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Managing Change in a Global Organization, 2008.
A look at the issue of globalization in businesses.
1,743 words (approx. 7.0 pages), 5 sources, APA, $ 56.95
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Abstract
This paper examines the subject of globalization in the business world. It examines the necessity for it, the opportunities such a decision affords, employee resistance that can occur and the importance of top management involvement.
From the Paper
"Because of the rising level of competition, businesses are expanding globally in order to generate additional demand for their products and services. In addition to creating extra opportunities for growth through access to a wider market, global expansion also facilitates access to low cost operations. For example, manufacturing costs in China are the lowest to be found anywhere in the world with advanced infrastructural facilities. As a result, businesses in the West have been moving their operations to China by setting up manufacturing facilities there. Businesses with services offerings or those involved in the development of information technologies are increasingly turning to India for the availability of low-cost manpower in these areas. As a result of these trends, more and more businesses are going global in a variety of ways. Some businesses are expanding simply to the extent of setting up marketing and sales offices globally. Others are setting up manufacturing operations globally. Others are offering franchises. However globalizing operations efficiently and effectively is a highly challenging task in managing change. And this is an ongoing process since after operations have been shaped up to address global issues, the issues of managing change remain in the form of the need for rightsizing emerging periodically in response to the changing business environment. In managing these changes, I would select the evolutionary model for change"
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GLOBAL ISSUES AND MANAGING CHANGE AT MCDONALD'S, 2005.
Considers the global issues associated with McDonald's and how the company manages those issues ...
1,150 words (approx. 4.6 pages), 4 sources, APA, $ 39.95
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Abstract
Considers the global issues associated with McDonald's and how the company manages those issues. Also considers how the company manages change in the global environment. McDonald's globalization strategy.
From the Paper
Global Issues and Managing Change at McDonald's Global Issues Originally started in Illinois McDonald's has become one of the best-known global companies It has followed a simple strategy of globalizationin that it makes relatively few changes to its pr
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The Impact of Globalization on Organizations and Management, 2001.
This paper uses three sources to discuss the significance of globalization for organizations and for the managers within them.
860 words (approx. 3.4 pages), 3 sources, MLA, $ 30.95
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Abstract
This paper examines the issue of globalization and shows how it affects organizational structure, technology, communications, product development, service delivery, people and training. The writer examines the fact that it is the biggest force driving corporate change today and how these changes effect the managers and their business policies.
From the Paper
"Just as the Depression, The Cold War Era, the Space Age, and the Roaring 20?s are used to describe certain periods of history, the Era of Globalisation is becoming the term to describe our political, economic, and cultural atmosphere of today (New era replaces Cold War and Space Age:www.about.com/newissues_globalization). Globalisation is the integration of economic trade among countries around the world. However, it is much more than that. It allows social activists, labor organizers, journalists, academics, and many others to work on a global stage as if national borders do not exist (New era replaces Cold War and Space Age:www.about.com/newissues_globalization)."
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Managing Organizational Change, 2002.
Shows how managers should be aware of all aspects in their organizations in order to keep up with the changes that come from globalization.
3,400 words (approx. 13.6 pages), 25 sources, $ 124.95
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Abstract
This paper explains that in addition to bricks and mortar, organization charts and company manuals, an organization is also composed of cognitive frameworks. In order to manage change in this era of globalization, managers must be aware of all the components of the organization.
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Impact of Global Economy on Organizations, 2005.
A balanced presentation of the political and theoretical implications of managing organizations in the global economy.
8,093 words (approx. 32.4 pages), 24 sources, MLA, $ 173.95
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Abstract
This report assesses the impact of the relatively new, global economy on organizations and examines attendant issues such as the opposition of globalization as a new type of economy and the more traditional notions of organizational functioning, which this paradigm has replaced. The report examines the impact that the global economy has had on organizations, focusing on how change in this environment has led some firms to react to the new type of economy, while others have taken more of a leading edge. The costs and benefits of these changes in regards to organizations are assessed, as are related issues of free trade in the global economy as opposed to national protectionism. The report provides a look at how changes in the global economy reflect changes in organizational management in terms of how the impact of the global economy is being managed and also presents relevant lessons that can be derived from this process. Before concluding, the report examines the issue of how management can ensure a positive effect on the organizational level.
From the Paper
"Even within the global economy, forms of economic protection can sometimes be justified to foster the growth or development of young industries that would otherwise be overrun, but this type of protectionism is inherently transitory, and is not to be taken as a concrete phenomenon. This ongoing debate between protectionism and free trade has caused many problems in the forum of international trade, specially with the relatively recent political polarization caused by pro- and anti-globalization advocates, and various resolutions have been attempted through various methods to seek a balanced trade policy that takes the arguments of both sides into account."
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Changing Global Economy, 2002.
A comparison of the academic articles on the impact of the changing global economy by Aihwa Ong and Arjun Appadurai.
905 words (approx. 3.6 pages), 3 sources, MLA, $ 32.95
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Abstract
This paper examines and compares of the scholarly articles, ?The Gender and Labor Politics of Postmodernity? by Aihwa Ong and ?Disjuncture and Difference in the Global Cultural Community? by Arjun Appadurai, which both offer perspectives on the impact of the changing global economy. The paper illustrates how each author takes a different view on the same theories; one investigating the industrial regions of Mexico and Asia, and the other provides background information to support the anthropological concepts.
From the Paper
"In ?The Gender and Labor Politics of Postmodernity? Aihwa Ong discusses the situation in the modern industrial work environment, also focusing on the role of women in this environment. Ong argues that there is a gap between what the literature says is happening and what the real experiences of workers are. In the essay, Ong attempts to show what the real situation is by looking at the labor worlds of Asia and Mexico. Ong then argues two main points. Firstly, that ?industrial modes of domination go beyond production relations strictly construed? (Ong 62). Secondly, Ong argues that worker?s struggles against control are based on what Ong calls ?cultural struggle? rather than class struggle."
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The Impact of Globalization on Organizations, 2005.
A discussion of the impact globalization has had on businesses and the way companies have to align their practices and structures to meet a competitive status.
1,753 words (approx. 7.0 pages), 6 sources, APA, $ 56.95
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Abstract
This paper hypothesizes that global companies have an over-growing and dynamic positive impact of the globalization process in terms of increased sales, lower cost, better internal structure and improved competitive status. The hypothesis is derived from the importance of globalization in the present economy as is evident from the explosion of trade liberalization, information technology and international division of labor. The study is based on secondary research conducted on leading firms in the global economy in terms of their sizes, industry and countries.
From the Paper
"Globalization is the hot topic of the new era. It is the subject of profound debate and deliberation by theorists, social scientists, economists, politicians and the like. Proponents of globalization argue that it has nurtured a stream of information exchange, increased the living standards of the poor, integrated and increased the awareness of several cultures worldwide, toppled the previously unleashed forces of communism and propagated democracy in the real sense, increased the purchasing power of all social classes and decreased inequality between the rich and the poor. Corporations are expanding in terms of increased commerce in local and global markets, more efficient and greater productivity of the employees and the firm itself, improved customer service and a better competitive status. In contrast, opponents argue that globalization has created inequality in all dimensions and has materialized the West at the expense of the developing countries."
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| Term Paper # 10332 |
temporarily unavailable
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Occupational Socialization and Organization Change, 2006.
This paper defines and examines the relationship between occupational socialization to organization change in corporate America.
2,842 words (approx. 11.4 pages), 14 sources, APA, $ 84.95
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Abstract
This paper defines organizational socialization as the process through which individuals are transformed from outsiders to participating, effective members of organizations. While organizational change is defined more simply as either down-sizing or reengineering within the corporation, which both constitute the same radical corporate transformation within a business or corporation. The writer of this paper contends that the success of today's organization depends on unleashing and maximizing the talents of its workforce. The overall purpose of both occupational socialization and organization change is to help managers and supervisors achieve better results by identifying when and how to be participative. It is based on the premises that participative management and leadership practices are essential to building commitment. This paper details the various scenarios which require businesses to make drastic cutbacks or structural changes in the set up of the company as well as the reactions from both management and the workforce. Some of the more positive reasons for a company to change are in a shift of how to do business, manage complexity as well as the ability to transcend existing inertia and become more effectively competitive. Some of the more negative effects of change are that it can distract from the basic company goal, changing just to increase team spirit. The writer of this paper discusses several models in organizational socialization methods, including the Schein method which dictates that socialization to higher levels of management includes socialization to more central roles and influence within the organization.
Table of Contents:
What is Occupational Socialization?
Organizational Socialization Techniques
What is Organizational Change?
What Are the More Positive and Negative Aspects of Organizational Change?
What Happens When a Company Decides to Change?
How Does Occupational and or Organizational Socialization Affect Organizational Change?
Occupational Socialization Footnotes and Bibliography
Bibliography
From the Paper
"Some formal socialization techniques include orientation programs, new employee training, and employee handbooks and for on going socialization, job rotation. On the other hand informal socialization may include on-the-job training from a supervisor or coworkers, word of mouth and upending or transformational experiences. One of the better known organizational socialization models is Schein's which states that socialization to higher level of management includes socialization to more central roles and influence in the organization. One informal method of doing this is through personal mentoring. The Schein method describes that some of psychosocial functions of mentoring include role modeling, acceptance and confirmation and friendships."
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Change in an Organization, 2004.
An examination of the importance of change in an organization and effective steps in implementing change.
1,195 words (approx. 4.8 pages), 7 sources, MLA, $ 40.95
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Abstract
The paper begins with explaining the steps a leader needs to take to effectively implement change in an organization. It then discusses the importance of an effective decision making accountability system and the development of a climate of trust. This paper focuses on how changes within an organization affect specific groups.
From the Paper
"Any group?s success depends on the level of mutual accountability, contribution and shared values that the group members feel towards achieving the goal. The group leader plays a very important role in ensuring the cohesiveness and the performance of the group. Personal communication and mutual respect should be the foundation for ensuring that decisions are made in a fair and just manner. (McKenna and Maister, 2002) Using rules and codes of conduct, the leader can make the group understand the expectations that he or she has and the possible outcome for not adhering to these rules. Determining the dynamics and the personal responsibilities for each member is important and can help the leader manage a cohesive and motivated group of people."
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Change in an Organization, 2004.
An examination of the process of change within an organization.
1,501 words (approx. 6.0 pages), 13 sources, MLA, $ 49.95
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Abstract
This paper explains that change is good for an organization; it helps stimulate the organization to grow. It discusses how change can be difficult to implement in an organization and explains the different processes of change and how this is important for the overall management.
From the Paper
"An organization is an ever evolving and changing entity and all organization will undergo change at some stage in the history of the existence of the organization. The ability to determine and identify the factors that facilitate, necessitate or result due to a change implemented by the company is critical to the survival of the company. Changing the mindset and the human factor may ultimately come to represent the new competitive edge for a corporation, more than physical and other resources. Due to today's dynamic demographic, economic and social conditions, the interaction of individual and organizational development ?the development of the human resource will by far be the most salient and tangible outcome of any organizational change."
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Learning Organization and Cultural Change, 2005.
Examines management innovation taking place at the Virginia Department of Motor Vehicles.
4,100 words (approx. 16.4 pages), 6 sources, MLA, $ 110.95
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Abstract
Learning organization is a term used to describe an organization in which individuals working together are able to expand significantly their own capacities, while at the same time strengthening and improving the culture of the organization for which they work. From technology to the increasing power of customers, the forces that have created the seismic changes in business today also serve as the foundation stones for the next generation of learning organizations. This paper identifies the path forged by a cultural change in an organization. It also looks at learning organization conceptually and then discusses some specific techniques of management innovation now being experimented by the Virginia Department of Motor Vehicles (DMV). These include strategic planning, re-engineering, total quality management, team management, and privatization.
From the Paper
"So, the agenda for change came to have a double meaning. The management call for accountability meant wage freezes and downsizing. Delegation of authority and empowerment meant pushing responsibility and work further down the hierarchical chain -- more work, longer unpaid hours and fewer people. The renewal also meant rapid change, customer orientation, restructuring, as well as re-engineering of the huge agency. In no time the stresses created by an atmosphere of change and uncertainty began to affect the Senior Management Committee in Nov. 2002, with the introduction of the most severe budget cuts by the state legislature. As in many businesses and government departments, the senior managers ran their organizations like fiefdoms. In times of plenty the aggravations of this style of management could be dealt with, but when already strained resources were faced with a potential additional 30% reduction, all reactions of self-preservation were magnified."
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Change in an Organization, 2002.
An examination of what factors need to be considered when implementing changes in an organization.
710 words (approx. 2.8 pages), 4 sources, MLA, $ 25.95
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Abstract
This paper tackles the problems faced by management of an organization when considering instituting changes in their administrative systems. It examines the roles of management and leaders when trying to implement any change.
From the Paper
"Prior to implementation of change by any methods, the change agent?internal or external?has to evaluate the organization as a whole. The problems and difficulties experienced by any company may be unique to the company or to the type of business. Change implementation generally requires a change in the behavioral strategies?either of the organization, the process used or the individual."
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Work Organization and Change, 2004.
An analysis of a case study of the organizational changes that took place in Ernst & Young, United Kingdom.
2,520 words (approx. 10.1 pages), 7 sources, MLA, $ 76.95
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Abstract
This paper analyzes and discusses the types of changes occurring within the organization, Ernst & Young and determines why they are being introduced. The paper provides a critical analysis of the identification, introduction and management of change within Ernst & Young UK, examining the extent that this was successful and unsuccessful using theory and conceptual models. The paper describes the strategies used to minimize the stress consequences for employees.
From the Paper
"To minimize the stress associated with this change, rather than take a giant leap forward, Land decided the best thing for the company was a gradual change process, which would require a devotion of time and resources to ensure a sound decision was made conscientiously and one that included the opinions of all members of the organization. Further the leader sought input from employees and managers that would have been affected by the change. His decision to take a slow approach coincides with organizational theory that supports change process moves from incremental changes to fundamental and organization wide ones that benefit organizational learning as a whole. "
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The World Trade Organization and Globalization, 2006.
A look at the World Trade Organization and whether it is tool for promoting global equity or global inequity.
1,800 words (approx. 7.2 pages), 6 sources, $ 71.95
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Abstract
The World Trade Organization or WTO is a relatively new body created in 1995 and one which its founders probably never expected to create the massive controversy that it has generated. It has come to represent globalization, and how one views it tends to reflect how one views the massive corporate expansion of the last few decades. This paper examines the WTO and considers whether it is really a tool working towards world harmony and trade accords that promote global equity or if it is just another example of consolidation of power by global elites to the exclusion of the poor majority.
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