Global Organization Analysis
The World Trade Organization, or WTO, has a strong role in promoting international trade (World, 2014). It not only supervises that trade, but also works to make trade more liberal for all countries (World, 2014). Since trade is an excellent way to keep the economies of various countries moving forward and growing, it would make logical sense that the WTO would be encouraging trade in many different capacities. The WTO was created in 1995 and offers a framework whereby countries can formalize and negotiate trade agreements with one another (World, 2014). There is also a process for dispute resolution so there is less risk to the countries who decide to trade with one another (World, 2014). Participating countries have to agree to the WTO requirements and regulations, and the current focus of the WTO is to bring in more developing countries and get them trading so they can…...

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References

African Development Bank Group. (2014). Retrieved from:  http://www.afdb.org/en/ 

Daniel, F.J. & Hughes, K. (2014). U.S. To take India to WTO over solar power policy. LiveMint. Retrieved from  http://www.livemint.com/Politics/XAtX6hSM4SamEyHHRfYDeI/U.S.-set-for-trade-enforcement-action-linked-to-India.html 

World Trade Organization (2014). Retrieved from:  http://www.wto.org

Global Organizations -- IMF
At the Bretton Woods Conference in 1944, that created the World Bank and International Monetary Fund, the Western capitalist nations sought to avoid a repetition of the events that led to the Great Depression and Second World War by establishing a stable international economic order that was not bound by the rigidity of the pre-1914 gold standard system. The interwar period of 1919-39 was one of economic and politic chaos, featuring deflationary devaluations, closed trading blocs, massive unemployment and the failure of the revived gold standard in 1925-31, which were key factors in the rise of the Nazi regime in Germany in 1933 and the fascist takeover of Japan that began in 1931. President Woodrow Wilson had been an early advocate of free trade and had warned against the nationalism and autarky in economic policies that became the norm in the 1920s and 1930s. Secretary of State…...

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REFERENCES

Bordo, M.D. "The Bretton Woods International Monetary System: A Historical Overview." pp. 3-108.

Boughton, J.M. 2001. Silent Revolution: The International Monetary Fund, 1979-1989. Washington, DC: International Monetary Fund.

Boughton, J.M. (2004). The IMF and the Force of History: Ten Events and Ten Ideas that Have Shaped the Institution. IMF Working Paper No. 04/75.

Kahler, M. (1990). The United States and the International Monetary Fund: Declining Influence or Declining Interest? Eds. Karns, M.P. And K.A. Mingst. The United States and Multilateral Institutions. Routledge, pp. 91-115.

Organizational Learning Techniques
New Skills and Software for HR Managers

Because the market for -- and development of -- HR technology is expanding rapidly, it is clear that companies have access to new and very effective software that can help HR directors manage their varied duties. Indeed it is a changing world for HR managers and directors. In Forbes, contributor Josh Bersin explains that "... we are seeing one of the most innovative times ever in the HR technology market" (Bersin, 2014). It used to be that HR software kept track of payroll, stored employee data, managed performance reviews, helped train administration and attendance issues, Bersin recalls. But today HR software systems are used by employees and the recruitment systems operate on mobile phones; a person can apply for a job without a resume, and do an interview over the smartphone video camera (Bersin, 3).

And for the HR director, he or she…...

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Works Cited

Dubois, D., Rothwell, W. (2004). Competency-Based or a Traditional Approach to Training? A New Look at ISD Models and an Answer to the Question, What's the Best Approach? Questia. Retrieved April 9, 2016, from  https://www.questia.com .

Kolodner, J.L. (1991). Improving Human Decision Making through Case-Based Decision

Aiding. AI Magazine, 12(2), 52-67.

Malathi.N (2006). Competency Models. Slideshare. Retrieved April 9, 2016, from  http://www.slideshare.net .

Cross-Cultural Perspectives and Ethicacy of Outsourcing Practices at Oracle
Evaluating the Cross-Cultural Ethics and Social Responsibility

of Software Outsourcing Programs at Oracle Corporation

The low costs and extremely talented programmers available in 3rd world nations is fueling a cross-cultural ethics conflict in addition to forcing companies in this industry to become much better at Corporate Social Responsibility (CSR) initiatives over time. These two aspects of the ethicacy of outsourcing software development on the one hand and the need for rigorous CSR frameworks and initiatives on the other at enterprise software provider Oracle Corporation is the basis of this analysis. Like Oracle, many merican enterprise software companies face a comparable challenge, as an increasing number of qualified programmers and engineers can be hired in 3rd world nations including India for a fraction of what it costs to hire a programmer in the U.S. Of the many aspects of this paradox, the most challenging to…...

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As of today, Oracle operates in 160 of 171 nations globally and has development centers in 20 of them (Glover, 2005). Oracle has devised an application development strategy that allows for software to be produced continuously around the plant, ensuring 24/7 development cycles. One of the major hubs for this activity is India, which has emerged as the most productive and prolific of all outsourcing locations globally (Rucker, 2003). Oracle relies on Indian outsourcing operating specifically to support the Oracle 11i database extensions in addition to core programming teams on their Fusion applications, also-based throughout Asia and specifically in India (Glover, 2005). Oracle has invested heavily in a training and development facilities in India which has helped with the cultural transformation of the workforce and with knowledge transfer.

Despite these best efforts to make knowledge transfer more transparent, there still is a very significant difference in salaries and benefits between the Oracle headquarters personnel in Redwood City, California and those working in India. It is common to see Indian PhDs getting 40% less salary for identical work for example, and for entry-level programmers the pay differences are even more acute. There is clearly a double standard when it comes to ethical pay across the Indian and U.S. software engineering professions (Pratt, 2008).

Those

Global Human Resources Management
The objective of this work is to describe International Human Resources Management and concerns about effective human resources management in the global environment. The factors that most strongly influence HRM in international markets will be discussed as well as will differences among countries that affect HR planning at organizations with international operations. As well, this work will describe how differences among countries affect HR planning at organizations with international operations. This work will further describe how companies select and train human resources in a global labor market. Discuss challenges related to compensating employees from other countries. Explain how employers prepare managers for international assignments and for their return home.

Effective HR Management in the Global Environment

Development of the global workforce is critically important and it is necessary to acknowledge that these employees work in an environment that is multi-cultural or global and general awareness programs are reported to…...

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Bibliography

Global Human Resources Management and Organizational Development (nd) ITAP International. Retrieved from:  http://www.itapintl.com/whatwedo/globalhrmod.html 

Haile, Semere (2002) Challenges in International Benefits and Compensation Systems of Multinational Corporation. The African Economic and Business Review. Vol. 3 No. 1 Spring 2002. Retrieved from http://www.theaebr.com/v3n1Haille.pdf

Palthe, Jennifer (2008) Managing Human Rights and Human Resources: The Dual Responsibility of Global Corporations. Forum on Public Policy. Retrieved from:  http://forumonpublicpolicy.com/summer08papers/archivesummer08/palthe.pdf 

Plessis, AJ and Beaver, B. (2008) The Changing Role of Human Resource Managers for International Assignments. International Review of Business Research Papers. Vol. 4 No. 5 Oct-Nov 2008. Retrieved from: http://www.*****/17[1].Plessis.pdf

Global Financial Strategy
Critical assessment of the proposal to raise capital locally rather than in the UK

In the analysis of the proposal of raising capital locally rather than in the UK, it is essential to consider four critical aspects: costs, risks, benefits/advantages, and limitations/disadvantages. In the presentation of this critical assessment, the focus will be on the four factors or aspect in order to offer reliable analysis of the situation.

Costs

In the process of raising capital locally rather than in the UK, the organization must incur several costs. One of the essential costs is the professional cost. This refers to the amount of money or financial resources paid to the legal advisors, auditors, and reporting accountants in order to execute the process of raising the capital effectively and appropriately. Another important aspect of cost is the trading cost. These are direct costs including the brokerage commissions and financial resources paid by investors…...

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References

Burnham, P 2010, 'Class, Capital and Crisis: A Return to Fundamentals', Political Studies Review, 8, 1, pp. 27-39,

Carvalhal, A, & Camara Leal, R 2013, 'The World Financial Crisis and the International Financing of Brazilian Companies', Brazilian Administration Review (BAR), 10, 1, pp. 18-39,

'Chad' 2013, Columbia Electronic Encyclopedia, 6Th Edition, pp. 1-3,

Chana Kok, T, & Yap Voon, C 2011, 'Risk Factors of Commercial Banks in Malaysia', Journal Of Modern Accounting & Auditing, 7, 6, pp. 578-587,

Employee development and training is an alternate zone. In the IT business, training is not simply about recognizing training needs and giving the presupposed training, but anticipating and reckoning the necessities and advancing suitable training to equip employees so that they can handle the challenges.
Another serious challenge is the way businesses have the ability to fuse all the sub-systems in H and help them in accomplishing a definitive objective: extraordinary performance. Individuals must be groomed to get in tune with the performance culture. Making an environment that invigorates the formation of information and its sustenance all through the organization is an enormous challenge. However, investments in Human esource Information Systems (HIS) must create, maintain, and enhance a performance driven culture. The role shifts to that of a facilitator. H will include the entire organization in this process and go about as an advisor and facilitator. This is a H…...

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References

Aswathappa, A. (2009). International business. New Delhi: Tata McGraw-Hill.

Bell, M.P. (2012). Diversity in organizations. Mason, Ohio: South-Western College.

Burke, R.J. (2005). Reinventing human resource management: Challenges and new directions. London [u.a.: Routledge.

Congress, E.P., & Gonza-lez, M.J. (2013). Multicultural perspectives in social work practice with families. New York: Springer Pub. Company.

Further, coercive and reward power are often highly distributed through the more agile organizations and as a result must be applied immediately to behavior to be effective.
In the context of Dr. Edgar Schein's (1983) analysis and presentation of results in his working papers referenced in this document, an industry's growth and culture is well defined in the following quote. In the working papers, Schein (1983) writes:

For an organizational culture to exist, there must be a definable organization in the sense of a number of people interacting with each other for the purpose of accomplishing some goal in their defined environment. The founder of an organization simultaneously creates such a group and, by force of his or her personality, begins to shape the culture of that group. But the culture of that new group is not there until the group has had its own history of overcoming various crises of…...

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References

Azize Ergeneli, Guler Sag, Iam Ari, Selin Metin. 2006. Psychological empowerment and its relationship to trust in immediate managers. Journal of Business Research 60, no. 1 (December 1): 41. (Accessed December 6, 2007).

French, J.R.P., & Raven, B.H., 1959. The bases of social power. In D. Cartwright (Ed.), Studies in social power (pp. 150-167). Ann Arbor: University of Michigan.

Geert Hofstede, 2006 - Summary of Ideas about Cultural Differences. From Geert Hofstede's personal website: Accessed on December 7, 2007:

http://feweb.uvt.nl/center/hofstede/page3.htm

Organization Behavior
Strategic Management of Human esources

This paper acquaints the reader with the Human esource Management at the largest fast food brand in the World -- McDonald's. It describes the core HM practices which are currently in use at the company and discusses them in the light of modern International H Management practices. The paper also contains recommendations on how McDonald's can improve its H practices.

MCDONALDS: INTODUCTION

McDonald's is the World's largest fast food service retailer. Head quartered in Oak Brook, United States; it operates with almost 33,000 fully functioning fast food outlets in 119 countries. It was incorporated as a barbecue restaurant by ichard and Maurice McDonald in 1940. Initially, McDonald's was just offering beef burgers, drinks, and fries. In 1955, McDonald brothers sold it to aymond Albert Kroc who was a franchising agent at that time. ay Kroc took this business to the heights of success by expanding its outlets…...

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REFERENCES

Anca, D.C., & Vazquez, A., 2007, Managing Diversity in the Global Organisation. New York: Palgrave: Macmillan

Ashamalla, M., H., 1998, International Human Resource Management Practices: the Challenge of Expatriation. CR, 8 (2): 54-63

Bloom, M., C., & Milkovich, G., T., 1997, Re-thinking international compensation: From expatriate and national cultures to strategic flexibility. NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies, pp. 1-2

Chain, P., H., 2000, What Real MNEs are doing in Managing Expatriate Assignments: Trends and Strategies, International Management, IS 6670, pp. 2-4

.....pursuing graduate studies for professional and personal advancement. A graduate program for professional improvement will prime me for a profession in business, civil service, and nonprofit settings. The programs merge discipline-specific and complex coursework with competence such as critical thinking, multitasking/time management, and analytical thinking that are carried over even with change of profession. Moreover, completing a graduate degree signifies steadfastness, purpose, strength of mind and resilience, and individuals who possess these notable qualities are in great demand to fill innumerable positions. According to NYU (2015), my advancement within an organization lies in my ability to prove success in a long-term state requiring strength, discipline, and the willingness to work cooperatively with others.
On the personal level, earning a graduate degree will not only expand and strengthen my education, but it will also instill significant skills and fresh knowledge to become a successful frontrunner and innovator at the conclusion of the…...

Globalization & Leadership
Leadership itself, even within a single country or other geographical area, is complex enough but it can become all the more complex and wide-ranging when speaking of a firm or organization that spreads into a new country or series of countries. Many countries that have become part of the globalization landscape are completely different and on many levels than the West and this would include Central and South America as well as Southeast Asia. Even so, there are good and commonsense ways to expand in areas like this while not rubbing the local populace the wrong way or abandoning the core values of the home company and home country in question. While avoiding all cultural and other faux pas is impossible a lot of the time, there are indeed ways to avoid many to most of them.

Analysis

One major way that leadership on a global scale can be managed…...

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References

Davis, D. (2014). The Pedagogy of Leadership and Educating a Global

Workforce. International Journal of Progressive Education, 10(2), 32-36.

Mabey, C., Kulich, C., & Lorenzi-Cioldi, F. (2012). Knowledge leadership in global scientific research. International Journal of Human Resource Management, 23(12),

2450-2467. doi:10.1080/09585192.2012.668386

Corporate Culture
In a contemporary business environment, organizational culture is one of the strategic methods that an organization employs to achieve competitive advantages. Culture is a technique that organizations employ to differentiate among one another. Each organization has its own unique culture that guides the conduct of the employee. Organizational culture consists of the organizational personality and it is the value, norm and behavior of the member of an organization.

The objective of this paper is to explore the concept of organizational culture and how the concept is translated into the organizational acts.

High Performance Culture

In the present competitive environment, each organization is searching for the method to achieve market competitive advantages and differentiate its products and services from the markets. In the contemporary business environment, culture of innovation is a method a high performing organization employs to differentiate itself from other organizations. The success of an organization depends on its culture, and…...

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References

Apple (2010). Culture of Innovation and Creativity. Apple Inc.

Apple (2011).Apple Reports Fourth Quarter Results. Apple Inc.

Apple (2011).Annual report . Apple Inc.

Rogers, R.W. & Ferketish. B.J. (2010). Creating a Value Driven Change Process through High-Involvement Culture. Development Dimensions International, Inc.

Global leadership used to be a bit of a novelty or niche part of doing business. While many businesses have engaged in global commerce and discourse for quite some time, it was much more limited in many other parts of industry. However, the advancement of technology, the internet/computers in particular and supply chain logistics has been a game changer. Also significant is the massive movement of many peoples from their customary and common parts of the world to new endeavors and locales. Whether it be the refugee migrations from Africa and the Middle East or whether it be professionals from Asia finding new frontiers in the West as doctors and so forth, demographics are changing swiftly and significantly and this will require a level of cultural awareness and understanding even for businesses that do not intentionally operate in a global fashion. Analysis

Even though much of the developments relating to the global…...

Global Business Project Management
The objectives of a project are the expected outcomes and benefits to be received upon completion of the project. What the project is projected to achieve can either be specific, measurable or varying and materializing gradually over time. Projects are developed and executed in many settings and the type of project chosen; the time, the budget and the team size are agreed on based on the setting, the objectives of the project and the available resources among other factors. Different organizations have particular individual styles and cultures influencing the manner in which the project work is executed. This paper will look at projects, the many factors that make projects to differ, advantages and disadvantages of the functional and matrix organizations when observed from a project management perspective.

A project is understood to be a temporary endeavor that is executed by an organization, group or institution and that purposes…...

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References

Berkun, S. (2005). The Art of Project Management (Theory in Practice (O'Reilly)). Cambridge: O'Reilly Media.

Galbraith, J.R. (1971). "Matrix Organization Designs: How to combine functional and project forms." In: Business Horizons, February, 1971, 29-40.

Goodman, M., Greenwood A., Major, I. And Nokes, S. (2003). The Definitive Guide to Project Management: The Fast Track to Getting the Job Done on Time and on Budget. New Jersey: Prentice Hall.

Gottlieb, R.M. (2007). The Matrix Organization Reloaded: Adventures in Team and Project Management (Creating Corporate Cultures). Connecticut: Praeger.

Organizational Environment Starbucks
In-depth Analysis of Organizational Environment - Starbucks

Starbucks Organizational Culture and Environment

Global Perspectives of Starbucks

Social esponsibility embraced by Starbucks

Starbucks Planning Process

Decision Making Process of Starbucks

Starbucks Corporate Strategy

Organizational Structure of Starbucks

Starbucks uses a mechanistic structure as a contemporary design

Starbucks Organizational Culture and Environment

Starbucks Corporation is considered as one of the leading coffee house chains that offer best quality coffee to its customers. This retail corporation is based in the United States, initiated in the early years of the decade of 1970. Due to its popularity, the company rapidly expanded to various locations around the globe. The vision, goals and strategies designed clearly indicated the fact that the owners did not believe in having growth that can abate the corporate culture, therefore, the corporate culture was considered to be one of the integral aspects for the company. The mission statement of the company in this regard also express that they seek…...

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References

Anthony, W.P., Gales, L.M., & Hodge, B.J. (2003). Organization Theory: A Strategic Approach. 6th Edition. Upper Saddle River, NJ: Pearson Education, Inc.

BCG. (2012). Howard Schultz on Global Reach and Local Relevance at Starbucks - An Interview with the CEO. bcg.perspectives. Retrieved from:  https://www.bcgperspectives.com/content/videos/leadership_management_two_speed_economy_howard_schultz_global_reach_and_local_relevance/ 

Behar, H. (2007). It's Not About the Coffee: Leadership Principles from a Life at Starbucks. USA: Portfolio.

SeaZone. (2012). Successful Application of Organizational Behavior: Starbucks - Achieving Success the Starbucks Way. Yahoo Voices. Retrieved from:  http://voices.yahoo.com/successful-application-organizational-behavior-2435551.html?cat=3

I. Introduction
A. Brief background information on PepsiCo
B. Thesis statement: This essay will explore the history, products, and corporate social responsibility initiatives of PepsiCo.

II. History of PepsiCo
A. Founding of PepsiCo by Caleb Bradham in 1898
B. Merger of Pepsi-Cola and Frito-Lay in 1965
C. Expansion into other beverage and snack categories

III. PepsiCo's Products
A. Beverages
1. Pepsi-Cola
2. Mountain Dew
3. Gatorade
B. Snacks
1. Lay's
2. Doritos
3. Quaker Oats

IV. Corporate Social Responsibility Initiatives
A. Environmental Sustainability
1. Reduction of water usage
2. Recycling initiatives
B. Community Engagement
1. PepsiCo Foundation's grants and donations
2. Volunteering programs
....

1. The Impact of Globalization on Local Cultures
2. The Importance of International Trade in the Global Economy
3. The Role of Multinational Corporations in Shaping Global Politics and Economics
4. The Effects of Climate Change on Global Communities
5. The Challenges of Achieving Global Food Security
6. The Benefits and Drawbacks of Global Tourism
7. The Rise of Technological Innovation in Connecting Global Societies
8. The Role of Global Organizations like the United Nations in Promoting Peace and Cooperation
9. The Effects of Global Health Crises on Public Health Systems
10. The Future of Global Education and Cross-Cultural Exchange
11. The Impact of Globalization on Income Inequality
12. The Influence....

Cultural Differences and Decision-Making in Global Strategic Management

Cultural differences play a significant role in shaping decision-making processes within global strategic management. Understanding and navigating these differences is crucial for organizations operating in an increasingly interconnected world.

1. Definition and Scope of Culture

Culture refers to the shared beliefs, values, norms, and behaviors of a group of people. It encompasses language, religion, education, political systems, and social customs. Cultural differences manifest in various aspects of human behavior, including decision-making.

2. Impact on Information Interpretation

Cultural context influences how individuals interpret and process information. For example, collectivist cultures emphasize group harmony and conformity, while individualistic cultures....