INTERNATIONAL BUSINESS

312 Part 3

Regional Economic Integration • Reseal”cll Task 0 globalEDGE ~.glob&11e!Jlge.mSll.edll

..,.~ -«, -“.,.””” ‘f:”””’-

Use the globalEDGETMsite to complete the following exercises;

Exercise 1

Your company is seekingto expandbyopeningnew cus- tomer· representative and sales offices in the European Union (EU), The size of the investment is significant, and top-management wishes to have adearer picture of the current and probable future status of the EU. A col- league who spent some time living in the ED indicated that Eurostat might be a comprehensive source to assist in yourproject, After evaluating the stateoftheEU

based on the statistics and publications available,. pre- . parean executive summary describing the features you

consider as crucial in completing your report.

Exercise 2·

.:Trade agreements can impact. The cultural interactions between countries; In fact, the establishment of the Free

• TradeArea of the Americas (ETAA) can be considered a . threat as well as an opportunity for your company. Iden- .tify the main negotiating groups a country must consider whena member. Choose two negotiating groups and jus-

.tify their importance to member countries.

NAfTA and Mexican Trucking When the North American Free Trade Agreement (NAFTA) went into effect in 1994, the treaty specified that by 2000 trucks from each nation would be allowed to cross each other’s borders and deliver goods to their ultimate destination. The argument was that such a pol- icy would lead to great efficiencies. Before NAFTA, Mexican trucks stopped at the border, and goods had to be unloaded and reloaded onto American trucks, a pro- cess that took time and cost money. It was also argued that greater competition from Mexican trucking firms would lower the price of road transportation within NAFTA. Given that two-thirds of cross-border trade within NAFTA goes by road, supporters argued that the savings could be significant.

This provision was vigorously opposed by the Team- sters union in the United States, which represents truck drivers. The union argued that Mexican truck drivers had poor safety records, and that Mexican trucks did not adhere to the strict safety and environmental standards of the United States. To quote James Hoffa, the presi- dent of the Teamsters:

Mexican trucks are older, dirtier, and more dangerous than American trucks. American truck drivers are taken off the road if they commit a serious traffic violation in their personal vehicle. That’s not so in Mexico. Limits on the hours a driver can spend behind the wheel are ignored in Mexico.

Under pressure from the Teamsters, the United States dragged its feet on implementation of the truck-

ing agreement. Ultimately the Teamsters sued to stop implementation of the agreement. An American court rejected their arguments and stated the country must honor the treaty. So did a NAFTA dispute settlement panel. This panel ruled in 2001 that the United States was violating the NAFTA treaty and gave Mexico the right to impose retaliatory tariffs. Mexico decided not to do that, instead giving the United States a chance to honor its commitment. The Bush administration tried to do just that, but was thwarted by opposition in Con- gress, which approved a measure setting 22 new safety standards that Mexican trucks would have to meet be- fore entering the United States.

– In an attempt to break the stalemate, in 2007 the U.S. government set up a pilot program under which trucks from some 100 Mexican transportation companies could enter the United States, provided they passed American safety inspections. The Mexican trucks were tracked, and after 18 months, that program showed the Mexican carri- ers had a slightly better safery record than their U.S. counterparts. The Teamsters immediately lobbied Con- gress to kill the pilot program. In March 2009 an amend- ment attached to a large spending bill did just that.

This time the Mexican government did not let the United States off the hook. As allowed to under the terms of the NAFTA agreement, Mexico immediately placed tar- iffs on some $2.4 billion of goods shipped from the United States to Mexico. California, an important exporter of agri- cultural products to Mexico, was hit hard. Table grapes now faced a 45 percent tariff, while wine, almonds, and juices

 

Keith Griffin
Highlight

 

Regional Econormc Integration Chapter 9 313.;:-

<would pay a 20 percent tariff. Pears, which primarily come }from Washington state, faced a 20 percent tariff (4 out of 10 f.Je8i~that the United Scuee eKpaftS’ go to Merica). Other products hit with the 20 percent tariff include ex- ports of personal hygiene products and jewelry from New York, tableware from Illinois, and oil seeds from North Dakota. The u.s. Chamber of Commerce has estimated that the current situation costs some 25,600 U.S. jobs. The U.S. government said it would try to come up with a new program that both addressed the “legitimate concerns” of Congress and honored its commitment to the NAFTA treaty. What that agreement will be, however, remains to be seen, and as of 2010, there was no agreement in sight 50

Case Discussion Questions

!i’\ What are the potential economi~ benefits of the U trucking provisions in the NAFTA treaty? Who

benefits? 2. What do you think motivated the Teamsters to

object to the trucking provisions in NAFTA? Are these objections fair? Why did Congress align itself with the Teamsters?

3. Does it make economic sense for the United States. to bear the costs of punitive tariffs as al- lowed for under NAFTA, as opposed to letting Mexican trucks enter the United States?

1. O. Gibson, “Round One to the Pub Lady,” The Guardian, February 4,2011, p. 5; J. W. Miller, ”European TV Market for Sports Faces Turmoil from Legal Ruling,” The Wall Stxeet ioumol, February 4, 2011; andJ. Wilson, ”What the Legal Wmngle Means for Armchair Fans,” The Daily Tele- graph, February 4,2011, p. 8.

2. Information taken from World Trade Organization web- site and current as of February 2011, wwwwto.org.

3. Ibid. 4. The Andean Pact has been through a number of changes

since its inception. The latest version was established in 1991. See “Free-Trade Free for All,” The Economist, Janu- ary 4, 1991, p. 63.

5. D. Swann, The Economicsof the Common Market, 6th ed. (London: Penguin Books, 1990).

6. See J. Bhagwati, “Regionalism and Multilateralism: An Overview,” Columbia University Discussion Paper 603, Department of Economics, Columbia University, New York; A. de la Torre and M. Kelly, “Regional Trade Arrangements,” Occasional Paper 93, Washington, DC: International Monetary Fund, March 1992; J. Bhagwati, “Fast Track to Nowhere,” The Economist, October 18, 1997, pp. 21-24; jagdish Bhagwati, Free Trade Today (Princeton and Oxford: Princeton University Press, 2002); and B. K. Gordon, “A High Risk Trade Policy,” Foreign Affairs 82 no. 4 (July/August 2003), pp. 105-15.

7. N. Colchester and D. Buchan, Europawer: The Essential Guide to Europe’s Economic Transformation in 1992 (London: The Economist Books, 1990), and Swann, Eco- nomics of the Common Market.

8. A. S. Posen, “Fleering Equality, The Relative Size of the EU and US Economies in 2020,” The Brookings Institu- tion, September 2004.

9. Swann, Economicsof the Common Market; Colchester and Buchan, Europower: The Essential Guide toEurope’s Economic Transfo17T1ationin 1992; “The European Union; A Survey,” The Economist, October 22,1994; “The EuropeanCommunity:

A Survey,” The Economist, July 3, 1993; and the European Union website at http://europa.eu.int.

10. E. 1- Morgan, “A Decade ofEC Merger Control,” Interna- tional Journal of Economics and Business, November 200 1, pp.451-73.

11. W. Drozdiak, “EU Allows Vivendi Media Deal,” Washington Post, October 14, 2000, p. E2; D. Hargreaves, “Business as Usual in the New Economy,” Financial Times, October 6, 2000, p. 1; and D. Hargreaves, “Brussels Clears AOL- Time Warner Deal,” Financial Times, October 12, 2000, p.12.

12. “The European Community: A Survey.” 13. Tony Barber, “The Lisbon Reform Treaty,” FT.com,

December 13, 2007. 14. “One Europe, One Economy,” The Economist, Novem-

ber 30, 1991, pp. 53-54; and “Market Failure: A Survey of Business in Europe,” The Economist, June 8, 1991, pp.6-1O.

15. Alan Riley, “The Single Market Ten Years On,” European Policy Analyst, December 2002, pp. 65-72.

16. C. Randzio-Plath, ”Europe Prepares for a Single Financial Market,” Intereconomic, May-June 2004, pp. 142-46; T. Buck, D. Hargreaves. and P. Norman. “Europe’s Single Financial Market,” Financial Times, January 18, 2005, p. 17; “The Gate-keeper,” The Economist, February 19, 2005, p. 79; P. Hofheinz, “A Capital Idea: The European Union Has a Grand Plan to Make Irs Financial Markers More Efficient,” The Wall Street Journal, October 14, 2002,p. R4; and “Banking on McCreevy: Europe’s Single Market,” The Economist, November 26, 2005, p. 91.

17. See C. Wyploze, “EMU: Why and How It Might Hap- pen,” Journal of Econamic Perspectives 11 (1997), pp. 3-22; and M. Feldstein, “The Political Economy of the Euro- pean Economic and Monetary Union,” Journal of Eco- nomic Perspectives 11 (1997), pp. 23-42.

18. “One Europe, One Economy”; and Feldstein, “The Political Economy of the European Economic and Monetary Union,”

“(;-

 

Keith Griffin
Highlight

 

Entry Strategy and Strategic Alliances Chaptert5 511

Entry strategy and Strategic Alliances

…Use the globalEDGETM site to complete thefollowing exercises:

Exercise 1

A vital element in a successful international market entry strategy is an appropriate fit of skills and capabilities .

• between partners, As such, the Entrepreneur magazine annually publishes a ranking of the “Top Global Franchises.” Provide a list of the top 1o companies that

. pursue franchising as a mode of international expansion. Study one of these companies in detail and provide a description of its business model, its international .. expansion pattern, desirable qualifications. in possible franchisees, and the support and training typically.

General Electric’s Joint Ventures Historically at General Electric, if you wanted to enter a foreign market, you either acquired an established firm in that market or you went alone, establishing a greenfield subsidiary. Joint ventures with a local company were almost never considered. The prevailing philosophy was that if GE didn’t have full control, you didn’t do the deal. However, times have changed. Since the early 2000s joint ventures have become one of the most powerful strategic tools in GE’s arsenal. To enter the South Korean market, for example, GE Money, the retail lending arm of GE’s financial services business, formed joint ventures with Hyundai to offer auto loans, mortgages, and credit cards. GE has a 43 percent stake in these ventures. Simi- larly, in Spain it has formed several joint ventures with local banks to provide consumer loans and credit cards to Spanish residents, and in Central America it has a joint venture with BAC-Credomatic, the largest bank in the region.

There are several reasons for the switch in strategy. For one thing, GE used to be able to buy its way into majority ownership in almost any business, but prices for acquisitions have been bid so high that GE is reluctant to acquire for fear of overpaying. Better to form a joint venture, so the thinking goes, than risk paying too much for a company that turns out to have problems that are discovered only after the acquisition. Just as importantly,

provided by the franchiser. Are there areas where improvement can be made for the company to maintain competitiveness? Provide sufficient justification for your. position.

Exercise 2

.. The U.S. Commercial Service prepares reports known as . the “Country Commercial Guide” for countries of interest

. to U.S. investors. Utilize the Country Commercial Guide for Russia to gather information on this country’s . energy and mining industry. Considering that your com- pany has plans to enter Russia in the foreseeable future, select the most appropriate entry. method. Be sure to support your decision with the information collected.

GE now sees joint ventures as a great way to dip its toe into foreign markets where it lacks local knowledge. Also, in certain nations, China being an example, eco- nomic, political, legal, and cultural considerations make joint ventures an easier option than either acquisitions or greenfield ventures. GE believes it can often benefit from the political contacts, local expertise, and business relationships that the local partner brings to the table, to say nothing of the fact that in certain sectors of the Chinese economy and some others, local laws prohibit other entry modes. GE also sees joint ventures as a good way to share the risk of building a business in a nation where it lacks local knowledge. Finally, under the leadership of CEO Jeffrey Immelr, GE has adopted aggressive growth goals, and it feels that entering via joint ventures into nations where it lacks a presence is the only way of attaining these goals. Fueled by its large number of joint ventures, GE has rapidly expanded its international presence over the past decade. For the first time, in 2007 the company derived the majority of its revenue from foreign operations.

Of course, General Electric has done joint ventures in the past. For example, it has a long-standing 50-50 joint venture with the French company Snecma to make engines for commercial jet aircraft, another with Fanuc of Japan to make controls for electrical equipment, and

 

Keith Griffin
Highlight

 

512 Part 5 The Strategy and Structure of International Business

a third with Sea Containers of the United Kingdom, which has become one of the world’s largest companies leasing sliipping containers. But all of these ventures came about only after OE had explored other ways to gain access to particular markets or technology. While OE formerly used joint ventures as the last option, they are now often the preferred entry strategy.

OE managers also note that there is no shortage of partners willing to enter into a joint venture with the company. The company has a well-earned reputation for being a good partner to work with. OE is well known for its innovative management techniques and excellent management development programs. Many partners are only too happy to team up with GE to get access to this know-how. The knowledge flow, therefore, goes both ways, with OE acquiring access to knowledge about local markets, and partners learning cutting-edge management techniques from GE that can be used to boost their own productivity.

Nevertheless, joint ventures are no panacea. GE’s agreements normally give even the minority partner in a joint venture veto power over major strategic decisions, and control issues can scuttle some ventures. In january 2007, for example, GE announced it would enter into a venture with Britain’s Smiths Group to make aerospace equipment. However, nine months later, GE ended talks aimed at establishing the venture, stating they could not reach an agreement over the vision for the joint venture. GE has also found that as much as it would like majority ownership, or even a 50150 split, sometimes it has to settle for a minority

.•.~~ ~.iQ~~.

~~~.’tffi..~c.””lf, •••••:

stake to gain access to a foreign market. In 2003, when GE entered into a joint venture with :f1yundaj to offer auto loans, it did so as a minority partner even though it would have preferred a majority position. Hyundai had refused to cede control over to GE.63

Case Discussion Questions

1. GE used to prefer acquisitions or greenfield ventures as an entry mode rather than joint ventures. Why do you think this was the case?

2. Why do you think that GE has come to prefer joint ventures in recent years? Do you think that the global economic crisis of 2008-2009 might have affected this preference in any way? If so, how?

3. What are the risks that OE must assume when it enters into a joint venture? Is there any way for GE to reduce these risks?

4. The case mentions that GE has a well-earned reputation for being a good partner. What are the likely benefits of this reputation to GE? If GE were to tarnish its reputation by, for example, opportunistically taking advantage of a partner, how might this impact the company going

(s) forward?5. In addition to its reputation for being a good part- ner, what other assets do you think GE brings to the table that make it an attractive joint-venture partner?

‘–~~·~i'”~!’!!~~\t:tt7:.m:.t\~~~re.:::r7J!’!:’!C’r.”TITY~~_’~”””””C?”’1’\’!i2b~?·Z’9Ifli ..·t””'”l •.1′. s~

14]~~1;,;e~

1. S. Schifferes, “Cracking China’s Car Market,” BBC News, May 17, 2007; N. Madden, “Led by Buick, Carmaker Learning Fine Points of Regional China Tastes,” Automotive News, September 15, 2008, pp. 186-90; “GM Posts Record Sales in China,” Toronto Star, January 5, 2010, p. B4; and “GM’s Sales in China Top US,” Investor’s Business Daily, January 25,2011, p. A1.

2. For interesting empirical studies that deal with the issues- of timing and resource commitments, see T. Isobe, S. Makino, and D. B. Montgomery, “Resource Commit- ment, Entry Timing, and Market Performance of Foreign Direct Investments in Emerging Economies,” Academy of Management Journal 43, no. 3 (2000), pp. 468-84; and Y. Pan and P. S. K. Chi, “Financial Performance and Survival of Multinational Corporations in China,” Strategic ManagementJauma120, no. 4 (1999), pp. 359-74. A complementary theoretical perspective on this issue can be found in V. Govindarjan and A. K. Gupta, The Quest for Global Dominance (San Francisco: [ossev-Bass,

2001). Also see F Vermeulen and H. Barkeme, “Pace, Rhythm and Scope: Process Dependence in Buildinga Profitable Multinational Corporation,” Strategic Manage”: mentloumal23 (2002), pp. 637-54. —

3. This can be reconceptualized as the resource base of thE:, . – entrant, relative to indigenous competitors. For work tlliIl; focuses on this issue, see W. C. Bogner, H. Thomas, arid- . ). McGee, “A Longitudinal Study of the Competitive Pos~ tions and Entry Paths of European Finns in the U.S. Phai;’ maceutical Market,” StrategicManagementJoumal17 (1996J; . pp. 85-107; D. Collis, “A Resource-BasedAnalysis of Globel ” Competition,” Strategic Management Journal 12 (199l)~ pp. 49-68; and S. Tallman, “Strategic Management ModelS; and Resource-Based Strategies among MNEs in a HO$f Market,” StrategicManagementJoumal12 (1991), pp. 69.-82}

4. For a discussion of first-mover advantages, st:;€:- M. Lieberman and D. Montgomery, “First-Mover Adv~i’·:> rages,” Strategic Management Journal 9 (Summer Speci~~(~ Issue, 1988), pp. 41-58. … ,-

 

Keith Griffin
Highlight

 

548 Part 6 Business Operations

disadvantages of using export credit insurance rather than: a letter of credit for exporting (a)a .’ luxury yacht from California to Canada, and (b) machine tools from New York to Ukraine?

4. How do you explain the use of countertrade? Under what scenarios might its use increase fur-

ther by2015?Under what scenarios might its ‘. use decline?

5. How might a company make strategic use of countertrade schemes as a marketing weapon to generate export revenues? What are the risks as- sociated with pursuing such a strategy?

ll~l~e~trt~:;.:tl1.;,;ra~k~”)globaIEDGiEi·;:.g~0ba!edgB”lnsu.edtt .-.~~~~ _::’:’~’::::-;O:-7′:~””-:.::7_~’;;’f’-~;/

Exporting, Importing, and Countertrade

Use the globalEDGPM site to complete the following exercises:

Exercise 1

Exporting is an important way for small and large compa- nies to introduce products and develop new markets. In fact, the Internet is rich with ‘resources that offer guidance to companies wishing to expand their markets through exporting. The trade tutorials at the globalEDGE website provide links to these resources. Identify five sources and provide a description of the services avail- able for new exporters through each source.

Exercise 2

Understanding the specific terminology used in CH~_ …:’ _ import/export process is necessary prior to ny’s first international venture. Utilize the glclhalE1DCJE Glossary of International Business Terms to identify

. definitions of the following terms related to exporting.’: .,·•••• and importiug:ad valorem tariff, consignment, embargo.,: global quota, invisible barriers to trade, letter of mercantilism, and section 201.

Mil International Al Merritt founded MD International in 1987. A former salesman for a medical equipment company, Merritt saw an opportunity to act as an export intermediary for med- ical equipment manufacturers in the United States. He chose to focus on Latin America and the Caribbean, a region that he already had experience in. Also, trade barriers were starting to fall throughout the region as Latin governments embraced a more liberal economic ideology, creating an opening for entrepreneurs such as Merritt. Local governments were also expanding their spending on health care, creating an opportunity that Merritt was poised to exploit.

Merritt located his company in south Florida to be close to his market. Since then, the company has grown to become the largest intermediary exporting medical devices to the region. Today the company sells the prod- ucts of more than 30 medical manufacturers to some 600 regional distributors. While many medical equip-

ment manufacturers don’t sell directly to the region . because of the sizable marketing costs, MD can afford to because it goes into those markets with a broad portfolio of products.

The company’s success is in part due to its deep- rooted knowledge and understanding of the Latini American market. MD works very closely with teams of doctors, biomedical engineers, microbiologists, and mar~:’ keting managers across Latin America to understand_Y their needs and what the company can do for them. The> sale of products to customers is typically only the begin- ….. ning of a relationship. MD International also provides training to medical personnel in the use of devices and’ extensive after-sale service and support. ..

Along the way to becoming a successful exporter, MD’ International has leaned heavily upon export assistance ….. programs established by the U.S. government. For ex-‘ ample, in the early 2000s a shipment to Venezuela was

 

Keith Griffin
Highlight

 

Exportma Importing, and Countertrade

held up by the Venezuelan customs seeking proof that the medical devices were not intended for military use. Within two days, staff at the U.S. Export Assistance Center in Miami arranged for the U.S. embassy in Venezuela to have a letter written and delivered to the customs officials, assuring them that the products had no military applications, and the shipment was released. Merritt has also worked extensively with the Expon- Import Bank to gain financing for its exports (the corn- pany needs to finance the inventory that it exports).

Despite these advantages, it has not all been easy going for MD International. Latin American economies have often been highly cyclical, and MD International has ridden those cycles with them. In 2001, for example, after several years of solid growth, an economic crisis in both Argentina and Brazil, coupled with a slowdown in Mexico, resulted in losses for the year and forced Merritt to lay off one-third of his staff and cut the pay of others, which included a 50 percent pay cut for himself. Things started to improve in 2002, and the weak dollar in the mid- 2000s also helped to boost expon sales. However, the global financial crisis of 2008 ushered in another tough period; although prior experience suggests that

Chapter 16 549

MD International can not only survive such downturns, but also come out stronger as weaker competitors fall by the wayside.”

Case Discussion Questions

1. How does an intermediary such as MD Intema- tiona Icreate value for the manufacturers that use it to sell medical equipment in fQreign mar- kets? Why do they want to use MD, Interna- tional rather than export directly themselves?

2. Why did MD International focus on Latin America? What are the benefits of this regional approach? What are the potential drawbacks?

3. What would it take for MD International to start exporting to other regions such as Asia or Europe? Given this, would you advise Al Merritt to continue his regional focus going forward or to add other regions?

~ How important has government assistance been l:J to MD International? Do you think helping

firms such as MD International represents good use of taxpayer money?

1. u.s. Department of Commerce website, “Vellus Products Inc.,” www.export.gov; C. K. Cultice, “Best in Show: Vellus Products,” World Trade, January 2007, pp. 70-73; and C. K. Cult ice, “Lathering up World Markets,” Busi~ ness America,” July 1997, p. 33.

2. R. A. Pope, “Why Small Firms Export: Another Look,” journal. of Small Business Management 40 (2002), pp. 17-26.

3. M. C. White “Marlin Steel Wire Products,” Slate Magazine, November 10, 2010.

4. S. T. Cavusgil, “Global Dimensions of Marketing,” in Marketing, ed. P. E. Murphy and B. M. Enis (Glenview, 1L: Scott, Foresman, 1985), pp. 577-99.

5. S. M. Mehta, “Enterprise: Small Companies Look to Cul- tivate Foreign Business,” The Wall Stseex Ioumol, July 7, 1994, p. B2.

6. P. A. Julien and C. Ramagelahy, “Competitive Strategy and Performance of Exporting SMEs,” Entrepreneurship Theory and Practice, 2003, pp. 227-94.

7. W. J. Burpitt and D. A. Rondinelli, “Small Firms’ Motiva- nons for Exporting: To Earn and Learn?” Journal of SmaU Business Management, October 2000, pp. 1-14; and J. D. Mittelstaedt, G. N. Harben, and W. A. Ward, “How Smaills Too Small?” Journal of SmaLl Business Management 41 (2003), pp. 68-85.

8. Small Business Administration, “The State of Small Business 1999-2000: Report to the President,” 2001; www.sba.gov/advo/stats/stateofsb99_00.pdf;and D. Ransom, “Obama’s Math: More Exports Equals More Jobs,” The Wall Street Journal. February 6, 2010.

9. A. O. Ogbuehi and T. A. Longfellow, “Perceptions of U.S. Manufacturing Companies Concerning Exporting,” Journal of Small Business Management, October 1994, pp. 37-59; and U.S. Small Business Administtation, “Guide to Exporting,” www.sba.gov/oit/info.Guide- to Exportlng/index.html.

10. R. W. Haigh, “Thinking of Exporting!” Columbia Joumal of World Business 29 (December 1994), pp. 66-86.

11. F. Williams, ”The Quest for More Efficient Commerce,” Financial Times, October 13, 1994, p. 7.

12. ]. Sparshott, “Businesses Must Export to Compete,” The Washington Times, September 1, 2004, p. C8; “Entrepre- neur of the Year 2001: Donald Gallion, FCX Systems,” The State Journal, June 18, 2001, p. SlO; and T. Pierro, “Exporting Powers Growth of FCX Systems,” The State Journal, April 6, 1998, p. 1.

13. See Burpitt and Rondinelli, “Small Firms’ Motivations for Exporting”; and C. S. Katsikeas, L. C. Leonidou, and N. A. Morgan, “Firm Level Export Performance Assessment,” Academy of Marketing Science 28 (2000), pp. 493-511.

 

Keith Griffin
Highlight

 

dispersed supply chain. What are the causes of these problems? What can a company like Boeing do to make sure such problems do not occur in the future?

3. Some critics have claimed that by outsourcing so much work, Boeing has been exporting American jobs overseas. Is this criticism fair? How should the company respond to such criticisms?

Cases 669

1. J. L Lunsford, “Jet Blues,”The Wall Street]oumal, December 7,2007, p. AI; J. Gapper, “A Cleverer Way to Build a Boe- ing,” FinancialTimes,July 9, 2007, pLl.]. Teresko, “The Boeing 787: A Matter of Materials,” Industry Week, Decem- ber 2007, pp. 34-39; and P Sanders, “Boeing Takes Control of Plants,” The Wall Street}oumal, December 23, 2009, p. B2.

“,S~~IO- Adopting International! Accmultil!!g Stlilndardll T Following a European Union mandate, from January 1, 2005, onward, some 7,000 companies whose stock is pub- licly traded on European stock exchanges were required to issue all future financial accounts in a format agreed upon by the International Accounting Standards Board (IASB). In addition, some 65 countries outside of the EU have also committed to requiring that public companies issue accounts that conform to IASB rules. Even American accounting authorities, who historically have not been known for cooperating on international projects, have been trying to mesh their rules with those of the IASB.

Historically, different accounting practices made it very difficult for investors to compare the financial statements of firms based in different nations. For example, after the 1997 Asian crisis, a UN analysis concluded that before the crisis two-thirds of the 73 largest East Asian banks hadn’t disclosed problem loans and debt from related parties, such as loans between a parent and its subsidiary. About 85 per- cent of the banks didn’t disclose their gains or losses from foreign currency translations or their net foreign currency exposures, and two-thirds failed to disclose the amounts they had invested in derivatives. Had this accounting in- formation been made available to the public-as it would have been under accounting standards prevailing at the time in many developed nations-it is possible that prob- lems in the East Asian banking system would have come to light sooner, and the crisis that unfolded in 1997 might not have been as serious as it ultimately was.

In another example of the implications of differences in accounting standards, a Morgan Stanley research project found that country differences in the way corporate pension expenses are accounted for distorted the earnings state- ments of companies in the automobile industry. Most strik- ingly, while U.S. auto companies charged certain pension costs against earnings and funded them annually, Japanese auto companies took no charge against earnings for pension costs, and their pension obligations were largely unrecorded. By adjusting for these differences, Morgan Stanley found that the U.S. companies generally understated their earn- ings, and had stronger balance sheets, than commonly sup- posed, whereas Japanese companies had lower earnings and weaker balance sheets. By putting everybody on the same

I

footing, the move toward common global accounting stan- dards should eliminate such divergent practices and make cross-national comparisons easier.

However, the road toward common accounting stan- dards has some speed bumps. In November 2004, for ex- ample, Shell, the large oil company, announced that adopting international accounting standards would reduce the value of assets on its balance sheet by $4.9 billion. The reduction primarily came from a change in the way Shell must account for employee benefits, such as pensions. Similarly, following IASB standards, the net worth of the French cosmetics giant L’Oreal fell from 8.1 billion to 6.3 billion euros, primarily due to a change in the way certain classes of stock were classified. On the other hand, some companies will benefit from the shift. The UK-based mobile phone giant Vodafone, for example, announced in early 2005 that under newly adopted IASB standards, its reported profits for the last six months of 2004 would have been some $13 billion higher, primarily because the com- pany would not have had to amortize goodwill associated with previous acquisitions against earnings. 1

3.

What are the benefits of adopting international accounting standards for (a) investors and (b) business enterprises? What are the potential risks associated with a move in a nation toward adoption of international accounting standards? In which nation is the move to adoption of IASB standards likely to cause revisions in the reported financial performance of business enterprises, the . United States or China? Why?

1. E. McDonald, “What Happened?” The WalLStreet]ournaI, April 26, 1999, p. R6; P.Grant, “IFRS Boosts Vodafone Profits by Sterling 6.8 Billion,” Accounrancy Age, January 20, 2005; and G. Hinks, “IFRS to Wipe $4.7 billion off Shell’s Balance Sheet,” Accountancy Age, November 23,2004.

 

Keith Griffin
Highlight
Keith Griffin
Highlight
 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Case Study

W17208

WORKING CROSS CULTURALLY: FORGET “BUSINESS AS USUAL”

Kanina Blanchard wrote this case under the supervision of Professor Lynn Imai solely to provide material for class discussion. The authors do not intend to illustrate either effective or ineffective handling of a managerial situation. The authors may have disguised certain names and other identifying information to protect confidentiality.

This publication may not be transmitted, photocopied, digitized, or otherwise reproduced in any form or by any means without the permission of the copyright holder. Reproduction of this material is not covered under authorization by any reproduction rights organization. To order copies or request permission to reproduce materials, contact Ivey Publishing, Ivey Business School, Western University, London, Ontario, Canada, N6G 0N1; (t) 519.661.3208; (e) cases@ivey.ca; www.iveycases.com.

Copyright © 2017, Richard Ivey School of Business Foundation Version: 2017-03-31

In January 2006, after four years of incredible learning and opportunities, Sophia Tannis’s European assignment with the U.S.-based multinational company CPA Solutions (CPA) was coming to an end. Looking out at the Swiss Alps from her office that morning, she thought about how much she had experienced—from representing the company at major activist demonstrations to being engaged in planning and decision making related to pandemic responses. There had been red-eye flights to the Middle East and management challenges in working with the European Union. An identified “future leader” in the company, Tannis had lived and worked in four countries so far and was responsible for public affairs and government relations for more than a dozen others. She had learned first-hand that there was no such thing as “business as usual” when working across borders, cultures, and languages, and she found herself thinking that there were few situations that truly took her by surprise anymore.

The phone rang, and a business leader from the company’s head office in New Jersey, David Blankenship, introduced himself and—without hesitation or time for pleasantries—outlined the reason for his call: “I need you to get to Moscow and get a problem fixed,” he said emphatically. She listened carefully and started thinking through what needed to be done as Blankenship explained the dilemma. A strong and well-established local competitor was making disparaging comments to impact CPA’s brand and reputation. The Russian company wanted to create such negative sentiment about CPA that the mounting pressure and ill-will would result in CPA deciding not to start up their operations.

I’ve talked to the country leader . . . I don’t know him, but Jonathon [Tannis’s functional boss in New Jersey] says you’ve handled this kind of thing before. We agree that you need to meet with the newspapers and our customers and make sure they stop listening to all the garbage. We don’t need this just when we are making a case for future investment. You have to take control of situations like these quickly.

Blankenship’s voice steadily intensified, and Tannis could imagine him standing up at his desk more than 6,000 kilometres away as she heard him saying, “You need to stop this—now!”

Blankenship was in charge of major growth initiatives for one of the company’s major business units, and he had a lot riding on a new facility being built just outside Moscow. Tannis had never met Blankenship, but

For the exclusive use of D. Singh, 2020.

This document is authorized for use only by Dalbir Singh in UCW HRMT 621 Summer 2020 Mid-Term taught by DALTON GRADY, Simon Fraser University from Jul 2020 to Oct 2020.

 

 

Page 2 9B17C013 she knew his reputation as a well-respected, no-nonsense leader. Blankenship had more than 30 years of experience and was known as a trailblazer who had developed businesses in South America and Europe. THE COMPANY CPA was a Fortune 100 company with more than $20 billion1 in annual sales. A leading global industrial company, CPA offered a wide array of chemical, plastic, and agricultural products and services. It employed approximately 40,000 people worldwide and manufactured its products at more than 100 sites in dozens of countries around the globe. As a company operating across national political boundaries and regulatory regimes, CPA faced the ongoing challenge of balancing the need for a strong, consistent global corporate brand with the imperative to be locally relevant to customers and other stakeholders, including governments, nongovernmental organizations, and other decision makers. This challenge presented itself in almost all aspects of the company’s activity, including product research and development, policies relating to human resources and information technology, stakeholder outreach initiatives, advocacy efforts on key issues ranging from taxation to environmental legislation, marketing, sales, and service. BACKGROUND ON SOPHIA TANNIS Tannis was 36 years old. She had been moved to the company’s European headquarters in Switzerland in 2002 to lead change and create a better working relationship with the company’s head office in New Jersey. She had joined the company 15 years earlier and had demonstrated her skills and ability to take on complex and challenging assignments across a variety of functions, businesses, and geographic locations. She had led global projects, succeeded in roles at the company’s Canadian headquarters and at its global offices in New Jersey, and had delivered results during a complex change-management assignment in Hong Kong. Prior to the transfer to Europe, Tannis had led a major transformational initiative in the southern United States, which had included designing and implementing significant cultural, policy, and staffing changes and playing a lead role through the process of a major merger and acquisition. Tannis was a non-Christian Canadian, and she had a mixed ethnic background. Despite encountering many of the gender-based, cultural, national, and religious barriers that were synonymous with working in the southern United States, Tannis had delivered strongly and had built a capable team to sustain the changes she initiated. On the personal side, Tannis’s husband also worked for CPA, and they had two children under the age of 10. Tannis’s multicultural upbringing had influenced her not just personally but also professionally. Tannis had been adopted by a traditional, older Asian couple, and she grew up as the only white person in their community. Because of her mixed heritage, she was an enigma to many her own age, who were often confused about who she was and about her family dynamics. Tannis had not only learned the culture and language of her adoptive parents, but found a way to navigate being the “odd one out”—the “other”—in many settings. As an adult, she recognized her background was a blessing in many ways, and she was able to use her experiences to navigate the dynamics of working cross-culturally.

1 All currency amounts are in US$ unless otherwise specified.

For the exclusive use of D. Singh, 2020.

This document is authorized for use only by Dalbir Singh in UCW HRMT 621 Summer 2020 Mid-Term taught by DALTON GRADY, Simon Fraser University from Jul 2020 to Oct 2020.

 

 

Page 3 9B17C013 EN ROUTE Being called in to help resolve challenges that impacted the company’s brand and reputation in various locations was part of Tannis’s role; she worked on everything from media issues to emergency response. She had an approach that worked well: she tapped into documented resources and experts and reached out to contacts, colleagues, and mentors with whom she had built relationships over the years. This time around, she had reviewed the available business plans and analysis about the location and had approached several people. Unlike the wealth of insights she usually received, however, the common reactions this time included diffuse, vague, and generally unhelpful comments that lacked any real insight: “Moscow is amazing,” “That’s exciting,” “Let me know how it goes!” “You’ll really need to work with the folks on the ground,” “It’s a hard place to understand,” and “What a terrific opportunity.” Tannis loved multitasking and always having something on the go, but this time she had the feeling that her undivided attention would be needed. She asked one of her team members to take over her other responsibilities for a few days. Tannis boarded a KLM flight from Zurich to Amsterdam at 3:30 p.m. the next day with a plan to meet a colleague and trusted advisor for dinner. Joost Distelbacher had spent a couple of years working in Eastern Europe, and upon receiving her call, he agreed to meet Tannis at the Schiphol Airport before she boarded a flight to Moscow at 8:40 p.m. Distelbacher and Tannis had worked together for several years on various initiatives. A middle-aged Swiss man with Dutch parents, Distelbacher was straightforward and direct, and he had proven to be a critical ally, willing to guide Tannis through challenging situations in return for her help and guidance on the communications side. (His “talk first, think it through later” approach was his admitted weakness.) “So now they want you to fix Russia?” he quipped. “Of course not!” Tannis responded. “I just need to stop all this noise about the new plant.” “Let me guess,” he continued. “You’ve been told to show local competitors our global strength and market position. To tell the officials about how many jobs the plant will bring. Or, wait: you are to tell our customers that we are good corporate citizens and that we improve the communities in which we operate. Wait, wait . . . you are to promise the newspaper an exclusive. Am I close?” Tannis playfully punched Distelbacher in the arm and called him the biggest cynic she had ever met. They laughed and enjoyed their meal, talking about each other’s families and summer vacation plans. Afterward, Tannis said, with a bit of trepidation in her voice, “Are you telling me none of those things will work?” “Prost,” he said, raising his wine glass in a toast. “To your health my dear.” He took a deep sip, looked thoughtfully at the Spanish Rioja swirling in his glass, and then looked up intentionally. “Okay, let me tell you a few things you need to know.” THE MOSCOW OFFICE CPA’s excitement about growing business in Russia was matched only by its caution. Russia was a different world. Stories of businesses that could not navigate the fluid and unpredictable business environment, including the political and the legal system, created realistic concerns. CPA was interested in developing a substantial office presence and perhaps even a research facility in Moscow, but at this

For the exclusive use of D. Singh, 2020.

This document is authorized for use only by Dalbir Singh in UCW HRMT 621 Summer 2020 Mid-Term taught by DALTON GRADY, Simon Fraser University from Jul 2020 to Oct 2020.

 

 

Page 4 9B17C013 point, space at a well-known business centre was considered “home.” When she arrived at the convenient location in one of central Moscow’s key business districts, Tannis noticed familiar business names, including those of banks, insurance companies, legal firms, and even retail outlets. She took a photograph and planned to send it to New Jersey. “It’s not that different after all!” she thought to herself. With the historic heart of Moscow, including the Kremlin and Red Square, within walking distance from the business centre, Tannis hoped to have a few minutes for sightseeing on this trip. But first things first. Her first meeting was with CPA’s country manager for Russia, Pete (Petar) Vujevic. Vujevic, who was Croatian by birth, had built an impressive reputation within a few short years at CPA Europe. He had led the establishment of the company’s Kiev office and was known as an astute young businessman within CPA Europe. Unfortunately for both Vujevic and Tannis, he had not yet had an assignment at the U.S. head offices, so he was not known by many high-level leaders, and as such, Tannis was in the awkward position of having been asked to oversee and ensure things went smoothly and were done “the CPA way.” Vujevic was well over six feet tall; he greeted Tannis with exuberance and a mighty handshake. As he motioned for her to sit, he said, “So how is my friend, Distelbacher?” Tannis was surprised that he knew about her dinner the previous evening. “How did you know Joost and I met?” Vujevic just smiled and shrugged as he masterfully launched into a monologue. Vujevic had clearly read into the file and knew exactly what head office wanted done. As if he was a seasoned Shakespearean actor, he artfully wove together stories and examples that were laden with meaning, and he left no doubt about the fact that he felt sure the corporate approach would fail. He was also ready with a plan of action. Tannis listened and decided to heed Distelbacher’s words: “Just listen and let him lead okay? He knows this dance better than you.” Vujevic spoke for almost an hour about the world of Moscow, and Tannis recognized clearly that, while Blankenship wanted the problem solved immediately, Vujevic wanted her to help him buy some time to solve the issue the local way. This way, he contended, CPA would garner credibility and establish itself more strongly in this growing market. In many Western countries, issues as described would be dealt with by speaking to newspaper editors to seek fair coverage or retractions, taking out advertisements to counter misinformation, or through litigation as examples. The “local way” as described by Vujevic included certain highly placed individuals speaking to other highly placed individuals quietly and behind the scenes to find a mutually agreeable path forward. The rest of the day involved meeting the various members of the CPA Russia team who were involved or familiar with the situation and taking a tour of the company’s yet-to-be-completed facility. Vujevic accompanied Tannis everywhere, and at one point, she had the distinct impression that every interaction had been scripted and strategically planned to channel her thinking about how to deal with their “little PR [public relations] issue,” as everyone called it. One gentleman from the sales office summed it up best: “Americans worry about the little noise. Here it is just the way it is. Let us handle it our way—no problem.” By the end of the day, Tannis felt like a sponge that had soaked in too much water—or in her case, too much information! She knew that Blankenship would want an update, or better yet, a message telling him everything had been expediently handled. She understood his desire for a quick and positive solution. Given the speed at which everything had happened, she had not been able to talk directly with the two vice-presidents who had senior-level responsibility on this issue. She trusted and appreciated both of

For the exclusive use of D. Singh, 2020.

This document is authorized for use only by Dalbir Singh in UCW HRMT 621 Summer 2020 Mid-Term taught by DALTON GRADY, Simon Fraser University from Jul 2020 to Oct 2020.

 

 

Page 5 9B17C013 them, but their efforts to provide long-distance guidance electronically did not provide much clarity. Richard Markus, the vice-president in charge of the company’s interests in Europe and Russia, offered his endorsement of Vujevic and counselled her to be mindful of local realities while addressing the broader business needs. Jonathon Wheeler, her functional vice-president in New Jersey, had provided a supportive note that recognized the delicate position she was in, balancing multiple interests and priorities. He reinforced the importance of having a positive business climate in order to enable future growth and development. As she digested these e-mails and was thinking about the choice she clearly had to make, Vujevic bounded into the visitor’s office to announce that he had made plans for dinner. “This is not a place you fly in one day and get what you want,” he said. “Tonight you eat and meet some of our friends.” A DISASTROUS DINNER Vujevic encouraged her several times to go back to her hotel, rest, and dress for dinner. She dismissed the idea, deciding instead to work a bit more and leave from the office. She said that she would like Vlad Goldstein to join them for dinner in order to provide him with some visibility. Goldstein was a young Russian-born financial wizard who was soon going to be sent on a series of international assignments. She had met him a few months ago, during one of his interviews, and had happily agreed to be a mentor. Vujevic was uncomfortable with her request, but she insisted, thinking this would be a terrific opportunity for Goldstein. Vujevic, in his dinner best, met Goldstein and Tannis at the venue for dinner. Tannis had dined in some lovely restaurants, but the environment and ambiance here were almost overwhelming. With the grandeur of a ballroom in a French palace and lights, energy, and spectacle to rival the most stunning and exclusive Las Vegas night clubs, the restaurant made Tannis feel unusually self-conscious in her conservative blue suit, white buttoned blouse, and practical business shoes. She and Goldstein exchanged knowing glances as he shrugged and looked down at his woollen, professorial-looking blazer and khakis. Various executives from notable companies and organizations were seated around a massive table. They all stood and offered their greetings, and after introductions, they all sat. Tannis, usually comfortable in most settings and known for her ability to put people at ease and create connections, found that her initial efforts at conversation were met with polite, yet guarded, almost dismissive responses. Vujevic took the lead and soon had the gentlemen in an energized debate on an issue of mutual interest. Tannis watched and admired how her colleague, the quintessential host, artfully brought her into the discussion. It was clear that their guests appreciated straight talk. They challenged both Tannis and Vujevic and enjoyed some intellectual battles about CPA’s position on the Kyoto Protocol and recent headlines regarding the company’s environmental record. Tannis realized this first encounter would not involve much superficial, friendly chit-chat, and she did her best to adapt, but she knew she was not communicating as effectively as usual—especially when she noticed that Goldstein seemed isolated and almost detached. Something was going on. MEA CULPA “So, was that pretty much a disaster?” asked Tannis as she entered Vujevic’s office the next morning. “Was it something I said? Did I come across as just another person from head office?” She shook her head, took a chair, and let out a heavy sigh. “It’s not all about you,” Vujevic responded, with a hint of amusement and a wink. “Seriously, though,” he added in a matter-of-fact way. “I tried to warn you about taking Goldstein.” Confused and slightly disturbed by the apparent slight against the young man, she

For the exclusive use of D. Singh, 2020.

This document is authorized for use only by Dalbir Singh in UCW HRMT 621 Summer 2020 Mid-Term taught by DALTON GRADY, Simon Fraser University from Jul 2020 to Oct 2020.

 

 

Page 6 9B17C013 asked outright, “What are you trying to say?” she said, coming to Goldstein’s defence. “He is very bright and will go places.” Vujevic conceded, acknowledging that Goldstein would likely skyrocket once he was transferred to Europe and America. “He is an extremely bright and strategic young man. We are friends. He does amazing work. But that’s not the point. His place is not with these men and . . . his name . . . do you understand?” Tannis’s stomach knotted, and she felt the heat of anger building. Sensing his words had caused a problem, Vujevic went on. “You must know that there are still tensions. Who you are matters: your position, your family name. Do you understand?” He continued, “Our friends last night were testing you, of course. I told you they would. They wanted to see if you could have a real conversation with them—if you respected their way. But having Goldstein there was uncomfortable for some, for him.” Stunned, Tannis sat back down. She acknowledged her naïveté and apologized for not being open to Vujevic’s recommendations the night before. She sat quietly, reflecting on the last 48 hours, and then recognized she had to recalibrate, look past her marching orders, and come at this with a truly open mind. She slapped her hands on her knees, stood up, and asked, “Ok, what do we need to do?” THE GAME PLAN After spending several hours with Vujevic, Tannis scoffed at herself for having thought just a couple of days earlier that nothing surprised her anymore. If this was payback for a moment of hubris, she knew what she had to do. But first, she had to go talk with Goldstein. As she approached his cubicle, Goldstein lifted his head and, with a boyish smile, said, “I didn’t think it was a good idea to go last night. I’m sorry. But I could never say no to you!” He shrugged playfully, and Tannis put a kind hand on his arm. “I am so sorry to have put you in that position,” she said. Goldstein shook his head and suggested that they go for a coffee. “You would do the same for me, I know,” he said. The next hour helped Tannis piece together the puzzle. Distelbacher, Vujevic, and Goldstein were consistent in their evaluation of the situation, the necessary path forward, and the role they needed her to play to help solve this issue and perhaps also make a positive difference. Back at the office, Tannis and Vujevic finalized their plans and discussed dinner for the evening. Finally, she excused herself, noting that it was time to call New Jersey. Knowing the conversation was not likely to go well, Vujevic wished her “bonne chance!” “So, have you got it under control?” asked Blankenship. She formulated her response with care. “Not so much having it under control as having a plan to slowly cut off oxygen to the fire,” she started. After laying out the plan, she waited for Blankenship’s response. “I told you they would want to do it their way, and you bought into it!” “Give it a week,” she suggested. “It’s on me if it doesn’t work, but I believe they know what they are doing here, and we need to trust them on this.” As Blankenship begrudgingly agreed, Tannis fidgeted with her scarf and imagined a noose tightening around her neck. They—she—had seven days! While it was an unfortunate reality in an organization with multiple reporting lines, Tannis knew that at times success came down to choosing sides rather than being able to trust everyone and work toward a common goal. That’s why she was there: to make a choice based on the best information she could gather and her instinct. Both sides wanted the same thing in the end, but they had equally strong opinions about

For the exclusive use of D. Singh, 2020.

This document is authorized for use only by Dalbir Singh in UCW HRMT 621 Summer 2020 Mid-Term taught by DALTON GRADY, Simon Fraser University from Jul 2020 to Oct 2020.

 

 

Page 7 9B17C013 how to get there. There was no looking back now. She had decided that local knowledge had to trump corporate perspective this time. A lot depended on dinner. ATTITUDE AND ATTIRE Tannis went back to the hotel to change this time. By the time she and Vujevic greeted their guests, she felt more herself in terms of both attitude and attire, and she was prepared mentally and physically. She embraced the challenging questions and occasional jibes and responded with directness, confidence, and a bit of humour. She and Vujevic were working well together. Just as he had told her they would if things started to go well, the gentlemen began to regale her with stories of business exploits and adventures they had shared over many years. Vujevic had warned her that the talk might seem endless and unrelated to their issue, but he had said their guests would likely share their wisdom and advice through their stories once they were ready. Vujevic translated as needed and helped highlight the key points as he was understanding them. Tannis was attentive, and as the opportunity to engage arose, she acknowledged their messages and communicated how she and CPA were learning that there was a Russian way. She noted that it would take the company a bit of time to adapt, and she shared her appreciation for their help and support. It was important for her to position Vujevic as the decision maker who had the support of the company to move things forward. With care, she broached the topic of corporate expectations and the need to keep the “bosses” comfortable, noting that she believed a workable solution would be found. Progress seemed slow but steady, and ultimately the discussion became more natural and began to include conversation on how CPA could invest and grow in the future. A MAGIC MOMENT In the midst of this highly strategized evening, a moment of connection and engagement emerged that no one, especially not Tannis, had ever imagined—a moment that was arguably the game changer, the true ice breaker. It was not planned, rehearsed, or even considered, but it happened, as most such moments do. As one of the Russian business leaders talked about his newest business venture and his hope to visit North America, Vujevic mentioned in passing that Tannis had worked in the United States and was Canadian by birth. Almost instantly, one of the largest and most imposing men at the table pushed back his seat, leaned over the table, pointed at Tannis and asked the one question that, more than anything else, completely recalibrated the tone of the evening: “You? Canada? Hockey?” In a combination of Russian, German, and broken English—and with a great deal of gesturing—he expressively explained his connection to the 1972 Red Army hockey team in the Super Summit against Canada. For at least an hour, he entertained her with stories of his on-ice exploits and his role, which she presumed was that of an “enforcer” (a fighter), given his many injuries, including the broken nose he proudly pointed out. She smiled, nodded, and enjoyed, as he shared his passion for the sport, and she silently thanked her husband for making her go to hockey games and deciding the kids should be enrolled in hockey lessons. Once the hockey talk was over, everyone was relaxed. Vodka was served perfectly cold, and the opportunity to get down to business opened in earnest. As she finally got to bed that night, or rather, the next morning, she smiled to think of the things that created barriers and the things that opened doors. “Amazing,” she thought. “Hockey!”

For the exclusive use of D. Singh, 2020.

This document is authorized for use only by Dalbir Singh in UCW HRMT 621 Summer 2020 Mid-Term taught by DALTON GRADY, Simon Fraser University from Jul 2020 to Oct 2020.

 

 

Page 8 9B17C013 THE SHELL GAME In many countries, what the competitor had done would be called defamation or slander, and the path forward would include outreach to the media and would most likely involve the courts. It was only natural for CPA to want the problem handled this way, but in Russia, this was not the norm. Tannis had to decide whether to take control of the situation as Blankenship had expected—to handle the dispute by employing strategies that had proven successful in North America and Europe and were endorsed by senior leaders— or to trust the complex, relationship-based approach advocated by the young, country leader she had just met in Moscow.

For the exclusive use of D. Singh, 2020.

This document is authorized for use only by Dalbir Singh in UCW HRMT 621 Summer 2020 Mid-Term taught by DALTON GRADY, Simon Fraser University from Jul 2020 to Oct 2020.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Hrm 6623 Week 3

Why is needs assessment information critical to the development and delivery of an effective HRD program?

Need assessment information is a process of identifying the requirements of an HRD program. It is the initial stage in the HRD and training process. Need assessment is important for the formation of an effective HRD program due to following reasons:

• Need assessment helps in ensuring the organizational goal and effectiveness in reaching those goals.

• It eradicates the gap between employee skills and skills required for a particular job.

• Need assessment assist an HRD manager to learn what and where programs and involvements of staff are required.

• Moreover, it enables an HRD manager to explore the roadblocks and opportunities coming in a way to achieve the HRD effectiveness.

 

Why are behavioral objectives and lesson plans important to effective HRD interventions? What role should objectives play in the design, implementation, and evaluation of HRD programs?

The importance of the behavioral objective is to determine the favorable outcome of a training program. To identify training program, training methods, materials used and technique applied, one should prepare a Lesson Plan. It is a handbook of the training content. It requires the trainer to identify facts to be included and time allotment for each topic. It contains:

• Number of contents to be covered.

• Activities that have to be performed sequentially.

• Choosing or designing the training media tool.

• Developing practical exercises.

• Deciding the period for each activity.

• Choosing the method to deliver training.

References

 

Werner, J. M. (2017). Human Resource Development, Talent Development, Seventh Edition. Mason: Cengage Learning.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

MGMT 405

Unit: Strategic Case Analysis

 

Assignment Description 
In this assignment, you will analyze a strategic management case. This practice is a great way to understand and remember many strategic management concepts. You will read how others have applied strategic management and share your analysis of these decisions in a written report.
Choose a Comprehensive Case from your textbook, and complete the following: Summarize the case in no more than 3 paragraphs.
Analyze and evaluate the company’s actions. What kind of specific global strategies are illustrated in this case? What did you learn from reading about the company’s initiatives and expansion strategy? Please submit your assignment. Your assignment will be graded in accordance with the following criteria. Click here to view the grading rubric.
For assistance with your assignment, please use your text, Web resources, and all course materials. Reading Assignment Deresky, Cases 7-12.  Deliverable Length: At least 6  pages (body)
Include the in-text citations and references
This paper will be Automatically sub mited to TurnItIn, hence must be absolutely original. No room for any correction after submission.

 

Submit by Sunday 21st Aug 2016, by 8pm Time in New York.
 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Case Assignment

Both cases needs to be done

Case 1 Misplaced Affections: Discharge for Sexual Harassment, Pages 116 (Chapter 3 ). Read the Case Study entitled, “Misplaced Affections: Discharge for Sexual Harassment” on pages 116 in Chapter 3. Then, answer all of the questions at the end of the case.

I selected the most interesting and applicable cases for the class. Please be sure to back up your answers to both of these cases with facts from the textbook.

Case 2  Yahoo Cuts the Cord on Telecommuting  , Pages 149-150, ( Chapter 4) .  Read the Case Study entitled, “Yahoo Cuts the Cord on Telecommuting  ” on pages 149-150 in Chapter 4.  Then, answer all of the questions at the end of the case.

Please number each of your answers. This is very important so that I understand which questions you are responding to.

Remember, it is quality that counts so be brief, thorough, and to the point. Good Luck! Please be sure to back up your answers to both of these cases with facts from the textbook (please use APA format).

Your case reports should have a minimum of 1000 words combined (500 words each). Please submit your case reports as Word documents (or both case reports as one Word document).

Please number each of your answers, so that I understand which questions you are responding to

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Lesson Learned Report

Lessons Learned Report (companion Web site)

Prepared by: Date:

Project Name:

Project Sponsor:

Project Manager:

Project Dates:

Final Budget:

1. Did the project meet scope, time, and cost goals?

2. What was the success criteria listed in the project scope statement?

3. Reflect on whether or not you met the project success criteria.

4. In terms of managing the project, what were the main lessons your team learned?

5. Describe one example of what went right on this project.

6. Describe one example of what went wrong on this project.

7. What will you do differently on the next project based on your experience working on this project?

 

(Chapter 3 sample)

TABLE 3-16 Lessons-learned report (abbreviated)
© Cengage Learning 2014
Project Name: JWD Consulting Project Management Intranet Site Project
Project Sponsor: Joe Fleming
Project Manager: Erica Bell
Project Dates: May 2 – November 4
Final Budget: $150,000
1. Did the project meet scope, time, and cost goals? We did meet scope and time goals, but we had to request an additional $10,000, which the sponsor did approve.
2. What were the success criteria listed in the project scope statement? Below is what we put in our project scope statement under project success criteria: “Our goal is to complete this project within six months for no more than $140,000. The project sponsor, Joe Fleming, has emphasized the importance of the project paying for itself within one year after the intranet site is complete. To meet this financial goal, the intranet site must have strong user input. We must also develop a method for capturing the benefits while the intranet site is being developed and tested, and after it is rolled out. If the project takes a little longer to complete or costs a little more than planned, the firm will still view it as a success if it has a good payback and helps promote the firm’s image as an excellent consulting organization.”
3. Reflect on whether you met the project success criteria. As stated above, the sponsor was not too concerned about going over budget as long as the system would have a good payback period and help promote our firm’s image. We have already documented some financial and image benefits of the new intranet site. For example, we have decided that we can staff the PMO with one less person, resulting in substantial cost savings. We have also received excellent feedback from several of our clients about the new intranet site.
4. In terms of managing the project, what were the main lessons your team learned from this project? The main lessons we learned include the following:

· Having a good project sponsor was instrumental to project success. We ran into a couple of difficult situations, and Joe was very creative in helping us solve problems.

· Teamwork was essential. It really helped to take time for everyone to get to know each other at the kick-off meeting. It was also helpful to develop and follow a team contract.

· Good planning paid off in execution. We spent a fair amount of time developing a good project charter, scope statement, WBS, schedules, and so on. Everyone worked together to develop these planning documents, and there was strong buy-in.

· Project management software was very helpful throughout the project.

5. Describe one example of what went right on this project.
6. Describe one example of what went wrong on this project.
7. What will you do differently on the next project based on your experience working on this project?

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Talent Management

With the same talent management strategy in mind from Assignment 3, write a six to eight (6-8) page paper in which you:

  1. Determine which performance management process you will employ to measure employee talent.
  2. Analyze the key concepts related to the talent pools and the talent review process.
  3. Develop appropriate talent management objectives to measure functional expertise.
  4. Assess the key elements of global talent management as they apply to your organization.
  5. Recommend a process that optimizes a sustainable talent management process.
  6. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date.
  • The cover page and the reference page are not included in the required page length.

The specific course learning outcomes associated with this assignment are:

  • Determine the effects of leadership in the management of talent pools and the talent review process.
  • Compare and contrast the talent assessment and employee performance management processes.
  • Review the process of developing functional expertise and setting and measuring talent management objectives.
  • Discover how the management process affects global talent management.
  • Determine the organizational benefits of strategy-driven talent management and building a sustainable process.
  • Use technology and information resources to research issues in talent management.
  • Write clearly and concisely about talent management using proper writing mechanics.
 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Business Paper Organizational Development And Change

No plagiarism

must be in business letter format

Case Study 5, Solving Team Challenges At DocSystems Billing Inc, in Organization Development 

Consider :

  1. What problems exist in this organization?
  2. How are team roles impacting this organization?
  3. What is the presenting problem(s) ?
  4. What is the possible root cause(s)? 

Write:

A business correspondence to Jim, Senior Director Customer Service at  Doc Systems that :

1. Summarize the situation as you see it.

2. Make a recommendation the client about what could be done next based on the data included.

a. Recommended intervention(s)

b. Intervention strategy and purpose

Work Product:

Your work product is a business letter.  

Organization 5

Content 5

Language Used 4 

Rubric

Professional Writing Rubric (2)Professional Writing Rubric (2)CriteriaRatingsPtsThis criterion is linked to a Learning OutcomeContent1pt • Purpose of letter is unclear • Main idea is not supported by explanations or facts • Letter rambles; hard to follow or understand • Tone is inappropriate for intended audience 4pt • Letter clearly states the purpose as assigned • Appropriate explanations or facts used to support the main idea • Easy to follow • Tone is appropriate for intended audience5.0 pts
This criterion is linked to a Learning OutcomeOrganization1pt • Several noticeable errors in use of correct business letter format (heading, greeting, introduction, body, closure, signature, enclosure, and copy) 4pts Accurately uses correct business letter format (heading, greeting, introduction, body, closure, signature, enclosure, and copy)5.0 pts
This criterion is linked to a Learning OutcomeLanguage used1pt • Incorrect use throughout the letter of punctuation or grammar • Frequent spelling errors distract from letter 4pt • Accurate use of punctuation and grammar • No spelling errors4.0 pts

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

You Decide

Scenario Summary

Carol Fern has been employed by Bainbridge Borough for 18 years as a tax clerk. The tax clerk position is part of the bargaining unit represented by Local 10 of the American Federation of State, County, and Municipal Employees (AFSCME). When Carol and her husband found out that she was unable to conceive, they decided to adopt a child. The Ferns were notified on April 22 that a 3-month-old baby girl was available and they could adopt her in three days. However, Carol told the adoption agency that she thought it was unfair to leave the company on such short notice because April was a busy tax season. Adoption was delayed until May 2. On April 27, Carol requested two weeks of paid vacation for May 2 to May 17. This request was granted. The day before she was to return from her paid vacation, Carol asked for 6 months of unpaid maternity leave. The request had to be approved by the Bainbridge Borough Council, which rejected the request by a 4-3 vote. However, the council did offer Carol two consecutive 90-day reasonable purpose leaves (amounting to 6 months of leave). On June 1, the following grievance was filed. According to Article X, Section 4.A—Unpaid Leaves, 5. Maternity on page 13 of the final agreement between Bainbridge Borough and Local 10: Maternity leaves not to exceed 6 months shall be granted at the request of an employee. Maternity leaves shall, upon the request of the employee, be extended or renewed for a period not to exceed 6 months. Relief or remedy sought: Granting of the just and deserved leave request. A Potentially Relevant Contract Provision A. Leaves of absence for a limited period without pay—not to exceed 90 days—shall be granted for any reasonable purpose. Extension to be granted with approval of Borough Council.

 

Your Role/Assignment

The Issue The union claims that the company violated the collective bargaining agreement by denying Carole Fern’s request for maternity leave. Carole Fern is clearly a new mother and is therefore entitled to the leave specified by the contract. The town argues that maternity leave is for mothers of naturally-born infants, not adopted children, and therefore, Carole Fern is not entitled to maternity leave. So, decide which one is correct: Does maternity leave apply to adoptive mothers or only to mothers actually giving birth?

Key Players

Carol Fern

Tax Clerk

I’ve served as a tax clerk for Bainbridge Borough for 18 years, and I am entitled to the same benefits as other workers in the company. The adoption process is very difficult, and when the opportunity arose for a baby, I needed to act upon adoption quickly. The last few years have been very stressful ones, and now I feel the need for time to adjust to becoming a new mother. I’ve provided many years of excellent service to the company. Why deny me the same benefit given to other new mothers in the company?

 

Town People

 

Maternity leave is only for mothers who give birth to babies. Why should companies have to pay for people to sit around at home while the company is left understaffed?

 

Sally Stevens

CEO of company

First, let’s make it clear that we understand the issue. However, it is important that the union and the arbitrator understand this grievance is not really about Carole Fern personally. The issue from our view is that maternity leave is for mothers of naturally-born infants, not adopted children. The company understands that Ms. Fern has been through a traumatic experience in not being able to conceive. The company also empathizes with Ms. Fern in her desire to have a family and to adopt a child. I would like to refer the union and the arbitrator to Webster’s dictionary defining the adjective maternity as intended for women during pregnancy or confinement. If maternity leave was given to adoptive parents, a woman could adopt a 17-year-old child and receive a year-long leave. This would make for a financial burden to the Borough. Finally, the Borough granted a 6-month reasonable purpose leave, which is appropriate for this situation. The company feels that Ms. Fern has been treated fairly as an employee and is requesting the arbitrator to deny this grievance.

 

Bob Smith

Union leader

The union contends that there are two reasons for maternity leaves. First, maternity leaves are necessary for the physical health and recovery of the mother. Second, the bond formed between mother and child is an important component of child rearing. The second reason is no less important for adoptions, and thus, adoptive mothers are entitled to maternity leave. I would like to refer the company and the arbitrator to a version of Webster’s dictionary defining the noun maternity as the quality or state of being a mother. Further, the language of the contract does not restrict maternity leaves to women who actually get pregnant, nor is it referred to as childbirth leave. Finally, maternity leave under the contract can get renewed for a total of one year, whereas the reasonable purpose leave has a maximum total of 6 months. Thus, the two are not comparable. We appreciate the Borough’s offer for a reasonable purpose leave. However, this type of leave does not fall under the language in the collective bargaining for a maternity issue. The union feels that Ms. Fern has not been treated fairly, and is asking the arbitrator to rule in favor of the grievant.

 

You have three areas of focus for this assignment.

1. As an attorney for Bainbridge Borough, develop a case to support the council’s rejection of Carol Fern’s unpaid maternity leave request.

2. As an attorney for AFSCME Local 10, develop an argument to support your client’s contention that the council’s rejection of Carol’s unpaid maternity leave request violated the collective bargaining agreement.

3. As an arbitrator, how would you rule? Why?

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Assignment 1: Job Description

For your convenience here are my tips again, – below:

You have been given the opportunity to create a detailed job description for your job, a former job, or a job you would like to move into.

1) Based on what you know about a job analysis, employment laws, and safe working environments, include the following categories:

a)     Job overview

b)     Responsibilities and duties

c)     Qualifications

(Dr. Vic’s Tips: After reading and reviewing all the information from the “LEARN” area within the Week 3 tab – all the chapters and video. You will want to also research the common and even legal portions of a typical job posting – look at several job postings to determine these common and even legal portions. Really review the Job Overview, Responsibilities and Duties and, Qualifications areas of your example job postings to notice and learn these areas from a real-life perspective. Please do not plagiarize your job description, it needs to be something you wrote for the job you have selected to write about from your current or past experience.

 

2) Explain how you determined the duties and qualifications for the job and which laws were considered when creating the job description.

(Dr. Vic’s Tips: please list elements of labor laws pertinent to the position such as, and for example: the FLSA, EEOA and Equal Pay Acts, etc.). Again, also, review all the information from the “LEARN” area within the Week 3 tab.

This assignment should be 2–3 pages and accurately reflect an actual job description in the workplace today.

NOTE: This assignment will be used as a basis for the remaining assignments in the course. Make sure you take this into consideration when doing the work for this assignment.  

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!