CIPD Level 7OS05 Managing People In An International Context Assignment Answer UK

The CIPD Level 7OS05 Managing People In An International Context is designed to develop your understanding of how to manage people effectively in an international context. You will explore the different approaches to managing people in different countries and cultures, and learn how to adapt your management style to ensure that you get the best out of your team.

The course will also cover the legal and compliance issues that you need to be aware of when managing people in an international context, and how to manage the impact of globalization on your team. By the end of the course, you will have a thorough understanding of how to manage people effectively in an international context, and be able to apply these skills in your own work.

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Assignment Activity 1: Understand How Major Strategic And Contextual Forces Shape The Management Of People In International Organisations:

It is important to understand how organizations are shaped by the global environment in which they operate.

Analyze The Different Ways In Which Organisations Operate And Trade Overseas.

Organizations can operate and trade overseas in a number of ways.

• The most common way is to establish a physical presence in another country, either through setting up a subsidiary or opening an office. This can be advantageous as it allows an organization to be closer to its customers and to understand local markets better. However, it can also be expensive and risky, as there may be cultural differences that need to be taken into account.
• Another way for an organization to operate overseas is through e-commerce. This can be a more cost-effective option as it does not require the same level of investment as setting up a physical presence. However, it can be difficult to build trust with customers when they are not able to see or touch the products they are buying.
• A third way for an organization to trade overseas is through licensing or franchising. This can be a lower-risk option as the organization does not need to make a large upfront investment. However, it can be difficult to maintain quality control over products and operations when they are managed by another company.

These are just a few of the ways in which organizations can operate and trade overseas.

Explain The Different Ways In Which Organisations Expand Their Activities Internationally.

Organizations expand their activities internationally in a number of ways.

1. Firstly, they may establish overseas subsidiaries. This involves setting up a new company in a foreign country and registering it there. The organization will then own and operate the subsidiary, which gives it complete control over its activities.
2. Secondly, organizations may franchise their business model to other businesses in foreign countries. This involves granting another business the right to use its brand, name, and business model in exchange for a fee. Franchisees are then responsible for operating the business in accordance with the franchisor’s guidelines.
3. Thirdly, organizations may engage in joint ventures with other companies. This is where two or more companies come together to collaborate on a project or venture. Each company retains its own identity and control over its activities but shares the risks and rewards of the venture equally.
4. Finally, some organizations simply choose to export their products and services to foreign markets. This involves adapting their offering to meet the needs of a specific market and then marketing and selling it in that market.

Of course, there are advantages and disadvantages to each of these expansion strategies, and the most appropriate approach will vary from organization to organization. But by understanding the different options available, organizations can make an informed decision about how best to expand their activities internationally.

Review The Major Alternative International Organisational Forms And Their Consequences For The Management Of People.

There are a number of different organizational forms that organizations can adopt when expanding their activities internationally.

1. The first is the global organization. This is where an organization centrally controls all of its activities around the world. The advantages of this approach include economies of scale, centralized decision-making, and standardized processes and procedures. However, it can also lead to a loss of local knowledge and the feeling of being disconnected from customers in different parts of the world.
2. The second type of organization is the multinational organization. This is where an organization has separate legal entities in different countries but centrally coordinates its activities. The advantages of this approach include the ability to respond quickly to local needs and the pooling of resources. However, it can also lead to duplication of effort and confusion over who is responsible for what.
3. The third type of organization is the transnational organization. This is where an organization attempts to balance the need for global coordination with the need for local responsiveness. The advantages of this approach include the best of both worlds – centralized decision-making and economies of scale, while still being able to respond quickly to local needs. However, it can be difficult to achieve the right balance, and this type of organization can be more expensive to set up and run.
4. The fourth and final type of organization is the virtual organization. This is where an organization outsources all or part of its operations to another company in another country. The advantages of this approach include lower costs and the ability to tap into expertise in different parts of the world. However, it can lead to a loss of control over operations and a dependence on the company that is providing the outsourcing services.

Each of these organizational forms has its own advantages and disadvantages, and the most appropriate form for a particular organization will depend on its specific needs and goals.

Discuss Major Contemporary Ethical Issues In The Field Of International Management And Employment.

There are a number of ethical issues that organizations need to be aware of when expanding their activities internationally.

• The first is the issue of bribery and corruption. Organizations need to be careful not to engage in any type of bribery or corruption when doing business in foreign countries. This includes offering or accepting gifts, payments, or anything else of value in exchange for favors or preferential treatment.
• The second ethical issue is environmental damage. Organizations need to be aware of the potential for their activities to cause environmental damage in foreign countries and take steps to prevent this from happening.
• The third ethical issue is that of social responsibility. Organizations need to be aware of the impact their activities have on the communities in which they operate and take steps to ensure that they are being responsible citizens.
• The fourth ethical issue is that of human rights. Organizations need to be aware of the potential for their activities to violate the human rights of people in foreign countries and take steps to prevent this from happening.

Each of these ethical issues needs to be carefully considered by organizations when expanding their activities internationally.

Assignment Activity 2: Understand How And Why People Management Practice Varies Between Different Countries And Regions Across The World.

It is important to understand how and why people management practices vary between different countries and regions across the world.

Compare The Established Political And Legal Systems In Major Global Economies.

There are a number of political and legal systems in place around the world, each with its own strengths and weaknesses.

• United States: The United States has a federal system of government, with power divided between the national government and state governments. The legal system is based on common law.
• China: China has a communist system of government, with power centralized in the hands of the Communist Party. The legal system is based on civil law.
• Russia: Russia has a federal system of government, with power divided between the national government and regional governments. The legal system is based on civil law.
• European Union: The European Union has a supranational system of government, with power shared between the national governments and the EU institutions. The legal system is based on civil law.
• India: India has a federal system of government, with power divided between the national government and the state governments. The legal system is based on common law.

Each of these political and legal systems has its own advantages and disadvantages, and the most appropriate system for a particular country will depend on its specific needs and goals.

Appraise Institutional Arrangements In Different Countries In The Fields Of Corporate Governance, Training, Welfare, And Trade Unions.

There are a number of institutional arrangements in place around the world in the fields of corporate governance, training, welfare, and trade unions.

• United States: The United States has a board of directors system of corporate governance, with power vested in a board of directors elected by shareholders. Training is typically provided by private companies. Welfare is provided by the government through programs such as Social Security and Medicare. Trade unions are typically organized at the company level.
• China: China has a hierarchical system of corporate governance, with power vested in a hierarchy of party officials. Training is typically provided by the government. Welfare is provided by the government through programs such as the rural subsistence allowance and the urban resident subsistence allowance. Trade unions are typically organized at the industry level.
• Russia: Russia has a board of directors system of corporate governance, with power vested in a board of directors elected by shareholders. Training is typically provided by the government. Welfare is provided by the government through programs such as pensions and disability benefits. Trade unions are typically organized at the company level.
• European Union: The European Union has a board of directors system of corporate governance, with power vested in a board of directors elected by shareholders. Training is typically provided by the government. Welfare is provided by the government through programs such as pensions and disability benefits. Trade unions are typically organized at the industry level.

These institutional arrangements vary significantly between different countries, and the most appropriate arrangement for a particular country will depend on its specific needs and goals.

Critically Analyse Research Concerning The Ways In Which Workplace Cultures Vary Around The World.

There is a great deal of research that has been conducted on the ways in which workplace cultures vary around the world. Some of the key findings from this research are as follows:

• Workplace cultures vary significantly between different countries, and even between different regions within the same country.
• The way in which work is organized and structured can have a significant impact on workplace culture.
• Workplace cultures are shaped by a variety of factors, including the history and traditions of a country, the economic and political context, and the values and beliefs of the people.
• Workplace cultures can have a significant impact on employee satisfaction and motivation, as well as on productivity and company performance.
• There is no one “right” way to organize and structure work, and what works well in one country or context may not be appropriate in another.

This research suggests that there is no single universally-best way to organize and structure work and that the most appropriate approach will vary depending on the specific needs and goals of a given country or company.

Assignment Activity 3: Be Able To Manage Staffing And Employment Practices In International Organisations.

It is important to understand how to manage staffing and employment practices in international organizations.

Design An Appropriate International Staffing Strategy, Including For Expatriate Staff.

There are a number of factors to consider when designing an appropriate staffing strategy for an international organization. Some of the key considerations include:

• The size and scope of the organization’s operations
• The countries in which the organization operates
• The nature of the work being performed
• The skills and experience of the workforce
• The availability of local talent
• The organization’s budget
• The organization’s culture and values
• The legal and regulatory environment in each country
• The political environment in each country

When designing a staffing strategy, it is important to strike a balance between the need to fill positions with the most qualified and experienced candidates and the need to maintain a local presence in each market. It may also be necessary to consider the use of expatriate staff in order to fill critical roles.

Plan The Effective Management Of Talent In International Organisations.

In order to effectively manage talent in international organizations, it is important to have a clear plan in place. This plan should identify the organization’s specific needs and objectives, as well as the desired skills and experience of the employees. Furthermore, the plan should be designed to attract and retain the best talent from around the world. To ensure the success of the plan, it is important to allocate adequate resources and create a supportive environment that encourages employee development. With a well-executed plan, international organizations can effectively manage their talent and achieve their desired results.

Justify The Case For Diversity And Inclusion In International Contexts.

There are a number of reasons why diversity and inclusion are important in international contexts.

First, it is important to recognize that the world is becoming increasingly globalized and interconnected. As such, it is essential to have a workforce that reflects the diversity of the world’s population. This will enable organizations to better understand and serve the needs of their customers and clients.

Additionally, diversity and inclusion help to promote creativity and innovation within an organization. A diverse workforce is more likely to generate new ideas and perspectives that can lead to breakthroughs in products, services, and processes.

Finally, diversity and inclusion are essential for building a strong organizational culture. A workplace that is truly inclusive of all employees will be more engaged and productive and will be better able to attract and retain top talent.

Assignment Activity 4: Understand Effective And Sustainable People Management Activities In International Contexts.

It is important to understand effective and sustainable people management activities in international contexts.

Critically Discuss The Major Challenges Facing People Practice Managers In International Organisations.

There are a number of challenges that people practice managers face in international organizations.

First, there is the challenge of managing a workforce that is spread out across multiple countries and cultures. This can make it difficult to develop and implement policies and procedures that are applicable to all employees. Additionally, it can be challenging to effectively communicate with employees who are located in different time zones and speak different languages.

Another challenge that people practice managers face is the need to comply with a variety of different laws and regulations. Each country has its own unique legal framework, and international organizations must ensure that their practices are compliant with all applicable laws. This can be a complex and time-consuming process.

Finally, people practice managers must also deal with the constant threat of turnover. Because employees in international organizations often have a wide range of options, they may be more likely to leave for another opportunity. This can make it difficult to maintain a stable and productive workforce.

Influence Effective Communication Practice In International Organisations.

In order to influence effective communication practices in international organizations, it is important to promote open and honest communication among employees. Additionally, it is critical to provide employees with the tools and resources they need to effectively communicate with each other. Furthermore, people practice managers should encourage employees to share their ideas and perspectives on a regular basis. By promoting effective communication, people practice managers can help to create a more productive and engaged workforce.

Assess The Effective Management Of Performance In International Organisations.

There are a number of factors that must be considered when assessing the effective management of performance in international organizations.

First, it is important to set clear and achievable goals for employees. Additionally, it is essential to provide employees with regular feedback on their performance. This will help them to understand what they are doing well and where they need improvement. Furthermore, it is important to create a system of incentives and rewards that motivates employees to perform at their best. Finally, people practice managers must be prepared to deal with poor performance in a fair and consistent manner. By effectively managing performance, people practice managers can help to ensure that employees are productive and engaged.

Justify The Need For Flexible Working Initiatives In International Organisations.

There are a number of reasons why flexible working initiatives are important in international organizations.

First, they can help to accommodate the needs of employees who have family responsibilities. Additionally, they can allow employees to work from locations that are more convenient for them. Furthermore, flexible working arrangements can help to reduce stress and improve work-life balance. Finally, they can also make it easier for employees to take advantage of opportunities for professional development. By offering flexible working arrangements, international organizations can attract and retain a more diverse workforce.