Table of Contents

Article No-1:

The recent report from the World Health Organization has provided evidence that the novel coronavirus is a global threat that has already caused an unprecedented number of deaths worldwide.

Paraphrased:

The World Health Organization’s recent report has revealed that the new coronavirus is a worldwide issue that has brought about an unprecedented amount of fatalities across the globe.

Piece N0-2

Piece No-3

Original: His name is John

Paraphrased: His moniker is John

Article 4

This post concentrates on the topic of…The advantages and disadvantages of modern technology.

Article 5

This article looks at the topic of…This article examines the issue of…

Globalization means greater interdependence and interaction between nations. Globalization is the process of greater interdependence among countries and their citizens. It is achieved through international trade, immigration, and foreign investment. Non-economic factors such as the cultural and environmental are also included. Globalization is the process of integrating and interdependent economies around the world. Global competition is a necessity for organizations

Globalization is made easier by falling trade barriers. Consumers’ preferences and tastes are becoming more similar. The trend is promoted by firms that offer the same products everywhere. Globalization is made easier by technological advancements in particular in telecommunications and transport.

Outsourcing, exporting, licensiing and direct foreign investment are some of the ways that organizations can get involved on an international level. Outsourcing is the process of sourcing goods and services in different countries to benefit from the differences in cost and quantity. The firm can lower their production cost, improve production efficiency and be more competitive on international markets. Exporting refers to the transfer of goods or services produced in one country and sold in another. A company can produce and sell a product abroad by licensing. Direct investment is another form of globalization. This is when an organization invests abroad because it has cheap labor and resources. As an example, a Japanese company might invest in Malaysia to take advantage of cheap raw materials and labor.

Global HR Strategies are key to determining success. Planning, controlling, organising and leading are the same management functions whether a company operates domestically or globally. Multi-national business is difficult. Businesses are managed in multiple countries. International human-resources management is a way to address the complexity that comes with managing people from different countries. Before globalizing an organization, the human resources management should consider several key factors. These includes the economic environment(economic development, infrastructure, resource And product market, per capita income, exchange rate, economic condition),legal-political(political risk, Government takeover, Tariffs, quotas, taxes, terrorism, political instability, laws and regulation), Sociocultural (social values, beliefs, language, religion).Mangers must adapt with the cultures in which countries they are operating their business, they must understand the ways to provide proper leadership, decision making, motivation, and control vary in different cultures.

Article No.1The “Global Environment” by Richard L Daft is related to Oyeyemi’s Kayode’s article on the impact of globalization on human resource management.

According to an article, the rise of globalization has been fueled by many factors. These include the scarcity of talent, technology, and cost in the global marketplace. Globalization has a constant pace in terms markets, business opportunities and investment within an organization. The transformation brought about by globalization impacts all departments in an organisation, including human resource management. It is also required to adapt to changing globalization demands. This study revealed that the workforce has a significant impact on Human Resource Management, whether it is locally or internationally. It also highlighted the factors that drive globalization of the workforce as well as the challenges and issues facing Human Resource Management.

There is tremendous growth potential in the global markets which resulted in intensified foreign competition in local markets which forces the small-and-medium-sized companies to upgrade their operations and even consider expanding internationally.There has also been growth in demand which necessitates the development of a global network of manufacturing bases and markets, when the markets are global, the production – planning task of the manager becomes difficult on one hand and allows more efficient utilization of resources on the others. As products have become more complex, global manufacturing facilities have been established. Global Cost Forces Product and Process Conformance Quality, Delivery Reliability and All These Realizations Placed Access to Skilled Workers and Quality Suppliers High on the Priority List for Firms Competing on Quality. The capital intensity of many high-tech industries has increased dramatically.

Daft, in his book “The Global Environment”, describes a borderless environment as a world where organizations are looking to sell their product globally because there is an increasing demand for it in other countries. A production plant built in developing countries can benefit from low cost labor and make the company more competitive. A Japanese company will then build its firm in a country with low labor costs to gain the benefit of this factor. There are also developing countries where there is a need for certain products but they lack the technological advances to meet the demand. Therefore, global organizations build their firm within those countries. Some cases, raw materials importation from other countries can increase production costs. The firm then cannot compete against other firms which do not require the importation of raw materials. Some products are globalized because of consumer demand. If we look at the article, it is the same as what Daft says about Globalization.

The author explains in his article that the multinational or global company can improve their global competitiveness by empowering employees to adapt to corporate cultures around the world and investing in human management. A common corporate cultural is vital for a global company. Corporate cultures that are different cannot be used to create a global organization. Developing a common corporate cultural is also difficult. Nations differ. HR has a role to play in forming an international team and developing a corporate culture that is unified. Global mobility is difficult to implement, but global organizations need global managers who can run a global Human Resources. Managers have to learn global policies.

Daft wrote “The Global Environment”, which is a book on corporate culture and management of human resources. He describes management as a crucial part of human capital that allows entrepreneurship to be conducted globally. Since they will not be operating their business in the country where they live, they must understand global strategy. They must also understand the culture in that country. Every country has a different culture. An American manager who tries to adapt his culture in Malaysia will be met with a different response by his Malaysian employees. The global manager must be properly trained. The article is exactly the same as what Daft stated.

Article N0-2The following article is related: “The Global Environment” by Richard L Daft.

Tony says Hofstede’s immense popularity can be attributed to his masterful ability to express complex cultural phenomena using simple, quantifiable language. The article is a reflection of Tony Fang’s perception and reaction to Hofstede article published in APJM 25th anniversary issue (2007). Tony Fang is of the opinion that Hofstede, with his focus on cultural diversity, can’t capture today’s cross cultural management environment which is characterized in paradox and change. He believes that the Hofstede model is not adequate to understand and theorize today’s wireless and borderless cross-cultural management. Tony discussed Ying Yang’s implications for cultural dynamics and globalization. He emphasized the need for Asian management researchers to learn from Westerners, but also to be confident and courageous in utilizing indigenous knowledge when contributing to theory development with global relevance.

The article by Hofstede (2007) aims to explore the “general characteristics” of Asian Management as compared to other management styles. It also examines what this means for emerging Asian multinationals, and the state-of-the art of management research in the 21st Century. Hofstede continues to write about culture in the same way he has done before. This article provides an overview of his Hofstede paradigm, which is built on six assumptions. The six assumptions include the fact that culture is a complex phenomenon which can be dealt with through stereotyping and implication, the nation-state is the unit of analysis and culture and management are seen as country-specific issues, cultures are analyzed using four or five dimensions, and each culture has a fixed indexing.

Tony’s article seems to be related to Daft’s “The Global Environment”. The book “The Global Environment” by Daft mentioned the socio-cultural value dimension of Hofstede. I was introduced to Hofstede through this book and wanted to learn more about his theory. Finally, i came across this article. Tony and I both agree that Hofstede was consistent in his writings regarding culture, which can be applied to the globalization age. I believe that Hofstede’s paradigm does not capture the new cross-cultural business environment. On the contrary, some decisions and changes are more suitable for Westerners than Asians. To improve management skills, some changes are needed. Tony introduced Yin Yang concept for Asian management.

Tony states that Asian philosophies can provide a great source of inspiration to develop cross-cultural theories. Asian management and philosophy are characterized by the “both-ands” of dialectical thinking. Asian culture is less inclined to categorize issues in a binary “either/or”, as it does in western cultures. Asians often get confused when asked about their gender, individualism or collectivism, or whether or not they’re reserved.

Yin Yang might be the most-known East Asian symbol. Yin represents female energy, while Yang represents male energy. Yin Yang complements each other and depends on each other in different periods of time. The Yin Yang approach empowers Asians in their ability to view culture as a dialectical, changing environment with paradoxical values and behavioral attitudes. This dialectic.holistic.changing perspective on culture, inspired by Yin Yang, differs philosophically with the static.bipolarized view of culture advocated in the Hofstede paradigm. Fang (2005 – 2006) suggests that if a country’s culture is “+ve”, it must be “+ve”, based on dialectical and Yin Yang thought. A balanced society embraces both Yin Yang.

Last but not least, I feel that we should make improvements and changes from time-to-time, especially during this globalization period. We shouldn’t focus on one theory only (the Hofstede model) and ignore the other theories. Hofstede says that his research does not represent “a finished theory”, but encourages us continue to explore to better understand cultural differences, improve intercultural cooperation and communication.

Article No-3Globalization Human Resource Management in the Public Sector: A cross-cultural perspective by Dr Pan Suk Kim

The article states that international environments are rapidly changing. The need to be more competitive overseas and to increase trade has forced corporations and governments to adopt a global mindset and become more culturally aware. Rapid internationalization in service businesses is affecting global competitive conditions. This is largely due to the advent of new technology that crosses boundaries.

Globalization is about accepting the fact that the diversity of cultures in the management composition and style can contribute to the competitiveness of an agency. Global human resource planning provides a structured framework for managing and developing people who understand the operational and strategy paradoxes in global organisations and are able to manage cultural diversity.

To be competitive in the global marketplace, agencies will need to adapt a new mindset. Global leaders have to be familiar with not just customs and protocol but also national culture. According to Hofstede culture is a collective programming in the mind that separates people into different groups or categories.

Negotiation occurs when two or more entities come together to discuss and resolve their differences, while also addressing common interests. The goal is to achieve a mutually beneficial agreement. Fisher identifies five factors to analyze cross-cultural negotiation, which include the actors and situations, styles and types of decision-making, national character, the cross-cultural noise and interpreters and translators. Negotiators should learn what expectations the foreign negotiator has and create a relaxed environment that promotes problem solving and cooperation. Next, the negotiator should analyze the organization culture of a foreign government and structure arguments according to established guidelines. The office, the proximity of a person, and even the gestures can affect communication. It is difficult to translate certain concepts, nuance, and meanings. The negotiator might try to explain a concept, idea or nuance that is not present in the culture of his counterpart.

Global organizations face a number of strategic challenges when it comes to human resources management. To successfully train future leaders in global organizations, it is necessary to radically rethink the basic premises of human resources development techniques. Training and development techniques that are used in the past do not meet globalization’s needs. Albert Bandura claims that we learn by interacting with four elements, including incentives, attention, retention and reproduction.

Globalization requires new thinking. Transformation, multiple interpreting, and alternative patterns are used to understand and construct meanings when cross-cultural encounters occur. A new curriculum and teaching method should be designed for the globalization era. The curriculum of the globalization school for public administration would be structured differently from other schools currently operating. A globalized school of public administration should be characterized by the following: exposure to culture, comparative, centered on problems, flexibility, multilingualism, team-building, faculty exchange and development, textbooks and case studies, and development.

The article is very similar to Daft’s “The Global Environment”, which discusses human resource management. Daft states that companies must train their management in order to operate their businesses in other countries, i.e., cross cultural management. If a European manager is working in his country individually, but in China he must be in a collectivism mode.

Article No.4 “Globalisation: Its Impact on Strategic Human Resource”

Deepika Faugoo’s “Management, Competitive advantage and organisational success” is a companion to Richard L Daft’s “The global environmental”.

Globalization is the rapid integration of world culture, trade and technology. The phenomenon of globalization includes the shift from the cyber-revolution to trade liberalization. Globalization is a combination of economic, political, social and cultural factors. Multinational corporations trade internationally and are concerned with reducing trade barriers, maximizing profits, and satisfying their customers. Globalization is a force that emphasizes competitiveness. It also increases the number and diversity of workers, including women. Globalization has been portrayed by many as an intensified competitive environment and a constant innovation in technology that stresses the importance and quality of products and services. The fact that many organizations are smaller due to competition has led to a number of developments in HRM. Human competitiveness is becoming more and more important as the organization and institutions realize.

Strategic HRM, such as tacit knowledge and skills, can produce competitive advantage. This will allow an organization to take advantage of opportunities and to avoid threats in the marketplace. HR must attract and retain employees who possess the skills required to support the organization’s core competencies. In a dynamic and competitive environment, HR practices such as training and development, career planning, staffing, and performance appraisals are essential. Personal dynamics, ensuring employees’ commitment to company goals, through communication, reward systems, encouragement and career advancement. Personal being receptive and open to employee input and preparing staff for new skills through cross-fertilization, job enrichment and training.

French, German and Indian multinational companies, for example, illustrate how organisations are respondingto challenges posedby globalisationand rapid change by adoptingmore flexible and participatory waysofworking. This article also highlights the importance of effectivepeople management to enhance competitive advantage and organizational success.

We can see that Daft’s “The Global Environment” about Globalization states that the falling of trade barriers will make it easier for people to sell their products globally. Consumers’ preferences and tastes are becoming more similar. The trend is promoted by firms that offer the same products everywhere. The technology advancements in particular in telecommunications and transport make globalization easier. Some organizations are looking to expand their global reach by exporting products and services. Others may use licensing, or outsourcing, to boost their competitiveness. In order to be global, an organization must understand global values and norms. The management must provide cross-cultural training to their Human Resources as needed. The article is a good example of this. Everyone will agree, if you argue about it.

This article discusses globalization and the ethical issues that arise in international marketing. Globalization is a process that increases interdependence between countries and citizens. The purpose of this article is to describe what globalization is. It will discuss the globalization dimensions and the emergences of global institutions. Talk about the ethical universals, national cultures and ethical approaches to international marketing. This article has two keywords: globalization and international market ethics.

Globalization is a phenomenon that has existed for 5000 years. Globalization has become a part of our everyday lives. Communication and network systems have been created around the world to connect everyone and everything. Economic globalization is a result of the integration of financial and world trade markets. From the following angles, we can study globalization: economics; political; sociology; psychology; anthropology and communications. What are we studying? Our chapter will help the manager to understand the technologies and cultures that are used in managing the economic growth or decline. Global institutions have increased the speed at which globalization is developing. WTO, European Union, and other global institutions are well-known and successful.

The study of morals, values and ethics is part of the philosophy. Culture and ethics are a part of culture. Culture is defined as the “complex whole of knowledge and belief, art, ethics, law, customs, and morals acquired by mankind as a society member”. Cultural environment is related to the perception of ethical issues. This article discusses two ethical approaches to international marketing: normative and descriptive. The manager of an international company should respect and study the culture and religion of other countries, as they have different social values, cultural, language, religion or education. This will cause our trade to fail. Finally, there are ethical issues with international marketing. At some countries, the ethical standards may not be clearly defined. International marketing is therefore infinitely complex. Value judgments vary widely across cultures. What is considered right in one culture may not be acceptable in another.

Comparing the article to Dafts’ “The Global Environment”, we can see that organizations today have become more global competitive by exporting products, licensing companies, using direct investment strategy, and outsourcing. Organizations today cannot survive without global competition. To become a globally-oriented organization, an organization must take many factors into consideration, including the economic, sociocultural, legal, political, and human resources management. Daft also mentions the cultural intelligence, which is the ability to use reasoning skills and observe unfamiliar situations to devise appropriate responses. Daft’s mention of managing cross-culturally means managers should prepare for overseas assignments by understanding differences in the social values of different countries.

We can now conclude, based on the above discussion, that this article is a perfect match for Daft.