Project Description Essay Example for Free

Venture Description Essay You have been filling in as a monetary expert, and you have seen a noteworthy number of firms requiring outside assistance to aid business strategy and definition. As a result of your solid notoriety, you have recently been recruited as an advisor for one of the accompanying associations: Apple Toyota McDonald’s Starbucks Joined Parcel Service (UPS) For this specific undertaking, you will report the official officials in the association (CFO, CTO, CIO, and CEO). Your errand will be to assess the exchange arrangements and financial factors that verifiably affect the company’s worldwide tasks. It is significant that you assess strategic and key parts of the association and make proper monetary forecasts and suggestions dependent on its present tasks and your expectations. Your general assessment and investigation of factors that are affecting the association will be introduced to the officials of the association. In your report, it is basic that you additionally incorporate current financial occasions, expectations, and future proposals for the association. Venture directions After you picking one of the five recorded associations to work for, you should compose a financial matters paper that will be introduced to the organization’s officials. The paper ought to be at least 15 pages and a limit of 20 pages, and the page tallies beneath are proposals as it were. The purpose of your examination and suggestions is to help the organization’s top administration pick the best game-plan for its worldwide activities considering your proof and forecasts. Your report must incorporate the accompanying parts: 1. Official Summary (1-2 pages) Your report should start with an outline of the substance. Your outline shouldâ outline what each segment covers. The synopsis ought to give enough data so the officials of the association increase enough information to build up a system for the staying content. 2. Presentation (2-4 pages) The underlying segment of your report should introduce a general foundation of the association as far as residential and worldwide activities. It would be ideal if you ensure that the officials of the association can have a careful comprehension of current activities from a transnational perspective. 3. Body (1-2 pages for each zone) In the wake of exploring the monetary factors influencing the association, if it's not too much trouble pick five zones underneath that you feel to be the most appropriate to your assessment. It would be ideal if you pick five of the accompanying zones to remember for your report: Cost decrease using economies of scale The effect of money vacillations on universal activities Domestic and global issues identified with work and wages Strategies and methodologies influenced by innovation The connection between levies, valuing models, and assembling Integrating business tasks in open or shut economies The effect of financial and money related strategies on business tasks Risk decrease through supporting, exchange, and cash the board Determining flexible and request from the viewpoint of residential and global activities How globalization has influenced universal business activities Near preferred position and the increases from exchange To viably break down these factors, you should lead huge research and relate your discoveries in your report. It might be possible to ask what monetary conditions are influencing the association today, and what the viewpoint, depends on your evaluation. 4. End (2-4 pages) In the finishing up segment of your report, it would be ideal if you sum up your overallâ conclusions. In light of your decisions, How would you feel the company’s short-and long haul tasks will be influenced by future financial conditions and government exchange strategies? What arrangements would you propose to your association to benefit from circumstances you see or to alleviate or maintain a strategic distance from ominous circumstances? What might be your activity plan for the association for each situation? The officials of the association might want you to incorporate four proposals, and you should fuse the entirety of the current financial conditions in your support for the attainability of future activities. Exploration Your exploration report must utilize at least 10 scholastic sources, including any blend of sites, articles, reading material, news stories, and diary articles. Make a point to refer to your sources utilizing APA style.

Financial Analysis Jiajiafu Modern Agriculture Ltd †Free Samples

Question: Examine about the Financial Analysis Jiajiafu Modern Agriculture Ltd. Answer: Understanding Financial Statement 1.Jiajiafu Modern Agriculture Ltd is a holding organization associated with creation and gracefully of natural vegetables in the China showcase alongside its auxiliary Qingzhou Jiajiafu Modern Agriculture Group Co Ltd. The organization is associated with undertaking new development in rural field using most recent innovation items in leafy foods cultivating, collecting, pressing, showcasing, gracefully and appropriation. The significant results of the organization, for example, tomatoes, chilies, radish scratch are offered to discount retailers and stores. The organization was set up in the year 2011 and is headquartered in New South Wales, Australia (pp.09-11). The all out offer capital of the organization is $ 20,823 and its offer cost is 0.18 AUD $ (Jiajiafu Modern Agriculture Limited, 2016, pp. 56) 2.The name of the inspecting firm is BDO Corporate Finance (Jiajiafu Modern Agriculture Limited, 2016, pp.68). 3.As expressed in the notes to the monetary area of the yearly report of the organization, its budget summaries are set up based on Australian Accounting Standards Board (AASB) bookkeeping arrangements and shows. It has likewise been announced that the budgetary data unveiled in the yearly report additionally consents to International Financial Reporting Standards created by International Accounting Standards Board (IASB). The organization has received authentic cost show in building up the budget summaries according to AASB administers and is estimated at reasonable incentive at each parity date (Jiajiafu Modern Agriculture Limited, 2016, pp.61). 4.The monetary data of the organization for the most recent two years is expressed as follows: FY 2015 FY2016 All out income 28,100 17,539 Net Income 4,051 2,453 Benefit before charge 1,094 718 Net Profit after expense 1,094 718 (Every single budgetary figure in Australian Dollar) (Jiajiafu Modern Agriculture Limited, 2016, pp.54) 5.The measure of benefits for the most recent two years is expressed as follows: FY 2015 FY2016 Complete resources 28,000 42,392 Current resources 11,000 18,914 Non-current resources 17,000 23,478 (Every money related figure in Australian Dollar) (Jiajiafu Modern Agriculture Limited, 2016, pp.56) 6.The measure of liabilities for the most recent two years is expressed as follows: FY 2015 FY2016 Complete liabilities 4,770 5,308 Current liabilities 4,070 5,041 Non-current liabilities 0.70 267 (Every monetary figure in Australian Dollar) (Jiajiafu Modern Agriculture Limited, 2016, pp.56) 7.The stock is estimated at lower cost or at net releasable incentive according to AASB gauges (Jiajiafu Modern Agriculture Limited, 2016, pp.53). 8.The property, plant, hardware is expressed at chronicled cost less gathered devaluation and impedance. The deterioration is determined using straight-line premise that included discounting the net expense of appropriately, plant and hardware according to their normal helpful lives. The revealed assessed lives of each of the non-current resources are as per the following: (Jiajiafu Modern Agriculture Limited, 2016, pp.63). Structures and plant offices 5-50 years Green house 5-20 years Office and other gear 3-10 years Leasehold improvement over the rent term Engine vehicles 8-10 years 9.The elusive resources revealed to be decided sheet incorporate altruism and licensed innovation. The evaluated valuable existence of impalpable resources is determined at cost less amortization and weakness and is inspected every year (Jiajiafu Modern Agriculture Limited, 2016, pp.63). 10.Ratios Current Ratio: Current Assets/Current Liabilities Year 2015: 2.70 occasions Year 2016: 3.76 occasions (Page 54 to 56 of yearly report) Obligation Ratio: Debt/Total Assets Year 2015: 0.17 occasions Year 2016: 0.006 occasions (Page 54 to 56 of yearly report) Stock Turnover Ratios: Cost of Goods Sold/Average Inventory Year 2015: 40.67 occasions Year 2016: 150.06 occasions (Page 54 to 56 of yearly report) Days in Inventory: 365/Inventory Turnover proportion Year 2015: 8.97 occasions Year 2016: 2.43 occasions (Page 54 to 56 of yearly report) Basic analysis Ratio: Quick Assets/Current Liabilites Year 2015: 2.557 occasions Year 2016: 3.75 occasions (Page 54 to 56 of yearly report) Reference Jiajiafu Modern Agriculture Limited. 2016. [Online]. Accessible at: https://www.jjfma.com/picture/zg/JJF%20-%20Replacement%20Prospectus%20(Typeset%20version)- 3120109-v1-SYDDMS.PDF [Accessed on: 12 May 2017].

Top 20 Best-Selling Templates (TemplateMonster Edition)

Top 20 Best-Selling Templates (TemplateMonster Edition) Make Money Online Queries? Struggling To Get Traffic To Your Blog? Sign Up On (HBB) Forum Now!Top 20 Best-Selling Templates (TemplateMonster Edition)Updated On 07/10/2019Author : Ram kumarTopic : BloggingShort URL : http://hbb.me/2liCiCu CONNECT WITH HBB ON SOCIAL MEDIA Follow @HellBoundBlogFor this chart we have hand-picked 20 best-selling TemplateMonster themes that will appeal to everyone who strives for perfection. Blogs, personal and business sites, eCommerce platforms no matter what kind of project you run and what industry you belong to, we are certain that you will be able to find a theme that will meet your most demanding expectations.So, what  best sellers  are we talking about? More and more often we can come across multipurpose designs. Theme providers try hard to impress the audience with the latest innovations. TemplateMonster is no exception. Their inventory of 60+ themes features a pre-designed option of any design, for any business niche and CMS possible. Recently , they have started launching fit-it-all solutions that combine sleek style and pro functionality under the hood. Drag-and-drop page builders are indispensable components of multipurpose themes, as well as child themes, ready-made layouts, custom modules and extensions, and a whole lot of other features. All of the below-listed templates feature detailed documentation and free 24/7 support. Just in case you need to get a theme uploaded to your site with further customization of its elements, you can ask  TM Service Center  for help.P.S. 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Evolution is a great parent template that includes 2 child themes for design and medical sites.Jumerix Multipurpose Joomla Theme (Details  |  Demo)Jumerix is a versatile solution that can be used for blogs, portfolios and eCommerce sites. Featuring full Virtuemart integration, the template is pre-loaded with a set of pre-designed shop pages that are ready to go live out-of-the-box. This is a fully responsive template built with all the latest web requirements in mind. Jumerix supports multiple types of content, making it possible for you to make your web resource more informative and interactive. Designed in a clean style, the layout is spacious and well-balanced.Bellaina Real Estate Responsive WordPress theme (Details  |  Demo )Bellaina is a ready-made theme that is intended to showcase and sell property online. It is integrated with a set of custom extensions designed and developed by TemplateMonster. Thus, it includes Cherry Real Estate plugin. 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Large, touch-friendly elements make it effortless to browse from smartphones and tablets.Science Lab Responsive WordPress Theme (Details  |  Demo)Science Lab Responsive WordPress ThemeScientific and educational web resources can be brought to live in a matter of days by means of this responsive WordPress template. GPL license gives you complete freedom of its installation on an unlimited number of web resources, as well as modification of the theme’s code. Pre-loaded with a number of pre-designed layouts, the template lets you select the one that you think will be appreciated by your clients the most. Sets of content modules and widgets enhance the theme’s customization to a great degree. 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Management of multinational companies - Free Essay Example

Sample details Pages: 18 Words: 5397 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Abstract Staffing management of multinational companies is a complex but crucial issue to the international human resource management (IHRM) research. Based on literature review, this article is to investigate the staffing management in the multinational companies. Firstly, the author will summarize the conceptual introduction, general challenges, culture distance, and new alternative in the expatriate assignments. Don’t waste time! Our writers will create an original "Management of multinational companies" essay for you Create order Secondly, the author will discuss how to retain subsidiary staff retention in the whole HRM of multinationals. Thirdly, in order to complete the research successfully, the author will utilize the qualitative research method through literature study and one-to-one interview to figure out the puzzle about the staffing management in multinational and draw the conclusion. Introduction The topic of this paper is the staffing management in the multinational companies by using qualitative research method. In this report, what kind of information is valued for this research? How to collect information? What kind of technology will be used and how to organize this research? All these questions will be described in the following parts. First at all, the clear understanding about qualitative research is necessary and helpful. Qualitative research is a field of inquiry that crosscuts disciplines and subject matters. It involves an in-depth understanding of human behavior and the reasons that govern human behavior. Unlike quantitative research, qualitative research relies on reasons behind various aspects of behavior. Objective The objective of this article is to investigate the staffing management in the multinational companies. In the last decades, an extensive amount of articles on this topic have been published. Obviously, the staffing management is a critical issue in the human resource management for the multinational companies. How to balance the PCNs, HCNs, and TCNs? How to reconcile the individual career plan to the corporation scope? How to manage the multicultural team? All of these topics have been explored in conceptual theory and empirical analyses. At the same time, with the development of the world economic and political, some new trends have appeared in international business, for example, global virtual team, the e-business, etc. These new challenges bring new patterns for the staffing management. Thus, in this article, the author focuses on new changes, such as alternative for the conventional expatriate assignments and the retaining of the local staff retention. Literature Review In order to get the general knowledge about the staffing management in the multinational companies, six books have been chosen as the literature related to the topic. In those books, the authors claimed that people are the foundation in a multinationals; most of the attention of human resource management in multinationals is concerned with the staffing management, while the staffing management is the most difficult task for them. How to effectively manage people in various countries and cultures is a big issue in the staffing management in the multinational companies. At the same time, in order to get the recent research topic in the multinational staffing management, some articles which were published in the academic journals have been chosen as well. 1. Conceptual Introduction Staffing management deals with a comprehensive term for all operative functions namely recruiting, placing, appraisal, rewarding, assessing, developing performed in HR management. According to International HRM model created by Patrick V. Morgan and Peter J. Bottrall, three dimensions are involved : Human resource functions Procurement Allocation Utilization National or country functions The host country where a subsidiary may be located The home country where an international company is headquartered And others countries that may be the source of labor or finance Employees functions Local/ host-country nationals (HCNS Expatriates/parent-country nationals (PCNS) Third-country nationals (TCNS) Face to those options and wide resource, the managers in global enterprises have particular concern about the employees ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation. Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage. With regard to executive nationality staffing policies, There are major four categories on the HRM within Multinational corporations : the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach. In summary, those four approaches are useful for multinationals, and the MNC can choice one of four approaches to manage its international staffing. However, there are no restricting rules for staffing management. The following questions for the multinationals must to face: Predictors of expatriate success, expatriate failure rate, repatriation, equal employment opportunity issues, and recruitment and selection of HCNs and TCNs. 2. Challenges in multinationals The nature of international business is undergoing a sea change. The rapid expansion of global trade, business consolidation and geographical diversification are pushing companies for changes in their management structure and style. Multinationals now need to consider regional market conditions and develop strategies to cater to each of the regional markets. Another factor driving the need for change is the global mergers and acquisitions. Companies acquire other companies abroad need to change their HR policies as it is not applicable on the acquired company. It is beneficial to invite top executives of the acquired firm to join the parents top management. 2.1 Career blockage Lots of employees will be exciting to have the opportunity to work abroad. In fact, for host-country manager who always have limited opportunities to gain experience outside their own country and can not progress beyond the senior positions in their own subsidiary. While, the parent-country manager have limited too, and they will feel frustrate when they come back home to see their colleagues are promoted and their career have been sidetracked. 2.2 Culture shock Culture shock is the big challenge for multinationals, the difference brings the different thinking ways and working ways, and it needs time to adjust it. In most cases the expatriate manager prefer to emphasize and require the home office or home country values on the host countrys employees instead of accepting and learning within the new culture. 2.3 Lack of cross cultural training In fact, most multinationals ignore this training program during the staffing management. However, the better understanding about culture block can help managers to improve the effectiveness of staffing management. For example, The managers at Bell Canada were totally asked be training about Muslim laws of drinking and the treating of women there before he or she assigned a project for Saudi Arabia such like constructing the telephone system in there. 2.4 Family problems Family problem for PNC manager is another challenge. The oversea employees always think of their family. Sometime, such emotion will effect the concentrations in their work. These difficulties are usually underestimated. What the organization should do is to assist expatriates family to adapt their new environment. 3. Managing multicultural team Team members of multinational companies come from different countries with the different culture, economic, religions and habits. All of these differences bring the different thinking and working methods, thus, how to manage the multicultural team is a big challenge for the HRM in the multinationals. In the article Managing multicultural team, the author states that Communication in Western cultures is typically direct and explicit. In many other cultures, meaning is embedded in the way the message is presented. The differences can cause serious damage to team relationships (Jeanne Breeet , Kristin Behfar, and Mary C. Kern, 2007) . At the same time, the accent and the lack of fluent communication will affect the understanding and the integration between team numbers. The direct effect of misunderstanding can also be the barrier to constrain the team achieving the project common goal. Therefore, the scholar indicates the four strategies as following to manage the multicultural team (J eanne Breeet, Kristin Behfar, and Mary C. Kern, 2007) : Adaptation: acknowledging cultural gaps openly and working around team Structural intervention: changing the shape of the team Managerial intervention: setting norms early or bringing in a higher-level manager Exit: removing a team member when other options have failed Although those four strategies can be used to deal with some challenges in the multicultural team, the first step to manage the multicultural team for team manager is to identify what kind of challenge the team would face. Sometimes, we can advocate the post-modern thinking as a popular but unofficial thinking which can be used among the team numbers. We try to understand and think about questions from the other side without prejudice. However, the official team management needs some norms and rules to keep the right orientation. In my opinion, when facing the team troubles, we should see the troubles from the culture angle, through the social thinking ways instead of from the personality. 4. New alternative in the expatriate assignments According to Edstorm and Galbraith(1977), there are three motives why MNCs use expatriates. As position fillers when suitably qualified host country nationals (HCNs) were not available. As a means of management development, aimed at developing the competence of the individual manager. As a means of organizational development, aimed at increasing knowledge transfer within the MNC and modifying and sustaining organizational structure and decision processes. However, the high cost and the family problems are the evident shortcomings of the conventional expatriate assignments. Recently, more and more research begins to question the utility and viability of the conventional expatriate assignments. According to the Changing patterns of global staffing in the multinational enterprise: challenges to the conventional expatriate assignment and emerging alternatives (David G. Collings, Hugh Scullion and Michael J. Morley, 2007) , there are five aspects related to the debates: supply side issues, demand side issues, expatriate performance and expatriate failure, performance evaluation, cost and finally career dynamics. By reviewing the reasons of those challenges, the authors explore some alternative forms in the international assignments now: Short term international assignments Frequent flyer assignments Commuter and rotational assignments Global virtual team The HR implications of managing alternative forms of international assignments Although those new patters appeared in the international staging assignments, each alternative has both positive and negative influences. For example, as scholars mentioned that the short-term assignments are the most popular form of non-standard assignment. At the same time, they also identify the following situations in which short-term assignments are used in MNCs: (1) Problem solving or skills transfer; (2) for control purposes and; (3) for managerial development reasons. And the disadvantages: (1) taxation issues particularly for assignments over six months duration, (2) the potential for side-effects such as alcoholism and marital problems (3) failure to build effective relationships with local colleagues and customers and (4) work visas and permits (Tahvanainen et al., 2005) . Eventually, the challenge for IHRM practitioners is to ensure that each international assignment has clearly defined goals and in this context to continue the advancement of techniques aimed at measuring the return of investment on international assignments. 5. Retaining subsidiary staffs retention It can be argued that the retention of staffing in the multinationals subsidiary conducts huge influence. The transfers between the PCNs, HCNs and the TCNs are the big issues in the staffing management strategy. Scolders identify that the HCNs and TCNs who are sent to the corporate headquarters (HQ) called inpatriates. As this article mentioned before, the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach are the four major nationality staffing policies in the international staffing, by analyzing the complex and the new situation appear in the relationships between the HQ and subsidiary, B. Sebastian Reiche (2007) explores the international stiffing-related retention strategies . Firstly, he claims that a pluralistic and consensus-driven approach to international staffing enhances the retention capacity of international staffing practices through increased responsiveness to and involvement of the respective local unit. He states that the knowledge and skill from the local staff can help multinationals to reduce the risk and culture-bound in the local market. He also believes that this approach can improve the loyalty of local staffs, and the local staff can achieve individual career plan to cohere the institutional development plan. At the same time, he states that the PCNs still act as the vital role for informal controlling and coordination in the multinational companies. Secondly, he indicates that expatriation of local staff can help to retain the MNCss retention. In this approach, he states that the inpatriates can share their social and contextual knowledge of the subsidiary environment with managers at the HQ. And also inpatriates tend to be accepted by HCNs more willingly than foreign personnel. According to the literature review, we can see that the staffing management is the big and critical issue in the multinational human resource management. Although some models and some rules can be used in the staffing management in multinationals, there is no magic formula which we can follow, and there is no silver bullet that gives the kill. Simultaneity, I also find some challenges and some new patters of the staffing management in multinationals, in order to get the better understanding about the staffing management strategy in multinationals, and to prove some confused questions in my minds, like why are there so few women on international assignments? The designed qualitative research which addresses the staffing management in multinational companies will be presented as the following: Methodology A successful qualitative research should have the clear introduction about the research methods, the detailed and scientific research, and the justice and related data analysis. In this part, how to develop and execute this qualitative research will be described: 1. Research methods Research methods are the tools to be used in this qualitative research. It is the basic elements to do the research, and the better and clear understanding is helpful and necessary for the success of the research. In the following part, I will introduce some research methods which will be used in this qualitative research. In-depth interview: are typically used in survey development. One-to-one interviews are conducted (with people meeting the criteria for completing a particular survey) when individuals complete the instrument. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. Five persons (individual profiles as the following table) will be interviewed to talk about this project. The questions sheet was designed for the interview. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Interviewees Age Gender Background Working experience 36 Male PHD Electric Engineer 7 years Engineer 33 Male Master engineer MPM 5 years HR manager 32 Male Master MPM 4 years marketing manager 29 Female Master MBA 2 year HR 25 Female Master MBA 1 year HR 2. Research Procedure In this research, the five persons who have the background with working in the multinational companies or who have the academic ideas about the human management will be involved in this research. This research have two parts, the first part will discuss about the important position for staffing management in one multinational company. The second part is about the challenges, and tries to find the solutions for those challenges. 3. Data collection and analyzing In this stage, the enough and useful data is necessary for qualitative research. Collecting data is the key step to achieve the research goal after in-depth interview and case study. Based on the four challenges about the human resource management in the multinational companies, through the in-depth interview with five persons and the case studies, the result about this research is to find the way how to solve those challenges. 4. Research Schedule All the research development will follow the deliverables on the course outline. Proposal: Deadline is February 20 Interview protocol: Deadline is March 12 Interview: Deadline is April 10 Oral presentation: Deadline is April 16 Research report: Deadline is April 28 5. Interview 5.1 Interview plan Traditionally, the detailed plan is the first step for a success interview. For me, the major thing should be described is about the interview tools. The in-depth interviews are typically used in the interview. One-to-one interviews are conducted as the individuals complete the instrument being tested. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. At the same time, based on the topic which is staffing management in the multinational companies, I will choice the telephone interview too. Five persons will be interviewed to talk about this topic. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, the forth person is my friend who works in a multinational company in Toronto, and I will meet him in the weekend to do the interview. The last person works in Montreal, and I will take a telephone interview. 5.2 Level of Language The effective communication is the critical issues for the success of the interview. The better understanding is helpful to achieve the purpose of the interview. 5.3 Interview questions Do you think the staffing management is a critical issue for multinational companies? Do you think staffing issues are different and complex in the multinational companies? Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? How to motives the expatriate employees? How to make the justice between local and expatriate employees? How to implement the performance management for the host-country nationals? How to manage the diversity management? Why are there so few women on international assignments? What kinds training are necessary for the international assignees? What are the challenges about staffing management in the multinational companies? 5.4 Analyses about the interview questions As I mentioned before, five persons were be interviewed to talk about this topic. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, one person who works in the AMD in Toronto, I was meeting him last weekend. And another person who works in Montreal, I already called him to do the telephone interview. Those entire people have the common thinking which is staffing management is very importance and diversity in multinationals. The detailed analysis about the interview questions as following. 1. Do you think the staffing management is a critical issue for multinational companies? The same answers from five interviewees. All of them given yes to this question. Analysis: People are one of the most important parts in the multinational companies. The staffs are from different countries, they have diverse cultures, religions, and working styles. Therefore, the working environment can be very complex. Finding skilled and talented personnel and motivating them then become more and more important. How to resolve problems and conflicts, and integrate the diverse human resource and management is going to be a critical issue. 2. Do you think staffing issues are different and complex in the multinational companies? All of five interviewees answered yes in this question. Analysis: Compared to the national company, the multinational companys target market may be numerous country or while world. According this situation, the employees of multinational companies have different culture, religion and life habit. The employees diversiform culture background can help the multinational company understand the local market environment; however, it increases the cost of staffing management. The multinational companies should pay more an attention on the HR management. The enormous human resource data and complex work environment is a trouble for the multinational companies. At the same time, communication problem is also critical when people speak different languages. 3. Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? The answer is yes. Analysis: Based on the countries different conditions like economic, living standard, market, etc. The local, expatriates and third-country nationals employees are in the different positions. The HCNS are familiar with the culture, environment, and the communication habit. Therefore, the management strategy can be very simple and easy. However, for the PCNS and TCNS, they are unacquainted with the country, and it is harder to accommodate themselves with the new living and working environment. So the communication process will be more complex. Consequently, the companies should use different strategies between the different nationals employees. 4. How to motives the expatriate employees? In this question, building own company culture which is not only local culture but also expatriate and recognizing the and respecting the different culture and habits has been mentioned in all five interviewees. As interviewees C states that familiarizes the new employee to the companys culture, business values, people, organization and processes in an efficient manner. Then, helping the person fit into their new environment, lowers feeling of isolation and anxiety, and increases feelings of comfort, security and belonging. Also, creates a favorable impression and attitude. At the same time, interviewee D thought that Special benefits and holidays are the necessary and important rules to motives the expatriate employees. 5. How to make the justice between local and expatriate employees? The answers about this question related to the understanding about culture and habits and the performance evaluation. Firstly, a series of regulations and rules should be created, Then, try to avoid bias, think objectively, and stand by different positions to see the view. At the same time, the performance evaluation should have the same standard. 6. How to implement the performance management for the host-country nationals? The performance management should be made based on the appraisals which provide legal and formal organizational justification for employment decisions. Also, the appraisals are used as criteria in test validation and provide feedback to employees. Meanwhile, the appraisals can help establish objectives for training programs and determine organizational problems 7. How to manage the diversity management? In this question, there are many answers: A, create chance to know each other B, Equal opportunities is just one part of diversity, detailed policies and procedures should be user-friendly. C, establish a heterogeneous workforce performing to its potential in a fair work environment where no member has an advantage or disadvantage for any reason other than merit. E, Establish training system to reduce fail and conflicts. Establish effective communication to exchange information in time. 8. Why are there so few women on international assignments? In this question, there have the different answers between the male and female interviewees; two male interviewees state that this situation based on the history, culture, like working capability of women cant be accepted by everyone. One male interviewee claims that he did not find this situation because one of the groups in his department is all women who are in charge of both local and international assignments. The two female interviewees said that Women have more family and emotional burden, and women always lack of career progress (glass ceiling). 9. What kinds training are necessary for the international assignees? In this question, most interviewees mentioned that the international assignees should be trained of the knowledge of culture, religion, value and working style. Interviewee B still talked about the training should be connected with Sexual Harassment, Legal Issues and Global Corporate Finance. 10. What are the challenges about staffing management in the multinational companies? Touch different thinking approach and culture How to Improve Expatriate-Local Relations How to respect the diverse values, and establish the same corporation values is most challenge Conflicts between cultures, communication problems, performance standard. Unions want to cooperate but compete with each other for jobs Finding and Results The interviews proved my viewpoint that the staffing management is critical and complex to a multinational. Therefore, to successfully achieve its goal, the multinational not only insist its successful experience and culture but also should adjust the strategy due to the diversity and complexity of human resource management which includes the staffing management strategy. In my research, I focus on two aspects: first is about the importance of staffing management in multinational, which even should be considered as the most crucial part in multinationals life. My interview has proven my standpoint, all interviewers agree on the importance of staffing management. A mistake the multinationals may make is they believe the successful experience in the home country will work well in other parts of the world. But the fact usually says no. Therefore, the multinationals need to learn how to face the difference in different thinking ways, policy, culture and peoples desires. Thus, the second aspect is how to make and implement the proper staffing management due to de complexity and difference of country situation. Base on this understanding, I listed my questions like How to motives the expatriate employees, How to manage the diversity management? and What kinds training are necessary for the international assignees. Most of these questions relate to the people. Undoubtedly, people are the most important factor in all aspects. No matter how correct a decision or strategy has been made, it depends on how people implement it. My interviewees answered the questions through different aspects which base on their experience. Clearly, all of the answers based on one common point that the staffing strategy has to meet peoples basic demands, culture, and inspire them properly. Above all, the interviews supported my original viewpoint and extended my visions in several aspects which I learned from the literatures. I will give the conclusion in next part. Conclusion In the past ten years many business cases proved that human resource management especially the staffing management is the critical factor for the business successful. Based on the analysis about the interviews, I got some conclusion. Firstly, the staffing management is the critical issue for the multinational has been proved. People are one of the most important parts within the company. People with different culture will cause a lot of problems because of culture differences for multinational companies. Because of globalization, business are not just addressed within a Country, and it becomes global as well. So how to find, select and train skilled and talented personnel and motivating employees then become more and more important. Secondly, the staffing management issues are different and complex in the multinational. These issues still related to the culture understanding. Different people have the different thinking ways based on the individual background, and different nations h ave the different habits by the history, religion, policy, etc. So, employees in a multinational have the different thinking ways for the same thing. Those results result to the complex and different staffing strategies. Thirdly the culture shock is another bid issue for the staffing management in the multinationals. All of the five interviewees talked about the better understanding of the different culture and habits, it indicates that diverse culture, religions thinking ways and working style become more and more important in the multinationals, and taking the justice between local and expatriate employees is very important too. In fact, as we all known, staffing for a multinational company is complicated by the more diverse environment , such as business, economic, political, legal, cultural implications and the Parent companys need for control. At the same time, as I mentioned before, there is no magic formula which we can follow, and there are even more challenges that Human Resource has to face when the organization goes international. In a multinational corporation, one of the most difficult tasks is to effectively manage people in various countries and cultures. As we discussed before in this article, the employees are the base for the company, and human resource management is the critical factor for the business successful. According to the situation of human resource management in one organization, the HRM managers take special responsibilities. In fact, there is also no denying that the status of the HRM in the enterprise will be higher than before throughout the next decade. At the same time, with the development of global economy, the multinationals acted the more and more important roles in the global trade. This fact enforce the enterprise have to development human resource management on the global perspective. Above all, every multinational will and must face the risk in exploiting aboard markets. No matter how much expense the risk will take, globalization is the only path that multinationals have to go through. The final goal of foreign subsidiaries is to become local enterprise. Becoming a local enterprise means a lot to multinationals. Firstly, it helps reducing the cost, not only the manufacture cost but also the implement cost. Secondly, it means a foreign enterprise has involved into the aim market society and been accepted by its customers. For this aim, a proper and scientific staffing management system is necessary. We can easily find out that every successful multinational has the proper staffing management rules and system to guarantee running the aboard company properly. This is the relationship of what you want to achieve and how to achieve. The same as my research process, my original understanding of the topic is superficial and insufficient. As my research going, I used t he proper method by studying literatures and interviewing experienced managers to improve my understanding into higher level. However, my research has not completed yet since the complexity of my topic. As the developing of modern societies, the research has to go deeper to find out the intrinsic motivation which forced multinationals changing the management strategy through the four steps. I believe benefits is not the only reason which forces multinationals making adjustment. For example, McDonald has donated millions of dollar for giant earthquake victims in China last month. Ironically, McDonald is suffering fierce criticism that be considered as cold blood foreign businessman. The reason is McDonald didnt advertise its contribution publicly which caused the misunderstanding between McDonald and the Chinese customers. Worse, McDonalds employees refused to work since they dont want to be put the quisling tag. In this example, I noticed that the multinationals always face new challenges since the existing of new problems. What is the root of these challenges and how they make the adjustment in staffing m anagement? I hope to find it out in future. Solutions to the IHRM issues By learning the challenges and practices of various HRM cases all around the world, there are things in common. In terms of IHRM, we discovered some specific policies and procedures to facilitate the performance. Selection: first of all, the selection must meet job requirement and is complement with the organization strategy. The IHRM should pay more attention on the culture. They also should use cultural sensitivity as a selection criterion. Training: in IHRM, the training content is special. What they need emphasis is the cross cultural dimensions. The expatriates should given more information about the host country and culture. Career design: The IHRM should let the employees clearly see their future. International assignment should be as a step for promotion within the firm. Compensation: this is the sensitive and frequent question how much money we should pay to the employees we send abroad? The organization do needs a clear policy which obey the follow aspect. References https://en.wikipedia.org/wiki/Qualitative_research https://en.wikipedia.org/wiki/Staffing International dimensions of human resource management, Peter J. Dowing Randall s. Schuler, page 4 Managing the global work force: Challenges and strategies, Academy of Management Executive, Roberts,K.Kossek,E.E., and Ozeki,C(1998) 12(4): 6-16 Adler,N.J.(2002) International dimensions of Organizational behavior, 4th edn Shimon L. Dolan. International HRM Ecole de relations industrielles, Case postale 6128 Montreal, 1996 Shimon L. Dolan. International HRM Ecole de relations industrielles, Case postale 6128 Montreal, 1996 : Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p87 (AN 22671287) Brett, Jeanne; Behfar, Kristin; Kern, Mary C.. Harvard Business Review, Nov2006, Vol. 84 Issue 11, p88 (AN 22671287) Edstrom, A., Galbraith, J. R. (1977). Transfer of managers as a coordination and control strategy in multinational organizations. Administrative Science Quarterly, 22: 248263. David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p200. Tahvanainen, M., Welch, D., Worm, V. (2005), Implications of short-term international assignments. European Management Journal, 23: p663673. David G. Collings, Hugh Scullion and Michael J. Morley, Journal of World Business 42.2 (June 2007): p210. :B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p529. B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p529. B. Sebastian Reiche, International Journal of Human Resource Management , 8.4 (April 2007): p530. https://www.colmr.research.va.gov/mgmt_research_in_va/methodology/qualitative_research.cfm

Americas Changing Fringe Economy - 2058 Words

Part I: Chapter 1: America’s Changing Fringe Economy In Chapter 1 it goes into depth with a multiple definitions of the fringe economy and how profitable the fringe economy is. This chapter also provides information pertaining the involvement of mainstream financial institutions that would have been guessed. It talks about how 22,000 payday lenders extended more than $25 billion in short-term loans to millions of struggling households in 2004. Also it went over how 11,000 check-cashing stores alone processed 180 million checks, which would equal to about $55 Billion. With payday lenders out numbering other local stores and restaurants it is allowing them to be at every corner in low-income neighborhoods making it convenient and pushing banks out of the area. For example, straight out of the book it describes how McDonald’s has only 13,500 U.S. restaurants, Burger King has 7624, Target has 1,250 stores, Sears has 1,970, J.C. 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Introduction. In “The Man With The Muck-Rake,” Theodore

Introduction In â€Å"The Man with the Muck-Rake,† Theodore Roosevelt used diction, symbolism, and ethos to convey his convictions on the social and political evils in progressive era America in order to shed light on the necessity of a proper and honest society. Historical Background In the late nineteenth century, America was a country in its prime of industrialization and immigration influx. Known as the Gilded Age, this period defined the United States as the bustling powerhouse it is today, but at the cost of many social and political injustices that lay underneath the guise of the â€Å"American dream†. Among the urbanization and booming industry, there was national and racial discrimination, gender inequality, child exploitation and labor,†¦show more content†¦In the early years of his life, he suffered from poor health and enervating asthma, but that hadn’t stopped him from being an energetic and exuberant child, and these characteristics followed him well into adulthood. He had been a National Guard veteran, the governor of New York City, the assistant secretary of the U.S. Navy, and had taken other high-ranking occupations. (Britannica). His political proficiency, along with his zealous personality, made him a worthy candidate for the American presidency, and he won election in 1904. During his presidency, outside of the office, Roosevelt established the model image of masculinity with his experiences as an explorer and a soldier, and was able to address the common people and their interests. In office, he set forth with expanding the federal government to restrict industries’ power, and he implemented many reforms throughout his terms. These reforms included nature preservation, refined foreign and domestic legislations, and social ordinances to dispute tensions among the American people. He advocated for the people, despite his stance as a Republican, and supported journalists known as muckrakers in their missions of exposing corruption within industry, urban life, and the government. This would ultimately lead to one of his most memorable speeches in United States history, a speech that announced what it meant to be progressive in a time of immorality and unfairness. RhetoricalShow MoreRelatedMuckrakers in the Progressive Era2521 Words   |  11 PagesMuckrakers    The term â€Å"muckraker† was originally coined in a speech in 1906 accredited to President Theodore Roosevelt.   It was alluding to the man with the Muck-Rake in Bunyan’s â€Å"Pilgrim’s Process.   The Man with the Muck rake seeks material advances by raking filth.   Roosevelt defined this term as one who inquires into and publishes scandal and allegations of corruption among political and business leaders.    Muckrakers in the Progressive Era, a time from 1820 until 1920 when America quickly industrialized

Growth trend of GDP in Australia-Free-Samples-Myassignementhelp

Question: Analyse the Growth trend of GDP in Australia. Answer: Growth Trend in Australia The objective of the given exercise is to analyse the growth trend in GDP which has been apparent in Australia between 2005 and 2015. In order to achieve the same, the GDP growth rate has been captured in the form of the following graph. From the above graph, it is apparent that the highest growth by the economy has been witnessed during 2006-2007 especially from Q3 2006 tom Q2 2007. The de-growth in GDP or negative GDP growth has been witnessed only in two quarters namely in Q42008 and Q12011. For other quarters in the period, the GDP growth has been positive even though at times it has been below 1%. Further, the growth pattern does not show any major trend as periods of growth and decline have been scattered rather intermittently. However, considering annual GDP growth rate, it would be fair to opine that 2005-2007 period witnessed quite robust growth with 2008-2009 being challenging during which the GDP growth rate declined. However, the recovery of the growth rate in the economy was visible from 2010 onwards when growth started picking up which was especially visible from Q2 2011 onwards. But after a recovery in the growth, it is apparent that growth in the recent years has not been robust and there seems to be slowdown that is being observed in the economy. This is also represented by the high volatility in the quarterly GDP growth which during a stable period must indicate a consistent growth which seems lacking. Therefore, for summarising the above growth trend, it would be appropriate to comment that the growth trend has lacked consistency and has been quite choppy with a particular broad pattern being visible for only couple of years. Also, high variation in the quarterly growth rates is visible. Reasons for growth rate variation One of the key factors which accounts for the variation in growth rate of Australia during the concerned period is the rapid growth of China in the 21st century and the resultant mining boom that Australian has witnessed. The rapid growth witnessed by China fuelled by the boom of the manufacturing sector meant that China required incremental natural resources particularly in the form of iron ore and coal so that more steel can be produced which can then be used for the manufacturing industry. Due to unprecedented double digit growth rate witnessed in China, there was a significant uptrend in the demand for various raw materials which led to a surge in the commodity markets (Holmes, 2012). As a result, from 2004 onwards, there has been a significant increase in the mining related investment which has been a man driver of growth for the Australian economy as is apparent from the following graph (Tulip, 2013). It is apparent from the above graph that during the period from 2005-2008, there were robust investments in the mining sector backed by the firm commodity prices which began surging on account of the Chinese demand. There was a minor decrease in the investments during 2008-2009 owing to global financial crisis which adversely impacted commodity prices owing to slowing demand of products from the West leading to lower production in China and consequently lower demand for various commodities. However, the Chinese economy showed resilience against the global financial crisis and hence the surge in commodity prices continues from 2010 onwards which led to increase in investments in mining. These investments peaked in 2012-2013 post which there has been a decline as signs of slowdown are visible in China owing to which the commodity demand is slowing and hence caused the commodity prices to crash. This explains the lacklustre growth witnessed from mid-2013 onwards as the contribution of t he mining industry to the GDP is quite substantial (Tulip, 2013). As a result of the investments in mining, development has been brought in far flung areas in Australia due to enhancement of mining activities. Also, there have been major changes in the trade pattern which China emerging as the most significant trade partner leaving behind Japan in 2007-2008. The growth importance of China in relation to the exports from Australia is also apparent from the following graph (MR, 2017). The above graph clearly indicates that from 2005 onwards till 2014, the exports to China has become five times or an increase of nearly 400%. This has been a pivotal factor for the growth witnessed in Australia. Also, this has led to the creation of a trade surplus which is highlighted in the following graph (OEC, 2016). It is apparent from post 2005 there is a surge in exports which is led by the mining boom which is responsible for the trade surplus. Additionally, due to robust economic growth, there was a currency appreciation of AUD before 2008 which favoured imports particularly in manufacturing which was catered to by China considering the low labour cost. Also, in order to further boost the trade with China, a FTA or Free Trade Agreement was enacted between Australia and China (Tulip, 2013). The decreasing exports observed from 2014 onwards above also can be explained on the basis of end of mining boom due to lower demand from China (Towers, 2017). Hence, it is apparent from the above discussion that one of the main reasons for variation in growth rate has been the rise and fall of the mining boom. In the aftermath of this mining boom end, the government has enhanced the focus on the services sector along with other primary products which also tend to have a competitive advantage over other na tions. However, manufacturing owing to the higher labour costs is not a sector which can drive exports. Another key aspect that merits discussion is the Global Financial Crisis (GFC) and the underlying impact on Australia. The impact of the recession was felt in Australia also with an adverse impact on the savings of the consumers as the equity markets were hit leading to fall in share prices. Also, there was lowered spending from consumers owing to low confidence which adversely impacted the private spending in the form of investments. Further, the ongoing capacity utilisation was also adversely impacted leading to higher unemployment and lower disposable incomes. Besides, there was a correction in the commodity prices as the demand of various commodities lowered due to which the net exports of the nation were adversely impacted. Clearly, this led to reduced aggregate demand which resulted in lowered inflation along with lowering of the GDP growth rate (ABS, 2010). However, the impact of GFC was rather limited on Australia in comparison to other developed countries primarily because of two main factors. One was the strong fiscal situation of the country going into the crisis. The fiscal deficits owing to the trade surpluses were quite lower in comparison to other nations. Also, the sovereign debt was maintained at a much lower level which provided the government with higher flexibility in providing higher economic stimulus (Pickering, 2014). Further, the banking system of Australia was quite robust due to which there was no need for the government to provide fiscal stimulus and hence the government could instead focus on the economy as a whole rather than a sector in particular. The second factor was the quick recovery of China which was responsible for the high growth observed from Q2 in 2010 to Q1 2011 (Alexander, 2013). The response of the government to the crisis was measured and the government aimed to maintain a balance between inflation and the downside risks posed by the GFC. As a result, the government proposed a 2008-2009 budget which had a projected surplus of A$ 20 billion so that the future ability to avert the crisis is not jeopardised. Further, a slew of measures were taken to provide confidence to the financial sector. This included government guarantees in relation to the deposits, wholesale funding, purchase of mortgage based securities to the extent of A$8 billion and also banning short sales in certain financial instruments. This ensured that the confidence of the people in the financial sector did not dwindle and also there were not any financial defaults in this regards (Kennedy, 2009). Further, measures were undertaken to enhance the overall consumer confidence so as to enhance the demand from consumers and thereby ensure that economic growth is maintained. This included payment of $ 4.9 billion to pensioners along with $ 3.9 billion to families belonging to low and middle income group so that they can continue their purchases of basic necessities. Further, the traditional monetary policy tools and fiscal stimulus was also observed. The policy rates were lowered so as to ensure that liquidity remains in the system and also the loan rates are low. Also, fiscal stimulus to ailing businesses in the form of tax rebates was extended so that they can witness the difficult times. Overall, the financial policies exhibited by the government during the crisis were quite effective and free from excesses which ensured quick recovery unlike other western nations (Australian Government, 2009). Major Challenges While the Australian economy remained quite unscathed in relative terms during the GFC, however, a bigger crisis seems to be looming at the present for the Australian economy. The major reason for the same is the temporary end in mining boom and the need to find alternatives to fill the gap which is pivotal considering the cyclical fluctuations in price of various commodities. Since finding alternative customers to China is next to impossible, hence the policymakers feel that there is a strong case for diversifying the economy lowering the dependence on mining. However, this is easier said than done. One of the major challenges in this regard is the ailing manufacturing industry which over the decade has largely been overrun by Chinese goods due to which the industry has further dwindled Owing to the FTA with China, the trade barriers have been practically nullified which has led to surge in imports of textile and electronic goods particularly computed. Also, the car industry is at the verge of closing down with the government not willing to extend financial support any longer. Also, considering the low population of Australia coupled with the geographical isolation, it is apparent that the manufacturing industry would find it difficult to thrive without government support. The economies to scale are difficult to achieve and hence companies worried about costs set their plants in Asia while the high end manufacturing happens in US and Europe where market availability is plenty (Tulip, 2013). Coming to services, the local markets seem quite saturated and the potential source of growth seems to be only foreign markets. Again penetration in the foreign markets (both developed and developing world) is quite difficult owing to the existence of a number of players. One service where Australia has an edge is education which needs to be promoted further but it is unlikely that would bring in so huge gains that the economy can be transformed. Also, considering the geographical isolation, the export of services would involve migration of trained manpower to far off countries with significant differences in culture and history. The primary sector with livestock products also has potential but owing to the increasing changes in climate, this is increasingly a challenge as there is inconsistency in the production. Further, there are alternate players from the developed and developing world from which Australia has to be face fierce competition coupled with higher logistics cost which leaves the Australia exporters at a disadvantage. Hence, on the basis of the above discussion, it is apparent that while GFC has been averted by the economy but going forward there is a need to diversify the economy which is quite difficult. The local demand remains saturated owing to limited population and the geographical isolation of the countries implies that tapping the export markets is a challenge. Going forward, the policy makers would have to work out sustainable solutions to these issues so as to push the Australian economy forward and reduce their inherent dependence on mining and China. References ABS (2010) FEATURES ARTICLE: THEGLOBAL FINANCIAL CRISES ANDITS IMPACT ON AUSTRALIA. Retrieved on October 22, 2017 from https://www.abs.gov.au/AUSSTATS/abs@.nsf/Lookup/1301.0Chapter27092009%E2%80%9310 Alexander, D. (2013) How Australia weathered the global financial crisis while Europe failed. Retrieved on October 22, 2017 from https://www.theguardian.com/commentisfree/2013/aug/28/australia-global-economic-crisis Australian Government, (2009) PART 2: THE GOVERNMENTS RESPONSE TO THE GLOBAL FINANCIAL CRISIS. Retrieved on October 22, 2017 from https://www.budget.gov.au/2008-09/content/myefo/html/part_2.htm Holmes, A. (2012) Australias economic relationships with China. Retrieved on October 22, 2017 from https://www.aph.gov.au/About_Parliament/Parliamentary_Departments/Parliamentary_Library/pubs/BriefingBook44p/China Kennedy, S. (2009) AUSTRALIAS RESPONSE TO THE GLOBAL FINANCIAL CRISIS. Retrieved on October 22, 2017 from https://static.treasury.gov.au/uploads/sites/1/2017/06/Australia_Israel_Leadership_Forum.pdf M.R. (2017) How Australia has gone 25 years without a recession. Retrieved on October 22, 2017 from https://www.economist.com/blogs/economist-explains/2017/03/economist-explains-11 OEC, (2016) Australia. Retrieved on October 22, 2017 from https://atlas.media.mit.edu/en/profile/country/aus/ Pickering, C. (2014) Lessons for Australia from the GFC. Retrieved on October 22, 2017 from https://www.theaustralian.com.au/business/business-spectator/lessons-for-australia-from-the-gfc/news-story/f6a0682272988717ad5b5d7c919190d7 Towers, C. (2017) The end of a mining boom leaves Australias economy surprisingly intact. Retrieved on October 22, 2017 from https://www.economist.com/news/asia/21718521-investment-mines-dries-up-property-takes-up-slack-end-mining-boom-leaves Tulip, P. (2013) The effect of the mining boom on the Australian Economy. Retrieved on October 22, 2017 from https://www.rba.gov.au/publications/bulletin/2014/dec/pdf/bu-1214-3.pdf