Developing a Global Perspective Flashcards
Global mindset
Ability to take an international perspective, inclusive of others cultures, prospectives and views
Global mindset requires
- Using awareness of another’s culture to create solutions
- Self-awareness of own culture and recognizing there are many
Characteristics of global mindset
- Drive for the bigger, broader picture
- Accept contradictions
- Trust the process to solve problems
- Value multicultural teamwork
- View change as opportunity
- Are open to new ideas and continual learning
- Are inclusive, not exclusive
Benefits of global mindset
- More proactive with benchmarking and learning from products and process inovations that take place outside domestic boarders
- More alert to the entry of nontraditional competitors in its local market
- More oppen to the concept of diversity
- More compliant approach to policies and more culturally sensitive practices.
- Smoother coordination of complementary functional activities distributed across borders.
- Faster rollout of new product/service concepts and technologies.
- More rapid and efficient sharing of best practices across operational units.
- A lower failure rate of employees’ international assignments.
Necessary elements to develop a global mindset
- Appropriate knowledge, skill and understanding
- Desire and motivation on part of the employee to change
- Support from systems and management
Steps for developing a global mindset
- Study and understand on your own culture and how it relates to others
- Study and understand global business trends and forces
- Promote a global mindset within your organization.
The 4 Ts
Characteristics of global leaders and identify key factors in acquiring a global perspective
The 4 Ts includes
- Travel
- Teams
- Training
- Transfers
Short-term travel assignment benefits
- Help managers and employees gain experience
- Expand awareness and appreciation for different places and cultures
- Become more visible and valuable within the organization
Short-term travel assignment critics believe
- Experience can be a culture shock
- Opportunity to cope with cultural differences takes time and multiple experiences in different cultures
- One must live in another culture and enjoy it
Teams of 4Ts
- Can be functional or cross-functional
- Working on culturally diverse or international teams and projects
- Develops cross-cultural management skills
Training of 4Ts
- Programs are more effective if they focus on cross-cultural challenges that employees have reported experiencing in the workplace
- Programs should focus on congruence (how cultures are similar) and differentiation (appreciating what different cultural values can contribute while maintaining one’s own cultural values).
- Trainers should be aware that employee responses to training will differ based on their individual diversity profiles
What does training on congruence and differentiation on cultures impact employee
- Relieves tension and resistance
- Builds a sense of familiarity and comfort
Individual diversity profiles
Cultural preferences and values, cognitive and learning styles, etc.
Transfers of the 4Ts
Intense immersion into another culture.
Strategic perspective in global organization
Balance priorities of headquarters and subsidiaries
Tactical perspective in global organization
Focus their separate disciplines and professional backgrounds to develop programs that can deliver measurable success and that can work in different cultural and sociopolitical contexts.
Skills needed for global HR
- Develop a strategic view of the organization
- Develop a global organizational culture
- Secure and grow a safe and robust talent supply chain
- Use and adapt HR technology
- Develop meaningful metrics
- Develop policies and practices to manage risks
Develop a strategic view of the organization skill in global HR
- Understand how the entire organization creates value
- Participate in organizational strategy development
- Develop an HR global strategy.
- Find ways to benefit from globalization
- Understand external content that the firm operations
- Constantly scan environment to find global and local trends and identify new skills and tools organization will require Identify and take steps to mitigate or manage potential risks
Develop a global organizational culture skill in global organization
- Training on cultural awareness and adaptability
- Develop processes to promote communication and the capturing and sharing of knowledge and experiences.
Secure and grow a safe and robust talent supply chain skill in global organization
- Ensure a supply of leaders who are globally competent.
- Monitor the workforce potential in developing countries.
- Select employees who can assist in meeting the organization’s goals.
- Be aware of demographic trends that affect talent supply.
- Develop a strong employer brand.
Use and adapt HR technology skill in global organization
- Use technology to increase the efficiency of HR programs and integration with the organization’s information systems.
- Move HR technology from domestic to global operations
- Keep in mind different input requirements, attitudes toward and regulation of employee data and privacy, differing technology platforms, and cultural issues.
Develop meaningful metrics skill in global organization
- Take a systematic and disciplined approach to measuring and operationalizing strategic goals.
- Align human capital to achieve strategic goals.
- Demonstrate the value HR brings to the global enterprise.
Develop policies and practices to manage risks skill in global organization
- Provide for the health, safety, and security of employees.
- Protect the physical assets of the organization.
- Protect the intellectual property of the company, such as copyrighted material or patented devices or processes.
- Protect intangible assets
- Ex: relationships with internal and external stakeholders and the reputation of the company
- Audit the organization’s policies and practices to ensure they are complacent and enforced Monitor breaches of compliance
Breaches of compliance
- Financial (violations of law related to corporate governance)
- Ethical (environmental or consumer safety regulations)
- Employment-related (discrimination laws, requirements to inform workforces)
