you will apply decision-making to the process of international human resource management as you determine which of the four final applicants to hire into a global executive position.

You are a member of the management committee of a MNE that conducts business in 23 countries. While your company’s headquarters is located in the Netherlands, your regional offices are located fairly evenly throughout the four hemispheres. Primary markets have been in the European Union and North America; the strongest emerging market is the Pacific Rim. Company executives would like to develop what they see as a powerful potential market in the Middle East. Sales in all areas except the Pacific Rim have shown slow growth over the past two years.

At present, your company is seeking to restructure and revitalize its worldwide marketing efforts. To accomplish this, you have determined that you need to hire a key marketing person to introduce fresh ideas and a new perspective. There is no one currently in your company who is qualified to do this, and so you have decided to look outside.

The job title is “Vice President for Global Marketing”; an annual salary of $250,000-$300,000, plus elaborate benefits, an unlimited expense account, a car, and the use of the corporate jet. The person you hire will be based at the company’s headquarters in the Netherlands and will travel frequently.

A lengthy search has turned up four people with good potential. It is now up to you to decide whom to hire. Although all the applicants have expressed a sincere interest in the position, it is possible that they may change their minds once the job is offered. Therefore, you must rank them in order of preference so that if your first choice declines the position, you can go on to the second, and so on.

First, read the biographies of each applicant. As you are doing this, rank each of them from 1 to 4, with 1 being your first choice, and explain your reasons for their ranking.

For your essay this week, respond to the following questions using the decisions you have made with your rankings.

1. The first section of your paper should be an overview of your rankings and reasons for your decisions.
2. Did your decision include any culturally based biases you may have—for example, feelings, personality traits, or politics in your rankings?
3. Did you make any observations that you feel would have been fully acceptable in your own culture, but were not accepted in other cultures? If so, explain.
4. What implications do you believe any of the applicant’s cultural differences would have in business dealings? In what countries or cultures?
5. What expatriate adjustments for the candidate need to be considered? How will the company handle these?
6. Explain the decision-making process you used to make your decisions.

Park L.

Park L. is currently senior vice president for marketing at a major South Korean high-technology firm. You have been told by the head of your Seoul office that his reputation as an expert in international marketing is outstanding. The market share of his company’s products has consistently increased since he joined the company just over 15 years ago. His company’s market share is now well ahead of that of competing producers in the Pacific Rim.

Park graduated from the University of Seoul and has worked his way up through the ranks. He does not have a graduate degree. In addition to his native tongue, Park is able to carry on a reasonably fluent conversation in English and has minimal working knowledge of German and French.

Saya K.

Saya K. is a woman living in Malaysia. She began her teaching career while finishing her DBA (Doctorate in Business Administration) at the Harvard Business School and published her first book on international marketing ten months after graduation. Her doctoral dissertation was based on the international marketing of pharmaceuticals, but she has also done research and published on other areas of international marketing.

Two months after the publication of her book, Saya went to work in the international marketing department of a Fortune 500 company, where she stayed for the next ten years. She returned to teaching when Maura University offered her a full professorship with tenure, and she has been there since that time. In addition, she has an active consulting practice throughout Southeast Asia. In addition to fluency in Malay, English, and Japanese, Saya speaks and writes German and Spanish and can converse in Mandarin.

Peter V.

Peter had worked in a key position in the international marketing division of a US Fortune 100 company until the company pulled out of his country South Africa eight months ago. Peter has a long list of accomplishments and is widely recognized as outstanding in his field.

Peter has a Ph.D. in computer science from a leading South African university and an MBA from Purdue’s Krannert School of Business. Peter speaks and reads English, Dutch, Afrikaans, and Swahili and can converse in German.

Joe P.

Joe is currently job hunting. His former job as head of marketing for a single-product, high-technology firm—highly specialized workstations for sophisticated artificial intelligence applications—ended when the company was bought out by Texas Instruments.

Joe has both his undergraduate and MBA degrees from Stanford University. In addition, he was a Rhodes Scholar and won a Fulbright scholarship, which he used to support himself while he undertook a two-year research project on the marketing of high-technology equipment to Third World countries. In addition to his native English, Joe has a minimal command of French—which he admits he hasn’t used since his college days.

 apply decision-making to the process of international human resource management as you determine which of the four final applicants to hire into a global executive position.  

You are a member of the management committee of a MNE that conducts business in 23 countries. While your company’s headquarters is located in the Netherlands, your regional offices are located fairly evenly throughout the four hemispheres. Primary markets have been in the European Union and North America; the strongest emerging market is the Pacific Rim. Company executives would like to develop what they see as a powerful potential market in the Middle East. Sales in all areas except the Pacific Rim have shown slow growth over the past two years.

At present, your company is seeking to restructure and revitalize its worldwide marketing efforts. To accomplish this, you have determined that you need to hire a key marketing person to introduce fresh ideas and a new perspective. There is no one currently in your company who is qualified to do this, and so you have decided to look outside. 

The job title is “Vice President for Global Marketing”; an annual salary of $250,000-$300,000, plus elaborate benefits, an unlimited expense account, a car, and the use of the corporate jet. The person you hire will be based at the company’s headquarters in the Netherlands and will travel frequently.

A lengthy search has turned up four people with good potential. It is now up to you to decide whom to hire. Although all the applicants have expressed a sincere interest in the position, it is possible that they may change their minds once the job is offered. Therefore, you must rank them in order of preference so that if your first choice declines the position, you can go on to the second, and so on.

First, read the biographies of each applicant. As you are doing this, rank each of them from 1 to 4, with 1 being your first choice, and explain your reasons for their ranking. 

For your essay this week, respond to the following questions using the decisions you have made with your rankings. 

1. The first section of your paper should be an overview of your rankings and reasons for your decisions.
2. Did your decision include any culturally based biases you may have—for example, feelings, personality traits, or politics in your rankings?
3. Did you make any observations that you feel would have been fully acceptable in your own culture, but were not accepted in other cultures? If so, explain.
4. What implications do you believe any of the applicant’s cultural differences would have in business dealings? In what countries or cultures? 
5. What expatriate adjustments for the candidate need to be considered? How will the company handle these? 
6. Explain the decision-making process you used to make your decisions. 

Park L.

Park L. is currently senior vice president for marketing at a major South Korean high-technology firm. You have been told by the head of your Seoul office that his reputation as an expert in international marketing is outstanding. The market share of his company’s products has consistently increased since he joined the company just over 15 years ago. His company’s market share is now well ahead of that of competing producers in the Pacific Rim.

Park graduated from the University of Seoul and has worked his way up through the ranks. He does not have a graduate degree. In addition to his native tongue, Park is able to carry on a reasonably fluent conversation in English and has minimal working knowledge of German and French.

Saya K.

Saya K. is a woman living in Malaysia. She began her teaching career while finishing her DBA (Doctorate in Business Administration) at the Harvard Business School and published her first book on international marketing ten months after graduation. Her doctoral dissertation was based on the international marketing of pharmaceuticals, but she has also done research and published on other areas of international marketing.

Two months after the publication of her book, Saya went to work in the international marketing department of a Fortune 500 company, where she stayed for the next ten years. She returned to teaching when Maura University offered her a full professorship with tenure, and she has been there since that time. In addition, she has an active consulting practice throughout Southeast Asia. In addition to fluency in Malay, English, and Japanese, Saya speaks and writes German and Spanish and can converse in Mandarin.

Peter V.

Peter had worked in a key position in the international marketing division of a US Fortune 100 company until the company pulled out of his country South Africa eight months ago. Peter has a long list of accomplishments and is widely recognized as outstanding in his field. 

Peter has a Ph.D. in computer science from a leading South African university and an MBA from Purdue’s Krannert School of Business. Peter speaks and reads English, Dutch, Afrikaans, and Swahili and can converse in German.

Joe P.

Joe is currently job hunting. His former job as head of marketing for a single-product, high-technology firm—highly specialized workstations for sophisticated artificial intelligence applications—ended when the company was bought out by Texas Instruments. 

Joe has both his undergraduate and MBA degrees from Stanford University. In addition, he was a Rhodes Scholar and won a Fulbright scholarship, which he used to support himself while he undertook a two-year research project on the marketing of high-technology equipment to Third World countries. In addition to his native English, Joe has a minimal command of French—which he admits he hasn’t used since his college days.

Please responds to each student 150-300 words and use references 

Find an ad, product container, or product and evaluate for the following:

safety

1. warranties

adequacy of instructions

1. defects
2. liability.
3. Attach a picture or copy of the ad to your post.
4. Student 1
5. The product I have selected is Humira (adalimumab), manufactured by Abbvie. I chose Humira as it is a new medication that my younger sister and mother have started to use to treat their Chrons Disease. I have personally had to help both of them with their injections and thought it would be a great option for this discussion post. More specifically, I have chosen the Starter kit package for the Humira Pen that contains the first three injections. Taking it a step further, I will consider the outer packaging that would be seen before ever opening the product. I will evaluate the efficacy of the product packaging under the listed categories.
6. Safety: On the issue of safety, there are blatant call-outs on where TO and TO NOT open the package. There are also call-outs on refrigerating but not freezing the product as well as using the product subcutaneously. 

Warranties: There is an express warranty that states that the product is used to treat Chron’s Disease, Ulcerative Colitis, and Hidradenitis Suppurativa.

Adequacy of Instructions: The instructions are not very clear on the external packaging. The instructions are provided, however, once the package is open. I think this is more effective for this product as the administration process has many steps. 

Defects: There are no defects listed on/with the packaging. 

1. Liability: Liability would only occur if there were defects with the packaging. 
2. Humira is administered by following along with the directions provided in The Complete App. The app also tracks when injections were complete and where on the leg they were administered. The advanced The Complete App makes up for what the provided packaged instructions lack. 
3. 
4. *I have used standard packaging found on google for my image as the packaging for my family contains personal information that also makes some of the package labels illegible. 
5. Student 2

Hello Class, 

The product I chose is Electronic contact cleaner. There are varies safety precautions. This needs to be used in an area with a lot of ventilation. Product should not be handled around food or children. The instructions are quite clear on the labeling. The first sentence of the instructions states to ensure the spray point opening is facing away from your face. The product also states that it is in compliance with Boeing D6-17487 which incorporates four evaluations into the analysis. To ensure that the product can be safely used, several tests are carried out (CLEANO INC, 2022). The tests include a Sandwich Corrosion Test, Acrylic Crazing Test, Paint Softening Test and Hydrogen Embrittlement Test (CLEANO INC, 2022).

When looking into The Federal Hazardous Substances Act, I found that my product “indicates that your product may require hazardous substances labeling under the FHSA and its accompanying regulations. Hazardous substances labeling is covered under the FHSA–an Act administered by the CPSC. Federal enforcement regulations pertaining to the FHSA can be found under 16 CFR part 1500” (CPSC, 2022). In order to be considered a hazardous substance, a product must meet both of these criteria: it must be capable of causing serious injury or illness when handled or used in the normal course of business, including reasonable ingestion by children; and it must be toxic, corrosive, irritating, strong sensitizer, fire- or smoke- or pressure-generating through decomposition (CPSC, 2022).

The Federal Hazardous Substances Act (FHSA) regulations require hazardous household products to be marked with precautionary labels to help customers store and use them securely, as well as tell them what to do immediately in the event of a spill or accident (Federal Hazardous Substances Act (FHSA) requirements 2022). Certain commodities may be prohibited from sale if they are shown to be harmful or their hazard is so great that labeling mandated by Act is insufficient to protect consumers, as provided for in this Act.

As stated by the legislation, the Federal Hazardous Materials Safety Administration only applies to things that can be carried into or near a place where people dwell during reasonable anticipated purchase, storage, or usage. According to the policy’s coverage rules, the garage, shed, carport, and any additional outbuildings owned by a home are all protected (Federal Hazardous Substances Act (FHSA) requirements 2022). It is required by law for hazardous household products to be labeled in order to inform customers of the dangers that these products pose and what they can do to protect themselves and their children from those risks. Depending on the contents of the product and the chance that purchasers would come into contact with any dangers it may contain, the product must be labeled appropriately. Among the types of objects that must be labeled are those that are potentially hazardous in some way, such as those that are toxic or corrosive, flammable or combustible, an irritant, or an exceptionally intense sensitizer. A product must have the potential to cause serious harm or sickness to customers, including children, during or after their regular or reasonably anticipated handling or usage in order to be classed as dangerous (Federal Hazardous Substances Act (FHSA) requirements 2022).

Ana

CLEANO INC. (2022). What is Boeing Specification D6-17487? CLEANO® INC. Retrieved April 13, 2022, from https://www.cleano.net/pages/cleano-is-boeing-spec…

electric contact cleaner. Welcome to CPSC’s regulatory robot! (2022). Retrieved April 13, 2022, from https://business.cpsc.gov/robot/decision/viewrepor…

Federal Hazardous Substances Act (FHSA) requirements. U.S. Consumer Product Safety Commission. (2022). Retrieved April 13, 2022, from https://www.cpsc.gov/Business–Manufacturing/Busin…

For this assignment, you will apply decision-making to the process of international human resource management as you determine which of the four final applicants to hire into a global executive position.  

You are a member of the management committee of a MNE that conducts business in 23 countries. While your company’s headquarters is located in the Netherlands, your regional offices are located fairly evenly throughout the four hemispheres. Primary markets have been in the European Union and North America; the strongest emerging market is the Pacific Rim. Company executives would like to develop what they see as a powerful potential market in the Middle East. Sales in all areas except the Pacific Rim have shown slow growth over the past two years.

At present, your company is seeking to restructure and revitalize its worldwide marketing efforts. To accomplish this, you have determined that you need to hire a key marketing person to introduce fresh ideas and a new perspective. There is no one currently in your company who is qualified to do this, and so you have decided to look outside. 

The job title is “Vice President for Global Marketing”; an annual salary of $250,000-$300,000, plus elaborate benefits, an unlimited expense account, a car, and the use of the corporate jet. The person you hire will be based at the company’s headquarters in the Netherlands and will travel frequently.

A lengthy search has turned up four people with good potential. It is now up to you to decide whom to hire. Although all the applicants have expressed a sincere interest in the position, it is possible that they may change their minds once the job is offered. Therefore, you must rank them in order of preference so that if your first choice declines the position, you can go on to the second, and so on.

First, read the biographies of each applicant. As you are doing this, rank each of them from 1 to 4, with 1 being your first choice, and explain your reasons for their ranking. 

For your essay this week, respond to the following questions using the decisions you have made with your rankings. 

1. The first section of your paper should be an overview of your rankings and reasons for your decisions.
2. Did your decision include any culturally based biases you may have—for example, feelings, personality traits, or politics in your rankings?
3. Did you make any observations that you feel would have been fully acceptable in your own culture, but were not accepted in other cultures? If so, explain.
4. What implications do you believe any of the applicant’s cultural differences would have in business dealings? In what countries or cultures? 
5. What expatriate adjustments for the candidate need to be considered? How will the company handle these? 
6. Explain the decision-making process you used to make your decisions. 

Park L.

Park L. is currently senior vice president for marketing at a major South Korean high-technology firm. You have been told by the head of your Seoul office that his reputation as an expert in international marketing is outstanding. The market share of his company’s products has consistently increased since he joined the company just over 15 years ago. His company’s market share is now well ahead of that of competing producers in the Pacific Rim.

Park graduated from the University of Seoul and has worked his way up through the ranks. He does not have a graduate degree. In addition to his native tongue, Park is able to carry on a reasonably fluent conversation in English and has minimal working knowledge of German and French.

Saya K.

Saya K. is a woman living in Malaysia. She began her teaching career while finishing her DBA (Doctorate in Business Administration) at the Harvard Business School and published her first book on international marketing ten months after graduation. Her doctoral dissertation was based on the international marketing of pharmaceuticals, but she has also done research and published on other areas of international marketing.

Two months after the publication of her book, Saya went to work in the international marketing department of a Fortune 500 company, where she stayed for the next ten years. She returned to teaching when Maura University offered her a full professorship with tenure, and she has been there since that time. In addition, she has an active consulting practice throughout Southeast Asia. In addition to fluency in Malay, English, and Japanese, Saya speaks and writes German and Spanish and can converse in Mandarin.

Peter V.

Peter had worked in a key position in the international marketing division of a US Fortune 100 company until the company pulled out of his country South Africa eight months ago. Peter has a long list of accomplishments and is widely recognized as outstanding in his field. 

Peter has a Ph.D. in computer science from a leading South African university and an MBA from Purdue’s Krannert School of Business. Peter speaks and reads English, Dutch, Afrikaans, and Swahili and can converse in German.

Joe P.

Joe is currently job hunting. His former job as head of marketing for a single-product, high-technology firm—highly specialized workstations for sophisticated artificial intelligence applications—ended when the company was bought out by Texas Instruments. 

Joe has both his undergraduate and MBA degrees from Stanford University. In addition, he was a Rhodes Scholar and won a Fulbright scholarship, which he used to support himself while he undertook a two-year research project on the marketing of high-technology equipment to Third World countries. In addition to his native English, Joe has a minimal command of French—which he admits he hasn’t used since his college days.

For this assignment, you will apply decision-making to the process of international human resource management as you determine which of the four final applicants to hire into a global executive position.  

You are a member of the management committee of a MNE that conducts business in 23 countries. While your company’s headquarters is located in the Netherlands, your regional offices are located fairly evenly throughout the four hemispheres. Primary markets have been in the European Union and North America; the strongest emerging market is the Pacific Rim. Company executives would like to develop what they see as a powerful potential market in the Middle East. Sales in all areas except the Pacific Rim have shown slow growth over the past two years.

At present, your company is seeking to restructure and revitalize its worldwide marketing efforts. To accomplish this, you have determined that you need to hire a key marketing person to introduce fresh ideas and a new perspective. There is no one currently in your company who is qualified to do this, and so you have decided to look outside. 

The job title is “Vice President for Global Marketing”; an annual salary of $250,000-$300,000, plus elaborate benefits, an unlimited expense account, a car, and the use of the corporate jet. The person you hire will be based at the company’s headquarters in the Netherlands and will travel frequently.

A lengthy search has turned up four people with good potential. It is now up to you to decide whom to hire. Although all the applicants have expressed a sincere interest in the position, it is possible that they may change their minds once the job is offered. Therefore, you must rank them in order of preference so that if your first choice declines the position, you can go on to the second, and so on.

First, read the biographies of each applicant. As you are doing this, rank each of them from 1 to 4, with 1 being your first choice, and explain your reasons for their ranking. 

For your essay this week, respond to the following questions using the decisions you have made with your rankings. 

The first section of your paper should be an overview of your rankings and reasons for your decisions.

Did your decision include any culturally based biases you may have—for example, feelings, personality traits, or politics in your rankings?

1. Did you make any observations that you feel would have been fully acceptable in your own culture, but were not accepted in other cultures? If so, explain.
2. What implications do you believe any of the applicant’s cultural differences would have in business dealings? In what countries or cultures? 
3. What expatriate adjustments for the candidate need to be considered? How will the company handle these? 
4. Explain the decision-making process you used to make your decisions. 
5. Park L.
6. Park L. is currently senior vice president for marketing at a major South Korean high-technology firm. You have been told by the head of your Seoul office that his reputation as an expert in international marketing is outstanding. The market share of his company’s products has consistently increased since he joined the company just over 15 years ago. His company’s market share is now well ahead of that of competing producers in the Pacific Rim.

Park graduated from the University of Seoul and has worked his way up through the ranks. He does not have a graduate degree. In addition to his native tongue, Park is able to carry on a reasonably fluent conversation in English and has minimal working knowledge of German and French.

Saya K.

Saya K. is a woman living in Malaysia. She began her teaching career while finishing her DBA (Doctorate in Business Administration) at the Harvard Business School and published her first book on international marketing ten months after graduation. Her doctoral dissertation was based on the international marketing of pharmaceuticals, but she has also done research and published on other areas of international marketing.

Two months after the publication of her book, Saya went to work in the international marketing department of a Fortune 500 company, where she stayed for the next ten years. She returned to teaching when Maura University offered her a full professorship with tenure, and she has been there since that time. In addition, she has an active consulting practice throughout Southeast Asia. In addition to fluency in Malay, English, and Japanese, Saya speaks and writes German and Spanish and can converse in Mandarin.

Peter V.

Peter had worked in a key position in the international marketing division of a US Fortune 100 company until the company pulled out of his country South Africa eight months ago. Peter has a long list of accomplishments and is widely recognized as outstanding in his field. 

Peter has a Ph.D. in computer science from a leading South African university and an MBA from Purdue’s Krannert School of Business. Peter speaks and reads English, Dutch, Afrikaans, and Swahili and can converse in German.

Joe P.

Joe is currently job hunting. His former job as head of marketing for a single-product, high-technology firm—highly specialized workstations for sophisticated artificial intelligence applications—ended when the company was bought out by Texas Instruments. 

Joe has both his undergraduate and MBA degrees from Stanford University. In addition, he was a Rhodes Scholar and won a Fulbright scholarship, which he used to support himself while he undertook a two-year research project on the marketing of high-technology equipment to Third World countries. In addition to his native English, Joe has a minimal command of French—which he admits he hasn’t used since his college days.