Organizational Globalization in Human Resources - Essay Example

Organizational Globalization in Human Resources    Introduction The term ‘organizational globalization’ has come about in the wake of the growing trend of businesses growing in an exponential way. What this has meant is the fact that business regimes of present times have understood the premise of going global and hence making their products and services accessible to the markets that have the highest number of recipients, which may be the customers in essence. Any business would immensely appreciate the idea of having a system which can take care of its globalization drive and hence build upon the tangent of working alongside the very essentials that an organization looks forward to. This will play a pivotal role within the understandings that are reached between the organizations and the different processes that are happening on a global level. It is very necessary for the stakeholders to realize their respective roles within the organization globalization realms as it gives them a clear cut idea as to how they should take care of their money and invest within such quarters that has a very global feel towards the ideology of building the competencies of the organization (Guillen 2001). This will reap rich results for the organization as it is bent upon going global in order to seek the best possible outcomes, which indeed is a very enticing proposition for any business at the end of the day.   Definition of Organizational Globalization The definition of organizational globalization is “putting the local domains of a business in the perspective of the global industry”. This helps the organization to maneuver its basis within the international dynamics as well as helps it build upon the premise of a positive change, one that will bring about solid results. The definition of organizational globalization has therefore focused on the agenda of bringing a basis of worldliness with the norms and procedures that are followed within the organizations. It gives the companies a kind of leverage that is not very hard to envision, and more so because these organizations have adequately understood how their processes and related undertakings are going to be taken care of. If the element of globalization comes into the equation, there is a sense of doing things in accordance with the global regimes – an achievement for the organization in its own right.   Implications of Organizational Globalization The fact that organizational globalization has been able to create a huge difference within the work realms is something that can be taken as a positive. It gives the companies the much needed boost as far as complying with their local working basis is concerned. It also implicates the need for comprehending that organizations have started to decipher the true meaning of reaching out to a global audience – one that can bring about newer customers for the business and hence its products and services under the related aegis will also be dealt with, from a global standpoint. The organizational globalization phenomenon has started to get more reviews and that too in a positive way because companies have realized the fact that it is in their better interest to understand the global notion. Keeping away from the same is not a very encouraging option as it would only seclude the organizations from the drive of globalization that is shaping up the world in more ways than one. Moreover, both the advantages and drawbacks exist for the sake of organizations which are playing their part at making the best possible use of the globalization drive. Thus organizational globalization looks to improve upon the tangent of growing business needs and requirements yet the premise becomes somewhat dull in the wake of the risks that are brought under serious consideration. These risks could be somewhat curtailed when proper planning is taken into emphasis and when there are concerted efforts in line with the growth and development regimes in place (Lupel 2004). The pitfalls of organizational globalization come about in an apparent way when the local business processes and undertakings are not aligned with the objectives which are globally aligned. This brings to light the notion of understanding that any business entity would direly require its local basis to supersede the regional or global existence. It is a well documented fact that organizations the world around have resisted on the premise of change and more so the employees working under the aegis of these very business entities. It is significant that the organizational globalization phenomenon is understood in such a way that its implications are only positive and the negative ones remain on the shores alone. Advantages for HR Managers Moving ahead, it is essential to know that the organizational globalization phenomenon will always be resisted by the domains of the business entity. Even the top management would have reservations in complying with the globalization drive. Hence what is needed on the part of the HR managers is to devise a clear cut policy which shall take care of the issues which mar the very essence of growth and development within a company, and more so, on the path towards attaining global acceptance. This will play its due role at solving a number of long outstanding issues as well as create the niche which is a winning formula for the business in the end. When the HR managers realize the need for attaining globalization within the company’s ranks, it is either too late or the competitors have taken their respective move, much to the dismay of the company under consideration. It is therefore imperative on the part of the organizations to make sure that the new advancements and mergers within these phenomena happen very smoothly, and that there are no hiccups in achieving a sense of worldliness and global-ness in entirety. This must help the cause of the organizations in the long term; therefore it would be very significant to ascertain the positives and the negatives beforehand. If the companies know beforehand that these have to achieve supremacy through a positive character and holding on to the changes that happen on a frequent basis, there would be no issues at all which could mar the basis of growth and development within the organization. The phenomenon of organizational globalization looks to project the organization in such a way that its issues remain covered yet the possibilities are told by the HR managers, so that the culminating effect is such that there is more room for developing across the board. However when the companies go into their proverbial shell, and remain limited within their respective domains, then is the time to ask of these HR managers to do the basics and get along with the issues which play a very dominating role within the organizational globalization discussion. However when the talk goes out loud regarding the undertakings happening within the underdeveloped nations, then is the time to realize that the HR managers can perhaps play it safe, and thus ask of their respective organizations to hold on the sudden shift within the globalization realms (Goodhart 2001). This is called the ‘wait and see’ approach and works wonder in the long term scheme of things, more so when the organizations are located within the third world nations. The third world countries are at the receiving end due to a number of reasons, top most being the lack of insight within the organizational top heads and poverty within the people. Hence they lack the will to go in an all-out fashion and create a much needed positive difference for their own selves. What is needed now is a shift in the attitude of these HR managers to risk their equity on and off in order to attain positive results – results that will eventually play a very decisive role at changing the global spectrum of business in the long run. Disadvantages for HR Managers Since the advantages have already been stated for the HR managers, now is the time to touch upon the fundamentals related with organizational globalization from the standpoint of business advancements. These business advancements are indeed the much sought after positive changes happening within the midst of an organization that is about to adopt the global route forward. The drawbacks for HR managers include the fact that they sometimes take away their consideration from the domains which are already important for the sake of the business in the current dynamics. This means that the people, who have been able to play a very positive role of late, would now stand a chance to be removed from the roster of the organization in essence. This is a classic example of downsizing in a way, yet the repercussions are immensely horrendous for one and all. One of the gravest disadvantages lies in the fact that organizations have unable to tap the potential of their business regimes and processes as these HR managers’ attention levels are diverted time and time again (Mittelman 2002). This discussion forms the cornerstone of success within the long term contexts and must be understood properly by the HR managers, as the change is always evident for the sake of running a business. Advantages for the Employee The organizational globalization discussion has a number of advantages for the employee in essence. The employee instantly seeks to be a part of the global organization which is an important facet. The employee is provided the encouragement as far as his professional domains are concerned. The employee starts to feel as if he is an important part of the international chain of companies. It pays to understand the true meaning of working alongside one another and thus enacting ways and means through which success could be envisaged for not only this employee but also the organization that he works for. The organization therefore acknowledge the provision of a chance to the employee under consideration to feel free and thus be a part of the global linkage, a fact that has happened with the passage of time and through sheer persistence of the HR managers and the organizational top heads. It also allows the employee a chance to feel a part of the same linkage since he did not quite understand that this will happen anytime within his work domains in the coming times. This is a plus point in its own right. The employee also gets to work for the global domains and his work regimes start to get better with the passage of time. There is an element of speaking to the masses across continents, which was not the case in the past, as far as the organization’s history is concerned (Greenwood 2002). There is immense growth potential existent within any company that has understood the premise of organizational globalization as this, benefits the employees in an exponential fashion. The employee is usually at the receiving end of international linkages as he is uncertain what his job focus/nature will be in the coming times, and what kind of incentives he would be getting when the organization has decided to be a part of the globalization drive. Disadvantages for the Employee There are important issues that need to be discussed before one can understand the philosophy of the disadvantages that are brought up for the sake of the employee within the organizational globalization phenomenon. First of all, the employee is uncertain whether his position will remain the same or get subdued with the passage of time. He is unsure what kind of implications there will be for his work tasks and who will be heading his particular professional undertakings. All of these questions need to be answered directly by the top management which has made up its mind to invest its equity within the organizational globalization discourse and is now all set to move on to a broader platform to reach out to newer markets and novel customers (Grewal 2006). Such matters are given significance because the employee has a right to know what is going to happen within his professional domains and what kind of issues he might get delved into in the coming times. This is only an understandable opinion that is raised by the employee, and thus could easily be bracketed under the aegis of the disadvantages that the employee might perceive for his own self. Examples that have made Organizational Globalization a Success or Failure One can fathom a number of different examples which come directly under the heading of organizational globalization. However the global pharmaceutical players like GlaxoSmithKline, car manufacturers like Mercedes, and Chrysler, and sport wear Nike have made it successfully within the different nations of the world, irrespective of the fact that they were deemed as the successful ones in the beginning, when they were launched within the nations where they belong to (Seeger 2002). Nike’s example is very important to understand since it has always been a success from day one, and hence it moved on to a global platform to exploit the immense competitive rivalry which has started to take place by that time. However there have been a few organizations which have been unable to adapt to this bandwagon of growth and development for the sake of achieving stability and success in the long run (Jain 2003). These companies are usually the lesser known ones, as well as those which were one-hit wonders – disappearing from the scene as soon as they came. What is important is to analyze the positives alongside the negatives, and then compare the basis of stability and success within the long term dynamics of achieving organizational globalization. This can however take some time before it can actually come about under the aegis of an organization that is willing to create a much needed difference within its realms. These examples signify the basis of comprehending how organizations have been able to maneuver their ships and what further steps they need to undertake in order to reap the rich results that come from the auspices of the organizational globalization discussion. Conclusion In the end, it would be very appropriate to suggest that the phenomenon of organizational globalization has been able to change lives for the better. It has made the organizations realize the extent to which they can stretch their arms and hence bring about a basis of sanity within the relevant work regimes. Along the way, these have also showcased the immense negativities which have cropped up for all the wrong reasons, thus marring the very basis of running a business along the success parameters that were adopted by organizations in the past (Wijaya 2008). This discussion centered on the premise of creating a difference which is here to stay, and has a very global look and feel connected with the same. There must not be any apprehensions when one comprehends the dictum of organizational globalization benefiting or proving to be an exercise in futility in the long run (Tabb 2004). What is most important is the way under which success can be envisioned. If this is not achieved, at least the effort was worth the endeavor that was put into it. All said and done, this paper has touched upon the basis of the intricate details related with the organizational globalization discourse and how this has been able to impart the immense positives as well as the severe drawbacks over a period of time. Bibliography Goodhart, Michael (2001). Democracy, Globalization, and the Problem of the State. Polity 33 Greenwood, Royston (2002). Disconnects and Consequences in Organization Theory. Administrative Science Quarterly 47 Grewal, David (2006). Is Globalization Working? Ethics & International Affairs 20 Guillen, Mauro (2001). Is Globalization Civilizing, Destructive or Feeble? A Critique of Five Key Debates in the Social Science Literature. Annual Review of Sociology Jain, Subhash (2003). Toward a Global Business Confederation: A Blueprint for Globalization. Praeger Lupel, Adam (2004). Regionalism and Globalization: Post-Nation or Extended Nation? Polity 36 Mittelman, James (2002). Making Globalization Work for the Have Nots. 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