...Assignment on- “What are the interactions between Climate Change & Multinational Enterprise?” [pic] [pic] Prepared For Md. Mamoon Al Bashir Lecturer Department of Business Administration East West University Prepared By Group Members: Ziniya Tabassum Anwar (2010-2-10-031) Ahsan M Rahik (2010-2-10-099) Najnin Akhter (2010-2-10-079) Anower Kabir Duke (2008-3-10-030) Farjana Akter Parul (2010-2-10-100) Course Code: ITB 301 Course Title: International Business Section-5 Submission Date 24/07/2013 [pic] EAST WEST UNIVERSITY Letter of Transmittal 24 July, 2013 Md. Mamoon Al Bashir Lecturer Department of Business Administration East West University Subject: Submission of Assignment on “What are the interaction between Climate Change and Multinational Enterprise?” Dear Sir, It is a great pleasure and privilege to present the assignment titled “What are the interaction between Climate Change and Multinational Enterprise” which was assigned to us as a partial requirement for the completion of this course ITB 301 (International Business). Throughout the study we have tried with the best of our capacity to accommodate as much information and relevant issues as possible and tried to follow the instructions as you have suggested. We tried our best to make this assignment as much informative as possible. We sincerely believe that it will satisfy your requirements. We however sincerely believe that this...
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...3122-prelims.qxd 10/29/03 2:20 PM Page i International Human Resource Management 3122-prelims.qxd 10/29/03 2:20 PM Page ii 3122-prelims.qxd 10/29/03 2:20 PM Page iii second edition International Human Resource Management edited by A n n e - Wi l H a r z i n g J o r i s Va n R u y s s e v e l d t SAGE Publications London l Thousand Oaks l New Delhi 3122-prelims.qxd 10/29/03 2:20 PM Page iv © Anne-Wil Harzing and Joris van Ruysseveldt, 2004 First published 2004 Apart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act, 1988, this publication may be reproduced, stored or transmitted in any form, or by any means, only with the prior permission in writing of the publishers, or in the case of reprographic reproduction, in accordance with the terms of licences issued by the Copyright Licensing Agency. Enquiries concerning reproduction outside those terms should be sent to the publishers. SAGE Publications Ltd 1 Olivers Yard London EC1Y 1SP SAGE Publications Inc 2455 Teller Road Thousand Oaks, California 91320 SAGE Publications India Pvt Ltd B-42, Panchsheel Enclave Post Box 4109 New Delhi 100 017 British Library Cataloguing in Publication data A catalogue record for this book is available from the British Library ISBN 0 7619 4039 1 ISBN 0 7619 4040 5 (pbk) Library of Congress Control Number...
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...Riordan Manufacturing Human Resources Integration Project Brett Hall, Carl Rascoe, Juan (Danny) Castaneda, and Tina Schaffer CIS/207 November 6, 2012 Bill Fennell Riordan Manufacturing is a global plastics manufacturer that was founded by Dr. Riordan in 1991. Dr. Riordan obtained several patents that later turned into commercial applications that developed his company in to a Fortune 1000 enterprise, employing 550 people with projected earnings of $46 million dollars and over $1 billion in revenues. In 1993 the company expanded from high tensile strength plastics and fans into producing plastic beverage containers. The company’s latest expansion was in 2000 when it opened operations in China. Riordan Manufacturing is the industry leader in using polymer materials with future goals of achieving and maintaining reasonable profitability to ensure and sustain growth (Apollo, 2005). In response to Hugh McCauley’s, Riordan Manufacturing Chief Operations Officer‘s (COO) concern about the antiquated processes and his requirements the team analyzed the manual and redundant processes of the current Human Resources System Integration (HRIS). The team has determined with the use of state-of-the art information technology system the current manual intensive, multi-functional processes can be integrated into a single system. The team has kept in consideration that the integrated HRIS has to be accessible by all of Riordan’s plant locations. Based on the request...
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...Volume III Liz Mohn A Cultural Forum Corporate Cultures in Global Interaction Bertelsmann Foundation Gutersloh 2003 A Cultural Forum Corporate Cultures in Global Interaction Global Business Culture – an International Workshop, held in November 2002 in Gutersloh Content 04 05 Content 6 Foreword Liz Mohn Part I: Cultural Diversity as a Challenge for the Management of Globally Acting Companies: Forming Process of Interaction and Acculturation Global Corporate Cultures: Management between Cultural Diversity and Cultural Integration Wolfgang Dorow, Susanne Blazejewski Competing on Social Capabilities: A Defining Strategic Challenge of the New Millennium Piero Morosini Cultural Complexity as a Challenge in the Management of Global Companies Sonja Sackmann Managing Cultural Diversity: Insights from Cross-Cultural Psychology Felix Brodbeck Part II: Trust – Leadership – Conflict Management: Topics of Growing Importance to Multinational Companies at a Time of Globalization Corporate Culture of a Global Company: The Volkswagen Group Ekkehardt Wesner Organisational and Cultural Change at Deutsche Post World Net Joachim Kayser TOSHIBA EUROPE GmbH – An Example of Corporate Culture in Global Interaction Dirk Mandel Topics on the Increasing Significance of Globalization for Multinational Enterprises Gerhard Rübling List of Contributors 10 12 30 58 82 96 98 106 112 115 120 Foreword 06 07 Foreword Liz Mohn Mergers and...
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...9-409-106 MARCH 27, 2009 CHRISTOPHER MARQUIS ROSABETH MOSS KANTER IBM: The Corporate Service Corps In February of 2009, Kevin Thompson, program manager for the IBM Corporate Services Corps sat down with Stanley Litow, Vice President of Corporate Citizenship and Corporate Affairs, and Robin Willner, Vice President of Global Community Initiatives at IBM. They had recently received the results of an independent evaluation of the first 100 participants in IBM’s new employee leadership development program called the Corporate Service Corps (CSC). The CSC was an international community service assignment for high-potential IBM employees and 2008 was its pilot year. 11 teams of IBM’s best global employees had been deployed to work for local partners, frequently non-governmental organizations (NGOs), in locations such as Ghana, Tanzania, Romania, Philippines and Vietnam. Each team had worked for a month on projects as diverse as digitizing the supply chain of the Ghanaian handicraft sector to establishing a strategic plan for the Davao City Chamber of Commerce in the Philippines that would maximize job creation among locally owned small businesses. IBM had high hopes for this program, both as a way to deliver social value to emerging markets, but also as an important strategic business initiative. As globalization had proceeded, IBM CEO Samuel J. Palmisano had focused extensively on making global integration successful and how the new business environment would require globalizing...
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...is heavily dependent on the policies that individual countries pursue. Given the close linkage between a country’s economic policies and the degree of exchange risk, inflation risk, and interest rate risk that multinational companies and investors face, it is vital in studying and attempting to forecast those risks to understand their causes. Simply put, attempts to forecast exchange rates, inflation rates, or interest rates are helped immensely by a deeper understanding of how those economic parameters are affected by national policies. At the same time, no one can intelligently assess a country’s risk profile without comprehending its economic and political policies and how those policies are likely to affect the country’s prospects for economic growth. I spend some time discussing the nature of property rights and their implications for political risk and economic development. The chapter examines the experiences of Latin American countries and Eastern European countries and addresses the question of what it takes to promote economic growth. A good discussion of property rights and their effects on economic growth can be based on the end-of-chapter problems. This discussion serves to introduce the topic of country risk analysis–the assessment of the potential risks and rewards associated with making investments and doing business in a country. This is a vital task for multinational firms and international banks, who must constantly assess the business environments of the countries...
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...efficiently. Regarding this new challenge of HRM, this paper strives to identify whether the HRM can be considered as a source of competitive advantage of the firms or not? Finally the result of this study highlights the value of human resources (HR) and its strategic activities which have an influence on organizations performance and competitive abilities. 1. Introduction The term ‘human resource management’ (HRM) is simply the reflection of three words that does not provide much enlightenment. Where, ‘human’ implies it has something to do with people; ‘management’ places it in the domain of business and organization; but ‘resource’ is a highly ambiguous concept that many people find difficult to relate to [1],[2]. Now the question arises what exactly is the ‘HRM’? According to Storey [3], HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce. On the other hand, concerning to HRM, American Management Association (AMA), mentioned it can be described as the organizational function accountable for obtaining and maintaining qualified employees [4].Therefore, from the various approaches of HRM, we came to know that one of the major sources of competitive advantage of a firm are the employees, i.e. HRM. In short it can be said that HRM is an important tool that includes: (a) planning and directing; (b) development and proper utilization of human resources; (c)...
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...Selected Thesis Topics for BScBA students Bachelor´s Thesis 2013-2014 Please use this list of the fields of International Business for thesis work and potential thesis topics when choosing and informing us the field of your thesis + the thesis topic in the form Indication of Interest Area for Thesis 2013-2014. Part 1. Thesis topics for companies and other organizations We have first listed the thesis projects that are available to do for companies and organizations. If you are interested in these projects, please mark the topic to the Indication of Interest Area form the same way than any other topic. It should be noted that the students selected to do the thesis from these topics must be motivated and committed for the work. Please do not contact these organizations yourself before the selection process has been completed for all students. More information on topics can be asked from Mari Syväoja or Tomi Heimonen. Organization: Thesis Biofenno projects for (www.biofenno.fi) companies and organizations Selected Thesis Topics for companies and organizations Internationalization plan Plan how to take and promote product Tuovi Tuotevirtakirjanpito to EU markets. Tuovi Tuotevirtakirjanpito is a stock and feed recording program for organic farmers. It produces necessary stock and feed reports for annual inspection. Also stock balance reporting benefits farm managements. Because Tuovi Tuotevirtakirjanpito complies with all the regulations EU has set for organic farmers, it has...
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...School of ManagementAssignment Cover Sheetfor submission of individual and group work | Course / Unit Code | Assignment Number | Assignment due date | Group / Session name (if applicable) | BUSM1227 | 1 | 27/02/2012 | Class B | Course / Unit Name | Program Title | International Business | Bachelor of Business (Management) – Full Time | Lecturer / Teacher’s Name | Tutor / Marker’s Name (if applicable) | Wenda Leong | | This statement should be completed and signed by the student(s) participating in preparation of the assignment. Declaration and statement of authorship: 1. I / we hold a copy of this assignment, which can be produced if the original is lost / damaged. 2. This assignment is my / our original work and no part of it has been copied from any other student’s work or from any other source except where due acknowledgment is made. 3. No part of this assignment has been written for me / us by any other person except where such collaboration has been authorised by the lecturer / teacher concerned and is clearly acknowledged in the assignment. 4. I / we have not previously submitted or currently submitting this work for any other course / unit. 5. This work may be reproduced and / or communicated for the purpose of detecting plagiarism. 6. I/we give permission for a copy of my / our marked work to be retained by the School for review by external examiners. 7. I / we understand that plagiarism is the presentation of the work...
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...1. Introduction In this assignment, a conscience effort has been made to understand the concepts of “Cross Cultural Management” (CCM). Before we get into the dept, it is important for us to understand “Culture” in broad terms. The expression “culture” can be defined as the inherited values, concepts, and ways of living which are shared by people of the same social group. To simplify further, culture is divided into two kinds; the first is “generic culture” which is essentially a shared culture of all humans living on this planet. The second is “local culture” which refers to symbols and schemas shared by a particular social group. The local culture can also be understood from the simple that every country has a diverse and different culture which may be similar, but it certainly cannot be the same. Culture is different in many forms and contents that include factors that we can see like language, behavior, dressing and food; and others that we cannot see like beliefs and values. With the advent of Globalization, the world is now a global village and the technological achievements of this modern time have brought people closer together than ever. This also means that people from different parts of the world and with different cultural backgrounds are working and communicating together. While this is not only interesting, but dealing with people from different cultures requires conscience efforts in knowing the cultural diversities. This can be further be explained with...
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...How Communication Satisfaction Leads To Job Satisfaction A Research On Local And Multinational Telecom Companies In Bangladesh Introduction Today's business challenge focuses on many thing like cost control, product development and improving quality. But at the end everything comes down to success and prosperity of the organization and organization's success depends on its work force. If an organization’s employees are unhappy or dissatisfied, then it is likely that overall organizational effectiveness suffers. Because “there is a clear suggestion, that effective communication promotes organizational cohesion and effectiveness” (Hargie & Tourish, 2000,). Communication is a very important part of an organization. There are evidence that suggest more is better when it comes to internal communication. The value of quality internal communication and its relationship to organizational efficiency and effectiveness has been widely recognized (Stayer and How, 1990; Clampitt and Downs, 1993; Hargie et al., 2003b). It has been argued that Effective communication is a vital ingredient of attempts to increase participation, secure the widespread ownership of corporate goals and implement such programmes as total quality management (Hargie and Tourish, 1993). In addition, communication effectiveness is also perceived as central to management and organizational theory (Whetten and Cameron, 1991; Eden, 1993). Practitioners see internal communication as an important, challenging area...
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...Transformational leadership and innovative behavior 9 The mediating role of affective commitment between transformational leadership and innovative behavior 11 The mediating role of innovative climate between transformational leadership and innovative behavior 15 The moderating role of affective commitment between transformational leadership and employees’ innovative behavior 18 The moderating role of innovative climate between transformational leadership and employees’ innovative behavior 19 Methods 20 Participants and Procedure 20 Measures 22 Data analysis 24 Results 25 Descriptive statistics and scales 25 Correlation analysis 26 Testing hypothesis 27 Discussion 29 Limitations and recommendations 33 Directions for future research 35 Practical implications 36 References 37 Appendix 42 Tables……………………………………………………………………………………………………………………………………………42 Figures. 45 Company report 46 Abstract This study aims at investigating how transformational leaders directly and indirectly (via affective commitment to the organization, the career, the leader, and the team and innovative climate) affect employees’ innovative behavior. The hypotheses are tested by applying quantitative analyses to data collected from 39 employees of a multinational high-technology group, specialized in the photo sensor technology in the Netherlands. The results of the analysis do not support the direct link between transformational leadership and innovative employee behavior. Yet, they support the moderator...
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...Global Human Resource Management Learning Objectives After studying this chapter, you should be able to: Describe the drivers behind globalization in the early 21st century. Discuss the role that culture plays in determining the effective use of human resource management practices in a global organization. Identify critical HRM issues faced by multinational and global organizations when they conduct business in the international marketplace. Internet/Web Resources General Sites www.expatexchange.com www.ilo.org www.odei.gov/cia/publications/factbook/ index.html www.mexicomaquila.com www.gmacglobalrelocation.com www.shrm.org globalgateway.monster.com Company Sites www.globaldynamics.com www.nortel.com www.bp.com www.dell.com www.ballygaming.com www.nestle.com www.unilever.com www.fiat.com www.volvo.com Career Challenge Chapter 4 Global Human Resource Management 97 Boswell Technologies is a computer software development firm located in Akron, Ohio. Michael Carl, vice president for human resources at Boswell Technologies, has just returned from San Benedetto, Italy. It seems that Boswell is soon going to become Boswell International. The company has just acquired a successful software firm located in San Benedetto. The purpose of the acquisition was to quickly allow Boswell to become a premier supplier of new and innovative computer software in Europe. On his first day back in Ohio, Michael has been called into the office of Boswell’s president, David Randolf, to give...
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...Proceedings of the Fourth International Annual Conference of the Asia Pacific Academy of Business in Society Sustainable Decision-Making in a Time of Crisis Public and Private Perspectives Malcolm McIntosh and Susan Forbes Authors Malcolm McIntosh Director, Asia Pacific Centre for Sustainable Enterprise Susan M Forbes Adjunct Research Fellow, Asia Pacific Centre for Sustainable Enterprise © 2011 Asia Pacific Centre for Sustainable Enterprise Published by Asia Pacific Centre for Sustainable Enterprise Griffith Business School Griffith University, South Bank campus 226 Grey Street, South Brisbane Queensland, 4101 Australia www.griffith.edu.au/business-commerce/sustainable-enterprise All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic or mechanical, photocopying, recording or otherwise without the prior permission of the copyright owner. Copyright rests with the individual authors. ISBN 978-1-921760-45-7 Foreword The conference reflected lessons learnt and being learned from the global financial crisis, from the climate change prognosis and from rethinking global governance. The conference preceded the Asia-Pacific Economic Cooperation (APEC) 2010 Meetings and Summit (7-14 November in Yokohama, Japan) and coincided with the 10th anniversary of the United Nations (UN) Global Compact, and the UN Year of Biodiversity. Given the birth of the G20 group of nations, the...
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...preparation: Lectures (slides): 1 – What is culture; 2 – Conceptual culture models; 3 – Culture shock and expatriate adjustment; 4 – Motivation; 5 – Decision making; 6 – Ethics. Textbook: Chapter 2 (Culture & International Management), 7 (Motivation), 9 (Decision Making) Cases: (1) Foundering Expatriate; (2) Black & Decker Readings: “The silent language in overseas business”; “Right ways to manage expats”; “Value in tension: Ethics away from home” What is Culture? 1. What is the definition of culture? Acquired knowledge people use to interpret experience and actions. This knowledge then influence values ,attitude and behavior 2. What are the three levels of culture? What are the examples for each level? Surface level food holidays Underwater level economy customs Deep level value belief 3. How is culture transmitted? Both formal and informal Informal transmission occurs every day as individuals interact with each other, watch television, or read books Formal transmission occurs through efforts to socialize as an individual, such as in schools and government 4. How does culture impact communication in organizations? Culture has an impact on how communication takes place in an organization, what is communicated (e.g., only work related or including personal issues), and the manner in which information is communicated (direct confrontation vs. saving face) 5. What are high-context and low-context...
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