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AIU Organizational & Managerial Issues in Logistics Non Asset Owners Discussion

AIU Organizational & Managerial Issues in Logistics Non Asset Owners Discussion.

Do some research on your chosen company ( The coca-cola company). Post an answer to at least one (1) of the following questions for each chapter as it relates to your chosen company. Remember to give examples!Consider the factors that might affect the SCM/logistics organization in your company ie domestic or global operation/asset owner or non-asset owner/manufacturer or service provider, etc. Does your company have a centralized or decentralized logistics organization? What factors might dictate why they are set up in this way?What issues might a logistics manager have to work through or keep in mind for your company?Does your company have any sustainability practices in place? Give examples.
AIU Organizational & Managerial Issues in Logistics Non Asset Owners Discussion

Post University Analyzing Social Media Various Sources of Web Traffic Discussion

Post University Analyzing Social Media Various Sources of Web Traffic Discussion.

I’m working on a business question and need a sample draft to help me learn.

OverviewAnalyzing social media trends and traffic has emerged as the surest route to capturing more leads and enjoying stronger sales. For example, Instagram’s referral traffic has sky-rocketed between Q1 2018 and Q1 2019 as the popular social media site becomes more important for website traffic.Simulated Business Scenario Austin is a freelance graphic designer hired by Hootsuite to create a PowerPoint slide deck designed to be used by Hootsuite’s sales team. The team will use the deck in upcoming sales presentations as they meet with prospective new customers. Austin will design the slides but he needs you to supply the rationale and justification to convince a prospective Hootsuite customer why it is imperative to track web traffic. Specifically, Austin will design the slide deck based on your information/research regarding:QuestionsWhat are the various sources of web traffic including current trends?How can a brand analyze these sources of traffic to better align its strategies to fit the characteristics of its target segments
Post University Analyzing Social Media Various Sources of Web Traffic Discussion

Capella University Dealing With Complexity Presentation

python assignment help Capella University Dealing With Complexity Presentation.

For this week’s assignment, you will create an audio or a video presentation that examines from various points of view the complex ethical issue you selected last week as your focus for discussion.As the producer and correspondent of a television or radio news magazine (like 60 Minutes, VICE News, or All Things Considered), you have been assigned to deliver an informative, 12-minute segment on the contemporary issue that was the focus of your discussions last week and this week. Corporate policy requires that you consider insights from two or more academic disciplines or professions, for example Nursing and Social Work, or Philosophical Ethics, Psychology, and Biology. (Note: These are only examples; you are free to choose your own disciplines.) It also requires that you interview credible representatives of at least two distinct positions on the issue. You do not need to remain neutral on the issue; in fact, you are expected to state and defend your own position with clear reasoning in your own words.The intended audience for your segment is an intelligent but perhaps uninformed public, so this is your opportunity to engage them in an issue that matters to you.Option 2: Produce the audio segment, as you would for broadcast as a radio program or as a podcast. Once again, you will be the correspondent, but are welcome to invite others to participate or record yourself in different roles. As with the video option, Kaltura is an excellent format for audio. However, you may also record audio over a PowerPoint presentation (with simply text and/or images on individual slides). Include the following concepts in this assignment:Explain the issue you selected and have been discussing since last week, with reference to practical instances.Describe relevant contributions to the issue from at least two different academic disciplines.Explain at least two distinct positions on the issue, considering each fairly. If the two different academic or professional perspectives you have included agree on the issue, be sure to explain the other side of the debate and main arguments for that side. Defend your own position on the issue clearly.Your instructor may provide video feedback on your work, as well as completing the official scoring guide for the assignment.Assignment RequirementsYour assignment should also meet the following requirements:Communication: Create a video or an audio presentation that reports on a contemporary social issue from multiple perspectives.Media presentation: A video or audio recording of minimum 12 minutes in length, with notes or a transcript to ensure accessibility to everyone. Upload the presentation.Resources: There is no minimum number of resources required; however, use your judgment to ensure your topic is thoroughly researched.APA guidelines: Resources and citations are formatted according to current APA Style and Format. When appropriate, use APA-formatted headings.Font and font size: Font should be appropriate size and weight for presentation, generally 24–28 points for headings and no smaller than 18 points for bullet-point text.
Capella University Dealing With Complexity Presentation

Evaluating International Approaches to Human Resource Management

Evaluating International Approaches to Human Resource Management. As human resource management has expanded and become more linked with the strategic needs of focused businesses, it has taken on the characterisation of strategic human resource management. This includes approaches to making decisions about the intentions and plans of the organisation through policies, plans and practices. These concern employee relations, employee resourcing, growth, development, performance management and reward. In comparison, SIHRM is used by MNEs that must develop strategies in order to conduct business that takes advantage of global resources and markets for success in the global marketplace. The recognition of four main aspects supports the importance of SIHRM. First, human resource management at any level is important to strategy implementation. The second focus states that major strategic components of multinational enterprises have a major influence on international management issues, functions, policies and practices. The third aspect states that many of the characteristics of strategic international human resource management can influence the MNEs concerns and goals. The last statement underlines that there are a wide variety of factors that make the relationship between MNEs and SIHRM complex. The study of SIHRM is thereby challenging as well as important and aids in clearly defining, analysing and comparing different approaches to SIHRM. Discussion In 1986, Laurent concluded that ‘the challenge faced by the infant field of international human resource management is to solve a multidimensional puzzle located at the crossroad of national and organizational cultures.’ According to that statement, three issues developed: First, the cross-cultural management approach, which examines human behaviour within organizations from an international perspective. The second approach, developed through comparative industrial relations, sees HRM literature describe, analyse and compare HRM systems in different countries. The last approach sharply focuses on aspects of HRM in multinational firms. In 1986, Morgan presented a model of IHRM that consists of three dimensions. The first dimension is made up of the three broad human resource activities. They include procurement, allocation and utilisation and can easily be added to the following six activities in the general field of HRM: human resource planning, staffing, performance management, training and development, compensation and benefits, and labour relations. The second dimension comprises the three national (or country) categories involved in IHRM activities: the host country where a subsidiary may be located, the home country where the firm is headquartered and ‘other’ countries that may be the source of labour or finance. The third dimension deals with the three types of employees from the international firm: the host country nationals, the parent country nationals and the third country nationals. Morgan IHRM is defined by the interplay amongst the following three dimensions: human resource activities, employee types and operating countries. According to these three dimensions of IHRM, an increasing number of recent models have developed that specify internal and external factors in order to explain the MNEs choices of IHRM systems. In addition to strategy, the different determinants of IHRM seem to be the industry in which a MNE is operating, the MNEs international life cycle and experience, the organisational structure, the HQ’s international orientation, the host country’s cultural and legal environment and the resources or strategic role of subsidiaries and certain employee groups. From these models, three different approaches to SIHRM can be identified: an adaptive, an exportive and an integrative approach. With a multi domestic strategy, the adaptive approach is defined by subsidiaries which all develop their own HRM system to reflect the local environment. With this approach, differentiation is emphasised and there is almost no transfer of HRM policies or practices from the parent firm to its subsidiaries, or even between the subsidiaries. The major advantage of this approach is that HRM systems can be completely in tune with their local context. However, disadvantages include a lack of coherence within the MNE, a duplication of efforts with no attention to economies of scale and a decreased level of learning from one another. An exportive SIHRM orientation is based on a global strategy in which the parent firm’s HRM system is transferred to its different subsidiaries. With high management’s belief in generalisability, this approach is often adopted for newly acquired subsidiaries or greenfields and strategically critical groups of employees. Besides the standardisation, internal consistency is also one major intercessional aspect. Inflexibility due to ignoring local differences and thereby missing opportunities to learn is the most important downside. An integrative SIHRM orientation includes the best HRM approaches that have been developed and uses them throughout the organisation to create a worldwide system. With a focus on substantial global integration and an allowance for some local differentiation, this approach combines characteristics of the parent firm’s HRM system as well as the characteristics of its international subsidiaries. The sharing of experiences makes learning possible and the spread of good practices exists, but the best practice may still be ill-suited for a particular context. However, due to different employee types, tasks and subsidiaries, IHR managers often find a mixture of these three approaches and present the decision’s criteria: local versus global forces, the cultural component of HRM practices and power dynamics. Through the development of a culturally synergistic approach to IHRM, it was possible to design new combinations of HR practices instead of only transferring the best practices through a compromised solution. This idea of cultural synergy refers to the creative potential of cultural differences, which leads to new solutions and approaches that transcend the existing differences. In 1997, Adler published a problem-solving approach to cultural synergy. It consisted of three fundamental steps: the first described the situation, the second culturally interpreted the situation and the third developed new, culturally creative solutions. Conclusion By working with the culturally synergistic approach and analysing multicultural teams at the operational level through workshops, seminars and structured meetings, we get a very close view of the different cultural perspectives. This enables us to design new HR practices by recognising and transcending the individual cultures. This approach therefore goes beyond an integrated approach, as an integrated approach only refers to a global diffusion of the best practices and does not include a new combination. No other approach enables HR managers to actively get involved in developing an organization that values cultural differences and guide their organization towards a more inclusive worldview. Evaluating International Approaches to Human Resource Management

Has Nationalism been a unifying or divisive force during the 19th and 20th centuries? Essay

Has Nationalism been a unifying or divisive force during the 19th and 20th centuries? Essay. The concept of nationalism was first associated with the French Revolution and Napoleon, who contributed a lot to its spread all over Europe. During the late 19th century, nationalism became very popular with urban societies and as its popularity increased, people began to shift their allegiance from monarchy to a country. People began putting national interests above all other considerations driven by the perception that nationalism gave them the sense of power and belonging, and also provided them with a connection to the state, which had been disrupted during the industrial revolution. However, as the concept of nationalism emerged, it emerged that there were two forms of nationalism, one form aimed at extending the scale of human social, political and cultural units and unify individuals while the other form was exclusionary and divisive. This essay shall examine the concept of nationalism as applied in the 18th and 19th century with the hope of the hope of establishing whether it helped cause divisiveness or unity among people. European colonialism generated two opposing sociopolitical movements. On one hand, the colonial rulers encouraged the existing tribal-ethnic and religious divisions in the society through a policy of devide et impera while on the other hand, their colonial methods unwittingly gave rise to anti-colonial nationalism movements. It can therefore be said that colonial rule gave rise to the two forces of unifying nationalism and divisive tribalism and that the appropriate and legitimate framework for decolonization was nationalism, which emanated from the foreign idea of the nation-state. Among the numerous factors responsible for sparking of the First and the Second World Wars was nationalism. During the period before and during the two wars, nationalism became a dangerous tool as it was exploited to trigger wars and conflicts between states and nations. Nationalists, in many instances, used the nationalism belief of putting country before anything else to encourage citizens to get involved in wars that placed individuals of different nationalities against each other. The divisive force of nationalism was also observed during the Cold War when the USSR and the US indirectly engaged each other in contests. The Cold War was triggered by the existence of forces which were responsible for sparking off the two world wars. These tensions, in addition to the Russian and American nationalism forces made it possible for leaders of both nations to win public support for their foreign policies that fuelled the Cold War. During the Cold War, the Truman administration used American nationalism as a major tool to convince an overwhelming majority of US citizens that the Soviet Union was no more than an expansionist force bent on world contest, much as Nazi Germany had been. With this in mind, man Americans supported any efforts by their government that supported the US’ agenda for the Cold War. Nationalism also paid an important role during the Revolutionary Europe period. During this period, nationalism was inherently divisive in its political ramifications. Most European countries consisted of a patchwork of different ethnic, linguistic and religious communities, a product of centuries of migration, war and dynastic alliances. Nationalism was responsible for stabilizing each of the European states based on a single national community. This in turn triggered competition for resources and living space between the different nationalities leading to the emergence of several wars. In conclusion, nationalism has been applied in different contexts to achieve different results. This essay has shown how nationalists used nationalism to both unify and divide their citizens. It can therefore be said that nationalism resulted in both unity and divisiveness during the 18th and 19th centuries. Has Nationalism been a unifying or divisive force during the 19th and 20th centuries? Essay