How do you know an organization is truly operating with a global strategy?
- Omni-directional operations
What was the first multilateral trade accord?
- Breton Woods Agreement (1994)
What are BRICS countries?
- Brazil
- Russia
- India
- China
- South Africa
What is globalization?
- Integration of markets, nation-states, and technology
What are these four forces shaping globalization?
- Foreign investment: more going to developing rather than developed countries
- Diaspora: people leaving their home countries but sending money home
- Demographic dichotomy: established economies have aging workforces whereas emerging economics have younger workforces
- Reverse innovation: products made for emerging markets are made complex for established nations
What is the key strategic decision HR must help global organizations make and how can HR help once the choice has been made?
- Balance between global integration AKA upstream (which gets consistency) and local responsiveness aka downstream (which gives adaptability). For GI, HR focuses on communication and building a common culture. For LR, HR promotes cultural awareness and beware of bias
What are the two considerations in global-local models?
- Identity alignment (adjusts products and branding across cultures) vs. process alignment (integration of operations across locations)
Explain the following GI-LR models:
International, multi-domestic, global, transnational
- International = coordinated federalism: branches seen as appendages to home country
- Multi-domestic = portfolio of independent businesses; headquarters still in control local knowledge not generally shared
- Global= strong headquarters control because of needs to compete globally
- Transnational = truly global, subsidiaries adapt, best practices shared
What is HR’s role regarding offshoring and outsourcing in a global company?
- Due diligence (you cannot take a hands off approach ethically just because you source)
What is a global mindset and what is the simple way to develop it?
- The ability to value and consider perspectives to attain early mover advantage; be curious
What is dilemma reconciliation?
- Charting a course through cultural differences
How do you start to create cultural synergy?
- Support managers with global mindset with practice and exposure
Why do so many global assignments fail?
- They are not looked at as long-term investments but rather as short-term problem
How do you maximize the likelihood of a global assignment going well?
- Have a variety of global assignment types available, know the person’s allegiance level to home culture(home bound to go native), plan the assignment, and tied it to the organization goals
What are totalization agreements?
- Treaties that prevent double taxation
What is the value of diversity?
Broader perspectives means more innovation
What is the difference between diversity and inclusion?
- Diversity is about who is brought into the organization
* Inclusion is about whether they feel welcome and valued and not just assimilated (where they have to cover)
Why is a Diversity and Inclusion strategy needed and why must it be aligned to the organizational goals?
- So it stays a priority and continues even when champion leaves
Why is assessment needed and what are proper metrics?
- To identify needs and provide benchmarks
* process measures and results measures
How do you know when D & I strategy is successful?
- When there is complete integration
What are the four layers of diversity?
- Personality
- Internal dimensions (cannot easily change)
- External dimensions (life choices)
- Organizational dimensions (role in organization)
What are the three components of Diversity and Inclusion training?
- Diversity awareness courses
- Diversity management courses
- Professional development opportunities?
What are the four Ts to influence managers regarding Diversity and Inclusion
- Travel
- Teams
- Training
- Transfers
What should HR insist about policies?
- That they are equitable but not necessarily identical
