Managing People and Organisations Globalization

Question: Discuss about theManaging People and Organisations for Globalization. Answer: Introduction Globalization Globalization, a term which defines the changes or modification in the business or its environment or its ethics or personalities aiming towards the development of the organization with respect to the business market across the globe eventually by increasing the global economy. For this process of globalization, the organizations must have to get perfect with its culture that is to be maintained both inside the organization and outside the organization (Anbari et al., 2003). The culture within the organization can be maintained by taking upon consideration about the relations between the people which is again enhanced by required motivation that will give the work environment an inherent uncertainty to live. The people attitude towards the management of time makes this factor an important in going through the organizational culture. Along with these, there are more of the socio-cultural dimensions which add some more factors to the cultural dimensions of the organization (Caligiuri Tarique, 2012). Culture of Organization The culture of an organization or the workforce is said to be the ideas or the customs or the social behaviour of the society or the people. Due to this culture, many organizations differ from each other in various levels and also due to this the workplace or the organizations somehow became successful in getting it expected levels in the global market. Cultural differences use to define communities which comprise of the people or the organization which uses to make the clarity regarding the ethnicity of the organization. Any type of changes in the culture of the organization makes it efficient in adapting the culture of the global market along with the trends and traditions (Cavusgil et al., 2014). Outside the organization, the social culture of the organization is the key distinction of the organization which has its impact on the globalization of the workforce in accordance to make the workforce global according to the international market (Fowler, 2013). These cultures outside the organization are sometimes multifaceted, borderless and can be said to be evolving. By going through the international standards, the organization has must to enhance its value according to the markets need. The culture of an organization that is within or outside always plays a major role in maintaining a happy and healthy environment by going through the promotion of the people by undergoing much communication regarding the ethics of the employees (Ghai Vivian, 2014). The environment outside the organization takes the acknowledgment and acceptance according to the need and trends of the market that eventually affects the behavioural attitudes of the organization and its employees which decide the future of the organization in the global market. As it is known that the existence of the organization in the global market depends on upon its communication which can be said to be a challenge to the company, because due to any issues in the communication there will be the clashes of the ethical and cultural issues of the organizations in the global market (Hill, Cronk Wickramasekera, 2013). So it can be said that the poor communication always leads to poor performance of the organization. The organizations that are competing in the global market get the impact of globalization upon its cultural issues along with the cultural issues of the other company in the market. Organizations Economic Challenges Organizations economic challenges can be solved through the perfect communication with the employees, customers and the most important are the stakeholders who are majorly involved in the taking the organization to a higher level. In the international market, mostly the organizations need to develop their communication to make a suitable place in the market for the proper growth in the business, for which the companies need to develop their relationship managers along with the subordinates that can be able to manage the issues that come in the international market (Matthews Thakkar, 2012). Researchers have been shown that the companies those are having a good amount of cross-cultural communication always leads to getting a more competitive advantage which will be helpful in bringing more advantages regarding resources and time span for not getting into any type issues of the inside or outside environment of the organization. Therefore it can be said that the international market rev iew of an organization can get through the proper communication procedure which is intended to prevent the chaos in the market which eventually removes the cultural understandings that are mainly caused by the personal biases and the prejudices. Therefore many of the research papers and the journals are being considered which directly shows the situation of the companies or the organization in the international market. Diwakar Singh in the paper Managing Cross-cultural Diversity: Issues and Challenges in Global Organizations said that the modernization in the global market made the improvements in the organizations by which they had developed many operational ways that will enhance the coordination and motivation and communication in the organization which will be helpful in maintaining the organizational value in international market (Ghai Vivian, 2014). This event made the arrival of the multicultural attitude of the organizations in the global market. In another journal of Relationship between Organizational Culture, Leadership Behaviour and Job Satisfaction by Yafang Tsai, it is said about the cultural values of the organizations which basically made the relations within the organizations involving the behaviour and att itude of the organization on the international market and trends. It says about the interaction within the organization and outside of the organization. Again Lowell C. Mathews and Bharat S. Thakkar in the paper The Impact of Globalization on Cross-Cultural Communication, said about the details of the global business operations of the organizations along with the requirements of that to enhance those ways to improve the basic demand of the organization according to the international market (Matthews Thakkar, 2012). It said that the communication is the major weapon to tackle the issues that emerge in the international market by avoiding or preventing the misunderstandings by the prejudices and the personal biases. In the paper Dynamic cross-cultural competencies and global leadership effectiveness by Paula Caligiuri and Ibraiz Tarique, has mentioned in their write up regarding the data analysis they have done to basically get a good picture of the cross-cultural experiences outside the organization in the environment of the international market (Caligiuri Tarique, 2012). They have further stated that these competences that are raised due to the cross-cultural experiences can be said to be the predictors of the supervisors which values the effectiveness of global leadership. Another book of Human Relations, says about the globalization in accordance with the cross-cultural variation among the organization in the international market. Paper of Cross-Cultural Differences and their Implications for Managing International Projects by F. T. Anjari et al said about the multicultural global business community which makes the clarification about the misunderstandings of the organization in the market and it also makes successful efforts by making good communication within the organizations with much effective, leadership and mutual respect (Anbari et al., 2003). References Anbari, F. T., Khilkhanova, E. V., Romanova, M. V., Umpleby, S. A. (2003). Cross cultural differences and their implications for managing international projects.Retrived from https://www. gwu. edu/~ umpleby/recent_papers/2003_cross_cultural_differences_managin_international_projects_anbari_khilkhanova_romanova_umpleby. htm. Caligiuri, P., Tarique, I. (2012). Dynamic cross-cultural competencies and global leadership effectiveness.Journal of World Business,47(4), 612-622. Cavusgil, S. T., Knight, G., Riesenberger, J. R., Rammal, H. G., Rose, E. L. 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