M1 (BW) Response

NEED FOLLOW-UP RESPONSE TO PEER MUST BE A MINIMUM OF 2 PARAGRAPHS WITH 1 REFERENCEORIGINAL QUESTION:Assignment 2: Discussion—Globalization as an Important Phenomenon
Globalization has been impacting business in a material way for the past 40 to 50 years. In recent years, this impact has been strengthening. Appreciating the impact of this trend and the driving forces is useful for today’s business professionals.
Research the topic using your textbook, Argosy University online library resources, and the Internet. Respond to the following:How important would you characterize globalization for developing business professionals? Take a position and provide evidence.
What do you believe is the single most important force driving globalization in business? Present an argument for your position as to the most important aspect and include a discussion of forces which you believe to be less important.STUDENT RESPONSE:How important would you characterize globalization for developing business professionals? Take a position and provide evidence.
What do you believe is the single most important force driving globalization in business? Present an argument for your position as to the most important aspect and include a discussion of forces which you believe to be less important.
Globalization and the challenges is brings are extremely important for developing business professionals; globalization is a fact and it important that developing professionals understand the challenges it brings.  The world is metaphorically shrinking and business professionals need to adapt to the changes in order to succeed in these markets.  Business professionals today face a lot more diversity; diversity in their employees and diversity their customers. It is important that they increase their diversity research in order to increase cultural inclusion if they do not want to run the risk of alienating employees, coworkers, and customers.  As Gröschl (2011), Cui and Choudhury (2002) point out, it is through inclusion that an organization will survive and thus, the business professionals remain employeed.  Not only does diversity bring new ideas and practices, things needed for innovation, it creates and organizational environment that embraces diversity and makes employees and customers feel included. 
Globalization is also increasing business professionals’ communication and understanding skills. Wang-Cowham (2008) explains that one of the biggest concerns with globalization and the expansion into different countries is cultural differences. These differences engender misunderstanding, communication issues, and disagreements that create friction.  Cross-cultural communication issues today can cause a host of problems such as production setbacks and monetary losses due to issues caused by miscommunication.  There are miscommunication issues cross-culturally due to language, ways of speaking, cultural background, perception, interpretation, expectation, and assumption.  Different cultures perceive communication differently, and they have distinctive social norms, incentives, and apprehensions that may create conflict when ignored.  Today, many business professionals have improved cross-cultural communication skills.  Javidan, Dorfman, Sully de Luque, and House (2006) remark that culture affects nearly all aspects of human performance; while leading a multicultural workforce it is imperative that business professionals understand how culture influences cross-cultural communication.  Those that have successful understanding of culture and its effects are seen as an asset to their organizations. 
I believe technology and diversity are the two most important forces driving globalization in business today. With the advent of technology the world is shrinking and the increase of globalization is bringing individuals from across the globe into contact where there was once none.   Cultural diversity is a mounting phenomenon and it is perpetually increasing among corporations. The main challenges for business professionals moving into countries are the differences in how they view leadership, management, and corporate roles.  This requires the acquisition of diverse cultural knowledge and better understanding of cultural values, which are not uniform to all individuals, societies, and governments.  These cultural values are constructed on a base; family, conviction, ethnicity, and knowledge are just a few of the influencers of cultural values.   Organizational leaders’ understanding of culture can determine success or failure.  According to Gogheri, Nawaser, Vesal, Jahanshahi, and Kazi (2013) international cultural knowledge by organizational leaders needs to be an organizations’ biggest investment, which can lead to the greatest positive gains.  It is important for organizations to incorporate their employees’, customers’ and host countries’ values in the psychology of the organizations leaders, policies, and operations.  By doing so, the organization will be able to grow their market share and increase their brand loyalty and strength.
References:
Cui, G., & Choudhury, P. (2002). Marketplace diversity and cost-effective marketing strategies. The Journal of Consumer Marketing, 19(1), 54. Retrieved fromhttp://search.proquest.com/docview/220132881?accountid=34899.
Gogheri, A. S., Nawaser, K., Vesal, S. M., Jahanshahi, A. A., & Kazi, R. (2013). Which organizational culture moves towards organizational excellency. Asian Social Science, 9(11), 221-236. Retrieved from http://search.proquest.com/docview/1445136542?accountid=34899.
Gröschl, S. (2011). Diversity management strategies of global hotel groups. International Journal of Contemporary Hospitality Management, 23(2), 224-240.
Javidan, M., Dorfman, P. W., Sully de Luque, M., & House, R. J. (2006). In the eye of the beholder: Cross-cultural lessons in leadership from project GLOBE. Academy of Management Perspectives, 20(1), 67–90. Retrieved from http://search.proquest.com.libproxy.edmc.edu/docview/210508688?accountid=34899.
Wang-Cowham, C. (2008). HR structure and HR knowledge transfer between subsidiaries in china. The Learning Organization, 15(1), 26-44. doi:http://dx.doi.org/10.1108/09696470810842501.NEED FOLLOW-UP RESPONSE TO PEER MUST BE A MINIMUM OF 2 PARAGRAPHS WITH 1 REFERENCE
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