Case Study : Padi Cepat A Malaysian Company That Is Concerned About The Future Growth Essay

In a time of global commerce, new business ventures can take on many forms. What used to be local or even national companies have become world-wide. International growth of a business can be extremely beneficial but is not without its challenges. Different countries have different peoples and different cultures - different ways of doing business altogether. If a venture is to be successful, these differences must be well understood.

The case study “Let’s Make a Deal: Middle East Mosaic” by Charles Rarick is a primary example of the struggles a businessman might encounter when conducting business cross-culturally. The case study opens with describing how the country of Jordan recently acquired trading rights with the United States and Europe because King Abdullah wished to reform to a democratic society and gain rights for its women. Thus the business ExportJordan was created so the women of Jordan could manufacture and export their products and utilize this new trade agreement. ExportJordan hired an American women named Anne Burns who would assist the Jordan women who wished to produce and export their products utilizing this new trade agreement. However, Anne begins to encounter multiple unexpected cross-culture issues

Diversity in the organization can affect the employees and their behavior in many ways. The effect can be positive and negative in the same time. The positive effect is, it will wider employee knowledge, skills, and attitude which will allow the organization to become more competitive globally. Higher diversity of employees mean higher diversity of knowledge, skills and abilities. Sharing experience inspires innovative thinking (Claudia Quaiser-Pohls, 2013, p. 41). Today in the modern workplace, most organizations will have

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

Mentoring and on-the-job training of less skilled workers through courses, assistant programs, and continuing education programs may even the gap between different employees. However, it is important to recognize potential and use the skills already at hand to create a more efficient team environment where each member’s contribution carries some value and contributes to the organization’s goals. Economic status is as important an issue as is education. Various employees come from different economic background. Their views and manners may differ, along with their expectations and motivations in daily routine and overall purpose. Nevertheless, they have to work together. There are potential problems and differences of conduct, motivation, and initiative. Managers have to get to know their people and develop ways of using their differences for the benefit of the organization. The focus should be on the positive aspects of individuals, and on merging the best qualities people have to form effective teams. Managing conflict is also very important. One thing managers should recognize is that there will always be a potential for conflict and their job is to intervene and resolve diversity issues early and quickly. Statistics show the extent of diversity in the workplace. “Eighty-five percent of those currently entering the American workforce are minorities and

In addition, developing in the current market fits to the family constraints. Indeed, no more mobility is implied relatively to the current situation. Therefore, the company can focus on improving its managerial competencies and notably strengthen its overseas relationships.

There are many current trends in human resources (HR) in the healthcare industry. Many of these trends have significantly changed over the decades, and many have not changed at all, and are waiting for the initiative from managers and/or the workforce population. This paper will focus on managing and properly executing diversity trends in the healthcare field and workplace. According to Borkowski (2011) “diversity management is a challenge to all organizations” (p.27). Skill building and policy development that address the ever-changing demographics of patients and the workforce are key to diversity development and management. Diversity management and trends are relatively new to the healthcare

Over the decades, diversity in the workplace has started to become a business necessity. But what does diversity actually mean? In broad terms, diversity encompasses a group of people with different biological characteristics such as age, race, gender, ethnicity disability and so on. However, the true definition of diversity in the workplace is about ensuring that every single person that goes to work everyday have the freedom to bring along their full self to work and it is not just about welcoming but it is about embracing and harnessing the diversity of thought, the diversity of background, the diversity of experience, the diversity in education, and not just the traditional aspects in diversity. Even so, one of the major challenges that

Making business abroad can be risky, but it can also be profitable for a company as well; thus the necessity to study in deep the country where the company will bring the business to. International companies are faced with many cultural challenges, when doing business across and inside of different borders. Identifying the significant cultural issues involved when evaluating the attractiveness of a particular location as a place for doing business can be crucial for a business. Aspects to consider when studying culture in a new place

Businesses which conduct operations and negotiate business deals with foreign nations face a host of considerations and factors to avoid. For example, a foreign nation’s culture, religion, and politics all play various incremental roles within a foreign nation. Ultimately, Christian business managers face additional challenges while conducting business in foreign markets. Peru’s culture and socio economic factors present challenges for U.S. managers and Christian business managers alike, even though Peru is considered a Christian nation (Maccormack, 1985).

2. When a company grows in size and makes the decision to expand internationally, it is vital for its image among current and future customers to complete projects effectively and on time. Furthermore, it is also likely that such an expansion would entail the representation of more than one culture among the workforce. Indeed, while many employees will be relocated from the home country, a further proportion will be hired from the host country. To facilitate the relations and

As today's organizations have become characterized with employers from diverse backgrounds, workplace diversity has become a common facet of today's working environment. Such diversity is basically due to the existence of a workforce with staffs from different ages, backgrounds, educational levels, genders, and professional experience. Managing this diversity can become a major challenge in some situations though a diverse workplace provides unique benefits. Actually, workplace diversity provides an opportunity for a great and differing corporate environment with varied perspectives and experiences to contribute to improved results of an organization. Diversity management has attracted huge debates as both proponents and opponents provide many reasons for their positions. Adaptation of diversity in the workplace is critical for reversing discrimination, language and cultural barriers, and lessening costs. Consequently, it enables these employees to maximize their potential that result in an improved corporate image and enhanced product and service ideas.

In doing business so many times an organization must think globally. This might be done to increase sales and/or profits or to lower labor costs. In either case problems can occur due to ethical and cultural barriers in global expansion. In this paper I will attempt to show some of what a global organization and a cultural issue that affects their interactions outside the United States by identifying and comparing some of these cultural differences.

A company’s success internationally hinders on the action of becoming culturally aware. Therefore, during business deals in Saudi Arabia it is important to adapt and change your selling technic for reasons of Saudi Arabia being a relationship focused compared to a more western style of a deal focused culture. Deal focused cultures are typically task orientated in which they are (Uni Business, 2016)

Pedi Cepat will face the problem related to workforce diversity. It contrasting qualities impacts the advancement of interpersonal connections, how bosses and supervisors interface with staff and how representatives identify with one another. It likewise influences HR capacities, for example, record keeping, training, enrolling and necessities for HR staff mastery. From numerous perspectives, working environment differing qualities expands HR obligations and considers the office responsible for capacities ordered by law.