...Gap Analysis: Global Communications Global Communications is a telecommuting organization facing a number of challenges due to strengthening competition and limited services. In an effort to increase market share, reduce cost and re-gain the competitive edge a two pronged strategy was proposed. This strategy offers a wide range of additional services and outsourcing a significant dimension of the workforce to international locations to reduce cost. As expected, the proposal is met with resistance, confrontation, objections and additional challenges. This report will identify the issues and dilemmas as well as discuss the diverse perspectives of the stakeholders. A gap analysis and an evaluation of the end state vision are also assessed. Situation Analysis Issue and Opportunity Identification The issues presented in the Global Communications scenario are multi-faceted: Competitors in the telecommunications industry are all competing for the same business, cable companies are providing complete solutions that encompass computers, television and traditional telephone service and when Global Communications entered a selection of international markets the strategy was met with mixed results. As a result, Company stock depreciated more that 50% in a three year period. The stockholders are lamenting over the diminishing returns and there is much speculation on the probability of the Company’s ability to rebound. Additionally, a significant percentage of the workforce is comprised...
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... |ETH/316 Version 2 | | |Ethics and Social Responsibility | | |PD12BSB07 ( 04/10/2013 - 05/08/2013 | Copyright © 2011, 2010 by University of Phoenix. All rights reserved. Course Description This course provides a foundational perspective for ethics and social responsibility in relationship to individuals, organizations, and the community. Emphasis is placed on the interrelated nature of ethics, morality, legal responsibility, and social issues. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Boylan, M. (2009). Basic ethics: Basic ethics in action (2nd ed.). Upper Saddle River, NJ:...
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...The Worldwide Benefits of Organizational Theory David Thurman COMM / 112 January 15th, 2012 Dr. Dmitriy Voloshin THE WORLDWIDE BENEFITS OF ORGANIZATIONAL THEORY Organizational Theory is the key to solving many of the problems in modern society. It is a practice that, at its core, is used for the benefits of people and the betterment of groups of people operating towards a common goal (Greenwood, Miller, 2010). These groups of people can include businesses, neighborhoods, nations…anything. The reach of the Theory is broad and when it is executed correctly it can have a monumental level of effectiveness, ideally a positive one (Greenwood, Miller, 2010). The concept of Organizational Theory is far from new, and as such, this proposition is not meant to propose a new idea so much as make the reader aware of the often overlooked and underexploited potential of Organizational Theory and the power it can have in relation to improving conditions of people the world over. In this paper, the basic definition of Organizational Theory will be explained, its importance will be asserted, and ways in which it can be used to advance the well being of many will be proposed. First, we must establish what Organizational Theory actually is. The idea of “Organizational Theory” is defined as the study of organizations (a social group which distributes tasks for a collective goal) for the benefit of identifying common themes for the purpose of solving problems, maximizing...
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...Introduction The telecommunications industry is ever evolving and Global Communications has failed to adapt. An industry that was characterized by local monopolies in the 1980s has seen a shift in recent years towards the global market (Cansfiled 2007). In recent years excess competition has led to a decrease in over 50% of Global Communications stock. Questionable decision making and internal communication have forced leadership to a decision of outsourcing call centers to foreign countries and a push through new products towards globalization. This paper attempts identify: The issues and opportunities that all Global Communications stakeholders face, the gap that needs to be bridged, and the end state visions the company will adopt to reinvent itself. Issue and Opportunity Identification Global Communications is faced with increased industry competition and their stock value has depreciated over 50 % during the past three years. Global faces a great deal of competition in local and international long distance services. Cable companies have stepped in and provided robust portfolio of products to consumers at the cost of market share for Global communications. The result of this increased competition and the rise in call center costs have caused management to devise an aggressive plan to address these issues. This plan calls for outsourcing of call centers to foreign countries and a move towards the global market, offering consumer and businesses, a well rounded portfolio...
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...Cultural Challenges When Entering the Global Market Prepared by: Dennis M. Reilly, Regent University, LDSL 724, Cultures & Values I. Executive Summary Globalization can be defined as the inevitable integration of markets, nation-states, technologies and people in a way that is enabling individuals, organizations and nation-states to reach around the world farther, faster, deeper, and cheaper than ever before. Culture has become a highly significant factor in determining the success in today's international business environment. In particular, organizations entering the foreign markets either by expansion or mergers and acquisitions (M&A’s) are known to suffer at a high failure rate due to not understanding and preparing for cultural differences. Studies suggest that failure is due to different and often controversial relationships between cultural differences, integration and performance. The purpose of this white paper is to examine the cultural concerns when American corporations/organizations enter foreign markets and the impact cultural understanding or the lack thereof has on their success or failure. II. Culture “Culture is not only all around us but within us as well”. Each individual within an organization comes with a unique background and culture. Culture can be defined as the blending of values, politics, beliefs, behaviors, customs and attitudes that distinguishes one society from another. Since culture is a learned behavior that encompasses...
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...AFT3073 – RESEARCH METHODOLOGY |GROUP ASSIGNMENT (25%) – RESEARCH TERM PAPER TOPICS | |Current Strategic Management Issues | |This course assignment is a term paper on current strategic management issues. Possible themes/issues for your research term paper | |include (but are not limited to) the following: | |Ethics and Corporate Citizenship Themes | |Understandings of corporate citizenship | |Links between ethics and corporate citizenship | |Performance measurement | |Accountability and governance | |Stakeholder engagement, consultation, reporting and governance | |Corporations, territory and governance ...
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...Assignment 2: Leadership Assessment MANAGEMENT CONCEPTS BUS 302 August 25, 2013 Jacqueline Leonce Professor Monique Smalling Many organizations have to develop and implement programs that will attract qualified people to join their companies and offer rewards that will encourage them to stay. To stay competitive in today’s market management has to create programs that address issues such as organizational structure and culture, ethical conduct, diversity, and the continuing evolution of the global market. Analyze the leadership style(s) of a senior executive (CEO, CFO, COO, Director, etc.) in your current or previous organization who made a positive or negative impact on you. In my previous employment the company functioned under a combination of directive leadership and achievement-oriented leadership styles. Through the immediate manager employees were told exactly what is expected of them by receiving specific guidelines with information on how they were to perform their assigned tasks, they had a daily schedule on what are to be accomplish, and there were standards of performance in place to ensure that each employee followed the standard rules and regulations that governed the department. Also, the immediate manager will get with each employee and set some challenging goals with the understanding that expectations are high and that a significant level of confidence is placed in that individual to assume responsibility for each set goal and that...
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...Int. J. of Human Resource Management 18:11 November 2007 1895– 1916 The global integration of diversity management: a longitudinal case study Aulikki Sippola and Adam Smale Abstract Whilst the extant diversity management literature has provided a comprehensive array of theoretical frameworks and empirical studies on how organizations can and have approached the management of a diverse workforce, the same cannot be said about the literature on diversity in an international setting. Indeed, from a diversity management perspective we know surprisingly little about how multinational firms are responding to the increasing globalization of their workforce. This study seeks to contribute to this underresearched area through an in-depth longitudinal case study of TRANSCO, a well-known European MNC, which has been attempting to integrate diversity management globally throughout its worldwide operations. Adopting a Finnish host-country perspective, the study investigates what TRANSCO has been integrating, how it has tried to facilitate this and the challenges that have arisen throughout the process. The results indicate that TRANSCO has committed a considerable amount of resources to the global diversity management integration process, reflected in the myriad of integration mechanisms utilized. In terms of their integration strategy, it was evident that TRANSCO was able to achieve global consistency at the level of diversity philosophy, but was forced to rely on a more multi-domestic...
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...Running head: PROBLEM SOLUTION: GLOBAL COMMUNICATIONS Problem Solution: Global Communications Global Communication (GC) was a dominant force in the telecommunication industry. With the recent decline in stock prices, they will consider outsourcing jobs to India and Ireland as a cost cutting measure. With added pressure from stockholders and the need to stay competitive, Global Communications need to offer better services than their competitors do. GC is not alone when fronted with these types of issues. Many companies have struggles to keep their companies alive against the growing number of competitors in any given industry. Management is compelled to make decisive choices in order to turn their companies around. These decisions include the process of planning, implementing, and evaluating the outcomes. Many companies found that maximizing use of employees and organizational communication can be the difference in regaining stability and losing everything. While outsourcing will take away jobs from existing employees and bring down employee morale, companies may want to look into merging with an existing company. Mergers will provide new opportunities, new avenues, and career development that will result in competition and eventually job security. Mergers are a new business opportunity that will allow the company to broaden their horizons and produce skillful associates as well. Global Communications can realize and accomplish new goals by merging with a...
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...Global Journal of Management and Business Research Volume 11 Issue 7 Version 1.0 July 2011 Type: Double Blind Peer Reviewed International Research Journal Publisher: Global Journals Inc. (USA) Print ISSN: 0975-5853 Impact of Training and Development on Organizational Performance By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan University of Lahore, Islamabad Pakistan Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results...
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...page in order to resolve the situations presented; list and briefly describe them in column A. You have on the rEsource page a scenario that provides an examples of realistic situation in which these concepts apply. Examine this scenario and in Column B identify specific examples from it which illustrate an application of the concept. The example could be an issue in the scenario which illustrates a concept. Cite in Column C where in the reading you found the concept that the example illustrated. Cite in Column D a personal experience of the same concept in Column A to a situation that has occurred in your own organization. Table for Assignment One |A: Concept |B: Application of Concept in Scenario |C: Citation of Concept in Reading | |Example from Global Communications |Example from Global Communications Scenario|Example from Global Communications Scenario in | |Scenario in MBA/500: |in MBA/500: |MBA/500 | |Building Organizational Commitment, |Sy states that Global Communication’s |McShane (2005, ref. pg #?) | |which is developed through the |competitive edge is drawn from loyal | | |activities of:...
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...divergence and the variety of international organizational models that exist. This paper proves that human resource managers of global organizations can not afford to ignore challenges of international human resource management, in order to ensure company’s success. Moreover, this work focus on investigating the correlation between these problems, that also must be understood. During the past fifty years, technological advances in transportation and communications have spurred the pace of globalization. Many companies envolved from being purely domestic to becoming truly global. The first step in this evolution might be to export goods for sale in one or two foreign markets. The next step might be to manufacture those goods overseas because it is more efficient than shipping products thousands of miles to foreign markets. Setting up all those complex operations to enter a foreign market change the companies that eventually envolve into multinational enterprises. Although developing international business increase the requirement for understanding ways in which companies operate effectively on a global scale. In order to become successful in the global, competitive business world, firms must overcome certain challenges. Globalization influences the way companies manage their human resources, therefore one of the most difficult challenges for truly global organizations, are challenges of international human resource management. Global or international human resource management...
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...current data and identifying trends that may affect a company's future performance. Next, it involves mapping out a strategy that will most likely result in a company's success over the long term. A study by Eichinger and Ulrich (1995) indicates that in the next five to seven years at least 10 profound changes will alter the course of businesses and the function of HR. They identify these changes as (1) global economic and financial, (2) technological, (3) political, (4) structural (to the business organization), (5) educational, (6) labor-related, (7) social, (8) conflicts due to globalization, (9) environmental, and (10) crime-related. These changes are dominated by the shrinking world, as telecommunication, travel, information, ideologies, partnerships, and businesses are becoming global. As a result, businesses, regardless of size, must become global in their thought processes to compete in a worldwide marketplace. As globalization continues, businesses will find it increasingly necessary to compete for scarce resources, requiring business managers to function in a global financial arena instead of local or regional...
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...implementing the global expansion strategy was the fact that the control fire industry was a very large, fast growing and increasingly specialized field requiring big investments in R&D to keep pace, therefore innovation and price competition caused Kent to focus on reducing production costs while providing fulfilling products at the same time. Also, fire protection regulations varied by country, so the chemical agents Kent produced in its four plants around the world often had to be adapted to local markets since 45% of their sales came from international markets. In addition, as overseas opportunities grew, Morales became aware that his organization was not adapting well to changing pressures and demands. Capital allocation also became more complex as well as the overseas subsidiaries long history of independence that would lead managers to protect their self-interests. The individualistic position of each subsidiary was also an issue because they operated as a decentralized federation, with a non-connection with an interconnected global strategy. Another issue that presented to Morales was that even within his international division, the regional organization has difficulty coordinating issues with global implications since nobody was coordinating price, product or sourcing decisions globally. 2. How would you evaluate the organizational changes he made in response to those problems? Why were they successful? I would definitely have to agree that the organizational changes...
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...proposals. I will also point out that the main objective of a business proposal is to identify a need which must be addressed in order to generate either financial savings or greater revenue, while such financial implications are not relevant in formal research. Formal research is not concerned with generating findings that are practicable. I have concluded that formal research generates a wide variety of findings that may be made applicable in a wide variety of contexts. Further, I also noted that the advantage of business proposals is that they contextualize the findings from formal research in an existing organizational structure. Business Proposal vs Formal Research 1. Introduction Formal research basically is a systematic and organized effort to investigate a specific problem or test a hypothesis. The goal here is to find answers to the issues that concern managers at work which is done in a controlled environment, where the actions could have various outcomes (Sekaran, 2009). The actions could be repeated indefinitely under same condition and could occur unpredictably. One should clearly identify an area of problem that exist then gather information, analyze the data, and determine factors associated with the problem and take necessary steps to solve the problem (Sekaran, 2009). On the other hand...
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