Foreign Investment And Trade Policy - 1565 Words

Foreign Investment and Trade Policy: Brazil can be seen as country that is open and inviting foreign investments. Brazil remains the top destination for FDI in the Latin American region and according the A.T. Kearney Foreign Direct Investment Confidence Index for 2015, Brazil is ranked #6 as a global FDI destination. FDI inflows into Brazil stood at USD 60.5 billion as on Feb 2015, (Central bank of Brazil). The US Department of State’s report on Brazil states that Brazil is a foreign investment friendly country however complex tax, local content and regulatory requirements must be looked out for. The Brazilian economy’s GDP growth has been erratic, but is showing signs of stability and is expected to hit 2.1 % during the year†¦show more content†¦Foreign capital must be registered on this system before 30 days of its entry or customs clearance in the case of goods. Some of the highlights of this policy are: †¢ Besides registration of capital there is no restriction on remittances of capital abroad. †¢ Amounts paid out to foreign shareholders and partners are not taxed. †¢ Repatriation of capital is also tax exempt, subject to the amount not exceeding the original investment. †¢ Foreign investors may invest in Brazilian financial institutions subject to a few conditions. Brazil’s Trade Policy: According to a WTO policy document on Brazil, â€Å"Brazil considers the multilateral trading system fundamental to attaining its development goals based on sustainable and socially inclusive economic growth†. Brazil practices this goal by being an active participant in various international and regional forums like the WTO, BRICS, and the MERCOSUR. These multi-country organizations aim to facilitate trade between member countries and also help in achieving common goals. In Brazil the Chamber of Foreign Trade (CAMEX) is responsible for formulating and implementing the trade policy. All matters related to trade must be referred to the CAMEX before being implemented. Policy on imports: Brazil just like any other county places certain laws and regulations intended to deter the entry of illegal and dangerous material into its

Wayne State University Acceptance Rate, SAT/ACT Scores, GPA

Wayne State University is a public university with an acceptance rate of 71%. One of Michigans 15 public universities, Wayne State is located in the Midtown Cultural Center of Detroit, Michigan. High-achieving undergraduates might consider the Reid Honors College which offers smaller classes, early registration, and opportunities for undergraduate research. Wayne States strengths in the liberal arts and sciences have earned the school a chapter of the prestigious Phi Beta Kappa Honor Society. Wayne State also offers an extensive graduate program including schools of law, medicine, nursing, and social work.  The university competes in the NCAA Division II Great Lakes Intercollegiate Athletic Conference (GLIAC) for all sports except fencing, in which it competes in the Midwest Fencing Conference (MFC). Considering applying to Wayne State University? Here are the admissions statistics you should know, including average SAT/ACT scores and GPAs of admitted students. Acceptance Rate During the 2017-18 admissions cycle, Wayne State University had an acceptance rate of 71%. This means that for every 100 students who applied, 71 students were admitted, making Wayne States admissions process somewhat competitive. Admissions Statistics (2017-18) Number of Applicants 16,210 Percent Admitted 71% Percent Admitted Who Enrolled (Yield) 26% SAT Scores and Requirements Wayne State University requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 89% of admitted students submitted SAT scores. SAT Range (Admitted Students) Section 25th Percentile 75th Percentile ERW 510 610 Math 500 600 ERW=Evidence-Based Reading and Writing This admissions data tells us that most of Wayne States admitted students fall within the  top 35% nationally  on the SAT. For the evidence-based reading and writing section, 50% of students admitted to Wayne State scored between 510 and 610, while 25% scored below 510 and 25% scored above 610. On the math section, 50% of admitted students scored between 500 and 600, while 25% scored below 500 and 25% scored above 600. Applicants with a composite SAT score of 1210 or higher will have particularly competitive chances at Wayne State University. Requirements WSU does not require the optional SAT essay section. Note that Wayne State does not superscore SAT results; your highest composite SAT score from a single test date will be considered. ACT Scores and Requirements Wayne State University requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 24% of admitted students submitted ACT scores. ACT Range (Admitted Students) Section 25th Percentile 75th Percentile English 20 27 Math 19 26 Composite 21 27 This admissions data tells us that most of Wayne States admitted students fall within the  top 42% nationally  on the ACT. The middle 50% of students admitted to Wayne State received a composite ACT score between 21 and 27, while 25% scored above 27 and 25% scored below 21. Requirements Note that Wayne State University does not superscore ACT results; your highest composite ACT score will be considered. WSU does not require the optional ACT writing section. GPA In 2018, the average high school GPA of Wayne State Universitys incoming freshmen class was 3.37, and 47% of incoming students had average GPAs of 3.5 and above. These results suggest that most successful applicants have primarily B grades. Admissions Chances Wayne State University, which accepts nearly three-quarters of applicants, has a somewhat selective admissions process. If your SAT/ACT scores and GPA fall within the schools average range, you have a strong chance of being accepted. All applicants with a minimum high school GPA of 3.65, a minimum ACT of 26, or a minimum SAT of 1240 will be automatically considered for the Reid Honors College. Note that applicants to music, theater, or dance are required to participate in an audition or an interview. Find out how you compare to accepted students, see the real-time graph, and calculate your chances of getting in  with a free Cappex account. If You Like Wayne State University, You May Also Like These Schools University of MichiganUniversity of ToledoOhio State UniversityHoward UniversityUniversity of Michigan - DearbornBowling Green State UniversityMichigan State University All admissions data has been sourced from the National Center for Education Statistics and Wayne State University Undergraduate Admissions Office.

Organ Sales Free Essays

Selling Organs Many people are dying each day because of the lack of organs available. Waiting lists can be as long as 106,000 people. On an average 17 patients in need of transplants die each day. We will write a custom essay sample on Organ Sales or any similar topic only for you Order Now Is this fair to the families or is selling organs a better option? What are the benefits of organ selling and should it be made legal? By legalizing organ selling we would be saving lives. People sell organs on the black market every day; the downfall to this is that the surgeons that remove the organs are not always sanitary or certified. The article legalizing paid organs: pros and cons states â€Å"Establishing a federal agency to oversee organ sales will cut dialysis costs and save lives, of both patients in need of new kidneys and those selling or receiving kidneys illegally by unregulated surgeons. † This is a good point, the organs would be ensured safe. The people donating would be more motivated to donate more organs if there was an incentive of making money. Some people fear that, â€Å"The lawful sale of organs would legitimize human sacrifice. † Although this might be true successful transplants depended on knowledge of characteristics of the donor. The origin of the organ to be sold must be known for it to be used. Although many fear legalization of this may bring about a â€Å"sacrifice spree† others realize that, â€Å"The black market cannot be regulated, but its purpose would be defeated if the sale of organs became lawful†. Also legalizing organ selling will create an unlevel playing field. Meaning that people that could not afford to buy an organ would die and the wealthy people will live. The selling of organs impacts health care workers in many ways. One way could include that the organ is harvested in an unsafe environment causing communicable infections. This puts not only the health care worker at risk but also the other patients. A health care worker could feel responsible if a person that has been on a waiting list dies due to the lack of organs when some other patient bought their organ and lived. An example being that a 4 year old boy dies because a 60 year old man bought an organ that the boy would need. This could place unwanted emotional distress on the medical professionals. A health care worker is also put in an ethical dilemma when they do not know where the organ was harvested from. This meaning that the organ may have been stolen from an unwilling donor and then sold. It could also mean someone was murdered in order to harvest and sell the organs for the sake of profit. I personally feel that they should legalize selling organs but it would need to be regulated. I feel that people selling the organs must first sign a waiver stating what organs they are willing to sell. They then would need to be harvested in a safe sanitary environment by a trained professional. I think that after selling the organs they would then be monitored for a period of time to ensure the safety of the patient. I think that the organs should be then given to the people on the waiting list. People would not be allowed to buy the organs they would go in order with the list. I feel that by giving people the incentive to sell organs buy offering a small amount of money the number of people willing to donate will increase significantly. Where does the money come from that they use to pay the donor? That will be taken off the bill from the hospitals. Surgeons are overpaid as it is, by deducting a small fee towards the donation process it will help in balancing the outcomes. The surgeon will however make up the difference by performing more transplant operations, so by legalizing the sale of organs it will in return solve many of the problems we face with the donation process today. Sources: Human Organs, Sale of http://www. idebate. org/debatabase/topic_details. php? topicID=141 Legalizing paid organ donation http://www. researchsea. com/html/article. php/aid/561/cid/6/research/legalizing_paid_organ_donation__pros_and_cons. html Legal Issues in Payment of Living Donors for Solid Organs http://www. abanet. org/irr/hr/spring03/livingdonors. html How to cite Organ Sales, Papers

Change Management in Action Transforming Corporate Culture

Question: Discuss about the Change Management in Action for Transforming Corporate Culture. Answer: Draw on each of the elements of the cultural web to discuss how the culture at Heinz Australia has changed and is continuing to evolve under Widdows leadership. This is a very dynamic generation, dynamic as in, where everything is changing at a very fast pace and in a very rapid manner, the way of eating, the way of wearing, the way of functioning, the way of carrying out your day to day activities and many other things ,almost everything is evolving gradually. What we used to wear 10 years before or may be even 5 years before is already outdated and new trends, and structure of functioning are already taking over, but what we wear now will also not be the same in the years to come, due to the dynamic scenario impact in the environment the way we function now will gradually differ from the days to come in the future. But this does not necessarily mean that being dynamic or adapting change is a bad thing, changing according to the environment is actually a good thing to do. Change is actually a very important in any ones life or any business as well to progress positively and also to bring profitability in a specific organization. In order to keep up with this rapidly changing environment and in order to develop as a person change, but in a properly managed and structured way is very vital and important. To define all this adapting to rapidly changing scenario or environment, there is actually a term called "change management" which means to bring a positive change in an individual, an organizational structure or any other feature to transition from average to great performer for overall development(Solutions, n.d.). This is exactly what Heinz Australia adapted after Widdows was recruited as a managing director in 2003 and chief executive officer 3 years after that. Peter Widdows was an individual or a professional who had a large work experiences; he had an experience of working in various types of working culture, which made him a very good evaluator of the right wrong way of doing things in a working environment. And because of his widespread experience of working at different organizations and different or variety o f working culture, as soon as he joined the Heinz force he had this bad feeling that the way that the company was functioning is not going on the right track, by his ability to compare the differences between other working cultures and working structure . So, in order to bring positive change, progress and development accordingly in the working environment he took an initiative to make things better for the company once and for all. Changes are thought to be vital in any organization as they empower it to contend in an industry more productively ( K.P. D.S., 2014).He first analyzed, and evaluated the situation and the whole functioning structure of Heinz company and noted down the various things and structures that were not supporting for the company to perform its best and bring profitability in the organization. While Peter Widdows was analyzing and evaluating the company to note down the faults, the following points are the list of things that Widows found that was not actually providing any kind of contribution the company to develop and prosper: The basic tasks of the company required too much effort than it actually needed, making things more complex and more time consuming, as they could utilize that time to be more productive in other sectors. The company did not have work- friendly environment as the works were very monotonous for the staffs and employees to be excited about and perform their best. The workers or the staffs were given no credibility for their performed work with no compliments, bonus or promotion of posts for their good work, rather they focused how they could negatively reinforce the workers to perform better and how could they be strict enough to discipline them to make them follow their orders and demands. There was no motivation to perform well and put in their contribution for the company, as the employees didnt feel their importance in their company, they felt as if they were just there for the sake of just following the order of the higher staffs . They didn't feel that their work, ideas or contribution was actually valued by the organization leading them to leave or resign the company. In addition to that, it is pretty obvious that there was a high employee turnover rate, brought about by the negative corporate culture. This implies that it was difficult for the company to retain employees as they did not feel that they had any form of obligation to the company (Alam, 2013) After Widdows recognized the problems that were bringing the company back, he implemented an idea of a great place to work, hoping that it would impact the company positively. To solve this ongoing problem regarding the organization's structure and the working attitude among the staffs, he gave more force on changing the attitude in the workplace, on treating the colleagues, seniors and the staffs in a more pleasurable way, by respecting each other and motivating each other to perform well and contribute their ideas, where they were taken seriously to the company. The overall attitude or behavior was restructured in order for the working environment to be pleasant. A huge need of implementing a transition in order to make sure that the staffs and employees had a good perception of their organization so that they could put their focus on their improvement as an employee rather than gaining organizational success was very important. (Kerzner, 2013).To make the duty and job of the peopl e not so time consuming and more simple and less time consuming, he also restructured the working hierarchy of the organization by, cutting off paid staff members by 25%, making the organization cost efficient, and also added new- middle level board which got rid of the old complex and confusing working structure and brought more productivity and efficiency in the business. This culture change implementation was well taken by the organization and the staffs as well bringing immediate increase in profits, record of 50% top line growth each year and launch of more than 200 products in one year. After all the implemented changes and its very successful result and feedbacks, now there is no turning back for Heinz Company, as they plan to continue this culture and evolve accordingly keeping in mind the demands and wants of the staffs to keep them motivated and productive. Making the staffs and workers feel valued in a working environment is the major need for implementation of change(Loz ano, 2011). Based on your cultural web audit, identify the key forces for and against change. Force Field Analysis is a technique for posting, examining, and assessing the different strengths for and against a proposed change. At the point when a change is arranged, Force Field Analysis helps you take a look at the bigger picture by investigating the greater part of the strengths affecting the change and measuring the advantages and disadvantages(Outreach, n.d.). So, the main problem that I recognized before the change in Heinz Australia, was lack of validation and appreciation given to the workers or staffs for their contribution which demotivated them causing downfall in the productivity of their business. Hence, the goal or proposed change would be to make positive transitions in the behavior or attitude of the senior staffs. So, first talking about the forces that go for the change could be: The manager is deciding on the changes, so implementing these changes wouldnt be as much as hard These decisions mostly take the staffs side, so majority of them would agree on implementing this whole thing Since its about changing the behavior or the attitude of the staffs into a bit motivating and positive one, so the approach to change it would also be the same, a positive one. This in return will be easier to convince the staffs. But everything has its negative side to it, and therefore the forces that could go against the change are: Since, the staffs are already demotivated, the effort to make this change could be completely unresponsive thinking its just another effort that will eventually fail Since, the manager is trying to bring a huge change to the whole organization, the expense could be massive. Handling all the responsibilities by manager himself could be a lot. What appear to be the key strengths of the new culture? As soon as the new culture was incorporated in the organization, instant improvements were starting to be visible, from staffs or employees being corporative and highly productive, to increasing in profits of the organization. This adaptation of change would also determine the manager to know that the company is able to withstand the changes that will be introduced (S.H., et al., 2012).So, this new culture was with no doubt was a huge success. With the well thought organizational structure to the change in the attitudes of each and every staffs and workers, this plan turned out to be one of the ground-breaking ideas. In my opinion the major strength of the new culture was restructuring the behavioral attitudes of the staffs, and changing the working model of the organization. The change in the working model of the company really helped to understand the work of the company more clearly, which used to be very complex thing to do before and also helped the overall organization to manag e their time in things that were actually productive and contributing to the Heinz company rather than taking very long time to do a basic simple task. This also helped to cut off the unnecessary expenses which contributed in cost efficiency of the company. This model is effortlessly reasonable and can be connected in any authoritative circumstance extending from changing the corporate structure, worker inspiration and the corporate society ( Jackson Burnes, 2011). By, associating the team to participate in what does a great place to work mean to you? was a very productive thing to do, as everyone got to project their hidden emotions and wants as a staff in a working environment, which gave a whole new perspective to the manager to know where they had to improve or what changes they could bring in to the workplace in order to prosper and develop accordingly. This was ascribed to the low profitability of representatives and the absence of confidence in the whole workforce (Rigby, 20 11)So after the implementation of the change in attitudes of the seniors to their staff members, they started to be more positive with them by encouraging them to work better, and asking for their opinions and ideas on new projects, which made the employees fell important in their company, which ultimately helped them to stay motivated and increased their productivity in a huge scale. It was also noted that the high turnover cost the company approximately $2 million dollars on an annual basis, mainly due to the recruitment and training process (Kinicki, et al., 2014). So, change in the structure of the company also helped to cut off many unrequired costs and focus on what is required and important to the organization, because successful people tend to focus on the positive aspect that beholds the future of their work rather than focusing on the past failures(canfield, 1944). So, the main key factor of Heinz Company was that Widdow had an extraordinary talent of analyzing the GAPS of the company, which led him to realize all the factors that made the companys performance very poor. So, we could say that Widdow was very valuable and asset to Heinz company, as he succeeded to implement all the changes in the company successfully. What aspects of the organization need to be monitored and sustained to ensure the organization does not slide back into the old ways of thinking and working? Heinz Australia really worked hard to get to the point where they are right now, it took a lot of time and effort to design and think of the right format of restructuring to implement to the organization so that huge improvement can be claimed by the organization for higher productivity and increase in sales revenue as a whole. But even after they have attained this huge success, it does not necessarily mean that it will now keep on sustaining in the market, the company have to keep on assuring that every aspect or function of the company are monitored closely and the ways and methods adapted to make the company productive is made consistent in order to be on the track, develop and sustain in the market. Many of the company who fail to stay on track is simply because they didn't stay the course to achieve the objective(Holtzclaw, 2012). So in order to maintain this consistency on their productivity, the company must monitor various aspect of the company to make sure that the company doesnt end up where it first started. The first thing that Heinz Australia have to make sure is that their organizational structure doesnt get jumbled up. Maintaining a proper organizational structure play a very vital role in bringing flexibility, efficiency and effectiveness to a particular company. Organizational structure is particularly important for decision making (Suttle, n.d.). If they succeed to maintain their organizational structure then the communication becomes very effective among the staffs and employees, and good communication ultimately means the fluent work flow in the Heinz Australia. Communication helps in smooth operation of administration. Administrative errand must be performed when communication framework is successful (notes.tyrocity, n.d.). When talking about communication, Heinz Australias main problem that caused its development to decline was its improper attitude among the seniors and staffs. Basically, the seniors or the upper hierarchy of the Heinz A ustralia did not acknowledge the employees work and only focused on what punishment could be given in order to bring the employees or the staffs to the right track, they didnt even consider the staffs contribution or ideas towards the organization, which made the employees feel less important and made them think that they were just work slaves to the company which resulted in demotivation of the employees causing them to resign from the company. So, in order for them to not fall back to that situation again they must keep in mind that all the employees in the workplace must be treated with same level of respect because every employee brings some level of experience and knowledge to the workplace(Lee, n.d.). Their ideas and contribution also must be acknowledged and the employees must be taken along the course, while nurturing them accordingly in order to keep them motivated to do work and to incline the production rates. Workers need acknowledgment for their commitments, and this is a significant human need more than once professed by social analysts(Smith, 2016). Ground breaking organizations are stepping to effectively address this negative perspective of execution administration. They are executing creative arrangements that guarantee forms convey genuine results and enhance execution(Factors, n.d.). This company has to monitor the overall functioning, structure along with the activities, behavior and working attitude of the employees among one another, to ensure that everything in going steadily in a smooth pace, along with consistency in order develop, grow and sustain, rather than falling back to what it was before. References Jackson, P. Burnes, . B., 2011. Success and failure in organizational change: An exploration of the role of values. Journal of Change Management. K.P. , B. D.S., . D., 2014. A time for change: QSENizing the curriculum, s.l.: s.n. Alam, S., 2013. Successful Organization Change at National Database and Registration , s.l.: s.n. canfield, j., 1944. s.l.: s.n. Factors, S., n.d. Importance of Performance Management Process Best Practices To Optimize Monitoring Performance Work Reviews/Feedback and Goal Management. [Online] Available at: https://www.successfactors.com/en_us/lp/articles/optimize-performance-management.html Holtzclaw, E., 2012. Power of Consistency: 5 Rules. [Online] Available at: https://www.inc.com/eric-v-holtzclaw/consistency-power-success-rules.html Kerzner, H. R., 2013. s.l.: s.n. Kinicki, A., Williams, ,. B. K., Scott-Ladd, B. Perry, . M., 2014. Management: A practical introduction. , NY: McGraw-Hill Education, New York: NY: McGraw-Hill Education. Lee, T. L., n.d. Nurturing Employees to Greatness: 4 Things Great Leaders Do. [Online] Available at: https://www.emergenetics.com/blog/great-leaders-nurture-talent/ Lozano, R., 2011. Are Companies Planning Their Organisational Changes for Corporate Sustainability? An analysis of three case studies on resistance to change and their strategies to overcome it. Corporate Social Responsibility and Environmental Management, s.l.: s.n. notes.tyrocity, n.d. Importance of business communication. [Online] Available at: https://notes.tyrocity.com/importance-of-business-communication/ Outreach, I. S. U. E. a., n.d. Force Field Analysis. [Online] Available at: https://www.extension.iastate.edu/communities/force-field-analysis Rigby, D. K., 2011. Management Tools 2011: An Executives Guide. , Boston: Boston: Bain Company.. S.H., A., S., H., J.L., M. , Malo, 2012. Back to the Future: Revisiting Kotters 1996 Change Model. Journal of Management Developmen. Smith, M. M., 2016. Nurturing Corporate Culture: Its Critical to Get Your Employees On Board. [Online] Available at: https://www.eremedia.com/tlnt/nurturing-corporate-culture-its-critical-to-get-your-employees-on-board/ Solutions, T., n.d. What is Change Management What is OD?. [Online] Available at: https://tolerosolutions.com/what-iwhat-is-change-management-why-is-it-important-to-your-organization/ Suttle, R., n.d. The Importance of Organizational Structure. [Online] Available at: https://smallbusiness.chron.com/importance-organizational-structure-2783.html