Key Challenges of a Global Manager
Various speakers relate their beliefs and expertise in the first video concerning the requirements of a global leader. From leaders in the world's largest store like Wal-Mart to the Director of Workforce Strategy at NASA, all the leaders speak on the matter, and a few unique features of their speeches stand out (IESE Business School, 2011). First, Gareth Williams, a Human Resource Director, begins the first video by saying that a global manager must, first of all, be inspired by the responsibilities of the job. On her part, Jane Data posits that leaders ought to be able to re-organize the resources and the people under them according to the new challenges aligned (IESE Business School, 2011). Moreover, Roger Cude believes that learning agility, adaptability, and the ability to re-organize energy are the primary essential characteristics that leaders must possess to handle tasks on a global scale.
It ought to be understood that a global manager operates under unique circumstances that incorporate multiple cultures, environments, regulations, inventories, as well as other challenges managers, never get to experience on an average basis. They are typically forced to work with disaggregated and highly diverse teams (IESE Business School, 2011). Therefore such a manager must prepare to understand what they are responsible for. Consequently the development of the appropriate culture to lead the company becomes essential because the company can only be as good as the culture in which it operates (IESE Business School, 2011). Company culture entails the creation of a vision and a mission that can be personalized for people to keep them eager to grow and move ahead in the world of business. Authentic global leadership thrives on leveraging on the available talent and capabilities to realize things that have never been done before.
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Challenges of Managing a Global Workforce
In the second video, Peter Goerke relates some of the difficulties he has encountered as a global manager and how he dealt with them. Globalization and the expansion of world business make it difficult to compare performance across demographics due to the lack of systems, lack of qualified personnel, challenges in data and lack of required knowledge to assess such data (Goerke, 2013). Another problem in the global work environment is the presence of diverse populations that subscribe to different cultures, languages and work environments which cannot all be interpreted in the same way hence the need for a standardized system of assessment and evaluation (Goerke, 2013). The beginning of 2006 saw the endeavor to implement global performance management systems to conduct performance indicators at a worldwide scale to monitor the performance of the workforce on a global scale and also to enable comparison of the performance of such systems.
Proper implementation of a globalized system requires total commitment from the top of the organization. The management ought to have the financial capacity to initiate such a change and must also have a good reason for starting that change (Goerke, 2013). The management must recognize the fact that every country in which it operates is in a different level of maturity and hence, mechanisms that apply in one country might not necessarily work in another country. There is a need for the management to be in close dialogue with businesses in all the regions and find the correct solution for every particular part (Goerke, 2013). The answer to the issue of diverse business environments, cultures, and staff must be followed up by explaining the benefits to all the stakeholders involved in the business process.
References
Goerke, P. (2013). Challenges Of Managing A Global Workforce: Peter Goerke - Zurich Insurance . Retrieved from https://www.youtube.com/watch?v=salPR_x99eA
IESE Business School. (2011). The Key Challenges of a Global Manager . Retrieved from https://www.youtube.com/watch?v=Q4yJ_Xb25GU
