International Business WorkEach quiz needs to be answered .docx

International Business Work Each quiz needs to be answered in a four-page minimum APA style research paper. Title page and references page are not included in page count. Don’t worry about adding this page after the title page which is stated in the lower instruction. However, please restate each question in the paper before answering it. Please answer each question thoroughly. Research must be done where applicable. Your grade is contingent upon the in-depthness of the responses given. The minimum/maximum length of this paper is four pages.  Quiz 1 1. Explain the impact of the recent hurricane/disasters to the import export system. 2. You have a manufacturer company that produces tennis shoes (XY2 Company). You have decided that you would like to market your product to Indonesia. Determine the differences in attitude, values, and norms: relationship with the U.S, regarding business operations, and how to alleviate any barriers that may exist in doing business with your company. 3. You are the CEO of a cough syrup company (666 Cough Syrup). Taking into consideration the legal and political system, the cultural barriers and the language barriers, how would you market your cough syrup to China? Give specific details on marketing promotion, distribution, and packaging.  Quiz 2 1 . China is the largest country in the world. You are thinking about marketing your product in their country. Your information must be current (NLT 2008). You are to conduct a COMPARATIVE ANALYSIS between China and the United States. You are to determine the population of China, the mean gross income, the gross national product (GNP). It is suggested that you display your information in a table format however do not forget to cite your source. 2. Choose two countries from Africa and two countries from Asia. Conduct a COMPARATIVE ANALYSIS with inflation rates, interest rates, exchange rates in comparison with the United States. discuss the economic system of these countries. whether they are mixed economies, etc, discuss the economic slowdown and what factors could have contributed to it. discuss whether economies are moving toward private ownership and how. 3. You are the owner of a tennis shoe company. Taken into consideration all the issues presented in question 2, would you expand your market to the four countries in question 2. If so, what steps would you take relating to political policies, legal environment behavioral practices, and economic environment to gain access.  Quiz 3 1. One of the Eastern Bloc countries has resulted in a transition from a command economy to a market economy. Explain the process, incentives, decontrols Hungarian’s government has/had to put in place to transition to a market economy. How long you think this process will take? As a manager, at what stage would you try to market your product/service to this country? Explain. 2. With regards to the various agreements/treaties discussed: EU, WTO, NAFTA, CARICOM.

International Business Work
Each quiz needs to be answered in a four-page minimum APA
style research paper. Title page and references page are not
included in page count. Don’t worry about adding this page
after the title page which is stated in the lower instruction.
However, please restate each question in the paper before
answering it.
Please answer each question thoroughly. Research must be done
where applicable. Your grade is contingent upon the in-
depthness of the responses given. The minimum/maximum
length of this paper is four pages.
Quiz 1
1. Explain the impact of the recent hurricane/disasters to the
import export system.
2. You have a manufacturer company that produces tennis shoes
(XY2 Company). You have decided that you would like to
market your product to Indonesia. Determine the differences in
attitude, values, and norms: relationship with the U.S, regarding
business operations, and how to alleviate any barriers that may
exist in doing business with your company.
3. You are the CEO of a cough syrup company (666 Cough
Syrup). Taking into consideration the legal and political system,
the cultural barriers and the language barriers, how would you
market your cough syrup to China? Give specific details on
marketing promotion, distribution, and packaging.
Quiz 2
1
. China is the largest country in the world. You are
thinking about marketing your product in their country. Your
information must be current (NLT 2008). You are to conduct a
COMPARATIVE ANALYSIS between China and the United
States.
You are to determine the population of China, the mean gross
income, the gross national product (GNP). It is suggested that
you display your information in a table format however do not
forget to cite your source.
2. Choose two countries from Africa and two countries from
Asia. Conduct a COMPARATIVE ANALYSIS with inflation
rates, interest rates, exchange rates in comparison with the
United States. discuss the economic system of these countries.
whether they are mixed economies, etc, discuss the economic
slowdown and what factors could have contributed to it. discuss
whether economies are moving toward private ownership and
how.
3. You are the owner of a tennis shoe company. Taken into
consideration all the issues presented in question 2, would you
expand your market to the four countries in question 2. If so,
what steps would you take relating to political policies, legal
environment behavioral practices, and economic environment to
gain access.
Quiz 3
1. One of the Eastern Bloc countries has resulted in a transition
from a command economy to a market economy. Explain the
process, incentives, decontrols Hungarian’s government has/had
to put in place to transition to a market economy. How long you
think this process will take? As a manager, at what stage would
you try to market your
product/service to this country? Explain.
2. With regards to the various agreements/treaties discussed:
EU, WTO, NAFTA, CARICOM, APEC. MERCOSUR, discuss
any pending applications, advantages/implications for trade
with the US and determine the mean GNP or GNI
Current Issues in Leadership 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
4. Evaluate how leaders use 360-degree feedback to improve
their work performances.
4.1 Explain 360-degree feedback best practices.
4.2 Identify ways organizations use 360-degree feedback.
7. Analyze how leaders foster employee motivation and morale
in an ever-changing workforce.
7.1 Examine ways that feedback can be used to increase
employee motivation and morale.
Course/Unit
Learning Outcomes
Learning Activity
4
Unit Lesson
All Required Unit Resources
Unit VII Research Paper
4.1
Unit Lesson
All Required Unit Resources
Unit VII Research Paper
4.2
Unit Lesson
All Required Unit Resources
Unit VII Research Paper
7
Unit Lesson
Article: The "New" Performance Management Paradigm:
Capitalizing on the
Unrealized Potential of 360 Degree Feedback.
Unit VII Research Paper
7.1
Unit Lesson
Article: The "New" Performance Management Paradigm:
Capitalizing on the
Unrealized Potential of 360 Degree Feedback.
Unit VII Research Paper
Required Unit Resources
In order to access the following resources, click the links
below.
Bracken, D. W., & Church, A. H. (2013). The "new"
performance management paradigm: Capitalizing on the
unrealized potential of 360 degree feedback. People and
Strategy, 36(2), 34–40.
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=90060977&site=ehost-
live&scope=site
Facteau, C. L., & Facteau, J. D. (1998). Reactions of leaders to
360-degree feedback from subordinates and
peers. Leadership Quarterly, 9(4), 427–448.
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direc
t=true&db=bth&AN=1312946&site=ehost-live&scope=site
UNIT VII STUDY GUIDE
360-Degree Feedback
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=90060977&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=90060977&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direct=true&db=bth&AN=1312
946&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direct=true&db=bth&AN=1312
946&site=ehost-live&scope=site
LDR 6302, Current Issues in Leadership 2
UNIT x STUDY GUIDE
Title
Frangos, C. (2015). How Cisco gets brutally honest feedback to
top leaders. Harvard Business Review Digital
Articles, 2–5.
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=118685667&site=ehost-
live&scope=site
Tornow, W. W., & London, M. (1998). 360-degree feedback:
The leadership challenges. Leadership in Action,
18(1), 1–13.
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=18976724&site=ehost-
live&scope=site
Unit Lesson
You are the manager of your department. How do you provide
feedback to your employees? Do you simply
give a performance evaluation annually? Do you feel that is
enough? What happens if you notice that one of
your employees is struggling with customer service? You want
to help that employee improve, but, in this
case, a traditional performance evaluation may not be helpful.
So, what do you do now?
In this unit, we will look at the power of 360-degree feedback.
What is 360-degree feedback? According to
Custom Insight (n.d.), 360-degree feedback is a full circle of
feedback about an employee that the leader or
manager receives from subordinates, peers, suppliers, and other
business agencies. The feedback is
provided in both a qualitative and quantitative rating scale
(Custom Insight, n.d.). The purpose of any type of
feedback is to improve behavior by highlighting both the
strengths and weaknesses that need adjustment. As
with any feedback, it is the receiver of this information (the
employee) who has to make the adjustment. This
requires knowing one’s self and putting a set of processes in
place to make improvements where needed as
well as continuing to foster good relations that already exist.
The graphic below shows the concept of 360-degree feedback:
The process of developing effective 360-degree feedback
involves several key steps. London and Beatty
(1993) highlighted three major steps in providing 360-degree
feedback:
• Communicate the purpose. What is going right, and what
needs improvement?
• Develop the content and format of the survey. What is being
measured? Measurements must reflect
leadership performance, interaction with others, communication,
problem solving, team abilities, and
more.
• Produce a report that highlights the metric measurements with
scores and qualitative information that
allows the leader to review and make improvements where
needed.
The graphic depicts 360-degree feedback.
(Adapted from Bracken & Church, 2013)
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=118685667&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=118685667&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=18976724&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=18976724&site=ehost-live&scope=site
LDR 6302, Current Issues in Leadership 3
UNIT x STUDY GUIDE
Title
We know that typical leader-to-employee feedback is a powerful
tool that is used to reinforce or correct
behavior, but 360-degree feedback is a type of full-circle
feedback that is provided to an employee’s leader or
manager. In the article “How Cisco Gets Brutally Honest
Feedback to Top Leaders,” Frangos (2015) outlines
the executive 360-feedback assessment that identifies,
measures, and profiles the strengths, goals, areas for
improvement, and best ways to leverage these aspects.
Cisco Systems Example
Cisco Systems is a technology company that produces routers,
Internet servers, and Internet security
systems. Their mission and objective are to obtain 360-degree
feedback on their products from their
customers.
According to Frangos (2015), Cisco’s 360-degree feedback is
organized into two main parts. First, there is the
quantitative evaluation, as discussed above, from London and
Beatty (1993). Measurement areas are scored
on a rating scale where a low score indicates that immediate
action is required for improvement, and a high
score indicates that little to no action is required but, instead, a
maintaining posture is initiated. The scores
and topical areas are based on industry standard measurements.
The second part is qualitative. Frangos
(2015) noted that the qualitative segment provides written, in-
depth comments from peers, supervisors, and
suppliers based on the same measurement areas above. More
detail is expected in the qualitative
measurement, which provides more exact feedback to the leader.
The review is conducted every 18 months and provides the
leader with modified strength, weakness,
opportunity, and improvement areas. As Frangos (2015) noted,
the 360-degree process is brutally honest and
transparent as it provides five major benefits to the company
and individuals. This process is executed by
exposing liabilities that the leader has, by improving executive
readiness, by accessing how leaders work in
groups and team environments, and by allowing the board of
directors to review scores and make
recommendations with follow-on positions that will grow the
company.
The graphic below shows what this process of implementing
360-degree feedback may look like:
Feedback Measurements
The link provided below displays an example of measurement
areas in a 360-degree feedback survey. Note:
Not every survey is the same, but the survey is divided into
categories: middle- to upper-level management,
organizational leader, and non-manager. The following resource
is optional.
Custom Insight. (n.d.). Sample 360 degree feedback surveys.
http://www.custominsight.com/360-degree-
feedback/sample-360-feedback-surveys.asp
The graphic depicts how 360-degree feedback may be
implemented.
http://www.custominsight.com/360-degree-feedback/sample-
360-feedback-surveys.asp
http://www.custominsight.com/360-degree-feedback/sample-
360-feedback-surveys.asp
LDR 6302, Current Issues in Leadership 4
UNIT x STUDY GUIDE
Title
How does 360-degree feedback tie into employee motivation?
First, take the time to review the optional link
above, and look at the measured areas for the leader. They are
quite detailed and focused both on mission
and people. The answer is simple; improve the quality of
interaction with superiors, customers, and suppliers
so that the corporate mission, objectives, and goals can be
attained. If goals are being met, and the mission is
accomplished, the company is growing. If the quality of life for
workers on the job improves and if leadership
is more open and has empathy, then this transitions to goals
being met.
The chart below, for example, demonstrates feedback that might
be given to an employee on motivation and
morale:
Criteria: Character Score (1-5)
1. Understands own strengths and opportunities
for improvement
2. Seeks out feedback
3. Avoids negativity and hidden agendas
4. Supports organization’s mission and vision
5. Shows professionalism in interactions with
colleagues and clients
Putting It All Together
Take a look at the career options that Cisco provides by clicking
the link provided below. The resource is
optional.
Cisco. (n.d.). Careers home.
http://www.cisco.com/c/en/us/about/careers.html
From the careers link, you can see the organization’s mission
statement, which focuses on people,
processes, and innovation (Cisco, n.d.). Cisco states that they
aim to make a positive difference in the world.
The key takeaway from this statement is twofold—(1)
promoting employee and customer connections and (2)
making meaningful improvements in product development that
deliver customer satisfaction. Hence, we see
the underlying foundation of 360-degree feedback as outlined
by Frangos (2015) come to fruition on the
company’s website. Adding value is what Cisco and other
companies strive to accomplish. Superior
leadership influences and creates synergies that allow the
business to expand and make a difference in
society’s needs.
You have to know where you are going in order to get there.
Hence, your vision is the end statement of your
organization. Where do you want the products to be in five
years? In five years, where do we want Leader A
to be? How do we get this person to this point? What training,
assignments, and experiences do we need to
give him or her? Finally, the underlying component here is 360-
degree feedback. The feedback is full
spectrum as you have seen from the diagrams in the lesson.
With 360-degree feedback, leaders are able to
digest, access, and take action to make improvements to meet
individual needs as well as corporate
objectives.
Look at yourself in this process. What is your vision after you
complete all of your course work? Next, you
have to put a plan together to attain this vision. This plan will
contain your mission statement (i.e., how you
will do it). You may find that in order to be competitive to meet
mission goals and objectives, you might have
to earn certificates that are specialized for the job. You might
have to improve on any weak areas. You might
have to get more involved with your community and take on a
leadership position in a club, for example. The
criteria will be different for everyone. The main point is that
you need to personally access where you are
now, where you need to go, and what you need to do to get
there. All along the way, you need to request
feedback from people you work with on where you need to
improve.
http://www.cisco.com/c/en/us/about/careers.html
LDR 6302, Current Issues in Leadership 5
UNIT x STUDY GUIDE
Title
References
Bracken, D. W., & Church, A. H. (2013). The "new"
performance management paradigm: Capitalizing on the
unrealized potential of 360 degree feedback. People and
Strategy, 36(2), 34–40.
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=90060977&site=ehost-
live&scope=site
Cisco. (n.d.). Careers home.
http://www.cisco.com/c/en/us/about/careers.html
Custom Insight. (n.d.). What is 360 degree feedback?
http://www.custominsight.com/360-degree-
feedback/what-is-360-degree-feedback.asp
Frangos, C. (2015). How Cisco gets brutally honest feedback to
top leaders. Harvard Business Review Digital
Articles, 2–5.
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=118685667&site=ehost-
live&scope=site
London, M., & Beatty, R. W. (1993). 360-degree feedback as a
competitive advantage. Human Resource
Management, 32(2/3), 353–372.
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=7223235&site=ehost-
live&scope=site
Suggested Unit Resources
In order to access the following resources, click the links
below.
The following resource, which is referenced in the Unit VII
Lesson, includes a detailed description of 360-
degree feedback and how it can be used.
Custom Insight. (n.d.). What is 360 degree feedback?
http://www.custominsight.com/360-degree-
feedback/what-is-360-degree-feedback.asp
The following article explains the benefits of leadership
transparency and two-way feedback. Benefits include
confidence and a better understanding of self.
Jupp, C. (2016). In my opinion: Feedback has two-way
advantages. Mortgage Strategy (Online Edition), 7.
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=118894913&site=ehost-
live&scope=site
This final resource includes the ways feedback can be used to
increase one’s role within an organization.
Latson, A. (2014). The real impact of leadership. Canadian
Manager, 39(3), 23–24.
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=102775981&site=ehost-
live&scope=site
http://www.custominsight.com/360-degree-feedback/what-is-
360-degree-feedback.asp
http://www.custominsight.com/360-degree-feedback/what-is-
360-degree-feedback.asp
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=118894913&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=118894913&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=102775981&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://search.ebscohost.com/login.aspx?direct=true&db=bt
h&AN=102775981&site=ehost-live&scope=site
Unit VII Research Paper
Instructions
In this unit, we discussed 360-degree feedback. During this
assignment, you will take this concept a step further and
research best practices. Additionally, you will consider how you
can use them as a part of your professional career.
Start by researching best practices for 360-degree feedback, and
research how leaders/organizations implement it. Then, begin to
consider how you would like to handle feedback with your own
subordinates.
Your research paper should meet the following criteria:
· Include an introduction.
· Explain 360-degree best practices and implementation plans.
· Include examples of organizations' use of feedback and your
evaluation of its effectiveness.
· Explain how you will use feedback with your own employees
in your future career.
· Evaluate how you will use 360-degree feedback to increase
employee motivation and morale.
Your research paper should be a minimum of three pages in
length, not counting the title and reference pages. You are
required to use at least three outside sources to support your
ideas, one of which must be from the CSU Online Library. All
sources used must be cited and referenced according to APA
style.
Ten- page research paper
This Individual project will consist of a ten-page minimum
research paper (APA format) outlining a domestic based
company of your choice and incorporating the external
influences that affect international business.
The Domestic base company I decided to choose was Nike Inc.
Case Study
Questions needs to be answered in complete sentences and
thoroughly as possible.
TOMMY HILFIGER
1. Discuss the applicability of each international marketing
orientation (as
out lined in your text) to HILFIGER’s global operations.
2. How might the global recession such as the one in 2008
impact Hilfiger's global
operations?
3. What are the major competitive advantages that Hilfiger has?
4. As CEO of Hillier, discuss the economic considerations,
alteration costs and
potential obstacles in international pricing that may impact
Hilfiger.
International Business WorkEach quiz needs to be answered .docx

Recomendados

Find the application summary for a recent Baldrige recipient on the .pdf por
Find the application summary for a recent Baldrige recipient on the .pdfFind the application summary for a recent Baldrige recipient on the .pdf
Find the application summary for a recent Baldrige recipient on the .pdfarrowmobile
3 vistas4 diapositivas
Mpb self administered_interview_guidec por
Mpb self administered_interview_guidecMpb self administered_interview_guidec
Mpb self administered_interview_guidecMark Bidinger
350 vistas15 diapositivas
LASA 2—Capstone Strategic AuditIn this assignment students integ.docx por
LASA 2—Capstone Strategic AuditIn this assignment students integ.docxLASA 2—Capstone Strategic AuditIn this assignment students integ.docx
LASA 2—Capstone Strategic AuditIn this assignment students integ.docxDIPESH30
3 vistas7 diapositivas
PA (2).docx por
PA (2).docxPA (2).docx
PA (2).docxpauline234567
2 vistas47 diapositivas
1 OL 665 Final Project Guidelines and Rubric Over.docx por
1 OL 665 Final Project Guidelines and Rubric  Over.docx1 OL 665 Final Project Guidelines and Rubric  Over.docx
1 OL 665 Final Project Guidelines and Rubric Over.docxaulasnilda
4 vistas22 diapositivas
1 OL 665 Final Project Guidelines and Rubric Over.docx por
1 OL 665 Final Project Guidelines and Rubric  Over.docx1 OL 665 Final Project Guidelines and Rubric  Over.docx
1 OL 665 Final Project Guidelines and Rubric Over.docxjeremylockett77
1 vista22 diapositivas

Más contenido relacionado

Similar a International Business WorkEach quiz needs to be answered .docx

Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx por
Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docxDeliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx
Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docxsimonithomas47935
4 vistas71 diapositivas
Assignment 1 Organizational theory and behavior (2 pages) Current or.docx por
Assignment 1 Organizational theory and behavior (2 pages) Current or.docxAssignment 1 Organizational theory and behavior (2 pages) Current or.docx
Assignment 1 Organizational theory and behavior (2 pages) Current or.docxfelicitytaft14745
4 vistas4 diapositivas
Busn 412 business policy complete class por
Busn 412 business policy complete classBusn 412 business policy complete class
Busn 412 business policy complete classWalter Bartlett
242 vistas9 diapositivas
Busn412 full course latest 2015 september except week 8 course project por
Busn412 full course latest 2015 september except week 8 course projectBusn412 full course latest 2015 september except week 8 course project
Busn412 full course latest 2015 september except week 8 course projectLaynebaril
46 vistas11 diapositivas
Mgt 660 strategic management new por
Mgt 660 strategic management newMgt 660 strategic management new
Mgt 660 strategic management newNsgCourses
174 vistas17 diapositivas
Busn412 full course latest 2015 september except week 8 course project por
Busn412 full course latest 2015 september except week 8 course projectBusn412 full course latest 2015 september except week 8 course project
Busn412 full course latest 2015 september except week 8 course projectLaynebaril
16 vistas11 diapositivas

Similar a International Business WorkEach quiz needs to be answered .docx(20)

Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx por simonithomas47935
Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docxDeliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx
Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx
Assignment 1 Organizational theory and behavior (2 pages) Current or.docx por felicitytaft14745
Assignment 1 Organizational theory and behavior (2 pages) Current or.docxAssignment 1 Organizational theory and behavior (2 pages) Current or.docx
Assignment 1 Organizational theory and behavior (2 pages) Current or.docx
Busn 412 business policy complete class por Walter Bartlett
Busn 412 business policy complete classBusn 412 business policy complete class
Busn 412 business policy complete class
Walter Bartlett242 vistas
Busn412 full course latest 2015 september except week 8 course project por Laynebaril
Busn412 full course latest 2015 september except week 8 course projectBusn412 full course latest 2015 september except week 8 course project
Busn412 full course latest 2015 september except week 8 course project
Laynebaril46 vistas
Mgt 660 strategic management new por NsgCourses
Mgt 660 strategic management newMgt 660 strategic management new
Mgt 660 strategic management new
NsgCourses174 vistas
Busn412 full course latest 2015 september except week 8 course project por Laynebaril
Busn412 full course latest 2015 september except week 8 course projectBusn412 full course latest 2015 september except week 8 course project
Busn412 full course latest 2015 september except week 8 course project
Laynebaril16 vistas
Busn412 full course latest 2015 september except week 8 course project por Laynebaril
Busn412 full course latest 2015 september except week 8 course projectBusn412 full course latest 2015 september except week 8 course project
Busn412 full course latest 2015 september except week 8 course project
Laynebaril22 vistas
Busn412 full course latest 2015 september except week 8 course project por Laynebaril
Busn412 full course latest 2015 september except week 8 course projectBusn412 full course latest 2015 september except week 8 course project
Busn412 full course latest 2015 september except week 8 course project
Laynebaril29 vistas
Busn412 full course latest 2015 september except week 8 course project por Laynebaril
Busn412 full course latest 2015 september except week 8 course projectBusn412 full course latest 2015 september except week 8 course project
Busn412 full course latest 2015 september except week 8 course project
Laynebaril22 vistas
Busn412 full course latest 2015 september except week 8 course project por Laynebaril
Busn412 full course latest 2015 september except week 8 course projectBusn412 full course latest 2015 september except week 8 course project
Busn412 full course latest 2015 september except week 8 course project
Laynebaril18 vistas
Part 1 Post a ResponseLeadership is the ability to influence ot.docx por danhaley45372
Part 1 Post a ResponseLeadership is the ability to influence ot.docxPart 1 Post a ResponseLeadership is the ability to influence ot.docx
Part 1 Post a ResponseLeadership is the ability to influence ot.docx
danhaley453725 vistas
BUS411Unit IIHow much of an impact does the maturity level o.docx por RAHUL126667
BUS411Unit IIHow much of an impact does the maturity level o.docxBUS411Unit IIHow much of an impact does the maturity level o.docx
BUS411Unit IIHow much of an impact does the maturity level o.docx
RAHUL1266678 vistas
Ignou mba solved assignmnets call us at - 08263069601 por smumbahelp
Ignou mba solved assignmnets   call us at - 08263069601Ignou mba solved assignmnets   call us at - 08263069601
Ignou mba solved assignmnets call us at - 08263069601
smumbahelp30 vistas
-Group Project OutlineHealth Behavior Theory Analysis Report por SilvaGraf83
-Group Project OutlineHealth Behavior Theory Analysis Report-Group Project OutlineHealth Behavior Theory Analysis Report
-Group Project OutlineHealth Behavior Theory Analysis Report
SilvaGraf833 vistas
-Group Project OutlineHealth Behavior Theory Analysis Report por MartineMccracken314
-Group Project OutlineHealth Behavior Theory Analysis Report-Group Project OutlineHealth Behavior Theory Analysis Report
-Group Project OutlineHealth Behavior Theory Analysis Report
Assignment #4 – Business 100 Name Background information ne.docx por davezstarr61655
Assignment #4 – Business 100 Name Background information ne.docxAssignment #4 – Business 100 Name Background information ne.docx
Assignment #4 – Business 100 Name Background information ne.docx
davezstarr616554 vistas
1. According to the Week 5 lecture, why do most businesses fail wi.docx por SONU61709
1. According to the Week 5 lecture, why do most businesses fail wi.docx1. According to the Week 5 lecture, why do most businesses fail wi.docx
1. According to the Week 5 lecture, why do most businesses fail wi.docx
SONU617094 vistas
NameDateCourse PSA Title _______________________.docx por pauline234567
NameDateCourse PSA Title _______________________.docxNameDateCourse PSA Title _______________________.docx
NameDateCourse PSA Title _______________________.docx
pauline23456722 vistas
Write a 3-6 page business report that describes a needed change or i.docx por owenhall46084
Write a 3-6 page business report that describes a needed change or i.docxWrite a 3-6 page business report that describes a needed change or i.docx
Write a 3-6 page business report that describes a needed change or i.docx
owenhall460844 vistas

Más de LaticiaGrissomzz

Methadone has a more than 30-year history of use in the treatment of.docx por
Methadone has a more than 30-year history of use in the treatment of.docxMethadone has a more than 30-year history of use in the treatment of.docx
Methadone has a more than 30-year history of use in the treatment of.docxLaticiaGrissomzz
81 vistas1 diapositiva
MGMT665, MBA CapstoneLive Chat #3 Focus on Organizatio.docx por
MGMT665, MBA CapstoneLive Chat #3  Focus on Organizatio.docxMGMT665, MBA CapstoneLive Chat #3  Focus on Organizatio.docx
MGMT665, MBA CapstoneLive Chat #3 Focus on Organizatio.docxLaticiaGrissomzz
35 vistas73 diapositivas
MEDICAL IMAGING THROUGH HEALTHCARE 17MEDICAL IMAGING THRO.docx por
MEDICAL IMAGING THROUGH HEALTHCARE 17MEDICAL IMAGING THRO.docxMEDICAL IMAGING THROUGH HEALTHCARE 17MEDICAL IMAGING THRO.docx
MEDICAL IMAGING THROUGH HEALTHCARE 17MEDICAL IMAGING THRO.docxLaticiaGrissomzz
3 vistas18 diapositivas
minimum of 750 words   explain how would you be able to contribu.docx por
minimum of 750 words   explain how would you be able to contribu.docxminimum of 750 words   explain how would you be able to contribu.docx
minimum of 750 words   explain how would you be able to contribu.docxLaticiaGrissomzz
2 vistas1 diapositiva
Mass MurderersIn the aftermath of mass murders, the news media a.docx por
Mass MurderersIn the aftermath of mass murders, the news media a.docxMass MurderersIn the aftermath of mass murders, the news media a.docx
Mass MurderersIn the aftermath of mass murders, the news media a.docxLaticiaGrissomzz
4 vistas2 diapositivas
Marketing Plan Goals, Objectives, and Strategy WorksheetIII.M.docx por
Marketing Plan Goals, Objectives, and Strategy WorksheetIII.M.docxMarketing Plan Goals, Objectives, and Strategy WorksheetIII.M.docx
Marketing Plan Goals, Objectives, and Strategy WorksheetIII.M.docxLaticiaGrissomzz
9 vistas19 diapositivas

Más de LaticiaGrissomzz(20)

Methadone has a more than 30-year history of use in the treatment of.docx por LaticiaGrissomzz
Methadone has a more than 30-year history of use in the treatment of.docxMethadone has a more than 30-year history of use in the treatment of.docx
Methadone has a more than 30-year history of use in the treatment of.docx
LaticiaGrissomzz81 vistas
MGMT665, MBA CapstoneLive Chat #3 Focus on Organizatio.docx por LaticiaGrissomzz
MGMT665, MBA CapstoneLive Chat #3  Focus on Organizatio.docxMGMT665, MBA CapstoneLive Chat #3  Focus on Organizatio.docx
MGMT665, MBA CapstoneLive Chat #3 Focus on Organizatio.docx
LaticiaGrissomzz35 vistas
MEDICAL IMAGING THROUGH HEALTHCARE 17MEDICAL IMAGING THRO.docx por LaticiaGrissomzz
MEDICAL IMAGING THROUGH HEALTHCARE 17MEDICAL IMAGING THRO.docxMEDICAL IMAGING THROUGH HEALTHCARE 17MEDICAL IMAGING THRO.docx
MEDICAL IMAGING THROUGH HEALTHCARE 17MEDICAL IMAGING THRO.docx
LaticiaGrissomzz3 vistas
minimum of 750 words   explain how would you be able to contribu.docx por LaticiaGrissomzz
minimum of 750 words   explain how would you be able to contribu.docxminimum of 750 words   explain how would you be able to contribu.docx
minimum of 750 words   explain how would you be able to contribu.docx
LaticiaGrissomzz2 vistas
Mass MurderersIn the aftermath of mass murders, the news media a.docx por LaticiaGrissomzz
Mass MurderersIn the aftermath of mass murders, the news media a.docxMass MurderersIn the aftermath of mass murders, the news media a.docx
Mass MurderersIn the aftermath of mass murders, the news media a.docx
LaticiaGrissomzz4 vistas
Marketing Plan Goals, Objectives, and Strategy WorksheetIII.M.docx por LaticiaGrissomzz
Marketing Plan Goals, Objectives, and Strategy WorksheetIII.M.docxMarketing Plan Goals, Objectives, and Strategy WorksheetIII.M.docx
Marketing Plan Goals, Objectives, and Strategy WorksheetIII.M.docx
LaticiaGrissomzz9 vistas
MGT 4337 Business Policy and Decision Making Module 3 .docx por LaticiaGrissomzz
MGT 4337 Business Policy and Decision Making        Module 3 .docxMGT 4337 Business Policy and Decision Making        Module 3 .docx
MGT 4337 Business Policy and Decision Making Module 3 .docx
LaticiaGrissomzz12 vistas
minimum of 5 outside peer-reviewed sources cited and referenced in t.docx por LaticiaGrissomzz
minimum of 5 outside peer-reviewed sources cited and referenced in t.docxminimum of 5 outside peer-reviewed sources cited and referenced in t.docx
minimum of 5 outside peer-reviewed sources cited and referenced in t.docx
LaticiaGrissomzz4 vistas
Measuring the Economy’s PerformanceFor this assignment, you .docx por LaticiaGrissomzz
Measuring the Economy’s PerformanceFor this assignment, you .docxMeasuring the Economy’s PerformanceFor this assignment, you .docx
Measuring the Economy’s PerformanceFor this assignment, you .docx
LaticiaGrissomzz5 vistas
MesoAmerican Culture   Choose 1 (Environment, Trade, Religion, Po.docx por LaticiaGrissomzz
MesoAmerican Culture   Choose 1 (Environment, Trade, Religion, Po.docxMesoAmerican Culture   Choose 1 (Environment, Trade, Religion, Po.docx
MesoAmerican Culture   Choose 1 (Environment, Trade, Religion, Po.docx
LaticiaGrissomzz3 vistas
Minimum of 200 words Briefly share a situation in which you h.docx por LaticiaGrissomzz
Minimum of 200 words Briefly share a situation in which you h.docxMinimum of 200 words Briefly share a situation in which you h.docx
Minimum of 200 words Briefly share a situation in which you h.docx
LaticiaGrissomzz8 vistas
Microaggressions are common in the workplace. Literally, each day th.docx por LaticiaGrissomzz
Microaggressions are common in the workplace. Literally, each day th.docxMicroaggressions are common in the workplace. Literally, each day th.docx
Microaggressions are common in the workplace. Literally, each day th.docx
LaticiaGrissomzz5 vistas
Midterm ExamInstructionsYou have one hour to take the exam onc.docx por LaticiaGrissomzz
Midterm ExamInstructionsYou have one hour to take the exam onc.docxMidterm ExamInstructionsYou have one hour to take the exam onc.docx
Midterm ExamInstructionsYou have one hour to take the exam onc.docx
LaticiaGrissomzz4 vistas
MGT3045 WK 4 Discussion $8.00You are an HR specialist for a na.docx por LaticiaGrissomzz
MGT3045 WK 4 Discussion $8.00You are an HR specialist for a na.docxMGT3045 WK 4 Discussion $8.00You are an HR specialist for a na.docx
MGT3045 WK 4 Discussion $8.00You are an HR specialist for a na.docx
LaticiaGrissomzz6 vistas
MGT576 v1Learning OrganizationsMGT576 v1Page 3 of 3Lea.docx por LaticiaGrissomzz
MGT576 v1Learning OrganizationsMGT576 v1Page 3 of 3Lea.docxMGT576 v1Learning OrganizationsMGT576 v1Page 3 of 3Lea.docx
MGT576 v1Learning OrganizationsMGT576 v1Page 3 of 3Lea.docx
LaticiaGrissomzz8 vistas
Meeting or Beating Analyst Expectations in thePost-Scandals .docx por LaticiaGrissomzz
Meeting or Beating Analyst Expectations in thePost-Scandals .docxMeeting or Beating Analyst Expectations in thePost-Scandals .docx
Meeting or Beating Analyst Expectations in thePost-Scandals .docx
LaticiaGrissomzz4 vistas
Merge all the parts from Module 3, 4, 5, & 6 Assignments including t.docx por LaticiaGrissomzz
Merge all the parts from Module 3, 4, 5, & 6 Assignments including t.docxMerge all the parts from Module 3, 4, 5, & 6 Assignments including t.docx
Merge all the parts from Module 3, 4, 5, & 6 Assignments including t.docx
LaticiaGrissomzz24 vistas
MEMODate SEPTEMBER 29, 2022 To CITY OF COLUMBUS MA.docx por LaticiaGrissomzz
MEMODate     SEPTEMBER 29, 2022 To       CITY OF COLUMBUS MA.docxMEMODate     SEPTEMBER 29, 2022 To       CITY OF COLUMBUS MA.docx
MEMODate SEPTEMBER 29, 2022 To CITY OF COLUMBUS MA.docx
LaticiaGrissomzz3 vistas
Memo ToSally JonesFromJames StudentDate Ja.docx por LaticiaGrissomzz
Memo        ToSally JonesFromJames StudentDate Ja.docxMemo        ToSally JonesFromJames StudentDate Ja.docx
Memo ToSally JonesFromJames StudentDate Ja.docx
LaticiaGrissomzz2 vistas
Metabolic acidosis A decrease in serum HCO3 of less than 24 mEqL.docx por LaticiaGrissomzz
Metabolic acidosis A decrease in serum HCO3 of less than 24 mEqL.docxMetabolic acidosis A decrease in serum HCO3 of less than 24 mEqL.docx
Metabolic acidosis A decrease in serum HCO3 of less than 24 mEqL.docx
LaticiaGrissomzz4 vistas

Último

Dance KS5 Breakdown por
Dance KS5 BreakdownDance KS5 Breakdown
Dance KS5 BreakdownWestHatch
86 vistas2 diapositivas
The basics - information, data, technology and systems.pdf por
The basics - information, data, technology and systems.pdfThe basics - information, data, technology and systems.pdf
The basics - information, data, technology and systems.pdfJonathanCovena1
126 vistas1 diapositiva
ISO/IEC 27001 and ISO/IEC 27005: Managing AI Risks Effectively por
ISO/IEC 27001 and ISO/IEC 27005: Managing AI Risks EffectivelyISO/IEC 27001 and ISO/IEC 27005: Managing AI Risks Effectively
ISO/IEC 27001 and ISO/IEC 27005: Managing AI Risks EffectivelyPECB
598 vistas18 diapositivas
Recap of our Class por
Recap of our ClassRecap of our Class
Recap of our ClassCorinne Weisgerber
81 vistas15 diapositivas
Collective Bargaining and Understanding a Teacher Contract(16793704.1).pptx por
Collective Bargaining and Understanding a Teacher Contract(16793704.1).pptxCollective Bargaining and Understanding a Teacher Contract(16793704.1).pptx
Collective Bargaining and Understanding a Teacher Contract(16793704.1).pptxCenter for Integrated Training & Education
94 vistas57 diapositivas
Jibachha publishing Textbook.docx por
Jibachha publishing Textbook.docxJibachha publishing Textbook.docx
Jibachha publishing Textbook.docxDrJibachhaSahVetphys
47 vistas14 diapositivas

Último(20)

Dance KS5 Breakdown por WestHatch
Dance KS5 BreakdownDance KS5 Breakdown
Dance KS5 Breakdown
WestHatch86 vistas
The basics - information, data, technology and systems.pdf por JonathanCovena1
The basics - information, data, technology and systems.pdfThe basics - information, data, technology and systems.pdf
The basics - information, data, technology and systems.pdf
JonathanCovena1126 vistas
ISO/IEC 27001 and ISO/IEC 27005: Managing AI Risks Effectively por PECB
ISO/IEC 27001 and ISO/IEC 27005: Managing AI Risks EffectivelyISO/IEC 27001 and ISO/IEC 27005: Managing AI Risks Effectively
ISO/IEC 27001 and ISO/IEC 27005: Managing AI Risks Effectively
PECB 598 vistas
AUDIENCE - BANDURA.pptx por iammrhaywood
AUDIENCE - BANDURA.pptxAUDIENCE - BANDURA.pptx
AUDIENCE - BANDURA.pptx
iammrhaywood89 vistas
REPRESENTATION - GAUNTLET.pptx por iammrhaywood
REPRESENTATION - GAUNTLET.pptxREPRESENTATION - GAUNTLET.pptx
REPRESENTATION - GAUNTLET.pptx
iammrhaywood107 vistas
How to empty an One2many field in Odoo por Celine George
How to empty an One2many field in OdooHow to empty an One2many field in Odoo
How to empty an One2many field in Odoo
Celine George72 vistas
Solar System and Galaxies.pptx por DrHafizKosar
Solar System and Galaxies.pptxSolar System and Galaxies.pptx
Solar System and Galaxies.pptx
DrHafizKosar94 vistas
Classification of crude drugs.pptx por GayatriPatra14
Classification of crude drugs.pptxClassification of crude drugs.pptx
Classification of crude drugs.pptx
GayatriPatra1492 vistas
EIT-Digital_Spohrer_AI_Intro 20231128 v1.pptx por ISSIP
EIT-Digital_Spohrer_AI_Intro 20231128 v1.pptxEIT-Digital_Spohrer_AI_Intro 20231128 v1.pptx
EIT-Digital_Spohrer_AI_Intro 20231128 v1.pptx
ISSIP379 vistas
BÀI TẬP BỔ TRỢ TIẾNG ANH 11 THEO ĐƠN VỊ BÀI HỌC - CẢ NĂM - CÓ FILE NGHE (GLOB... por Nguyen Thanh Tu Collection
BÀI TẬP BỔ TRỢ TIẾNG ANH 11 THEO ĐƠN VỊ BÀI HỌC - CẢ NĂM - CÓ FILE NGHE (GLOB...BÀI TẬP BỔ TRỢ TIẾNG ANH 11 THEO ĐƠN VỊ BÀI HỌC - CẢ NĂM - CÓ FILE NGHE (GLOB...
BÀI TẬP BỔ TRỢ TIẾNG ANH 11 THEO ĐƠN VỊ BÀI HỌC - CẢ NĂM - CÓ FILE NGHE (GLOB...
11.30.23 Poverty and Inequality in America.pptx por mary850239
11.30.23 Poverty and Inequality in America.pptx11.30.23 Poverty and Inequality in America.pptx
11.30.23 Poverty and Inequality in America.pptx
mary850239167 vistas
The Accursed House by Émile Gaboriau por DivyaSheta
The Accursed House  by Émile GaboriauThe Accursed House  by Émile Gaboriau
The Accursed House by Émile Gaboriau
DivyaSheta212 vistas

International Business WorkEach quiz needs to be answered .docx

  • 1. International Business Work Each quiz needs to be answered in a four-page minimum APA style research paper. Title page and references page are not included in page count. Don’t worry about adding this page after the title page which is stated in the lower instruction. However, please restate each question in the paper before answering it. Please answer each question thoroughly. Research must be done where applicable. Your grade is contingent upon the in- depthness of the responses given. The minimum/maximum length of this paper is four pages. Quiz 1 1. Explain the impact of the recent hurricane/disasters to the import export system. 2. You have a manufacturer company that produces tennis shoes (XY2 Company). You have decided that you would like to market your product to Indonesia. Determine the differences in attitude, values, and norms: relationship with the U.S, regarding business operations, and how to alleviate any barriers that may exist in doing business with your company. 3. You are the CEO of a cough syrup company (666 Cough Syrup). Taking into consideration the legal and political system, the cultural barriers and the language barriers, how would you market your cough syrup to China? Give specific details on
  • 2. marketing promotion, distribution, and packaging. Quiz 2 1 . China is the largest country in the world. You are thinking about marketing your product in their country. Your information must be current (NLT 2008). You are to conduct a COMPARATIVE ANALYSIS between China and the United States. You are to determine the population of China, the mean gross income, the gross national product (GNP). It is suggested that you display your information in a table format however do not forget to cite your source. 2. Choose two countries from Africa and two countries from Asia. Conduct a COMPARATIVE ANALYSIS with inflation rates, interest rates, exchange rates in comparison with the United States. discuss the economic system of these countries. whether they are mixed economies, etc, discuss the economic slowdown and what factors could have contributed to it. discuss whether economies are moving toward private ownership and how. 3. You are the owner of a tennis shoe company. Taken into consideration all the issues presented in question 2, would you expand your market to the four countries in question 2. If so, what steps would you take relating to political policies, legal environment behavioral practices, and economic environment to gain access. Quiz 3
  • 3. 1. One of the Eastern Bloc countries has resulted in a transition from a command economy to a market economy. Explain the process, incentives, decontrols Hungarian’s government has/had to put in place to transition to a market economy. How long you think this process will take? As a manager, at what stage would you try to market your product/service to this country? Explain. 2. With regards to the various agreements/treaties discussed: EU, WTO, NAFTA, CARICOM, APEC. MERCOSUR, discuss any pending applications, advantages/implications for trade with the US and determine the mean GNP or GNI Current Issues in Leadership 1 Course Learning Outcomes for Unit VII
  • 4. Upon completion of this unit, students should be able to: 4. Evaluate how leaders use 360-degree feedback to improve their work performances. 4.1 Explain 360-degree feedback best practices. 4.2 Identify ways organizations use 360-degree feedback. 7. Analyze how leaders foster employee motivation and morale in an ever-changing workforce. 7.1 Examine ways that feedback can be used to increase employee motivation and morale. Course/Unit Learning Outcomes Learning Activity 4 Unit Lesson All Required Unit Resources Unit VII Research Paper 4.1 Unit Lesson All Required Unit Resources Unit VII Research Paper 4.2 Unit Lesson All Required Unit Resources Unit VII Research Paper 7 Unit Lesson Article: The "New" Performance Management Paradigm:
  • 5. Capitalizing on the Unrealized Potential of 360 Degree Feedback. Unit VII Research Paper 7.1 Unit Lesson Article: The "New" Performance Management Paradigm: Capitalizing on the Unrealized Potential of 360 Degree Feedback. Unit VII Research Paper Required Unit Resources In order to access the following resources, click the links below. Bracken, D. W., & Church, A. H. (2013). The "new" performance management paradigm: Capitalizing on the unrealized potential of 360 degree feedback. People and Strategy, 36(2), 34–40. https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=90060977&site=ehost- live&scope=site Facteau, C. L., & Facteau, J. D. (1998). Reactions of leaders to 360-degree feedback from subordinates and peers. Leadership Quarterly, 9(4), 427–448. https://libraryresources.columbiasouthern.edu/login?url=http://s earch.ebscohost.com/login.aspx?direc t=true&db=bth&AN=1312946&site=ehost-live&scope=site UNIT VII STUDY GUIDE
  • 6. 360-Degree Feedback https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=90060977&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=90060977&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?url=http://s earch.ebscohost.com/login.aspx?direct=true&db=bth&AN=1312 946&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?url=http://s earch.ebscohost.com/login.aspx?direct=true&db=bth&AN=1312 946&site=ehost-live&scope=site LDR 6302, Current Issues in Leadership 2 UNIT x STUDY GUIDE Title Frangos, C. (2015). How Cisco gets brutally honest feedback to top leaders. Harvard Business Review Digital Articles, 2–5. https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=118685667&site=ehost- live&scope=site Tornow, W. W., & London, M. (1998). 360-degree feedback: The leadership challenges. Leadership in Action, 18(1), 1–13. https://libraryresources.columbiasouthern.edu/login?auth=CAS
  • 7. &url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=18976724&site=ehost- live&scope=site Unit Lesson You are the manager of your department. How do you provide feedback to your employees? Do you simply give a performance evaluation annually? Do you feel that is enough? What happens if you notice that one of your employees is struggling with customer service? You want to help that employee improve, but, in this case, a traditional performance evaluation may not be helpful. So, what do you do now? In this unit, we will look at the power of 360-degree feedback. What is 360-degree feedback? According to Custom Insight (n.d.), 360-degree feedback is a full circle of feedback about an employee that the leader or manager receives from subordinates, peers, suppliers, and other business agencies. The feedback is provided in both a qualitative and quantitative rating scale (Custom Insight, n.d.). The purpose of any type of feedback is to improve behavior by highlighting both the strengths and weaknesses that need adjustment. As with any feedback, it is the receiver of this information (the employee) who has to make the adjustment. This requires knowing one’s self and putting a set of processes in place to make improvements where needed as well as continuing to foster good relations that already exist. The graphic below shows the concept of 360-degree feedback: The process of developing effective 360-degree feedback involves several key steps. London and Beatty (1993) highlighted three major steps in providing 360-degree
  • 8. feedback: • Communicate the purpose. What is going right, and what needs improvement? • Develop the content and format of the survey. What is being measured? Measurements must reflect leadership performance, interaction with others, communication, problem solving, team abilities, and more. • Produce a report that highlights the metric measurements with scores and qualitative information that allows the leader to review and make improvements where needed. The graphic depicts 360-degree feedback. (Adapted from Bracken & Church, 2013) https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=118685667&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=118685667&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=18976724&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=18976724&site=ehost-live&scope=site LDR 6302, Current Issues in Leadership 3 UNIT x STUDY GUIDE
  • 9. Title We know that typical leader-to-employee feedback is a powerful tool that is used to reinforce or correct behavior, but 360-degree feedback is a type of full-circle feedback that is provided to an employee’s leader or manager. In the article “How Cisco Gets Brutally Honest Feedback to Top Leaders,” Frangos (2015) outlines the executive 360-feedback assessment that identifies, measures, and profiles the strengths, goals, areas for improvement, and best ways to leverage these aspects. Cisco Systems Example Cisco Systems is a technology company that produces routers, Internet servers, and Internet security systems. Their mission and objective are to obtain 360-degree feedback on their products from their customers. According to Frangos (2015), Cisco’s 360-degree feedback is organized into two main parts. First, there is the quantitative evaluation, as discussed above, from London and Beatty (1993). Measurement areas are scored on a rating scale where a low score indicates that immediate action is required for improvement, and a high score indicates that little to no action is required but, instead, a maintaining posture is initiated. The scores and topical areas are based on industry standard measurements. The second part is qualitative. Frangos (2015) noted that the qualitative segment provides written, in- depth comments from peers, supervisors, and suppliers based on the same measurement areas above. More detail is expected in the qualitative
  • 10. measurement, which provides more exact feedback to the leader. The review is conducted every 18 months and provides the leader with modified strength, weakness, opportunity, and improvement areas. As Frangos (2015) noted, the 360-degree process is brutally honest and transparent as it provides five major benefits to the company and individuals. This process is executed by exposing liabilities that the leader has, by improving executive readiness, by accessing how leaders work in groups and team environments, and by allowing the board of directors to review scores and make recommendations with follow-on positions that will grow the company. The graphic below shows what this process of implementing 360-degree feedback may look like: Feedback Measurements The link provided below displays an example of measurement areas in a 360-degree feedback survey. Note: Not every survey is the same, but the survey is divided into categories: middle- to upper-level management, organizational leader, and non-manager. The following resource is optional. Custom Insight. (n.d.). Sample 360 degree feedback surveys. http://www.custominsight.com/360-degree- feedback/sample-360-feedback-surveys.asp The graphic depicts how 360-degree feedback may be implemented. http://www.custominsight.com/360-degree-feedback/sample- 360-feedback-surveys.asp
  • 11. http://www.custominsight.com/360-degree-feedback/sample- 360-feedback-surveys.asp LDR 6302, Current Issues in Leadership 4 UNIT x STUDY GUIDE Title How does 360-degree feedback tie into employee motivation? First, take the time to review the optional link above, and look at the measured areas for the leader. They are quite detailed and focused both on mission and people. The answer is simple; improve the quality of interaction with superiors, customers, and suppliers so that the corporate mission, objectives, and goals can be attained. If goals are being met, and the mission is accomplished, the company is growing. If the quality of life for workers on the job improves and if leadership is more open and has empathy, then this transitions to goals being met. The chart below, for example, demonstrates feedback that might be given to an employee on motivation and morale: Criteria: Character Score (1-5) 1. Understands own strengths and opportunities for improvement
  • 12. 2. Seeks out feedback 3. Avoids negativity and hidden agendas 4. Supports organization’s mission and vision 5. Shows professionalism in interactions with colleagues and clients Putting It All Together Take a look at the career options that Cisco provides by clicking the link provided below. The resource is optional. Cisco. (n.d.). Careers home. http://www.cisco.com/c/en/us/about/careers.html From the careers link, you can see the organization’s mission statement, which focuses on people, processes, and innovation (Cisco, n.d.). Cisco states that they aim to make a positive difference in the world. The key takeaway from this statement is twofold—(1) promoting employee and customer connections and (2) making meaningful improvements in product development that deliver customer satisfaction. Hence, we see the underlying foundation of 360-degree feedback as outlined by Frangos (2015) come to fruition on the company’s website. Adding value is what Cisco and other companies strive to accomplish. Superior
  • 13. leadership influences and creates synergies that allow the business to expand and make a difference in society’s needs. You have to know where you are going in order to get there. Hence, your vision is the end statement of your organization. Where do you want the products to be in five years? In five years, where do we want Leader A to be? How do we get this person to this point? What training, assignments, and experiences do we need to give him or her? Finally, the underlying component here is 360- degree feedback. The feedback is full spectrum as you have seen from the diagrams in the lesson. With 360-degree feedback, leaders are able to digest, access, and take action to make improvements to meet individual needs as well as corporate objectives. Look at yourself in this process. What is your vision after you complete all of your course work? Next, you have to put a plan together to attain this vision. This plan will contain your mission statement (i.e., how you will do it). You may find that in order to be competitive to meet mission goals and objectives, you might have to earn certificates that are specialized for the job. You might have to improve on any weak areas. You might have to get more involved with your community and take on a leadership position in a club, for example. The criteria will be different for everyone. The main point is that you need to personally access where you are now, where you need to go, and what you need to do to get there. All along the way, you need to request feedback from people you work with on where you need to improve.
  • 14. http://www.cisco.com/c/en/us/about/careers.html LDR 6302, Current Issues in Leadership 5 UNIT x STUDY GUIDE Title References Bracken, D. W., & Church, A. H. (2013). The "new" performance management paradigm: Capitalizing on the unrealized potential of 360 degree feedback. People and Strategy, 36(2), 34–40. https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=90060977&site=ehost- live&scope=site Cisco. (n.d.). Careers home. http://www.cisco.com/c/en/us/about/careers.html Custom Insight. (n.d.). What is 360 degree feedback? http://www.custominsight.com/360-degree- feedback/what-is-360-degree-feedback.asp Frangos, C. (2015). How Cisco gets brutally honest feedback to top leaders. Harvard Business Review Digital
  • 15. Articles, 2–5. https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=118685667&site=ehost- live&scope=site London, M., & Beatty, R. W. (1993). 360-degree feedback as a competitive advantage. Human Resource Management, 32(2/3), 353–372. https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=7223235&site=ehost- live&scope=site Suggested Unit Resources In order to access the following resources, click the links below. The following resource, which is referenced in the Unit VII Lesson, includes a detailed description of 360- degree feedback and how it can be used. Custom Insight. (n.d.). What is 360 degree feedback? http://www.custominsight.com/360-degree- feedback/what-is-360-degree-feedback.asp The following article explains the benefits of leadership transparency and two-way feedback. Benefits include confidence and a better understanding of self.
  • 16. Jupp, C. (2016). In my opinion: Feedback has two-way advantages. Mortgage Strategy (Online Edition), 7. https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=118894913&site=ehost- live&scope=site This final resource includes the ways feedback can be used to increase one’s role within an organization. Latson, A. (2014). The real impact of leadership. Canadian Manager, 39(3), 23–24. https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=102775981&site=ehost- live&scope=site http://www.custominsight.com/360-degree-feedback/what-is- 360-degree-feedback.asp http://www.custominsight.com/360-degree-feedback/what-is- 360-degree-feedback.asp https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=118894913&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=118894913&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?auth=CAS &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=102775981&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?auth=CAS
  • 17. &url=http://search.ebscohost.com/login.aspx?direct=true&db=bt h&AN=102775981&site=ehost-live&scope=site Unit VII Research Paper Instructions In this unit, we discussed 360-degree feedback. During this assignment, you will take this concept a step further and research best practices. Additionally, you will consider how you can use them as a part of your professional career. Start by researching best practices for 360-degree feedback, and research how leaders/organizations implement it. Then, begin to consider how you would like to handle feedback with your own subordinates. Your research paper should meet the following criteria: · Include an introduction. · Explain 360-degree best practices and implementation plans. · Include examples of organizations' use of feedback and your evaluation of its effectiveness. · Explain how you will use feedback with your own employees in your future career. · Evaluate how you will use 360-degree feedback to increase employee motivation and morale. Your research paper should be a minimum of three pages in length, not counting the title and reference pages. You are required to use at least three outside sources to support your ideas, one of which must be from the CSU Online Library. All sources used must be cited and referenced according to APA style. Ten- page research paper This Individual project will consist of a ten-page minimum
  • 18. research paper (APA format) outlining a domestic based company of your choice and incorporating the external influences that affect international business. The Domestic base company I decided to choose was Nike Inc. Case Study Questions needs to be answered in complete sentences and thoroughly as possible. TOMMY HILFIGER 1. Discuss the applicability of each international marketing orientation (as out lined in your text) to HILFIGER’s global operations. 2. How might the global recession such as the one in 2008 impact Hilfiger's global operations? 3. What are the major competitive advantages that Hilfiger has? 4. As CEO of Hillier, discuss the economic considerations, alteration costs and potential obstacles in international pricing that may impact Hilfiger.