Issues Related To Global Training And Development Management Essay

Issues Related To Global Training And Development Management Essay For a multinational company that wishes to successfully implement a set of training and development initiatives, it will be imperative to establish coordination and cohesion between subsidiaries and headquarters. In doing so to, this will ensure people are trained and developed to their full potential and maximum effectiveness in line with organisational strategies and objectives. This essay aims to highlight the various issues concerning global training and development, with particular attention to the United Kingdom (Headquarters), Peoples Republic of China and the United States of America (Subsidiaries). Having highlighted the issues, the essay will then use relevant framework, theories and case studies to establish whether or not it is feasible for a multinational to implement a common set of training and development initiates across its global subsidiaries. Issues Related to Global Training and Development There are of course many issues related to global training and development that need to be addressed, some of which include the design, development and implementation of such initiatives (Briscoe, 2009). These are important issues for the UK multinational to consider, as they will determine the acceptance and effectiveness of the training and development schemes. In order to maximise the probability of success, Briscoe, 2009 suggests that translating and adapting to the local cultural practices, as well as compliance with local laws affecting training will greatly improve the feasibility of implementing training and development initiatives across a global platform. In order to do this, it will be important to gain insight into the training and development practices within the PRC and the USA. Training and Development in the Peoples Republic of China Over the past two decades, the training and development of managers has become an increasingly important issue for the government to promote its economic objectives (Nyaw, 1995). Chinese managers are being trained in modern management techniques, as well as appropriate industrial or commercial skills, by the companies themselves as well as by universities, professional associations, and foreign consulting firms. Companies are working with the government to develop school criteria that will produce skilled workers (Drost et. al., 2002). In addition, many multinationals, such as ABB, Ericsson, Procter Gamble, Motorola, and Siemens, have established state-of-the-art, corporate-style, campus training centers (Minehan, 1996). The establishment of corporate training centers sends a strong message to employees and prospective recruits that these employers are investing in China for the long term. Training and Development in the United States of America The American Society of Training and Development (ASTD) reported that most organizations train about 74% of their employees (Drost et al., 2002). Moreover, a recent review of training practices in U.S. firms (Salas et al., 1999), Zenger (1996) argued that training has become peripheral to organizations rather than integrated into organizations. Similarly, recent data from ASTD indicated that the size of many training departments is shrinking while the use of training sources outside the organization is increasing. As training moves outside of the organization, training consultants may develop programs that might not fit the organizations training needs (Salas et al., 1999). Implications for the UK Multinational Having gained insight and perspective into the current training and development practices of the two countries concerned, it is now important to assess the implications for the UK based multinational. With regard to China, it is encouraging to learn that the government is promoting training and development not only at a local level, but also among international organizations. This will greatly increase the UK multinationals probability for success when implementing these initiatives. Given that China has a different culture, customs and language, it will be vital that the training is not generic and coincides with the learning styles, education levels and local laws in order to achieve the desired outcome. The increase of training and development outsourcing in the US presents some problems for the UK multinational. As the training initiatives being implemented may be job-specific and highly technically orientated, the idea of relying on a third party to delivering the training could cause employees to perceive that it is neither valued nor effective, which drastically reduces the probability for success when implementing these initiatives. It will therefore be necessary for the UK multinational to address this issue with caution, by ensuring that the training is delivered by only the most appropriate and suitable partner. In light of these implications it is now necessary to determine whether a localized or standardized approach to training and development is more feasible. Localized Approach to Global Training Development After understanding how training and development features in the two subsidiaries, it becomes apparent that there are few similarities. Therefore a localized approach would seem much more appropriate rather than to just apply successful training programs from headquarters and assume they will work elsewhere. This neglects the need to tailor training to the subsidiary environment where learning styles, education levels and language barrier may affect the transfer of learning. By successfully recognizing the requirements of each subsidiary the training will become much more relevant and allow the receiving participants to apply what they learn in the training programs into their day-to-day activities. Hofstedes Framework for Assessing Culture By utilizing Hofstedes cultural dimensions (please refer to Figure 1.0 2.0) to contrast and compare the differences between the UK, China and America, it will become apparent that there are profound differences that need to be addressed otherwise the multinational risks reducing the acceptance and effectiveness of the training interventions. Chinas high Power Distance Index (PDI) indicates that subordinates are much more likely to accept and except that power is distributed unequally. In the realm of training and development this means individuals are influenced by formal authority figures and are in general optimistic about peoples capacity for leadership and initiative (Hofstede, 1991). This implies that in order for the training to be effective and engaging, the candidate(s) responsible for delivering the training should come from a higher authority and position in the company hierarchy. Failure to acknowledge this may result in the training exercises not being taken seriously. This differs greatly from the UK and USA where PDI is low, suggesting that subordinates from these two countries are less likely to discriminate a person based on their background. China is also a highly collectivist society, where people belong in groups that take care of them in exchange for loyalty (Hofstede, 1991), the UK by comparison is a very individually driven society much like the Americans. Where training and development is concerned, this may present problems for the UK multinational. For failure to recognize that people in China are generally more inclined to accept and embrace new training methods if taught in a group rather than individually will determine the successfulness of these new initiatives. Long-term Orientation (LTO) is the third and final dimension that highlights the significant differences between the two cultures. This dimension has much to do with the teaching of Confucius (à ¥Ã‚ ­Ã¢â‚¬ Ãƒ ¥Ã‚ ­Ã‚ ), a deep rooted philosophy in Chinese tradition. The high score for China suggests that the people look at the bigger picture, whereas their western colleagues (from US and UK) focus more on the short-term gains. With regard to training and development, the UK multinational must ensure that the initiatives resonate with the Chinese people. It will be important to show how learning new skills and expertise will benefit them in the long term and enable them to develop skills that might help them in their future role within the company. Standardized Approach to Global Training Development While there are many reasons to localize training, Briscoe, 2009 outlines that MNEs also must integrate their training and development activities, not only to achieve economies of scale and scope, but to ensure that the same training and development is available for all of their worldwide employees. The Aditya Birla Group is a US$28 billion corporation. It employs 100,000 people belonging to 25 nationalities and over 50% of its revenues were attributed to its overseas operations in countries like the US, the UK, China, Germany, Hungary and Brazil. By instituting its own Gyanodaya learning centre, this helped facilitate the transfer of best practices across the group companies. The training methodology compromised of classroom teaching and e-learning initiatives and the training was accessible to the group employees through the group-wide intranet. The once very expensive development of computer-based training is being democratized and put to the fingertips of everyone through e-learning tools (Briscoe, 2009). This format for delivery would seem the most appropriate approach for the UK headquarters to implement its objectives across to the American subsidiary as these two countries share a similarities in language, culture and respective laws regarding training and development. Although this approach is simple, efficient and a cost effective means of delivering training across global platforms, there may still be implementation and cultural acceptance issues where China is concerned. Black, Mendenhall Oddous Framework for Selection Appropriate Training Methods A great example of how a multinational should go about implementing its training and development schemes is highlighted in Mendenhalls framework for selecting appropriate training methods (Please refer to Figiure 3.0 4.0). Taking the form of a questionnaire, this framework identifies and distinguishes different cultures through the degree of novelty the candidate (delivering the training) will be exposed to. The higher the degree of novelty, the more rigorous the training is. For example, if the UK based multinational had plans to send two candidates abroad (to implement the training) one to China, and the other to America. The candidate sent to China would surely need to undergo a more thorough training regimen than the colleague who is being sent to America. Tesco Plc. Tim Mason (CEO of Fresh and Easy) and Ken Towle (CEO of Tesco China) are the two highly paid, very experienced and well respected managers. Although they both cut their teeth climbing up the corporate ladder in the UK, when it came to implementing business strategy abroad, neither of their strategies came to fruition. For the purpose of this essay these two candidates will illustrate how Tesco Plc. have seriously underestimated the importance that training and development plays in the global context of business, and possibly suggest alternative approaches for future companies to consider when implementing such initiatives. Tim Mason relocated to the U.S. with his family as part of the assignment of building the U.S. presence. He led the team researching the U.S. market prior to the company opening its first American store. Despite initial plans to implement a similar business model to that of Tesco UK stores, in 2010 Tesco reported a trading loss of  £142m from Fresh Easy (This is Money, 2009). As of yet Fresh and Easy are still to break even, which can be attributed to high overheads that Tesco claim is necessary in order to successfully compete in the market. However, experts say that a misunderstanding of the American consumer was the real reason why the company had had to close stores all over the country and rethink its implementation strategy. Across the North Pacific Ocean, Ken Towel has been having his go at cracking one of the most lucrative markets in the world. Granted that China presents many opportunities, there are also many cultural, political and legislative nuances that have to be appropriately and effectively dealt with in order for them to reap the riches in this wild and wonderful country. Ken Towles approach to capturing market share, highlighted his naivety of the Chinese consumer, granted that he has now amended his short coming, this has still came at a high price to Tesco. Highlighted in this real life example, is the message that in order to succeed abroad, especially in countries where the degree of novelty and interaction is high; companies must tailor their training programs to be relevant and much more interactive rather than simply educational and informative. By enhancing the level of involvement i.e. through role playing exercises and visits, the candidate will feel confident and able, and hopefully develop global leadership skills that can be applied to future assignments and projects. This will enable career progression and enhance the talent pool, which will most certainly be a key attribute for any company wishing to succeed in an international business environment. Conclusion Recommendations Throughout, it has been stressed that relying on a common set of polices is limiting, and disregards many issues relating to the global training and development. In order to be able to successfully implement a set of initiatives globally, the multinational needs to take in to account the differences that are present between headquarters and respective subsidiary, whether they are language, culture, law or legislation. By recognizing these differences the company will develop a set of culturally sound and universally accepted HR practices, which will improve their chances of success. To conclude, America and the UK are in many ways similar. It would therefore be feasible to implement a common set of management training and development policies across these two platforms. However, when China is added to the equation this complicates matters slightly. Even though this country is becoming better understood and more economically developed, there is still a large difference between the East and the West. Where training and development is concerned, multinationals must adhere to the local way of life and understand the people and their environment in order develop a truly effective strategy. These Chinese have a saying that puts emphasis on many of the arguments made in this essay. à ¥Ã¢â‚¬ ¦Ã‚ ¥Ãƒ ¤Ã‚ ¹Ã‚ ¡Ãƒ ©Ã… ¡Ã‚ Ãƒ ¤Ã‚ ¿- (rà ¹ xiÄ ng suà ­ sà º) When entering a village, follow the customs Personal Reflection Upon receiving this assignment it quickly became apparent that there was no yes or no answer to the question. After consulting with my other group members, we developed various arguments and ideas related to global training and development. For our presentation we decided to feature topics related to expatriation, carrier progression and gender equality to highlight the issues reading the posed question. After researching more around the subject area, I later found these to become less relevant and decided to take a different approach. For my essay I decided to focus more directly at addressing the issue Can a multinational have a common set of policies? Having debated what direction to take, I decided to explore the question by looking at the different approaches (Localization vs. Standardization) to training and development. I felt that this was more relevant due to the fact that it directly addresses the question and explores important themes related to the subject area. I attempted to put myself in the shoes of a business leader, and with the help of academic literature was able to arrive at a solid conclusion. Having not known much about training and development beforehand, I feel now that I have a good understanding of the problems that face multinational when trying to implement these initiatives abroad. Working in a group allowed me the chance to develop arguments, and contest ideas with my team members. We all worked well together and benefitted from one anothers input, which helped in our understanding of the subject and the question.

A Study of Human Flesh Search and Its Social and Ethical Issues

Abstract: Human Flesh Search (HFS) is one of the biggest Chinese internet phenomena. It has attracted great interest from IT specialists, legalists, sociologists and criminologists. This essay analyses how HFS works based on a typical case of the â€Å"Kitten Killer† and then the advantages and disadvantages of HFS were canvassed. In addition, the social and ethical issues surrounding HFS will be investigated. Finally, a solution will be presented, concentrating specifically on the importance of keeping a balance between information and power. With the rising number of Chinese netizens and the development of internet forums, blogs and BBS (Bulletin Board System) technology, freedom of information is becoming more and more common. As a result, a revolution in online search -Human Flesh Search has appeared and grown rapidly in recent years. It is defined as a Chinese internet phenomenon that uses massive computer mediated participation to purify the information from search engines and internet media. What is revolutionary is the way that humans, instead of machines, actually deal with the search questions and therefore there is increasing accuracy in the search results. That’s why it is considered as a â€Å"human flesh search†, humans do the searching. Here is s an example that can help people understand more deeply how HFS works. Early in the year of 2006, a horrible video of a smiling woman killing a kitten by stomping on it with the sharp point of her high heel, was uploaded and spread through the internet. Most people were angry at this inhuman behavior, so they turned to the human flesh search engine to find out who she was in reality. They hoped justice could be done and their purpose was to punish her by exposing and shaming her in front of her neighbours, families, friends and colleagues. In the Mop forum (http://dzh. mop. com/), a user even wrote â€Å"Find her and kick her to death like she did to the kitten! † With a post asking â€Å"Is there a front-facing photo so we can see her more clearly? †, the human flesh search had begun. Netizens traced the e-mail address associated with the site to a server in Hangzhou city. A follow-up post asked about where the video was taken: â€Å"Are users from Hangzhou familiar with this place? † Locals reported that there was nowhere in Hangzhou that looked like the backdrop in the video. Furthermore, the story was reported on television and in newspapers as the extension of the event, and people all around China saw the kitten killer’s photo. â€Å"I know this woman,† wrote the user â€Å"I’m Not Desert Angel â€Å"four days after the search began. She continued with â€Å"She’s not in Hangzhou. She lives in a small town in northeastern China. God, she’s a nurse! That’s all I can say. † Only six days after the first Mop post about the video, the kitten killer was found in Luobei city, and her name Wang Jiao was made public, as well as her phone number and her employer. The perpetrator Wang Jiao and the cameraman who filmed her were fired from what the Chinese call iron rice bowls; government jobs that have a good salary and a work guarantee. From this kitten killer case, it is obvious that the HFS is highly efficient. It does display an awe-inspiring power. Wang Jiao’s life had been ruined in just 6 days. She lost her good job, and it would be almost impossible for her to get a new one. Most importantly, she would be thought of as a cruel, mad person by others and would be hated or treated unfairly in society. She has paid for her mistake. But it is questionable about whether she deserved such severe punishment. This is only one of the cases. There are a number of positive and negative cases which have happened over the last few years. In recent years, the Human Flesh Search has become an international web phenomenon. From 2001 to May 2010, there were a total number of 405 episodes which had occurred in the world, with 392 taking place in China, 6 in the USA, 2 in Japan, 2 in Korea, 2 in the UK, 1 in France and 1 in Lithuania. (Fei-Yue, et al. , 2010) Figure 1 plots the number of HFS episodes quarterly over this time. (Fei-Yue, et al. , 2010)As we can see from the bar chart, HFS has become more popular in the past 2 years and it is still very popular now. Why is it able to retain its popularity? There must be some advantages to it. The human flesh search has five advantages. Firstly, due to its â€Å"human flesh† feature, the human being can accurately understand the user’s search question, and manually collect and sort out information. Therefore, it is more accurate than an automated search machine. Secondly, it gathers the power of crowds to make it easier and quicker to share information, thereby increasing working efficiency. For example, it does a great job in helping people looking for missing relatives after a disaster. Thirdly, it provides a free-speaking space which helps with making better decisions and solving social problems. Fourthly, the politicians in power are supervised by public opinion which can reduce bribery and corruption. Fifthly, HFS uncovers the scandals, digs out the truth, condemns the â€Å"grievances† and therefore plays a significantly deterrent role on violation ethics. These five advantages are the reasons why HFS has not been eliminated by the Chinese government and its popularity increases. However, it also has some undeniable risks. The HFS has some disadvantages that cannot be ignored. Firstly, it can easily exceed the moral bottom line as it is virtual and uncontrollable. Some people might even lie to gain benefit from it. Secondly, it can cause a conflict of interest among different groups. Thirdly, it can infringe human rights and privacy that lead to harassment. Most importantly, some people’s lives may be seriously and negatively affected by the exposure of their private life and cyber violence. The biggest issue in human flesh search is the invasion of privacy. Privacy is defined as a citizen’s basic right and should be protected despite the fact that a person did something wrong or not. It is obvious that HFS is against the privacy law but people still use it as a way to punish immorality. It leaves a question about how to avoid this special form of online vigilante justice becoming a trigger of privacy infringement. Another issue we need to worry about is deception in the HFS. It is really hard to distinguish whether the purpose of a posted request is malicious or not. If the requestor has a hidden purpose, it would be so unfair for the person who is harassed by the wrong criticism and condemnation. Studying the advantages and disadvantages of human flesh search and the issues caused by it, shows that it is important to keep a balance between information and power. To achieve this, it has something to do with legislation and boundary. China has the highest number of HFS episodes in the world. The main cause of this situation is the lack of legislation leading to the lack of privacy awareness of the Chinese netizens. Although there are some laws in China to protect privacy, the legislation to protect privacy for networks is really weak. This issue is only related to in some relevant laws, such as the â€Å"Computer Information Network and the Internet Interim Provisions on the implementation of the anagement approach†. Article 18 provides: â€Å"Shall not distribute malicious information on the network, send a message in the fraudulent use of others name, violating the privacy of others†. â€Å"Computer Information Network and the Internet Security Protection and Management Measures† Article 9 states: â€Å"The user’s freedom and privacy of correspondence are protected by law, any unit or individual shall not be violation of the law and violations of freedom and privacy of correspondence of users using the Internet†. The People’s Republic of China Telecommunications Regulations† Article 58 provides that any organization or individual shall not: â€Å"Engage in activities of stealing or damaging others information, and damaging the legitimate rights and interests of others in the use of Telecommunications network†. (Guang&Zechao, 2010)These provisions provided a certain legal basis for the network to protect privacy, but they are too simple and general in terms of the accountability of severe consequences caused by human flesh search. The punishments provide no deterrent for people who are tempted to maliciously damage others through HFS. Also, the juridical operation is hard to implement. For every HFS episode, a large number of netizens are involved and therefore it is difficult to identify and charge the culprit. In order to avoid the tragedy that may be caused by HFS, it is important for the Chinese to take some action, even though this will be complicated due to the special features of HFS and the current imperfect Chinese legislative situation. Below are some countermeasures and suggestions for the improvement of the situation that may have arisen through Human Flesh Search use. They are mostly about reaching the balance between information and power. Firstly, some protection can be acquired through legislation. The government should enact a clear and independent law to prohibit unauthorized netizens from stealing and illegally publishing another’s personal information. Besides, there should be a specific law for online behavior to control the netizens from deliberate harassment. Secondly, by using the technology, the network organizations should enhance their supervision and controllability of the forum and information audit. They should keep a close watch on the online activities so that if something impropriate happens, they would be able to block or stop that immediately. Another important measure is to deal with this issue through internet regulation. The government should introduce a real-name registration system for bloggers and internet forum users. Finally, every netizen should enhance self-protection awareness and preventive measures. Also, they need to have the ability to distinguish between truth and deception. There must be a balance between trust and skepticism. The Chinese Government can help this by promoting internet safety and setting up some specific consultants. The rising Human Flesh search phenomenon has become a big challenge for both Chinese citizens and government. It has exerted a huge influence to not only network, but also the society. The statistic and situation that have been analysed also show that it is impossible to ban the HFS. However, it is of the highest importance to make every one realise the possible damages and consequences that HFS could cause so that all can be made aware of it. After a discussion of the advantages, disadvantages , social and ethical issues involved with HFS, it can be observed that a balance between information and power must be achieved. Some countermeasures and suggestions have been provided to ameliorate the negative features of HFS. It is time for people to take action to reduce future possible harm to the lowest degree and to fully take advantage of it.

Philosophy - Admission of Ignorance - 1556 Words

â€Å"The Admission of Ignorance as the Starting Point of Philosophy† Philosophy 101 July 1, 2010 Plato’s story of the â€Å"Apology† professes to be a record of the actual speech that Socrates delivered in his own defense during his trial and conviction before a jury of 501 men in Athens. Socrates was charged with corrupting the youth of Athens and introducing strange gods to the city. Socrates addresses the men of Athens as follows: â€Å"Do not create a disturbance, gentleman, even if you think I am boasting, for the story I shall tell does not originate with me, but I will refer you to a trustworthy source. I shall call upon the god of Delphi as witness to the existence and nature of my wisdom, if it be such. You know Chaerephon; he was†¦show more content†¦In questioning the politicians, he found that though they thought they were very wise, when he pressed them on what they were supposed to know, they were unable to give an adequate account of it. They did not in fact know much of anything at all. When Socrates questioned the poets, though they wrote great works of genius, seemed incapable of explaining them, and Socrates concluded that their genius came not from wisdom but from some sort of instinct or inspiration, not knowledge, which was in no way connected to their intellect. Furthermore, these poets seemed to think they could speak intellig ently about all sorts of matters, but in actuality they were quite ignorant. He found that they â€Å"thought themselves very wise men in other respects, which they were not.† (Plato27) In the craftsmen, Socrates found men who truly did have great wisdom in their craft or practiced skill/trade, but invariably, they seemed to think that their expertise in one field allowed them to speak authoritatively in many other fields, about which they knew nothing. â€Å"This error of theirs overshadowed the wisdom they had.† (Plato 27) At this point, Socrates began to understand the meaning of the oracle’s riddle. All of these men claimed to know something that they did not know. Socrates did not claim to know anything. Socrates decided that he would rather be as he is; knowing that he knows nothing, than to be inflated by a false sense of his own great wisdom. Thus, he concludes,Show MoreRelatedThe Case Of Inequality And John Rawls1369 Words   |  6 PagesAmerican philosopher by the name of John Rawls. 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Schindlers List as An Accurate Documentation of the...

Schindlers List as An Accurate Documentation of the Holocaust World War II is considered one of the most costly wars in all history. The number of soldiers killed in battle is immense. These soldiers died fighting to protect the free world. This war is also considered one of the most costly wars because of all the people who were killed during the Holocaust. The Holocaust was a tragedy to the people living in Germany and surrounding countries, because of the massive amount of people who were killed. Even though this tragedy has caused lots of grief to families who were torn apart and killed, there was a man who risked his life to save the Jews. This mans name is Oskar Schindler. Steven Spielberg has attempted to document†¦show more content†¦These acts of atrocity became known as the Holocaust. The night of November 9, 1938 could be considered the beginning of the Holocaust. This night was called Kristallnacht, which means The Night of the Broken Glass (Woggon Timeline). The events of this night were German storm troopers raiding Jewish homes and businesses, arresting the Jews and sending them to concentration camps. This night saw tens of thousands of Jews taken away from their homes and families. This night marked the beginning of a horrible eight years for the Jewish residents of Nazi Germany and surrounding countries. The beginning of the War and the Holocaust caused the non-Jewish citizens of Western Europe to have to change their lifestyle. One reason for this was that Jews were not allowed to own businesses. This caused many businesses to shut down and become obsolete. The businesses that were shut down left a hole in the economy that the rest of the Germans had to fill. Grocery stores were left abandoned, and people lost some of the commodities that they once had when the Jews were still in the community. With the Holocaust happening, there was also a deficiency in workers for factories. The lack of work force allowed for the government and wealthy businessmen to use the Jews as low to zero pay workers. This scenario allowed for Oskar Schindler to save hundreds of Jews.