1. Do you find the employee turnover to be any different than in the US? If so, what do you think is the reason? Could more thorough cross-cultural and on-site knowledge of the working culture set different expectations by US management? How would you relate this to our objectives of factors that affect global process development?
2. I agree with you on the effects of leadership and use to technology on global business process. for the second, I believe that proper training and development programs might help workers to adapt the use of new technologies, especially those used worldwide. Most communications today are done by Technology based tools.
As for Leadership, this is another side of the management that must have good attention, for the effects that can be seen if teams, workers and management are coordinating in the right way, providing internal support, and evaluating each one's efforts and performance. "Good global leaders pinpoint the problems, and develop an effective team to achieve organizational goals. Leaders should look for the requisite knowledge, judgment, skill, perspective, and energy and understand that employee is capable of successfully executing a job; however, managers in Global companies have to cope with new technological, competitive, and demographic forces, leader in every sector have sought to fundamentally alter the methods their organization do business
My question is this; how is this proper training completed effectively if it is not done by trial and some error? No team is perfect right from the start. Are there sales teams or training teams in place that go to these global companies and train these junior persons or are they on site? Is this all they do when these people check on board; train them so that when they get in the field they are good to go; are they with somebody; another sales person or whomever to learn that job or are they thrown right into it and learning it "cold turkey".
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1. Do you find the employee turnover to be any different than in the US? If so, what do you think is the reason? Could more thorough cross-cultural and on-site knowledge of the working culture set different expectations by U.S. management? How would you relate this to our objectives of factors that affect global process development?
Internationally, I believe that the turnover is much less. This is because many of the citizens live in 3rd world countries are wanting to keep their work in order to survive. In fact, many of them work in factories or sweatshops, so that they can make a living for their families. These individuals, I believe work harder than those in our own country because they understand the value of money, and we tend to take it for granted, especially since we live in big houses and have fancy technology that many cannot afford overseas.
By having a more thorough and cross-cultural on-site knowledge of the working culture in other countries, one is able to set different expectations in the U.S. because of understanding other parts of the world. This could mean striving for humility, and trying to ...
This solution discussed employee turnover from a global perspective and eadership.