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As we all know learning of international management is very essential in today's increasing globalised world. International management helps us to understand various opportunities and threats so as to conduct business in the host country. International management is the process of developing strategies, designing operations and working with people around the world to ensure sustained competitive advantage. We have covered various interesting topics in this subject but the most interesting among all was "Expanding Abroad". In order to be competitive in this globalised expanding world Motivation plays a vital role in today's economy. From "Motivation" topic, I have understood and learned how motivation impacts senior managers and as well as employee. Motivation is seen in various ways being it money, bonus, incentives, promotions, etc. whether incentric or excentric reward. Today, multinational and global firm rule the world in terms of 75% of the growth and income opportunities. For instance, world's top five brands - Apple in US, Google in US, BMW in German, Toyota in Japan and Amazon in the US. (Bartlett and Beamish 2011)
We have learned about motivation drivers which basically talks about the globalised motivation drivers. Motivation gives detail view of how globalisation expanded and the way it kicked off in the 1970's with the companies like Ford and Coco-cola moving towards a globalised domination. Motivation is also important to expand the organisation globally. In this chapter they also speak about traditional motivation which made the organisations to spend in foreign countries that was the call to safeguard the crucial provisions and about emerging motivation which tells us how the global company develop scale, protect supplies, secure profit and how they access developing trends like new technologies and best skills worldwide (Bartlett and Beamish 2011). I also got a chance to learn that motives has three eras that speak about how the organisation search and utilises raw-materials and encourage development prospects prior 1970's how organisation stand in competition with their competitors and to positions for low cost leadership 1970's to 1980's for example Wal-Mart and BHP and in 1990's to today show how the organisations have thorough knowledge of global management of training, and retirement of skills and talents to improve global expansion.
THEORIES IN MOTIVATION
Motivation principally builds up one's level of thinking, willingness and optimistic and pessimistic approach of work life. Motivation helps to boost up one's confidence level which in turn is reflected in their performance at work. (Rowley and Sherman 2003). We have come across various motivation theories like Maslow's Need hierarchy theory, Alderfer's ERG theory, Herzberg's Two-Factor theory and Mclelland's acquired needs. The chief practice of motivation theory is the equity theory which suggest that it is not real prize or remuneration that encourages, but the insights are based not the prize in seclusion but in assessment with the pains that were put into get this and the gifts and hard work of others. Expectancy theory states that an employee will choose to perform or work in a definite means since they are encouraged to choose a specific behaviour over other behaviour owing to which they anticipate the consequence of that particular behaviour can be. Goal-setting is based on the concept that employees often have a force to attain an openly described terminating position. I found this chapter very fascinating as it is related to our day-to-day lives. Today in many situations we face in life, we often lose our hope and get demotivate. In such a scenario it is most important to motivate oneself to face the situation cheerfully. In work place also the workforce lose their focus from work as their work is not properly acknowledge and this effect is seen in their performance at workplace. I strongly believe that global leaders are in charge if an employee is not doing well in his work. So the leader must motivate the workforce by giving bonus, rewards, gifts, etc. this helps them to gain confidence which they have lost and can concentrate on work properly and perform well which in turn increases the productivity of the organization. The leaders should learn to praise their workers and increase their working morale. In the following lines I would like to highlight about the main drivers in the motivation and the challenges faced in 21st century. (Schermerhorn et al: 2011)
CHALLENGES FACED BY INTERNATIONAL MANAGERS:
There are many challenges faced by international manager. Changing workforce is one of the main reasons shown in challenging motivation job. Established within the organization have different needs and expectations were they ask different people they have different opinions, attitudes, values, backgrounds and ideas. However, all organizations are aware of the diversity of the workforce and therefore do not know the type of cleaning and motivate a diverse workforce. I have also seen that motivation in employee is not realised, they are only being acknowledged. For example in a team of two employees where different performance regardless of same group, have equal educational over and above equal work experience. Motivation in the employees has also turn into challenging particularly when the job role is changed in the employees with the organization. Different organisation is hire and paid for performance strategies by giving up motivational effort. To overreach oneself, an individual is making these strategies unproductive. Also the major challenge faced by global managers is to balance between personal life and work. Most of the time people find it difficult to balance out work and life. People should be motivated to work as well be active in their life also. Motivating workers to balance work with life helps in overall
development of the organization.
INCENTIVES AND RECOGNITION
The above figure says about the motivation solution firstly is to design means developing with our claims their motivation strategy secondly manage means managing the performance and operation of motivation programmes finally deliver means promoting a wide range of advantage and rewards.
IMPLICATIONS FOR GLOBAL LEADERS
Globalisation is leading to intensified requirement of global leaders who holds the capability that facilitate them to guide successfully. I believe that global leaders should be build up all through immediate international leadership understanding. They should be motivated to discover the significance of diversity of workplace, associations and interaction with employees and interest and aspiration to learn. The global leaders should be motivated to take accountability for their self study training and growth. They should recognize their own training requirement. Also they should evaluate their own training abilities. I learn that global leaders should be flexible enough to step out from their comfort level. I also feel company should think to accept trainings that promote understanding other culture and compassion for likely global leaders like solitary part of method to international leadership expansion. Company should know the particular universal leadership required by their global leaders and utilise that information to set up and/or improve their capability to recognize, supply, appoint, expand, praise and maintain global leaders. Global leaders should be encouraged to embrace methods that promote prying about foreign countries and their way of life and also a craving to study them as a global leader. I personally think that global leaders should have an approach of directness towards training and growth.
Here I would like to share an example of Google, why people like to work with Google? Because it is indeed a great place to work in. the physical and visual environment of Google signifies company's promise to get the best from the people. The clothing is informal, meeting rooms are filled with beanbags other than office chairs, table-tennis tables and play-station abound and the food is free at the staff cafeteria. This has been designed to bring fun at work with all the culture and sharing and collaboration. It is felt by the Google employees that working in Google is far more than just work but it also enriches their life by all the aspects. (Schermerhorn et al: 2011)
This topic helped me to understand that sooner or later thriving companies will be those which modify their organisational company performance based on the veracity of the modern work atmosphere where permanence and victory will depend upon modernism, originality and litheness. Likewise the vibrancy of the work atmosphere will need to replicate a varied populace consisting of folks whose inspiration, faith and assessment form vary immeasurably from former and from one another. It can be alleged that motivation is an inside sense which can be better comprehended only by the global leaders because they are in close touch with the workforce.Â Wishes, requirements and needs are unified and they are the source of inspiration to perform. These requirements can be learned by the global leaders and they can build motivation strategies suitably. We can state that motivation hence is a non-stop course of action given that motivation practices is build on wishes that are limitless. The practice has to be sustained all through the organisation.