Developing A New International Division

Competing in global markets entail many factors and centralization of its human resource practices is certainly vital to improve global competitiveness and empower employees for global assignments. To achieve success in global marketplace, the challenge of all businesses regardless of their size is to understand global corporate cultural differences and invest in human resources which includes selecting and retaining talented employee, training and development whilst encouraging employees to be innovative and creative. Employees selected to work in foreign locations should be prepared beforehand with adequate cross-cultural training. For an organization to be successful in the international marketplace, it must be concerned with this fit from both an internal and

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.

When organizing the new team, it will potentially take more time to communicate a plan, and may require the assistance of an inpatriate, or foreign national that will help to position the plan in a way that will be well received by the group (chap 6, p.239). While managing in a new situation like this will be difficult, many of the same talents that make a manager successful domestically will make them successful internationally as well.

D2) Evaluate the impact of cultural differences on international business performance in the international market.

Our business unit is preparing for global growth, with our first international deal closing in New Zealand. Several of the major challenges we face are balancing ‘business as usual’ with preparing for international expansion (including hiring internationally, sourcing new offices) and preparing staff for potential re-deployment. Although I agree with the approach discussed in (Kramar, et al., 2014), in which finding local nationals is a more viable option.

International business meshes across multiple domains most notably market entry strategies and sociocultural variances. Factoring in those two critical aspects and giving them the right amount of attention is the separating line between success and failure. Terralumen, Blue Ridge, and Delta are all successful companies; However, by not observing the basic requirements of

Expansion is a risky step for any business to take. International expansion has potential to be devastating to a company; or, it can lead to success on an even grander scale. By placing Target in Mexico, specifically Mexico City to begin with, opportunities are created for both the company and the country to grow. This expansion makes sense for several key reasons. One reason is that Target has yet to expand out of the United States. After a failed attempt at moving into Canada, the company has not tried international expansion since. Wal-Mex is the only retail store in Mexico that offers similar products for similar prices, which leaves space for a store like Target. Wal-Mart and Target have also been known to do well in the same areas. Target

In the organizational context, I recommend Winch-It to adopt ‘Sales subsidiary structure’. I judged that it was the most appropriate stages to dive in among the four stages of internationalization considering the company’s situation and attitude. In the staffing context, I recommend Winch-It to take the ethnocentric approach in the staffing context and the balance sheet approach in international compensation. Finally, in international performance management, I listed several issues need to be concerned and suggested adopt not ‘TCN role conception’ but ‘PCN role conception’.

The needs of an organization are better satisfied when it is properly designed and the management style is appropriate both to the tasks undertaken and the nature of the work group. Leaving the United States and expanding internationally will bring on many challenges that we have not had to come to terms with in our current success. As a leader I have full recognition that our change strategy, structure, and culture cannot predict future success, but the effectiveness is defined by the “fit” or congruence so the dimensions working together to meet the environmental and competitive requirements. (Weiss, 2012) The leadership must recognize the expansion as a separate entity for success. Managers will have the opportunity to use applied activities of motivation, leading, and structuring of the organizational to expand globally. Employees will have an opportunity to be trained and developed according to needs of the new store. Decision

International business contains all business transactions private and governmental, sales, investments, logistics, and transportation that happen between two or more regions, nations and countries beyond their political limits. Generally, private companies undertake such transactions for profit governments undertake them for profit and for political reasons. It refers to all those business activities which involve cross border transactions of goods, services, resources between two or more nations. Transaction of economic resources includes capital, skills, and people. for international production of physical goods and services such as finance, banking, insurance, and construction.

There are always business risk when it comes to expanding a company, especially from an international standpoint. There are many strategic risk that needs to be evaluated in order to expand the company successfully. Examining the possible risk of foreign currency exposure, basic functions of international banking/financial market, support of long term financing of operations, and assessment of opportunities that can be implemented within the company. There are risk on three dimensions of international finance, economic trends of the country, impact of globalization and monetary system. All of these situations will be discussed in this paper.

Diversification is a method of investing that been shown to increase portfolio return while reducing portfolio risk as measured by standard deviation. This method specifically increases the efficient frontier for investors. The challenge to an investing firm is an appetite by its customers for an ever increasing efficient frontier. One area to explore to obtain this increase is through further diversifying through international diversification.

INTERNATIONAL MANAGEMENT: CULTURE, STRATEGY, AND BEHAVIOR, EIGHTH EDITION Published by McGraw-Hill, a business unit of The McGraw-Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY 10020. Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved. Previous editions © 2009, 2006, and 2003. No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written consent of The McGraw-Hill Companies, Inc., including, but not limited

Face to those options and wide resource, the managers in global enterprises have particular concern about the employees’ ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation . Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage.

Explain how the article builds on the seminal work of Oviatt and McDougall in their paper,.