Multinational Companies and Ethical Theories:
Human rights issues in the global supply chain are one of the major challenges that multinational companies face in their operations. While these firms try to support human rights through various initiatives, the also violate these rights through other practices that characterize their operations (Arnold, 2010, p.371). The human rights paradigm has extended to incorporate emerging actors to an extent that the debate on these rights is no longer limited to individual states. Multinational companies have been included in the human rights paradigm in the global supply chain is because they are holders of human rights. egulations for human rights protection are particularly important to these firms because of their organizational structure, total influence, and mode of operation (Deva, 2004).

One of the major concerns for governments, scholars, and non-governmental organizations is how to influence the human rights behaviors of multinational companies. This concern is mainly fueled…...

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References:

Arnold, D.G 2010, "Transnational Corporations and the Duty to Respect Basic Human Rights,"

Business Ethics Quarterly, vol. 20, no.3, pp.371-399.

Bishop, J.D 2012, "The Limits of Corporate Human Rights Obligations and the Rights of For-

Profit Corporations," Business Ethics Quarterly, vol. 22, no.1, pp.119-144.

Multinational Success
The author of this report has been asked to speak to a hypothetical company that is ramping up global production of a selected product. For the purposes of this report, the author will focus on consumer electronics. The different facets and issues within the business that will be answered to will include a list of best practices, the key benefits of creating such policies, the major ramifications that could be faced if those policies are not created and followed, the significant ways in which the long-term sustainability of the company will be served by the policies and whether or not the practices will create a competitive advantage for the company. When it comes to the last of that list, an example company will be given to prove the point. While some companies do fine without a list of best practices and similar policies, having everything in writing, communicated to…...

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References

Cooper, R. (2012). Inside Apple's Chinese 'sweatshop' factory where workers are paid just £1.12 per hour to produce iPhones and iPads for the West. Mail Online. Retrieved 5 June 2016, from  http://www.dailymail.co.uk/news/article-2103798/Revealed-Inside-Apples-Chinese-sweatshop-factory-workers-paid-just-1-12-hour.html 

Duhigg, K. (2012). Signs of Changes Taking Hold in Electronics Factories in China. Nytimes.com. Retrieved 5 June 2016, from  http://www.nytimes.com/2012/12/27/business/signs-of-changes-taking-hold-in-electronics-factories-in-china.html 

Henricks, M. (2006). How Time Zones Affect Global Businesses. Entrepreneur. Retrieved 5 June 2016, from  https://www.entrepreneur.com/article/160228 

OKBAR. (2016). Methods for Resolving Conflicts and Disputes. Okbar.org. Retrieved 5 June 2016, from  http://www.okbar.org/public/brochures/methodsforresolvingconflictsanddisputes.aspx

Still, what has to be mentioned at this state is that the productivity is increased at the level of repetitive team tasks. In other words, when the tasks of the team are less repetitive, when they are new and involve creativity, the productivity of the team decreases. This is explained by the fact that the members in a homogenous team are alike and tend to have the same reaction to a change, and this reaction can be one of resistance.
In the context of managing an international project, the team will often be confronted with the need to reshape the team tasks in order to meet changing needs and features, such as changing legislations, changing customer needs, intensifying competition and so on. All in all then, the more important disadvantage of the homogenous team is that it is more rigid.

The homogenous teams tend to be less inclined to accept change,…...

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References:

Aamodt, M.G. (2012). Industrial / organizational psychology: an applied approach. Cengage Learning. ISBN 1111839972

Bartel-Radic, a. (2006). Intercultural learning in global teams. Management International Review. December edition.

Beck, C.S. (2012). Communication yearbook 32. Routledge. ISBN 1135859612

Caligiuri, P.M., Stroh, L.K. (1995). Multinational corporation management strategies and international human resources practices: bringing IHRM to the bottom line. The International Journal of Human Resource Management. Vol. 6. No. 3.

Globalisation
By their nature, multinational companies have culturally diverse social capital, and need to adopt strategies to maximize the benefit that this capital has to the business. The field of human resource management plays a significant role in unlocking this social capital. Job descriptions and benefits programs provide motivation for employees that fits with their individual and cultural needs, in addition to meeting the needs of the organization. This paper will outline some of the issues with respect to unlocking social capital within the multinational corporation.

Social Capital

Taylor (2007) notes that social capital can be created within organizations. In particular, the relationships within the organization and the relationships that the organization has with external groups and individuals can be critical to success. There are many cultures where social capital is critical to success. The human resources department should be able to understand when crafting job descriptions where social capital is most valuable,…...

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Works Cited:

Taylor, Sully. (2007). Creating social capital in MNCs: The international human resource management challenge. Human Resource Management Journal. Vol. 17 (4) 336-354.

Merz, M., He, Y. & Alden, D. (2008). A categorization approach to analyzing the global consumer culture debate. International Marketing Review. Vol. 25 (2) 166-182.

Human esource Challenges Facing Multinational Entities
Human esource Challenges American Companies in Venezuela Encounter

To remain competitive, U.S. firms, and indeed other global firms, have found it necessary to venture to other markets. Although, there are numerous benefits to be reaped from such a move, global companies often have to contend with a number of challenges. Some of these challenges have got to do with the hiring of both local and expatriate talent. This text highlights some of these challenges -- in the Venezuelan context.

Challenges in Attracting and etaining Local Talent

Skill Barrier

To begin with, one of the most significant challenges American multinationals encounter in Venezuela is skills gap. Unlike their counterparts in the U.S. not many Venezuelans possess the skills necessary to run or manage specialist functions of a U.S. multinational subsidiary. Indeed, this is one of the key reasons that could motivate American companies to 'export' talent from their home country.…...

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References

BBC. (2014). Police Clash in Venezuela with Anti-Government Protesters. Retrieved from  http://www.bbc.com/news/world-latin-america-26676806 

Central Intelligence Agency -- C.I.A. (2014). The World Factbook -- South America: Venezuela. Retrieved from  https://www.cia.gov/library/publications/the-world-factbook/geos/ve.html 

Fragomen. (2014). Country Summary: Venezuela. Retrieved from  http://www.fragomen.com/newsresources/xprNewsDetailFrag.aspx?xpST=CountrySummaries&news=55 

U.S. Department of State. (2014). 2013 Investment Climate Statement -- Venezuela. Retrieved from  http://www.state.gov/e/eb/rls/othr/ics/2013/204759.htm

The Performance of Expatriates in Multinational Organizations
An expatriate is defined as an individual living in a foreign nation working in a foreign nation. With the rise of global multinationals there has been a corresponding rise in the number of expatriate workers (“Expatriate,” 2018). There are many reasons that individuals might wish to work and live abroad, including the desire to experience a new culture and career advancement. Multinationals can benefit by sending trusted and experienced workers with experience in the company culture into emerging markets. If the expatriate has a personal connection to the emerging market (for example, personal knowledge of the government structure and culture), this may ease the ability of the company to effectively break into the marketplace. But integrating one’s self into the emerging market is not always easy for the expat.
Strategies to Improve Performance of Expatriates
Expatriates, regardless of their familiarity with the culture of the emerging…...

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Bibliography

Black, J. & Gregersen, H. 1999. The right way to manage expatriates. HBR. Accessed 15 Jul 2018. right-way-to-manage-expats

Expatriate. 2018. Investopedia. Accessed 15 Jul 2018. https://www.investopedia.com/terms/e/expatriate.asp

Flannery, R. 2017. Starbucks makes its biggest acquisition buying China JV stakes for 1.3b.

Forbes. Accessed 15 Jul 2015. https://www.forbes.com/sites/russellflannery/2017/07/27/starbucks-makes-its-biggest- acquisition-buying-china-jv-stakes-for-1-3b/#719ceeb14386

Owen, J. 2014. India’s corruption culture: A dangerous game for businesses. Forbes. Accessed 15 Jul 2015. https://www.forbes.com/sites/riskmap/2014/06/25/indias-corruption-culture- a-dangerous-game-for-businesses/#aa0094513349

https://hbr.org/1999/03/the-right-way-to-manage-expatshttps://hbr.org/1999/03/the-

Globalisation has presented business organisations with an opportunity to do business internationally. Today, multinational corporations (MNCs) are prevalent, with many commanding immense power in the global marketplace. Nonetheless, operating in the global scene is usually not a straightforward undertaking. The global business environment presents numerous complexities, which MNCs must effectively deal with if they are to be successful (Noorderhaven and Harzing, 2003).
One of the major complexities MNCs face relate to human resource management (HRM). Indeed, managing human resources in the international context can be a daunting task. This is particularly because of considerable cultural, institutional, economic, and political differences across countries (Thite, Wilkinson and Shah, 2012). National (country-of-origin) characteristics tend to influence how MNCs behave in the host country. They influence not only corporate strategy, but also the kind of HRM practices MNCs adopt in the host country (Sethi and Elango, 1999; Yu, Park and Cho, 2007; Cox, 2014; Chung…...

Sony Corporation
Nearly every large, well-known corporation transacts business in multiple countries and states. The relationship between corporations and the countries and states they transact business in has traditionally resembled a double-edged sword. On the one hand, countries and states need businesses in order to generate tax revenues and stimulate economic growth by creating new jobs. However, countries and states often have varying cultural, legal, political, and social norms and desire that businesses conform to such norms. In order for corporations to succeed and maintain a balanced relationship with the various countries and states business is conducted in, there must be respect, understanding, and willingness to adapt.

This paper analyzes and examines the multitude of issues related to Sony Corporation conducting business in Germany. Part II gives an overview of Sony Corporation, including the cultural, legal, and political environment both in the United States and Germany. In Part III, issues related to…...

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Works Cited

Marx, Thomas. "Doing Business in Germany, Part 1 of 2." Retrieved at   December 14, 2002.http://www.legamedia.net/legapractice/marx_thomas/2001/01-08/0108_marx_thomas_business-germany_01.phpon 

Marx, Thomas. "Doing Business in Germany, Part 2 of 2." Retrieved at   December 14, 2002.http://www.legamedia.net/legapractice/marx_thomas/2001/01-08/0108_marx_thomas_business-germany_02.phpon 

Sony.com- Sony Corporation of America." Retrieved at   On December 14, 2002.http://www.sony.com/hitbox/goto-footer-sca.shtml .

Sony.com- Sony Corporation of America- Corporate Profile." Retrieved at   on December 14, 2002.http://www.sony.com/SCA/corporate.shtml 

In managing a multinational company in the food products industry, it is essential to implement a solid knowledge management system to ensure that as much relevant information as possible is handled in the most effective manner. Issues that must be addressed to ensure the safety of the product and that optimum delivery to consumers is possible include: sanitation, where workers may eat and drink, conflict resolution, how in-house teams will conduct business, how online teams will facilitate the organization, security, and emergency evacuation procedures. This paper will discuss the key benefits of creating a best practice policy on each of these described issues and will speculate on the major ramifications if such policies are not created. This paper will also predict the significant ways in which the best practices policy created here will contribute towards the long-term sustainability of the company. Finally this paper will determine whether or not the…...

TNT is a multinational company specializing in the express service delivery. The company delivers parcel, document, and mail to its customers domestically and globally. Following the global recession, competitions, and recent development in the electronic message delivery, the company has recorded a decline in the profits delivered to the shareholders in the last few years. This document develops a marketing plan to improve the company sales and boost the revenue. The marketing plan will target Netherlands, the UK, and North America. The marketing plan will also target the emerging countries such as China, India and South America. The brand positioning will be used as promotion strategy where company will use its strong brand to differentiate itself from the competitors. Moreover, TNT will employ 7Ps (Product, Price, Promotion, People, Place, Process and Physical Evidence) as the marketing mix. TNT will use brand technique to differentiate its products in the market and…...

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References

Clarity Marketing Ltd., (2005). The marketing mix 7 Ps of the marketing mix…a framework for complete marketing. Clarity Communication.USA.

Douglas, S.P Craig, S.C. & Nijssen, E.J. (1999). International Brand Architecture Development, Drivers and Design. Stern School of Business New York University.

Linda, L.S.P. Wilson, C.C.S. Hee, Y.E.(2008). An in-depth Research on Macro and Micro Factors that may influence TNT Express Marketing Strategy Today.

Onkvisit, S. & Shaw, J.J (2004). International marketing: analysis and strategy.USA. Routledge.

British American Tobacco Company: Business Ethics
The British American Tobacco company is a multinational company with over 200 brands that they have developed under the guidance; the company is staggeringly successful, selling 694 billion cigarettes in 2012 (bat.com). The worldwide company sees itself, and many would argue, rightfully so, as a powerful forces that has stimulated economies all over the globe in lasting and measurable ways: in 2012, the company's "subsidiaries enabled governments worldwide to gather more than £30 billion in duty, excise and sales taxes on our products, more than seven times the Group's profit after tax" (bat.com). Being a stimulus to the economy and a pillar of economic stability is something that company prides itself on: British American Tobacco has 44 factories in 39 countries, employing 55,000 people worldwide in a massive multicultural workforce (bat.com).

The company claims that it gives each local factory a tremendous amount of autonomy…...

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References

Bat.com. (n.d.). Homepage. Retrieved from  http://www.bat.com/servlet/SPMerge?mainurl=/group/sites/UK__3MNFEN.nsf/vwPages 

WebLive/DO89KHEK?opendocument&SKN=1

BBC. (2000, September 20). Uk tobacco firm targets african youth. Retrieved from  http://news.bbc.co.uk/2/hi/uk_news/933430.stm 

Irin. (2007, November 9). Nigeria: Govt hits tobacco companies with whopping law suit.

Employee Satisfaction with a Company's Review Process
The following research examines the reason for a decline in employee satisfaction regarding the review process at XYZ, Inc. The results of the survey revealed that sample biases may have confounded the results and that the survey will have to be re-administered to reflect the true attitudes and results of the preliminary research leading up to the current survey. The result showed a high degree of satisfaction with the quality and quantity of management feedback. The results of this survey are inconclusive and further research will need to be conducted to eliminate the possible effects of sample bias.

Delimitations (See Leedy)

Premise

Hypothesis

Research question(s)

Evaluation Objective

Development Objectives

Participants

Researcher

Survey Group(s)

Assistants

Site contact

Timeline

Chapter II

A. Literature Review

B. Introduction

C. General Management Issues

D. Project Related Issues

E. Conclusions

F. Definition of Terms

G. References

H. Project Submission

Chapter III

A. Proposal

B. Introduction

C. Population

D. Sampling

E. Variables and Measures Used

F. Data Collection

G.

Data Analysis Procedures

H. Alternative Methodology (see last page of Chapter III)

I. Data…...

Typically, buyers have the ability to switch their tastes from one soft drink brand to the other.
Barrier to Entry: It is very difficult to enter the industry due to several factors:

First, a new firm will need to implement economic of scale to enjoy cost reduction and compete favourably within the industry. To establish economic of scale, a new firm will require huge capital investment ranging from several millions of dollar. Huge capital needed to enter the industry serves as a barrier for a new firm. More importantly, a new firm will need to overcome the tremendous marketing muscle to establish market presence within the industry, and entering into the industry requires substantial capital. Moreover, government regulation is another factor making entry into the industry very difficult. egulations such as Soft Drink Inter-brand Competition Act are making the new entry nearly impossible in the U.S. market.

Assessment of the Industry

Overall assessment…...

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References

Annual Report, (2010). Coca Cola Company. USA.

Frost and Sullivan Research (2011).Financial Assessment of Non-alcoholic Beverages Market. Frost and Sullivan Research Service.USA.

IMAP (2011). Food and Beverage Industry Global Report -2010. A IMAP Consumer Staple Report.

Lagos, T. & Smith, V. (2001). Analysis of the Coca-Cola Company. Massachusetts Institute of Technology.

Expatriate Remuneration in a Multinational Organization
The purpose of this study is to determine the extent to which the regime that is adopted for the process of remunerating expatriates in Coca Cola Company is effective. Coca Cola is a very large multinational company and therefore the study is going to focus on how its expatriate enumeration policy is effective in the process of remunerating its expatriates who span all parts of the globe while having different positions. The study is going to concentrate on the general effectiveness of the different foreign remuneration regimes on the company's turnover and the corresponding effect of the remuneration policing in maintaining a perfect professional image of the company. The effectiveness of the expatriate remuneration is gauged using a variety of methods that are all geared towards the succinct and exact determination of the extent to which the policies of remunerating the expatriates is the…...

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Sources of Data Used

The main data types to be acquired in this study are the monthly income, benefits and allowances that the Coca Cola expatriates receive while on their duties abroad. The data sources in this case would be Coca Cola monthly enumeration reports that can be requested from the head office and the internet.

3.5. Data Collection Methods

Various data collection methods are to be employed. They include interviews, use of questionnaires, use of abstracts and articles from various sources, information from Coca Cola head office in Atlanta and use of internet to search and collect the necessary data.

3.6 .Data Analysis Methods

Human esource Management in Multinational Enterprises
Similarities and Differences between domestic and international HM

HM assumes a strategic role in almost all business organizations. It is the core of an organization's corporate strategy because it helps enhance their performance, create a sustainable competitive advantage and guides through enterprise management. This leads to the two similarities between domestic and international HM. Basic functions such as allocation, procurement, motivation, and utilization are similar whether in the home or foreign country. Both international and domestic HM serve same functions and activities in H recruitment, planning, training and development, performance management, industrial relations and compensation. Another aspect is linked to environmental forces, which drive the function of HM. These external drivers include economical, political, and cultural and legal have a significant impact on H activities in both domestic and international environment (McDonnell, 2011). In addition, they have similar fundamental human resource goals. First, they seek to…...

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References

Dowling, P., Festing, M., & Engle, A.D. (2008). International human resource management: Managing people in a multinational context. South Melbourne, Vic: Thomson.

McDonnell, A. (2011). A profile human resource management in multinational enterprises operating in Australia. Melbourne: Victoria University.

Tempel, A. (2011). The cross-national transfer of human resource management practices in German and British multinational companies. Mu-nchen: Hampp.

Tayeb, M. (2010). International human resource management: A multinational companies perspective. Oxford: Oxford University Press.

Lesser-Known but Engaging Essay Topics on Global Strategy and Sustainable Activities of Multinationals

Topic 1: The Role of Emerging Markets in Shaping Multinational Strategies

Focus: Explore how the rise of emerging markets influences the global strategies of multinationals. Discuss factors driving this shift, such as market potential, cost advantages, and political risks.

Possible Outline:
Introduction: Global reach and the importance of emerging markets
Section 1: Market opportunities and growth potential
Section 2: Cost advantages and sourcing strategies
Section 3: Political risks and their mitigation
Conclusion: Implications for multinational competitiveness

Topic 2: The Impact of Climate Change on Supply Chain Management

Focus: Analyze....

Cultural differences can have a significant impact on decision-making in global strategic management in the following ways:

1. Communication styles: Cultural differences can lead to misunderstandings and misinterpretations in communication, which can affect decision-making. For example, some cultures may value direct communication while others may prefer indirect communication styles.

2. Decision-making processes: Different cultures may have varying approaches to decision-making, such as consensus-based decision-making versus hierarchical decision-making. This can result in challenges when trying to reach a consensus or implement decisions in a global context.

3. Values and beliefs: Cultural differences in values and beliefs can influence the priorities and objectives of different....