Global Professional Development - Linguistica-Global Company - Case Study Example

GLOBAL PROFESSIONAL DEVELOPMENT Name Course Instructor’s name Institution Date Table of Contents Section 1: The organisation and environment 3 1.1.The client’s needs and external environment 3 1.1.1. Political factors 3 1.1.2. Economic factors 4 1.1.3. Social Economic 4 1.1.4. Technology 4 1.2. The organisation and its internal environment 5 Section 2: Analysis and recommendations to the organisation 7 2.1. Analysis of findings 7 2.2. Recommendations 8 Section 3: Implementation 10 Prototyping strategy 13 Section 4: Critical Reflection 14 References 15 GLOBAL PROFESSIONAL DEVELOPMENT Section 1: The organisation and environment 1.1. The client’s needs and external environment The world today is characterized by Globalization which has been fostered by improvement in information and transportation systems in different countries. This has therefore led to emergence of a multicultural community in the workplace, schools as well as other places which bring together a number of people (Purvanova & Bono 2009, p.351). Globalization has also led to a number of operations across borders and cultures. Thus, globalization, leads to new obstacles such as cross-cultural interaction as well as a number of difficulties rooted in cultural and language differences. Organization and institutional heads are therefore forced to embrace cross-cultural training as well as language training in order to ensure smooth cross-cultural interaction (Garrett & Watson 2012, p.27). In this case, these organizations and institution are looking for individuals who can offer competency coaching on bespoke language course as well as cross-cultural training. 1.1.1. Political factors Cross- cultural interaction and bespoke languages greatly influences the running of a political system. In this case, a number of political polices are dependent on cross-cultural interaction and bespoke language. In addition to this bespoke language and cross-cultural interaction also are great influencers of the stability of different organization and even countries’ political systems (Siewiorek, Saarinen, Lainema & Lehtinen 2012, p.128). Due to globalization and interaction in regards to business, politics as well as other inter-country relations various countries have opted to fund some of these cross –cultural and bespoke languages training programs in their countries (Ibrahim & Primiana 2015, p.4). Thus, various governments have come up with bodies designated for this purposes for instance the cultural and art council in the U.S. 1.1.2. Economic factors Cross-culture and Bespoke language have been quite essential for boosting various countries’ economies. Economist argue that there is a direct proportion in the level of economic development in countries and these countries embrace of cross-cultural and bespoke language interaction. In line with this, through these countries embracing cross-cultural and bespoke language they foster cultural corroboration with other countries which leads to business collaboration hence, in the long end impacting positively on these countries economic development (Thamhain 2004, p.536). This has therefore, led to government channeling more funds to the cross-culture and bespoke language programs. 1.1.3. Social Economic Since the world is quickly becoming a global village there are more interaction between countries in an effort to find solution to global problem as well as creation of business alliances. However, due to the cultural and language differences this particular issue is seemingly slowed. This has led to the embrace of cross-cultural and bespoken training programs in an effort to breach these differences (Gilley, Gilley & McMillan 2009, p.75). 1.1.4. Technology Due to the advancement in technology, breaching the evident gap in language and culture has been made much easier. Various cross-culture and bespoke language training programs have since embraced technology in an effort to make these training programs effective and efficient (Mat & Smith 2014, p.55). By embracing technology individuals can take up these training programs through distance learning or online classes. On the other hand, technology has also ensures that these training programs embrace state of the art equipment and facilities which will boost the understandability and speed up the training programs duration. 1.2. The organisation and its internal environment Linguistica-global Company was founded in the year 2014; its headquarters are located in Cheltenham at the Quadrangle. The company is headed by five directors. The company falls under the cultural education industry. This company’s line of work is creating cross-cultural and bespoke language training program. The common clientele for Linguistica- global Company is the commercial customers, private organizations, delegates as well as the government. The Company’s cross-cultural and bespoke language course entails over 80 languages (Linguistica 2014, n.d). These training programs can also be flexibly delivered in house or in specialist training centers. Linguistica-global Company has gained experience through working in a wide range of sectors which include; mining, financial service, healthcare, telecoms, recruitment service, travel and leisure, oil and gas, media, public sector industrial goods and retail (Linguistica 2015, n.d). The leadership structure of Linguistica-Global Company comprises of five directors’ and one secretary. This particular leadership structure is governed by a number of key leadership principles. One of these leadership principles is that the leaders should take responsibility and seek responsibility (Cummings et al., 2010, p.371). The other leadership principle required by leaders in the organization is for them to be technically proficient in matters related to bespoke language and cross-culture (Linguistica 2015). The other key leadership responsibility that governs this leadership structure of Linguistica-Global Company is for them to be keen on making timely decisions. They are also required to be keen to know people within the organization and to look out for their wellbeing. Linguistica-Global Company’s culture is built around provision of quality culture and language training programs. This information is sourced from the organizations official website. In this case, this company is keen to pin point the slightest interference in the meaning of a particular culture or language and promptly address it to ensure that the both of the conversing individuals understand each other (Russell & Stone 2002, p.153). To foster this organization’s culture the organization team has over 50 years of experience in language delivery and also has an extensive team of trainers who are experienced and proficient in highly diverse dialect and range of languages (Linguistica 2015, n.d). It embraces a number of methods for communication within the organization. This information was sourced from the organization website. One of these embraced methods for communication is directing emailing which is used in communication within the organization’s team. Social media communication is also a mode of communication used to communicate to the organization target customers’ and potential target customers (Linguistica 2014, n.d). Further, meeting are used as a mode of communication by the organization’s team. Face to face communication is also mainly used by the managers while giving directives to their juniors or consultation within the organization team (Leban & Zulauf 2004, p.559). The strategic leadership style in Linguistica- Global Company is transformational leadership is the transformation leadership style (Linguistica 2014, n.d). Transformation leadership style in this case is dependent with high level of communication which explains why the organization has embraced multiple type of communication within the organization as earlier mentioned (Purvanova & Bono 2009, p.351). On the other hand, this strategic leadership style also enhances visibility which as well explains why the organization has a team of five directors in the organization’s leadership position. Section 2: Analysis and recommendations to the organisation 2.1. Analysis of findings The findings in this section are the internal factors impacting the organization. In this case these findings have been narrowed down to four main factors which entail the political, economic, social cultural and technological factors. Through these findings it was notable that all this four external environmental factors impacted this organization in one way or another (Nauman, Khan & Ehsan 2010, p.640). On the other hand, the findings also covered the internals factors impacting Linguistica- Global Company. Under the internals factors the findings were narrowed down to internal factors that were impacting the organization. These findings were based on the organization culture, leadership principles within the organization, communication methods that were embraced in the organization and the strategic leadership style embraced in the organization. The most appropriate research carried out to achieve these findings is the situation analysis research method. This particular research method entails collection of all the relevant type of information on the organization environments (Garrett and Watson 2012, pp.24-27). In this case, this research method reviews the organization resources and their impact on aspects revolving around the organization. Additionally, this research method also provides insights onto the aspects which have some significant importance to the organization. Further, these methods also review the internal and external environmental variables in the organization (Jia and Xiao 2012, pp.1734-1738). This research method is also appropriate since it analyses the performance of the organization in context to the externals and internal organization environments. Moreover, this method is appropriate since it reviews the functional analysis and value chain analysis in context to the externals and internals organization environment enabling the organization to identify its capabilities and most essential resources (Leban & Zulauf 2004, p.557). The technique used for analysis is the SWOT. This is a universal analytical technique used for the evaluation of the externals and internals factors affecting an organization success or any other system which could be evaluated (Russell & Stone 2002, p.146). The SWOT analysis is also commonly used as an evaluation technique. Additionally, it is also used for the evaluation of an organization strategic intention (Nicholson 2015, pp.339-344). In this evaluation technique the externals factors are the opportunities and threats whereas the internals factors are the strengths and weaknesses. Through assessing the key strengths, weaknesses, opportunity and threats in the SWOT analysis evaluation technique the internals and environmental factors will as well be pinpointed. On the other hand, the application of the SWOT analysis in practice is very wide since it is useable for an organization of specific business department within the organization (Hirst & Mann 2004, p.153). 2.2. Recommendations One long term recommendation if for the is organization to embrace technology, in this case technology was an evident valuable aspect for the organization due to the positive effect that it had on the bespoke language and cross-culture training programs. In this case, technology ensured taking up these programs more easily as well as fostering distance learning which saved time (Garrett and Watson 2012, pp.24-27). Therefore, it is recommended that Linguistica- Global Company should continue embracing technology due to the great impact that it evidently has on the organizations line of work which on the other hand fostered its growth and increment in profit margins. On the other hand, it was also noted that technology was quite ideal for the organization and it played a huge role in fostering the organization success. In addition to this it was also noted that this leadership structure is best fitted for this organization considering the huge influence that it had to the organization. Therefore, the organization should stick with this particular leadership structure and also embrace the transformation strategic leadership style (Siewiorek, Saarinen, Lainema & Lehtinen 2012, p.123). On the other hand, it is also notable that the embraced communication methods by the organization are ideal for the organization leadership structure and the strategic leadership style embraced by the organization. In this case the used communication methods by the organization fits perfectly with the strategic leadership style that is embraced in the organization (XIAO 2013, p.1). This therefore is a perfect distinction of strategic leadership and strategic management, with strategic leadership aligning with other aspect fostering organization leadership. It is therefore, recommended that the organization should stick by these chosen communication methods considering their influence to the organization strategic leadership style. It was also noted that globalization fostered by the social economical aspect impacting the organization has hugely impacted the organization business model through increasing its service sales. Thus, globalization has led to various countries within the world coming together and interacting through business alliance as well as many other alliances. This has therefore led to the concept of intercultural interaction where citizens from different countries interact with citizens from other countries (Hirst & Mann 2004, p.157). However, due to the significantly huge difference in culture as well as language between different countries inter-cultural interaction has seemingly been hampered. This is therefore a niche for Linguistica- Global Company considering that it carries out training in bespoke languages and crows-culture (von Eckartsberg 2014, pp.167-169). Therefore, it is recommended that this organization should take up consideration of the social cultural impact to its business model and embrace these niches which have opened up in this market. In line with this, it is recommended that this organization should strategically remold its business model to align itself with this particular niche considering the potential that it is capable to gain from it. Hence, this organization could partner with the government bodies such as the Foreign Affairs Council in an effort of fully embracing this niche which has presented itself under the social cultural aspect of its market (Stockport 2011, p.67). This is recommended since a governmental body such as the Foreign Affairs Council directly works with foreign countries thus, its services will be highly needed hence it will have the opportunity to embrace this niche fully. Section 3: Implementation For the implementation of these changes a number of leadership strategies need to be embraced. One of these strategies is to inform the organization team on the identified changes. This strategy is quite essential for organizations that intend to embrace change. Thus, consistent language is ideal in order to ensure that the proposed change is understood by the organization team and it is also supported by majority of them (Ibrahim & Primiana 2015, p.5). A convincing communication strategy should be embraced to ensure that this change is accepted by majority of the organization’s team. Moreover, under this strategy the organization leaders or the managerial team proposing the change should also be able to read the intellectual psychology of the organization’s team as well as their neurological responses regarding these proposed changes in order to ensure the techniques to use in order to foster this strategy (Varney, 2014, p.5-10). Neurological responses and intellectual psychology will determine whether they should embrace the technique to get people’s attention or that to align their disturbances in an effort to convince them to accept the proposed change. Additionally, the management team of the leaders proposing this change should also be keen to ensure that the vision of the proposed change is compelling and it aligns with that of the organization (Erserim 2012, p.374). Further, the management team or the leaders proposing this change should also ensure that the change is well presented to the organization team and it also spells out the day-to-day experiences of the organization team and the change goals in order to make it easily understandable (Eckartsberg 2014, p.167-169). Also, the management team or leaders proposing this change should also be keen to mention the people-related issues under the change identification strategy in order to caution the organization on what to expect if the change is implemented. Transparency in this case will ensure smooth transition of the organization team to the proposed changes. Engagement of people is another vital change implementation strategy. Hence, the organization’s management or the leaders proposing the changes could engage the organization team in the planning process of the organization’s response to change. This particular strategy is an antithesis of the top-down rollout technique (Gilley, Gilley, & McMillan 2009, p.75). this strategy ensures the delivery of the change initiative to the organization team which is expected to adopt the proposed changes. Additionally, this strategy also gives an opportunity to the organization team for intellectual, psychological and emotional reaction to these changes which ensures that they easily accustom to the notion of the proposed changes (Stamp, Burridge and Thomas 2013, p.479-496). By doing this, it will ensure that the organization team is able to think in a manner that they can contribute to the improvement of these changes as well as pinpoint the any faults in these changes. Through this strategy the organization team and leaders proposing these changes facilitate the adoption of these changes. On the other hand, further adoption of these changes by the organization team under this strategy can be made through conducting appropriate change response organization-wide workshops (Erserim 2012, p.375). This initiative will ensure that the organization team contributes more in aligning different approaches for the proposed changes as well as ensure that they effectively adapt to the proposed change. Also, aligning the reaction and fostering the involvement of the organization team to the proposed changes response fosters the behavior of people in addressing the problem that they might have regarding the proposed change. Therefore, this strategy under the implementation of change has a lot of potential and it can therefore be developed at high level. Inclusion of the people to be impacted by the proposed changes as well as those that have come up with the changes is evidently a quite promising strategy that could foster effective implementation of change (Leban & Zulauf 2004, p.563). Prototyping strategy The prototyping strategy is a technique where change are carried out without using a master plan that is highly detailed. In this case, a complex master plan that is quite detailed could stall the proposed change initiative while for the flexibility to react to the changing conditions (Siewiorek et al. 2012, p.133). The prototyping strategy is keen to take into consideration the thinking of other individuals as well as the required technology or new processes to be deployed. The prototyping strategy further increases the ownership of the parties to be affected by the change considering that their contributions through actions and thoughts were used in the formulating these changes (Nicholson 2015, p.339-344).. One technique under this prototyping strategy that leaders should use in implementing changes is reiterating the changes through effective communication. In this case, different form of communication such as Emails, one on one conversation, commemorations of project milestones as well as other form of communication should be embraced (Hirst & Mann 2004, p.154). These different forms of communication should be used in order to constantly remind the individuals that will be affected by these changes on why their hard work is expected in implementing these changes. Besides, the organization management or the leaders proposing these changes should also be keen to address the people-related issues by asking themselves some of these questions; do the individuals that these proposed changes are likely to greatly affect have the desire and ability to work in new environment? Are there any required additional set of skills for the individuals to be impacted by this changes to transition into these new jobs? Are the payment levels and job grades as well impacted by these changes? This strategy ensures that the circumstances which precipitate the proposed change results are also considered during the implementation process of the proposed changes (Mat & Smith 2014, p. 56). This strategy also stresses on the importance of making this proposed change a personal commitment for all parties that are likely to be hugely impacted by it. Section 4: Critical Reflection This course activity has been of great importance to me by helping me overcome my fear of writing reports. However, after reading the provided course content, case studies and the reports instructions I quickly overcame my fears and focused on coming up with a report that was to the required standards and which followed all instruction give. I was at first not sure of myself where I was capable of coming up with the report but looking at it now I can proudly say that I have created a report that is way past my expectations. Through this report writing process I have learnt how to effectively conduct Internet research as well as conducting effective and proper organization analysis. Through this report writing activity I have been able to realize my preferred learning style, which is visual. Hence, I understand better when reading materials and seeing graphics and charts which I can relate to. I believe that this preferred learning style has enabled me come up with a crafted report as per the instruction given. My learning knowledge from this report on organization analysis and coming up with the best recommendation for the findings could be of great impact in my future career as a business man. 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