Corporate America in the Global Market - Term Paper Example

Corporate America must recruit from the Global Workforce to remain Competitive in Global Market America has attained success through its reliance on workforce from different nations. These people have contributed towards the success paradigm of America for a long time now. However all this has come with a lot of planning and hard work on the part of the American authorities, who have toiled day in day out to bring rich dividends for the coming times. America has reaped success with an earnest effort and a desire to make it big within the comity of nations and that too on a constant basis. The resilience has been there all this while to bring harmony within the related ranks and thus the eventual result has been made apparent to one and all. Corporate America is a gigantic entity – one which literally rules the roost when the talk goes out loud concerning the global regimes. However the success has come with its share of problems and discrepancies as well. There have been occasions when the workforce has just not been good enough. (Gray, 2000) Also the fact that this workforce has relied heavily on the adequate usage of the resources at hand is another quagmire that the American business fraternities have found themselves within. The manner in which Corporate America has brought about a huge drift within its global business operations is an example in its own right and one that deserves its due share of acclaim and applaud, however the significance of having diverse workforce regimes is one aspect that needs to be understood within the proper contexts. The American workforce depends a great deal on the way in which workers perform their duties and remain committed to the growth potentials of the business. It does not really matter if the workers are full time employee or contingent and part time ones. What is needed and looked upon is the manner in which employees work towards attaining the goals and objectives of the business and provide benefits to the eventual position of the organization. This is the single most quintessential basis for the workforce to identify with and no other aspect is deemed in the same vein when it comes to the amount of significance that workforce could exhibit on any given day. (Peterson, 2002) If the American corporation has a major share of temporary workers within its fold, it is of paramount essence that the organization’s own culture is strong and there are no apprehensions in this basis whatsoever. This is because organization’s culture lays the foundation stone for their devotion and work place performance levels to a higher magnitude. Any set of values and beliefs make up a culture. On the same pretext, a corporate culture is a set of values, morals, beliefs, traditions and norms which come from the industry specific regimes in line with the society under which it exists in the first place. Thus it would not be wrong here to suggest that the corporate culture is dependent on the industrial undertakings and the competitive influences occurring at the same time. The American workforce diversity can pose a number of problems for the group members but it is the duty of the leader of the group to make the group members hailing from different cultures to feel comfortable within the group and contribute to the best capacity they can, both as an individual and in the form of a group as a whole. (Hopkins, 1998) The impact of American workforce diversities means that more efforts are needed to be put in place so that each of the members knows what his duty is and whether this person is communicated about the roles that are asked of him, both in the short term as well as in the long run. Moreover, diverse changes mean that the leader has to focus more on a particular set of people or at times, the ones who are not very easy going along with the corporate workforce. Hard work and commitment thus form the key in the whole equation of getting the best out of even the ordinary of people in the corporate workforce. (Shenkar, 2004) Within the domains of the American corporation itself, cultural diversity within both the training and staffing regimes could be pinpointed in the area of managing these people well with the help of a manager who not only takes care of them but also acts as a professional knowing how to get work done from his sub-ordinates. One needs to keep in mind that the staff for the American corporate recruits people who have expertise in handling the affairs within the American landscape and who are apt at making decisions on their feet. The global workforce located in distinctive regions of the world report directly to the headquarters which are essentially located within America and thus the corporate finds it easy to communicate with them on a one-on-one basis. It is the first and foremost responsibility of the American corporate to be true to its people and then to the business which is being conducted at the end of the day. (Motwani, 1995) Leadership effectiveness within the American corporate means that the effectiveness of the workforce becomes apparent when the going gets tough and when there are a lot of hurdles in the way of success. Effective leaders accomplish respect from all and sundry and have an edge over the normal leaders which are found just about in every other organization. Thus a leader is a person who aims to bring out his best in relationships with the people around him as he constantly asks of them for efforts both in the business concern and in an individual capacity so that the end result is one of success and achievement. The changing global environment demands that the corporations within America are ready to change whenever the need so arises. They have to be on their toes all the time and carry out activities; both tactically as well as from the long term perspective that satisfies all the stakeholders and not just the consumers who receive their products and/or services. The corporate changes in terms of their strategies need to be chalked out with the facilitation of both the top management as well as the knowledge organization as they are the ones who actually have the much needed (solid) knowledge, as to how the relevant strategies can be incorporated within the system of the corporations in the first place. The strategies within the American corporate world are always drawn up whilst keeping the future in perspective while tactics usually change every now and then and are of a short term nature. (Adams, 2006) Training and HR practices have no such boundaries within which they can be confined and limited to, yet there are certain customs to which the particular corporation has to change its approach towards. This could be due to diverse workforce regimes in place and sometimes due to the different backgrounds widespread within America. But all in all, a corporate must keep these unique features of a region within its mind and continue with the growth process within those very limits. Staffing, training and HR practices are also considered global since they must be centered on the premise of providing benefits for the American headquarters. The same generates a big amount of revenue from all quarters of the business centers; if not in all countries then surely in some regions of the world. It can also be a source of providing jobs and human resources to a number of individuals within different regions – all of which contribute to the well-being of the American corporations. There has been heated debate in the wake of corporate America recruiting the global workforce regimes on a consistent basis. The issues of immigration has come to the fore and with that the threat of terrorism making the rounds of America, in the post-9/11 scenario, is also an aspect that needs much consideration before workforce is hired. America has started to examine each and every aspiring candidate who wishes to work within the American corporations with a sense of alarm and extra vigil is being taken on a persistent basis. Immigration has remained at the forefront of world bodies with the passage of time. It has linked itself in a negative manner more so with the post-9/11 era. Terrorism has changed the face of the world. (Poindexter, 1993) The people of this world have started to feel unsafe whenever they are within a horde and thus different assumptions have started to come about as concerns to the basis of different congregations, events, concerts and so on and so forth. This has really presented a very grim picture of the peace aspect related with this world. In the wake of immigration, this needs to be changed and there needs to be thinking mindset shift within the immigration authorities to start with. Corporate America has had a tough time at the hand of immigration authorities. The corporations have had problems with immigrants who have come illegally within the realms of America or who have had fake documents made for the sake of living the rest of their lives within America. The refutation of the recruitment of global workforce is thus necessary because there are a lot of impediments in the wake of adequate placement of these employees within the corporate American regimes. These problems are more or less concerned with the way these employees have acted within America for a considerable period of time and thus their mannerisms are considered unbecoming of their status within the country. Also emphasis is paid a great deal on the way through which these employees are usually able to have original and complete documentation within their folds. (Vora, 2004) Thus the legality aspects are deemed as significant in the wake of having workforce which is not only loyal with the American corporate regimes but also ethical in their respective conduct. Furthermore, the legal angle also helps in the identification of different legal procedures as these are prevalent across a cross section of countries, starting from Fiji and ending in Alaska within US, just to quote as an example, regarding its diversified nature. There has been some work done in the name of advocacy raised for setting up international criminal courts as well as movements which are run on the global front for the sake of providing justice to one and all. The refutation of the above-mentioned points is also necessary because the corporate America regards a lot of importance on the fact that immigration measures are sound and secure from all sides and that the global workforce encounters no problems as such when it is working under the American corporate umbrella. (Roach, 1997) It thus becomes the duty of the American corporations to take care of these workers and employees and this is apparently made possible with the help of proper and adequate mechanisms which can be employed by the people at the helm of affairs within the immigration circles. Within the global workforce domains, the change factor is pretty evident and more so in a quick fashion which is something that can be attributed as a major plus all this while but then again the pain it exerts on the young hands to make the lives of the rich and developed comfortable is debatable if not wholly deplorable. Furthermore, the point related with phasing out jobs in the name of technological changes and infrastructural requirements is a big bane in the present times, one that needs to be looked in the context of the losing party in a clear and vivid manner rather than hushing up the whole issue once and for all. (Clark, 2006) In the end, prosperity should be the buzzword as far as the whole discussion of having a global workforce is concerned. Competitive levels could only be achieved within the said realms of correct steps are taken at the right time and for that to happen in entirety, an earnest effort is all what it takes. Works Cited Adams, Leah. Changes in Policy and Practice: A Global View. Childhood Education, Vol. 82, 2006 Clark, Daniel. The American South in a Global World. The Historian, Vol. 68, 2006 Gray, David. Shaping Americas Workforce for the New Millennium. Education, Vol. 120, 2000 Hopkins, Shirley. Diversity Leadership: A Mandate for the 21st Century Workforce. Journal of Leadership Studies, Vol. 5, 1998 Motwani, Jaideep. How to Integrate and Refine Global Operations. Review of Business, Vol. 17, 1995 Peterson, Peter. The Shape of Things to Come: Global Aging in the Twenty-First Century. Journal of International Affairs, Vol. 56, 2002 Poindexter, James. Labor and Economic Trends: Effect on U.S. Workforce. Review of Business, Vol. 15, 1993 Roach, Stephen. Angst in the Global Village. Challenge, Vol. 40, 1997 Shenkar, Oded. One More Time: International Business in a Global Economy. Journal of International Business Studies, Vol. 35, 2004 Vora, Jay. Creating a Talented Workforce for Delivering Service Quality. 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