What effect does globalization have on a manager?

Globalization or (Globalisation) refers to the increasingly global relationships of culture, people and economic activity. Most often, it refers toeconomics: the global distribution of the production of goods and services, through reduction of barriers to international trade such as tariffs, export fees, and import quotas. Globalization accompanied and allegedly contributed to economic growth in developed and developing countries through increased specialization and the principle of comparative advantage. also refer to the transnational circulation of ideas, languages, and popular culture.
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The term can

Globalization creates an environment of diverse of customer requirements and differences in customer satisfaction as well as cultural sensitivity. Additionally, suppliers may not be competitively priced, all production functions may not be located in various countries and technologies may not be compatible. TQM is no longer a functional integration in an organization or single country. The linkage is much broader and encompasses multiple companies crossing country boundaries. Search Global Quality for more detailed information. The information also identifies the complexities.

When globalization enters the picture, the process of determining proper direction is complicated by the diverse environments and customer base that must be taken into account. In the same manner, management implementation has to balance a large number of diverse and sometimes competing factors. Planning vision or mission. Management has to develop strategies to ensure business activities are aligned with the vision. With respect to the environment and customers, an organization in business for quite a while would find it relatively easy to understand them. -

When globalization enters the picture, the planning aspect of management becomes more difficult mainlybecause of the broader base of customers and the different environment or environments. Planning would have to cater for changes in culture, demography etc

PERSONNEL CULTURE: culture and language barrier. Zimbabwe Islamic women inferior to men, ..man hit girl in Canada and was fired ..zimbabwe found that harsh. Operators, customers have a prob understanding them What effect does globalization have on managers? Hofstede s found that managers and employees vary on five value dimensions of national culture. They are listed and defined as follows: 1) Power distance: the degree to which people in a country accept that power in institutions and organizations is distributed unequally. Ranges from relatively equal (low power distance) to extremely unequal (high power distance) 2) Individualism versus collectivism: Individualism is the degree to which the people in a country prefer to act as individuals rather than as members of groups. Collectivism is the equivalent of low individualism. 3) Quantity of life versus quality of life: Quantity of life is the degree to which values such as assertiveness, the acquisition of money and material goods, and competition prevail. Quality of life is the degree to which people value relationships and show sensitivity and concern for the welfare of others.

4) Uncertainty avoidance: The degree to which people in a country prefer structured over unstructured situations. In countries that score high on uncertainly avoidance people have an increased level of anxiety, which manifest itself in greater nervousness, stress, and aggressiveness. 5) Long term versus short term orientation: People in cultures with long term orientations look to the future and value thrift and persistence. A short term orientation values the past and present and emphasizes respect for traditional and fulfilling social obligations.

- NINE dimensions on which national cultures differ Assertiveness: The extent to which a society encourages people to be tough, confrontational, assertive, and competitive versus modest and tender. Uncertainty avoidance: As defined in the landmark research, the GLOBE team defined this term as a society s reliance on social norms and procedures to alleviate the unpredictability of future events. Power distance: As in the original, research, the GLOBE team defined power distance as the degree to which members of a society expect power to be unequally shared. Individualism / collectivism: Again, this term was defined similarly to the original research as the degree to which individuals are encouraged by societal institutions to be integrated into groups within organizations and society. In-group collectivism: In contrast to focusing on societal institutions, this dimension encompasses the extent to which members of a society take pride in membership in small groups such as their family and circle of close friends and the organizations in which they ar6e employed. Performance orientation: This dimension refers to the degree to which a society encourages and rewards group members for performance improvement and excellence. Humane orientation: This culture aspect is the degree to which a society encourages and rewards individuals for being fair, altruistic, generous, caring, and kind to others. Co-ordinating Controlling How can organizations demonstrate socially responsible actions?
Social responsibility is an obligation organizations have to society. It means going beyond legal responsibilities and profit making. Social responsibility tries to align organizational long-term goals with what is good for society. Society in this context refers to such groups as an organizationis employees, customers, and the community in which it operates. An organization should recognize the impact of its actions on others and be able to predict how those actions would threaten or further its existence. Social responsibility obligates organizations to make decisions that nurture, protect, and promote the welfare and well being of stakeholders and society as a whole. We can understand social responsibility better if we compare it with two similar concepts, described below.

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Social obligation: Social obligation is a businessis most basic duty to society. A business has fulfilled its social obligation when it meets its economic and legal responsibilities and no more. It does the minimum that the law requires. Social responsiveness: In contrast to social obligation, social responsiveness adds a moral obligation to business responsibilities. It requires business to take actions that make society better and to refrain from actions that could make it worse. Societal norms guide this process.

When a company meets the safety standards established by the federal government, its industry, or its profession, or if that company doesnit discriminate against employees on the basis of race in a promotion decision, the organization is fulfilling its social obligation o and nothing more. Various laws prohibit employers from putting employees at risk, polluting, or discriminating against certain groups, and this company is abiding by those laws. When a company packages its products in recycled paper or provides healthcare insurance for an employeeis significant other, however, it is being socially responsive. How so? Although it may be responding to social pressures, it is providing something society desires o without having to be told to do so by law! Forms of Socially Responsible Behavior Many kinds of decisions signal an organizationis interest in being socially responsible. Supervisors must recognize the important role they play in supporting actions that encourage employees and organizations to act for societyis benefit. Organizations act socially responsible when they: provide severance payments to help laid-off workers make ends meet until they can find another job provide workers with opportunities to enhance their skills and acquire additional education allow employees to take time off when needed provide healthcare and pension benefits for employees contribute to charities or support civic activities in their localities decide to keep open a factory whose closure would devastate the local community decide to keep a companyis operations in the United States to protect the jobs of American workers rather than move abroad decide to spend money to improve a factory to reduce pollution choose to help poor countries develop an economic base to improve living standards

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Why should organizations and their employees be socially responsible? Several advantages may result from socially responsible behavior. Workers and society benefit directly when organizations bear some of the costs of helping workers that would otherwise be borne by the government. The quality of life as a whole would be higher if all organizations in a society were socially responsible. Several management experts have argued that the way organizations behave toward their employees determines many of a societyis values and the ethics of its citizens. Being socially responsible is the right thing to do. Evidence suggests that socially responsible supervisors and other managers are, in the long run, best for all organizational stakeholders. Socially responsible organizations, in comparison with their less responsible competitors, tend to be more secure investments, have a more loyal and committed workforce, and have better reputations. Supervisors who promote a proactive approach to social responsibility are also sought out by organizations.

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Social obligation: The obligation of a business to meet its economic and legal responsibilities and no more - fulfilled its social obligation when it meets its economic and legal responsibilities and no more respecting the community in which the company operates, treating all employees fairly, respecting the environment supporting career goals and special works needs of women and minorities, or not doing business in countries where human rights violations occur.

Social responsibility also adds an ethical imperative to do those things that make society better and not to do those that could make it worse. Social responsiveness refers to the capacity of a firm to adapt to changing societal conditions. Social responsiveness is guided by social norms that can provide managers with a meaningful guide for decision making. For example, many multinationals and large Indian companies are now making a move towards including differently abled people on their payrolls. Companies such as HSBC, Sony TV, Essar, Hiranandani Group, Bharti, Prudential and Zenta even attempt to design their infrastructure and facilities to be as user friendly as possible for differently abled employees, and are making a committed move towards integrating them with the mainstream workforce Be a role model recycle, proper disposal of waste, donations to charities in addition to having events to increasing social awareness of issues that negatively impact society. Fo r instance, with regards to the environment, an organization launching an event to go green and inviting the public to become a part of it is a demonstration of a socially responsible action. Likewise, a marathon geared towards the fight against breast cancer is also a very good way for an organization to be socially responsible. Other ways include proper disposal of company waste, recycling, charity donations. In addition , organizations that make the extra effort to construct parks , playgrounds, sporting grounds and the like, in communities in need of such, definitely deomonstrates socially responsible actions.

2) How can organizations help employees balance Work/Life concepts? If your organization is like most, you have already built a fairly solid left leg. You have health insurance, vacation time, various benefits, and possibly EAP or education programs or flexible work policies. It is important to reinforce what you have, but it may also be valuable to implement some creative, potentially quick-hit opportunities that have proven to have a high impact in certain organizations. 4 Keep in mind that anything you recommend and implement must be consistent with the business objectives of your organization. Here are ten options for the systems leg of your strategy. 1. Reinforce through better communications what you are already doing. Most companies work-life benefits, procedures, and policies are isolated from each other. Pull them together and publicize them as your work-life package. At a minimum, post them on your

Web site as a package. 2. Abolish internal Friday-afternoon meetings. With full support from management, this policy alone can bring very quick and positive results. 3. Give a half day off on Fridays if the individual has put in the incremental hours earlier in the week and assuming that no outside customer meetings are scheduled. 4. Endorse working from home one day per week. 5. Offer subsidies for off-site exercise. 6. Create and support athletic teams. Consider underwriting part of the expense. 7. Provide one or two days off with pay for approved community involvement. 8. Create and encourage an annual or quarterly bring your family to work day. 9. Establish a disconnect from work vacation policy--no cell phones or laptops. 10. Create a more accommodating on- and off-ramp policy for those who leave the firm, especially if it is to spend time with family. When they show interest in coming back, make it easy for them to get back on where they left. 11. Day care at work to ease the laod and stress of commuting or having to find a baby sitter Bring your child to work day, Family days promote togetherness and socializing. Futhermore, companies that organize community service days where employees can invite family and friends to come out and give back to the community help their employees balance work life concepts 3) How do organizations make the customer King?