Veteran Benefits Research Paper Example | Topics and Well Written Essays - 1500 words

Veteran Benefits - Research Paper Example These problems include excessive use of alcohol and very aggressive behaviors. The research even shows that the problems become worse instead of being better as time passes. The same research states that these army officials experience the issue of post traumatic stress as they try to refit in the normal civilian life. This is because they not have co-soldiers to help them settle in their civilian lives. The research shows that out of 1800 veterans, 23 to 33 percent of them presented signs of Post Traumatic Stress Disorder. The activities they presented included very aggressive behaviors such as slamming doors, punching walls and starting fights without any reason ((Paulson, 2007). The research even showed that national guards were experiencing issues with settling in normal civilian life as they did not had the support of other soldiers and the standard of their health coverage was inferior than the health coverage provided to active military personnel. Another problem faced by vete ran soldiers is that they have to wait for a very long period of time to gain medical coverage or attention. The research showed that veterans were getting medical coverage after 110 days of claim have passed and there were a huge number of veterans that needed medical attention. Other health problems experienced by these veterans include muscular pain. Many soldiers have reported pain in their back, neck, shoulders and knees. Environmental elements and exposure to toxic chemicals have left the veterans with life taking diseases such as heart diseases. Veterans have even experienced infections when they returned from war. Although they have been injected with various vaccinations but these vaccinations cannot control all the infections. US military does not have vaccines for various infections. Other health issues faced by veterans include loss of hearing or problems with hearing such as vibration and ringing in the ears. These issues are experienced due to continuous exposure to gu n fire. Many veterans have presented brain injuries also known as Traumatic Brain Injuries (TBI). These have been caused due to any injury to the head. The effects of TBI includes loss of short and long term memory, loss of eye sight, depression, decrease in span of attention, and various other issues. Unemployment – Almost every year more than three hundred thousand military officials return home to start their lives as normal civilians. Almost all of them face various problems and one of the major problems experienced by these Vets is unemployment. The war returnees are experiencing difficulty in getting employment. According to a statistical data released by the Bureau of Labor Statistics states that the rate of unemployment amount those who have returned from Afghanistan and Iraq war is higher than the rate of unemployment faced by the civilians of America. Many military officials have complained that they have failed to find a job that pays well and has good benefits. Th e data produced by the Bureau even states that the younger veterans or returnees of war face a higher rate of unemployment. This includes individuals aging between eighteen and twenty four (Bureau of Labor Statistics, 2011). The question asked by most is the main reason for the unemployment rate of veteran soldiers. These soldiers develop various important skills during war

Week 5 ethics Assignment Example | Topics and Well Written Essays - 250 words

Week 5 ethics - Assignment Example 2. How can organizations specifically prepare themselves to operate in a global environment? What can be done when organizations from differing cultures are conducting business together and their ethical viewpoints are not aligned? Can you think of any recent examples where this was headline news? What occurred in those situations? Organizations must prepare about the relativity of culture across countries. What may be considered unethical and improper in one country may be acceptable in another country. For example, gift giving and receiving gifts in the US in the context of business may be frowned upon as improper and downright unethical and viewed as a bribe. In China however, it generally part of their culture to give gifts when doing business and is never perceived as improper which is a common complaint of western expatriates that used to banner in the news. To avoid this relativity of ethical standpoint, a certain standard of ethics in organization must be established and followed by the organization in all their transactions. In the case stated, this could be in the form of receiving gifts from suppliers to avoid favouring one supplier over the

Benefits of Oral Presentations

Benefits of Oral Presentations Mention two different situations (imaginary) when oral presentations are more effective than written, reasoning why presentations. Explain the various principles for successful business presentations orally. Two situations where oral communication is better than written communication: The first is when a seller is trying to sell products to a potential customer. Here, direct selling is. Direct selling is the marketing and selling products directly to consumers away from a fixed retail place, going home, staying places. Modern direct selling includes sales made through the party plan, one-on-one demonstrations and other forms of personal touch as well. An exact definition would be: The direct personal presentation, demonstration and sale of services merchandises and consumers, usually in their homes or their jobs. Why oral communication is preferred instead of written communication here? Consumers and sellers take advantage of oral communication when it comes to selling because of the convenience and service it provides, including Personal demonstration. Explanation of products. Home delivery. Generous guarantees satisfaction. Clarification of doubts/remedies on the product in the minds of customers. Possible Persuasion. Negotiation can. Second meeting is where you have to make a point to everyone present at the meeting, and take their views on the subject. Oral communication occurs in meetings where participants share their ideas. Organizers of the meeting clearly define their effective goal, as if the purpose of the meeting is to make a decision, brainstorm ideas, approve a plan to provide a change or get a status report. At the beginning of the meeting organizer uses oral indicating priorities of the meeting communication, expected results and the time allotted to discuss each topic. Requesting additional input from participants, he/she ensures the meeting remains relevant to everyone. The organizer of the meeting also ensures that each participant gets a chance to speak without monopolizing the agenda. Different principles to ensure the success of oral business presentations Do not design a static model; instead of designing a static. Plan the design of your presentation to be vibrant and alive as you interact w ith your audienceDynamic means strength, living movement. Complete or static means defined Do not plan what you will say to your last word, and to present what has already been said in the study. Ensure that your plan is clear and simple. Make sure your main ideas are clear in concept and formulation. Writing the basic idea of your tax statement and division for the listener make a difference in the way you write. What you write may look good on paper. But read the statements aloud and check. †¢ How they ring you? †¢ Are they readily understandable? †¢ Is there a rhythm and symmetry in the text? †¢ Would it create doubts in the mind of the receiver or not? correct weightage. Written notes can be deceiving when you write a word or two to indicate a long illustration, argument, or application. The amount of weight you give to An Individual section will depend on the time you spend with her. Be sure to focus your design time, careful planning, while remaining flexible. Emphasize main ideas of repetition and placement. Remember that the public might say a statement is a main idea, by the way you say or present. They cannot see bold or underlined characters in what you say. Put your tax division noticeable positions: first and last in a section. Everything you say first and the last is always remembered. As you repeat your division statements in the same terms, the listener will understand its meaning. Also, make it your habit to announce and number them, using your keywords. Use phrased transitions carefully as you move into your presentation.. If you start with a usual analogy, make argument clear regarding your idea presented. This will provide a smooth tr ansition in your next section. Shot of the transition from need section, then the introduction text. Use connecting sentences and let the transitional sentence, with the keyword public in steer your the partitions. Wrap each section or division said, with a restatement of the previous agenda and introduction of Next Idea. Plan a combination of inductive and deductive movement significantly. Remember that the inductive thought begins with specifics. Lead the by talking presentation of something that is already acquainted to the public; that is parallel to your subject and gets their notice. From here you will be able to move to the main idea of the presentation. The movement should be structured General Specific To. Use deductive movement when you give the statementand detachment and move to essentials. Use language that is best suited to the ear, not the eye.. Choose phrases that can be easily understood indelivering. You only get one of say something chance to. Even if you repeat the main ideas, keep them simple and straightforward. Avoid terminology that is beyond comprehension. Do public not to assume that people know what you are talking about historical references. Explain. Do not use technical theological terms without or before defining them. Use peoples talk, but no grammar or pronunciation Make your introductory sections are carefully planned.. Introduction is as important as what you do to communicate effectively. There are five purposes for the establishment To capture the awarenessof the listener; To initiate interest about you; To commence your subject; To establishthe text; and in order to make the body an effortless transition your presentation. Each of these objectives calls for a well thought out plan. The introduction is very important because it is the beginning. If you do not have to get a good start with genuine communication touch, you can never achieve it. Ensure your concluding/closing section is carefully planned.. What we call the general conclusion is as important as the intro. Conclusion steps include visualization and action. This is the section where you return to your basic idea. For the visualization step, use illustrations and applications to paint a picture of the BASIC idea in the minds of listeners. Step Action provides the specific changes that are needed to implement the basic idea. This step tips into a time of reflection, or invites the listener to reply to the message/presentation. presentation design bearing in mind, from the viewpoint of public. Trying to get beyond the narrow focus on your hardware and how to organize it must be one of your important basis when designing your presentation. Think about your audience audience. Bear in mind what the matter already knows, how are acquainted they terminology, how their views match yours, and how they are committed to the existing attitudes and beliefs. The best communicators are those who recognize their listeners and message regulate their order to reach them where they are. Who will be there? How do they think? What do they include? What do they need to KNOW? If you do not communicate your equipment effectively, it is of no value to your listener. Understand your nervousness. 3 out of 4 say they feel nervous about public speaking. Its like getting up for a sports competition: you want to do well you have prepared and you are ready to go! Your performance is important, but it is not the main thing. The main thing is to share your message ideas, feelings and information. Its learn together. No one expects perfection. If you mess something, fix and continue. Your audience is your partner: they want to learn from you; they want you to succeed. Some nervousness is a good thing. Increased activation can enhance your presentation, improve alertness and animation, and strengthen public engagement. Use relaxation techniques if you think youre too wound. Before your presentation, sit quietly, focus on letting up the tension in your body, breathe deeply from the abdomen (a count of 4, hold for 4, for a number of 4). Do this for several cycles with n ormal breaths you do not have hyperventilation. Smile. It is a mood elevator. clear pronunciation. So that significant oral messages of receivers, the words must be clearly and correctly pronounced. It should not be a lack of clarity or communication will be a source of confusion. Brevity. Oral communication is that the message should be brief. If the sender has taken a long time to talk, his message may not attract the attention of the receiver. logical sequence. The ideas should be organized sequentially to make the communication message and attractive. Unorganized ideas do not provide clear direction, while logical sequence of ideas gives a clear meaning. courteous. Courtesy costs nothing but can save a lot. Thus, a speaker must be courteous, while addressing the audience. It helps to create a good impression in the minds of listeners for the speaker. Avoid emotions. The President must control his emotions to make effective oral communication. Too much emotion will be the speaker away from the main subject. Control Gesticulation. President repeatedly, consciously or unconsciously, gesticulating to express ideas or thoughts. It is a habit and should be avoided. Otherwise, the application of this habit can cause disinterest of the public. In addition, objective information, the ability of the listener, interesting language, and the correct flow must also be considered the principles of oral communication.

CHIEF EVENTS IN FRANKLINS LIFE :: essays research papers

Ending, as it does, with the year 1757, the autobiography leaves important facts un-recorded. It has seemed advisable, therefore, to detail the chief events in Franklin's life, from the beginning, in the following list: 1706 He is born, in Boston, and baptized in the Old South Church. 1714 At the age of eight, enters the Grammar School. 1716 Becomes his father's assistant in the tallow-chandlery business. 1718 Apprenticed to his brother James, printer. 5 1721 Writes ballads and peddles them, in printed form, in the streets; contributes, anonymously, to the "New England Courant," and temporarily edits that paper; becomes a free-thinker, and a vegetarian. 1723 Breaks his indenture and removes to Philadelphia; obtaining employment in Keimer's printing-office; abandons vegetarianism. 1724 Is persuaded by Governor Keith to establish himself independently, and goes to London to buy type; works at his trade there, and publishes "Dissertation on Liberty and Necessity, Pleasure and Pain." 1726 Returns to Philadelphia; after serving as clerk in a dry goods store, becomes manager of Keimer's printing-house. 1727 Founds the Junto, or "Leathern Apron" Club. 10 1728 With Hugh Meredith, opens a printing-office. 1729 Becomes proprietor and editor of the "Pennsylvania Gazette"; prints, anonymously, "Nature and Necessity of a Paper Currency"; opens a stationer's shop. 1730 Marries Rebecca Read. 1731 Founds the Philadelphia Library. 1732 Publishes the first number of "Poor Richard's Almanac" under the pseudonym of "Richard Saunders." The Almanac, which continued for twenty-five years to contain his witty, worldly-wise sayings, played a very large part in bringing together and molding the American character which was at that time made up of so many diverse and scattered types. 15 1738 Begins to study French, Italian, Spanish, and Latin. 1736 Chosen clerk of the General Assembly; forms the Union Fire Company of Philadelphia. 1737 Elected to the Assembly; appointed Deputy Postmaster-General; plans a city police. 1742 Invents the open, or "Franklin," stove. 1743 Proposes a plan for an Academy, which is adopted 1749 and develops into the University of Pennsylvania. 20 1744 Establishes the American Philosophical Society. 1746 Publishes a pamphlet, "Plain Truth," on the necessity for disciplined defense, and forms a military company; begins electrical experiments. 1748 Sells out his printing business; is appointed on the Commission of the Peace, chosen to the Common Council, and to the Assembly. 1749 Appointed a Commissioner to trade with the Indians. 1751 Aids in founding a hospital. 25 1752 Experiments with a kite and discovers that lightning is an electrical discharge. 1753 Awarded the Copley medal for this discovery, and elected a member of the Royal Society; receives the degree of M.

Nike Inc. Business Executive Essay

Nike, Inc. is the world’s leading designer, marketer and distributor of all different types of athletic footwear, apparel, equipment and accessories for a wide range of sports as well as fitness activities. As far as the locations of where Nike, Inc. sells and distributes, the company licenses its products in approximately over 200 countries around the globe, focusing its products under seven different key categories including running, basketball, football, soccer, men’s and women’s training, Nike sportswear, and secondary Affiliate Brands (Converse, Inc., Hurley International LLC, Jordan Brand, and Nike Golf). Currently, Nike, Inc. is operating segments in over six different global locations including North America, Western Europe,  Central Europe, Eastern Europe, China, and other emerging markets. As far as Nike consumer products go, Nike operates as a company that specifically specializes in fast pace industries concerning various different types of athletic footwear, clothing, and equipment. Right now, this industry is right on point in its competitiveness, exposing Nike to the risk of falling behind to its competitors or by not meeting the demanding innovation standards that are demanded by customers. In order for Nike to stay on top of customer demand, the company must continue to revolutionize and predict consumer preferences. Other companies that are in this industry such as Adidas and Reebok rely on a strong reputation and creative brand images in order to obtain worldwide recognition. If, in the rare occurrence, Nike, Inc. was to attract any negative publicity through the press, it would substantially affect the company’s revenue as well as growth rates. As far as Nike’s strategy goes, it is shooting to achieve a long-term revenue growth by creating various different types of innovative, â€Å"must have† products that will build a deep personal connection with its consumers. As far as Nike’s brands go, the company strives to deliver comp elling consumer experiences through not only retail stores, but online avenues as well. Being the global leader in athletic sportswear, Nike is no longer considered a stranger to the increasingly distinctive and unstable environment of the global economy that has been experienced through recent years. All of Nike’s products have now been subject to the risks that have been associated with overseas outsourcing as well as manufacturing and financing. In lieu of the decline of global capital and credit market conditions that have been threatening to Nike’s business, Nike stands strong in remaining focused on its business strategy, and the company continues to expand long-term growth for its stakeholders. One may wonder exactly how Nike plans to do this in a variety of difficult conditions. The answer is innovation. Innovation and constant improvement at Nike is all about how the company leverages its new ideas and expands them into new parts of the world by driving through barriers and in short, thinking outside of the box. Disregarding the ongoing challenges the harsh economy throws Nike’s way, somehow the company is still able to continue delivering a record revenue in the fiscal year of 2012, continuing to outperform its past five fiscal years. Nike’s r evenues had grown from 16% to $24.1 billion and net income has increased by 4% to  $2.2 billion in fiscal 2012. Looking back at Nike’s past four fiscal years, the company has continued to deliver a positive return on net income despite being subject to the economy’s unstable tax and currency rates. As mentioned previously, in fiscal year 2012, Nike’s revenues increased among all operating segments, specifically North America, contributed to over 7%, while other emerging markets as well as China contributed only 4%. Provided with the information, it is now visible how the brand Nike, Inc. continues to be the powerhouse of revenues by generating $13.4 billion alone. Throughout the years, Nike continually invests into innovative strategies the company believes will continually raise annual growth. As a result of the company’s optimism, in 2012 Nike signed an agreement to sell two of its affiliate brands: Umbro and Cole Haan. Despite Nike parting ways with these two developed brands, that action now enabled the company to focus on the highest possible opportunities to d rive a maintainable, profitable growth margin for its shareholders. With the provided information above, it is clear to see exactly what a powerhouse Nike, Inc. is when it comes to athletic sportswear. Although this statement is correct, the interworkings of the company are much more complicated than they seem and more importantly, Nike still has plenty of room for work and improvement. From an operations analysis standpoint, this paper will include specifically how Nike is an effective company. Specifically the main topics will include: products and services, operations and management, alignment of operations, business strategy, and finally just a brief summary of everything and recommendations that are hypothesized to make Nike a better company. History (Robert Leoniy) The two men that started this athletic powerhouse were Bill Bowerman and Phil Knight. Bill Bowerman was a nationally recognized track and field coach at the University of Oregon and Phil Knight was a talented middle-distance runner who ran for Bill Bowerman’s team in the Fall of 1955 at the University of Oregon. Between 1950-1959 is where everything all started. In 1964, the first deal for Nike had been made. At that time Nike had not been called Nike. It had gone by the name of Blue Ribbon Sports. The first deal was on a mutual handshake, $500, and mutual trust between both partners and the first order of 300 shoes was placed in January 1964. Between 1970-1979, the birth of the Nike Brand had emerged. Around 1971, the company decided to expand being just a footwear distributor to designing and selling an original line of shoes. Carolyn Davidson, a graphic design student at Portland State University, selected and made the brand mark known today as â€Å"the swoosh† in January of 1972. The logo was then unveiled at the U.S. Track and Field Trials in Eugene, Oregon. They then needed an athlete to promote Nike. They chose Mr. Steve Prefontaine, a young man who was a track athlete from the small coastal town of Coos Bay, Oregon. He also challenged Knight and Bowermann to become more and more creative. He died tragically in 1975 at the age of 24, but is still considered by Phillip Knight as â€Å"the soul of Nike.† Since the ‘80s, Nike has continued to grow and become an innovative company in the athletic industry. Phillip H. Knight is still the Chairman of the Board of Directors while Mr. Mark Parker is the current President & Chief Executive Officer of Nike, Inc. They have grown immensely from just footwear and will continue to do so through innovation. Mission/ Business Strategy (Brian Frederick) Nike’s Mission, as stated on its website is, â€Å"To bring inspiration and innovation to every athlete* in the world† (Nike.com). The asterisk that goes next to athlete in the mission and on the bottom of the mission statement signifies, â€Å"If you have a body, you are an athlete† (Nike.com). Bill Bowerman, co-owner of Nike, is the one who formed this quote. This is a smart marketing and business strategy for Nike Inc. because some people might not feel that they are athletes if they have not played sports or anything of that nature. It can be a boost of confidence for those people that do not consider themselves to be athletic. It also can be sense of motivation and that start that they need to become active. If a well-known athletic brand like Nike Inc. tells consumers that everyone is an athlete, then people will get motivated and want to live a healthier more athletic lifestyle. Also, when people live a healthier and more athletic lifestyle, it helps Nike, Inc. become more and more successful. Nike is all about athletic apparel. They range from athletic clothing to athletic shoes to athletic accessories, etc. They have a Nike Sector for almost every sport. They have Nike Football, Nike Basketball, Nike Soccer, Nike Golf, Nike  Running, Nike BASEBALL, Nike Sportswear, Nike Women’s, and many more. Nike indeed caters to every different kind of athlete. That is part of the reason why Nike does so well. They are an extremely diversified company in terms of the athletic market. They cover all ranges making them attractive to all kinds of people. Although the company has many different avenues, Nike Inc. is most famous for their shoes. When you think of Nike, you think of the swoosh symbol and their shoes. The two most popular types of shoes are their running shoes and their basketball shoes. They definitely have created the most revenue and have been the most successful sector within Nike Inc. over the years. These shoes, especially the basketball shoes, have a lot of celebrity endorsements. Professional basketball players, like Lebron James, have their own shoe lines. People wait in line for hours to get these special edition shoes. While considering basketball players with their own shoe lines, it is relevant to mention how Nike differentiates itself by retaining some wholly owned affiliates. Converse, Inc., Hurley International, LLC. and Nike Golf are all affiliated with Nike, Inc. As of the first quarter for 2014, Converse is recorded separately while Nike Golf and Hurley International are included in the overall financi al statements for Nike. Continuing from the statements above, Nike owns Jordan Brand. Jordan Brand was created by Michael Jordan, who is said to be the best basketball player that has ever lived and played the game. Signing Michael Jordan to his own brand of Nike basketball shoes did wonders for Nike. The celebrity endorsement has lead to great exposure for the company. Because of Michael Jordan having his own Nike brand, the basketball shoes sector of Nike grew a tremendous amount. While Nike has the swoosh symbol that is very well know, Air Jordan has the jump man symbol that has become very popular. It is almost as recognizable as the swoosh symbol. With Jordan Brand, Michael Jordan has been able to gain many basketball superstars and give them their own shoe lines. This has been something that has been very popular for Nike in the past and this prospect seems it will continue to become more and more successful. Jordan Brand already has superstars like Kevin Durant, Kobe Bryant, Carmelo Anthony, and Lebron James with full-fledged lines of basketball shoes and the l ist will only grow. Nike’s main goal has been its ability to develop  and mature. They have always been innovative in the athletic department. They are always developing new kinds of athletic materials whether it is a new kind of shoe, a better shirt, or a new accessory. All of their products are developed and made with the idea of optimizing each and every athlete’s performance. The company tries to help an average athlete feel that he or she can make it to the next level if he or she chooses Nike products. Nike ties in its business strategy of optimizing athletic performance with its marketing tactics by doing this. Not everyone is a super-athlete, but if Nike can help a consumer feel that he will be the best athlete possible and perform his best while using Nike products. Also, on its website Nike has an article titled Our Sustainable Strategy with the subtitle The game has changed, forever. It states, â€Å"Our vision is to build a sustainable business and create value for Nike and our stakeholders by decouping profitable growth from constrained resour ces† (Nike.com). They have taken this strategy and will apply it with much research. Because they have â€Å"sustainable strategy,† that does not mean that Nike will not continue to be innovative. They will continue â€Å"sustainable innovation† where the company will improve its products that it has, but will also continue to make newer and better products. SWOT Analysis (Brian Frederick) An article on valueline.com, shows a SWOT report of Nike, Inc. The article is titled NIKE:A Short SWOT Analysis and was written by Justin Hellman on March 10, 2014. The first strength talked about in the chart was talked about earlier when talking about Nike’s business strategy. That strength is product innovation. The article states, â€Å"Nike has a long tradition of staying ahead of the technology curve, which has helped it attract loyal followers and influential endorsements from professional athletes, from Michael Jordan to Tiger Woods† (Hellman Paragraph 3). Like stated before, Nike continues to improve their products to help athletes all over the world perform to their best abilities while have major superstars endorse their products. The second strength is strong cash flow. Nike often has a good amount of cash on hand which can help itself a lot when it wants to buy back stock and increase its stock price. Justin also stated, â€Å"The company generates a lot  of free cash flow, a good portion of which it uses to enhance shareholder value,† and later states, â€Å"There’s ample cash, in the meantime, for NI KE to maintain a large R&D budget† (Hellman Paragraph 4). Nike has a lot of cash to increase the stock’s value but it also uses that money to help continue its innovation procedures. Nike’s only real big weakness is it’s high advertising costs. Justin states, â€Å"Part of the company’s marketing strategy involves locking up major sports stars in lengthy endorsement deals† (Hellman Paragraph 4). All of the major celebrities that NIKE endorses do take a hefty amount of their revenues to pay. Their advertising expenses are high because of the major celebrities but Nike shows that the feel spending the extra money on those celebrities helps them out in the overall scheme of things. Justin Hellman states two major opportunities for Nike also. He states that there are â€Å"favorable industry trends†, â€Å"direct to consumer†, and â€Å"emerging market growth†. Two major things play into the favorable industry trends opportunity. Consumers now have a desire for, â€Å"minimalist footwearà ¢â‚¬  where they want the lightest shoe possible which also links to the increased popularity of running (Hellman Paragraph 5). There is also an increase in the want for fashion in the athletic apparel industry and Nike already has a very well developed logo to go with its name. The next opportunity is â€Å"direct to consumer† (Hellman Paragraph 6). Ecommerce is a major factor in this opportunity and is expected to multiply by almost four times going from $540 million to $2 billion. Also, â€Å"At present there are over 750 retail units worldwide, including over 300 in the United States† (Hellman Paragraph 6). While there are already 750 retail units worldwide, Nike is planning on expanding that number in the future. The other opportunity is â€Å"emerging market growth† (Hellman Paragraph 7). China is definitely a key opportunity that Nike would like to enter. Hellman states, â€Å"But China, with its huge population and emerging middle class, still represents and excellent long-range opportunity for the company† (Hellman Paragraph 7). Nike might not emerge in China just yet but, if it can, that would be a great boost to Nike profits. Also, Justin talks about how Brazil presents a great opportunity with its large population and passion for sports. Finally, there were two major threats stated and those were â€Å"heightened competition† and â€Å"product cost inflation† (Hellman Paragraphs 8 & 9). In recent years, companies have increased the quality of their products and such. There have  also been more companies that have been created and have given good competition to NIKE. The most notable company has been Under Armour that went public in 2005. The price of materials has also increased since the beginning of NIKE and seems that it will continue to increase. â€Å"Rising raw material costs are apt to be a long-term headwind, with the developing world continuing to use up more commodities. Labor inflation will likely be an issue too† (Hellman Paragraph 9). As the prices and costs to make the products of Nike, Inc., increases so will the price of the products Nike provides. Overall, Nike still seems to be a company that will be successful in the future. Most of the strengths and opportunities seem to outweigh the weaknesses and threats. The threats that Nike, Inc. has might damper the profits of the company a little but not anything too significant. Also, with the pr oblems of inflation and increased competition, Nike is not alone in the fact that all companies have to deal with all of those factors also. Nike, Inc. will still be a competitive force and can still be a leader in the athletic industry. Company Operations (Catherine Aloise) Because Nike is such a large and complex company, the operations that go with the day-to-day and long-term operations are extensive and multifaceted. The operations management strategy decisions that are generalized for every company can be applied to Nike just as well as any other company, but as stated above, each decision and step to the strategy contains many parts that correlate to the vastness of the worldwide company. Competitively known for the array of sports equipment, the design of Nike products and services is crucial. Nike is known as a modern brand that appeals to the younger generation. A waltz through a busy night of exercise at Montclair State’s very own recreation center will show any passer-by how truly popular and trendy Nike’s products really are. Good looks are not Nike’s only concerns, fortunately. Through considered design, Nike is reducing waste throughout the design and manufacture of products by using environmentally ideal materials and removing toxins. Nike encourages its designers to make smart, sustainable choices at the start of the creative process. Nike wants designers to choose to achieve design breakthroughs and reduce unwanted impacts through ways that are safe for the environment and  safe for consumers. This concept goes hand-in-hand with managing the quality of goods and services (â€Å"Designing Products† 1). Furthermore, Nike is responsible for maintaining products that are of good value and quality to consumers. The company cannot afford to lose business on malfunctioning shoes because of manufacturing problems and product defects. In the event of a customer purchasing a product defect, he or she is directed to the website where he or she is able to return the product and then choose from a list of options including the approval of a full refund, Nike credit, or a complimentary product of equal value. Nike cannot mess around with customer approval like this which is why quality is valued with utmost regard within the company. If Nike was to lose its consumer base, Nike’s top competitors like Asics, Reebok, and Adidas would sweep the market. Next, location and layout strategies are key in Nike’s business strategy. These two business strategies have a lot to do with marketing. When speaking about layout, every shelf and hanger must be placed according to what appeases the customer’s eye when he or she walks into a Nike store. The placement of the register and the spacing of the displays in the store must also be selected strategically. If a customer walks into a store and feels cramped and crowded by the tightness of space to move around the store, he or she will not linger for too long when grazing through the store. NIKE employees must also consider the seating and dressing rooms for customers to try on clothing within the store. A businessman stopping by the Nike store in a nearby mall will not be seen hopping up and down on trying to maneuver the latest Nike free run onto his aching foot after a long day of work. He will not be seen as a fool in the presence of other customers and Nike employees. This is why chairs must be placed near shoe displays and fitting rooms. Similarly, as businessmen may pass a Nike store in the mall neighboring the office park, corporate Nike employees must think about the location of each store. It is not wise to place a Nike store in a lower-class town that has a low average disposable income. People that reside in towns of this nature  will not be able to afford high-end Nike products and the store would flounder and eventually be closed down. It is wise, however, to build a store located in an urban city such as New York City where there are many middle and upper class consumers bustling around on a daily basis. The same concept is applied on a national level. Nike is wise to sell lots of products and have many locations in the United States and England because countries like these are known to spend money on products Nike sells. Meanwhile, Nike would do well to reconsider the thought of expanding to third-world countries in Africa because inhabitants of these countries can barely afford water, let alone high-end exercise equipment. With all of the countries that are actually able to afford Nike’s products, this leaves the company with more jobs to take care of, one being to keep track of the inventory. In early 2000, Nike had some major inventory management problems. The company lost around $100 million in sales due to these issues. Fortunately, following this failure, Nike developed an improved inventory management solution to solve their problems rapidly. In 2001, Nike implemented a modernized version of their inventory management software. Based on historical sales data of different products, and based on some market growth estimates, Nike would first prepare a demand forecast for different families of products. This demand forecast is then used to determine optimal inventory levels, reorder points, material lead times etc. And the entire manufacturing plan for months is determined using these numbers produced by the inventory management software (â€Å"Nike’s Inventory Management Solutionâ₠¬ ). Computer systems that predict how to manage inventory must be maintained in a certain way so that problems and malfunctions do not arise. There are also computer systems used in human resources and scheduling. Error-prone human beings no longer make schedules. Fortunately, there are many options for companies large and small to use when seeking software to create schedules. It is simple and mistakes are few to none. Like everything else, maintenance is required. Alignment of Operations with the Strategy (Catherine Aloise) As stated above, Nike has many ongoing operations within the company but  only one outlook and aim when selling products. Nike is selling a lifestyle. With advertisements on television, consumers get an image of an athletic, motivated regime that will help each individual associated with Nike become a better person. This is a very important strategy because what Nike has a strategy to sell an intangible item: a lifestyle that makes people want to â€Å"just do it†. This is the design of goods and services. Once this image of Nike is sold to consumers, the physical products will sell themselves. In order for consumers to be on board and spend money on Nike products, the consumers must then fall in love with all the different avenues offered by Nike. This part of the operation can be seen in the layout strategy. If someone from the nearby country club is in a Nike store looking for golf clothing, he might come across a nice pair of biking shorts that would be great for the upcoming spring weather. Once the Nike biking section is in full view, the opportunities of purchases are endless. Summer is just around the corner so why not invest in a nice flattering pair of Nike swimming trunks as well? The five pounds gained from Easter dinner will just melt right off after all that biking and the trunks will fit like a glove. Once this innocent young man has left the store with his wallet considerably lighter, a small smile lingers on his face as he mutters the phrase â€Å"just do it† subconsciously under his breath as he walks to the car. This strategy is more common than one may think. The layout strategy can be seen in the short story above simply by the way a Nike store is set up and what catches a customer’s eye. The inventory management and design of goods and services go hand in hand with the expansion of athletic and sporting clothing offered by Nike and the innovation of currently existing products. Designers for Nike are always looking for new, innovative ideas to put on the market like the Nike+ fitness application available for smart phones. This application was once just a gleam in the eye of a Nike Designer before it went viral in the iTunes store. The application map individual runs, tracks progress, and get the motivation needed to keep going. The Nike+ Running app tracks distance, pace, time and calories burned with GPS, and gives audio feedback during a run. Users can automatically upload to nikeplus.com to see past runs, including routes, elevation and NikeFuel  (â€Å"Join Me on Nike+†). Summary/Recommendations (Collaborative) Nike, Inc. is definitely one of the most successful athletic companies in its market and industry today. The company continues to be the industry leader and does not seem to be slowing down. If there were to be any recommendations, it would have to be to keep doing what they are doing and not to lose sight of innovation. If Nike continues to be inventive and groundbreaking and continues to introduce new products on a consistent basis, they should be able to maintain success in the market. Nike, Inc. seems to have all the right tools to do well in today’s economy. Works Cited â€Å".† . N.p., n.d. Web. 24 Apr. 2014. . â€Å"Designing Products.† NIKE, Inc. -. N.p., n.d. Web. . . Hellman, Justin. â€Å"Research Hub.† NIKE: A Short SWOT Analysis. N.p., 2014. Web. 21 Apr. 2014. â€Å"Nike’s Inventory Management Solution.† Ordoro Blog. N.p., n.d. Web. . . â€Å"Nike. Just Do It.† Nike.com. N.p., n.d. Web. 24 Apr. 2014. . â€Å"Strategic Analysis of Nike, Inc.† Strategic Analysis of Nike, Inc. N.p., n.d. Web. 24 Apr. 2014. .

A Resource-Based View of International Human Resources: Toward a Framework of Integrative and Creative Capabilities

Center for Advanced Human Resource Studies (CAHRS) CAHRS Working Paper Series Cornell University ILR School Year 2005 A Resource-Based View Of International Human Resources: Toward A Framework of Integrative and Creative Capabilities Shad S. Morris Cornell University Scott A. Snell Cornell University Patrick M. Wright Cornell University This paper is posted at [email  protected] http://digitalcommons. ilr. cornell. edu/cahrswp/284 CAHRS at Cornell University 187 Ives Hall Ithaca, NY 14853-3901 USA Tel. 607 255-9358 www. ilr. cornell. edu/CAHRS WORKING PAPER SERIES A Resource-Based View of International Human Resources: Toward a Framework of Integrative and Creative Capabilities Shad S. Morris Scott A. Snell Patrick M. Wright Working Paper 05 – 16 International Human Resources CAHRS WP05-16 A Resource-Based View Of International Human Resources: Toward A Framework of Integrative and Creative Capabilities Shad S. Morris Cornell University School of Industrial and Labor Relations 393 Ives Hall Ithaca, NY 14853 (607) 255-7622 [email  protected] edu Scott A. Snell Cornell University Center for Advanced Human Resource Studies (CAHRS) 393 Ives Hall Ithaca, NY 14853 (607) 255-4112 scott. [email  protected] edu Patrick M. Wright Cornell University Center for Advanced Human Resource Studies (CAHRS) 393 Ives Hall Ithaca, NY 14853 (607) 255-3429 [email  protected] edu http://www. ilr. cornell. edu/cahrs This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research av ailable to others interested in preliminary form to encourage discussion and suggestions. Most (if not all) of the CAHRS Working Papers are available for reading at the Catherwood Library. For information on what’s available link to the Cornell Library Catalog: http://catalog. library. cornell. edu if you wish. Page 2 International Human Resources Abstract CAHRS WP05-16 Drawing on organizational learning and MNC perspectives, we extend the resourcebased view to address how international human resource management provides sustainable competitive advantage. We develop a framework that emphasizes and extends traditional assumptions of the resource-based view by identifying the learning capabilities necessary for a complex and changing global environment. These capabilities address how MNCs might both create new HR practices in response to local environments and integrate existing HR practices from other parts of the firm (affiliates, regional headquarters, and global headquarters). In an effort to understand the nature of such capabilities, we discuss aspects of human capital, social capital, and organizational capital that might be linked to their development. Page 3 International Human Resources Introduction CAHRS WP05-16 Few will argue against the importance of international human resource management (IHRM) in today’s multinational corporation (MNC). A wide range of issues—that varies from global sourcing and off-shoring to regional trade agreements and labor standards to strategic alliances and innovation—all point to the vital nature of IHRM in today’s global economy. In fact, some observers have suggested that how firms manage their work forces is among the strongest predictors of successful versus unsuccessful MNCs (cf. , Bartlett & Ghoshal, 1989; Doz & Prahalad, 1986; Hedlund, 1986). Researchers have adopted a number of different theoretical approaches for studying IHRM. Not surprisingly, the resource-based view (RBV) of the firm has emerged as perhaps the predominant perspective (Wright, Dunford, and Snell, 2002). RBV is particularly attractive to IHRM researchers in that it focuses directly on the potential value of a firm’s internal asset stocks for conceiving and executing various strategies. This perspective departs from traditional I/O economic models of competitive advantage that focus on the structure of markets as the primary determinant of firm performance (Barney, 1991; Wernerfelt, 1984). Also in contrast with I/O economic models, the RBV is based on the assumption that resources are (1) distributed heterogeneously across firms and (2) remain imperfectly mobile over time. Because these asset stocks are unequal, there is the potential for comparative advantage. And when the resources are immobile, that advantage may be difficult to appropriate or imitate, thereby conferring a sustainable advantage In the context of MNCs, the premises of resource heterogeneity and immobility have particular relevance. While the RBV typically focuses on resource heterogeneity across firms, MNCs are unique in that they possess heterogeneity within their asset stocks as well. Because they operate in multiple environments, MNCs are likely to possess variations in both their people and practices that reflect local requirements, laws, and cultures. This variation is a potential source of advantage at a local level, and can provide a global advantage to the MNC as a whole if the knowledge, skills, and capabilities can be leveraged appropriately. Page 4 International Human Resources CAHRS WP05-16 However, while heterogeneous resources are potentially immobile across firms, they may also be immobile within firms (MNCs). Given that scholars have consistently noted the difficulties of integrating people and practices within MNCs (e. g. , Szulanski, 1996; McWilliams, Van Fleet, & Wright, 2001), the challenge of integration remains one of the more perplexing organizational and strategic issues. It is therefore somewhat surprising that IHRM researchers have not addressed this issue more directly. The purpose of this chapter is to summarize the literature on RBV and IHRM by addressing the ways in which resource heterogeneity and immobility provide potential advantages to MNCs. However, we also hope to extend the RBV in this context by addressing some of the primary challenges of—and capabilities needed to—create resources and integrate them across business units within the MNC. In this sense, we draw upon the knowledge-based view of the firm (KBV) and organizational learning perspectives to look at how practices are created and integrated on a global scale (Grant, 1996; Teece, Pisano, & Shuen, 1997). To organize this discussion, we break the chapter down into three parts: First, we review how the RBV has been applied to IHRM issues to date and discuss the underlying assumptions of this research. Second, we extend the RBV logic to more appropriately deal with issues of practice integration and creation within a globally dynamic environment by turning focus to aspects of learning capabilities. Finally, we discuss the implications for future research and where this extended view of RBV might improve research on a firm’s human resources. IHM, People, Practices, And Competitive Advantage Discussions of IHRM within the RBV framework focus on both the workforce (i. e. , the people) as well as the HR function (i. e. , the structures, policies and practices) (e. g. , Evans, Pucik, & Basoux, 2002; Fey & Bjorkman, 2001; MacDuffie, 1995; Schuler, Dowling, & De Cieri, 1993). To have a sustainable competitive advantage a firm must first possess people with different and better skills and knowledge than its competitors or it must possess HR practices that allow for differentiation from competitors. Second, these practices or skills and abilities should not be easy for competitors to duplicate or imitate (Wright, Dunford, & Snell, 2001). Page 5 International Human Resources Managing Global Workforces CAHRS WP05-16 Building on the assumptions of heterogeneity and immobility, scholars systematically stress the strategic contributions of people’s knowledge and skills to the performance of firms and sustained competitive advantage (Boxall, 1996). In fact, Barney (1991) developed a model to show how specific assets can be strategically identified to lead to sustainable competitive advantage. Building on this model, McWilliams, Van Fleet, and Wright (2001) argue that human resources, defined as the entire pool of employees, present a unique source of advantage in comparison to domestic labor pools in terms of value, rarity, inimitability, and nonsubstitutability (VRIN). Given the VRIN framework, McWilliams et al. (2001) argued that firms can benefit from a global workforce in two ways: (1) capitalizing on the global labor pools, and (2) exploiting the cultural synergies of a diverse workforce. First, global (heterogeneous) labor pools potentially provide superior human capital. This is because firms can draw from different labor pools to match the different needs of the firm (Bartlett & Ghoshal, 1989). For example, some labor pools may have workers who, on average, have higher cognitive ability or have had greater access to education and training. An MNC could potentially draw from the highest quality labor pools for those functions that require high cognitive ability and education and training (McWilliams et al. , 2001). Second, the use of heterogeneous labor pools potentially increases the quality of global business decision making. When an MNC draws from its multiple labor pools it has the potential to a build diverse and flexible cadre of managers that are better able to bring different perspectives to a decision than a management group based solely from the parent country (Ricks, 1993). That diversity also enables management to be flexible in applying their skills throughout the different parts of the firm. Wright and Snell (1998) discussed theses advantages in terms of resource flexibility and coordination flexibility. While McWilliams et al. (2001) highlighted the benefits of human resource heterogeneity and immobility; they also point out the difficulty in transferring and integrating these resources Page 6 International Human Resources CAHRS WP05-16 within the MNC. Drawing on Szulanski’s (1996) concept of stickiness, they note that the exchanges are made more difficult by â€Å"the lack of absorptive capacity of the recipient, causal ambiguity, and an arduous relationship between the source and the recipient† (Szulanski, 1996: 36). Yet, little research exists discussing how internal stickiness can be overcome in order to maximize the benefits of a global workforce while overcoming the challenges of integration and coordination. Managing Global HR Functions Placing people as the source of sustainable competitive advantage moves us to the dilemma of how best to manage their knowledge, skills, and abilities. Within the RBV literature, issues of resource heterogeneity and immobility underlie the inevitable tension between local responsiveness and global integration in MNCs (cf. Bae & Lawler, 2000; Brewster, 1999; Fey & Bjorkman, 2001; Sparrow, Schuler & Jackson, 1994). Local responsiveness and the value derived from customization implies variation—i. e. , heterogeneity—within the MNC. Global efficiency, on the other hand, requires integration across business units. However, given the assumption of resource immobility, this integration is not always easy to achieve. Schuler et al. (1993) captured the e ssence of these tradeoffs by highlighting the relationships between internal operations and interunit linkages. From the standpoint of internal operations, each overseas affiliate must operate as effectively as possible relative to the competitive strategy of the MNC. This means that these affiliates can offer advantages to the MNC by recognizing and developing HR practices that are appropriate for their local markets, employment laws, cultural traditions, and the like. While internal operations at the local level are important, the MNC must also establish interunit linkages to gain efficiencies of scale and scope across several different countries. This suggests that while overseas affiliates can generate advantages locally, there are also substantial advantages that can be gained globally through integrated HR practices. Each is important, but each carries with it a different set of organizational requirements. These requirements point directly to issues relevant for HRM. Page 7 International Human Resources CAHRS WP05-16 Extending these ideas, Taylor, Beechler, and Napier (1996) describe how MNCs might develop a more integrative approach to HRM. The objective of this strategy is to share best practices from all parts of the firm (not just corporate) to create a worldwide system. While there are allowances for local differentiation, the focus is on substantial global integration. Differentiation provides both the potential for local response and customization, as well as the variety of ideas and practices needed for innovation at the global level. However, integration through coordination, communication, and learning is not always easily achieved in this context. Ironically, the very characteristics that provide resource-based advantage at the local level actually complicate integration at the global level. The ability of firms to gain efficiencies of scope and scale at a global level is made more difficult by resource heterogeneity, and this challenge is exacerbated by resource immobility. The challenge then for the transnational firm is to identify how firms can preserve variety (and local customization) while simultaneously establishing a foundation for integration and efficiency. As mentioned by McWilliams et al. (2001) very few scholars have addressed the â€Å"stickiness† issue involved in balancing the global and local tension. Taylor et al. 1996) allude to such integration difficulties when they note: â€Å"The reason firms move toward an exportive rather than an integrative SIHRM orientation†¦is that the mechanism to identify and transfer the best HRM practices in their overseas affiliates are not in place. Such mechanisms as having regional or global meetings of affiliate HR directors, transferring HRM materials (e. g. , performance appraisal forms to affiliates) or posting of the HR director of the affiliates to the HQs of the firm were not developed†¦Ã¢â‚¬  (p. 972). These same capability issues are raised by McWilliams et al. 2001) when they discuss the major causes of internal stickiness being lack of absorptive capacity, causal ambiguity, and arduous relationships between the source and recipient. In both examples, barriers to global practice integration are raised and discussed, but not resolved. This issue is addressed more fully below. Page 8 International Human Resources IHM And Capabilities CAHRS WP05-16 Given the importance—and difficulty—of integrating human resources at a global level, while preserving the uniqueness and heterogeneity at the local level, it seems reasonable to discuss these issues in the context of competitive capabilities. Based on the knowledge based view (KBV) of firms, that emphasizes the need to acquire and integrate knowledge, we suggest two such capabilities (see Figure 1). First, knowledge integration capability refers to a firm’s ability to transfer and coordinate human resources across affiliates in a way that utilizes economies of scale and scope while allowing and promoting responsiveness to the local environment. Second, knowledge creation capability refers to a firms’ ability to create new and potentially innovative practices at the local level. Figure 1 IHRM: People, Practices, and Capabilities Focus Theories RBV: Focus on individual resources of knowledge, skills, and abilities RBV and Competencies: Focus on combined resources of HR practices Strategic Question Workforce: What are the knowledge, skills, and abilities that are heterogeneous and immobile? HR Practices and Systems: What are the HR practices and systems that are heterogeneous and immobile? Learning Capabilities: How can HR practices and systems be created and integrated to preserve heterogeneity and immobility? Sources McWilliams, Van Fleet, & Wright, 2001 People Practices Taylor, Beechler, & Napier, 1996 KBV and Organizational Capabilities: Capabilities Focus on learning processes and capabilities Chadwick & Cappelli, 1999 Knowledge Integration Capability Ironically, while learning capability is one of the key dimensions of the Bartlett and Ghoshal (1989) framework of transnational organizations, most IHRM researchers have made only passing mention of how firms share and integrate best practice within the MNC. Snell, Youndt, and Wright (1996) argued that, particularly in dynamic environments, organizational learning may be the only way to ensure that resources sustain their value and uniqueness over Page 9 International Human Resources CAHRS WP05-16 time. In essence, the capability to integrate HR practices better than competitors may be a key source of sustainable competitive advantage (cf. , Kogut & Zander, 1992). In the sections below, we frame the key factors underlying knowledge integration capability in terms of organizational capital, social capital, and human capital. Organizational Capital. Youndt, Subramaniam, and Snell (2004) define organizational capital as the institutionalized knowledge and codified experiences residing within an organization. Artifacts of organizational capital include an organization’s reliance on manuals and databases to preserve knowledge, along with the establishment of structures, processes, and routines that encourage repeated use of this knowledge (Hansen, Hohria, & Tierney, 1999). As an integration mechanism, organizational capital allows the firm to preserve knowledge as incoming employees replace those leaving. An example of such an artifact might be a â€Å"lessons learned† database to ensure that lessons learned by one group can be made accessible for all groups. Based on MNC research, in order to improve the integration of knowledge within an MNC relative to the speed of its diffusion or imitation by competitors, firms invest in ways to make knowledge explicit by encoding its use and replicating it in rules and documentation (Kogut & Zander, 1993). Other forms of organizational capital are likely to represent detailed, company-wide routines on how new HR practices should be integrated by all affiliates. These routines may detail how practices should be shared to reduce the variance and time it takes to implement each new approach, and thereby, improve the overall efficiency of knowledge integration (March, 1991). Similarly, organizations typically implement information systems to provide affiliates with a common platform for HR processes and practices (Snell, Stueber & Lepak, 2002). These systems, processes, and routines ensure that: (1) practices are implemented routinely through established data collection procedures and (2) practices are rapidly disseminated throughout the entire MNC with minimal costs (Daft & Weick, 1984). In terms of integration capability, then, organizational capital provides a basis for sharing and Page 10 International Human Resources CAHRS WP05-16 institutionalizing knowledge across affiliates. However, it may work against efforts to preserve heterogeneity at the sub-unit level. Social Capital. Social capital—defined as the knowledge embedded within social networks—also plays a potentially valuable role in the integration capability of MNCs (Nahapiet & Ghoshal, 1998). For example, Szulanski (1995) found that one of the biggest obstacles to transfer knowledge in MNCs is the poor relationship between sources and recipients of information. Along this line, Ghoshal and Bartlett (1989) empirically showed that knowledge sharing and integration could not occur without the existence of strong social connections. The importance of social capital for integration capability is found in research by Kostova and Roth (2002), who concluded that successful practice adoption is largely dependent upon relationships based on trust and shared identity. Trust provides the motive to interact with others, while shared identity provides an overlapping understanding of what is important to share. Both of these elements of social capital would seem vital for integration capability. And importantly, neither of them would de facto require the loss of local autonomy. Human Capital. While organizational and social capital are both potentially important resources underlying a firm’s integration capability, Teece (1977) argued that one of the principle obstacles to transfer and integration is lack of prior experience and knowledge (i. e. , human capital). Research by Szulanski (1996) and Tsai (2002), for example, has shown that knowledge sharing and integration is facilitated when respective parties have the absorptive capacity or prior experience to understand related ideas (Szulansk, 1996; Tsai, 2002). In the context of MNCs, Haas (2004) showed that groups with large amounts of international experience are more likely to integrate knowledge from other parts of the organization than those that do not. Similarly, Gregersen and Black (1992) found that not only is international experience important for integration, but when it is coupled with experience in corporate headquarters affiliates are more likely to maintain allegiance to the overall goals of the firm. These international and corporate skills and knowledge are often gained through transfers and rotational assignments that enable the HR function to develop a more complex Page 11 International Human Resources CAHRS WP05-16 and global orientation. This provides them with the ability to more systematically manage the integration process (Kedia & Bhagat, 1988). Such forms of human capital can also correct any tendency of HR subunits to assume that the situation in the host country is unique; thus avoiding the not-invented-here syndrome. The upshot of this discussion s is that a firm’s integration capability likely depends on a combination of human, social, and organizational capital. Social and organizational capital are alternative—and potentially complementary—resources for knowledge and practice sharing. Human capital, in turn, is important for absorbing or acquiring that knowledge. As firms develop the capability to integrate existing practices they potentially can achieve economies of scale and scope through HRM. And when these integrative mechanisms preserve resource heterogeneity at a local level, it may lead to a more rapid response to a global environment and greater potential for competitive advantage. Figure 2 Capabilities: Creative and Integrative Focus Market Assumption Value Proposition Sources Integrative Capabilities Stable Market: Resources must be combined and integrated to maintain an advantage Combining resources in ways that others cannot copy creates benefits arising from scarcity Taylor, Beechler, & Napier, 1996; McWilliams, Van Fleet, & Wright, 2001 Creative Capabilities Dynamic Market: Resources must be reconfigured and created to maintain an advantage Developing new resources that competitors don’t yet have creates benefits arising from innovation Chadwick & Cappelli, 1999; Snell, Youndt, and Wright; 1996 Page 12 International Human Resources Knowledge Creation Capability CAHRS WP05-16 In the context of organizational learning and the KBV, it is important to distinguish knowledge integration capability from knowledge creation capability. Just because a firm is able to integrate practices across affiliates does not mean that it will be able to create new practices as well (See Figure 2). Creation capabilities allow the MNC to develop new practices that lead to resource heterogeneity in the first place. While few HRM researchers have mentioned the importance of integration mechanisms, fewer still have discussed the importance of creation mechanisms that renew a firm’s stock of HR practices. This is despite the fact that as firms continually integrate practices, it is imperative that new practices are created and developed that allows for innovation and continuous improvement in a changing environment. Therefore, in global environments characterized by rapid change and increasing competition, static concepts of heterogeneity may no longer be sufficient to explain (and sustain) a competitive advantage. An ongoing debate in strategy is whether any static view of resources can really explain a competitive advantage that is sustainable over time (Lippman & Rumelt, 1982). For example, Grant (1996) argues that idiosyncratic advantages naturally erode over time. This debate is especially relevant in the global environment where what might create a competitive advantage at one point in time or in one location, may not at another point in time or location. Hence, it is vital that MNCs develop the capability to create and renew HR practices in order to maintain a competitive advantage. Ghoshal & Bartlett (1988) stated that MNCs â€Å"create† new products, practices, or systems locally, using specific mechanisms to respond to local circumstances. Creating local HR practices lies at the heart of an MNC’s capability to be responsive to the unique and changing opportunities of different environments. Below, we discuss how human capital, social capital, and organizational capital might influence the knowledge creation capability of new HR practices. (See Figure 3 for an overview of mechanisms that influence knowledge integration and creation capabilities). Page 13 International Human Resources CAHRS WP05-16 Figure 3 Capabilities: Human Capital, Social Capital, Organizational Capital Human Capital Social Capital Organizational Capital Creative Capability †¢In-depth local experience †¢International experience outside of corporate †¢Broad internal network range †¢Broad external network range †¢Local Market Relationships †¢Localized routines †¢Creative processes and systems †¢Norms of informality †¢Overarching principles or guidelines Increasing Influence on Creative Capability Integrative Capability Increasing Influence on Integrative Capability †¢Absorptive capacity †¢International and corporate experience †¢Internal Social connections †¢Shared perceptions and identity †¢Internal Trust †¢Company-wide rules and routines †¢Corporate culture of sharing †¢Interactive technologies †¢Data collection system Human Capital. The knowledge and experience—i. e. , human capital—of the people within the HR function is a key factor in new HR practice creation—whether of new practice ideas, or of improvements in the practices (Lepak & Snell, 1999). For example, HR functions possessing large amounts of local knowledge and experience should be able to effectively create practices on their own in response to the various, changing environments. This localized experience helps them to understand the needs of local clients and suppliers, which allows them to develop practices that are unique to each region or country, and hence, heterogeneous across the firm. Page 14 International Human Resources CAHRS WP05-16 International experiences are also important for creating new HR practices. For example, because international experience is often highly valued in MNCs (e. g. , Mendenhall & Stahl, 2000), people with international skills and knowledge are more likely to be seen by others as being confident and willing to share divergent opinions and advocate for their own position (Stasser, Stewart, & Wittenbaum, 1995). Moreover, Gregersen & Black (1992) showed that people with strong experience in many international settings and limited experience in corporate are more likely to make changes based on local demands rather than pressures from central parts of the firm. This is most likely due to the people’s array of international experiences that have detached them from an allegiance with the company as a whole. Social Capital. Specific aspects of social capital have been argued to play a role in knowledge creation. For example, while Hansen (2002) argued that social networks provide an important conduit for the sharing of knowledge, he also argued that such networks play a role in knowledge creation because they inform network members about the existence, location, and significance of new knowledge. Burt (1982) found that networks comprising a broader range of contacts will have a more heterogeneous base of information and knowledge to draw from. While such wide networks may not always facilitate a deep flow of knowledge, they offer different reference points for HR members to make comparisons and explore new ideas. A firm’s ability to find new opportunities is likely to be a function of multiple local contacts. HR affiliates often have critical links with local vendors and, perhaps, competing HR groups that allow them to pursue local opportunities (Bartlett & Ghoshal, 1989; Hedlund, 1986). Birkinshaw (1997) refers to these as relationships within the ‘local market’. Within the local market an affiliate is likely to be embedded in different types of relationships (Ghoshal & Bartlett, 1990; Ghoshal & Nohria, 1989). McEvily and Zaheer (1999) argue that because each part of the MNC maintains different local patterns of network linkages, they are exposed to new knowledge, ideas, and opportunities. Organizational Capital. In many cases, organizational capital may actually hinder knowledge creation capability. The formalized processes, systems, structures, etc. ave a Page 15 International Human Resources CAHRS WP05-16 tendency to reinforce existing routines and obviate against variation and change that engender creativity. However, in some instances, organizational capital may facilitate flexibility in the course of actions that allow a firm to attend to environmental cues. This is especially true when employees are encouraged to take action that supersede compan y-wide, standardized routines in favor of localized response that allows knowledge assimilation from the local environment (Daft & Weick, 1984). For example, parts of the firm may develop creative processes and systems to identify problems, develop hypotheses, communicate ideas to others, and contradict what would normally be expected (Torrence, 1988). Grant (1996) argued that such creative routines and processes offer an efficient framework for people to create new, situation-specific practices by utilizing local perspectives in developing practices for the firm. Though potentially problematic for the integrative capability, localized routines and creative processes help affiliates relate better with local vendors, clients, and competitors by providing a set of expectations and processes that encourage HR groups to turn to the surrounding environment. For example, an HR affiliate may have developed a simple manual or informal norm of what to do when developing a new practice. Such a routine is likely to leave many gaps in exact steps to follow, but provide an overview or value to help the HR group be innovative. This simple routine allows the local HR group to assimilate knowledge more quickly from its employees and develop practices to meet their needs. In summary, these aspects of human capital, social capital, and organizational capital help us identify how the knowledge integration and creation capabilities might occur within an MNC. Some of these forms of capital are more useful depending upon the capability it is supporting, and ironically, some of these mechanisms that influence integration might actually hinder knowledge creation and vice versa. For example, firms heavy in local knowledge and experiences and weak in international experiences might have a negative affect on a firm’s ability to integrate practices across the various parts of the firm. Such strong human capital is likely to promote the not-invented-here syndrome through the affiliate’s strong belief and experience base dealing exclusively with the local environment. Similarly, rigid forms of Page 16 International Human Resources CAHRS WP05-16 organizational capital, in terms of standardized routines and shared electronic databases, might deter the various parts of HR to develop and create practices on their own. This could largely stem from the fact that so much structure and support for integration is in place that HR groups fail to find time to bring about new practices or adapt existing practices to the local environment. Implications For Research And Theory The unique complexities and challenges faced by today’s global firms present different implications for the RBV and its application to strategic IHRM. For example, because a large amount of the international management literature focuses on variances in cultural, geographical, and institutional pressures; the implications for applying the RBV become more complex. As MNCs struggle to create and integrate their practices across borders, they are faced with unique challenges that either push for global efficiency or local responsiveness. These challenges open the discussion for ways to actually manage both the creation and integration of knowledge on a global scale. This means that the questions typically asked by strategic IHRM scholars (e. g. , HR practices and performance) should be augmented with questions of how HR practices are created and integrated in ways that lead toward resource heterogeneity and immobility. To create a sustainable competitive advantage firms must not only be able to respond to their local environments or standardize their practices across the firm. They must be able to balance a tension of practice heterogeneity through local practice creation and immobility of those practices through their integration across the firm. One theoretical implication of this discussion calls for a greater understanding of the rents found through the creation and integration of HR practices. As Chadwick and Dabu (2004) explain, a marriage of rent concepts with theories of the firm (i. e. RBV) is essential to describing firm’s competitive advantages and particularly in understanding how actors within firms can take conscious steps to toward a sustainable competitive advantage. The current strategic IHRM literature strongly alludes to the importance of integration and being able to Page 17 International Human Resources CAHRS WP05-16 organize heterogeneous resources in a way that is diff icult for competitors to imitate. The assumption here is that heterogeneity and immobility of resources creates greater performance or rents arising from scarcity—Ricardian rents (cf. , Carpenter, Sanders, Gregersen, 2001). In essence, Ricardian rents can be rooted in the cross-border integration of various HR practices. The integration of such practices not only assures that some of them will be unique to the firm, but that they will be difficult for others to imitate—making them scarce in the market. The advantages that come from constant creation of HR practices operates under a different principle than traditional resources leading to Ricardian rents. Rather than rents arising from scarcity, the creation capability perspective emphasizes rents arising from market discontinuities—Schumpeterian rents (cf. Carpenter et al. , 2001). Schumpeterian rents derive from a firm’s ability to exploit or leverage resources to address changing environments (Teece et al. , 1997; Amit & Schoemaker, 1993). Based on Schumpeterian rents, a focus on the continuous creation of resources can enable a firm to achieve competitive advantage on a sustainable basis by developing new practices that lead to practice heterogeneity across a complex and ambiguous global network. Hence, as mentioned by Lado and Wilson (1994) and Teece et al. 1997), turning to these dynamic capabilities as an extended approach to the RBV offers a closer understanding of the actual sources of competitive advantage in a changing global environment. While we discuss the main mechanisms driving knowledge creation and integration (Grant, 1996), aspects of integration tend to focus on a broad array of learning processes, including knowledge sharing, transfer, codification, adoption, and/or institutionalization. Further research should look at how different aspects of the integration process might be influenced by specific human, social, and organizational capital mechanisms. For example, Hansen and Haas (2001) showed that many firms have little difficulty in sharing knowledge across various units of the firm, but that the actual application or institutionalization of this knowledge is a completely different matter. While other scholars such as Kogut and Zander (1992) and Schulz (2001) have theoretically separated integration to include transfer and integration (or combination), very Page 18 International Human Resources CAHRS WP05-16 little practical research has been done on what factors might influence the transfer and what factors might influence the integration of knowledge. Clearly, there must be differences since research such as Hansen and Haas’ (2001) notice the disparity in knowledge that is shared and knowledge that is actually applied. Also, while the ideas presented in this chapter are rooted in theory, empirical research is needed to determine the impact of human, social,, and organizational capital on knowledge creation and integration capabilities. While theory suggests that aspects of all three of these factors will influence both capabilities, it is most probable that aspects of human capital will more strongly influence the creative capability. This is largely due to the fact that people and their knowledge and skills are what allows the different HR affiliates the ability to develop local practices on their own, without interference or supervision from regional or corporate headquarters. Similarly, social and organizational capital should have their strongest influences on the integrative capability. This is due, in part, to the conduits and repositories created from aspects of social capital and organizational capital, respectively. In fact, as we mentioned earlier, some aspects of organizational capital might have a negative effect on the firm’s ability to create new practices (knowledge), while some aspects of human capital may have a negative effect on the firm’s ability to integrate those practices across affiliates. Conclusion The purpose of this chapter has been to summarize the literature on RBV and IHRM in multinational firms by addressing the ways in which resource heterogeneity and immobility provide potential advantages to MNCs. However, we have also attempted to extend the RBV in this context by addressing some of the primary challenges of—and capabilities needed to— integrate resources across business units within the MNC. The solution frequently used by firms has been to standardize HR practices and policies at a global level, but this solves the integration problem while destroying the advantages of local Page 19 International Human Resources CAHRS WP05-16 variety. The challenge as we see it is identifying how firms can preserve variety (and local customization) while simultaneously establishing a foundation for integration and efficiency. The ability for HR managers to balance this tension lies in the development of capabilities to create and integrate practices across the global HR function. We extended traditional views of RBV to include aspects of practice integration and creation. Such capabilities allow firms to constantly renew their HR practices in a way that allows them to respond to multiple external pressures while being coordinated and integrated to ensure that these practices drive the firm’s sustainable competitive advantage. Page 20 International Human Resources References CAHRS WP05-16 Amit, R. , & Schoemaker, P. J. H. 993. Strategic assets and organizational rent. Strategic Management Journal, 14: 33-46. Bae, J. , & Lawler, J. J. 2000. Organizational and HRM strategies in Korea: Impact on firm performance in an emerging economy. Academy of Management Journal, 43: 502-517. Barney, J. B. 1991. Firm resources and sustained competitive advantage. Journal of Management, 17: 99-120. Barney, J. 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Free Essays on Suave Market Segmentation Analysis

â€Å"Suave† Market Segmentation Analysis Introduction Market segmentation is the division of a market into distinct groups of buyers who might require different products or marketing mixes (Kotler et al, 1994). It is the division of a heterogeneous market consisting of buyers with different needs and wants, into homogeneous segments of buyers with similar needs and wants. The markets may be divided by geographic region, demographics, psychographic, benefits sought, and behavioristic. The segmentation process involves five steps (Belch pg.40): 1) Finding ways to group consumers according to their needs. 2) Finding ways to group the marketing actions-usually the products offered-available to the organization. 3) Developing a market-product grid to relate the market segments to the firm’s products or actions. 4) Selecting the target segments toward which the firm directs its marketing actions. 5) Taking marketing actions to reach target segments. I researched a few products that are made by â€Å"Suave† and their motto is that â€Å"looking great doesn’t have to cost a fortune.† Suave believes that consumers should bring the same shopping savvy to health and beauty products that you bring to food or household goods. When two products offer the same benefits and have similar ingredients on the label, give the less expensive one a try. A higher price may only reflect fancier packaging and not necessarily product quality. But having said that, it's wise to go with names you recognize and trust. Price is only one part of the equation, and it's not a value if you're not getting the quality you thought you were buying. I believe Suave’s target market are value minded consumers whose attitudes are that value priced items give the same results as high priced items. As you can see from the grid below that Suave’s products are considered high quality with a low price. Hi Price Nexus X ... Free Essays on Suave Market Segmentation Analysis Free Essays on Suave Market Segmentation Analysis â€Å"Suave† Market Segmentation Analysis Introduction Market segmentation is the division of a market into distinct groups of buyers who might require different products or marketing mixes (Kotler et al, 1994). It is the division of a heterogeneous market consisting of buyers with different needs and wants, into homogeneous segments of buyers with similar needs and wants. The markets may be divided by geographic region, demographics, psychographic, benefits sought, and behavioristic. The segmentation process involves five steps (Belch pg.40): 1) Finding ways to group consumers according to their needs. 2) Finding ways to group the marketing actions-usually the products offered-available to the organization. 3) Developing a market-product grid to relate the market segments to the firm’s products or actions. 4) Selecting the target segments toward which the firm directs its marketing actions. 5) Taking marketing actions to reach target segments. I researched a few products that are made by â€Å"Suave† and their motto is that â€Å"looking great doesn’t have to cost a fortune.† Suave believes that consumers should bring the same shopping savvy to health and beauty products that you bring to food or household goods. When two products offer the same benefits and have similar ingredients on the label, give the less expensive one a try. A higher price may only reflect fancier packaging and not necessarily product quality. But having said that, it's wise to go with names you recognize and trust. Price is only one part of the equation, and it's not a value if you're not getting the quality you thought you were buying. I believe Suave’s target market are value minded consumers whose attitudes are that value priced items give the same results as high priced items. As you can see from the grid below that Suave’s products are considered high quality with a low price. Hi Price Nexus X ...

Energy Flow in Ecosystems

Energy Flow in Ecosystems If there is only one thing you learn about ecosystems, it should be that all of the living residents of an ecosystem are dependent upon one another for their survival. But what does that dependence look like?   Each organism living in an ecosystem plays an important role in the flow of energy within the food web. The role of a bird is very different from that of a flower. But both are equally necessary to the overall survival of the ecosystem, and all of the other living creatures within it. Ecologists have defined three ways that living creatures use energy and interact with one another. Organisms are defined as producers, consumers, or decomposers. Here is a look at each of these roles and their place within an ecosystem. Producers The main role of producers is to capture the energy from the sun and convert it into food. Plants, algae, and some bacteria are producers. Using a process called photosynthesis, producers use the suns energy to turn water and carbon dioxide into food energy. They earn their name, because- unlike the other organisms in an ecosystem- they can actually produce their own food. Produces are the original source of all food within an ecosystem. In most ecosystems, the sun is the source of energy that producers use to create energy. But in a few rare cases- such as ecosystems found in rocks deep beneath the ground- bacterial producers can use the energy found in a gas called hydrogen sulfide, that is found within the environment, to create food even in the absence of sunlight! Consumers Most organisms in an ecosystem cannot make their own food. They depend upon other organisms to meet their food needs. They are called consumers- because that is what they do- consume. Consumers can be broken down into three classifications: herbivores, carnivores, and omnivores. Herbivores are consumers that only eat plants. Deer and caterpillars are herbivores found commonly in a number of environments.Carnivores are consumers that only eat other animals. Lions and spiders are examples of carnivores. There is a special category of carnivore called scavengers. Scavengers are animals that eat only dead animals. Catfish and vultures are examples of scavengers.Omnivores are consumers that eat both plants and animals depending upon the season and availability of food. Bears, most birds, and humans are omnivores. Decomposers Consumers and producers can live together nicely, but after some time, even the vultures and catfish would not be able to keep up with all of the dead bodies that would pile up of the years. Thats where decomposers come in. Decomposers are organisms that break down and feed off of the waste and dead organisms within an ecosystem. Decomposers are natures built-in recycling system. By breaking down materials- from dead trees to the waste from other animals, decomposers return nutrients to the soil and create another food source for herbivores and omnivores within the ecosystem. Mushrooms and bacteria are common decomposers. Every living creature in an ecosystem has a role to play. Without producers, consumers and decomposers would not survive because they would have no food to eat. Without consumers, the populations of producers and decomposers would grow out of control. And without decomposers, producers and consumers would soon become buried in their own waste. Classifying organisms by their role within an ecosystem helps ecologists understand how food and energy ebb and flows in the environment. This movement of energy is usually diagrammed using food chains or food webs. While a food chain shows one path along which energy can move through an ecosystem, food webs show all of the overlapping ways that organisms live with and depend upon one another. Energy Pyramids Energy pyramids are another tool that ecologists use to understand the role of organisms within an ecosystem and how much energy is available at each stage of a food web. Most of the energy in an ecosystem is available at the producer level. As you move up on the pyramid, the amount of available energy decreases significantly. In general, only about 10 percent of the available energy from one level of the energy pyramid transfers to the next level. the remaining 90 percent of energy is either utilized by the organisms within that level or lost to the environment as heat.   The energy pyramid shows how ecosystems naturally limit the number of each type of organism it can sustain. Organisms that occupy the top level of the pyramid- tertiary consumers- have the least amount of available energy. Therefore their numbers are limited by the number of producers within an ecosystem.