...to non-western countries. Having investigated and chosen the following cities for Disney; Rio de Janeiro in Brazil, Cape Town in Africa and Istanbul in Turkey. Diney wants to learn more about culture, market and the opportunity to grow its business into a global level. 2.0 Importance of culture for Business Culture is collection of much experience as a society, and its impact on our daily reaction and decision-making relative to the facts and circumstances that we usually do. Also culture has been defined as a value, beliefs, customs and religion. To the non-western culture, each and every one has its own culture of believes. So to get your message across successfully, first you have to consider the people views and climate of the country that you wish to ship your business because different cultures may require different behaviour patterns by a firm, strategies, Structures that appropriate in one cultural setting may fail in another. “What works in one culture might not work in another” (Hill, 2007, p 116). To be successfully expanded globally, Disney must consider the cultural nuances of the venture. 3.0 Cultural considerations Disney must take into account for expansion The importance of cultural considerations in business expansion is the...
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...Team members: (Section A) * Ashima Bhatnagar * Deborah Swati Lal * Dheeraj Kakarla ABOUT ECUBE TRAINING AND CONSULTANCY * Smart organisations are continually looking for ways to tap into the unlimited potential of their people. At Ecube we engage, empower and energise people. * Ecube training and consulting is an independent firm incorporated in RAKIA with operations across the UAE. Our team has over 25 years of experience in the field of coaching, training, human resources, sales & marketing. * Ecube offers an impressive range of soft skill courses & executive coaching for senior managers/businessmen. Our experienced consultants provide these services to a large number of organizations, both private and public. * Ecube provides an effective range of human resource solutions to help you attract, motivate, develop & retain the talent you need to maximise your performance in an increasingly competitive world. Statement of Purpose The project involves carrying out a research with respect to learning and development trends of the managerial level and other related factors in the UAE through usage of secondary sources. A special emphasis is laid on the UAE market as to how the top level companies are involved with learning and development in their organizations. In order to find the gap between the research and the actual market conditions of the organizations we constructed a survey to find out the potential gap. The potential gap...
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...was seen among learners who thought that cultural knowledge could enlarge their perspective of the outside world. In response to the another question: “What do you think is important in culture teaching?”, the following were the most frequent answers: cultural differences, festivals and holidays, peoples’ way of life, sports, music, customs, etiquette, society, education, food, body language and values. When answering the last question “In what ways you would like to learn about foreign culture?”, Most of the students mentioned that they like extensive reading, watching English movies, listening to music, reading stories, role-playing, and personal contact with native speakers. The responses to the questions indicate that the present state of culture teaching and learning is not satisfactory. However, the students had a positive attitude towards culture learning. They were found interested in learning how English-speaking people live, what their customs are and in what ways foreign cultures are...
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...following will identify some of the accepted causal attributes and expression of depression within remote and urban communities. In addition, the identified tools used to assess depression for this review will be examined. Finally, the relationship between the management of mental illness and current programs aimed at supporting indigenous people towards achieving holistic balance will be identified and examined to highlight possible contributions of future research. Aboriginal people have long been subjected to disadvantage in comparison to non-aboriginal people in Australia. (Reference) the roots of disadvantage is widely accepted across literature to flow from colonisation and presently developed into complex issues and traumas shared inter-generationally. These complications have impacted many aboriginal people in relation to their physical health, development, culture and their social and emotional well-being. (Reference). According to the Australian Institute of Health & Well-being (AIHW), the issued report in 2011 found that mental disorders such as depression, anxiety, schizophrenia and substance abuse disorders were identified as being the second highest affliction in the indigenous population. Furthermore, hospitalisation was more frequently engaged upon. AIHW data represented that; aboriginal people were twice as likely to require hospitalisation for a mental illness. Specifically, within groups aged between 25-34 years and groups aged between 35-44 years old...
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...global rotation programs, these people get a chance to nurture their cultural competence skills and communication upbringing and these things are of cardinal importance in managing any company. The candidates get a chance to work on different workplace environments like in New Zealand, America or Germany and thus their experience increases. The global rotation program is responsible for polishing the interpersonal skills of the candidates so they can manage different problems at the workplace environments (Noe et al, 2011). Candidates taking part in the global rotation program get a chance to communicate with multifarious and ethics kinds of societies that adds a great experience to their portfolio. Explain the ramifications of not having the global leaders The ramifications of not having the global leaders can be grave in professional domain. If the leaders will not be trained according to the traits of the global businesses then the organization will lack the vast exposure. The investments will be limited in the closed domain and the research work will not get open horizons. The lack of global leadership also fails to cope up with the unforeseen challenges in the professional domain because if there are multifarious people in the workplace, then leaders will not be able to understand the different points of view of different people. A global leader will understand that people are from different cultural backgrounds and every person has his own mode of thinking (Gupta &...
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...organizational visits 6 3. Professional development from PALS 7 3.1 Commercial awareness 8 3.2 Communication skills 8 3.3 Leadership 9 3.4 Foreign language 10 4. Help in the future 10 Conclusion 11 Reference 12 LEARNING LOG 13 Introduction In this text, I will retrospect to the period doing the assignment and reflect how I developed professionally and personally. The first chapter gives a review of the group assignment and presentation. We took DHL call centre as the development subject, and analyzed the importance of establishing a new call centre based on the theories about the reasons of building call centre. Based on existing literature about call centres, we summered up the advantages of call centres and examine the current status of DHL, thus our analysis gives a theoretical and practical ground of building DHL new call centre (Bruce et al, 2010). Latter analyzed the factors influencing the success of call centres so that we can adapt right strategy and avoid big failure (Chiara et al, 2006). The main concern is to promote service quality in all dimensions and by scientific means. In the second chapter, I draw a line between what I noticed and perceived from visiting and interviewing activities and what I’ve learned in the module before. Besides, I will explain my understanding of PALS in the aspects of learning skills, practice, introspection, interaction, sharing and equal. A new participant like me who has never taken part...
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...Institute of Management, Vastrapur, Ahmedabad 380 015, Gujarat, India. Email: manjari@iimahd.ernet.in Tel: ++91-79-26324914 Fax: ++91-79-26306896 1 Abstract: A three-stage model for the process of strategic human resource management is developed in this paper. The three stages cover strategy formulation, implementation and evaluation. The inter-linkages in this dynamic model have been explored. The organisational factors that have enabling or deterring influence on the success of each of these three stages have been discussed. The paper highlights the key role played by HR professionals in these three stages. 2 STRATEGIC HUMAN RESOURCE MANAGEMENT: THREE-STAGE PROCESS AND INFLUENCING ORGANISATIONAL FACTORS Organisations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalisation, changing demographics of the workforce, increased focus on profitability through growth, technological changes, intellectual capital and the never-ending changes that organisations are undergoing have led to increased importance of managing human resources (Devanna, Fombrum, & Tichy, 1981; Wright, 1998). In this scenario, a human resource (HR) department that is highly administrative and lacks strategic integration fails to provide the competitive advantage needed for survival, thus losing its relevance. Huselid and Becker (1997) found that there were noticeable financial...
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...Institute of Management, Vastrapur, Ahmedabad 380 015, Gujarat, India. Email: manjari@iimahd.ernet.in Tel: ++91-79-26324914 Fax: ++91-79-26306896 1 Abstract: A three-stage model for the process of strategic human resource management is developed in this paper. The three stages cover strategy formulation, implementation and evaluation. The inter-linkages in this dynamic model have been explored. The organisational factors that have enabling or deterring influence on the success of each of these three stages have been discussed. The paper highlights the key role played by HR professionals in these three stages. 2 STRATEGIC HUMAN RESOURCE MANAGEMENT: THREE-STAGE PROCESS AND INFLUENCING ORGANISATIONAL FACTORS Organisations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalisation, changing demographics of the workforce, increased focus on profitability through growth, technological changes, intellectual capital and the never-ending changes that organisations are undergoing have led to increased importance of managing human resources (Devanna, Fombrum, & Tichy, 1981; Wright, 1998). In this scenario, a human resource (HR) department that is highly administrative and lacks strategic integration fails to provide the competitive advantage needed for survival, thus losing its relevance. Huselid and Becker (1997) found that there were noticeable financial...
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...Running head: FINDING THE LEADER IN YOU1 Finding the Leader in You: Self-Assessment Jasmine N. Nance Business and Organizational Behavior Dr. Laura Poluka April 28, 2014 Finding the Leader In You: Self-Assessment I am a flexible and experienced health care worker with excellent organization skills and detail-oriented. I am a good communicator with proven inter personal skills and am used to working in a team while also being capable of using my own initiative. I am skilled In dealing with problems in a resourceful manner and negotiating to achieve beneficial agreement. I am ambitious, loyal and always enthusiastic to learn and undertake new challenges. As part of week one assignment I was required to complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference and “Which Culture Fits You?” The first assessment I took was A Twenty-First-Century Manager. This assessment offers a self-described profile of my management foundation. I was to rate myself on characteristics such as resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, self-objectivity, introspection and entrepreneurism. The results of the assessment indicated that my PMF score was 9.5. According to the interpretation, there are not too many perfect 10s but I take pride...
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...| | |[pic] | |United Business Institutes | |Full Name | | |Student ID | | |Program |BBM | |Module Code |MGT 402 | |Module Name |International Business Management | | | | |Submission Date | | |Total Pages (Including Cover Page) |19 | | | | |Face-to-Face...
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...Management of Soft Skills @ Campus Placement ABSTRACT Every student pursuing a professional career in engineering/management or any other stream has an ambition to obtain a challenging job in a company of repute (a brand name) and make a successful career. The eligibility of any student for campus placement although decides on the basis of his current and past academic performance (i.e. 10th and 12th marks) but his success in the interview is mainly depend on the technical knowledge and mostly on presentation / communication skill/general awareness. This implies the importance of soft skill knowledge at this stage. Basic campus placement activities conduct in three phases. 1. Technical or subject Test 2. Group discussion 3. Personal Interview A group discussion or GD conducted to test following skill of the candidates. • Interpersonal skill-listening, speaking, receptiveness, team spirit etc. • Clarity of thoughts-knowledge and ability to link known fact • Communication skill- coherence And the interview process to evaluate the candidate on various aspects such as goal, attitude, and motivational level ability to react the situation etc. This also helps company to assess the cultural fit between the company and students. This paper will elaborate on exact soft skill required for the students who are ready for placement i.e. final or pre final year students of the college based on four important factors...
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...forms values, creates attitudes and influences behavior .Hodgetts, et al. (2007) I came from the Batawana tribe which hails from Ngami land in the North West District Council. Originally Batawana had strong cultural practices that came to be the fountain of our strong moral fiber, but due to the over acclimatization of the Western culture, my culture has been inter-mixed, and what remains of it is just a makeshift. The strangest observation on joining ABM University College The most glaring thing that have really intrigued me is the level of professional conduct displayed by ABM with regard to the coordination of the Academic calendar, the school appears not to be following a properly laid down time-table of events. The situation was so strange and desperate that we had to start our Degree program 3 weeks later (03 Oct 202) than our counterparts in UK, and against the date of (17 Set 2012) stipulated by Anglia Ruskin as of class commencement. Though ABM was so quick to attribute that scenario to some logistical deficiencies beyond their situation, I however found the situation very awkward and not befitting an institution of ABM’s magnitude and public standing. My culture of the Batawana tribe as I see it Batawana and Batswana in general places great importance in the values of discipline (Botho) and mutual respect especially for the elderly people, where are expected to treat every elder like our own biological parents. In my culture we use myths and taboos as a way...
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...GLOBALIZATION TEST CONSTRUCTION ITEMS SUB TESTS A. MEDIA EFFECT 1. Electronic media- tv,cable t.v,etc 2. Internet 3. E shopping and e commerce 4. Advertisements in visual media 5. Movies and serials aand other visuals in channels and media B. COMMUNICATION MEDIA AND ENTERTAINMENT 1. Mobile 2. Internet and social media 3. Face book, twitter and social net works 4. Computer games 5. Importance of country games 6. Type of music enjoy 7. Type of dance enjoy 8. Type of games you like to play C. LIFE SYLE- CONSUMER BEHAVIOUR 1. Shopping 2. Dress fashion items 3. Kind of shops used to go to purchase 4. Monthly expense 5. Importance of branded items D. LIFE SYLE FOOD 1. Food menu 2. Food products select to buy? 3. Significance of tropical fruits and food items 4. Influence of advertisement and visual medi 5. Children and food menu 6. Ice cream and other desert items 7. Use of maida and masala E. LIFE SYLE comfort & Food 1. Vehicle purchased 2. Frequency of using vehicle 3. Time and distance used to walk 4. Use of public transport 5. Furniture used in house 6. Air conditioner, fridge and entertainment items 7. Kitchen articles 8. House construction model 9. House size 10. Water facility F. RELATIONSHIP FAMILY 1. Relationship with parents and siblings I think that my parents do not allow me to use my freedom I am totally against the conventional family system existing at...
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...between people in the UK and other countries and to increase appreciation of the UK’s ideas and achievements. The work of every British Council member of staff contributes in some way to the achievement of this purpose through contributing to one or more of the following outcomes: • Improved perception of the UK in other countries • Greater mutual understanding between the UK and other countries • Stronger ties between the UK and other countries It is therefore important that we all have a clear understanding of what our role is and what is expected of us. To do this we use job descriptions which describe the aims and objectives of jobs and the behavioural competencies and generic skills required to do a specific job. These form part of the Organisational Skills Profile together with a third element, job families. At the British Council we use a standard set of 13 behavioural competencies. This dictionary describes them in further detail. For further information on any aspect of the person specification or job role, please contact the recruiting manager. The individual competencies are displayed across the following pages in this format: [pic] The British Council’s recruitment policy requires candidates applying for jobs to provide evidence against the person specification for the job advertised. This dictionary provides guidance on the meaning of each of...
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...What type of structure will be best suited to a multinational Internet retailer? Why? Structures of a team base is consisted with organizational leaders that are one-end and junior employees on the other end. (Nahavandi 2012). Internet retailers are very close to approximate necessary conditions that has prefect increasing of information and product information and price transparency, internet retailing also provides low cost of collecting information that improves opportunities for price discrimination which is used to save the cost of operating. Multi-national internet retailers locates the importance and responsibility that relates between Organizational Structure. Multinational companies like smaller ones face more organizational challenges than companies that are operating in only one national market, smaller companies have to maintain functional operational units that also have to be fulfilled these functions in different ways. To make an organizational structure successful in the domestic market that can be used in the in the global world use much use the appropriate functions for all of the businesses that are suitable for the production structure for multi-national internet retailer because communication is the key information about the products and technology in a single chain of each level that consist the difference in behavior and other attributes. (Henry C. Lucas 2001). How would you recommend building a culture that was inclusive of diverse cultures...
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