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(2008, 2500 words)
The paper examines whether multinational corporations (MNC) are positively contributing to the economies of the developing countries. Theoretical approaches to the international HRM are reviewed assuming that Western multinational corporations tend to practice Western HRM policy in the host countries where they operate. The benefits of this practice are argued addressing HR issues in developing nations where Western HRM policies have not yet been fully practiced.
(2007, 2900 words)
The paper examines the 'M-form' (Matrix) and 'N-form' (Network) structures in multinational enterprises (MNE) outlining the factors imperative for the MNE global strategy development, identifying the differences between the two types of structures, discussing the criteria behind the choice of structure for MNE, etc.
(2008, 2500 words)
The paper examines the criteria used by a multinational corporation (MNC) to choose people for international assignments. Conditions are identified when MNC send home country executives and third party country executives to host countries to complete an assignment. It is discussed how leadership qualities, cultural adaptability and experience affect this decision. Skills, competences and attributes sought by MNC are outlined.
(2008, 10 000 words)
The basic aim of this dissertation is to investigate the dynamics of brand building and loyalty in the emerging economies. The specific research objectives for this project are to analyze the industry in which multinationals operate and evaluate the branding implications for various segments of these companies in context of the industry life cycle; to appraise critically the relevant brand building strategies in context of appropriate literature; and to formulate a brand building framework for multinational corporations operating in the emerging economies. The dissertation has used case study of electronics industry in China with case organizations Panasonic and Haier for the purpose of analysis. The methodology used is threefold i.e. case studies, semi-structured interviews, and secondary data collection. Proposal matching this dissertation is also available on our website under the name: C/B/934. Proposal: Brand Building and Loyalty for Multinational Corporations
(2008, 10 000 words and 1500 words)
The basic aim of this dissertation is to investigate the dynamics of brand building and loyalty in the emerging economies. The specific research objectives for this project are to analyze the industry in which multinationals operate and evaluate the branding implications for various segments of these companies in context of the industry life cycle; to appraise critically the relevant brand building strategies in context of appropriate literature; and to formulate a brand building framework for multinational corporations operating in the emerging economies. The dissertation has used case study of electronics industry in China with case organizations Panasonic and Haier for the purpose of analysis. The methodology used is threefold i.e. case studies, semi-structured interviews, and secondary data collection. Proposal for this dissertation is enclosed.
(2008, 1500 words)
The scope of this research is to investigate the dynamics of brand loyalty and brand building for multi-national corporations in emerging economies. The proposal includes an initial review of literature surrounding debate on localization and standardization of brand building and loyalty within multinationals; methodology comprising case studies, secondary data, and semi structured interviews; research ethics; techniques for data analysis; and potential outcomes. Dissertation matching this proposal is also available on our website under the name: C/B/932. Dissertation. Brand Building and Loyalty in Emerging Economies for Multinational Companies
(2007, 20 500 words)
The dissertation investigates the challenges of introducing modern Human Resource Management (HRM) in a developing country choosing Jordan as a case study. Literature on the international HRM is reviewed touching on the HRM practices in Jordanian organizations, the issues of HRM in multinational corporations (MNC), the industrial relations between local workers and their foreign managers, etc. The study is based on primary research carried out through questionnaires and interviews with foreign and local employees in Jordan, and on secondary research into HRM related literature. Conclusions are made about the influence of Jordanian HR practices on HRM in MNC and the applicability of the 'Best Practices' theory to the MNC operations in Jordan.
(2007, 1700 words)
The paper examines the reasons for expanding to China by Multinational companies. The macroeconomic benefits for the country and the multinationals are explored debating about the social and environmental consequences of the entry. The attractions of China's market, the system of low wages and other incentives for foreign direct investment (FDI) are analysed.
(2007, 1800 words)
The paper considers the assumption that large multinational corporations (MNC) and transnational corporations (TNC) are imperative to the well being of people in society. The role of globalisation in the emergence of the MNC and TNC is stated discussing the ways in which these firms can help societies, and the varying degrees to which such assistance is provided from firm to firm.
(2007, 1800 words)
The paper considers the assumption that large multinational corporations (MNC) and transnational corporations (TNC) are imperative to the well being of people in society. The role of globalisation in the emergence of the MNC and TNC is stated discussing the ways in which these firms can help societies, and the varying degrees to which such assistance is provided from firm to firm.
(2007, 3700 words)
The paper examines the reasons behind transferring HRM practices in multinational corporations (MNC) considering the economic, cultural and political aspects of the transfer. The transfer mechanisms are discussed arguing the development of standardised policies to converge national systems.
(2007, 5000 words)
This report analyses whether a socially responsible multinational company can gain a competitive advantage through the appropriate use of child labour. It is argued that the appropriate use of child labour can contribute to competitive advantage through brand loyalty and improving the relationship with stakeholders of the organisation. However, many factors such as the competition within the industry and the way ethical principles are interpreted can limit the extent of the competitive advantage.
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