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Managing People In Global Organizations Assignment Sample

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Managing People In Global Organizations Assignment Sample


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This particular project has been focused on the appropriate practices of managing people as well as employees in global organizations with the help of the strategic management system. Here, two particular organizations named Marks and Spencer have faced several types of challenges in Russia and Nigeria. On the other hand, 46 flagship websites have been launched by this particular company based on their management practices in the markets. The international HRM helps the Marks and Spencer in order to plan, organize, develop, and maintain people. The international HR management helps to gain employees' performance and Marks and Spencer’s strategic objective. In the essay, there are some key challenges associated with managing people in the Marks and Spencer such as managing internal stakeholders, managing global complexity, guiding change, and leadership effectiveness. The essay is going to discuss Marks and Spencers' strategies for managing the people such as developing clear goals, identifying a clear workforce, providing positive reinforcement, delegating tasks, and many more. The aim of the study is to focus on the international HRM theory and model. Cultural diversity, workforce diversity, economic diversity are involved in the international HRM 

This project involves the argument for the presence of a globalized system of management and the importance of managing policy. It gives a clear review of organizational change that evaluates the international HRM theory. Thus, it can focus on the terms of international business for increasing the business growth with the help of a franchise model for developing the presence by the strength of b franchise partners in the market. Moreover, the overall process of establishment has been analyzed by the joint venture partnerships in the market and international presence for continuing the growth by multi-channel approach depends on the online business.

Throughout the essay, it has been developed the study of energizing the change in the commercial support of the organization. Developing the structure of the managing condition of the people in energizing the organization will change. In the study, there is a difference in the many changes that are taking part in the global situation and have also raised their focus on different objectives. The particular state of different organizational changes has theories that work depending on the Human Resource Function. 

In this essay, the management has described the evaluation controls a method for different parts of the organizational review of the Human Resource system and its collision with the upbringing of the management of globalization. This project involves the argument on the presence of the globalized system of management and the importance of a global state in managing policy. It has a clear review of the organizational change which calculates the change on its theory. This project involves the condition of stating the evidence on global effects. In support of this research, it has also a term that thoroughly described the introduction on which change is been caused along with its effects. It has an analysis and interpretations of the specific changes in the globalized world through organizational change.

Literature review

Managing the condition of Marks and Spencer depends on frequent work reliability which means the organization can believe that they can do the work correctly without supervision. Moreover, Marks and Spencer needs to trust their employees in order to do their work correctly. The secondary work on managing the state of global work can relate to the gathering of the people (Mowforth, et al. 2022).International human resource management can evaluate the direction to work with the business center and prospect the nature of validity to work. The appraisal view on the communication of HRM the progress of working has and global profit. The interdependent condition of ethical view comes from the theory and basic needs of different positions and global organizations (Garavan, et al. 2020). In managing the present situation of working in the common segment of the world organization and frequent method every company holds the logical view of Human Resource. The starting position of working in a global organization keeps the difference in the statement of surrounding work. 

Managing policy of the Organization

Marks and Spencer have used an effective management policy that covers many areas such as safety, hours, dress code, and issue of employee warning, employee benefits, and company assets. The policy is used to protect the business from risk. Marks and Spencer's policy is used to warning and remind their employees not to do certain things that can affect their business. Marks and Spencer has a legal requirement policy that says that this policy can protect their business through motivating and educating their employees (Jain and Pareek, 2019). Besides that, Mark and Spencer have another policy that can reduce the business cost. Marks and Spencer organization has another policy that is helpful to improving costs such as in many times employees don't know how to submit work orders at the time the policy can be helpful for the employees to understand their issue.

The international HRM deals with how Marks and Spencer can manage human resources. Language diversity, economic diversity, and workforce diversity are required in order to understand international HRM. Cultural diversity states that it can be an important factor in HRM practices. Moreover, it also states that relationships are more important than tasks. Workforce diversity is another theory of International HRM that defines that the employees are not only valuable for their skills and experience, however, but motivation is also important to do the work.. The critic shows the dependency on working into earning the trade cycle. The progress that brings the global circumstances in the function of profit in market-liberal has defined the working efficiency (Malik, 2018). Marks and Spencer have used the organizational life cycle theory that helps their organization in order to girth and development. The reason for using strategic contingency theory is that Marks and Spencer can solve the HR challenges without the help of any leader. The advantages of this theory are that it can focus on Marks and Spencer’s task. Moreover, if any problem arises in the task the theory helps to solve the problem. In addition, the theory gives leadership techniques that help Marks and Spencer to motivate their employees. The mission of global communication has a dependable condition for motivation into catering to their support liner towards the opposition of the globe. The plan is to be a valuable partner to their trading of the suppliers so that they can lead towards the growth of the organization (Wolfenden, et al. 2019). They want to provide their investors with prospects for sustainable growth for the organization and increase the profit margins. 

Control against the managing of globalized work

Marks and Spencer organization has managed the global workforce with some important tips such as an innovative approach, open communication, culture awareness, and use of HR analytics. Through open communication, the Marks and Spencer has managed the global workforce as they have successfully established a sense of community (Li et al. 2019). The Marks and Spencer has a BMW group that exchanges ideas, knowledge, and skills with the collaborative teams. The other important tip is cultural awareness which helps the Marks and Spencers to build b relationships. Moreover, through cultural awareness, healthy teams can create. Marks and Spencer organization has challenges in the world workforce such as managing talent diversity. The managers of the Marks and Spencer can make business-related decisions that help the organization to increase its efficiency, productivity, and creativity.

The commercial requirements of the organization want to provide their growth such as organization performance, profit towards a huge impact on the organization, and a reputation for developing skills. The compatible working of developing an organizational review has the proper outlet of working in the situation of different cases (Jefferies, et al. 2018). The management of the International Human Resources has the functional development and evaluation of principals such as Marks and Spencer can choose effective management style that can help their employees to gain their skills and experience. The country's progress of work has the defendable start to save the worth of work. The state of the different global conditions has the defending on the variation of requirements (Horak, et al. 2019). The frequent distribution of work and growing condition has evaluated the surrendering condition of the business the people hold (Mockaitis, et al. 2018). The reason for using IHRM theory is to determine the recruitment, staffing, and organizational strategy, training, developing, recruiting, and inducting. Marks and Spencer have used three approaches to IHRM as Ethnocentric, Polycentric, and Geocentric approaches. The Ethnocentric approach helps Marks and Spencer to manage things such as policy, procedure, and many more.

Aspects and Variation

The Marks and Spencer organization is forcing on some aspects of HRM such as assessing competency, training and developing, retaining and motivating, and analyzing future skills. Marks and Spencer have taken many steps in order to retain their employees such that their employees can choose their job with their own interests. Marks and Spencer can retain their employees through a given opportunity that gives enough time for their employees in order to build their careers in the Marks and Spencers organization (Sanchez and Arndt, 2020). The organization has given the ability to their employees in order to make decisions. Nowadays the Marks and Spencer organization knows that the employees' retention can be a high priority in order to lead their organization (Ochoa et al. 2019). The Marks and Spencers can gain some benefits from employee retention such as cost reduction, increased productivity, recruitment efficiency, improved employee morale, and experienced employees. Through employee retention, the Marks and Spencer can reduce recruiting costs. The Marks and Spencers organization is focusing on improving employee morale. By improving morale their employees will be more skillful and experienced.

It can be described that constant projections are the significance of working or holdbacks of the scope of a business policy to maintain the managing structure. It is due to these negative aspects that a business strategy fails to attain a greater height of success within the organization. The staff retention theory helps Marks and Spencer to know why their employees leave an organization and what strategy they can apply in order to retain them. The main purpose of staff retention is that Marks and Spencer want to save their organization from productivity losses (Chidlow, et al. 2021). Therefore in the different equations, organizational change faces a difference in the creation of the component (Kornau et al. 2020). In order to work with the defendable condition of the worth working and state of sends the commercial use. Quality work defines the management system because it can help Marks and Spencer to improve job security. The completion of development of the organization has a widespread effect on different aspirations and goodwill of commodities. The business in the organization has developed its growth function and expanding quality (Edwards, et al. 2021). 

Development to grow efficiently

The Marks and Spencer organization can grow its business efficiency through employee retention, employees’ satisfaction, and company culture. In order to measure organizational culture, the organization has used some values such as equity, diversity, and transparency that can make an impact on the growth of the business (Ochoa et al. 2019). In order to develop employee’s ideas and skills, the human resource can help the Marks and Spencers. Besides that, Marks and Spencer’s culture can develop through HRM. It helps to build relationships between subordinate contributions and supervisors of the organization

International organizations develop the work definition on the performance of the company nature which depends on the stable growth and promotion of the relatives working. The order of implementing organizational change is surrounded by the difficulties of the organizational change will be discussed in this study. The business process can assist through the profit of implementing change in the organization (Hosanoo, et al. 2021). The International organization develops the work definition on the performance of the company nature depends on the stable growth and promotion of the relatives working. Marks and Spencers have used basic strategies in order to expand their business such as product development, market, penetration, and market expansion. Marks and Spencer has focused on building sales that helps their business to automate. Moreover, the business can grow easily and quickly. The frequent work of the organization describes the people’s workflow in the global rule. The different fundamental equations of the organization have worked on the difference of ensuring financial system on managing the outcome of the Human Resource (Makhmadshoev, and Laaser, 2021). The usable materials by the company depict purity and are not harmful to the environment (Tavoletti, et al. 2022). The significance of managing the working direction is to develop the static view of an opponent commodity to manage the financial policy. The organization working with the sector change evaluates the space and positions. 

Contextual and Comparative Analysis

Marks and Spencer has been a leading retailer in Russia and Nigeria as a renowned Retail industry based on their HRM practices principally by their home products apparel as well as food items. On the other hand, it can be focused on the parts of a business entity for collaborating with the factors of products based on several types of varied market places by their brand label. On the other hand, it can be identified as a part that specializes in the selling of clothing, daily use home products along with luxury food products. This particular company has been focused on selling branded goods such as Kellog's Corn products based to the consumers of Nigeria and Russia (Crowley?Henry et al. 2019). Thus, the effective terms of marketing strategies have been collaborating with Marks and Spencer for accessing the circumstances of this particular business. Moreover, it can create a competitive edge depending on the rivalries as well as aid in accelerating the overall concept and practices of the product line. 

On the other hand, the factors of fresh food production have been serving as a major production line of Marks and Spencer based on their terms and conditions of aid by business entities. Thus, it can accomplish this based on the long-term aims as well as objectives among the Russian and Nigeria market with the help of renowned firms for their products and services (Eilstrup-Sangiovanni and Hofmann, 2020).Therefore, it can be optimistic as well as pessimistic aspects for increasing the growth of opportunities based on the competitive advantage as well as sustainability. On the other hand, it can be focused on the competition for enhancing the varied organizations established in Nigeria and Russia. The practice of market share has been accelerating with the clarity of Marks and Spencer for achieving the expectations of the clients to a higher extent (Cletus et al. 2018). Moreover, it can be observed that competitive positioning in this particular market has been upgraded by their value as well as categories based on theirservices and productions.

The Local culture has also different importance on the impact of comparing the organizational view and position. Regarding the selection of compromising trade practices, some countries have described global awareness (Sims, 2019). The international human resource has controlled the involvement of structural change and merging of the organizational zone (Widarni, and Bawono, 2020). The organization has globally expanded trade business in other acquired interfaces with enough knowledge to manage its organizational culture. It is also observed that due to different areas and nationalities they are facing challenges to manage their organizational culture. The common habitation of an organization that wants to expand its business to another country should establish a communication system (Vora, et al. 2019). The evaluation of suitable growth has the communication with the local workings and customers to increase the stability of the sustainable environmental progress in the rate of customer satisfaction.

Working Conditions evaluates in Global Management

As per the common changes in the supply of work it is been evaluated the direction of work and involvement are centered. The common working condition of every particular defines the working system between every resource management. The opposite condition of the people works in the neediness of affecting the globalized environment (Budhwar, et al. 2022). The opposite condition of working in the global contract has developed in the central idea the people put on the management system. The interchange of organizational review counts the probability of different situations and conditions. The function of the repeated working organization has globally been introduced in a forwarded note by the positions of different people. The function has a thorough equation to involve the surrounding function to bring effectual growth. The change in global surroundings defames the people aspect and commercial change.

Managing policy between organization and people

The frequent work of the organization can develop the critical context of defining the culture and progress. The people surrendered with the workflow in the global rule have determined the position of work. The different fundamental equations of the organization have worked on the difference between ensuring the financial crisis and management of the time quality system. The prime motive of directional change has to manage the outcome of Human resources (Schotter, et al. 2021). 

The efficient method of controlling people

The quality change has the managing function in the growth reliability of effort in the sending of revealed challenge in organizational place. The counting of the globalized environment concludes the connection between the profit function and the distinction between the margins of management (Vecchi, et al. 2021). The evaluation shows the different contextual parts in the growth conditions and frequent working in the globalized organization. The challenging conditional change has developed the progress slows down. In the definite context of working the contribution to the environment has solutions to the organic system and knowledge (Shams, et al. 2021). Their termination of the global system has the control to navigate the idea of working in the channel of affecting the crisis. The commercial purpose of surrendering the growth on basic work and organizational policy has defended the frequent work and developing challenges. The system of noticing the framework and structure (Bader, et al.2022). The counting policy has divided the central idea of energizing the frictional change of development. The rapid function of organizational change has developed in the situation of management. All through the work system between the workers has the deformable statement and workability. It states the contact between different work structures and progress.

Change in International HR system

In the Human Resource system, the progress of change controls the objective of different changes. Commercial change has also developed the constant work progress in organizational change and rapid action and has describable change. In order to depend on the function of the organizational change, the profit of a company has not been highly evaluated (Barmeyer, et al. 2019). The change of different commodities enters the organizational change and includes the different processes of interoperability. The global effect founds the responsive count and ability to work and systematic knowledge. The estimated plan of securing the energized method of organizational policy has counted the preview globally.

Conclusion and Recommendation

Throughout the essay, it has been observed that the Marks and Spencer has a proper management style that helps their organization to retain employees and increase the profit of their business. The organization has focused on the various product enhancements that helps their business to find many customers. The Marks and Spencer’s organization has focused on aspects of HRM that can help them to retain their employees. By giving proper training to their employees the Marks and Spencer organization can gain their business performance. The essay concludes with the differences between the objections to organizational change. The definable condition of merging the quality of fencing is the proposal about the native cycle and standard of local ability and progress. The conclusion shows the average handling of data count in different conditions of merging the variety and ability to work on the gathering standard. From a managing view of an organization, it is evaluated that the knowledge based on the different objects may or may not be opposable for different challenges. The common factor depends on the various product enhancements on the profit function towards reliable growth. 

It is recommended that the base of the global organization keeps the management of people by configuring structural change. The efficiency in working has evaluated the new conditions of merging such as:

  • In order to invite proper management by the people for getting an important work benefit, frequent work reliability shows the evaluation of colliding with the growing condition of Marks and Spencer
  • In the commercial processing of the company goods, the down and up equal direction are caused when the product depends on proper market quality
  • The essential change requires identifying and can assist to align profit company's targets. In order to evaluate the target profit company needs to identify and in the Marks and Spencer Borganization it is necessary to know that the changes can affect their Marks and Spencer
  • The management of the International Human Resources has the functional development and evaluation of principals brings progress to change the Marks and Spencer viewpoint.
  • The working manages the systematic position of traveling the network on the Marks and Spencer chain by the rapid development.
  • The development of this perspective returns to the situation of the organized method of working in international human resources.
  • The cooperative system of working depends on the function of organizational profit and benefit of an Marks and Spencer.
  • In order to change the overview of Marks and Spencer, the people have the required handling condition of a continuous process of the development
  • In International Human Resource Management the focus acknowledges the main Marks and Spencer trade market. 
  • The efficient method to take place where there is a growing function of the resource and effective in different challenges.

Reference List

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