Global Management Concepts and Adaptations †MyAssignmenthelp.com

Question: Discuss about the Global Management Concepts and Adaptations. Answer: Introduction: It is evident that there is an implicit connection in between the organization the people. The organization structure is highly dependent on the people hired while the people, need salaries, career development and work opportunities (Bcker, 2010). The role of the human resource is to develop a good fit in between the organization requirement and of the individual aspirations. The individuals find the advantage of gaining a satisfying work; the organization gets human talent energy. It is imperial for an organization to achieve its objectives which can only be attained with the help of the hired people. The advantages of the team-based organizational structures are; while the management can demonstrate an interest in the individual behaviour to drive productivity, for the individual they derive monetary satisfactions career development. The other advantages are less management, improved relationships along with the balanced approach and increase in productivity. The organization ne eds to support the development of the people. In order to cope up with the rapidly changing market conditions, it is imperative for the organization to reorganize itself into segregated dedicated teams. The team based organizational are structured into groups which can dedicate the set of the team towards a designated tasks. It requires technical qualification while hiring specific individuals that can perform a specific function. As per the global settings of the multi organization, it requires cross cultural hiring which can contribute to the organization requirements at their respective time zones. In managing the cross cultural, it has a significant impact on the business and people. Culture is attributed to the values ethics of individuals. It is a set of guiding principles and actions upon which information is assigned to a group of people. By assembling different cultures under the organization set up, it can better utilize the key resources along with the exchange of views, expertise and technical skill-set. It is an integration of resources, time and effort by involving people from different time zones. The other benefits of the cross cultural set up are increased profits due to the increased business operations. Cross cultural boundaries can work as an advantage towards the industry rankings, along with the coverage of more market share. The challenges to the organization while dealing with the cross cultural people are culture disharmony, barriers in the communication and coordination along with the confusion in the delegation of authorities and responsibilities. For the team based structured organization, the challenges are an implementation of it, as the team based performance is more recognized than the individual based performance. It may result in lack of focus, as participants within the team based set up wou ld look out for other factors related to individual motivational factors. The team based organisation becomes more decentralized than hierarchical. In the Sun Microsystem, the advantages which can be noticed are the global coverage during the breakdown points. The people working within the global dimension framework were able to connect, communicate problems along with the working on the quick resolution. The team based structured organization was able to better connect with each other, over the problems defined such as the breakdown of programming. But, the challenges which can be seen due to the cross cultural team based structured are the lack of coordination barriers in the communication. This resulted in technical defaults lapses. While the company is competing globally, it has utilized expanded its key resources to new business dimensions. But, there was a lack of coordination, time lags miscommunication due to the emails and phones. It resulted in the series of lapses, delays total failure of the setup (Druskat, 2001). The problem can also be found in the lack of assigned responsibilities allocation of the work. In the Sun Microsystems, it is quite evident that the challenge is implementation of the cross cultural, team based structure set up within the global dimension. As the company was trying to sustain itself during the global turbulences by cutting costs, but at th e same time, it invested heavily in the research development, to keep itself abreast with the latest technology sustainability. But due to the high input prices competitors competing with the same market, it resulted in the low profits. It resulted in the outsourcing of the units within the various regions such as Asia, Europe Latin America. Through expanding globally, it was able to connect with the customers was able to maintain a pool of key talents. As it was about to launch a new product of the market, it looked out for support for the talented professionals which could lead the project from the diverse countries. It has divided its pool of talents for the team size of 11 that report to one manager. This resulted in the smooth flow of coordination work in flow, within the department. With the cross cultural team, the Sun Microsystem was able to integrate the technologies, tools, key resources along with the support process that would connect with the global team in a better manner. The other challenges which can be found was the; compensation mismatch' in comparison with the global counterparts such as French team getting lower pay them the American team. While for the American team, they believe their work is more valued. The French people enjoyed job security due to the stricter labor laws (Goleman, 2003). Also the issues such as vacation or time off due to the regulatory laws in the French kept the American staff loaded wit h more work. Due to cross cultural opinions, work was certainly inequitable along with the equal-opportunity disagreements. Due to the global collaborations, the issues dealing with incompetencies as team working as sub group for other countries along with the perceived thoughts of missing deadlines as per the country paces company pace. With the cross cultural team based structural organization, the main issues which the Sun Microsystem was trying to deal were to overcome the issues of time sensitive deadlines execution of the work. Greg James a star performer working as a global account manager at Sun Micro Systems company. As per the SLA, Greg James requires to constantly resolve the customer system outage. In order to handle crises, he approaches the team by meeting them in-person. The team is working within the customer implementation department. The problems identified By Greg James was distribution of work, various interpersonal conflicts and issues pertaining to the management working within the global collaboration. Though, Greg James tries to resolve the problem, by creating team cohesions which as per him, would function in an effective manner. While the company Sun MicrosSytems controlled all the dimensions pertaining to the technology, services and products. Globally the talents are hired by the HR team based on the experience, education and other qualities. The company operates in US, UAE, India, and France and works in different time zones. If I was a consultant to Greg James, I would advise him to pay attention to each every dimension which includes listening to the whistleblowers, applying creative deviants along with managing the conflicts and contradictions within the company framework. Greg James needs to have a protected leadership by listening to the fresh perspectives. He needs to equally guide his hired managers to understand conflicts and avoid divisive. They need to be more supportive of the conflict resolution rather than applying strategies such as scapegoat, being hostile or constantly denying it. Also, Greg needs to spot the emerging issues such as adjusting to the power struggles or staff applying tactics for work avoidance'. As a part of the higher hierarchy, he needs to have an in-depth perspective, in terms of identifying ideal resources which can be used for the work. He also needs to manage the issues related to the superficial conflicts along with the unlocking the polarized and formulate conduciv e strategies which would help in resolving problems, issues, grievances or any other concerned areas. For the Sun MicroSystems, it needs to focus on the various parameters within the global collaboration which includes interpersonal conflicts along with managing management issues. For example, the US team, is termed as favourites of the management. The US has conflicts related to adjusting to the unfair work load during the off time season. For the France, the issues related to compensation mismatches in relation to the US counterparts, the advantage of job security and vacation benefits due to the France Law is perceived as conflicting issues (Goffee, 2001). For the India team, they would like to integrate more issues pertaining to the customer technology, customization along with the inclusion of the innovation than the maintenance and also differences in between the Rahul and Ahmed team due to the cultural background needs to be resolved (Heifetz, 2007). For the UAE country, issues related to being viewed as a sub group of India, feeling disconnected as there is limited face to fa ce communication and has a strong cultural influence are some of the issues which need to be regulated (Kettl, 2006). As a consultant, I would recommend handling conflicts constructively such as issues related to the shortage of staff during the vacation time, one can take steps to call them and let them know their requirement within the business in managing the work load (Lane, 2009). For resolving the cultural differences between the whole group, it can be resolved by creating structures through which group can express their emotions, encouraging a proactive conflict resolution and combining an affirmative environment. The company also needs to attain a cross boundary relationships, identifying and supporting the team's expectations along with appreciating them (Neely, 2008). The HRM requires a radical overhaul, rather than taking necessary actions as instructed. As the company is operating globally and it needs to have a better supervision, co-ordinations and parallel working (O'Brien, 2005). Within the cross boundaries, it needs to strengthen the opportunities for networking and interaction. It also needs to inculcate an affirmative environment, by supporting team goals, individuals aspirations and taking necessary steps during the conflict areas (Pauwels, 2001). The leadership strategies adopted by the various countries are also different, which Greg James needs to be thoughtful while applying it. For the US team, the leadership style applied needs to be delegating style which has an advantage of high motivation and competence (Pies, 2010). For the countries like India and France, the leadership style applied should be the consulting style which has an advantage of high competence but a disadvantage of low motivation. For the UAE the propagated leadership style should be supportive style as the UAE team members are already experiencing low motivation and low competence. Hence Greg James needs to adapt situational based leadership styles (Stevenson, 2007). The other steps, which the Greg James and Sun Microsystem can implement, are the constant seeking and providing feedback and understanding organizational culture and politics. It needs to also build a better platform to amalgamate the employee satisfactions along with providing fair HR practices. It needs to collaborate global offices effectively within the real time business workings (Stephen, 2003). Strategies adopted to satisfy employees within the Asia-Pacific region which includes, open space work environment for the field employees along with the work from options provided for office employees showed better results of coordination and work task accomplishments. Such types of strategies can be adopted globally to bring better results (Woywode, 2002). The structured teams need to be well coordinated as per the tasks assigned rather than dividing on the basis of the locations. It needs to enhance cross boundaries communications and interpersonal relationship by encouraging them more face-to-face interactions (Wu, 2007). All the conflicts should be resolved empathetically to lead a quick resolution. 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