Spanning The Globe Case Study Blog

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Spanning the Globe

...Spanning the Globe Case background Eric Christopher ia an Associate Director for Global HR Development at Tex- Mark.he had ended up at Tex- Mark, a computer input- output manufacturer and supplier, through an indirect career route. Eric had graduated from Churchill High School and Baylor University in Waco, Texas, with a major in History and a minor in Spanish. His maternal grandmother lived in Tennesse, but was born and grew up in Edinburgh, Scotland, and Eric had spent several summers while in high school and at University backpacking around Europe. His facility for languages was impressive and he had an excellent working use of Spanish, French, Italian, and German. He could converse in Cantonese, as the result of working I a noodle restaurant during university, and had started a tutorial course in Mandarin last fall. Problem Identification: Tex-Mark, a company that was started in the late 1970’s, is a manufacturer of printer and optical scanner in the United States and across the globe. Tex Mark has expanded their operations to be split between their HQ office in San Antonio, TX and moved product development, sales and distribution to other parts of the globe. It has operations in countries such as Australia, Brazil France, India Israel and Hong Kong. The company takes employees: expatriates, and places them within those countries to run their engineering operations abroad. Tex Mark has developed a training program for these expatriates before their decent into......

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Globe Study

...One of the biggest studies of effective leaderships in different cultures is the GLOBE study. The Global Leadership and Organizational Behavior Effectiveness Research Program is a network of 170 social scientists and scholars from 62 cultures throughout the world, working in a long-term effort to examine the relationships between culture, practices, and leadership. The goal of this study is to develop a theory to describe, understand, and predict the impact of cultural variables on leadership and organizational processes and the effectiveness of it all. A particular strength of the GLOBE study is the combination of qualitative and quantitative data. The book contains five sections: the introduction, literature review, research methodology, empirical findings, and the conclusion. In the introduction, GLOBE states that the cultures of the world are becoming more and more interconnected while the business world is becoming increasingly global. Thus, there is a greater need for effective international and cross-cultural communication, collaboration, and cooperation. GLOBE has developed an integrated and cross level theory of the relationship between cultural values, practices, leadership, and organizational and societal effectiveness. The literature review section provides evidence that culture influences many aspects of leadership, industry, and organization. It explains the understanding of interaction between cultural influences on organizational leadership and the impact......

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Case Study : Spanning the Globe

...Feb 10 Feb 10 Case 1 Spanning The Globe Case 1 Spanning The Globe 08 Fall 08 Fall The introduction of case Tex-Mark, a company was started in the late 1970’s, is a manufacturer of printer and optical scanner in the United States and across the globe. Tex Mark inherited a production facility in San Antonio. And also had international facility in three countries: Mexico, Scotland and India. Then moved product development, sales and distribution to other countries. Such as Australia, Brazil France, India Israel and Hong Kong. The company takes employees: expatriates, and places them within those countries to run their engineering operations abroad. Tex Mark also has developed a training program for these expatriate, like pre-departure activities, in-country training and development and repatriation. However, this program has not give the Tex-Mark the value of expectation Eric Christopher, Associate Director for Globe HR development at Tex-Mark. He had graduated from Churchill high school and Baylor University in Waco, Texas with a major in History and Spanish. He had spent his time to backpack around Europe and South America then had four years experiences worked in Southwest Airlines. Eric has much experience with languages, as he is proficient in Spanish, French, Italian, German and a little bit of Cantonese as well. Fred Bank, a Dell engineer that had stayed on with Tex-Mark after the spin-off in 1978. He had three......

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Spanning Globe

...M A G A Z I N E FA L L 2 0 0 2 Volume 20 Number 2 SPANNING THE GLOBE Duke Leads the Way in International Law Teaching and Scholarship inside plus Duke admits smaller, exceptionally well-qualified class Duke’s Global Capital Markets Center to launch new Directors’ Education Institute from the dean Dear Alumni and Friends, It is not possible, these days, for a top law school to be anything other than an international one. At Duke Law, we no longer think of “international” as a separate category. Virtually everything we do has some international dimension, whether it concerns international treaties and protocols, commercial transactions across national borders, international child custody disputes, criminal behavior that violates international human rights law, international sports competitions, global environmental regulation, international terrorism, or any number of other topics. And, of course, there is little that we do at Duke that does not involve scholars and students from other countries, who are entirely integrated with U.S. scholars and students. Students enrolled in our joint JD/LLM program in international and comparative law receive an in-depth education in both the public and private aspects of international and comparative law, enriched by the ubiquitous presence of foreign students; likewise, the foreign lawyers who enroll in our one-year LLM program in American law enroll in the same courses, attend the same......

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Case Study 1: Spanning the Globe

...When I think of the situation at hand, I think Eric has a lot of experience to draw off of. The many problem area’s I find are that: 1. The expectations of expatriates have not been fully disclosed to the expatriate before departure. 2. Pre-departure and in‐country training is not completed fully by all expatriates. 3. Repatriation process will be planned. For solution’s, there are many alternatives. There is a “tactical” approach that would expand and formalize the pre-departure training, making language training mandatory. This would help with the success of the mission. By expanding and formalizing the pre-departure training and learning the language, it will help the expatriate assimilate into the countries culture; making it easier to for the expatriate to get their job done with the locals. There is also a “strategic” approach that would consist of revising the roles to require mandatory mentoring by the local host and the expatriate, longer term in the country, as well as more complete and planned out career dynamics. By following the strategic approach it will help the expatriate with gaining the needed support of the locals, have clear career goals, complete expatiations, and save the company money. The strategic solution is riskier, yet Tex‐mark’s move into China will require more strategic changes in how employees view their role in international assignments if they are to avoid the problems characterized by Fred’s experience. I think that Eric should......

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Spanning the Globe

...When I think of the situation at hand, I think Eric has a lot of experience to draw off of. The many problem area’s I find are that: 1. The expectations of expatriates have not been fully disclosed to the expatriate before departure. 2. Pre-departure and in‐country training is not completed fully by all expatriates. 3. Repatriation process will be planned. For solution’s, there are many alternatives. There is a “tactical” approach that would expand and formalize the pre-departure training, making language training mandatory. This would help with the success of the mission. By expanding and formalizing the pre-departure training and learning the language, it will help the expatriate assimilate into the countries culture; making it easier to for the expatriate to get their job done with the locals. There is also a “strategic” approach that would consist of revising the roles to require mandatory mentoring by the local host and the expatriate, longer term in the country, as well as more complete and planned out career dynamics. By following the strategic approach it will help the expatriate with gaining the needed support of the locals, have clear career goals, complete expatiations, and save the company money. The strategic solution is riskier, yet Tex‐mark’s move into China will require more strategic changes in how employees view their role in international assignments if they are to avoid the problems characterized by Fred’s experience. I think that Eric should......

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Spanning the Globe

...replace him with an another professional because training a new professional would raise the budget secondly the issue of repatriation can be addressed by better feedback from the expatriates there by setting up policy for efficient training and ultimately cost cutting Thirdly the Chinese operation can be handled by setting up an regional center and there by sending an expatriate from Texas and training them with Pre departure activities can be avoided there by again leading to lower budget. Fourthly the removal of ‘Interviews and conversation’ can be a further budgetary measure. The approach as above can be justified as good solution to the problem of expatriates and a good economic investment in terms as it cuts cost and the approach in the case of Fred as can be seen is not to replace some one with him but rather it is to guide him. The reason is for this approach is that the Fred is old in the company and had a great experience in handling the situation as his first assignment to Scotland can be seen there for it’s a cost cutting measure by avoiding replacement and solving the problem of arranging a new expatriate. Further the solution of handling the Chinese operation can be seen the solution as to set up a regional operation center for training of HCN for that operation rather than sending the expats from San Antonio there by avoiding extra expenditure on training. While the regional center can cater in better understanding of the culture unlike the culture clash......

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Spanning the Globe

...Case Study 1: Spanning The Globe When I think of the situation at hand, I think Eric has a lot of experience to draw off of. The many problem area’s I find are that: 1. The expectations of expatriates have not been fully disclosed to the expatriate before departure. 2. Pre-departure and in‐country training is not completed fully by all expatriates. 3. Repatriation process will be planned. For solution’s, there are many alternatives. There is a “tactical” approach that would expand and formalize the pre-departure training, making language training mandatory. This would help with the success of the mission. By expanding and formalizing the pre-departure training and learning the language, it will help the expatriate assimilate into the countries culture; making it easier to for the expatriate to get their job done with the locals. There is also a “strategic” approach that would consist of revising the roles to require mandatory mentoring by the local host and the expatriate, longer term in the country, as well as more complete and planned out career dynamics. By following the strategic approach it will help the expatriate with gaining the needed support of the locals, have clear career goals, complete expatiations, and save the company money. The strategic solution is riskier, yet Tex‐mark’s move into China will require more strategic changes in how employees view their role in international assignments if they are to avoid the problems characterized by......

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Spanning the Globe

...i need some information and answer too.Industry overview. Although there has been a dramatic shift in dining habits over the last 20 or so years, the change has been gradual, reflecting a constant evolution of the industry. In the United States, the National Restaurant Association (NRA), www.restaurant.org, has been the premier source for identifying changing trends in consumer habits. Each year the NRA publishes, among other things, its annual "Restaurant Industry Forecast." The forecast provides a glimpse of the industry through anticipated sales, customer spending habits, dining traits, operational trends and industry workforce trends. The U.S. Bureau of the Census, the Department of Labor, and The Library of Congress are also good sources when analyzing population growth, ethnicity mix, labor and economic conditions; however, organizations such as the NRA and restaurant-based publications provide more relevant information about our particular industry. Given the projected growth of the restaurant industry, this aspect of your plan paints an optimistic future of your chances for success in a very competitive business. Target market. Location analysis. Some business plans, probably most, are created before a site has been selected. Therefore, the location analysis may be limited to the general area or city for the proposed concept. As suggested earlier, site selection is often considered the most crucial aspect of the business planning cycle. The location analysis......

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Spanning the Globe

...biggest problem in case of Tex-Mark is that not every manager (e.g.: Fred) can see the opportunities of the expatriate preparation and on-assignment support what Eric developed and they do not want to participate on this training. But this program would be a good solution for reducing the problems occurred by the departure. They have language courses, the company supports the families of the expatriate and they also offer cultural programs for the candidates. However, these activities are not compulsory and many expatriate quit these programs. The company uses the ethnocentric approach which suits for an international strategy, it creates global culture, and the transfer of core competencies are advantages of this strategy. However, the drawbacks come out, too. These are cultural myopia, expensiveness and immigration barriers. As the company would like to reduce the costs of training and shorter the assignment, we think that polycentric staffing philosophy would suit better to the organization. This strategy means that the key positions are staffed by local managers, then the company could reduce its costs, and it also avoids the adjustment problems of expatriate managers and their families. Employing host-country nationals eliminates language barriers and this strategy avoids the turnover of key managers that results from the ethnocentric approach and we can see it in the case of Tex-Mark also. Our team would gather all the data which are relevant in this case, like costs,......

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Case Study 1 Ihrm

...zxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmq wertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuio pasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghj klzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbn mqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwwerty uiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdf ghjklzxcvbnmqwertyuiopasdfghjklzxcvbnm Case Study: 1 Spanning the Globe 9/26/2011 Tasha Smith Keller School of ManagementHR580 | Spanning the Globe Problem Identification: Tex Mark was a direct spin-off firm from Dell Computers in 1978. Tex Mark had positioned themselves quite well in the manufacturing industry of printer and optical scanner by being highly successful when it came to patents that where coupled with good engineering performance, an excellent sales staff, and used a cost-sensitive approach to pricing and production. As part of Tex Mark expansion efforts they divided work between their San Antonio’s headquarters ‘office and proceeded to move product development, sales and distribution to various location throughout the globe in which they had offices located such as Hong Kong, Brazil, Australia, France and Israel. Tex Mark sends employees to these locations to carry out engineering assignments. Tex Mark had implemented a pre-departure program for training and development that is to be successfully completed before any employee is to leave for their expatriate duties. ......

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Case Study : Spanning the Globe

...T3.2 Escoja su asignación Puntos sobresalientes: Multinational corporation management strategies and international human resources practices: bringing IHRM to the bottom line Preparado por: Zuleyka M. Delgado Cruz S00841891 HURM 550 International Human Resources Management Ana G. Méndez-Campus Virtual 10 de noviembre de 2015 Escoja su asignación Puntos sobresalientes: Multinational corporation management strategies and international human resources practices: bringing IHRM to the bottom line Autores: Paula M. Caligiuri y Linda K. Stroh Puntos principales de la lectura: 1. Los gerentes de recursos humanos internacional tienen el reto de desarrollar prácticas que mantengan la congruencia con los planes estratégicos de las multinacionales, a la vez que puedan balancear los factores económicos, sociales, políticos y legales de los países anfitriones. 2. Las estrategias de gerencial global utilizadas en las empresas multinacionales van a ser variadas. Dichas diferencias tendrán un efecto en la variación de los procesos, prácticas, sistemas y estructuras que se desarrollen. 3. Las situaciones conflictivas suelen suceder cuando las multinacionales intentan maximizar su habilidad de responder a las necesidades de los países anfitriones, a la vez que intentan controlar la estructura corporativa en todo el mundo, o al menos en los países donde están localizados. 4. Mientras más autonomía tiene la subsidiaria, estas actúan más......

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Spanning the Globe

...1. Introduction Most diversity initiatives start from the top with the leadership commitment. A high-level strategy is developed, complete with vision, mission and goals. But by the time it gets to the bottom (if it ever makes it!), it is often interpreted very differently. The intent of top-down approaches is noble, but without an equally effective bottom-up strategy, diversity initiatives invariably get stuck in the middle. In most cases, when a company decides to focus on diversity, the CEO and other top-level executives will incorporate a philosophical message in a variety of company publications and in presentations and reports given both internally and externally. These well-worded communications usually speak to ‘valuing and respecting diversity’, ‘the desire to have an organisation that is representative of the labour force and customer base’, ‘social responsibility, and compliant with the law and anti-discrimination policies’. A wide variety of processes, policies, and strategies are then developed to promote awareness and appreciation of differences, ensure fair treatment, increase representation, and create a culture of inclusion. 3. Key features of a bottom-up approach # Focus on the individual Recognising that change happens one person at a time and that everyone is different (e.g. have had different experiences), a bottom-up approach develops different learning solutions and strategies to meet individuals where they are. For example, white males often......

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Case Study Spanning the Globe

...The Needs Assessment of Training and Development in Africa In most of Africa, training is incorrectly used as a solution to performance problems and trainees are sent to training programs without basic or require skills and may sometime have not the confidence to learn. Before training issues are considered, a careful needs assessment analysis is required to develop a systematic understanding of where training is needed, what needs to be taught or trained, and who will be trained. Unless such a needs assessment has been adequately performed it may be difficult to rationally justify providing training and training programs may have the wrong content, objectives, or methods. The needs assessment of training and development in Africa are different from one region to the other. Accurate needs assessment can help develop a program or course based on the real needs of the people that it is serving. As time is often limited in training programs, courses which takes learners’ needs into account can ensure that what is most useful for learners is covered. The needs assessment prior to training and development is paramount in places like Africa since elements such as deficiencies or gap in employees skills and knowledge, mistakes made on the job, feeling incompetent, and even measuring the success of a job are all needs assessment. Apprenticeship and mentoring are common methods of training in Africa. Most individuals are trained on the job through mentoring. Needs assessment......

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Spanning the Globe - Tex Mark

...Executive Summary This paper analyzes the case – spanning the globe, which helps understand the various HR issues faced by Mr. Eric Christopher who is the Associate Director for Global HR Development at Tex-Mark. Tex-Mark is a computer input and output manufacturing firm with its head office in San Antonio. After its establishment in the 1970s, they have over 5 production facilities, 3 research and new product development facilities over the world. Additionally, they have 7 international sales, distribution and customer service centers universally but mainly concentrated in Asia. Below is a brief company and employee history to aid with the case study analysis. The first step in identifying the various challenges faced by Tex-Mark included listing the various problems, both explicit (short term) and implicit (long term). Some factors like language barriers have maintained a trend in that there have been more than one occasions of it arising. Other factors included cultural insensitivity and internal factors like Training and Development failure. The second step involved using different methods of analysis like the SWOT (Strength, Weakness, Opportunities and Threats), Human Resource Policies and also a Risk analysis that can affect expatriates on the assignment as well as internally impact the company and its foreign structure alignment. The SWOT helped understand the various aspects of staffing international operations and also understanding the different......

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Public Health Ethics: Cases Spanning the Globe

Editors: Drue H. Barrett, Leonard H. Ortmann, Angus Dawson, Carla Saenz, Andreas Reis, Gail Bolan

Book. Public Health Ethics Analysis. Volume 32016

Published online: April 2016

Abstract / Resumen:

This book, published by Springer as part of its Public Health Ethics Analysis series, is a resource for training on public health ethics that alternates presentations on key public health ethics topics with cases from different parts of the world on various ethical challenges that are inherent to the practice of public health and that illustrate how ethics applies to decision making. The book also includes an introductory section for those new to public health ethics.  

The Pan American Health Organization will publish the book in Spanish soon.

Este libro, publicado en inglés por Springer como parte de la serie Análisis de Ética de la Salud Pública, es un recurso para el entrenamiento en ética de la salud pública que alterna presentaciones sobre los temas más importantes de la ética de la salud pública con casos procedentes de distintos lugares del mundo sobre diversos desafíos éticos que son inherentes a la práctica de la salud pública y que ilustran cómo la ética se aplica en la toma de decisiones. El libro incluye además una sección de introducción a la ética de la salud pública para aquellos que no estén familiarizados con la disciplina. Próximamente la Organización Panamericana de la Salud publicará el libro en español.

How to obtain this report / Como obtener este informe:click here.

Keywords / Palabras clave:

Bioethics; Public Health; Decision Making; Global Health.

Note: The author/source alone is responsible for the views expressed in this article/publication or information resource, and they do not necessarily represent the positions, decisions or policies of the Pan American Health Organization. = El autor/fuente es el único responsable por las opiniones expresadas en este artículo/publicación o recurso de información y no necesariamente representan las posiciones, decisiones o políticas de la Organización Panamericana de la Salud.

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