
NAICS/Industry Codes:
919110 International and other extra-territorial public administration
928120 International Affairs
541712 Research and Development in the Physical, Engineering, and Life Sciences (except Biotechnology)
541711 Research and Development in Biotechnology
Abstract:
The article focuses on the management of risks, costs, and strategies by international businesses in emerging markets. It states that the International Monetary Fund reported that the ten fastest-growing economies after 2012 will all be in developing countries. It mentions that technology company International Business Machines expects by 2015 to earn 30 percent of revenues in emerging markets compared to 17 percent in 2009, while Indian multinational conglomerate Aditya Birla Group earns over half of its revenue outside India and has operations in 40 nations. It talks about the benefit of economies of scale in shared services enjoyed by large global companies and comments that the ability to outsource business services and manufacturing is benefiting local busine.
GLOBAL STRATEGY AND POLICY MAN 4720, Schwartz Distanc.docxMARRY7
This paper analyzes concepts related to innovation, small businesses, and not-for-profits from various articles. It discusses how companies must focus on developing new technologies and products to drive innovation, and how not-for-profits face challenges in strategic decision making. The paper also examines how strategic piggybacking can help not-for-profits raise funds, and how new ventures can differentiate themselves and focus on customer needs. The analysis shows how these concepts apply to real organizations like Procter & Gamble, Kodak, Susan G. Komen Foundation, National Council of La Raza, and YouFit Health Clubs. The student learned the importance of applying classroom concepts to understand business challenges and strategies
Global Challenge: Outsourcing and Ventures by Multi-National Corporations
An old case study that I submitted for one of my MBA (Technology & Global Management) courses that I never thought I would actually put to good use!
This document discusses organizational development and the impact of globalization. It contains the following information:
- Defines organizational development as a critical, science-based process aimed at building an organization's capacity for change and achieving greater effectiveness through developing strategies, structures, and processes.
- Defines globalization as the spread of products, technology, information, and jobs across national borders, fostered through free trade. Globalization creates opportunities for businesses but also greater competition and awareness of customer needs.
- Discusses how globalization and innovation are related, noting that exposure to different cultures and perspectives can drive innovation, and global challenges may require different innovative solutions. Globalization allows ideas to spread more widely.
This document discusses strategies for Boeing to adopt a global approach similar to Toyota's successful long term strategy. It argues that Boeing needs a vision and plan to transform its corporate culture and become more globally competitive as the US defense industry globalizes. The document outlines questions a company would need to consider in developing a global vision and strategy, and emphasizes that true transformation requires leadership willing to learn and change the way the company is managed.
Recruitment And Remuneration StrategiesNina Vazquez
The document discusses recruitment and remuneration strategies used by USC to attract top scientists. Specifically, it discusses:
- How USC created a flexible and collaborative culture to appeal to potential hires.
- The personalized benefits USC offered to two top targets, such as proximity to family for one and relocation support for another.
- Maintaining competitiveness by matching or exceeding offers from rival schools like UCLA regarding lab resources and funding.
1. Joseph Uzah 2760575 Page 1
Table of contents
Sections Pages
Executive Summary_________________________________________2
Introduction_________________________________________________3
Main Body___________________________________________________3-10
Conclusion___________________________________________________11
Bibliography________________________________________________12-13
2. Joseph Uzah 2760575 Page 2
Executive Summary
China is the most influential of all the BRIC and developing countries in the global market. It has
displayed constant growth over the last 10 years with its Gdp reaching near double digits every
year since 2007. Every since china opened up to foreign direct business investment in 1978, it
has undergone major reforms and changes in its HR policies. With approximately 1.4 billion in
population, China has replaced many countries as the single biggest consumer in world market
for most consumer goods. According to Jim O’ Neill head of global economic research at
Goldman Sachs
“China’s economy is already about one and half times the size of the other three BRIC countries put
together, creating in economic terms the equivalent of a new India every two years”.
This has placed china as top priority for most firms seeking to go international leading
companies to view it as a dream market to enter. One of the driving factors in the past for
MNCs was the view of china as a cheap source of labour. In the past multinational companies
enjoyed a high level of freedom while investing and setting up subsidiaries in china. This
however, is no longer the case as the increasing favoritism from the Chinese government
towards local companies have seen restrictions being increasing placed on MNCs operations in
china. An example of such effect of new policies towards local companies is Google. The
restrictions and heavy censorship placed on Google has seen the rise of “Baidu” as China’s
prominent search engine. The changing institutional environment has forced MNCs to adapt
and change their IHRM polices as a result MNC’s have experienced a form of coercive or a
mimetic isomorphism. Other major Factors which have had major impacts on MNCs strategies
include censorship, Guanxi, educational system, one child policy, intellectual property rights,
culture, level of government participation in businesses and Local regional laws. The impact of
all the above factors on MNCs has determined their market entry approach, training and
development, recruitment and selection. Thirty seven years since its reform policy and all the
factors mentioned, human resource practices have been significantly altered.
This case study seeks to review the following questions:
1. To what extent has the institutional environment in china played a role on market entry
strategies for MNCs? (Green field, brown field or joint venture).
2. What are the advantages, disadvantages and limitations of using expatriates versus local
workers based on each international HRM approach? (Polycentric, ethnocentric and
geocentric).
3. What would be the best approach to adopt in China?
4. To give a hypothesis of what the future holds for MNC’s international HRM practices in
china.
3. Joseph Uzah 2760575 Page 3
Introduction
In 1980 restrictions on foreign car manufactures were passed in Beijing Limiting foreign car
manufactures to a Joint venture market entry strategy and use of local suppliers. The Chinese
government stated in the national referendum that ownership would be limited to 50 percent for the
foreign companies in the joint venture. This indicated the Chinese government’s aim at maintaining
control of the industrywhile alsoensuringChinese carcompanieslearn from the foreign car companies
and improve the local car manufactures competitiveness in the local market.
This essay will be focusing on the automotive industry in the people’s republic of china. The analysis
would particularly be focusing on joint ventures between German car manufacturers and Chinese car
manufacturers. Accordingto GeertHofstede dimensionsof culture the Chinese and Germans are quite
differentwhenmatched upagainsteachof the dimensions butverysimilarin some aspects also. So the
bigquestionswouldbe howwouldthe Jointventure work?AndwhatHRMstrategyshouldbe adopted?
To answer the above questions a specific company has been chosen to illustrate the practice of each
approach. The company would be a joint venture based in Beijing called BFDA (Beijing Foton Daimler
Automotives). It is going to be a German and Chinese joint venture producing heavy duty trucks.
Main Body
Ethnocentric approach
This approach is usually the first choice most MNCs look at as it gives firms the opportunity to dictate
the level of control they have on operations in their subsidiaries. A company adopting this approach
would have a view of having close similarities in its subsidiary to its parent company (Perlimutter H,
2001). The objective in recruitment and selection would be to fill key roles in the subsidiaries with
expatriates from the MNCs home country. One of the advantages of using extricates would be the
common interests and goals of the staff and the parent company’s corporate culture. Another
advantage would be that the parent company would have a large choice of selection from existing
employees at headquarters. One disadvantage of the use of expatriates would be cost. It is also not a
cost friendly approach andwouldrequire alotof investmentbothfinancially and direct involvement in
the expatriate’s personal life. In most cases it is difficult to find an employee willing to go on an
international assignment. The approach is also time costly as the employee would have to go on pre-
trainingbefore leaving. Another disadvantage would be a temporary shortage in man power once the
expatriate leavesoninternational assignment. Other disadvantages faced include culture shock which
may affectperformance andlead to premature return. A major disadvantage also would be the loss of
insights and local perspective/ knowledge. By adopting this approach the MNC risks the chance of the
4. Joseph Uzah 2760575 Page 4
expatriate creating an atmosphere of local resentment at the foreign subsidiary. This would be as a
result of local talent being passed over for positions being filled by the expatriate resulting in staff
retention issues.
The use of this approach as a HRMentry strategy into china has to be carefully analyzed before being
adopted. The firstmajor factor to consider in BFDA is the difference between the German culture and
Chinese culture and further more it is a joint venture with a 50/50 percent ownership. What this
insinuatesisthatthe expatriate’srole wouldbe limitedintermsof decisionmaking asthere wouldhave
to be jointdecisionsmade atseniorlevel .Traditionallywithan ethnocentric strategy the MNCs usually
wouldinfluence more of the decisions made however, with recent involvement by the government in
the automotive industries the level of influence multinational companies have is decreasing. The
expatriate in this situation would be faced with many challenges such as language barriers. Limited
knowledge of local laws and suppliers and also limited “Guanxi”.
The ethnocentric approach in china could be successful in the initial stages of the joint venture due to
transference of knowledge and technology from the MNC into the subsidiary. At this stage the MNC
would have more bargaining power and influence in the joint venture by possessing the technology
neededornecessaryknowhowoverthe Chinesepartners. The approach mightbe more suitable as the
MNC would have more of a say in management of the subsidiary depending on the Chinese partner’s
willingnesstotake a back seatdue to the gap in knowledge or skill level. This stage would also require
the use of expatriatesfortraininganddevelopmentpurposes.The expatriatewould be deployed to get
the local staff skill level up in the subsidiary to the point where a more localized approach could be
adopted. The onlycriticism at this stage however, is that it is only taking into account the set up of the
manufacturing and operating processes. The limitation however, is that other departments such as
publicrelationsandevents wouldbe difficultforthe expatriatetomanage as theyrequire ahigh degree
of cultural awareness.Inchinathe businessetiquetteiscompletelydifferent from the west. One of the
majordifferences ascan be seeninfigure 1.1 below isthe informal settings for meetings. Most deals in
chinaare handledusuallyin aninformal settingparticularlyoverdinner or lunch where social protocols
rather than the actual contents of a contract determine deals/contracts. An expatriate use’s or
capabilities in this setting would be extremely limited and an increased chance of failure could be
experienced.
Figure 1.1 Business etiquette differences
Factors German Business Etiquette Chinese Business Etiquette
IDV Personal Autonomy Group preservation of harmony
Time Management Be on time and end on time Be on time but meeting can go past schedule
Analogue Straight to the point Start with small talk
Hand shakes Firm grip Light grip
Sitting Position Not important Hierarchical
Addressing people By name By title
5. Joseph Uzah 2760575 Page 5
Figure 1.1 is justa snap shotof an argumentagainstthe adoptionof this approach. It calls into question
the effectiveness of using an expatriate in a completely different environment which social protocols
and interactions are dimedtobe veryimportant.Itwould alsocall intoquestionthe re-evaluationof the
employee’s performance criteria. The final thing to be called into question is the choice of not using a
hostcountry national.The ideabehindthiswouldbe that the individual would be working in a familiar
environment and culture. Where social protocols determine success of a project the Host country
national would have a higher chance of success than the expatriate.
Polycentric approach
The polycentric approach is adopted by an MNC when its knowledge or influence of its subsidiary’s
countryis limited. The approachisquite differenttothe ethnocentric approach in the sense that rather
than seeking more control over the subsidiary there is more of a mutual trust and agreement. The
approach is likely to adopt a localized HRM practice. It would also have a tendency to affect the
recruitmentandselection stage.The MNCis likelytorecruitmore hostcountrynationalsthan the use of
expatriatesintopmanagement positions.Forthe approachto be successful itwouldrequireahighlevel
of trust from the MNC in its subsidiary ability to plan its operations, hire its staff and set its own goals
and targets.
One of the major advantages of this approach is that it takes into account local staff member’s
abilities/skills in the subsidiary. In this approach local staff members in the subsidiary are given the
opportunity to guide the company on local market politics, culture and laws. Local labour would also
cost less than the use of an expatriate as the company would save on relocation costs and incentives
used to encourage expatriates to go on international assignments. This approach however, is more
successfully in subsidiaries with access to highly skilled labour. One of the disadvantages is that the
employee’s values and interest may not be in line with their parent company. The other disadvantage
would be the difficulty in implementing any standardized company policy or practice from the parent
company in its subsidiary.
The polycentricapproachinthe jointventure inchinawouldbe more advised atthe market entry phase
and growthphase also.The reasonfor thissuggestionisthatthere isa need for more engagement with
the customersand local governmentofficials. Due tothe institutionalenvironment the adoption of this
strategy would be more coercive in nature. The 50/50 ownership rule imposed by the Chinese
government is a strong diving force towards the polycentric approach. MNCs entering the automotive
industry should be particularly aware of the favorable government policies towards local Chinese car
manufacturesandpoliciesaimedatreducingthe dominance of foreign car manufacturers. Most MNC’s
affectedbythe institutional environmentinchinawouldundergoacoercive isomorphism and gradually
by the adoptionof a localized approachexperience amimeticisomorphismphase (DiMaggioandPowell
1983). If BFDA were to experience these typesisomorphismthen its key to success would lie in its Host
national employees and extensive knowledge of the Chinese market.
6. Joseph Uzah 2760575 Page 6
The expatriate’simpactinthissituationwouldbe extremelydiminished orlimited and there would be a
threatof pre-mature repatriation. Figure 1.2 shows the comparison between china and Germany using
Geert Hofstead’s cultural model.
Figure 1.2 Geert Hofstead’s cultural Dimensions
As itcan be seenthere are several differences however, both cultures are very similar in terms of long
termplanningwhichwouldsee bothculturesputtingtheirdifferencesaside andhavingaview sustained
growth for the future.
7. Joseph Uzah 2760575 Page 7
Geocentric Approach
A geocentric approach could be seen as a more attractive approach than the ethnocentric and
polycentric approach. The approach seeks to recruit the best people for key jobs throughout the
organization, regardless of nationality. The adoption of this staffing practice however could lead to
problemssuchas increasedemploymentquotas placedonorganizations by the government and use of
their immigration laws to require the employment of local nationals.
The approach would also be difficult to implement because of increased training, compensation and
relocation costs. The approach would require a more centralized control from the parent company on
staffingprocesspossiblyresultinginreducedautonomyof subsidiarymanagement.The approach is also
the most costly of all three approaches and has two major advantages.
The first advantage is that it enables a multinational firm to develop a pool of senior international
managers and the second advantage is that it reduces the tendency of national identification of
managerswithsubsidiaries of the organization.The approachthusencouragesthe “best fit HR practice”
by miles and snow allowing the MNC to adapt and align its IHRM goals with the organization’s
competitive strategy more effectively. The major criticism against this approach is that firms often
confuse the terms international and global strategies together. In an attempt to have a global appeal
MNCs might hire third country nationals but might not necessarily integrate them into the decision
making process (Perception versus actuality).
Thisapproach if adoptedinchinabasedon the analysisabove wouldbe counterproductive especially in
the automotive industry.The imposed50/50percentownership of the jointventurecouldleadtoissues
when a third country national is introduced.
Basedon figure 1.2 above it can be seenthat both China and Germany although culturally different do
share some cultural similarities which could help in building a sustained relationship however, the
additionof a thirdcountry national for example Saudi Arabia in figure 1.3 below would have a notable
impacton the culture of the organization. This could also lead to cases of cultural insensitivity, culture
shock and cultural clashes resulting in a breakdown in communication. Another point against this
approach in the automotive industry in china is that it would be difficult to implement based existing
corporate culturesalreadyinplace.A thirdcountrynational inthissituationwouldhave ahigher chance
of failure ashe/she wouldhave tobe familiarwith both the German and Chinese cultures. Most MNC’s
have sort to fix this problem by setting up divisions which consist of an international cadre of talent
awaiting deployment on demand to international assignments. The only issue is this can be seen as
companies creating “corporate mercenaries” whose cultures are similar to the parent company’s
country with the sole purpose of dispatching the organizations plans and strategy.
8. Joseph Uzah 2760575 Page 8
Figure 1.3 China versus Germany versus Saudi Arabia
Best Approachfor Jointventures in the automotiveindustry
To decide the bestapproachto adoptin the automotive industry the followingfactorswere looked at in
this essay and will have the most impact in the case of BFDA:
1. Changing institutional environment-50/50 joint venture rule and use of local suppliers
2. Cultural differences- Germany versus China
3. Skill level in the host country-technology and manufacturing process
4. Interaction with the community-customers , suppliers and local government officials
Based on all 4 points the best approach would not be only one approach but rather a combination of
two( The Ethnocentricandpolycentricmix).The initial entry into china based on a joint venture would
be ethnocentric as the expatriate role in management would be more important in setting up the
business, traininganddevelopmentof local staff membersandensuringstandardsagreedbythe parent
companiesare attainable andachieved. Figure 2.1showsthe breakdownof the strategiesbased on key
activities performed by the expatriate and home country national in the market entry stage.
9. Joseph Uzah 2760575 Page 9
Figure 2.1
In the initial stage alocalizedapproachwouldalsobe adoptedandthe appointmentof aHome country
national wouldbecome necessary.Thiswouldbe due the limitedabilitiesandcultural differences
betweenthe expatriate andlimitsof his/herabilitytodeal withthe public(PR),customersandlocal
governmentofficials. Figure 2.2belowshowsthe eventual progression of the EPmix basedona more
localizedapproachtomanagement.
Figure 2.2
Entry Phase
(EP mix percentage)
Etchnocentric
Polcentric
Growth Phase
(EP mix Percentage)
Ecthnocentric
Polycentric
Expatriate’s use 70 %
Manufacturing processes
Strategic Planning
Training and development
Transfer of skills and knowledge
Home Country National’s use 30%
Dealing with the community
Handling and ensuring laws and
regulations are adhered to in the
joint venture.
Expatriate’s use 40%
Transferring of knowledge
Home Country National’s use 60%
Cost cutting measures.
Analysis of market and competitors
Interaction with local government
officials and community
After sales service
Motivation of staff
10. Joseph Uzah 2760575 Page 10
Conclusion
This essay has focused on the automotive industry and investigated by applying each approach to the
joint venture to establish the effect of each choice on the use of expatriates versus the use of home
country nations.
By establishingthe effectsof eachapproacha trendcan be seenasto the future of international human
resource management practices based on the institutional environment (government intervention),
culture,andskill level anduse of expatriatesoralocalizedapproach.Aneducated hypothesis could see
the future of IHRMin 3 ways:
Using figure 2.1 and 2.2 the future approach in the automotive industry would be more
polycentric in nature and the use of cross border and virtual teams would become more
consistent.
The importance of the expatriate in the automotive industry in china would become less
important once the Chinese car manufactures catch up to their western counterparts.
MNCs would eventually based on point 2 experience a more mimetic isomorphism
Above all successinthe industrywill be basedonhow well the IHRMstrategies are integrated with the
organization’s chosen corporate strategy (Innovation, cost reduction or quality enhancement) in the
joint venture? (Randall S. Schuler 1987).
11. Joseph Uzah 2760575 Page 11
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New York: McGraw-Hill Higher Education.
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