Globalization refers to a term that defines the free movement of goods and services, technology, and information, capital, and people. It is an occurrence whereby countries integrate internationally through the convergence of perspectives on products, ideas, worldviews and other cultural aspects. This integration has brought about the expansion of global commerce resulting in the recognition of organizations as global brands. Commensurately, organizations exist today in a dynamic environment that is continually being influenced by the globalization process. In turn, globalization had led to changes in the social structure and the national setting. Moreover, these changes are dependent on ethical behavior within an organization, its culture, and values which are the fundamental basis for the advancement and overall development of the business. Although on a global scale there are numerous variables to consider, such as opposing value systems, the significant impact of globalization on organizational culture is evident. The sole objective of this paper refers to this context, which is to explore the impact of the globalization process on the dimensions of organizational behavior and culture.
To comprehend culture and organizational behavior, an understanding of globalization’s impact on the world of organizations is imperative. Today’s business setting and existence utilize the term globalization in virtually every organizational aspect. Similarly, in all business operations, the impact of globalization is seen in theory and practice as an influencer of economic terms, especially on operations that perform in the international markets. From the basis of the term globalization, the word “global” clearly shows the totality and unity of the world, which is becoming an accepted norm in the overall social process. In a research paper, a hypothesis was conferred concerning the totality and unity of the world ( Stefanovska & Tanushevski , 2016). As a premise, the growing global tendencies of accepting the philosophy of globalization show its impact on organizational processes. Moreover, this analyzed behavior confirmed a pervading fact, that the holistic philosophy of regarding the whole and not individual parts were the fundamental thinking in globalization. In turn, globalization has resulted in quite a number of influences on the behavior of organizations and its management. These behaviors are normally controlled through various dimensions of globalization, which include; trans-national cooperation, growth in regional and international government mechanism and the modernization of transport and communication. Through such dimensions, organization behaviors vary, and their influence remains dynamic and several.
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To begin with, the impact of globalization on business behavior affects the recruitment and selection processes. In essence, recruitment is a business decision that sources for relevant labor, which meets staffing schedule requirements and employs measures that are effective in attracting inadequate labor that enables the selection of effective work forces. Through active planning, anticipation and expectation handling, recruitment as an organizational behavior and tendency is normally accomplished. As a behavioral tendency within an organization, recruitment takes many forms, which include transfers, upgrading, promotions, and demotions. Conversely, selections refer to processes that result in the choosing of suitable persons from a range of applicants (Gupta, 2000). In this behavioral dimension, the globalization concept and overall modernization have substantially altered the basic methods of recruitment to a process that is entirely modernized. A good example of globalization impact on recruitment is the current use of the internet as a tool to obtain new staff. Here, the organizational perspective is that the internet offers faster and inexpensive methods to obtain new talented staff. While technology provides new avenues, more talent is brought about through diversity and this change results in dynamic organizational behavior.
Globalization’s impact on development and training has also led to alterations in organizational behavior. As a method employed to accord present or new employees with pertinent skills needed to perform their jobs adequately, training improves the work quality and accords new skills to employees such as decision-making, team building, employee communication and relations. Such behavioral tendencies within corporations are affected either directly or indirectly by the continued exponential growth of globalization. Increased technology, a direct result of globalization, is apparently leading the achievement of millennial development goals. Especially on training needs and human resource availability, globalization is changing the worldwide trend of such developmental capacities and forming new objectives appropriate to the contemporary world (Josephine, 2014). Through the emergence of technology, organizations are now able to use tools such as e learning, which cuts off the learning distance enabling prompt training sessions. This equips the employees with relevant skills and propensities to do the job. Throughout this process, globalization plays a central role in inculcating relevant organizational cultures to the recruits through training and development; which in turn leads to accelerated impacts on organizational behavior.
Among the policies of millennial development goals achievement is the revival of wages in regards to the exponential increase of societal needs. This mandate within globalization has influenced the behavioral tendencies of corporations in regards to wages. For example, in developing countries, a revision of minimum wages through the influence of globalization has brought about a new working force and has increased industry standards in terms of recruitment, production and work quality; consequently, leading to changes in organizational behaviors. Globally, modernization and globalization have resulted in an increase of minimum wages as per the needs of the country. As a result, many organizations are now adopting the strategy of using contractual employment in human resource management to accomplish the organization’s tasks. Furthermore, companies creating job opportunities among people are embracing the concept of using allowances and overtime shifts. These dynamic managerial policies often result in behavioral alterations particularly in work propensity and the motivation to create; thereby, resulting in a healthy competition (Josephine, 2014). Therefore, the behavior of increasing wages is directly affected by globalization, and this has led to dynamic patterns of organizational behavior and culture.
In organizations, the exponential growth in globalization has led to a promotion in employee relations. Aside from its impact on organizational business behavior and culture, globalization also directly affects employee relations as a sphere of business behavior. Employee relations refer to both the informal and the formal interrelationships between managers and workers. Additionally, employee relations encompass concerns such as communication practices and policies, contractual obligations, joint problem solving, collective bargaining, joint decision making, and individual grievances. Broadly, the term employee relations refer to all the interactions and cooperation among individuals in certain groups. Therefore, in a work setting, although these groups work on separate fields, their integration into an effective working team as a result of psychological, economic and social satisfaction is greatly dependent on globalization (Cole, 2002). Through dynamically influencing selection and recruitment, training and development, income and principally the teamwork spirit, globalization lead employee relations on a new scale that minimizes various types of conflict leading workers to interact in an organized setting, greatly amplifying worker cohesiveness.
Ultimately, globalization leads to a new outlook on organizational behaviors and culture. This new perspective aids in the achievement of millennial development agendas and overall company success. Therefore, it is imperative for companies to invest in human resources that move from the traditional setting of task accomplishment to the contemporary globalized way. Fundamentally, globalization has immense impacts on the behavior of organizations to the extent of contributing to its culture. This impact leads to the reformation of organizational norms, patterns of work, performance practices, flexibility, knowledge creation and other fundamental behavioral advantages.
References
Cole, G. (2002). Management Theory and Practice . Great Britain: Martins the Printers Limited
Gupta, C. (2000). Human Resource Management . New Delhi: Sultan Chad & Sons. Education Publishers.
Josephine, N. D. (201 4 ). Implication of Globalization on Organization Culture, Kenyan Experience . International Journal of Academic Research in Business and Social Sciences , 4 (4), 285 -290
Stefanovska, I., Tanushevski, M . (201 6 ). The Impact Of Globalization On Organizational Culture. Indian Journal of Commerce & Management Studies , 8 (3), 1– 6
