Tasks on cultural understanding and globalization

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Cross cultural understanding primarily refers to the simple ability of people around the business environment to recognize, interpret and correctly react to people or situations that could call for chaos due to cultural differences. The main reason of cross cultural training is to make the learner(s) know the appropriate skills required to achieve cross cultural understanding.

Once the background of cross cultural understanding have been solidly put in place, the workers, either through continued training or experiences within the company will attain a more better appreciation of cultural differences. The different types of appreciation are cross cultural knowledge, cross cultural awareness, cross cultural sensitivity and cross cultural competence. Although all the terms may seem the same in meaning, simple differences exist between them.

CULTURAL UNDERSTANDING

A generic website on culture http://www.differencebetween.net/miscellaneous/difference-between-culture-and-society explains more on cultural understanding. It reads 'Culture is changing constantly. Certain products of culture are governments, languages, buildings and manmade things. It is a powerful tool for the survival of mankind. Cultural patterns of ancient people are reflected in their artifacts and are studied by archaeologists to understand their way of life. Culture is an important part of a society for the very existence of society. Culture also plays an important role to establish discipline in a society. According to the behavior patterns and perceptions, there are three levels of culture.

http://www.differencebetween.net/miscellaneous/difference-between-culture-and-society/

http://www.nottingham.edu.cn/resources/documents/A1OGZAVA.pdf

GLOBALIZATION ON INTERNATIONAL COMPANIES

Globalization is seen as the system of interaction among the countries of the world in order to develop the global economy. Globalization talks about the integration of economics and societies in the global world. Globalization involves technological, economic, political, and cultural exchanges made possible largely by advances in communication, transportation, and infrastructure.

There are basically two types of integration-negative and positive. Negative integration is the breaking down of trade hitches or protective hitches such as tariffs and quotas.

You must remember that the removal of barriers can be beneficial for a country if it allows for products that are important or essential to the economy. For example, by removing barriers, the costs of imported raw materials will go down and the supply will increase, making it cheaper to produce the final products for export (like electronics, car parts, and clothes).

Positive integration however aims at standardizing international economic laws and policies. For example, a country which has its own policies on taxation trades with a country with its own set of policies on tariffs. Likewise, these countries have their own policies on tariffs. With positive integration (and the continuing growth of the influence of globalization), these countries will work on having similar or identical policies on tariffs.

Effects of Globalization

According to economists, there are a lot of global scenarios connected with globalization and integration.

It is easy to identify the changes brought by globalization.

1.   Improvement of International Trade. Because of globalization, the number of countries where products can be sold or purchased has increased dramatically.

2.  Technological Progress. Because of the need to compete and be competitive globally, governments have upgraded their level of technology.

3.  Increasing Influence of Multinational Companies. A company that has subsidiaries in different countries is known as a multinational. Many times the head office is found in the country where the company was established.

An example is a furniture company whose head office is based in China. This company has branches in different countries. While the head office controls the subsidiaries, the subsidiaries take decisions on production. The subsidiaries are tasked to increase the production and profits. They are able to do it because they have already gone into the local markets.

GLOBALIZATION THEORIES

There are various theories about globalization amongst which are

World-System Theory

World polity theory

World culture theory

World System theory

Synopsis

Globalization is the process, completed in the twentieth century, by which the capitalist world-system spreads across the actual globe. Since that world-system has maintained some of its main features over several centuries, globalization does not constitute a new phenomenon. At the turn of the twenty-first century, the capitalist world economy is in crisis; therefore, according to the theory's leading proponent, the current "ideological celebration of so-called globalization is in reality the swan song of our historical system" (I. Wallerstein, Utopistics, 1998: 32).

STIGLITZ ON DISCONTENTS OF GLOBALIZATION

According to James M. Rossi, 'Globalization and Its Discontents is a exact, ridiculing, and effortless decline of the global economic policies on IMF, World Trade Organization, and World Bank'. Stiglitz brought out with exemption the IMF for most of the problems.

Stiglitz wrote on the issues as it concerns the world businesses today and the effect of the global economy.

(http://www.roubini.com/topic/international-trade-and-globalization.php)

HOFSTEDE CULTURAL DIMENSION AND UNDERSTATING

With opportunity to get into a lot of people working in the same companyin more than 40 countries around 40 places in the whole world, Hofstedeits looked into data on cultural analysis to express his findings. He used five different ways to differentiate one culture from another.

He marked every country with a scale of 0 to 100 for the dimensions used, the greater the score the higher it is shown in the community.

The Five Dimensions of Culture

The five dimensions are:

1. Power/Distance (PD) - This deals with the level of inequality and which is accepted amidst people with and without power. A high power distance mark shows that the community accepts an unequal distribution of power and people.

2. Individualism (IDV) - This with deals with the strength of the relationship people have with others from another community. A high individualism mark shows that there is laxity in the relationship with other people in other community.

3. Masculinity (MAS) - This expresses how much a community the existing roles of male and females in the society. High masculinitymarks are seen in countries where men are seen as being touch and strong. Women who work outside the house chores are seen as being low to men in the society.

4. Uncertainty/Avoidance Index (UAI) - This has to do with a great level of anxiety in individuals in the society and how they feel when they are in uncertain situations. High mark on uncertain index society expresses how they avoid too gig issues where it is possible to.

5. Long Term Orientation (LTO) - This explains how much the community give preference to old and far existing values in the society than the new ones that are just cropping up.

(Source: http://www.geert-hofstede.com/)

TASK 1

REPORT PART 2

ON

CULTURAL UNDERSTANDING

IN THE 3 COMPANIES

INTRODUCTION

CORE VALUES AND OBJECTIVES OF DELL INCORPORATION

Dell Inc. is a multinational company that deals in information technology based in Round Rock, Texas in United States, it develops, sells and supports computers and other related products and services. Bearing the name of its founder, Michael Dell, the company is one of the largest technological corporations in the world, employing more than 96,000 people worldwide

PRODUCTS

The DELL Corporation sells specific brand names to different market segments.

Their Business/Corporate class represent brand where the company advertises emphasizes long life-cycles, reliability, and serviceability.

Dell's Home Office/Consumer class talks about value, performance, and expandability. These brands include

Dell service and support brands include Dell On Call (extended domestic support services), Dell Support Center (extended support services abroad), Dell Business Support (a commercial service-contract that provides an industry-certified technician with a lower call-volume than in normal queues), Dell Everdream Desktop Management ("Software as a Service" remote-desktop management), and Your Tech Team (a support-queue available to home users who purchased their systems either through Dell's website or through Dell phone-centers).

Mission

s mission is to provide customers with superb value technology.

Business:

The business of DELL is basically high quality, relevant technology, customized systems.

Values:

Its value is related to its mission which is superior service and support, easy to buy, easy to use.

Vision Statement:

the vision statement of DELL reads 'It's the way we do business. It's the way we interact with the community. It's the way we interpret the world around us-- our customers needs, the future of technology, and the global business climate. Whatever changes the future may bring our vision -- Dell Vision --   will be our guiding force'.

Mission Statement:

Dell's mission is to be the most successful Computer Company in the world at delivering the best customer experience in markets we serve. In doing so, Dell will meet customer expectations of:

• Highest quality

• Leading technology

• Competitive pricing

• Individual and company accountability

• Best-in-class service and support

• Flexible customization capability

• Superior corporate citizenship

• Financial stability

Cultural Understanding of Dell Incorporation

Dell explains the culture and dynamics of Dell, Inc. during its early years. The company was run by hardworking, versatile people who were action-orientated and willing to listen. Many of those early employees went on to fill important positions at the company later on. Some employees, however, had a hard time as the company grew, even though they had performed well when the company was smaller. At a fast-growing company, Dell notes, the job grows faster than the person. A certain kind of job will vary enormously during different stages of the growth of the company.

Dell's Corporate Culture

The corporate culture at Dell follows the home country standard, the United States of America. Thus, employees are required to speak English in the work place. The atmosphere is much the same as in the USA. This includes the corporate culture and bureaucratic element to maintain convergence on administrative procedures. While emphasizing convergence, Dell China also aims to localize itself in the community in its mission to go global, act local. While keeping the overall brand image of Dell intact, slight changes are made in order to appeal to the local Chinese consumer and become insiders in the hard to penetrate market that is the People's Republic of China.

CORE VALUES AND OBJECTIVES OF EPSON CORPORATION

Seiko Epson Corporation (or Epson, is a Japanese technology company and one of the world's largest manufacturers of computer printers, information and imaging related equipment. Based in Suwa, Nagano, Japan, the company has numerous subsidiaries worldwide and manufactures inkjet, dot matrix and laser printers, scanners, desktop computers, business, multimedia and home theatre projectors, large home theatre televisions, robots and industrial automation equipment, point of sale docket printers and cash registers, laptops, integrated circuits, LCD components and other associated electronic components. Traditionally, the company has been manufacturing Seiko timepieces since its foundation and is one of three core companies of the Seiko Group. Net sales over 2006/2007 amounted to ¥1.416 trillion.

EPSON PRODUCTS

Epson is a global leader in imaging products including printers, 3LCD projectors and small and medium-sized LCDs. With an innovative and creative culture, Epson is dedicated to exceeding the vision and expectations of customers worldwide with products known for their superior quality, functionality, compactness and energy efficiency.

VISION, MISSION STATEMENT AND VALUE OF EPSON

Mission Statement

Its mission is 'To meet customers needs and expectations, Epson shall establish a sales and service culture evolving from the effective and efficient utilization of resources by :-

Enhancing value-added services to the customer.

Having knowledgeable and competent workforce, which emphasizes teamwork'.

Vision Statement

Epson vision reads 'Having an effective and efficient IT infrastructure in the whole world'.

 Strategy

The company website discloses the company strategy as 'Our strategy for success is a simple yet successful one. It revolves around a progressive management philosophy, strong marketing, efficient production operations, powerful R & D and a responsible social role in the community. Using these key factors as the recipe for success, our resources have been channelled into understanding customer needs and then producing products that satisfies these needs'.

 Cultural Understanding of Epson Incorporation

Epson is a global leader in imaging products including printers, 3LCD projectors and small and medium-sized LCDs. With an innovative and creative culture, Epson is dedicated to exceeding the vision and expectations of customers worldwide with products known for their superior quality, functionality, compactness and energy efficiency.

CORE VALUES AND OBJECTIVES OF LG CORPORATION

The LG Corp is South Korea's second largest conglomerate that produces electronics, chemicals, and telecommunications products and operates subsidiaries like LG Electronics, LG Display, LG Telecom and LG Chem in over 80 countries.

LG Corp founder Koo In-Hwoi established Lak-Hui Chemical Industrial Corp. in 1947. In 1952, Lak-Hui (pronounced "Lucky", currently LG Chem) became the first Korean company to enter the plastics industry. As the company expanded its plastics business, it established GoldStar Co., Ltd., (currently LG Electronics Inc.) in 1958.

VISION

LG's vision is 'to deliver innovative digital products and services that make our customers' lives better, easier and happier through increased functionality and fun'.

MISSION

The mission of LG is:

To create value for customers

To respect human dignity

To become the best in its class by winning customers' acclaim as a true leader in the global market

REPORT

FROM: Management Consultant

TO: Board of Directors

DATE: 22nd July, 2010

SUBJECT: VALUE OF CULTURAL UNDERSTANDING DEVELOPED BY THE MANAGEMENT OF CANON INCORPORATION, EPSON CORPORATION AND EPSON INCOORPORATION.

INTRODUCTION

As a matter of fact, Stiglitz did not really define what he means by the term "globalization." From a free-market understanding, globalization talks about the freedom to choose among opportunities available on a global scale: Buyers are free to maximize their purchasing power, and sellers are free to compete in order to satisfy consumers' needs and remunerate the scarce resources they use. To this effect, globalization expresses a world of opportunities opened to buyers and the end of privileges for sellers. It is clear that globalization is an improvement for those who are given chance to choose, and for those who can successfully satisfy buyers' requests. But it is not important for those who cannot choose-where more-or-less altruistic policymakers decide on their behalf-and it is even harmful for those who enjoy normative privileges.

Degrees of Cultural Awareness

There are different levels of cultural awareness that show how people grow to understand cultural differences.

My way is the only way - At the first instance, people are aware of their way of doing things, and their way is the only way. At this stage, they ignore the impact of cultural differences.

I know their way, but my way is better - At the second level, people knows other ways of doing things, but still consider their way as the best one. In this stage, cultural differences are perceived as source of problems and people ignore them or reduce their importance.

My Way and Their Way - At this level people are abreast of their own way of doing things and others' ways of doing things, and they chose the best way according to the situation and event. At this stage people realize that cultural differences can lead both to problems and benefits and are ready to use cultural diversity to create new solutions and alternatives.

Our Way - This fourth and final stage brings people from different cultural background together for the creation of a culture of shared and contributory meanings. People dialogue continuously with others, develop new meanings, new rules to meet the needs of a particular situation.

Increasing cultural awareness means to see both the positive and negative aspects of cultural differences. Cultural diversity could be a source of problems, in particular when the organization needs people to think or behave in a similar way. Diversity increases the level of complexity and confusion and makes agreement difficult to reach. On the other hand, cultural diversity becomes an advantage when the organization expands its solutions and its sense of identity, and begins to take different approaches to problem solving. Diversity in this case creates valuable new skills and behaviors.

  In becoming culturally aware, people realize that:

We are not all the same

Similarities and differences are both important

There are multiple ways to reach the same goal and to live life

The best way depends on the cultural contingency. Each situation is different and may require a different solution.

TASK 2

REPORT ON

MANAGEMENT POLICIES AND PRACTICES

FOR GLOBAL CULTURES

FORMAL AND INFORMAL

STRATEGIC PARTNERSHIPS

AND RELATIONSHIPS

INTRODUCTION

Having a strategic plan is irrelevant if you don't put the plan into action. Implementing your strategic plan sometimes tend to be the most difficult step of the whole process. Coming up with a plan are easy, but getting people to play roles in several departments to abide by it and follow it is another struggle entirely. However, the good side of it is that with a little work, the plan can be put into place to help the growth of the company.

One good recommendation is to gradually introduce the strategic plan. If you don't overwhelm your employees with your whole vision all at once, you decrease the chance they'll be confused and unable to implement your strategic vision. On the other hand, keeping your employees in the loop on the big picture goes a long way in getting them to believe in your strategic plan for the company.

OBJECTIVES

The objectives of this task include:

Analyses different Management Policies in the organizations

Show Formal and Informal Relationships in the organization

REPORT

FROM: Management Consultant

TO: Board of Directors

DATE: 22nd July, 2010

SUBJECT: MANAGEMENT PRACTICE FOR ALTERNATIVE CULTURES IN THE CHOSEN ORGANISATIONS.

INTRODUCTION TO MANAGEMENT PRACTICES

Management practice is the show of events and how activities are being carried out in Dell, Epson and LG corporations. It is also the methods or techniques found to be the most effective and practical means in achieving an objective (such as preventing or minimizing pollution) while making the optimum use of the firm's resources.

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LIST OF POLICIES AND PRACTICES

The management of Dell Incorporation, Epson and LG Incorporation all has different policies as regards the sustainability of their market. However, the following areas are attended to in the same manner by all the three organizations.

Corporate and Social Responsibility Policy

Corporate social responsibility has to with the contribution of the companies to their host communities. This Dell, Epson and LG gave a priority in order to enjoy their stay in the host communities especially where the production of the materials are situated. These companies provide amenities to these host communities like good roads, electricity, support to the aged in some communities e.g. in Africa.

Recruitment and selection policy

Recruitment and selection allow management to determine and gradually modify the behavioural characteristics and competences of the workers. The fashion for team working, for example, has focused on people with a preference for working with others as opposed to the individualist 'stars' preferred by recruiters in the 1980's. Attention has switched from rigid lists of skills and abilities to broader-based competences. In general - as we noted in the previous section - there is greater regard for personal flexibility and adaptability - a reorientation from present to future stability.

Dell, Epson and LG all have their pattern of instruction to the human resources department on the company's recruitment and selection policy. They all have internalization policy which gives room for staffers to be employed from the host environment so as to allow for easy adaptability of the workforce to the work environment.

Remuneration policy.

The expectation of every worker is to be paid after the delivery of the required service at the end of a given period of time. However, because these companies are multi-national organizations they base the pay of their members of staff to the currency applied in the host country except those that expatriates who are paid partly in their currency and partly in the host country's currency.

Marketing strategy

Different organizations have different policies on how it markets it goods and services. However, these companies all have the same system of marketing strategy as they deal with customers round the globe. They allow regional assembling of some of their products while most of the products are assembled and finished in the main base like in China, Japan and a host of other places.

Appointment of Directors

Directors of these companies are formally appointed at the annual general meetings where the stakeholders would meet especially the shareholders to terminate the appointment of existing director and/or appoint or re-appoint any director of the companies. Appointment is based on company rule that governs the companies in its companies and allied matters and memorandum of association.

Sales Strategy

To the uninitiated a request for a detailed sales strategy can appear daunting and complicated. For a large multinational organization with many products/services and routes to market then there is perhaps more factors to consider but the fundamentals of a good sales strategy remain the same, it's really about understanding what you are selling, who you are selling to and how you plan to achieve it. Dell, Epson and LG all have the drive which allows sales of their products to be done throughout the whole world. A sales network is developed which allows for distribution network of these goods.

FORMAL AND INFORMAL RELATIONSHIPS

Organizations have a formal and well structured chart which is the way that the organization is organized by those with responsibility for overseeing the organization. They create the formal structures that enable the organization to meet its lined up objectives.

Often these formal structures will be set out on paper in the form of organisational charts. However, in the course of time an informal structure develops in most organisations which base on the reality of everyday interactions between the members of the organisation. This informal structure may be different from that which is set out on paper.

Informal structures develop because:

people find new ways of doing things which they find easier and save them time

patterns of interaction are shaped by friendship groups and other relationships

people forget what the formal structures are

it is easier to work with informal structures.

Sometimes the informal structure may cross the path of the formal one. Where this is the scenario the organization may become less efficient at meeting its lined up objectives.

However, in some cases the informal structure may prove to be more efficient and reliable at meeting organizational objectives because the formal structure was wrongly set out.

Managers need to learn to work with both formal and informal structures. A flexible manager will realise that elements of the informal structure can be formalised i.e. by adapting the formal structure to incorporate improvements which result from the day-to-day working of the informal structure.

All of the organisations that appear in the Times 100 will have some form of formal structure which is usually set out in organisation charts (for example see the Coca-Cola structures in Edition 10). However, these organisations also benefit from informal structures based on friendship groups. When managers nurture these informal groups and mould them into the formal structure this can lead to high levels of motivation for the staff involved.

STRATEGIC PARTNERSHIPS

Partnership is the coming together of two or more individuals or organizations to do a thing together so as to achieve a common goal. Virtual teams also could be an organization or business which operates primarily through electronic means like independent organizations that share resources to achieve their aims.

LIST OF PARTNERSHIPS AND RELATIONSHIPS

Relationship with Suppliers

Dell, Epson and LG allow for a smooth and cordial relationship with their suppliers as these are the people who make all the companies products to be in existence. Without good rapport with the suppliers there would be hitches to the flow of the companies' production which would affect the availability of its products in the market.

Most of these communications is done virtually i.e. through the internet as this is a very fast and easy means of passing messages from one person to the other with little or no hitch.

Sales Executives Relationships

Sales executives are the drives for every organization's profit making. To sale products, DELL EPSON and LG companies make use of experienced sales executives who are also good virtually as technology has increased the rate of activities that could be done in a jiffy. Most sales are done over the internet now which also helps in reducing cost (travelling cost and others) to a large extent.

Partnerships with other Shops in China and other parts of the world

Customer networking is one of the strategies adopted by most multi-national companies around the world as this helps in improving sales of goods and in knowing what the customers want at a particular time. Dell, Epson and LG adopt this system which helps in meeting with the sales agencies in different locations through the internet.

Partnerships with Dealerships to sell products

There are dealership deed and agreements all over the world now. Sales of products are not only the responsibility of the manufacturing companies. These companies also make use of dealership arrangements with private individuals or companies that assist in the sale of their products in different countries. These companies get the dealership agreement to distribute and sell the company's products. This is necessary because these companies have presence in almost all the parts of this world.

Recruitment and Selections Agency Partnerships

Human resources departments of organizations sometimes require the assistance of recruitment and selection agencies in getting the right staff to work in the organization more so, multi-national organizations like Dell, Epson and LG. Most of these services are rendered online as it makes the job easy. Therefore, virtual organizations are very important in ensuring smooth and easy services.

TASK 3

IDENTIFICATION AND DEVELOPMENT

OF

A VIRTUAL ORGANIZATION

INTRODUCTION

Organizations today are giving different view to virtual organizations and how to figure out the way out to reinforcing the new strategy which will help or enable the organization to work better and faster in other to achieve its desired goals and aims in the organization and the business world entirely. A virtual organization is such that has given a good shape of reality to its stakeholders through an easy means of passing information, marketing and sales of the company to the general market.

OBJECTIVES

This task is basically to carry out the following:

Carry out appropriate research into at least 2 organizations which operate in a virtual manner.

To identify and develop suitable areas which management of Furniture Works needs to look into when setting up a virtual organization.

To produce a presentation advising management on a sound management practice in a virtual organization.

The organizations to look into include:

Tesco stores

Asda stores

The two organizations have a lot of things in common which range from the kind of services rendered to the public and the nature of their goods sold to the customers. They both deal in groceries and every kind of household stuff.

Virtual organizations may have only a few of the people it desires to work with I a particular place at a time, however, the organization can still exist in a virtual way which is through the internet even without keeping an office block still can exist and still do great sales.

AREAS MANAGEMENT OF FURNITURE WORKS NEED TO LOOK INTO WHEN

SETTING UP A VIRTUAL ORGANISATION

Furniture Works need to consider the following situations to enable the organization to set up and implement Virtual Organizations. These include:

A need for process innovation - There would be increase in productivity as a result of implementing virtual organizations. Furniture Works need to consider the need for this innovation as it realized the need for internet sales.

Sharing of core competencies - Virtual organizations help address the nulls in an organization resulting from the early stage, returns and retirement stage. It would allow for shared competencies as an organization that requires internet sales as its strategy.

Globalization - Many companies now know that there is a vast pool of unused resources skills, knowledge and abilities in the world. The ability of Furniture Works to start up the internet sales strategy will make it have global networking which would increase sales.

Cost reduction - This, Furniture Works would gain from when it starts the internet sales strategy as there would be cost reduction from a whole lot of overheads and other expenses which would have accrued to the company.

Differences in values: life is a major factor particularly in attracting and retaining quality employees. Employers have realized that a fix of equilibrium of work and personal life, family requirements, personal fulfillment and flexibility are important considerations among employees.

TASK 4

REPORT ON THE VARIOUS ASPECTS OF EFFECTIVE ONLINE AND DIRECT COMMUNICATION AVAILABLE TO THE ORGANIZATION

INTRODUCTION

In an online business environment, most communication is conducted through electronic means.  The most common forms are bulletin boards, discussion boards, email, chat, phone, and fax. This can change in the future where it may become more common to interact through new systems like desktop videoconferencing technologies.  The current commonly used technologies are on the written word.  It is expected that greater use will be made of audio and video means of communication as soon as bandwidth issues are resolved

OBJECTIVES

The objective of this task is to write a report to the management of Furniture Works describing the various aspects of effective online and direct communications that are available to the organization.

Problems associated with online communication and the benefits of online communication to the organization.

REPORT

FROM: Management Consultant

TO: Board of Directors

DATE: 22nd July, 2010

SUBJECT: REPORT TO THE MANAGEMENT OF FURNITURE WORKS DESCRIBING THE VARIOUS ASPECTS OF EFFECTIVE ONLINE AND DIRECT COMMUNICATIONS AVAILABLE TO THE ORGANISATION.

INTRODUCTION

Effective online communication needs genuine connection with others.  As in offline relationships, quality connections are encouraged through distinct communication.  Online

Five basic principles for effective online communication that the management of Furniture Works needs to follow in order to have a good internet sales strategy include:

1)  Get it written

Information to be passed should be written down to ensure clarity and clear understanding even by the person who is sending the information. Also, the copy written down would serve as record for the preparer of the information.

2)  Know Your Point

Effective online communication means being clear with your message so that there won't be reason to pass the wrong information to the recipient.

3)  Follow Basic Netiquette

There are simple basic principles to follow when sending information through the internet which would help make sending of the information easy and smooth without hitches.

Always treat others with respect. Don't say anything online you wouldn't be comfortable saying directly to someone's face. Don't allow the distance of the keyboard to dictate your bravado.

Give others the benefit of the doubt. You can't always be right. Allow others too the benefit of doubt in case of decision making.

4)  Be Genuine

The information you pass online requires you to be very genuine as if the recipient is right in front of you.

5)  Be Humble

Courtesy matters in every life dealings. Be willing to admit mistakes.  Written communication has its limitations; however, there are benefits to the written word that verbal communication cannot fix. We create our identity from the words we write. It is up to us to crystallize our thought and bring order to our message.

.

Other available sales strategy available to Furniture Works

If you market your business online (Furniture Works new Sales strategy) you likely spend a lot of time communicating with customers and prospects via e-mail. You may also spend time networking on message boards and other online groups.

CONCLUSION

For effective online and direct communication, Furniture Works should put in place basic training for all members of staff especially the sales department staffs who would work more with the strategy. Also, the following strategies should be followed to ensure an ordered communication line.

STRATEGIES FOR COMMUNICATING EFFECTIVELY ONLINE

Be conversational:

Being conversational tends to make information very easy for both the recipient and the sender as the decoding and encoding norms would be easy to play around with.

Maintain a positive tone:

There are positive and negative tones. A positive tone brings the business closer to a success when the sender of the information passes the message with the right tone.

Ask for clarification:

Whenever there are issues, the sender needs to make clear the message being passed to the recipient so as to avoid troubles from misinterpretation.

Apologize early and often:

There is no harm and financial loss when you apologise for mistakes and this can also reduce the burden that can accrue if issues are not resolved amicably.

Forgive others' mistakes:

Communicating online is new for many learners. Everyone makes mistakes. Practice forgiveness. It will make your life easier and you will be modelling effective online communication.

Use humour:

Sense of humour reduces the stress off the sender and even the receiver of the information.

Read before you send:

Every information to be passed to another person require the effort of the sender to recheck the message before it is being sent out as errors sometimes may not be easily corrected.

TASK 5

RECOMMENDATION ON HOW EFFECTIVE GLOBAL STRUCTURE COULD BE ACHIEVED

INTRODUCTION

Business success depends on expansion that an organization has made. Global structure for business is such a structure that need be considered for any business like Furniture Works that wishes to expand the scope of business especially through the

OBJECTIVE

Is to write a reflective report making suitable recommendations to the management of Furniture Works on how effective global structures could be created.

RECOMMENDATION ON HOW EFFECTIVE GLOBAL STRUCTURE COULD BE ACHIEVED

Multi national companies like Dell Incorporation, Epson and LG Group that had been the focus of this report have always maintained effective global structure which has been helping the organizations in its strategic operations in the global market. This Furniture Works can also put in place as this would help in improving the sales strategy and the entire business of the company.

Below are some of the recommendations to Furniture Works on how effective global structure could be achieved by the company.

Every global company's competitive advantage lies on its ability to put together resources and information that are spread across various areas. There are many organisations that operate today with the mind to improve on its ability and the quest for financial survival in the global market.

Communication

Managers of Furniture Works should focus on the processes by which virtual teams must adapt to the situation. They can learn to use a portfolio of technologies to communicate appropriately with accuracy. They can learn to use the lack of richness to their advantage.

Building relationships

Effective and smooth relationship in life and business characterise the success of any being and organizations in the world today. For Furniture Works to succeed in business it has to build a strong and formidable relationship with its members of staff and clients/customers as a whole.

Managing conflicts

Conflict resolution should be at the rear of the mind of the management of Furniture Works as conflict in any organization is unavoidable. The managers should develop skills to manage conflict in the company so as to improve on the virtual stance of the business.

Trust is a prerequisite for effective conflict resolution. Owing to the diverse background of team members, the issues leading to conflicts differ between cultures, what is perceived or interpreted as conflict differs, and finally modes for resolving conflicts differ. It is clear that developing a better understanding of conflict processes in virtual teams is vital for the management of Furniture Works so as to enjoy a better global relationship.

WHY GLOBAL BUSINESS TEAMS FAIL

1. Teams can fail when they are unable to allow trust among their members or when they cannot break down communication barriers which come up or are allowed to build in the organization.

2. The Inability to Cultivate Trust among Team Members

In any business or life endeavor, trust is inevitable without which the people involved will lose out of fellowship.

3. Each member of a global business team brings a unique cognitive lens to the group. If harnessed effectively, the resulting diversity can yield significant synergies and produce a collective wisdom superior to that of any individual. Without mutual trust, however, team cannot work together to achieve a common goal.

4The resulting diversity can yield significant synergies and produce collective wisdom superior to that of any individual each member bringing a unique cognitive lens to the group. However, mastering the management of a global business team calls for confronting several unique challenges that tend to exacerbate the more common problems faced by all teams.

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