The due diligence analysis in bringing our company to Jamaica is that it is a strategic location where shipping lanes could come in and out of the Panama Canal as well it is a major feedstock sources on the United States Gulf Coast, United States East Coast, and South America. It has a trade agreements with the United States, Caribbean, and EU which provides for favorable import and export opportunities. The upgrade in Jamaica credit ratings is a B and it has a positive economic outlook. The Panama Canal expansion is projected to double shipping traffic through the region and major infrastructure improvements is rapidly transforming the island efficiency and logistics with a major highway being completed.
Management Decision to a Business in Jamaica
Jamaica’s intercultural adaptability and readiness for change is developing all the time. Jamaica is seen to have a medium tolerance for change and risk. It is important for innovations to have a track record or history noting the benefits if they are to be accepted and implemented. The fear of exposure, and the potential of embarrassment that may accompany failure, brings about aversion to risk and the need to thoroughly examine the potential negative implications. While in risk-tolerant environments, failure is perceived as a learning process that encourages confidence in future ventures, failure in Jamaica causes a long-term loss of confidence by the individual as well as by others. Because of this attitude, intercultural sensitivity is going to be required, especially when conducting group meetings and discussing contributions made my participating individuals.
Traditionally, the supervisor is seen to hold that position because of superior knowledge and skills. It would traditionally have been unthinkable for someone of a higher position to collaborate with, or ask ideas of one of a lower status. This is changing somewhat in younger generations, particularly those employed by multinational corporations. If you would like to encourage participation it is important first to clearly establish a non-threatening work environment and communicate clearly that their participation is desired. Successful cross cultural management will recognize that teamwork is becoming increasingly important in most organizations (https://www.commisceo-global.com 2019).
Bringing the diversity of the workforce will have for your company. The way we would bring diversity to our company we would create diversity friendly policies. We would review our existing workplace policies with a diversity and we would, reassess our employee benefits. We would also provide diversity training, we would establish diverse mentorships, we would build diverse teams and we would re-examine our efforts.
Contrast the various aspects of U.S. human resource management of the U. S. vs Jamaica. Human resource management would be different in the United States compared to Jamaica due to religion, culture and nationalities. The United States compared to Jamaica is mixed with a little everything. The United States has all walks of compared to Jamaica. A lot people come to America chasing the American dream, looking for a brighter future. So, human resource management in the United States would have to be a bit more diverse. Where Jamaica is not so blended with many different types of religion, races, nationalities, and sexual preferences. Human resource management in Jamaica still has to be diverse and expect the unexpected.
In Jamaica, local workforce and leadership style I believe would be a democratic style. I believe since we are running our business in another country (Jamaica), we would need to involve our Jamaican employees in the decision making process because they would have a better understanding and relationship with their fellow citizens. Compared to the United States, I believe a lot of our businesses are ran and operated in autocratic style. We usually make all the decisions for our companies and we tend to show little concern for our employees.
Management Decision to a Business in Egypt
The due diligence analysis in bringing our company to Egypt is the performance of our target companies, which we would identify and analyze the key value that drives us behind the acquisition pricing, we would identify the potential risks, we would maximize financial and tax positions, we would draft up price adjustments and warranty and indemnity clauses and implement them. And we would conduct a post-acquisition audit, preparing our opening balance sheet. We would also identify and prioritize the factors to increase our business value, compiling pro forma financial information, analyze past performance and building our reviews in our business plan, we would organize and manage data to showcase our information, provide guidance at each phase of the negotiation process, maximize our financial and tax position, we would help draft a price adjustment or warranty and indemnity clauses, we would help managing any potential litigation and claims processes.
Patience is the key to successful intercultural management when working in Egypt. Essentially a relationship-driven culture, it should be understood that taking the time to get to know someone will always take precedence over any timelines. Do not rush the business relationship building process or it may jeopardize any future business dealings. When working with people from Egypt, it’s advisable to reinforce the importance of the agreed-upon deadlines and how that may affect the rest of the organization.
However, it is not unusual for a manager in Egypt to avoid confrontation over a deadline in order to maintain a positive business relationship within the company team. The global and intercultural expansion means that some managers may have a greater appreciation of the need to enforce timescales and as such, agreed deadlines are more likely to be met. Employees do not publicly question their manager’s decisions. Risk-taking is limited to those in decision making positions. Employees are generally treated with respect. In return, employees treat their managers with the respect and deference attributable to their position.
Egyptians must know you and like you to conduct business; personal relationships are necessary for long-term business. At the beginning of a negotiation, wait to be told where to sit, most seating reflects on ranking. If the government is involved, discussions will take even longer since approval must often be given by the ministers of several departments. It is advisable to include older people with impressive titles in your company’s team since Egyptians has respect for age and experience. To ensure you avoid cross cultural miscommunication, contracts and agreements you should spell out, in minute detail, what the expectations you are for both sides (www.commisceo-global.com 2019).
The way we would bring diversity to our company we would create diversity friendly policies. We would review our existing workplace policies with a diversity and we would, reassess our employee benefits. We would also provide diversity training, we would establish diverse mentorships, we would build diverse teams and we would re-examine our efforts.
Contrast the various aspects of U.S. human resource management of the U. S. vs Egypt. Human resource management would be no doubt different in the United States compared to Egypt due to religion, culture and nationalities. The United States compared to Egypt is mixed with a little everything. The United States has all walks of compared to Egypt. A lot people come to America chasing the American dream, looking for a brighter future. So, human resource management in the United States would have to be a bit more diverse.
Where Egypt is not so blended with many different types of religion, races, nationalities, and sexual preferences. Human resource management in Egypt still has to be diverse and expect the unexpected. Also Egypt is a male-dominant country. Human resource management would need to know how to interact and communicate with the opposite sex.
In Egypt, the local workforce and leadership style I believe would be bureaucratic style. Egypt is a male-dominated country. Islam is their dominant religion and most of the men there believe men are the head of women. In a country like Egypt it is not custom to look at the opposite sex in their eyes and even communicate and interact them unless you are married or related. In the United States, I believe a lot of our businesses are ran and operated in autocratic style. We usually make all the decisions for our companies and we tend to show little concern for our employees.
Management Decision to a Business in Canada
Canada has several due diligence which includes: Vendor due diligence, vendor assistance, sell-side due diligence, defensive due diligence, and transaction due diligence. The concept for buyers is to investigate a potential acquisition to make sure it is in good condition present it by the seller. The vendor who conducts a due diligence process is less common in Canada, at least. in the Vendor due diligence, sell-side due diligence and the defensive due diligence which is used interchangeably.
There are several ways to make a buy-side due diligence that has to be originated by the seller and the focused of the business to be sold and carried out before the seller goes deep into discussions with the potential buyers. The vendor due diligence provides an independent assessment of the historical performance and prospects of a business being sold. Which includes a well explained report on the business and how it can be used by sellers to quickly address issues identified and make their business more attractive to buyers. This can be provided to potential buyers to significantly reduce their own due diligence requirements.
The vendor due diligence has benefits to both buyers and sellers. This allows both parties to refer to a single set of credible financial numbers that identifies potential deal breakers early in saving time for both parties. This analysis includes the quality of earnings in the periods driving a buyer’s valuation, provides a solid base for the buyer’s projections and the seller’s investment bankers if one is relevant. The benefits to sellers, shareholders, and management. The reduced risk of price chipping and the valuation issues are addressed upfront.
This protects the enterprise value by allowing the seller to address potential issues before going to market and to facilitate a better control of the sale process which saves management time by cutting time spent on addressing due diligence queries and requests from all parties. This allows management to continue on running business at critical times. The benefits to buyers it saves time and a significant amount on third party due diligence cost. This allows focus to be made at critical business issues in exclusivity phase, as opposed to determining accuracy of reported numbers and facilitates acquisition financing by smoothing the lender due diligence process (Earl 2018).
Intercultural adaptability relies on the understanding that in Canada there is a sense that all people in a company all have important roles and that they all are valued for their input. Therefore, in this culture, managers are expected to engage their junior team members in discussions about events that might affect them which includes a during decision making. Since Canada is a cultural mosaic where immigrants are encouraged to practice their ethnic heritage, the business behavior you may see will vary depending on the cultural heritage of the person involved. Employees are expect to be consulted on decisions that will affect them and the company.
Managers must remember their roles as leaders and to harness the talents of the group they assembled and to develop any resulting synergies. The leader will be deferred to as the final authority in any decisions that is made, the leader typically do not dominate the discussion or generation of ideas. Due to a greater level of group working in Canada, praise should be given to the entire group as well as to individuals (www.commisceo-global.com).
The way we would bring diversity to our company we would create diversity friendly policies. We would review our existing workplace policies with a diversity and we would, reassess our employee benefits. We would also provide diversity training, we would establish diverse mentorships, we would build diverse teams and we would re-examine our efforts. Contrast the various aspects of U.S. human resource management of the U. S. vs Canada. Human resource management is similar with Canada and The United States. Human resource management in Canada and the United States are both diverse. Both countries are blended with different types of religion, races, nationalities, and sexual preferences.
I believe the local workforce and the style of leadership with Canada would be the charismatic style. For I learned about Canada and it’s citizens it appears they have a team spirit. I could see companies managers inspiring their employees to establish the company vision and they would communicate their passion with enthusiasm. I believe a lot of our businesses are ran and operated in autocratic style. We usually make all the decisions for our companies and we tend to show little concern for our employees.
