...20.3 Revocation of Acceptance Roy E. Farrar Produce Company (Farrar) was a packer and shipper of tomatoes in Rio Arribon County, New Mexico. Farrar contacted Wilson, an agent and salesman for International Paper Company (International), and ordered 21,500 tomato boxes for $0.64 per box. The boxes were to each hold between 20 and 30 pounds of tomatoes for shipping. When the boxes arrived at Farrar’s plant, 3,624 of them were immediately used to pack tomatoes. When the boxes were stacked, they began to collapse and crush the tomatoes contained within them. The produce company was forced to repackage the tomatoes and store the unused tomato boxes. Farrar contacted International and informed it that it no longer wanted the boxes because they could not perform as promised. International claimed that Farrar had accepted the packages and must pay for them. Who wins? International Paper Co. v. Farrar, 102 N.M. 739, 700 P.2d 642, Web 1985 N.M. Lexis 2000 (Supreme Court of New Mexico) Farrar contracted Wilson for an order of 21,500 boxes capable of holding twenty to thirty pounds each used to ship Farrars’ tomatoes. Farrar used 3,624 boxes upon arrival to pack tomatoes which according to Farrar failed crushed the packed tomatoes. Farrar reacted by attempted to cancel the contract. International(Wilson) thinks that Farrar already accepted the boxes and should be held to pay for them. For revocation of acceptance we must confirm that the goods are nonconforming or the nonconformity substantially...
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...Case Study – International Paper Company I. Company Profile and Analyses of Industry International Paper Company (IP) is one of the world’s largest manufacturers of paper and paper products. Their products include a wide variety of paper products, consumer packaging materials, industrial packaging materials, and pulp products. In addition, IP collects and recycles recovered paper. History IP began in 1898 as a merger of 17 pulp and paper mills from Massachusetts to New York. IP led the newsprint industry until 1913, when trade regulations revised to promote Canadian imports and later, in 1921, labor conflicts within IP contributed to a decline in IP’s market share. However, IP rallied by creating a Canadian subsidiary, expanding into the South by acquiring and building new mills, consolidating its northern operations, and diversifying its product line from primarily newsprint, to book and bond products, and later, corrugated containers. This diversification aided IP in surviving the Great Depression, and continued through the 1930’s. IP continued to reap profits and expand the company through the 50’s and 60’s, into North American and overseas, eventually expanding into places such as French West Indies, Mexico, and France. The 1970’s found IP divesting itself of several plants and mills, and in 1976, J. Stanford Smith, facilitated a major company reorganization revised the geographic area divisions into business units dedicated to a specific function or product. Over the...
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...yields by 2004. The company had three main product segments which include pulp products like bleached and unbleached Kraft pulp; forestry products like pulpwood; and wood products like lumber and remanufactured wood products. In 2004, the company wanted to invest more to get more development. The company was facing alternatives: one was forward integration moving into paper manufacturing; the other one was horizontal expansion investing US $1 billion to construct a new state-of-the-art chemical pulp plant. 2. Situation According to the case, we can see that the competition in the pulp industry is strong. First, the competition of existing competitors in market pulp was strong. From the case we can get that most of the large companies were involved in backward integration to produce the pulp for their paper themselves. Most major companies had their own forests, pulp mill, paper manufacturing facilities and even their own distributions. These vertically integrated pulp and paper companies produced 142 million tons of pulp out of the 183 million tons produced worldwide. There were some smaller local paper firms that still purchased the pulp from suppliers like Arauco based on their needs. For Arauco, it can only...
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...Assignment Two: Final Paper Heather Smith Jour 3400 April 28, 2010 The largest paper company in the world sits right here in Memphis, Tennessee, International Paper Company. They manufacture in North America, Europe, Latin America, Asia and North Africa. International Paper was established in 1898 and has grown to house 113,000 employees. The company achieves their success from the goals they stand for: “Good corporate governance is the foundation upon which we build and achieve our goals. We create an awareness of the importance of diversity, ethical behavior and personal integrity, which are our foundation. We support hundreds of community-based educational, civic and cultural activities. We deliver the most current International Paper news to the media. We work in synergy with customers to deliver solutions that positively impact supplier diversity efforts” (http://www.internationalpaper.com). International Paper’s hard work ethic and motivation holds a great deal of their success as well. The company has a perspective called the “IP Way” which infers “International Paper is committed to continuous improvement in everything it does, and the key is the people who make up the company” (History of International Paper, 2006). The public they target is the workforce and workplace. The company puts a lot of focus and emphasis on diversity. They strive to promote the importance of diversity in the workplace...
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...BUS 325 ASSIGNMENT 2 INTERNATIONAL ASSIGNMENT NEW TO purchase this tutorial visit following link: http://wiseamerican.us/product/bus-325-assignment-2-international-assignment-new/ Contact us at: SUPPORT@WISEAMERICAN.US BUS 325 ASSIGNMENT 2 INTERNATIONAL ASSIGNMENT NEW BUS 325 Assignment 2 – International Assignment – NEW Imagine that you are the HR director for a multinational firm that has recently begun to assign workers to international posts. You are responsible for determining the staffing needs of foreign operations. You will also need to adopt a mentoring program for expatriates. As you do not have the resources to provide in house training, you are considering the use of an external consulting firm to provide pre-departure training for employees. Write a six to eight (6-8) page paper in which you: 1. Determine four to six (4-6) components that the pre-departure training will need to cover. Provide a rationale for the use of using the training components in question. 2. Propose three (3) criteria that management will use to assess the performance of expatriates working abroad. Support your proposal with examples of the fundamental ways in which these performance requirements have improved performance, 3. Recommend the recruiting and selection strategy that you believe your firm should use when offering international assignments. Provide a rationale for your recommendation, 4. Compare and contrast two (2) staffing alternatives for foreign operations at your multinational...
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...International Recruitment, Selection, and Training Strategies The world has been rapidly transforming due to the changes in technology, innovations, and the reduction of trade barriers into and out of countries which have permitted globalization. Due to globalization human resource management has been forced to take a more international approach, and has demonstrated that a more effective management of human resources internationally is imperative for the success of companies in international business (Shen). Therefore international organizations need to understand the roll that plays the international human resource management (IHRM) department, and the importance of adopting an effective recruiting, selecting, and training strategies that will enable the company to select the right talent for the right places. IHRM plays a very important and challenging roll in the international setting of organizations because “they must develop practices which will maintain congruence with the overall strategic plan of their respective multinational corporations, while balancing the economic, social, political, and legal constraints of the host countries” (Caligiuri). Companies understand that the only way to develop strong and successful global leaders, which are keys to competitive advantage, is through an IHRM department that has a well develop competitive strategy in place. Multinational Corporations (MNCs) like Unilever and Huawei Technologies Co., a Chinese networking and telecommunications...
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...Introduction This paper is devoted to the problem of international selection of personnel. Efficient allocation of the resources is one of the most important criteria in the success of a company, especially when we are speaking about human resources. Hiring and then deploying people to positions where they can perform in the most effective way is the primary goal of most organisations, whether domestic or international. Selection is the process of matching individual characteristics such as ability and experience with the requirement of the job. The main two differences between domestic and international selection are that managers should take into staffing orientation of particular company, in other words who should take the key positions in headquarters and subsidiaries also they should take into account laws and regulations of host country. Further in this paper it will be discussed different types of employees, factors that influence stuffing and criteria for candidate selection and validation. In the practical part all the issues mentioned above will be addressed on the example of two companies that are going through changes one of which is the recruitment of the personnel. Theoretical part Staffing orientation As it was said in introduction one of the main obstacles that managers are facing during the selection process of future expatriates is that many companies have predispositions with regard to who should take top positions in headquarter and subsidiaries or...
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...Silvio Napoli at Schindler India Analysis Name University Course Introduction When a company embarks on an international endeavor they are faced with many obstacles and adversities. The corporation’s keys elements are challenged, management tested, strategies examined, and decisions questioned. The purpose of this paper is to analyze the Silvio Napoli at Schindler India case study. This analysis will address Silvio Napoli’s actions while establishing an Schindler subsidiary in India. It will discuss the strategy, organizational structure, staffing, and Silvio’s progress. Also, this analysis will examine Schindler VRA’s decision of Mr. Napoli as General Manager and provide future recommendations for Schindler. Lastly, the paper will discuss lessons that may be applied to BG Group’s international endeavors. Analysis Schindler’s Indian Strategy Alfred Schindler, Schindler’s Chairman, recognized the huge market potential in India and decided to embark on establishing an Schindler subsidiary. The VRA appointed Silvio Napoli as General Manager to lead this endeavor. Silvio desired to differentiate Schindler from its competitors. Silvio developed a strategy of a narrow product line to serve low and mid to high markets, S001 and S300P respectively. Also, to gain a price advantage, Mr. Napoli planned to outsource the logistics and manufacturing sectors, with the exception of the safety-related components. This strategic plan had many shortcomings. Schindler was the first...
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...Director/Strategic Business Partner • Direct report to VP/GM global $300M surgical technologies business unit – HR/OD strategy. • Focus on 200 person commercial team – transition from distributorship model to B2 B direct sales. • Part of new leadership team – long-term strategic goal: $1B annual revenues by 2020. • Aggressive expansion plans in underserved surgical markets: India, China, and South America. • Executive staffing, succession planning, leadership development and talent management focus. • Driving unique high-performance culture setting the bar for MDT in double digit growth model. NYPRO, INC. Clinton, MA 2009 – 2012 Healthcare Global Business Unit $1.4B Global Medical Device Manufacturer Global Director, Human Resources • Sr. HR Executive for Healthcare Global Business Unit – reported to GBU Group President • Lead Global HR Teams in Hong Kong, Europe, Mexico, Puerto Rico and United States (Chicago IL, North Carolina, and Massachusetts) • Managed HR/OD/Compensation/Training and Strategic Staffing support/services for all locations • Strategic Business Partner to Healthcare Global Business Unit – Executive Leadership Team member – HR partner for strategic planning • Developed short and long-term...
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...Global Staffing Author: Thomas Gasuku Email: gasukuthom@gmail.com Introduction Global organizations with subsidiaries in different countries have unique staffing choices depending on the prevailing situation (Ryan, & Tippins, 2009). Often, professional who manage and guide human resource in these global organizations consider basic factors before choosing a specific staffing option. MNCs have three staffing options: ethnocentric, global and polycentric staffing model. Notably, MNC wants to open a branch in South America (like Brazil), and it is looking forward to choosing criteria of staffing their subsidiary (Stahl, Björkman, & Morris, 2012). From a distance, many countries in South America are developing countries and hence possess small economies. Therefore, the application of ethnocentric or polycentric staffing will not be appropriate. This paper chooses and supports a global model of staffing as the best staffing option that will see the subsidiary to higher levels. This essay seeks to show how the global model can be appropriate for the subsidiary that specializes in the production of automobile parts. Global model (Geocentric staffing model) Unlike ethnocentric and polycentric which focus on hiring employees from either host country or from the subsidiary location; global model focuses on hiring employees who have the required skills irrespective of their home country. Notably, this company deals with the manufacturing of Automobile parts (Ryan, & Tippins...
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...must be acknowledged and understood. Labor laws, compensation practices, equal employment legislation, and the enforcement of a firm’s established code of conduct are examples of the complexity in the role of a global HRM. Knowing how to staff, develop, compensate, and evaluate key management positions for global posts are critical to ensuring the success of an expatriate manager and the costs associated with doing business in another country. This paper will go into greater detail the strategic role of a global HRM in an International business setting; discuss the four major tasks associated with a global HRM which include: staffing policies, management training and development, performance appraisal, and compensation policies. Lastly, this paper will discuss the international labor relations; the relationship between management of labor relations and the firm’s overall strategy. CONTENTS Abstract …………………………………………………………………………………………..2 The Strategic Role of an International Human Resouce Manager ……………………………….4 Staffing Policy ……………………………………………………………………………………5 Expatriate Managers ...……………………………………………………………………………9 A Global Mindset …………………………………………………………………………….….12 Training & Management Development …………………………………………………………13 Expatriate Training ……………………………………………………………………………...13 Repatriation of Expatriate ……………………………………………………………………….14 Management Development & Strategy …………………………………………………………15...
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...to these challenges as they explore the tools and processes needed to accurately assess the political, legal, technological, competitive, and cultural factors that affect a firm’s strategies and operations within international and cross-cultural contexts. Integrative case studies are used to familiarize students with the challenging strategic decisions that global companies face as they work to ensure sustainable competitive advantage. Emphasis is placed on how the variable of culture interacts wth other national and international factors that affect managerial procesess and behaviors. This course also focuses on effective strategic, organizational, and interpersonal management as students learn how to develop the skills necessary to design and implement global strategies, conduct effective cross-national interactions, and manage daily operations in foreign subsidiaries. The growing competitive influence of technology is also discussed throughout the course. Prerequisites KG 592 Foundations of Business Management and Marketing Learning Objectives Students who successfully complete this course should be able to: 1. Use Porter's Five Forces Model to analyze specific domestic and international industries (Assessed by: BPP-Industry Analysis paper). 2. Analyze (compare/contrast) the effects of political, economic, legal and social dimensions on the global managerial challenges (Assessed by:...
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...Principles of management APPLIED RESEARCH (USMC 3RD MAR DIVISION) William Roeder Park University Internet Campus A course paper presented to the School for Arts and Sciences and Distance Learning In partial fulfillment of the requirements for the degree of Bachelors Computer Science Park University December, 2014 This paper or presentation is my own work. Any assistance I received in its preparation is acknowledged within the paper or presentation, in accordance with Park University academic honesty policies. If I used data, ideas, words, diagrams, pictures, or other information from any source, I have cited the sources fully and completely in a citation within the paper and also listed on the reference page. This includes sources which I have quoted or that I have paraphrased. Furthermore, I certify that this paper or presentation was prepared by me specifically for this class and has not been submitted, in whole or in part, to any other class in this University or elsewhere, or used for any purpose other than satisfying the requirements of this class, except that I am allowed to submit the paper or presentation to a professional publication, peer reviewed journal, or professional conference. This is not a draft, and is submitted for grading to satisfy in part the requirements for this course and the program(s) in which I am enrolled. In typing my name following the word 'Signature', I intend that this certification will have the same authority and authenticity...
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...The Recruiting Industry: Internet Staffing vs. Traditional Staffing Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Table of Contents Introduction 2-3 Approach 4 Focus 5 Recruiting Industry History 2 Strategic Staffing 2 Internet Staffing 2 Internet Staffing Methods 2 Traditional Staffing/Methods 2 Literature Review 2 Results/Recommendations 2 Conclusion 2 References 2 Introduction In today’s society, you will find that many organizations strive to discover the most efficient, effective way to successfully recruit the ideal candidate that’s a perfect fit within the workplace environment. This can be a daunting task within the Human Resources (HR) department should the appropriate factors not be well aligned with an organizations purpose. This research paper will explore the elements of internet staffing and traditional staffing. Some will argue that tradition staffing is the best method because it’s been proven to achieve great results within the business industry for many years. While others will argue that internet staffing can achieve the same results. However, through the use of technology this method...
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...The purpose of this research paper is to define the most difficult challenges of international human resource management, such as cultural diversity and the problem of managing people in different cultures and environments, convergence and divergence and the variety of international organizational models that exist. This paper proves that human resource managers of global organizations can not afford to ignore challenges of international human resource management, in order to ensure company’s success. Moreover, this work focus on investigating the correlation between these problems, that also must be understood. During the past fifty years, technological advances in transportation and communications have spurred the pace of globalization. Many companies envolved from being purely domestic to becoming truly global. The first step in this evolution might be to export goods for sale in one or two foreign markets. The next step might be to manufacture those goods overseas because it is more efficient than shipping products thousands of miles to foreign markets. Setting up all those complex operations to enter a foreign market change the companies that eventually envolve into multinational enterprises. Although developing international business increase the requirement for understanding ways in which companies operate effectively on a global scale. In order to become successful in the global, competitive business world, firms must overcome certain challenges. Globalization influences...
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