Your company, XYZ, Inc., wants to create an outdoor area adjacent to its office building for its employees to enjoy during lunch, breaks or during non-business hours.The city, Village Township, has restrictions of the use of the land (zoning) and the type of structures that may be erected on the land. The plans that your company have created is in violation of the city ordinances. Your company does not want to spend a lot of money to resolve negotiate with the city regarding the ordinance problem because the plans and cost of building the park are over budge. You are in charge of helping find a resolution for this conflict with the city. You report directly to the CEO of XYZ, Inc., and she has asked you to research whether arbitration, mediation or litigation would be in the best interest of both parties to resolve this conflict.

1. Differentiate the roles of a mediator and arbitrator so your boss clearly understand the difference.
2. Explain all three options (arbitration, mediation, and litigation) in relation to the conflict with they city.
3. Explain which option you think is best for the company to resolve this conflict.
   • Describe why it's the best option for the company based on the facts related to the company and the conflict.
   • Provide references to resources that help support for your position.

Discuss “change” in terms of how it can make or break a business. Do some light research and find which brands/companies have successfully made changes. Which were not successful? What would have happened if they had not changed and remained stagnant?

. What is the proposed replacement for NAFTA that is currently pending full approval and entry into force?

1. DR-CAFTA
2. KORUS
3. Drawback
4. USMCA

22. Which of the following is not an aspect of USMCA vehicle qualification?

1. Corporate steel & aluminum North American purchases of at least 70%
2. Regional value content requirement of 75%
3. Labor value content of 40% - high wage labor production of North American parts
4. The concept of core parts – main vehicle systems with a 75% RVC requirement
5. Annual conflict mineral content reporting

23. Free Trade Agreements encourage trade with partner countries and can lower the cost of goods for consumers.

1. True
2. False

24. Under the current NAFTA net cost method of calculating the regional value content (RVC) for the automotive industry, what % does the RVC result need to be to allow the producer or importer to certify the article for Autos as NAFTA eligible?

1. 50%
2. 52.5%
3. 62.5%
4. 65.5%

25. What are important characteristics of a good supply chain?

1. Transparency
2. Consistency
3. Efficiency
4. All of the above

26. Which of the following were not established by Customs strictly for security purposes?

1. Container Security Initiative (CSI)
2. Importer Self-Assessment (ISA)
3. Customs Trade Partnership Against Terrorism (CTPAT)
4. Integrated Border Enforcement Teams (IBET)

27. When an Importer of Record files their first entry with Customs, they are automatically enrolled as a CTPAT participant as long as they are a wholly owned US entity.

1. True
2. False

28. In order to use FAST, importers must ___________________________________ .

1. be located in a specific area of the United States
2. be in a specific revenue category
3. be CTPAT approved
4. be importing goods that originate under the terms of the NAFTA
5. post a bond

29. A strong Customs department is primarily concerned with the following:

1. Mitigation of risk
2. Minimization of duties paid
3. Compliance in all processes
4. All of the above

30. Participating in the following 2 programs, will grant you Trusted Trader status with CBP:

1. FAST and ISA
2. NAFTA and FAST
3. CTPAT and ISA
4. FAST and CTPAT

Given:

The sales performance of the Luggage Department in a Sporting Goods Store last Fall was:

August                        $80,000,

September                   $90,000,

October                       $100,000,

November                   $140,000,

December                    $160,000, and

January                        $120,000

Total Seasonal Sales    $690,000

As the six-month merchandising plan for this department was being formulated for this fall season, the following decisions were made:

1. An 8% sales increase could be attained this year due to the introduction and addition of a new classification of carry-on travel luggage that is well priced and of exceptional value.

2. The planned BOM stock-to-sales ratio for each month this year would be the same as last year, i.e.

August               3.3,

September          3.1,

October              2.9,

November          2.5,

December           2.2,

January               2.6    with an ending retail inventory for the period of $288,000.

3. The planned total reductions (markdowns) for last year were 11.6% and were distributed with 7% for August, 9% in September, 18% in October, 12% in November, 26% in December and 28% in January.

Compute:

1. The planned monthly retail receipts (purchases) for each month.
2. The planned average stock and the planned stock turnover.

• Describe a business related negotiation where a third party intervention may be required.

• With regard to the negotiation you selected, how does power or authority become an issue when requesting a third party intervention?

• Why should a negotiator consider the connection between third parties, litigation and BATNA?

6. Which of the following is not an office in US Customs and Border Protection?

1. Office of Field Operations
2. Office of Supply Chain Management
3. Office of Border Patrol
4. Office of International Trade

7. The Customs Modernization or “Mod” Act introduced three important concepts into law.   Which one of the following is not one of those concepts?

1. Shared Responsibility
2. Informed Compliance
3. Reasonable Care
4. Focused Assessment Audits

8. Informed compliance is a shared responsibility between ______________ and the ________________.

1. US Customs, Customs Broker
2. US Customs, Importer
3. Customs Broker, Importer

9. Customs was the government’s primary source of revenue until the income tax was established.

1. True
2. False

10. Imported goods are not legally entered until after the shipment has arrived within the port of entry, delivery of the merchandise has been authorized by Customs and estimated duties have been paid.

1. True
2. False

Select a foreign country that Amazon currently does not operate and perform a Cultural, Administrative/Political, Geographic and Economic ()CAGE Distance framework between USA and the selected foreign country.

I do not like the previous answer, because it did not answer my question

Write a paragraph describing the steps followed to identify your topic, research strategies used, how the content was organized, review cycles for a research paper.

When is Cpk = Cpu = Cpl = Cp?

create a management information system plan that has an emphasis on the interpretation of major components of information systems in modern business enterprise.

Part 1

Develop a needs assessment to identify what people in your community need. You can start by identifying key demographics and choosing one group.

Where might you go to receive local statistics on your potential customer? Who may have existing data? How would you go about assessing needs? What data collection methods would you use to understand what these groups need?

*Demographics are statistical data relating to the population and particular groups within it.

Further details:

Identify a need or a problem you would like to solve for your customer. Provide details of WHO your customer is how old they are, what they do for a living, identify their interest, and so on.

Part 2

Describe how you would apply the scientific method and complete each of these steps of the experimentation process in an entrepreneurial area of interest. What potential barriers might you experience, and how would you address these?

Asking lots of questions,

Carrying out background research,

Developing hypotheses,

Testing the hypotheses by running experiments,

Analyzing the data and

Assessing results.

Further details:

Part 2 involves applying the scientific method. So create a hypothesis, which is your solution in section 1. Then, produce a test for examining the validity or correctness of your hypothesis (solution). Once you run your experiment, assess your data, and determine whether you are on the right track or not. What did you learn from your research? How will the data you collected help you going forward?

Part 3

Develop a four-quadrant storyboard to address a problem/need of your choice with your team and present it to your class. As you brainstorm, record questions that come to mind and respond to them. How did the process impact your initial ideas? Be sure to depict the problem, solution, outcomes, and benefits.

Further details:

In part 3, you develop a prototype, which is a visual representation of your product—the storyboard consist of visually depicting the problem, solution, outcomes, and benefits.

You have recently accepted a position as Human Resource Director for Jupiter Industries, a multi-national organization operating across 5 business segments, specifically, industrial valves and controls, plastics, fire suppression equipment, electronic components, and specialized medical products. Jupiter Industries has established worldwide headquarters in Bremen, Germany, and has groups located in the Americas, Europe, Asia and Pacific Rim countries. The MENA group is the most recently formed division within the Jupiter organization, and is composed of various concentric businesses that fit into one of the five organizational business segments, all of which have been acquired over the past two years in both the Middle East region (Saudi Arabia, UAE, Oman, Bahrain, and Jordan) as well as North Africa (Egypt, Morocco, Tunisia, and Algeria). You will be working at the MENA headquarters located in Manama, Bahrain and will be responsible for all divisions located in the MENA (Middle East, North Africa) region. You will report directly to the VP of Operations in Manama, with dotted-line reporting responsibility to Chief Human Resources Officer (CHRO) in Bremen. Specifically, you are being tasked with establishing Human Resource policy and practice in regard to strategic collaboration with divisional heads, utilizing HRIS systems in addressing areas such as recruitment and retention, training and development, performance management programs, compensation management, employee benefit programs and employee relations, including motivational programs, incentive programs, and disciplinary procedures. You will be working on policies and procedures that can be utilized throughout the region, to bring some semblance of order and uniformity in dealing with strategic HR employee programs. After a thoughtful review of current HR programs for the region, you will prepare a report for the VP of Operations and CHRO and distribute to all division heads, formulating your HR strategic goals across all HR areas of responsibility, highlighting recommendations for improving the overall impact of these programs on talent management initiatives including attraction and retention of top talent and the methodologies used to do so. This report will be inclusive of all Human Resource functions and provide both strategic and operational goals of the desired outcomes and, the means or “how” to reach these deliverables.

What type of international assignee compensation plan would you suggest for Bremen expat employees appointed to 3-year assignments in Egypt and Morocco? Explain. What type of international assignee compensation plan would you suggest for Bremen expat employees appointed to 3-year assignments in Saudi Arabia and Jordan?

You have recently accepted a position as Human Resource Director for Jupiter Industries, a multi-national organization operating across 5 business segments, specifically, industrial valves and controls, plastics, fire suppression equipment, electronic components, and specialized medical products. Jupiter Industries has established worldwide headquarters in Bremen, Germany, and has groups located in the Americas, Europe, Asia and Pacific Rim countries. The MENA group is the most recently formed division within the Jupiter organization, and is composed of various concentric businesses that fit into one of the five organizational business segments, all of which have been acquired over the past two years in both the Middle East region (Saudi Arabia, UAE, Oman, Bahrain, and Jordan) as well as North Africa (Egypt, Morocco, Tunisia, and Algeria). You will be working at the MENA headquarters located in Manama, Bahrain and will be responsible for all divisions located in the MENA (Middle East, North Africa) region. You will report directly to the VP of Operations in Manama, with dotted-line reporting responsibility to Chief Human Resources Officer (CHRO) in Bremen. Specifically, you are being tasked with establishing Human Resource policy and practice in regard to strategic collaboration with divisional heads, utilizing HRIS systems in addressing areas such as recruitment and retention, training and development, performance management programs, compensation management, employee benefit programs and employee relations, including motivational programs, incentive programs, and disciplinary procedures. You will be working on policies and procedures that can be utilized throughout the region, to bring some semblance of order and uniformity in dealing with strategic HR employee programs. After a thoughtful review of current HR programs for the region, you will prepare a report for the VP of Operations and CHRO and distribute to all division heads, formulating your HR strategic goals across all HR areas of responsibility, highlighting recommendations for improving the overall impact of these programs on talent management initiatives including attraction and retention of top talent and the methodologies used to do so. This report will be inclusive of all Human Resource functions and provide both strategic and operational goals of the desired outcomes and, the means or “how” to reach these deliverables.

Considering employee retention, how would you make a convincing argument to senior management at Jupiter of the escalating costs of employee turnover. Give details. Explain how to conduct exit interviews and why this gathered information can be utilized to identify issues and reduce turnover. Considering the core activities associated with HR, which activities can be leveraged to promote employee retention strategies? (Example: Compensation & Benefits, Career Development, etc.) Describe how employee engagement goes beyond simple job satisfaction

You have recently accepted a position as Human Resource Director for Jupiter Industries, a multi-national organization operating across 5 business segments, specifically, industrial valves and controls, plastics, fire suppression equipment, electronic components, and specialized medical products. Jupiter Industries has established worldwide headquarters in Bremen, Germany, and has groups located in the Americas, Europe, Asia and Pacific Rim countries. The MENA group is the most recently formed division within the Jupiter organization, and is composed of various concentric businesses that fit into one of the five organizational business segments, all of which have been acquired over the past two years in both the Middle East region (Saudi Arabia, UAE, Oman, Bahrain, and Jordan) as well as North Africa (Egypt, Morocco, Tunisia, and Algeria). You will be working at the MENA headquarters located in Manama, Bahrain and will be responsible for all divisions located in the MENA (Middle East, North Africa) region. You will report directly to the VP of Operations in Manama, with dotted-line reporting responsibility to Chief Human Resources Officer (CHRO) in Bremen.

Specifically, you are being tasked with establishing Human Resource policy and practice in regard to strategic collaboration with divisional heads, utilizing HRIS systems in addressing areas such as recruitment and retention, training and development, performance management programs, compensation management, employee benefit programs and employee relations, including motivational programs, incentive programs, and disciplinary procedures. You will be working on policies and procedures that can be utilized throughout the region, to bring some semblance of order and uniformity in dealing with strategic HR employee programs.

After a thoughtful review of current HR programs for the region, you will prepare a report for the VP of Operations and CHRO and distribute to all division heads, formulating your HR strategic goals across all HR areas of responsibility, highlighting recommendations for improving the overall impact of these programs on talent management initiatives including attraction and retention of top talent and the methodologies used to do so.

This report will be inclusive of all Human Resource functions and provide both strategic and operational goals of the desired outcomes and, the means or “how” to reach these deliverables.

In regard to performance management, describe your plans for setting up a management-by-objectives program, detailing the steps of the program, how to secure both employee buy-in as well as management participation, and what the advantages are to the company, the line manager, and to the employee utilizing such a program. Explain the importance of the performance review (appraisal), how often you recommend they be conducted, and what topics of discussion should be included in the performance meeting