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Flashcards in Developing a Global Perspective Deck (25)
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1
Q

Global mindset

A

Ability to take an international perspective, inclusive of others cultures, prospectives and views

2
Q

Global mindset requires

A
  • Using awareness of another’s culture to create solutions
  • Self-awareness of own culture and recognizing there are many
3
Q

Characteristics of global mindset

A
  • 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
4
Q

Benefits of global mindset

A
  • 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.
5
Q

Necessary elements to develop a global mindset

A
  • Appropriate knowledge, skill and understanding
  • Desire and motivation on part of the employee to change
  • Support from systems and management
6
Q

Steps for developing a global mindset

A
  1. Study and understand on your own culture and how it relates to others
  2. Study and understand global business trends and forces
  3. Promote a global mindset within your organization.
7
Q

The 4 Ts

A

Characteristics of global leaders and identify key factors in acquiring a global perspective

8
Q

The 4 Ts includes

A
  • Travel
  • Teams
  • Training
  • Transfers
9
Q

Short-term travel assignment benefits

A
  • Help managers and employees gain experience
  • Expand awareness and appreciation for different places and cultures
  • Become more visible and valuable within the organization
10
Q

Short-term travel assignment critics believe

A
  • 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
11
Q

Teams of 4Ts

A
  • Can be functional or cross-functional
  • Working on culturally diverse or international teams and projects
  • Develops cross-cultural management skills
12
Q

Training of 4Ts

A
  • 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
13
Q

What does training on congruence and differentiation on cultures impact employee

A
  • Relieves tension and resistance
  • Builds a sense of familiarity and comfort
14
Q

Individual diversity profiles

A

Cultural preferences and values, cognitive and learning styles, etc.

15
Q

Transfers of the 4Ts

A

Intense immersion into another culture.

16
Q

Strategic perspective in global organization

A

Balance priorities of headquarters and subsidiaries

17
Q

Tactical perspective in global organization

A

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.

18
Q

Skills needed for global HR

A
  • 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
19
Q

Develop a strategic view of the organization skill in global HR

A
  • 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
20
Q

Develop a global organizational culture skill in global organization

A
  • Training on cultural awareness and adaptability
  • Develop processes to promote communication and the capturing and sharing of knowledge and experiences.
21
Q

Secure and grow a safe and robust talent supply chain skill in global organization

A
  • 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.
22
Q

Use and adapt HR technology skill in global organization

A
  • 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.
23
Q

Develop meaningful metrics skill in global organization

A
  • 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.
24
Q

Develop policies and practices to manage risks skill in global organization

A
  • 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
25
Q

Breaches of compliance

A
  • Financial (violations of law related to corporate governance)
  • Ethical (environmental or consumer safety regulations)
  • Employment-related (discrimination laws, requirements to inform workforces)