The Globalisation of Logistics & Supply Chains Management Case Study

The Globalisation of Logistics & Supply Chains Management - Case Study Example Economies that have been quite strong up to now show signs of decline. These are mainly the Western countries. On the other hand, BRIC countries have strengthened their position and seem to have potentials for a long term growth. OECD has incorporated a plan for promoting the development of economies worldwide by 2060. Emerging economies are expected to show a rapid rate of growth while Western economies are more likely to have a slow growth, as highlighted in the report of OECD. Under these terms, OECD support that MNEs are expected to change their global strategies so that they are able to respond to the global dynamics, which are based on the swifts of economic power from the countries of the TRIAD towards the BRIC countries. The above issue is explored in this paper. Emphasis is given on the influence of the changes related to global dynamics on the total global strategies of multinational enterprises (MNEs), not only for the present but also, mainly, for the future. Academic theories and models that have been developed in this field are presented and analyzed aiming to explain whether MNEs are vulnerable towards the changes occurred in global dynamics internationally. In addition, the various aspects of MNEs are presented, in order to understand the responses of MNEs to global market trends and challenges. The operation of businesses in the global market is closely related to the principles of globalization. In fact, globalization is the framework that sets the rules and the conditions under which firms are able to develop their activities worldwide (Parker 2005). In this context, the understanding of the role and the powers of MNEs requires the understanding of the characteristics of globalization (Parker 2005). In practice, globalization seems to have four key characteristics: ‘a) promotion of global interconnections, b) rapid change, c) different characteristics of participants, both in terms of their number and their

Employment Law in Ireland Case Study Example | Topics and Well Written Essays - 1500 words

Employment Law in Ireland - Case Study Example What this means to Pisces is that Pisces is obligated to ensure Antonias safety, health and welfare. It also means that it has the obligation to conduct work activities in such a way that ensures her safety and to provide arrangements for her welfare and safety. In other words, if Antonias doctor states that the chemicals that she is exposed to on the job is hazardous to her health or the health of her baby, Pisces must make arrangements to ensure her welfare and safety. This does not necessarily mean that Antonia is automatically entitled to a desk job; there could be other arrangements that can be made, and it would be up to Pisces to discover what these are. If Pisces can find a way for Antonia to safely work in her current job, then this what they may be able to do, assuming that there might not be a desk job for Antonia. But, if there is a desk job for her, and she is qualified for it, then this would be best, for this would be safest and there would be no question that Pisces h as made accommodations and arrangements the ensure her safety. What they cannot do is summarily dismiss her. Lets assume that Pisces does not have a desk job for Antonia and there is no accommodation that can be made for her otherwise. Antonia is protected to some extent by the Sex Discrimination Order 1976, which states that an employer cannot treat an employee less favorably if she becomes pregnant than she would be treated if not pregnant (Sex Discrimination Order 1976). Antonia can arguably use this Order in her favor if Pisces decides to fire her, for, on its face, Pisces cannot fire her simply because she is pregnant (Hitch v. Smyth). Moreover, she might be covered by the Employment Equality Acts 1998-2008, which states that employers must take appropriate measures to enable a person with a disability access to employment (Employment Equality Acts 1998-2008 (1.7)). Although Antonia is not