Cultural Challenges of Globalization [WLO: 2] [CLOs: 1, 2, 3, 4]
Prior to beginning work on this discussion forum, read Chapter 2: Cross Cultural Leadership Studies from Gutterman (2019), readImpacts of Globalization and Conflicts on Business Performance and Possibilities of Its Solution(Links to an external site.), readLeadership in the Age of Globalization: The Global Mindset(Links to an external site.), and readModule 14: Marketing Globally(Links to an external site.). It is also recommended that you review the webpage
Compare Countries(Links to an external site.)
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Referring to the case study outlined in the Impact of Globalization discussion forum this week, assume that Sofia has decided to pursue outsourcing and enter the global marketplace. She has determined that she would like to outsource to one of three countries and begin selling the company’s products in that country. She is considering the Philippines, China, or India.
Choose one of the three countries listed above and then, in an initial post of at least 350 words and citing at least two required resources:
- Describe the primary cultural differences between that country and the United States.
- Discuss the cultural challenges that Sofia might face in outsourcing and expanding to the chosen country.
- Make a case for or against Flora pursuing her outsourcing and expansion plans in the country you have chosen, supporting your arguments with the literature.
Impacts of Globalization and Conflicts on Business Performance and Possibilities of Its Solution Impacts of Globalization and Conflicts on Business Performance and Possibilities of Its Solution Peter Seemann1,*, Zuzana Stofkova2 1University of Zilina, Faculty of Operation and Economics of Transport and Communications, Department of Economics, Univerzitna 1, 010 26 Zilina, Slovakia Abstract. Research background: The concept of globalization is interpreted by various authors in terms of its importance or content. Globalization refers to the process of gradually erasing the borders of nation-states, and economic globalization is the culmination of this process. The proof is the interconnectedness of economies around the world, where each economy reacts sensitively to fluctuations and changes in other economies. Purpose of the article: The paper deals with the examination of conflicts in the work environment of selected companies and the subsequent formulation of suggestions and recommendations for improvement. Methods: Nowadays, conflicts in industrial relations and failure to manage conflict situations are one of the biggest problems in companies. A quantitative questionnaire survey was used to find out the current situation in companies in terms of conflicts, specific causes of conflicts, the impact of conflicts on work performance, how employees resolve work conflicts, and their awareness of alternative conflict resolution, with whom employees most often come into conflict. The questionnaire was anonymous; therefore, the specific company names are not given. The numbers of 190 selected companies were contacted, and 93 of them were replied to the questionnaire, which forms a survey sample. Findings & Value added: The conclusion contains recommendations for individual respondent’s businesses to successfully resolve and prevent conflicts in the workplace, and thus strive to build a peaceful working atmosphere without extra costs incurred ineffective conflict resolution. Furthermore, there is an evaluation of the economic aspect and demonstration of the benefits of acquiring and using the skills of alternative conflict resolution in the form of elimination of losses. Keywords: conflicts in the workplace; conflicts solution; globalization; business performance. JEL Classification: J24; O15; I25 * Corresponding author:
[email protected] SHS Web of Conferences 9 2, 0 (2021) Globalization and its Socio-Economic Consequences 2020 6032 https://doi.org/10.1051/shsconf/20219206032 © The Authors, published by EDP Sciences. This is an open access article distributed under the terms of the Creative Commons Attribution License 4.0 (http://creativecommons.org/licenses/by/4.0/). 1 Introduction We encounter the concept of conflict in many areas of life. For this reason, the issue of conflict is given wide attention in various branches of the social sciences. We can specify it from various points of view, namely ethological, psychological, philosophical, historical, sociological, etc. The conflict as an expression of the current claim of those interested (standing on opposite sides) for the same thing willing to fight for it. Two or more (to some extent) exclusive efforts, forces, tendencies meet here. At present, however, a comprehensive perception of conflict (conflict situations) is still coming to the fore, which requires an interdisciplinary approach to the study of this issue. [1] Conflict is a mental state in which simultaneous or immediate succession is the meeting of two or more opposing equally strong motives, which require different or even contradictory decisions and actions. [2] In work [3, 4], the author defines that conflict is a fact of our daily lives. They point out that any disagreement of goals, opinions and interests will result in conflict. This is especially true in a situation where people have the opportunity to satisfy their needs differently (when the importance of relationships is not a priority). Many people have different opinions, but this may not significantly affect their relationships. However, this idea does not exclude that incompatibility of activities, goals and interests causes conflicts. One of the oldest materials in which the definition of conflict is first mentioned in the work [5]. His understanding of conflict is derived from the concept of the dynamics of the living space of the individual; with constantly acting psychological forces of varying intensity and valence (their effects are contradictory). The result is a specification of different types of conflict situations in which two opposing forces with positive valence act, two opposing forces with negative valence, or two forces, one of which has positive and the other negative valence. Social life is not conceivable without conflicts and their settlement. In social practice, errors have occurred, occur and will occur. A person's life is closely connected with conflict situations. People get into conflicts with their principles, other times it is a conflict with valid ethical norms, with the law, etc. [6] Conflicts are very important for development - it lies in resolving them. There is no point in avoiding conflicts or trying to remove them from the company. If we neglect conflict at a time when it can still be resolved rationally, it can result in emotional disputes that can only be resolved by promoting one's interests. The presence or absence of conflicts has a direct effect on the vitality of systems. They upset the balance of the system, thus dynamizing the systems. [7] Conflict also arises when change occurs. This can be seen as a threat that needs to be questioned or defended, or when there is dissatisfaction - it can provoke an aggressive reaction. Conflict should not be condemned because it is a necessary result of progress and change and can (should) be used constructively. [8] From the manager's point of view, it is possible to encounter two types of conflicts. In the first case, it is a conflict between you and another person. In the second type, you are not directly involved - a conflict between members of your team. According to the author, both types of conflicts negatively affect the team's results as well as the atmosphere. From the beginning of the conflict, the situation is usually not serious, but it can gradually worsen to an intolerable stage. [9-11] In his work [12], the author describes conflict resolution as one of the central personnel activities that determine the professionalism of managers' staffing. It defines conflict as a natural and necessary part of human life in the company, as a consequence of different attitudes, intentions and especially efforts to promote individuals, respectively groups. The SHS Web of Conferences 9 2, 0 (2021) Globalization and its Socio-Economic Consequences 2020 6032 https://doi.org/10.1051/shsconf/20219206032 2 author mentions in the publication that the ability of managers to successfully resolve conflicts in the workplace is essential in ensuring the necessary quality of performance of managerial positions, but especially for creating desirable, good interpersonal relationships in working groups. Based on his research [13], the author stated that people who can manage conflict can help the organizations in which they work to live up to the conditions for constructive conflict resolution. In this context, certain procedures must be in place to help identify incoming tensions promptly and to offer easy access to conflict resolution. The author emphasizes the need to create bodies in which there will be a meeting of contradictions and the balancing of different ideas of interest. Organizations may have different bodies, functions or institutions to resolve and resolve conflicts. According to [14] is the best way to entrust the conflict to line managers and employees. Their main idea was to implement communication between employees and managers in the field of conflict management [15-18], to enable them to actively resolve conflicts, and to conclude joint agreements to improve their working relationships. Effective management of conflicts in the workplace is associated with the development of collective relationships in the company. [19-22] The main tools for reducing conflict potential in companies include creating a transparent environment, trust between individuals or groups, teams, etc. [22-25] 2 The purpose of the case study and methods The main goal of the practical part of the case study is a detailed mapping of the situation of the addressed companies in terms of conflicts in the workplace to compile optimal proposals and recommendations for improvement. The purpose of the article is also to find out whether the respondents know and apply alternative ways of resolving conflicts in a particular company. Nowadays, it is almost a daily routine that we encounter unwanted situations, problems and conflicts. A person needs (not only) his peace and balance in the work environment, so that his performance is as high as possible and there is no loss due to negative circumstances (time, money, etc.). The theory is acknowledged that humans are influenced not only by genetics but also by the environment and society around them. No human being is born with all the knowledge, skills, and also with a shaped nature. Therefore, if he wants to work on himself and prevent various conflicts, he must learn these qualities. If a conflict arises in the company, the relevant employees should be able to resolve it with the least possible impact. In the theoretical basis, we discussed authoritative and alternative ways of resolving conflicts. As we have already mentioned, authoritarian ways resolve the conflict by using force and influence to gain as much for themselves as possible regardless of the other side. Alternative ways, on the other hand, are characterized by an effort to create a balance between the parties and space for free decision-making. The parties only check each other in the implementation of the agreement and if it turns out that they are not satisfied with it, they try to improve the solution themselves or with the help of a third party. Due to insufficient knowledge in the field of conflict resolution, most companies still use authoritative methods (decision by an authority, arbitration, enforcement by force or court decision). Thanks to this case study, we would like to achieve that people become more aware of alternative ways of resolving conflicts and can use them correctly in a specific situation.