Unit 2 DB2_01

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May 14, 2024

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Tessa Watte Unit 2 Discussion Board HRMT620 As globalization continues, emerging technologies are making it more common to collaborate with coworkers from various countries who bring a range of cultures, values, and beliefs to enrich their areas of expertise. The way we understand each other and manage human capital is greatly impacted by subtle differences in communication styles and complex variations in what constitutes good business practices across national boundaries. A strong leader is essentially required for an organization to thrive in the global economic environment despite being highly complex (Mauer, 2014). It used to be customary to acknowledge and make accommodations for similar cultures. Nevertheless, when companies diversify, it is important to consider those different value systems when creating new products. Simply put, it is impractical for a multinational corporation with its headquarters located in one nation to fulfill its mission and vision while expecting its numerous international subsidiaries, which hire nationals and foreign workers, to uphold the same principles. Ignoring cultural differences can have negative consequences and complicate overall business operations for an organization. Conflicts in problem-solving and team project completion can result from differences in communication styles, attitudes toward team-based performance, and cultural power structures ( Examples of Cultural Problems in the Global Workforce , 2013) Effective leadership may boost engagement, productivity, and creativity in the workplace, while an opposing approach can cause various short- and long-term issues. For instance, people in directing and transformative leadership positions are widely regarded as essential to accomplishing a project and the company's success. By determining who participates in the process and how objectives and policies are carried out, these leaders empower their employees to perform at the highest levels. Additionally, this encourages a free flow of ideas, particularly when cultural gaps are present. On the other side, autocratic and authoritarian leadership frequently fails to recognize the full worth of its workforce in the corporate world. The four steps of human capital management—evaluation, consolidation, communication, and implementation—can be used to accomplish any goal. These offer quantifiable metrics that are trackable and evaluable over time. A successful company hires individuals who can develop with them and change to meet their ever-increasing needs. AGC should look into ways to improve quality, productivity, and workflow while progressively cutting costs. Using this process will help you build an efficient and driven team. Examples of Cultural Problems in the Global Workforce . (2013). Chron.com. https://smallbusiness.chron.com/examples-cultural-problems-global-workforce-71072.html Maurer, R. (2014, September 30). Navigate cultural differences to succeed across borders. Retrieved February 21, 2021, from https://www.shrm.org/ResourcesAndTools/hr-topics/global-hr/Pages/Navigate- Cultural-Differences-Succeed-Across-Borders.aspx
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