Chicago food and beverage company case study

SAFEASSIGNCHECKTEST - CSU SAFEASSIGN PLAGIARISM CHECK TOOL

SafeAssign Originality Report Generator IV

William Fiedler

on Wed, Feb 07 2018, 5:45 AM

59% highest match

Submission ID: beb22342-ee89-4a6c-8a89-0adfae67b03d

Attachments (1)

· mba 6601 unit VIII case study.doc 59%

Word Count: 990 Attachment ID: 198281340

mba 6601 unit VIII case study.doc

Running Head: 1 UNIT VIII CASE STUDY

1 UNIT VIII CASE STUDY

6

2 UNIT VIII CASE STUDY WILLIAM FIEDLER COLUMBIA SOUTHERN UNIVERISTY STAFFING FRAMEWORKS ARE POLICIES THAT SET THE PREMISE FOR THE RATIO OF LOCAL WORKERS TO EXPATRIATES IN SUBSIDIARIES THAT ARE MULTINATIONAL. 3 IN THE CASE OF CHICAGO FOOD AND BEVERAGE COMPANY, THE STAFFING FRAMEWORK USED IS ETHNOCENTRIC STAFFING (KHATRI, 2000). THIS IS WHERE THE PARENT COMPANY HIRES MANAGEMENT STAFF IN THE SAME NATIONALITY AS THE PARENT COMPANY. The hired staff is referred to as expatriate. 4 PAUL WAS APPOINTED TO REPLACE MIKE SHANNON, AN EXPATRIATE FROM THE U.S AS THE GENERAL DIRECTOR OF CFO VIETNAM.

5 THE COMMON CHARACTERISTIC OF ETHNOCENTRIC STRATEGY IS HIRING ALL TOP MANAGERS FROM THE SAME COUNTRY AS THE PARENT COMPANY. It also values the company culture of the parent company than foreign hence transferring it to subsidiaries’ management. On the other hand, its advantages include; 4 PRESERVATION OF CORPORATE CULTURE WHEREBY THE SUBSIDIARIES ARE LED BY PEOPLE WHO ARE FAMILIAR WITH THE OPERATIONS OF THE PARENT COMPANY. In addition to that, it gives employees the chance to work abroad where they can gain exposure to increase their critical thinking skills (Bodolica, 2007).

This form of staffing affected Paul because despite understanding that he would be staying in Asia for three years, he felt discouraged due the time limit, and this affected his performance. Besides that, the fact that he had to adjust to the company culture fast was overwhelming because he had to leave the skills he had gained from his home country and this affected his capacity to perform fully (Overman, 2016). In addition to that, the relocation fees and time to adjust to the cultural differences would also be overwhelming for Paul. Aside from that, Paul might fail to understand the needs of the local employees and customers as well as overcoming the cultural barriers. Paul has the needed educational background. 3 HOWEVER, HIS LACK OF EXPERIENCE WORKING ABROAD WOULD BE A CHALLENGE FOR HIM.

The other staffing framework s that could be adopted by Paul are; geocentric and polycentric staffing frameworks. 4 POLYCENTRIC STAFFING FRAMEWORK RECRUITS TOP MANAGEMENT AND OTHER SKILLED PERSONNEL MOSTLY FROM THE HOST NATION. 6 THE SUBSIDIARIES ARE ALL TREATED AS INDIVIDUAL ENTITIES HENCE DECREASING THE CHALLENGE THAT THE LOCALS FACE IN DEALING WITH THE RULES AND REGULATIONS OF THE PARENT COMPANY.

4 AS FOR GEOCENTRIC STAFFING, THE COMPANY RECRUITS TOP MANAGEMENT WITHOUT CONSIDERING THE CANDIDATES NATIONALITY AS LONG AS THEY HAVE THE REQUIRED SKILLS. THIS PROMOTES INNOVATION AND CREATIVITY AS SKILLS ARE OUTSOURCED GLOBALLY. 6 I WOULD RECOMMEND THE USE OF POLYCENTRIC STAFFING FRAMEWORK BECAUSE THE FOODS AND BEVERAGE INDUSTRY IS MOSTLY INFLUENCED BY CULTURE. It would hence be wise to hire local people that are familiar with the tastes and preferences of the locals (Khatri, 2000).

Paul wants the job so as to advance his career by reaching the pinnacle and in order to do so, he requires international exposure. 6 BASED ON HIS EDUCATIONAL BACKGROUND, HE HAS A BACHELOR’S DEGREE IN MARKETING FROM JOHNSON BUSINESS SCHOOL AND AN MBA INTERNATIONAL MANAGEMENT FROM HARVARD (BODOLICA, 2007). He also has the needed knowledge and skills to be a managing director. He has prior experience from the company he worked for. His decision to move to Vietnam to become the General Director will be smart financial decision for him and his family. He would hence make an excellent candidate for this position despite not having any experience working in an international field.

3 AS THE COMPANY EXPANDS OUTSIDE THE HOME COUNTRY, EXPATRIATE MANAGEMENT CAN BE A GREAT MEANS TO ADVANCE ITS CULTURE. THERE ARE HOWEVER DISADVANTAGES TO THIS FORM OF STAFFING FRAMEWORK. The staff can encounter some problems overseas including; high costs of living, cultural differences, relationship issues, and hindrances that can affect job performances. As for expatriate recruitment policy, the company has to consider a lot of factors before settling for the suitable candidate. Being a top performer does not hence guarantee qualification. The process requires scrutinizing the candidates and determining those with high emotional intelligence, interest in local culture, flexible and sociable employees. These are some of the things involved in expatriate recruitment policies (Overman, 2016).

6 THERE ARE THREE COMPENSATION METHODS THAT CAN BE SEEN IN THIS CASE STUDY; the international method, country compensation approach, and negotiation approach. 7 THE NEGOTIATION APPROACH OCCURS WHEN THE EMPLOYER AND EXPATRIATE DECIDE ON A MUTUALLY AGREEABLE PACKAGE. The advantage of the approach is that it is easy to administer and very flexible (Khatri, 2000). On the other hand, it can be very expensive and time consuming.

7 INTERNATIONAL METHOD IS USED WHEN AN EXPATRIATE HAS OVER SIX YEARS EXPERIENCE. THIS METHOD IS HENCE IDEAL FOR COMPANIES WITH MANY EXPATRIATES. THE HOME COUNTRY COMPENSATION METHOD IS MEANT TO KEEP THE EXPATRIATE LIVING IN THE SAME CONDITIONS AS THEIR HOME COUNTRY. THE EXPATRIATE HENCE HAS THE SAME PURCHASING POWER IN THE HOST COUNTRY. On the flip side, the method is not flexible and has potential re-entry problems. It also does not consider assignments of the same employees.

To improve the expatriate compensation, HR managers have to consider the current compensation policies. 7 THEY MUST PROVIDE EXPATRIATES WITH BENEFITS THAT CAN MEET THEIR NEEDS. THEY SHOULD ALSO EXAMINE THE COMPENSATION OF OTHER EXPATRIATES THAT DO THE SAME JOB FOR COMPARISON PURPOSES. THEY MUST ALSO CONSIDER THE EXPATRIATES MERIT AND EXPERIENCE WHEN DETERMINING THEIR COMPENSATION (BODOLICA, 2007).

8 REFERENCES BODOLICA, V., & WAXI, M. (2007). 7 CHICAGO FOOD AND BEVERAGE COMPANY: THE CHALLENGES OF MANAGING INTERNATIONAL ASSIGNMENTS. JOURNAL OF THE INTERNATIONAL ACADEMY FOR CASE STUDIES, 13(3), 31-42.

Khatri, N. (2000). 9 MANAGING HUMAN RESOURCE FOR COMPETITIVE ADVANTAGE: A STUDY OF COMPANIES IN SINGAPORE. 10 RETRIEVED FROM HTTPS://LIBRARYRESOURCES.COLUMBIASOUTHERN.EDU/LOGIN?URL=HTTP://SEARCH.EBSCOHOST.COM/LOGIN.ASPX?DIREC T=TRUE&DB=BTH&AN=4219940&SITE=EHOST-LIVE&SCOPE=SITE

Overman, S. (2016). 9 TAPPING TALENT AROUND THE GLOBE. HR MAGAZINE, 61(1), 46–51. 10 RETRIEVED FROM HTTPS://LIBRARYRESOURCES.COLUMBIASOUTHERN.EDU/LOGIN?URL=HTTP://SEARCH.EBSCOHOST.COM/LOGIN.ASPX?DIREC T=TRUE&DB=BTH&AN=112810959&SITE=EHOST-LIVE&SCOPE=SITE

Citations (10/10)

1. 1Another student's paper

2. 2Another student's paper

3. 3Another student's paper

4. 4Another student's paper

5. 5Another student's paper

6. 6Another student's paper

7. 7Another student's paper

8. 8Another student's paper

9. 9Another student's paper

10. 10Another student's paper

Matched Text

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

UNIT VIII CASE STUDY

Source - Another student's paper

UNIT VIII-CASE STUDY

Suspected Entry: 85% match

Uploaded - mba 6601 unit VIII case study.doc

1 UNIT VIII CASE STUDY

Source - Another student's paper

UNIT VIII-CASE STUDY

Suspected Entry: 69% match

Uploaded - mba 6601 unit VIII case study.doc

UNIT VIII CASE STUDY WILLIAM FIEDLER COLUMBIA SOUTHERN UNIVERISTY STAFFING FRAMEWORKS ARE POLICIES THAT SET THE PREMISE FOR THE RATIO OF LOCAL WORKERS TO EXPATRIATES IN SUBSIDIARIES THAT ARE MULTINATIONAL

Source - Another student's paper

Staffing frameworks are policies that set the premise for the ration of local workers to expatriates and in multinational subsidiaries

Suspected Entry: 76% match

Uploaded - mba 6601 unit VIII case study.doc

IN THE CASE OF CHICAGO FOOD AND BEVERAGE COMPANY, THE STAFFING FRAMEWORK USED IS ETHNOCENTRIC STAFFING (KHATRI, 2000)

Source - Another student's paper

In the case of Chicago Food and Beverage Company, the staffing framework they used for their operations in the Asian market is ethnocentric staffing

Suspected Entry: 78% match

Uploaded - mba 6601 unit VIII case study.doc

THIS IS WHERE THE PARENT COMPANY HIRES MANAGEMENT STAFF IN THE SAME NATIONALITY AS THE PARENT COMPANY

Source - Another student's paper

Ethnocentric staffing is when the parent company hires management staff that is the same nationality as the parent company

Suspected Entry: 74% match

Uploaded - mba 6601 unit VIII case study.doc

HOWEVER, HIS LACK OF EXPERIENCE WORKING ABROAD WOULD BE A CHALLENGE FOR HIM

Source - Another student's paper

However, his lack of experience in working abroad maybe a major challenge

Suspected Entry: 70% match

Uploaded - mba 6601 unit VIII case study.doc

AS THE COMPANY EXPANDS OUTSIDE THE HOME COUNTRY, EXPATRIATE MANAGEMENT CAN BE A GREAT MEANS TO ADVANCE ITS CULTURE

Source - Another student's paper

Expatriate management is a great way for companies to continue the culture of the company as it expands outside of the home country

Suspected Entry: 62% match

Uploaded - mba 6601 unit VIII case study.doc

THERE ARE HOWEVER DISADVANTAGES TO THIS FORM OF STAFFING FRAMEWORK

Source - Another student's paper

However, there are disadvantages to this type of staffing framework as the staff can encounter various issues overseas

Suspected Entry: 74% match

Uploaded - mba 6601 unit VIII case study.doc

PAUL WAS APPOINTED TO REPLACE MIKE SHANNON, AN EXPATRIATE FROM THE U.S AS THE GENERAL DIRECTOR OF CFO VIETNAM

Source - Another student's paper

For instance, Paul Fierman was appointed as General Director of CFO Vietnam in March 2004 to replace Mike Shannon, who was also an expatriate from United States

Suspected Entry: 79% match

Uploaded - mba 6601 unit VIII case study.doc

PRESERVATION OF CORPORATE CULTURE WHEREBY THE SUBSIDIARIES ARE LED BY PEOPLE WHO ARE FAMILIAR WITH THE OPERATIONS OF THE PARENT COMPANY

Source - Another student's paper

Preservation of corporate culture such that the subsidiaries are led by individuals who are familiar with the parent company’s operations

Suspected Entry: 70% match

Uploaded - mba 6601 unit VIII case study.doc

POLYCENTRIC STAFFING FRAMEWORK RECRUITS TOP MANAGEMENT AND OTHER SKILLED PERSONNEL MOSTLY FROM THE HOST NATION

Source - Another student's paper

Polycentric staffing framework Unlike ethnocentric framework, this type of staffing framework recruits the top level management and skilled personnel mainly from the host nation

Suspected Entry: 71% match

Uploaded - mba 6601 unit VIII case study.doc

AS FOR GEOCENTRIC STAFFING, THE COMPANY RECRUITS TOP MANAGEMENT WITHOUT CONSIDERING THE CANDIDATES NATIONALITY AS LONG AS THEY HAVE THE REQUIRED SKILLS

Source - Another student's paper

Geocentric staffing framework This is a type of framework where the company recruits top level management without considering their nationality as long as the individual has the required skills

Suspected Entry: 62% match

Uploaded - mba 6601 unit VIII case study.doc

THIS PROMOTES INNOVATION AND CREATIVITY AS SKILLS ARE OUTSOURCED GLOBALLY

Source - Another student's paper

This encourages creativity and innovation since skills are outsourced from all countries

Suspected Entry: 63% match

Uploaded - mba 6601 unit VIII case study.doc

THE COMMON CHARACTERISTIC OF ETHNOCENTRIC STRATEGY IS HIRING ALL TOP MANAGERS FROM THE SAME COUNTRY AS THE PARENT COMPANY

Source - Another student's paper

Ethnocentric framework happens where all top managers in a company are hired from the same country as the parent company

Suspected Entry: 65% match

Uploaded - mba 6601 unit VIII case study.doc

THE SUBSIDIARIES ARE ALL TREATED AS INDIVIDUAL ENTITIES HENCE DECREASING THE CHALLENGE THAT THE LOCALS FACE IN DEALING WITH THE RULES AND REGULATIONS OF THE PARENT COMPANY

Source - Another student's paper

All the subsidiaries are treated as individual entities, and as such, it decreases the challenges the local people face mostly in dealing with the parent’s company rules and regulations

Suspected Entry: 73% match

Uploaded - mba 6601 unit VIII case study.doc

I WOULD RECOMMEND THE USE OF POLYCENTRIC STAFFING FRAMEWORK BECAUSE THE FOODS AND BEVERAGE INDUSTRY IS MOSTLY INFLUENCED BY CULTURE

Source - Another student's paper

From the above descriptions, I would honestly recommend CFO to use polycentric staffing framework because foods and beverages are mostly influenced by culture

Suspected Entry: 73% match

Uploaded - mba 6601 unit VIII case study.doc

BASED ON HIS EDUCATIONAL BACKGROUND, HE HAS A BACHELOR’S DEGREE IN MARKETING FROM JOHNSON BUSINESS SCHOOL AND AN MBA INTERNATIONAL MANAGEMENT FROM HARVARD (BODOLICA, 2007)

Source - Another student's paper

From his educational background, as a holder of Bachelor’s Degree in Marketing from Johnson Business school and an MBA in International Management from Harvard Business School, he has the skills and knowledge to be a managing director

Suspected Entry: 70% match

Uploaded - mba 6601 unit VIII case study.doc

THERE ARE THREE COMPENSATION METHODS THAT CAN BE SEEN IN THIS CASE STUDY

Source - Another student's paper

There are two compensation methods that are evident in this case study

Suspected Entry: 85% match

Uploaded - mba 6601 unit VIII case study.doc

THE NEGOTIATION APPROACH OCCURS WHEN THE EMPLOYER AND EXPATRIATE DECIDE ON A MUTUALLY AGREEABLE PACKAGE

Source - Another student's paper

The negotiation method is when the employer and expatriate decide on a mutually agreeable package

Suspected Entry: 78% match

Uploaded - mba 6601 unit VIII case study.doc

INTERNATIONAL METHOD IS USED WHEN AN EXPATRIATE HAS OVER SIX YEARS EXPERIENCE

Source - Another student's paper

The international method is utilized when an expatriate has more than six years of experience

Suspected Entry: 65% match

Uploaded - mba 6601 unit VIII case study.doc

THIS METHOD IS HENCE IDEAL FOR COMPANIES WITH MANY EXPATRIATES

Source - Another student's paper

The advantage of the international method is that this method is ideal for companies that have many expatriates

Suspected Entry: 70% match

Uploaded - mba 6601 unit VIII case study.doc

THE HOME COUNTRY COMPENSATION METHOD IS MEANT TO KEEP THE EXPATRIATE LIVING IN THE SAME CONDITIONS AS THEIR HOME COUNTRY

Source - Another student's paper

This method operates under the principle to keep the expatriate living in the same conditions as their home country

Suspected Entry: 71% match

Uploaded - mba 6601 unit VIII case study.doc

THE EXPATRIATE HENCE HAS THE SAME PURCHASING POWER IN THE HOST COUNTRY

Source - Another student's paper

This means giving the expatriate the same purchasing power in their host country

Suspected Entry: 63% match

Uploaded - mba 6601 unit VIII case study.doc

THEY MUST PROVIDE EXPATRIATES WITH BENEFITS THAT CAN MEET THEIR NEEDS

Source - Another student's paper

Expatriates must have benefits that meets their needs

Suspected Entry: 67% match

Uploaded - mba 6601 unit VIII case study.doc

THEY SHOULD ALSO EXAMINE THE COMPENSATION OF OTHER EXPATRIATES THAT DO THE SAME JOB FOR COMPARISON PURPOSES

Source - Another student's paper

The compensation of other expatriates that do the same job should be examined

Suspected Entry: 63% match

Uploaded - mba 6601 unit VIII case study.doc

THEY MUST ALSO CONSIDER THE EXPATRIATES MERIT AND EXPERIENCE WHEN DETERMINING THEIR COMPENSATION (BODOLICA, 2007)

Source - Another student's paper

The human resource manager must consider merit and experience, when determining compensation

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

CHICAGO FOOD AND BEVERAGE COMPANY

Source - Another student's paper

Chicago food and beverage company

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

THE CHALLENGES OF MANAGING INTERNATIONAL ASSIGNMENTS

Source - Another student's paper

The challenges of managing international assignments

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

JOURNAL OF THE INTERNATIONAL ACADEMY FOR CASE STUDIES, 13(3), 31-42

Source - Another student's paper

Journal of the International Academy for Case Studies, 13(3), 31-42

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

REFERENCES BODOLICA, V., & WAXI, M

Source - Another student's paper

References Bodolica, V., & Waxi, M

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

MANAGING HUMAN RESOURCE FOR COMPETITIVE ADVANTAGE

Source - Another student's paper

Managing human resource for competitive advantage

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

A STUDY OF COMPANIES IN SINGAPORE

Source - Another student's paper

A study of companies in Singapore

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

TAPPING TALENT AROUND THE GLOBE

Source - Another student's paper

Tapping talent around the globe

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

HR MAGAZINE, 61(1), 46–51

Source - Another student's paper

HR Magazine, 61(1), 46–51

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

RETRIEVED FROM HTTPS://LIBRARYRESOURCES.COLUMBIASOUTHERN.EDU/LOGIN?URL=HTTP://SEARCH.EBSCOHOST.COM/LOGIN.ASPX?DIREC T=TRUE&DB=BTH&AN=4219940&SITE=EHOST-LIVE&SCOPE=SITE

Source - Another student's paper

Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc t=true&db=bth&AN=4219940&site=ehost-live&scope=site

Suspected Entry: 100% match

Uploaded - mba 6601 unit VIII case study.doc

RETRIEVED FROM HTTPS://LIBRARYRESOURCES.COLUMBIASOUTHERN.EDU/LOGIN?URL=HTTP://SEARCH.EBSCOHOST.COM/LOGIN.ASPX?DIREC T=TRUE&DB=BTH&AN=112810959&SITE=EHOST-LIVE&SCOPE=SITE

Source - Another student's paper

Retrieved from https://libraryresources.columbiasouthern.edu/login?