Activity 2; Week 2; Pankaj Ghemawat on Globalisation
The statement globalization means that the job, economy, message, and investments local or nationwide or cross borders are incorporated. It refers to any type of swap happening across nationwide borders.
Where Tom Freidman state with the intention of globalization, starting from the country came to the company and has now lessened persons. He states that an Iron rule that is “what can be completed will be finished” moreover by you or in the course of you (Ghemawat, 2008). As an ordinary man, I would somewhat agree with Friedman's description of globalization. The disclosure is vast as everything exists online to travel around and get information about. On the other hand, subsequent to listening to Ghemawat on Globalisation and the information obtainable, one realizes that in fact we are not even globalized equal to even 10% (Ghemawat, 2008). A nation similar to China excluded a global look for engine, Google, in their nation. China would forever make anything it desires. It exports goods across earth but never import whatever thing. Even for that substance, America has outsourced industry for cheaper work, but haven’t hire cheaper manual labour to job to be taken to America. Ghemawat has explained the real picture with information and the dissimilarity between invented figures of globalization as Globaloney.
The particulars discussed at the time of discussing Globalizations by Prof. Ghemawat, French consideration they had 24% immigrant, though, the real picture is of in fact 8%. Due to which they terror and forever fear migration matter (Walters, Cucinotta and May, 2017).
The next example is that Americans understood that overseas aid of more than 30% is conventional by them, though it is concerning 1% Ghemawat recommended that after learning the real information from data, the depositor dare to put in that when some people perceive the sound of the genuine number, they’re confident to spend more. This is a high-quality thing and can aspire to have huge consequence (Walters, Cucinotta and May, 2017).
Combodia also the following step into the human race market had to countenance severe reduction. It becomes zero additional than a manupulation, by wealthier county flattering more wealthier and poor more inferior (Ursula Huws, 2012). We can say each nation tries to first look for things at their point or inside a nation, though, then probing for an exporter who can purchase the thing, lending the swap over of currency.
Week 3 – Activity 4 – Toyota’s corporate culture and the problem of spreading its culture
The key ideas extracted from the activity are that the organisational culture of the company in a great way focuses to facilitate the organizational learning. The organizational culture of the company highlights the significance of emerging a culture that is appropriate in supporting the success of the business globally (Meyer, 2017). In the link, it is said that the organizational culture of the Toyota’s defines the employee's responses to such challenges that the organisation faces in the marketplace (Meyer, 2017). As the worldwide leader in the industry of automobile, Toyota uses the organizational culture in maximizing the capabilities of the human resource in innovation. The organisation is also benefited from the organizational culture in terms of resolving the issues.
Organization culture can be defined as the mutual perception between the employees and its management. The seven dimensions of the Toyotas organization culture are its innovation and taking the risk for the development of new products (Guiso, Sapienza and Zingales, 2015). The company through its innovation d encouraging innovation at the different stages of designing and processing the products resulted in it into the best companies around the globe. The Organisation took the great risk with recalling the eight million vehicles international for involuntary acceleration. The company encourages the employees in paying the strict attention to maintain and detail the discipline to execute the employee's responsibilities. Such dimension of the organisation culture is suitably met at the company Toyota (Meyer, 2017).
Toyota aims to deliver the best products and services and for this do not hesitate in recalling its products from the market if the products are not meeting the standards of the company. Company culture is people oriented, for the company employees comes first, company approach of humility is confirmed with the giving credit to the employees for the company success is remarkable (Sergey Sosnovskikh, 2016). The company advocates the team work with recognising the workers at different levels. The organisation aggressiveness is to believe in its self with delivering the best products. The Company is obsessed with the strategic decision, which ensures to restore the lost stability is at the initial phase.
The organizational culture of Toyota’s successfully supports the business endeavours in continuous improvement and innovation. The understanding of such corporate culture is advantageous to identify beliefs and principles that in a great way results to the strength of the company business and brands (Guiso, Sapienza and Zingales, 2015).
Discussed in this piece of writing about the transform of thought after listening to the lecturer, humanity is not dreary by Pankaj Ghemawat. We talk about the collision and doubts of globalization faced by diverse nations.
Hence, to conclude, the organisational culture of the company is to resolve the problem and apply the new approaches of doing the work with more accuracy with this also to help the employee act with discipline for the organisational growth and retaining its position in the markets.
Ghemawat, P. (2008). The globalization of business education: through the lens of semiglobalization. Journal of Management Development, 27(4), pp.391-414.
Guiso, L., Sapienza, P. and Zingales, L. (2015). Corporate Culture, Societal Culture, and Institutions. SSRN Electronic Journal.
Meyer, P. (2017). Toyota’s Organizational Culture Characteristics: An Analysis - Panmore Institute. [online] Panmore Institute. Available at: https://panmore.com/toyota-organizational-culture-characteristics-analysis [Accessed 14 Aug. 2017].
Sergey Sosnovskikh (2016). Toyota Motor Corporation: Organizational Culture. Philosophy Study, 6(7).
Ursula Huws (2012). Bridges and barriers: globalisation and the mobility of work and workers. Work Organisation, Labour & Globalisation, 6(2), p.1.
Walters, H., Cucinotta, L. and May, K. (2017). Globalization and Globaloney: Pankaj Ghemawat at TEDGlobal 2012. [online] TED Blog. Available at: https://blog.ted.com/globalization-and-globaloney-pankaj-ghemawat-at-tedglobal-2012/ [Accessed 14 Aug. 2017].