Category: Business and Management

SCENARIO
Now that you have begun your new role as the customer service manager for Corollary Marketing Inc., it will be important for you to introduce yourself as a leader to your team. The purpose of the introduction is to explain how you will use emotional intelligence to incorporate company values, unify the team, and begin to set team expectations.
Corollary Marketing Inc. Company Values:
•   Excellence: In character, decision-making, and service to our clients and customers, we strive for distinction and actions of which we can be proud. Each of the following values contributes to this overriding charge.
•   Integrity: We do the right thing, regardless of whether someone is watching. Our word is our bond; we carry a duty of care and responsibility to act ethically.
•   Humility: We conduct our work without our egos. Our actions embody respect, humility, authenticity, and openness and invite feedback and input. We actively seek ideas and feedback from employees and value every voice and contribution. 
•   Trust: We extend the belief and feeling that others can be relied upon. We strive to be trustworthy by showing compassion and consistency and by communicating with care and truthfulness. We are authentic and transparent.
•   Growth: Our best today may not be good enough tomorrow, and we continually seek to improve. Both personally and professionally, we aim to accelerate employee learning so that we can become better able to meet customer and company needs.
•   Respect: We believe that each person (employee, customer, vendor, etc.) has value and rights. We act based on facts and always assume positive intent. We celebrate the differences in people and seek to utilize each person’s unique knowledge, skills, abilities, and perspectives.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. The similarity report that is provided when you submit your task can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc., unless specified in the task requirements. All other submissions must be file types that are uploaded and submitted as attachments (e.g., .docx, .pdf, .ppt).
A.  Create a document, as the new customer service manager, to help your team understand the four domains of emotional intelligence (self-awareness, self-management, social awareness, and relationship management) by doing the following:
1.  Introduce yourself as the new customer service manager to your team, focusing on one of the six company values provided in the scenario.
2.  Discuss how you and your team will use one of the following elements of self-awareness in your daily interactions:
•   emotional awareness
•   accurate self-assessment
•   self-confidence
3.  Discuss how you and your team will use one of the following elements of self-management in your daily interactions:
•   emotional self-control
•   transparency
•   adaptability
•   achievement
•   initiative
•   optimism
4.  Discuss how you and your team will use social awareness to practice empathy in your daily interactions.
a.  Discuss how unconscious bias may affect ethical decision-making on your team.
b.  Describe two types of cognitive bias, including an example of each bias.
5.  Discuss how you and your team will use one of the following elements of relationship management in your daily interactions:
•   influence
•   coaching and mentoring
•   conflict management
•   teamwork
•   inspirational leadership
a.  Discuss how you will create a culture of care within your team.
6.  Explain why you and your direct reports will use at least one of the four domains of emotional intelligence (self-awareness, self-management, social awareness, and relationship management) to be effective as a team.
B.  Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
C.  Demonstrate professional communication in the content and presentation of your submission.
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! – _ . * ‘ ( )
File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, csv, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z

In this summative assessment, you will have the opportunity to evaluate the leader in charge of the initiative at your organization. You will analyze their leadership in relation to the initiative and how they work with their followers and demonstrate ethical behavior. You will also consider the impact their leadership has on their followers as well as the success of the initiative. 
You may format this assessment as a paper, a visual presentation, or a video presentation. 
Your submission must include the following: 
Overview of the initiative: purpose, goal, identification of leader and followers 
Steps involved in initiative: what is happening in the initiative, who is involved at each step, how leader interacts with followers at each step 
Leader Profile: leadership approach demonstrated, why this approach is/is not successful for the initiative, ethical qualities that are/are not evident in leader, impact of leader on initiative and followers 
Overall Impression: analysis of the benefit or risk of this leader to the initiative, recommendations for how leader can be more effective as an ethical and/or team leader 
Document Type/Template:
You may format this assessment as a paper, a visual presentation, or a video presentation. 
This summative assessment should be submitted with appropriate citations, scholarly sources, and APA formatting. 
My organization is the Veterans Healthcare Administration(VHA).

***hello writer, please respond to this classmate about their discussion post. They did their discussion on the questions asked below.***
From chapters 1 and 2 (hello writer, these chapters from the textbook are attached). Please create a new thread and respond to each of the following questions in a single post answering each question individually.
What are the development stages a firm typically goes through as it grows internationally and how does each stage affects the HR function?
Describe and define international HRM; PCN; HCN; and TCN.
What are the specific challenges of a networked firm?
List each heading to you know when the criteria is met in APA Format with 2 references.
Global and international courses must use current resources – 2009 to current – as the global community is ever evolving.
Articles from 2009 – present only. Use your online library.  No Wikipedia, BLOGS with Ads from Yahoo, UK Essay Buzzle.com, or sites that challenge as they present a biased opinion. Google Scholar is accepted. Works in APA Format with a minimum of 2 references.
Here is the classmates discussion:
Hello Professor and class, 
When a firm expands its operations internationally, it typically progresses through several development stages, each impacting the human resource management function in distinct ways. Understanding these stages and their implications on HR helps in crafting effective international HR strategies.
Development Stages of International Firms and Impact on HR
Export Stage: Initially, companies start by exporting their products without significant investment in the foreign countries. The HR function at this stage involves basic support for international trade compliance and perhaps managing a small export sales team.
Foreign Sales Subsidiary: As the market grows, firms may establish a sales subsidiary in the foreign market. This requires HR to recruit local sales and marketing teams and manage more complex employee relations issues in a different legal and cultural environment.
Production Facilities Abroad: Establishing production facilities involves a significant expansion of HR functions, including large-scale staffing, development of local management, and extensive training and integration efforts. HR must address local labor laws, customs, and practices, making it a critical player in the success of these facilities.
Transnational Operations: At this stage, the firm operates with a geocentric outlook, sourcing the best talent globally without bias towards any particular nationality. HR in this stage must manage a diverse workforce, often comprising employees from multiple countries, and ensure effective communication and collaboration across cultural boundaries (Dowling et al., 2013).
Definitions and Descriptions in International HRM
International Human Resource Management (IHRM) involves managing the diverse needs of the workforce in multinational corporations, including recruitment, compensation, performance management, and employee development across different countries. IHRM must consider multiple external factors such as different employment laws, cultural norms, and economic conditions (Scullion & Collings, 2011).
PCN (Parent-Country National): Employees who are citizens of the country where the headquarters of the multinational company is located, but who work in one of its operations located in another country. For example, a U.S. citizen working for a U.S.-based company in Germany.
HCN (Host-Country National): Employees who are citizens of the country where the multinational company is operating. For example, a German citizen working for a U.S.-based company in Germany.
TCN (Third-Country National): Employees who are citizens of a country that is neither the parent country nor the host country of their employer. For example, a British citizen working for a U.S.-based company in Germany.
Challenges of a Networked Firm
A networked firm, often characterized by a flexible and adaptive organizational structure to facilitate rapid responses to global market dynamics, faces unique HR challenges:
Managing Cultural Diversity: Integrating and managing a diverse workforce with varying cultural, linguistic, and professional backgrounds. HR must foster an inclusive environment that respects cultural differences and leverages them for innovation (Reiche et al., 2016).
Communication Across Borders: Ensuring effective communication in a networked firm where teams are often spread across multiple locations is crucial. HR must implement robust communication tools and protocols.
Aligning Global Objectives with Local Practices: Balancing the global corporate strategy with local practices and regulations can be challenging. HR needs to ensure that local practices comply with global HR policies while also respecting local norms and laws (Farndale et al., 2010).
Talent Mobility: Managing the logistics and regulations of cross-border employee transfers, including issues related to immigration, tax, and employee willingness to relocate.
By understanding these complexities and implementing strategic HR practices tailored to each stage of international growth, companies can better manage their international operations.
-Gregory
References
Dowling, P. J., Festing, M., & Engle, A. D. (2013). International Human Resource Management. Cengage Learning.
Scullion, H., & Collings, D. G. (2011). Global Talent Management. Routledge.
Reiche, B. S., Harzing, A. W., & Kraimer, M. L. (2016). The role of international HRM in global networking organizations. In International HRM: A Cross-Cultural and Comparative Approach. Routledge.
Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of World Business, 45(2), 161-168.

Scenario
You are a business analyst working at a small domestic organization that produces high-quality cell phone cases. Your organization has begun to see its sales flatten in the domestic market. While the organization is not losing money, leadership would like to explore options to continue to grow. One option that leadership has noticed competitors attempting is entering international markets.
You have been asked to examine the benefits, drawbacks, and key considerations for your organization to enter one of the global markets below, and to summarize your findings in a business brief for leadership.
Select one of the following international markets to use for your course project:
Argentina
Brazil
China
India
Indonesia
Japan
Nigeria
Russia
South Africa
If you would like to use another country for your course project, please reach out to your instructor.
Prompt
In this milestone, you will complete Section One of the Business Brief Template (located in the Guidelines for Submission section of this document).
Drivers for Global Entry: Develop the first section of the Business Brief Template that explains the purpose of global expansion, business impacts of global business, societal impacts of global business, and cultural considerations using evidence from course and outside resources to support your explanations. Make sure to use evidence from course resources to support your responses.
Specifically, you must address the following rubric criteria:
Country Selection: State the country you have selected to use for your course project.
Purpose of Global Expansion: Explain key benefits of successful global expansion for domestic organizations.
Business Impacts of Global Business: Explain how global expansion of a domestic organization can impact business operations such as strategic planning, marketing, supply-chain management, human resources, and so on.
Societal Impacts of Global Business: Explain how the global expansion of organizations has impacted society, citing specific examples regarding culture, transportation, employment, infrastructure, and environmental climate.
Cultural Considerations for Global Business: Explain the importance of researching the culture of a potential global market prior to market entry, as well as key cultural considerations to explore to inform expansion decisions.

For this assignment you will do the following:
Please select any country (other than the USA)
Give me a brief summary of why you chose this country
Identify what this country is known for selling (for example – the US is known as the corn country)
Who is the largest employer in the country (for example – the US’s largest employer is Walmart)
Identify the main languages spoken (for example, in the US, while English is the main language, Spanish is also popular)
What other country is known as their trading partner(s)
All countries have customs, identify one business etiquette (any don’t use the “shake hands” example — search “Business etiquette”
This assignment can be completed in bullet form, but should be professional and proofread.

Write a case analysis report (2000 words) on the following tasks that are based on the case study ‘H&M in fast fashion: continued success?’ and the scenario below. Case study is available in the Assessment information section in NILE.
You, as an international business analyst, are asked to investigate global expansion and subsidiary management strategies used by MNEs in the fashion industry of India. Based on your wider reading on H&M Multinational company, evaluate the company’s entry to the Indian market and subsidiary management strategies in India to write a case analysis report.

Overview
Company leaders need to keep a watchful eye on the economy and how micro- and macro-environments affect their business. Successful leaders are always a step ahead. They stay there by leading with data-driven decisions that allow their companies to anticipate and respond to challenges. In this module, you’ve learned how information is key in making decisions and solving problems; however, research and analytical skills are also needed to extract value from data. Information-gathering should align with research objectives. Qualitative and quantitative data alongside relevant and credible primary and secondary sources are fundamental ingredients for informing good judgement.
Prompt
In a report by the U.S. Department of Commerce, the U.S. economy contracted at an annual rate of 4.8% in the first quarter of this year. For this assignment, you will take on the role of an HR manager at an air transportation supply company. The company is currently struggling with a significant loss of revenue and considering operational costs. You have been asked to analyze employee performance over the last year and make sense of the data.
Using a summary (provided below) of the company’s employee salaries, bonuses, and performance data, address the following rubric criteria:
Interpretation: Discuss your interpretation of the data.
What questions emerge from your analysis of the data?
What story can they tell about the company’s employees?
Analysis: Explain how the provided data helps you understand your employees and how the company is using its financial resources. Identify potential gaps or issues in the data.
What is the quantitative and qualitative data telling you? Are there any underlying issues or perspectives?
What is the data not telling you?
What additional primary and secondary sources would help the company make a decision?
Conclusion and related outcomes: Describe how you have used data to determine a strategy. Use evidence to support your explanations.
What would your strategy be if you were asked to recommend a 10% reduction in the budget?
How would you synthesize and defend your decision process?

Your assignment # 2 relates to chapter 4, “Responding to the Ethical and Social Environment”, Case Study “Is Doing Good Always What It Seems to Be?. Designed to reinforce the course’s learning objectives and, in conjunction with the final exam, will provide a measure of your material’s knowledge and critical thinking skills.
Answer the following questions 1 and 2 (page 121 from your textbook)
Rubrics
Rubrics
*APA Formatting (Margins, Line Spacing, Running Head, Page Numbering,
Paragraphs Indents, Proper Referencing, In-Text Referencing, Font Style and Size)
= 25 pts
*Originality Report (70% or higher) = 25 pts
*Writing Volume (3 full pages) = 25 pts
*Referencing Sources (Textbook and at least one other source of reference from the
FNU Electronic Library) = 25 pts
TOTAL = 100

cover page—not included in page limit
executive summary—1 page; not included in page limit
introduction—1 page
fact sheet—1 page
mission, vision, values and goals—1 page
stragegy and objectives—1 page
strategy types and competitive advantage—2 to 3 pages
organizational size and structure—2 to 3 pages
critical resources—2 to 3 pages
leadership, governance, and management—2 to 3 pages
strengths and weaknesses—1 to 2 pages
learning and change—1 to 2 pages
conclusions and recommendations—1 page
references—not included in page limit
addenda—if needed, is not included in page limit
WEBSITE OF BUSINESS: https://srsmile.com
BBB Profile: https://www.bbb.org/us/md/germantown/profile/dentist/senior-smile-0241-235998119 
Name of Business to research more information: Senior Smile (Mobile Dentistry, Dr. Namita Thapa-Dua) 
https://open.lib.umn.edu/principlesmanagement/chapter/4-3-the-roles-of-mission-vision-and-values/
https://go-gale-com.ezproxy.umgc.edu/ps/i.do?p=GVRL&u=umd_umuc&id=GALE%7CCX1552100197&v=2.1&it=r&sid=GVRL&asid=2cabc5fa
https://sk-sagepub-com.ezproxy.umgc.edu/reference/ethics/n523.xml
https://sk-sagepub-com.ezproxy.umgc.edu/reference/healthcaremanagement/n837.xml

hoose one of the topics mentioned in the article that would most likely apply to your career (or expected career).
Assume you are the HR Director of a medium to large corporation or the owner of a small business. Draft a memo informing your employees on the topic you chose. The purpose of this memo is to keep them up to date on an issue that might affect them or the company. At a minimum, your memo should include:
A description of the legal issue in a way that your audience could understand it (in other words, read, analyze, then draft your explanation in language that your employees would understand).
Include an explanation of the current state of that issue/law (this is to help them understand a comparison to what the future might hold).
A discussion on how your company will address that issue when/if the time comes.
GUIDELINES
Double-spaced
Times New Roman (12) font
One-inch margins all around
4-6 pages required
A minimum of 5 cited sources
Follow APA style
Please do NOT copy and paste from the internet – all information cited will be verified
Plagiarized papers will earn a 0, with no opportunity for making it up