How Roche Diagnostics Develops Global Managers - Research Paper Example

?Insert That the world has changed is a matter that is not only being epitomised by the dynamics of the 21st century,but a matter that is also underscored by the manner in which development in information and technology has knit the world into a single global village. Because of this, businesses have also been compelled to go global, and thereby making global leadership mandatory. The seriousness of this matter is that businesses that remain localised are likely to be stifled out of the competitive market share in the business world, by multinationals. It is for this reason that the acquisition of global leadership is being considered as a salient feature in business success both at the national and international levels and private and public sectors. 1. Discussing the Responsible Party for Producing Global Leaders The human resources (HR) department is the party with the responsibility to produce global leaders. This is because, it is the HR department that can and should plan, designate, train and also provide compensation plans for engagements with international personnel. The HR department can also make arrangements to have an organisation be able to handle global differences among countries which affect organisational decisions. Apart from extending its recruitment drives to an international market, it is also true that it is the HR department which can persuade a rigid and conservative management into accepting recruitment drives to be made a multinational affair. 2. The Possible Ramifications of Not Having Global Leaders The failure to have global leaders within an organisation is likely to inhibit the organisation’s chances for broadening its opportunities to an international level. This is because the presence of global leaders will help the HR department and managers understand the principles and practices that prevail in the global markets. At the same time, the absence of global leaders in an organisation will not help the locals in a foreign market identify with the organization. This is because, organizations which have their rank and file coming from the mother country are almost always deemed as foreign corporate entities. This is to the effect that if an organisation fails to mingle its personnel with people from different races, religion or country, then the same organisation is likely to carry state-specific stigma. This may inhibit the speed and ease with which the organisation is to penetrate the market and get legally registered. Again, the same failure and subsequent stigma will help cripple the organisation’s volume of sales and stunt its market share (Griffiths, 137). 3. Roche’s Perspectives Program Based on the O’Toole chapter on public policy, the possible changes that can be made in the U.S. to encourage companies to become global leaders must include and take cognisance of the Perspectives Global Accelerated Talent Development Programme (PGATDP). This will portend, the targeting of individuals who are passionate about bringing significant contributions to their industry, but are still at a nascent stage of career development. This will also elicit the need for the factoring and use of experiential learning and development on these talented young professionals. At the same time, the US government and American businesses should work closely to craft new, more effective and broader global networks. Similarly, there should be the rejuvenation of employee exchange and transfer programmes, with emphasis being placed on the aforementioned young employees. This will help these young employees to build broader global networks, experience different areas of entrepreneurship, gain experience on how to manage different networks and accrue skills that will be needful for the advancement of one’s career. The US government can then in turn take to extend business incentives to organisations that practice the PGATDP programme (Griffiths, 137). It may also be imperative for the US government to expand its education, training and community development areas to include less commonly taught languages. This is because the present situation whereby many schools are offering only two foreign languages (mostly French and Spanish) is too narrow to encourage companies to become global leaders. It is therefore necessary to have a system that enrolls enough college students who can learn in different foreign languages such as Chinese, Russian, Arabian and Japanese languages. This move will in turn help: churn scholarships for foreign studies; enhance global education programmes among schools; give strong philosophical and fiscal impetus to include global studies within the US’ curriculum. If the government is to encourage companies to become global leaders, then it must seriously promote global studies (Mor-Barak, 276). 4. How Smaller Organizations Can Address Their Global Leadership Development Needs In the event that a small-scale organisation such as Roche has limited financial resources and is trying to meet their global leadership development needs, it will be important that there is proper strategy formulation and prevention. As part of this strategy, Roche or any other organisation with limited financial resources should adopt policies that support cultural adaptability. This will have the organisation seeking to ensure global leadership development needs taking measures to ensure that different races or nationalities are incorporated through a competitive recruitment drive which is based on meritocracy. These employees can then be nurtured through training, assigning of roles, responsibilities and powers, before being posted to other countries as the organisation’s point men, when that organisation will be intent on expanding. Likewise, it is these appointees who will help the organisation gain knowledge of other countries’ management style (Mor-Barak, 277). Secondly, cultural adaptability will help the organisation mingle easily with a foreign market, once that organisation goes international. This is because, an organisation which is represented by different races and cultures is easily inundated by socio-cultural and political stigma which may be specific to certain cultures, countries or races. Because of this, it will be important that Roche or similar organisations strongly differentiate between cultural imperatives and cultural exclusives. Again, it will be important that such small-scale organisations or corporate entities like Roche make measures for strong leadership which will help the organisation execute its goals and stay afloat amidst the cutthroat competition which characterises the global market. To this effect, it will be important to have both middle and high level executives become acquainted with the essence and infrastructure of global leadership. It is against this backdrop that he organisation in its entirety will be able to handle future demands of a globally integrated market. 5. Recommending how public policy can influence the development of global leaders in your community There are several ways in which public policy can affect the development of global leaders. One of the ways in which this can be done is by encouraging interschool exchange programmes. These programmes are to help foreign students mix with local learners so as to enhance cultural adaptability within the community. Cultural adaptability in turn exposes a community to global leadership. Secondly, the government should extend incentives and mentorship programmes to children with outstanding academic ability so as to nurture and inculcate leadership abilities within them. It is these students who are to be also earmarked for student exchange programmes and lucrative positions such as commercial attaches. Works Cited Griffiths, Paul (PhD). Proceedings of the 3rd International Conference on Intellectual Capital and Knowledge Management. London: The Birchman Group, 2006, 137. Print Mor-Barak, E. Michalle. Managing Diversity: Toward a Globally Inclusive Workplace. London: Sage Publications, 2005, 276-8. Print Read More