...IBS 611 LEGAL ISSUES IN GLOBAL ENVIRONMENT THE MULTINATIONAL ORGANIZATION AND THE UNFAIR COMPETITION LAWS INTRODUCTION The purpose of this paper is to discuss the name and describe the different types of structural organizations used by multinational corporations. The different organizational structures are the parent company, the nonmultinational enterprise, the national multinational enterprise, and the international multinational enterprise. I will also discuss the home state regulation of multinational enterprises. The forms of regulations discussed in this paper will be the Sherman Antitrust Act, the Clayton Act and the Robinson-Patman Act. Also there effects on business in the 21st century. THE MULTINATIONAL ORGANIZATION The Parent Company To carry out operations internationally, large business have adapted their organizational structures to share risks and to take advantage of economies of scale. The simplest international operating structure is the “nonmultinational enterprise,” in which a firm organized in one country contracts with an independent foreign firm to carry out sales or purchasing abroad. Somewhat more complex is the “national multinational enterprise,” in which a parent firm established in one country establishes wholly owned branches and subsidiaries in other countries. The most complex is the “international multinational enterprise” made up of two or more parents from different countries that co-own operating businesses in two or more...
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...Running Head: VIRTUAL ORGANIZATION EMPLOYMENT LAW Virtual Organization Employment Law- Kudler Fine Foods University of Phoenix Virtual Organization Employment Law- Kudler Fine Foods Kudler Fine Foods is a company that employ’s people of all ethnic groups throughout the company’s three locations. Being that Kudler Fine Foods has such diversity under its employment, some of the rules and regulations set by the company may pose a potential problem for the company in the future. One of those rules is the proper attire rules. What may seem like inappropriate dress for one culture may not be seen as inappropriate for others. In the company’s employee handbook it clearly states that employee’s that our found dressed inappropriately or not clean will be sent home without pay. Some cultures have different ways of dressing which may appear to be inappropriate for an office environment; however, in his or her culture the attire may be considered formal wear. If an employee is asked to go home solely based on the fact that his or her supervisor considers that the employee is not dressed according to what he or she may feel is appropriate for the office, the employee may feel disrespected and even harassed. Should an employee feel that they are being personally singled out and sent home because of their attire, they may decide to sue the company for harassment. In order to maintain an environment in which all employee’s feel that his or her personal beliefs and cultural diversity...
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...Executive Summary CJA 384 January 29, 2012 Patrick Cote Models of Organized Crime Executive Summary Within the criminal justice field there are two different types of organizations and those organizations are bureaucratic and patron-client organizations. This paper will discuss the several assorted reasons why and how the bureaucratic and patron-client organizations are different. The patron-client organization chooses to break the law. On the other hand, the bureaucratic organizations are those that are there to enforce it. Although there are many differences between these two organizations, they also have commonalities. This paper will address so many more ways that make these two unique types of organizations different. A patron-client organization is an assembly of criminal patrons who swapped information and assembled a successful network between the main bosses and important political figures. The patron-client network is usually structured using a hierarchy system and consists of one main boss, an underboss, an advisor, captains, and members. The main boss hands down commands to the underboss. The underboss relates the information to captains, who also have lackeys to do the dirty work. All members of a patron-client organization must go through prior initiation. Moreover, patron-client organizations are similar to a very close family in the top tier. When it comes to the lower level, with the members, that tightness spreads out some. With this allowance of a somewhat...
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...culture? Where does it come from? Organizational culture can be loosely described as "the way things are done in an organization. It is a system of shared characteristics that the members in the organization value and which distinguish the organization from other organizations. Main characteristics that the organization culture defines include the following. 1. The degree to which innovation and risk taking behavior is accepted and valued. 2. The degree to which employees are expected to pay attention to detail in performance of their work. 3. The degree to which management focuses on the results produced rather than adherence to systems and procedures. 4. Degree to which people and people aspect of any situation is taken into consideration in decision making. 5. The degree to which work is organized around teams of people rather than individuals. 6. The degree to which aggressive and competitive behavior is accepted and appreciated. 7. The relative emphasis placed on maintenance of status quo versus growth. The current organization culture of any company is largely determined by what has been the way of working in the past and the degree of success achieved using those ways. The ultimate source of the past behavior is primarily the influence of the founders of the organization. The founders contribute to formation of early organization culture in three ways. 1. Founders only hire and keep employee of certain types who conform to their image of...
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...Ghoshal in 1993 decided four sorts of global association models. They are as per the following: • Decentralized organization • Coordinated organization • Centralized Hub • Transactional Workforce Diversity The most vital test for the IHRM is the method used to manage a diverse workforce from different societies at same working environment. There are numerous investigations being carried out over this issue like Bendick, Egan and Lanier directed an investigation on a similar issue in USA. They inferred that generally the...
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...Dulcelina Stahl August 27, 2012 The Role of Ethics and Social Responsibility in Developing a Strategic Plan Private corporations have a responsibility to society to do more than merely become a profitable organization. The strategic decisions of organizations are not made for the the benefit of the organization alone. Strategic decisions are also made to impact the community, consumers, and workforce of the corporation in a positive way. The strategic decisions made by a corporation are carefully made to reflect the mission and vision of the organization. Every decision includes the appropriateness of how the organization serves the community by keeping their needs and expectations in mind. The ethical interests of the organization must be well defined and all conflicts of interest or legal occurrences must be dealt with in a completely ethical manner. The stakeholder’s have the expectation of transparency from the organization so that their needs are taken into consideration during the course of developing the strategic plan for the organization. The question of what the ethical social responsibility requirements of an organization are can be answered in different ways depending on the view of the corporation. Milton Friedman and Archie Carroll have very different ideas of corporate responsibilities to society. Friedman believes in a more traditional view of corporate responsibility limiting...
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...Assignment 1 Matthew M. English University of North Georgia Abstract The key points of my article will be centered around the history of the law enforcement agency I’m working for, which is Alabama Department of Game and Fish under the Alabama Department of Conservation. Also, I will be discussing the characteristics of my law enforcement agency by outlining how it works. The questions I will be asked are as follows. Are there any weaknesses in the agency’s promotion process? Do you think the process is done fairly? Describe the formal rules of your intern agency. Are these rules ever broken? For what reason(s) may they be broken? What are some of the informal work rules of your agency? What is the organization’s size...
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...Compensation in Different Markets Sheila E. O'Kane HRM/324 March 25, 2013 Ken Zula Organizational Objectives and Total Compensation in Different Markets An analysis of current laws and regulations on organizational objectives and total compensation is the purpose of this paper. As a Human Resource consultant the primary objective is to provide the client’s organization with the information knowledge of the laws and regulations that impact compensation. Armed with this knowledge the organization is able to develop a total compensation plan that is in alignment with the firm’s strategic plan. The laws that influence compensation practices are designed to help “ensure that pursuit of goals by any one group does not undermine others’ goals” (Martocchio, 2009, p. 49). These laws make sure that the employees who have the “least amount of power” (Martocchio, 2009, p. 49), are protected. The client organization has 200 employees and provides goods and services to the federal government under contract. There are several laws that the organization must adhere to as a federal contractor that affect total compensation. The most prevalent affect comes from laws surrounding wages. These laws fall under the heading of Prevailing Wage Laws. One such law that applies to the client organization is the McNamara-O’Hara Service Contract Act of 1965. Contractors who employ service workers such as plumbers and electricians must pay “at least the minimum wage specified in FLSA” (Martocchio...
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...also motivate the organization and individuals to attain the goals and objectives in the business strategy. This paper will present information for each of these areas to demonstrate what the organization will gain in the offering of this training and how programs meet professional or personal employee needs. Legal Requirements Failing to provide training that is required by laws and regulations could result in litigation action against an organization. Even worse, failure to provide training that addresses specific safety issues, or providing incorrect information during training, could result in injury or loss of life for employees or others outside of training. In addition, trainers must ensure that employees possess the necessary knowledge, skills, and behaviors before they operate tools and equipment. If performance in training will be used as an example or for promotion purposes, employees must be made aware of this fact to avoid breach of confidentiality or defamation. Trainers must be aware of copyrighted material and must obtain permission prior to use. All personnel must be provided access to the training in order to meet the requirement of Title VII of the Civil Rights Act of 1964 (amended in 1991) and the Age Discrimination in Employment Act. All training must treat trainees equally and ensure that training is not offensive. All training must provide reasonable accommodation to the physical or mental condition of any person in the organization that may be covered...
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...organizational leaders encourage managers and employees to follow laws and guidelines. Human resource professionals should discuss with top leaders the results of abiding by federal laws while telling the affect on the bottom line. Conducting training on organizational profits protection will encourage leaders to abide by the laws and encourage others to follow suit. The federal government does have involvement in the hiring of workers and the protection of those workers in organizations that are involved in business with the government. If or when these laws are influenced by the organizations planning or implementation of their procedures, there are possible sanctions or leading to contract cancellations, which will tremendously hurt profits. Providing an accurate understanding to the leaders will most likely ensure motivation to present programs and develop policies that shows the organization has the necessary working relationship, while being favorable to the protective classes. An additional way to aid the bottom line is involvement of top leaders that promote safety within the workplace. Their influence towards the managers and employees will become the top priority. Workers that maintain safety on their minds will strive to always accomplish safe practices while doing required tasks. Rewards and recognition awards, presented to disciplined employees that follow safety rules, will be presented by the organization. The top leaders will be encouraged by fewer disability claims...
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...Nowadays, we hear a lot of disciplinary issues rising in organizations whether be it big companies like Infosys or any small company. It has become a matter of concern and needs to be addressed to prevent future problems in the organization and improve management skills. Disciplinary issues can be categorised into two types: Compliance issues like violation of company policies, rules & regulations, non- punctual in attendance, sexual harassment, making false travel or medical claims. Behaviour & Business Etiquette Issues: Indulging in political activities at the workplace, shouting at the subordinates using indecent language, not following proper dress code. Designing of two days training program (addressing disciplinary issues) of Bala...
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...individuals to understand what ethics are being held by the company through organizational culture, behavior, diversity and the organizations communication styles. Organizational culture play a major role in an organization, it is considered the foundation, format and beliefs of the organization. A true definition of organizational culture is a set of beliefs, values, and personalities that represent the unique character of an organization. An attributes that contribute to organizational culture and is very important is respect in the organization no matter race. Respect is what allows people to communicate; respect within each other allows growth and shared knowledge. Employee pride is also a great attribute for a company to maintain, the higher employee morale is the more productivity there is within the company and its employees. A company the shows great company morale is McDonald’s employees. McDonald’s emphasis to its employees to always have a smile, greet customers and have an inviting attitude to want the consumer to come back. McDonald’s ensures that the company is allowing the employees to understand the pride of working at McDonald’s. Organizational culture cannot be obtained unless there is an understanding of organizational behavior. Organizational behavior is the behavior between employees and the organization in the workplace. On organization goal is to make sure all employees understand the correct behavior and implement the...
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...The organizational culture of a law enforcement agency or correctional facility is the appropriate or exact approach of the employees which is a direct reflection of senior leadership. It is the scheme or mutual beliefs of all personnel within the institution. The culture refers to the perceived behavior or habits in which the staff interacts with each other through language and attitudes. The employee's typical day to day activities will be consistent throughout the facility which represents the organization's visions and goals. The organizational culture is also represented by the embrace of the presiding values by the staff( Gómez-Mejía et al., 2016). When the administration of an institution has a concept of rehabilitation, all staff...
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...insurability that an organization functioning as it should be. Accomplishing superior efficiency, productivity, and operation is a major component that is needed for any organization to be profitable and successful (Mihalicz, 2012). Describing organizational effectiveness and the application of theories of organizational effectiveness can help in the supervision of criminal justice personnel. Organizational effectiveness can also help individuals in establishing an enhanced perception of the affiliation that needs to be present in order to operate effectively a department. By using methods of feedback, prioritizing, and sustaining emphasis on the particular tasks; the organization will have the valuable tools that are needed in order to make use of control in the organizational environment. Definition of Organizational Effectiveness According to Mihalicz, organizational effectiveness is the belief of how successful an organization can be by fulfilling and attaining the greatest results within the organization that will give the best results (2012). Short-term areas of organizational effectiveness are just as important as the sustainability, concerns for other individuals, and the corporate background and traditions of the organization. The leadership and management are also key features that are needed to demonstrate communication and strategy techniques to guide organizations to unlimited achievements. The effectiveness signifies different things to each organization involving ways...
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...13 Accountability and Responsibility in Organizations: the Ethics of Discretion Raymond W. Cox III University of Akron Akron, Ohio, USA The article presents a comprehensive approach to the administrative discretion. The objective of the paper has been to outline a perspective and patterns of behaviour, which are helpful defining "discretion in action". Theoretical discussion on the issue has been extended towards practical implications. Author stresses, that establishing a decision-making architecture, leaders of the organization can create learning and supportive environment, which encourages appropriate and limited use of discretion. Raktažodžiai: atskaitomybė, atsakomybė, diskretiškumas, etika, korupcija, sprendimų priėmimas. Keywords: accountability, responsibility, discretion, ethics, corruption, decision making. Introduction Few aspects of Public Administration engender more controversy than the idea of discretion. For most, the attitude toward the exercise of discretion must be described as ambiguous and even ambivalent. While the necessity of the exercise of discretion is not disputed, there is little agreement on the normative foundation (Bryner, 1987) for that activity. Yet without a normative foundation, there is little basis upon which to judge the exercise of discretion. Recent literature on ethical practices in the governments of Africa has boldly asserted that discretion leads to the breakdown of the rule of law and threatens the capacity to govern (Hope...
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