Discussion of who is Responsible for Producing Global Leaders
Global leadership is becoming more adamant and can become a constraint to the company. It is the responsibility of upper management to develop high-performing leaders who are able to navigate with sensitivity and have compassion in a global environment, and who implement trust as they confront complex challenges, requires more than mastering a common set of readily assessed performance standards (Brownell, 2006). Global leadership reflects the efforts by leaders that adapt their field to a certain global arena. Leaders in a global atmosphere will need to show appreciation of how distances and different influences have ties internationally to help an organization and other established multinational ties that are encountered as markets are expected. There can also be training centers around that have the goal to develop leaders to becoming more transcultural and are able to effectively in any place in the world as they arrive in different countries (Ghemawat, 2012). Conceptions of global leadership have misconceptions but with good leadership should help the companies to understand the factors that will shape the international factors in their field. It is important that executives can use personal experiences to understand the structured examination of global differences and the effects of the experiences (Ghemawat, 2012). Competency within the company needs to focus on cultural differences, missing other components that are important to global leadership. This can be as simple economic differences and administrative and political differences that should be instilled in leaders that prevent them from stumbling in unfamiliar contexts (Ghemawat, 2012).
Discussion of the Possible Ramifications of not Having Global Leaders in the Professional Field of human resources
In order for HRM to maintain a competitive global business advantage, organizations need to be sure to implement ways to be certain that the company meets performance and productivity of the company. If companies do not maintain those standards, organizations may be faced with stronger competition in a global market. If a company is able to adapt to local and changes that occur locally it will determine the organization’s flexibility and overall coordination The best way for organizations to be sure to do this will be to stay abreast of issues in the HRM field by using academic research sources for information that is based on that has substantiated about HRM practices have the potential to have financial and competitive global success within their field (Morris & Calamai, 2009). If companies do not global leaders in human resources, they run the risk of not being able to stay informed of different market changes.
Companies will need to be certain to be able to communicate with customers and suppliers in foreign markets; the companies may have to prepare management and other personnel to participate in international assignments. HR professionals will play a vital part in companies that are involved in international activity and are responsible for being gatekeepers of sorts to provide information about relevant HR issues in the market specified-whether it is international or not (Noe, Hollenbeck, Gerhard & Wright, 2011).
Given that Roche’s Perspectives Program Invests Many Resources to Develop Their Global Leaders, Discussion of Possible Changes that can be made in the United States to Encourage Companies to Become Global Leaders
According to O’Toole it likely that the U.S. can get behind as a global leader if certain areas in an international market are not focused on. In order for U.S. companies to not be left behind when it comes to global competition and get into a situation where it begins to cause an economic decline, the U.S. can possible prevent this if they have more entrepreneurial initiatives for the company, practice corporate management practices and use supportive government