...Business Research Report Entering the European Market Table of Contents Executive Summary 3 Introduction 4 Research Findings 4 Customs and Business Etiquette 4 European Law and Finance 5 Researching a Foreign Market 7 Recommendations 8 Conclusion 9 References 10 Executive Summary Expanding a business poses certain risks, and entering a foreign market can be additionally challenging. This report serves to guide foreign expansion in Europe by listing the main areas to be focused on, and recommendations for how to meet these specific needs in order to succeed in international ventures. Learning the customs and idiosyncrasies of the regions where the new business venture is planned is vitally important in order to penetrate the market. Understanding that good business practices can differ in other parts of the world, and applying best practices in all areas of business will create successful partnerships and customer bases. Applying foreign law is likewise important, as failure to comply with regulations where business is conducted can result in sanctions, fines, and have a generally negative overall impact on operations. Europe in particular has certain advantages of standardized laws that are applied throughout all European Union members, 27 countries in all. Thorough research of an organizations chosen market is another key stage to mitigate the risks of entering a foreign market. Through the use of focus groups and in-house research a...
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...Hiring is not an easy process and it became worse due to globalization. A huge percentage of executive level appointments are ending in firing or resignation. Finding the right person to fill a right job has become more complex due to advent of new organizational forms such as joint ventures, strategic alliances. Art of hitting a Moving Target The hazards of hiring a wrong person in today’s business environment are mentioned with examples. Problems such as lack of negotiation and cross-cultural sensitivity may lead in hiring a wrong person. All that is required is a good understanding of the job requirements and fitting into the shoes of the role. Ten common hiring traps or pitfalls as mentioned by the author are as below: 1. The reactive approach: Job openings are result of firing or resignation. Companies generally seek someone with similar qualities of the previous employee and without defects. This ignores the changing future requirements the job demands. 2. Unrealistic specifications: Job description mentioned by the search team are generally long and detailed which is difficult to be found in a single candidate thus eliminating many good candidates having the priority skills. 3. Evaluating people in absolute terms: It is mentioned that the evaluation of performance of a person is difficult without proper understanding of circumstances. Questions like “what are your strengths and weaknesses are very contextual in nature. These are the candidates view about...
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...Georgetown University Abstract Military veterans have consistently experienced high unemployment rates. Challenging veterans’ efforts in finding and maintaining employment is the issue of Post-Traumatic Stress Disorder (PTSD). Exacerbating this problem, is civilian employers’ utilization of deficient hiring and employment practices. In particular, employers have developed a sense of fear and uncertainty about PTSD. These perceptions often prove to be a reason why employers choose not to select veteran candidates for employment. Additionally, organizations fail to successfully acclimate and socialize new veteran employees (who do or may suffer from PTSD) into the organization’s culture. Such failures can lead veteran employees to quit their job. Together, the deficient hiring and employment practices displayed towards former service members have significant ethical implications that serve as the catalyst for high unemployment rates for the veteran population. To minimize these implications and to improve veteran employment opportunities, organizations’ human resources (HR) departments must develop and incorporate new approaches to hiring and employing veterans who do or may suffer from PTSD. Keywords: PTSD, invisible disability, human resources, implicit bias Post-Traumatic Stress Disorder: Unethical Business Practices and their Influence on Veteran Unemployment Since the onset of World War II, United States...
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...business of enforcing such discrimination, it still allows businesses, schools and other organizations to indulge their own prejudices. Over the past half-century, the United States has expanded protections against discrimination to include race, religion, sex, age, disability and, in a growing number of jurisdictions, sexual orientation. Yet bias based on appearance remains perfectly permissible in all but one state and six cities and counties. Across the rest of the country, looks are the last bastion of acceptable bigotry. We all know that appearance matters, but the price of prejudice can be steeper than we often assume. In Texas in 1994, an obese woman was rejected for a job as a bus driver when a company doctor assumed she was not up to the task after watching her, in his words, "waddling down the hall." He did not perform any agility tests to determine whether she was, as the company would later claim, unfit to evacuate the bus in the event of an accident. In New Jersey in 2005, one of the Borgata Hotel Casino's "Borgata babe" cocktail waitresses went from a Size 4 to a Size 6 because of a thyroid condition. When the waitress, whose contract required her to keep an "an hourglass figure" that was "height and weight appropriate," requested a larger uniform, she was turned down. "Borgata babes don't go up in size," she was told. (Unless, the...
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...better overall picture of the potential employees that are coming through their doors. They have begun to realize that they can learn a whole lot more about the person they are interviewing from those sites than they ever could from a resume or application. According to an article that will be published in the International Journal of Work Innovation, “many employers are using the Facebook profiles of job candidates to filter out weaker applicants based on perception of lifestyle, attitudes and personal appearance.” (Inderscience Publishers). Whether right or wrong, one’s personal life does affect their chances of getting a job. Employers should look at your qualifications and check references to determine if there are any discrepancies in your resume rather than look at social network profiles. Before the age of social media, employers solely relied on a person’s application to judge if they were qualified, if they would fit in with the company and if they would live up to the company image. With social networking sites such as Facebook, Twitter, and Instagram businesses can now see much more of a potential employee’s personality before they hire them. Unfortunately many of the things they see could be taken out of context or misunderstood. Depending upon how a person has their privacy settings certain pieces of information surrounding a particular post could be left out. According to an article written by Kevin Casey, he quotes Jennifer McClure of Unbridled Talent, “We...
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...SELECTION A MONOGRAPH BY WILLIAM C. BYHAM, PH.D. ® A BEHAVIORAL APPROACH TO IMPROVED HIRING DECISIONS (BASIC CONCEPTS AND METHODOLOGY) © Development Dimensions International, Inc., MCMLXXIX. Revised MMIV. All rights reserved. TARGETED SELECTION FOREWARD Accurate employee selection decisions have never been more vital to organizational success. Advances in technology and changes in organizational structure and responsibilities have increased the demand for high-quality job applicants who, if hired, will grow into productive contributors to organizational success. This demand, when combined with a competitive job market and significant legal compliance requirements, means that hiring processes and decisions are increasingly complex and challenging. Development Dimensions International, Inc. (DDI), offers a proven selection system called Targeted Selection® that, when properly applied, can produce positive results in a wide range of areas of concern to organizations, from turnover to on-the-job success and return on investment. Targeted Selection® incorporates the following concepts with the training necessary to apply them: > > > > > ® A BEHAVIORAL APPROACH TO IMPROVED HIRING DECISIONS (BASIC CONCEPTS AND METHODOLOGY) Organize selection elements into a comprehensive system. Apply effective interviewing skills and techniques. Use data integration to make the best hiring decision. Make a positive impression on applicants; sell them on the job and the organization...
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... Topics Page I. Introduction 3 II. Project Purpose 3 III. Project Methodology 3 IV. Body of the Paper 4 V. Conclusions 13 VI. References 14 I. Introduction I am a retired Army combat Veteran diagnosed with Post Traumatic Stress Disorder (PTSD). In addition, I am a survivor of Renal Cell Carcinoma commonly known as kidney cancer. Transitioning into the civilian sector made me curious about how civilians deal with American with disabilities. The Americans with Disabilities Act of 1990 (ADA) is a civil rights law that protects employees with disabilities. The law prohibits employers from discriminating against individuals with physical and mental disabilities and the chronically ill. The Vocational Rehabilitation Act of 1973 was the first law to prohibit the discrimination of disabled in federally funded activities. This law did not protect the disabled under the Civil Rights Act of 1964. Therefore, in 1990 Congress passed the Americans with Disabilities Act to protect this class of citizens. II. Project Purpose To learn the applicable laws and protections afforded employees under the ADA. III. Project Methodology I will research the laws governing the ADA by using books detailing the purpose of the Act. I will include periodicals, the internet, and all available sources to gather information and data. IV. Body of Paper 1. History before ADA America is a great melting pot and an example to the world...
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...to school get good grades and then go to college to get a high paying job. Really a lot more is needed to find a good job and to make a lot of money. To find the best job we have to prepare ourselves to be the best employees possible and this is something that has to be developed over time and with experience, even with being a business owner we have to make ourselves the best employer possible so we can know what to look for in an employee. In all that we do we have been taught to always present ourselves well because the first impression is the last impression that an employer will see. In this class we learned that the Human Resources Management team plays a very important role in the way companies do business when they have openings to hire a new person and even when actions may need to be taken to help resolve any issues that may occur on the job. HR and line management have one common goal, which is to bring capable human assets into the organization who can perform the duties and responsibilities that will keep the organization functional and competitive in the market. To really get the job done employees have to at some point be able to communicate so that a bond or some type of togetherness can be developed within the company or team that works together. In our lives to help develop our communication skills has kids we played sports and did a lot of running outside but today our kids spend more time playing video games and there not developing...
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...service industry at which a high rate of employee turnover occurs. Using the methods learned throughout this course our team has selected the instruments we found to be the most useful in collecting data to develop appropriate research questions, hypothesis, research design, and result reporting. This paper will discuss and describe the following elements: 0. Research problem and purpose 0. Significance, scope, magnitude, and feasibility of finding a solution to the issue, opportunity, or problem 0. Research question, hypothesis, and variables 0. Research design 0. Instrument you developed or selected 0. Sampling method 0. Overall data analysis approach 0. Result reporting 0. Ethical considerations Preparing to Conduct Business Research: Part 3 Employees enter and leave companies all the time. For some industries, the rate at which this occurs is higher. One particular industry is the food service industry. Within the food service industry, the employee turnover rate is considerately higher when compared to the arts and entertainment industry which carried a voluntary turnover rate of 28.7% as of August 2006 (Retention Management and Metrics, 2000-2011). In fact, it was reported that a high voluntary employee turnover rate lies in the food service industry at a staggering 47% turnover rate (Linda, 2011). To tackle this problem restaurant owners and managers must address this because high employee turnover rates contribute...
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...equal opportunity employment law relates to JetBlue and how these practices and laws can be beneficial to all of the organization's human resources areas but also how they can be beneficial to JetBlue as an organization with a bright future. Hiring Practices JetBlue already has impressive hiring practices because they focus on finding the right people with great attitudes. However, there are three national equal employment laws that have been identified that will impact JetBlue's hiring practices. The first law identified is the Age Discrimination Act of 1967 which prohibits "employers from discriminating against individuals who were 40 to 65 years old" (Mondy, 2012). In making sure not to discount hiring people over the age of 40 whether they have previous airline experience or not can benefit JetBlue as an organization because many workers that are over the age of 40 have a great work ethic along with great customer service skills as noted by CVS executive, Stephen Wing (Mondy, 2012). This also creates diversity in the workplace which only enhances the organization. The second law identified is Title VII of the Civil Rights Act of 1964 that was amended in 1972. Title VII prohibits an employer from discriminating "in hiring, firing, promoting, compensating, or in terms, conditions, or privileges of employment on the basis of race, color, sex, religion, or national origin" (Mondy, 2012). However, this law also makes it illegal for an employer to retaliate against...
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...report……………………………………………………….3 2.0 -Summary of purpose, rationale, and related literature……………………..3 2.1 -The purpose/rationale of the study………………………………………..3 2.2- Clarity of research question…………………………………………………4 2.3- Conceptual foundations……………………………………………………..4 3. 0- Research methodology and design……………………………………………6 3.1- Describe and evaluate the methodology adopted………………………6 3.1a. Research site/context…………………………………………………..6 3.1b. Methods of data collection……………………………………………..6 3.1c. Method of data analysis…………………………………………………6 3.1d. Sampling…………………………………………………………………..7 3.1e. Ethical issues…………………………………………………………….7 3.2 – Suitability of the Research Paper Methodology for Adaptation…….8 4.0 – Main Findings and Implications………………………………………………..8 4.1 – Outline the Main Findings of the Research……………………………...8 4.2 – Comments on Implications Presented……………………………………9 4.3 – Comments on Limitations Identified……………………………………..9 5.0 Conclusion………………………………………………………………………….10 5.1 – Highlights of Key Points…………………………………………………...10 5.2 – Suitability of Design for Reviewer’sResearch………………………….10 1.0- Introduction 1.1-Selected Research Paper The reviewer would select the research paper named the symptoms of and consequences to selection errors in recruitment decisions. Few organizations officially evaluate their recruitment and selection effort. This article is benefiting the reviewer as it shows how to reduce selection errors and its costs of selection errors. It is related to the...
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... To achieve these performance goals it has become imperative for organizations to have competent people. Pre-employment selection tests help organizations identify and develop these competent people and play a major role in the today’s hiring process. These tests consist of one or multiple series of tests used to collect information from candidates for the purpose of aiding in hiring decisions and career development. They are also designed to measure how well the candidates communicate, solve problems, handle change, deal with stress, and manage subordinates, in addition to determining whether they have the specific skills and abilities required to perform the job. Employees affect an organization’s performance and profitability, and hiring qualified people costs the company time and money. Although the process of designing and developing job specific tests can sometimes be costly, selection tests can be quite cost effective in the long run as they help organizations match candidates’ skills, personality, and behaviour to job requirements, decreasing turnover and improving employee morale. Pre-employment tests can also greatly increase hiring effectiveness as they improve the organization’s ability to make accurate and objective hiring decisions about a candidate’s compatibility with the competencies required for a specific position....
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...foundation that becomes a guideline to be based on selecting, retaining, and motivating your employees. However before these guidelines are made, they are all determined and influenced by the company’s particular structure, culture, and strategy, which is different for all businesses and an example of this can be found virtually in any business operation. Therefore if I were the manager of a business the matters of selecting, retaining, and motivating employees would depend on the type of business I was working for, their specific culture, structure, and strategy. For example Hoover (2009) Disney is the world’s second largest conglomerate and only second to Time Warner’s (p.1-2), which easily affirms and attests to the success of their business, when you look at a business like Disney the means by which that make them this successful pop in to your head quickly: hard work, knowledgeable, dedicated, attention is directed all towards the customers and really believe in customer satisfaction and that can only be guaranteed through their employees who make the ‘magic’ happen. Examining Disney’s structure, culture and strategy, you would find they are all related and...
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...HIRING AN ASSISTANT MANAGER Gloria Howell OMM618Human Resource Management Professor Lora Reed February 17, 2014 Hiring an Assistant Manager; An HR perspective on hiring and job analysis Individuals think that hiring is an easy thing, until the opportunity to do so is presented as a Senior Manager for Vision Adult Day Center; the center needed an Assistant Manager. Those who work in the field of human resources know firsthand the challenges in creating a job description, recruiting, interviewing, testing, hiring, training and developing employees. It seems the HR process is never fully complete and it is through a job experience as a Senior Manager and through research of human resource theories and topics that fully examine the challenges in doing so. This paper is a theory of what would happen when hiring a replacement for a management position and will outline a job description, recruitment and selection strategy as well as testing and interviewing for the position. This paper will also discuss job performance, evaluations, salary and training and development. The first step in finding a replacement for the position would be to create a job description. According to Dessler (2011), a job description is a written analysis of what the jobholder actually does, how the responsibilities are performed and under what conditions. The knowledge, skills, responsibilities and stipulations are then written down to use a basis for assortment. This was a very challenging aspect of this...
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...sufficient information for effective selection decision making, particularly in areas that are not amenable to training, such as cognitive ability and attitude ( Webster, 2010). Psychological assessments are used in succession planning, employee screening, pre-employment decisions, and employee counseling situations. From a purely financial view, if psychological testing can prevent you from making one bad hire, it probably saves you tens of thousands of dollars. From an organizational perspective, there is no better growth strategy than using every tool available to hire and develop the best people (Lakin, 2011). Engaging in pre-employment testing methods is of utmost importance in today’s workforce. First, Human Resource managers and hiring managers want to select the most qualified candidates to fill open positions within their organizations because the most qualified...
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