Offshoring: What's It All About?

1.) What does these three firms do? What services do they offer?

•  Wipro Ltd.

     Wipro IT Business, a division of Wipro Limited (NYSE:WIT), is amongst the largest global IT services, BPO and Product Engineering companies. In addition to the IT business, Wipro also has leadership position in niche market segments of consumer products and lighting solutions. The company has been listed since 1945 and started its technology business in 1980. Today, Wipro generates USD 6 billion (India GAAP figure 2009-10) of annual revenues. Its equity shares are listed in India on the Mumbai Stock Exchange and the National Stock Exchange; as well as on the New York Stock Exchange in the US.
Wipro makes an ideal partner for organizations looking at transformational IT solutions because of its core capabilities, great human resources, commitment to quality and the global infrastructure to deliver a wide range of technology and business consulting solutions and services, 24/7. Wipro enables business results by being a ‘transformation catalyst’. It offers integrated portfolio of services to its clients in the areas of Consulting, System Integration and Outsourcing for key-industry verticals.

• Infosys Ltd.

     We were one of the first companies to develop and deploy a global delivery model and attain SEI-CMMI Level 5 certification our offshore and onsite operations. We manage growth by investing in infrastructure and by rapidly recruiting, training and deploying new professionals. We have 63 global development centers, the majority of which are located in India. We also have development centers in Australia, Canada, China, Japan, Mauritius, and at multiple locations in the United States and Europe.

• Tata Consulting Services

   

   The TCS Difference

        At TCS, we understand that our clients need to do more with less, respond quickly to the needs of their markets and get more strategic advantage from IT. We are uniquely able to help you tackle these business challenges. Be it IT services, business solutions or outsourcing, we can assure you a level of certainty unmatched by other players in the field.

2.) Which industries do they serve?

• Wipro Ltd.

     With more than 100,000 associates from over 70 nationalities and 72 plus global delivery centers in over 55 countries, Wipro’s services span financial services, retail, transportation, manufacturing, healthcare services, energy and utilities, technology, telecom and media.
Wipro’s unwavering focus has been on business transformation with matchless innovation in service delivery and business models. More than 800 active clients that include governments, educational institutes, utility services, and over 150 Global Fortune 500 enterprises have benefited from this approach.

> Business Technology Services

> Enterprise Application Services

> Infrastructure Management Services

> Business Processing Outsourcing

> Consulting

> Testing Services

> Product Engineering Services

> Enterprise Technology Integration

> Total Outsourcing

• Infosys Ltd.

     We were one of the first companies to develop and deploy a global delivery model and attain SEI-CMMI Level 5 certification our offshore and onsite operations. We manage growth by investing in infrastructure and by rapidly recruiting, training and deploying new professionals. We have 63 global development centers, the majority of which are located in India. We also have development centers in Australia, Canada, China, Japan, Mauritius, and at multiple locations in the United States and Europe.

• Tata Consulting Services

     These and many other challenges face nearly every industry in today’s global marketplace. TCS has the depth and breadth of experience and expertise that you need to achieve your business goals and succeed amidst the fiercest competition. Find out more about the industries we serve, and how we serve them

> IT services

> Enterprise solution

> Consulting

> Business Process and Outsourcing

> Platform BPO solution

> Business Intelligence & Performance Management

> Engineering & Industrial Services

> Small & Medium Services

> Connected Marketing solution

3.) How does these Indian outsourcing companies save U.S companies money?

• Wipro Ltd.

     Wipro Technologies, the global IT services business of Wipro Limited (NYSE:WIT) today announced that it has undertaken a key initiative to strengthen the consulting and customer management skills of its frontline employees.

The EAS (Enterprise Application Services) Consulting Academy aims to go beyond training to inculcate the right engagement behavior at an early stage that will go beyond improving customer satisfaction.

The academy offers a six month certification programme to all Wipro employees who are involved in delivering consulting solutions to our clients. The program includes a combination of class room sessions followed by implementation of the learnings at the client workspace.

The EAS consulting academy has received very positive response from its clients, with some getting actively involved as faculty at the academy and acting as “guides” to pre-assigned students throughout the training period.
“It is great to see Wipro making these strategic investments into consulting, inspite of the prevailing economic conditions.” said Joe Simon, CIO, Viacom. “The EAS consulting academy is a win-win proposition for Wipro and the client, since it will help us in the future.”

Speaking on the occasion Sangita Singh, Senior Vice President ,Enterprise Application Services, Wipro Technologies said “The EAS consulting academy is a key Wipro initiative to align our workforce closely to the business objectives of our clients, we are extremely happy with the overwhelming support that we are getting from our clients.”

The program will be run by Wipro's Corporate Human resource Development in conjunction with Enterprise Application Services business unit as well as eminent academicians and luminaries from the industry. The study will be facilitated through case studies, anecdotal learning interspersed with rigorous assignments in all areas. Wipro plans to certify around 300 consultants globally in the current financial year. The first batch of 60 consultants will get certified by September 2009.

• Infosys Ltd.

        

Infosys Technologies Ltd. (NASDAQ: INFY) was started in 1981 by seven people with US$ 250. Today, we are a global leader in the "next generation" of IT and consulting with revenues of US$ 5.4 billion (LTM Sep-10).

Infosys defines designs and delivers technology-enabled business solutions that help Global 2000 companies win in a Flat World. Infosys also provides a complete range of services by leveraging our domain and business expertise and strategic alliances with leading technology providers.

• Tata Consulting Services

Solution Accelerators

     TCS uses its industry experience and technology expertise to effectively develop products, tools and methodologies that help bring solutions to the fore more quickly and with higher quality. These tools, along with our Global Network Delivery Model™, have helped us achieve a customer satisfaction rating of 87%—a figure much higher than the industry standards—for on-time project delivery.

Over the years, we have evolved processes and systems that capture critical client needs, survey the set of existing third-party tools and technologies, and then develop solution accelerators that help clients achieve quicker outcomes.

·         We have over 50 Centers of Excellence which track domain and technology trends and address the most critical client needs through specific frameworks or methodologies that accelerate the implementation process for third-party products.

·         We are a preferred alliance partner for most leading IT product and platform companies, including Oracle, SAP, Microsoft, IBM and HP, among others. With intimate knowledge of their technologies and products, we build complementary solution accelerators that help clients in specific industries such as textile manufacturing, or with specific needs (e.g., an ERP platform upgrade) that leverage the true potential of these technologies.

·         All our projects are delivered through a unified delivery framework, which includes a knowledge management system with learning from past projects. This learning provides an incentive to create knowledge assets from new projects that will benefit clients in the future.

Here are some examples of how TCS' Solution Accelerators help clients realize tangible benefits:

·         TCS BaNCS is a comprehensive portfolio of solutions for the financial services industry that provides enterprises with greater operational control, reliable technology support, continuous process improvements and enhanced speed to market.

·         TCS SOLAR Framework is a service-oriented framework that helps us strategize and deliver Business Intelligence and Performance Management solutions.

·         TCS Code Generator Framework (TCS MasterCraft) provides an integrated environment along with a product or application development life cycle. With a significant reuse of codes, it speeds up new application development, legacy system integration, and/or the enhancement process.

Taking It to the Net

 Traditional versus New Economy Comparison

  

Traditional Economy Company

New Economy Company

      Versus

About PAL:

     Philippine Airlines (PAL) began life with a noble mission: to serve as a partner in nation-building. With this in mind, PAL took to the skies on 15 March 1941, using a Beech Model 18 aircraft amid the specter of a global war. It became Asia's first airline. 

Embracing e-business
      PAL began embracing electronic commerce with the introduction of its Online Booking service that accepts ticket purchases and credit card payments for all flights. A new, improved website was also launched to serve the customers' needs more quickly and efficiently.
These will surely win the battles ahead for PAL.

Directors and Officers
Milestones
Our Fleet
Partners
PAL Foundation
PAL Learning Center
Material Sales

About Bayan Telecommunication: 

     Bayan Telecommunications Holdings Corporation was incorporated in October 15, 1993. Bayan Telecommunications, the operating arm of BTHC and formerly known as International Communications Corporation, was incorporated in April 18, 1961.

We are duly enfranchised to provide the following major telecommunications services:
• Local Exchange Carrier (LEC) service
• International Gateway Facility (IGF) service;
• Leased Line service, domestic and international
• Public Trunk Radio service
• Public Calling Office service

Bayan Telecommunications' existing nationwide network is composed of satellite, terrestrial and land/submarine based cable facilities. The network includes capacities in the National Digital Transmission Network (NDTN), a joint project of six Philippine telecommunications carriers.

Bayan Telecommunications has 83% capacity interest in the NDTN project. The NDTN is the only major alternative telecommunications backbone in the country. Bayan Telecommunications' network also includes RCPI's existing Synchronous Digital Hierarchy (SDH) microwave network with spur links that also extends from Luzon to Mindanao. Both Bayan

1.) How much is the company's revenue and profit is generated outside its country of origin?

PAL express -    On August 13,2007, the Company acquired directly from the Six Holding Companies   8,823,640,223 shares in PAL which is equivalent to 81.6% of the issued and outstanding common shares in the Airline. At the same time, it acquired from the Five Holding Companies 50,591,155 shares in PR Holdings, Inc., equivalent to 82.3% of the outstanding shares in PR Holdings, Inc. Both acquisitions were made by way of a dacion en pago, whereby the total acquisition price of PHP 12,550 million for the shares in the Airline and PR Holdings, Inc. was satisfied by an equivalent reduction of the liability owning to the Company from the Six Companies.
 
On August 14, 2007, the Company transferred its shares in each of the Six Holding Companies to Trustmark Holdings Corporation

At present, PAL's primary source of revenues comes from its flight operations through Philippine Airlines, Inc.


Bayan Telecommunication - BTHC is 85.4% owned by the Lopez Group and Benpres, a publicly-listed holding company owning the Lopez Group’s investments in communications, power, infrastructure and real estate, among others. BTHC’s other main shareholder is the AIF. AIF is advised by AIFML which oversees approximately US$1 billion in private equity funds focused on Asia with 46% investment in telecoms. Major investors of AIF include Frank Russell Company of the US, the International Finance Corporation of the World Bank and the Asian Development Bank.**The principal companies under BTHC are BTI (98% owned) and Marifil Holdings Corporation (100% owned ) which in turn owns 47% of Extelcom and Nagatel (91.5% owned).** Extelcom, through the granting of a PA in 1988 and a CPCN in 1993, operates as an analogue cellular service provider in Metro Manila and selected urban centers in the provinces, from northern Luzon to as far south as Visayas and Mindanao. BTHC purchased its initial interest in Extelcom for approximately US$140.0 million in 1996.It then infused PhP765.5 million as part of a capital-raising exercise undertaken by Extelcom in 1997. No further investments or advances have been made by BTHC since. In 30 June 1999, BTHC decided to write-off its investment in Extelcom in recognition of its share in losses incurred by the latter.


2.) What does the code of ethics statement for each company say?

PAL express - " with us , you're no. 1"
Bayan Telecommunication - " Gaganda pa ang buhay."

3.) What does changes have they had to cope with their people policies and products/service mix in the past decade?


PAL express -  I think they had to cope up with age bracket of their flight  attendant and the benefits of their staffs.

Bayan Telecommunication -   In the past decade Bayan Tel has not so good service towards their customers. They had bad connection line and low quality of services.

4.) How effective are the firms?(Describe what basis you use to determine effectiveness) 


PAL express - PAL express has a great and effective treatment towards their clients/customers.

                          They give 100% satisfaction to their customers.

• Cargo Carrier's Liability

      The carrier, Philippine Airlines, is liable for damage, delay or loss arising from/or in connection with the     carriage of goods if such is found to have been caused by negligence or willful fault of PAL and there has been no contributing negligence on the part of the shipper, consignee or other claimants.

PAL shall not be liable for any damage :

Our airport-to-airport express service with the following features:

• Directly or indirectly arising out of compliance with laws, government regulations, orders or requirements or any cause beyond PAL's control;
• Resulting from the inherent defect or quality of the cargo carried;
• Resulting from shipment the content of which is likely to deteriorate or perish due to change in climate, temperature, altitude or other ordinary exposure, or length of time in transit;
• To live animals due to natural causes, or resulting from the conduct or acts of the animals.

PAL's liability shall in no event exceed the declared value as given by the shipper and in cases where no value was declared, shall not exceed USD20.00 per kilogram, subject to proof of value. Goods, which may endanger the aircraft or personnel may be abandoned without notice and without liability attaching to PAL.

• Free Transfer service

Manila Transfer Service
Between Centennial Terminal 2 and Terminal 3
Passengers transferring via Manila with confirmed connecting flight on Philippine Airlines and AirPhil Express shall be provided with free airside shuttle service to and from Centennial Terminal 2 and Terminal 3.

The passengers coming from International/Regional flights at Terminal 2 will clear with Immigration, Customs and will claim their baggage at the carousel. The passenger is requested to proceed to the transfer desk for issuance of transit cards and transfer to Terminal 3.

Between NAIA1 and Centennial Terminal 2/new Terminal 3  Passengers transferring via Manila on Philippine Airlines and International Codeshare flights shall be provided with free shuttle service to and from NAIA Terminal 1, Centennial Terminal 2 and Terminal 3. The passenger is requested to proceed to the Transfer Desk Service at NAIA Terminal 1.

This service is subject to certain conditions and qualifications. For more information, please inquire with any of our Philippine Airlines staff at the arrival area of either terminal.

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List of International Codeshare Flights 

Sector	Airline Partners
Cebu-Hong Kong	Cathay Pacific
Manila Abu Dhabi vv	Etihad
Manila-Bahrain vv	Gulf Air
Manila-Doha vv	Qatar Airways
Manila-Dubai vv	Emirates
Manila-Kuala Lumpur vv	Malaysia

• Cargo

     In compliance with Republic Act No. 9337, an act amending the National Internal Revenue Code, a 12% VAT is added to the total amount on all transactions involving purely domestic services only.

As Asia's first airline and the Philippines' foremost flag carrier, we are the only Philippine carrier that offers you the following:

• Non-stop flights between Manila and USA
• Extensive Philippine domestic destinations
• Strong presence in Asia and four destinations in Western Canada and USA
• Utilizes wide-body aircraft in its international and Philippine domestic flights

 

Bayan Telecommunication -  Bayan Tel has a very effective services now to their customers.

• Bayan's Progrma

     GIL@S (Gearing up Internet Literacy and Access for Students) is a multi-sectoral initiative that provides basic Internet literacy programs to public secondary schools. It aims to connect all public high schools to the World Wide Web by 2010. 

In line with Bayan Telecommunications’ thrust to make Filipino lives better, Bayan has been actively supporting the Gil@s project since 2005 by providing free DSL connections to over 100 public high schools in Bayan’s franchise areas. 

Through the Gil@s program, Bayan continues to enhance the education of thousands of high school students around the country by giving them unlimited access to a world of information through the Internet.

• BayanVoIP

PRODUCT DESCRIPTION

Bayan VoIP is a postpaid telephone service that allows a customer to make and receive calls over any broadband internet connection. It supports real-time two-way conversations to a fixed landline or mobile service in the Philippines and abroad.

Bayan VoIP provides substantial cost savings against traditional landline service. Key benefits of Bayan VoIP are:

• Cost-effective Monthly Service Fee (MSF) of as low as 195 pesos a month
• Lowest IDD rate in the market
• Free and unlimited NDD to Bayan Phones and Bayan Wireless Nationwide
• Free Consumable IDD Minutes for 799 Package
• Premium call features such as Caller ID, call waiting, 3-way calling and call forwarding at no extra cost

• Bayan Family ties

     Program allows subscribers abroad UNLIMITED Calling to a bayanPHONE or bayanWIRELESS landline and stay connected with their family in the Philippines. Subscribers in other countries nominate beneficiaries in the Philippines who are then provided bayanPHONEs and bayanWIRELESS landline for free. By having a fixed rate instead of metered charging, our customers are able to enjoy Unlimited Talktime at low cost and without requiring any broadband connection.

5.) Would you want to work for either of these firms?Why?

     I would love to work in Bayan Telecommunication because as far as I know they never heard any bad news from their company regarding their treatment to their employees, besides PAl had an issue regarding the benefits of their flight attendants.Bayan Tel is govern by the Lopez and I belive that he is very generous man and a good business man,he could give us high salaries and lastly Bayan Telecommunication is related to my course,it is computer related so I can help their company to be well known here in the Philippines.

Christmas For Sale

Learning Objective

Organizational Behavior

Organizational Behavior

>      The field of study that draws on theory,methods, and principles from various disciplines to learn about individuals perceptions, values,learning capabilities, and actions while working in groups and to analyze the external environment's effect on the organization and its human resources,mission,objectives, and strategies.

>     Organizational Behavior is the study of individuals and their behavior within the context of the organization in a workplace setting. It is an interdisciplinary field that includes sociology, psychology, communication and management. 


 Contingency Approach

Managing Individuals

>      The basic idea of the contingency approach is that there's not one best way to manage; a method that's very effective in one situation may not work at all in others. Contingency approach to management that believes there's no one best way to mange in every situation and mangers must find different ways that fit different situations.
     The contingency approach has grown in popularity because research has shown that given certain characteristics of a job and certain characteristics of the people doing job, some management practices work better than others.  


Managing Workplace Behavior

>      Here in the Philippines, the managing workplace behavior  is slightly different from the managing workplace from other country, such as Germany.

Workplace in Germany

 In Germany they offer wireless on board computers that use global positioning satellites to give vocal directions to any destination. Other countries already use internet-ready cars an some use devices, combined with database,multimedia interferences, and software, are affecting every profession, company, and business practice, while here in the Philippines although we use technological gadgets or high tech facilities it is not fully improved compared to the facilities of other rich countries.

.

Approaches to Effectiveness

Approaches to Effectiveness

>       The Goal approach to effectiveness is the oldest and most widely used evaluation approach. According to this approach, an organization exist to accomplice goals and perspective on effectiveness that emphasizes the central role of goal achievement as a criterion for assessing effectiveness.The goal approach reflects purposefulness, rationality, and achievement - the fundamental tenets of contemporary Western societies while System Theory is a grouping of elements that individually establish relationships with each other and that interact with their environment both as individuals and as a collective. System theory enables us to describe organizations' internal and external behavior and stresses the organization's connection to the larger system of which it is a part. Multiple Constituency means achieving balance among the various parts 

of the system by satisfying the interests of the organization's constituency compared to 

goal approach which emphasizes that organizations are chartered to accomplish goals.

In  Multiple - Constituency to effectiveness, emphasizes the relative importance of different group's and individuals' interest in an organization.

 Environmental Forces that Initiate Changes to Organization

Forces that Initiate Organization

External Force

1. Technology - when there is a change in technology in the organizational environment and other organizations adopt the new technology, the organizations under focus become less cost effective and its competitive position weakens. Therefore, it has to adopt new technology, its work structure is affected and a new equilibrium has to be established.
2. Market condition - Since every organization exports its outputs to the environment,an organization has to face competition in the market. There may be two types of forces which may affect the competitive position of an organization –other organizations supplying the same products and, buyers who are not buying the product. Any changes in these forces may require suitable changes in the in the organization
3. Social changes - Social changes reflect in terms of people’s aspirations, the needs,
   and their ways of working. Social changes have taken place because of the several forces like level of education, urbanization, feeling of autonomy, and international impact due to new information sources. These social changes affect the behavior of people in the organization. There, it is required to make adjustment in its working so that it matches with people. 
   4. Political and legal changes - Political and legal factors broadly define the activities which an organization can undertake and the methods which will be follow by it in accomplishing those activities. Any changes in these political and legal factor may affect the organization operation.
   
   
        Economic and market circumstances and technological innovations make up an organization's environment, as do federal, state, and local legislation and political, social, and cultural conditions external to the organization. Together, these components of an environment influence how an organization operates, as well as how it is structured.

Organization Culture and Socialization

>     Organizational culture is what the employees perceive and how this perception 

creates a pattern of beliefs, values and expectations. It involves shared expectations, 

values, and attitudes, it exerts influence on individuals, group, 

Organizational culture and socialization

and organizational process.

>     Organization socialization is the process by which organization brings new employees into the culture. In terms of culture, socialization involves a transmittal of values, assumptions, and attitudes from older to newer employees.

Difference in how some employees talk about a positive culture and negative culture

Positive and Negative Culture

>    Organizational culture involves shared expectations, values, and attitudes, it exerts influence on individuals, group, and organizational processes. Employees of an organization has their own values and attitudes, expectation, has their behavior it could be taken as positive culture especially if some employees is similar to others’ behavior, values etc.Positive culture is said to exist where staff respond to stimulus because of their alignment to organizational values. In such environments, strong cultures help firms operate like well-oiled machines, cruising along with outstanding execution and perhaps minor tweaking of existing procedures here and there.

     Conversely, there is negative culture where there is little alignment with organizational values and control must be exercised through extensive procedures and bureaucracy also others describe a negative culture is that they could not accept that there are employees that have that kind of attitude or behavior that the others do not want. 

>     Culture can generate a sense of loyalty and commitment. Individuals by joining an organization and working hard to perform and compete creates sense of "we" and "me".

Individual and Team behavior

The impact of an organization's culture on individual and team behavior

>      Because organizational culture involves shared expectations,      values, and attitudes, it exerts influence on individuals, group and organizational processes. Employees are influenced to be a good citizens and to go along, Thus, if quality customers service is important in the culture , then individuals are expected to adopt this behavior.

IMPACT OF ORGANISATIONSAL CULTURE ON EMPLOYEE MORALE

     The nature of corporate culture that exists in a company is going to decide the degree to which the desired results from the employees are obtained.  The common perceptions of the individual members about the organisation determines the types of the organisational culture, individuals with realm of universal truths and are broad enough to accommodate any variety of circumstance.

An organisation culture consists of two primary components.

• The primary value of the organization and
• The existing management style and systems.

     These two components significantly determine the degree to which the desired result from the employees is obtained.  The value system to which the employees support directly or indirectly or by their behaviour indicates the direction in which organizations are likely to move in the future.  A strong culture is a powerful lover for guiding behaviour.  It helps the employees to do their job better.

The essence of the organizational culture can be stated in its five characteristics namely.

• Individual autonomy
• Organizational Structure
• Reward organization
• Consideration and
• Conflict

     Organizational culture is concerned with how employees perceive each of the five characteristics slated above whether it may be positive or negative.  An effective culture is a system of informal rules that spell out how employees are behaving most of the time.  It also enables people to feel better about what they do, so they are more likely to work harder.  It provides a sense of common direction and guidelines for day to day behaviors.


Spirituality is considered to have some positive benefits in the workplace

Spirituality

> Spirituality is a state or experience that can provide individuals with direction or meaning, or provide feelings of understanding, support, inner wholeness, or connectedness.


> Spirituality is often experienced as a source of inspiration or orientation in life.It can encompass belief in immaterial realities or experiences of the immanent or transcendent nature of the world.


>     Spirituality involves feelings, beings connected to the work and to colleagues. Because work is such a major part of the lives of employees, organizational culture and practices can contribute to a person's spiritual development and growth.


     The spirituality benefits in addition to improved effectiveness include attaining a broader worldview; concern with working with integrity; acquiring a strong sense of community; willingness to work to make a positive difference by making contributions to colleagues, stakeholders, and society . In addition to these benefits there is also the individual benefits of creating a more reasonable work/life balance, attitude, and set of behavior.


Specific practices and programs used by organization to facilitate socialization

Socialization in an organization

> Orientation programs - Organization should design orientation  programs that enable new employees as soon as possible. The degree to which the orientation programs is formalized can vary, but in any case, the programs should not be left to chance. Orientation programs is the process of welcoming a new employees into your organization.

         Orientation programs  includes spending time to doing the jobs in each departments  to understand the flow of the product or service through the organization. 

> Training programs - are invaluable in the breaking - stage. Training programs are necessary to instruct new employees in proper techniques and to help them develop requisite skills.  Training programs designed for training employees in specific skills. Employee training is a necessity. You need to get new hires up to speed as quickly as possible so they can become productive members of your team. And you want to update the skills of existing employees so they'll be ready for you to implement new technology, develop new processes and acquire new market.

> Performance evaluation - provides important feedback about how well the individual is getting along in the organization. This takes place in face- to-face sessions meetings between individual and manger and that in the context of the job, performance criteria  must be as objective as possible.

     Cumulative consideration of factors (that may be subjective or objective) to determine a representative indicator or appraisal of an individual or entity's activity, or performance in reference to some subjective (or standard) over some period of time. Factors to consider may include degree of goal attainment, how items are measured, and what standards are to be applied.

> Assigning challenging work - this are the task given  to new employees to test how effective the individual in the given position.

> Assigning demanding bosses - is a practice that seems to have considerable promise for increasing the retention rate of new employees. In this context, "demanding" should not be interpreted as "autocratic". Rather, the boss most likely to get new hires off the right direction is one who has high but achievable expectations for their performance.

Other socialization practices are:

> Anticipatory Socialization -  The primary purpose of these activities is to acquire information about new organization and /or new job.Involves the informal adoption of norms or behavior appropriate to a status not yet achieved by the individuals concerned, so providing them with experience of a role they have yet to assume. For example, children may anticipate parenthood by observing their parents as role models, and the careerist may anticipate promotion by emulating the occupational behavior of his or her superiors.

> Accommodation Socialization - the second stage of socialization occurs after the individual becomes a member of the organization, after he or she takes the job. During this stage, the individual sees the organization and the job for what they actually are. Through a variety of activities, the individual attempts to become an active participant in the organization and a competent performer on the job.

> Role Management -  In contrast to the accommodation stage, which requires the individual to adjust to demands and expectations of the immediate work group, the role management stage takes on a broader set of issues and problems. Specially, during the 3rd stage, conflicts arise.A common conflict is between the individual's work and home lives.                                                                                                                                                                                                                                    

Globalization

> Globalization -  interdependency of transportation, distribution, communication, and economic networks across international borders. It means business is mutually and physically responsible to supply the demands of customers globally. A business is engaged in performing tasks internationally.

> Worldwide movement toward economic,  financial, trade, and communications integration. Globalization implies opening out beyond local and nationalistic perspectives to a broader outlook of an interconnected and inter-dependent world with free transfer of capital, goods, and services across national frontiers. However, it does not include unhindered movement of labor and, as suggested by some economists, may hurt smaller or fragile economies if applied indiscriminately.

Importance of Cross-Cultural Management

> it is the study of the behavior of individuals in organizations around the world. It is important because in cross-cultural management, we are dealing with organizational behavior within countries and cultures. We are not just talking about an organization’s culture or behavior but we are also comparing it to the other organization’s culture within and outside the country. It tends to extend the study of domestic management to encompass global and multicultural considerations.

Global skills managers must learn, practice, and refine to deal with a changing world

>    Global manager is a person who views markets, production, service and opportunities globally who seeks higher profits for the firm on a global basis. He is aware of and understands the major cultural differences from country to country.

> Suggested Global Strategic Skill  for the global managers for  their economies of scale and competition can be addressed follows:

• Team Building Skills - One of the international business, the need for global teamwork is seen considering on how accounting and auditing are conducted in various parts of the world. In operation management, of course, it is important to develop systems, processes and procedures across subsidiaries.
• Organization Skills - Managers must consider individual differences when organizing firms, units and jobs. Minimum requirements for managers operating in a globally shifting world would be:

*      Creativity and inventiveness in designing organizations and jobs.

*      High tolerance for ambiguity and cultural differences.

*      Ability to coordinate finance, marketing, operations management, and human resource interdependencies.

• Communication Skills - engaging in an international business, managers needs to have the communication skills to be to be able to communicate with the other people especially to the diverse group of people. The communication task would be easier for the managers of a business if he possessed multilingual skills and high levels of cross-cultural awareness and sensitivity.
• Transfer of Knowledge Skills -competition throughout the world has placed a special emphasis on technological advances for product and process innovation. The skill that the managers can apply on a regular basis is the learning about a practice, technique, or approach in one country that can be transferred elsewhere.

Characteristics of culture can influence the behavior and attitudes of employees

>     It has been influenced to the behavior and attitude because culture is consists of patterns of behavior acquired and transmitted within a society. National culture 

is a set of values, attitudes, beliefs and norms shared by a majority of the inhabitants of the country. These become embodied in the laws and regulations of the society which is generally accepted as the norms of the country’s social system.

     

 Other characteristics of culture that can influence the behavior and attitudes of employees are subcultures, organizational culture and history influence behavior patterns of employees and the structures and processes found in organizations. The complexity of these patterns, structures and processes requires careful analysis of many different variables.  

Hofstede's original cultural dimensions

>   Geert Hofstede, a Dutch researcher, studied how cultures in countries are similar and different. His initial survey data resulted in four dimensions being identifies as explaining differences and similarities in cultures: Uncertainty avoidance, Masculinity – femininity, Individualism - collectivism and Power distance.

Uncertainty  Avoidance

     - concerns the degree to which people are comfortable with ambiguous situations to predict future events with accuracy.

Masculinity  – Femininity 

     - Hofstede used the term masculinity to designate the degree to which a culture emphasizes assertiveness, dominance and independence. Femininity describes a culture’s tendency to favor such values as interdependence, compassion, and emotional openness.

Individualism – Collectivism

     - This dimension refers to the tendency of a culture’s norms and values to emphasize satisfying individual needs or group needs.  Individualism emphasizes pursuit of individual goals, needs, and success and Collectivism emphasizes group need, satisfaction and performance

Power Distance

     - This dimension refers to the degree to which members of a society accept differences in power and status among themselves.