MT 140 M4 Assignment Global Management Skills

• MT 140 M4 Assignment Global Management Skills. 

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Global Management Skills

My name is Faybia, and I am here today to discuss some of the pressing concerns of my company, Sun-oriented Pattern. SolarTrend designs private and modern sunlight-powered chargers worldwide. Despite its brief existence, SolarTrend has struggled with insensitivity to culture and collaboration, which has resulted in client despondency and corporate misfortunes.

The new difficulty of the company’s circle in working in Africa, inferable from openness hardships and white male staff, shows further difficulties that harm its aggregate competitiveness. I am here to introduce the linkage between diversity and competitiveness, the results of SolarTrend’s participation, and one intensive implementation strategy for further developing diversity and collaboration.

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Diverse and Competitive

• Benefits of Workplace Diversity

Work environment diversity incorporates variety, orientation, nationality, culture, and different factors. The present global economy progressively depends on it for competitiveness. Various perspectives and thoughts can help imagination and critical thinking in diverse groups. When diverse employees work together, they can produce novel thoughts and better methods (Hyseni et al., 2023).

Adjusting to different market prerequisites and staying ahead in a competitive area require different thoughts.
Google and Microsoft show that diverse groups help performance. Microsoft’s attention to diversity has assisted it with interfacing with overall clients, while Google’s fluctuating staff has prompted inventive items and arrangements (Jabr, 2021). These organizations show how a diverse staff might help competitiveness by becoming industry pioneers.

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Competitiveness Implications

Lost Business Opportunities

According to the discussion by Ramadania et al. (2023) in MT 140 M4 Assignment: Global Management Skills, the inability to be culturally sensitive has become a very costly business matter. At SolarTrend, accessibility challenges have depicted poor regional and cultural understanding that restricted its operations in Africa.

Lack of involvement with the community implies a lack of information about the possibility of expanding the business into new markets where solar energy solutions are in demand. Accordingly, SolarTrend is likely to lose its competitive advantage within the world market if the company feels and satisfies local needs and expectations due to the lack of cultural diversity within the team.

Nascent Industries: Cannot Meet Market Needs

Another effect would be the company’s inability to respond to the global market demands. A homogenized workforce may need more cultural and territorial diversity to adapt products and services to your needs or market requirements (Maximiliano Vila-Seoane, 2023). SolarTrend may meet the prerequisites of the market or be in a better position to offer friendly provisions for clients from all over the world with a diversified workforce (Bateman et al., 2022).

Reputation Damage

Lastly, cultural diversity and corporate insensitivity may hurt the company’s brand: Poor reviews about SolarTrend’s commitment to these issues may damage its reputation, and customers and partners may be shunned. Ignoring corporate social responsibility and diversity creates potential brand impairment and loss of revenue risk: Jabr, 2021.

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Collaboration Implications

Collaboration on comparative advantage points facilitates the firm’s development in terms of competitiveness. Collaboration helps promote project success, innovation, and employee involvement. Effective employee collaboration will convey knowledge and resources to streamline processes and further improve plans and strategies (Rožman et al., 2023).

• Collaboration’s Global Business Impact

IBM’s collaborative culture helped the company develop and innovate. Meanwhile, Siemens’s attention to participation and cross-useful collaboration helped it succeed globally in different ways. In this context, models developed by Cátia Rosário et al. 2024 show how developing collaboration might support a company in competing globally.

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Implications of Collaboration

Better Project Results

The MT 140 M4 Assignment: Global Management Skills states that effective collaboration assimilates diverse viewpoints and competencies to enhance project performance (Maqbool & Jowett, 2022). SolarTrend can better complete projects on time and ensure customer satisfaction through a diversified workforce.

Increased Employee Engagement

It additionally prompts increased engagement at work as individuals are forced to cooperate. Employees who have opportunities to work in groups and feel appreciated are more fulfilled and focused on the organization. Increased engagement prompts increased employee maintenance and efficiency, which is excellent for the company (Iqbal et al., 2024).

Competitive Edge

Cooperative organizations use organizational skills and information to gain a competitive advantage (Iqbal et al., 2024). Cooperative energy might help SolarTrend develop new items and administrations distinguishing the firm from its rivals. SolarTrend might stay competitive and satisfy market assumptions exclusively by utilizing the employees’ actual capacity.

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Diversity Workforce Development Steps

SolarTrend could put forth many attempts to address diversity and collaboration:

1. Set Diversity Objectives and Policies: First, set diversity objectives, and then, at that point, remember the objectives of the intelligent plan of the company. This calls for quantifiable diversity objectives and organizational diversity management (Mion et al., 2023).
2. Use Unbiased Recruitment: Solar Trend’s lack of diversity is a significant issue, so it should change its recruitment procedures. This includes recruitment managed without segregation through organised interviews, panels, and drives (Lavanchy et al., 2023).
3. Train for Diversity: Employees should be given annually culturally suitable training on cultural capability (Kersten et al., 2022). Such exercises can expand individuals’ tolerance towards agents of different cultures.

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4. Create an Inclusive Culture: Leveraging diversity means considering and making every worker present within an organization important (Kersten et al., 2022). SolarTrend should enable transparency, input, fighting bias, and avoidants.
5. Monitor and Assess Diversity Initiatives: SolarTrend should monitor and change its diversity initiatives. “Monitoring diversity program success and effectiveness is crucial for the growth towards attaining the organizational goals set for diversity” (Kersten et al., 2022).

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Implementation Plan for SolarTrend

• Strategies for Enhancing Diversity

1. Audit Diversity: SolarTrend should begin with a diversity review to analyze the organization’s employees and potential deficiencies. This review will show holes which will empower a particular diversity plan (Ramadania et al., 2023).
2. Create an Inclusive Diversity Strategy: The review’s result could help SolarTron foster the best strategy to resolve the issue of diversity and consideration and simultaneously align with the company’s business objectives. In this methodology, diversity efforts ought to have courses of events, objectives, and responsibilities (Jabr, 2021).
3. Change Recruitment Methods: The organization should likewise provide better approaches for enlisting employees to expand their diversity. This involves improving the set of working responsibilities, widening the wellsprings of recruitment, and killing the secret predisposition in employee determination (Jabr, 2021).
4. Train for Cultural Sensitivity: SolarTrend ought to provide cultural sensitivity training to guarantee that the staff understands diversity and how to connect with cultural contrasts. Staff programs must incorporate supported instruction and emphasis (Kersten et al., 2022).
5. Partner with Local Communities: These local associations and meetings must partner to facilitate SolarTrend’s entry into these regions during disasters and calamities, which is pretty tough (Kersten et al., 2022). These relationships assist an organization in comprehending the local situation, implementing its programs, and, in any case, becoming global.

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Conclusion

SolarTrend should address diversity and collaboration to compete globally. By following these ideas, the organization might support market share, client joy, and long-term accomplishment. Diversity and cooperative initiatives will address issues and make SolarTrend a sun-powered energy pioneer.

References

Bateman, T. S., Konopaske, R., & Snell, S. (2022). M: Management (7th ed.). McGraw Hill LLC, 2021.

Cátia Rosário, Varum, C., & Botelho, A. (2024). The role of public incentives in promoting innovation: An analysis of recurrently supported companies. Economies, 12(6), 148–148.

https://doi.org/10.3390/economies12060148

Hyseni, F., Kruse, D., Schur, L., & Blanck, P. (2023). Disability, workplace inclusion, and organizational citizenship behaviour: An exploratory study of the legal profession. Journal of Participation and Employee Ownership, 6(1), 31–50.

https://doi.org/10.1108/jpeo-10-2022-0017

Iqbal, S., Bureš, V., Zanker, M., Abdullah, M., & Tootell, B. (2024). A system dynamics perspective on workplace spirituality and employee behaviour. Administrative Sciences, 14(1), 7.

https://doi.org/10.3390/admsci14010007

Jabr, F. (2021). John A. long – publications list. Publicationslist.org, 14(6).

http://publicationslist.org/jlong

Kersten, A., van Woerkom, M., Geuskens, G. A., & Blonk, R. W. B. (2022). Organizational policies and practices for including vulnerable workers: A scoping review of the employer’s perspective. Journal of Occupational Rehabilitation, 33(2).

https://doi.org/10.1007/s10926-022-10067-2

Lavanchy, M., Reichert, P., Narayanan, J., & Savani, K. (2023). Applicants’ fairness perceptions of algorithm-driven hiring procedures. Journal of Business Ethics, 188.

https://doi.org/10.1007/s10551-022-05320-w

Maqbool, R., & Jowett, E. (2022). Conserving a sustainable urban environment through energy security and project management practices. Environmental Science and Pollution Research.

https://doi.org/10.1007/s11356-022-21721-w

Maximiliano Vila-Seoane. (2023). Framing China: The belt and road initiative in Argentine national media outlets. Comunicacion Y Sociedad, 36(4), 155–174.

https://doi.org/10.15581/003.36.4.155-174

Mion, G., Vigolo, V., Bonfanti, A., & Tessari, R. (2023). The virtuousness of ethical networks: How to foster virtuous practices in nonprofit organizations. Journal of Business Ethics.

https://doi.org/10.1007/s10551-023-05326-y

Ramadania, R., Suh, J., Rosyadi, R., Purmono, B. B., & Rahmawati, R. (2023). Consumer ethnocentrism, cultural sensitivity, brand credibility on purchase intentions of domestic cosmetics. Cogent Business & Management, 10(2).

https://doi.org/10.1080/23311975.2023.2229551

Rožman, M., Tominc, P., & Milfelner, B. (2023). Maximizing employee engagement through artificial intelligent organizational culture in the context of leadership and training of employees: Testing linear and non-linear relationships. Cogent Business & Management, 10(2).

https://doi.org/10.1080/23311975.2023.2248732