The document discusses the importance of developing a global mindset. It defines a mindset as how individuals and organizations make sense of the world, and notes they are usually selective and biased based on experiences. A global mindset is important for companies that want a global presence to recognize opportunities. Characteristics of a global mindset include being open to different cultures and values. Developing a global mindset involves diversifying employee backgrounds and international experience. Companies like IKEA, Home Decor Inc. and Coca-Cola are provided as examples of developing a global mindset.
Cross Cultural Training PowerPoint PresentationAndrew Schwartz
(ReadySetPresent Cross-Cultural Training PowerPoint Content)
155 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, 22 slides on Religious belief systems & Practices, 7 slides on Non-verbal languages across cultures, 19 slides on noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, 9 slides of tips and techniques on intercultural adjustments for expatriates, 15 slides on Intercultural Dialogue tips and techniques, 5 slides on negotiation across cultures, 8 slides on conflict resolution across cultures, how to’s and more.
Cultural consequences of IHRM on company’s values, behavior, institutions, or...Masum Hussain
The objective of the study is to investigate and analyze the influence of culture on human resource management practices. The research is expected to answer the importance question: Are HRM practices influenced by national culture or not? It is generally accepted that the practices of management is considered to be universal until Hofstede (1980:42) published the seminal work: Culture’s Consequences: International Differences in Work Related Value in 1980. Hofstede’s work is the most popular in cross culture management studies so that his framework in national culture will be used in this research. Structural equation model (SEM) with Two Step Model Building Approach is used to test structural theory. It is used to test the hypotheses model statistically to determine the extent to which the proposed model is consistent with the sample data. SEM incorporates both confirmatory factor analysis and multiple regressions to estimate a series of interdependent relationship simultaneously. The results of descriptive analysis indicate that the national culture dimensions tend high for collectivism, power distance, masculinity and uncertainty avoidance, quite different from Hofstede (1980) findings that Indonesia has high collectivism, high power distance, and moderate in masculinity and low in uncertainty avoidance. While in Second Order Confirmatory Factor Analysis, collectivism, power distance and uncertainty avoidance are confirmed as a dimension of national culture but masculinity are not.
In structural testing, it indicates that two hypotheses i.e. the influence of national culture on career development and compensation are supported but the influence of national culture on staffing and participative management are not supported. Organizational culture also shows influence on staffing and participative management. One of human resource management practices i.e. career development influence on organizational performance but others such as staffing, participative management, and compensation does not. This study shows that national culture and organizational culture influence on some of human resource management practices. Therefore, this research supports the divergence theory that human resource management practices are culture-bound.
Cross Cultural Training PowerPoint PresentationAndrew Schwartz
(ReadySetPresent Cross-Cultural Training PowerPoint Content)
155 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, 22 slides on Religious belief systems & Practices, 7 slides on Non-verbal languages across cultures, 19 slides on noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, 9 slides of tips and techniques on intercultural adjustments for expatriates, 15 slides on Intercultural Dialogue tips and techniques, 5 slides on negotiation across cultures, 8 slides on conflict resolution across cultures, how to’s and more.
Cultural consequences of IHRM on company’s values, behavior, institutions, or...Masum Hussain
The objective of the study is to investigate and analyze the influence of culture on human resource management practices. The research is expected to answer the importance question: Are HRM practices influenced by national culture or not? It is generally accepted that the practices of management is considered to be universal until Hofstede (1980:42) published the seminal work: Culture’s Consequences: International Differences in Work Related Value in 1980. Hofstede’s work is the most popular in cross culture management studies so that his framework in national culture will be used in this research. Structural equation model (SEM) with Two Step Model Building Approach is used to test structural theory. It is used to test the hypotheses model statistically to determine the extent to which the proposed model is consistent with the sample data. SEM incorporates both confirmatory factor analysis and multiple regressions to estimate a series of interdependent relationship simultaneously. The results of descriptive analysis indicate that the national culture dimensions tend high for collectivism, power distance, masculinity and uncertainty avoidance, quite different from Hofstede (1980) findings that Indonesia has high collectivism, high power distance, and moderate in masculinity and low in uncertainty avoidance. While in Second Order Confirmatory Factor Analysis, collectivism, power distance and uncertainty avoidance are confirmed as a dimension of national culture but masculinity are not.
In structural testing, it indicates that two hypotheses i.e. the influence of national culture on career development and compensation are supported but the influence of national culture on staffing and participative management are not supported. Organizational culture also shows influence on staffing and participative management. One of human resource management practices i.e. career development influence on organizational performance but others such as staffing, participative management, and compensation does not. This study shows that national culture and organizational culture influence on some of human resource management practices. Therefore, this research supports the divergence theory that human resource management practices are culture-bound.
Tips on Negotiating better in Cross-Cultural RelationshipsThomas Tanel
Nowadays, organizations of all sizes search for suppliers on a global level. International competition, foreign suppliers, and global sourcing may become a danger, but they may also create huge opportunities to develop your business. The increasingly global business environment requires purchasers to approach the negotiation process from the global business person’s point of view.
When you understand the personal, national, or organizational culture of your negotiation counterpart, then you can seek to align with them and hence gain greater influence. In this presentation, we attempt to bring these patterns of awareness to your attention:
Cross Cultural Communications and Negotiations
Hall’s Context, Chronomics, and Proxemics
Hofstede’s Five Key Elements of Culture
Paralanguage and Tips on Negotiation Better
So what?...you say. Given that cultural differences exist, the issue becomes how do they influence negotiations. Even though language molds thinking, other cultural classifications have a pervasive effect on how the world is perceived, how the self is experienced, and how life is organized.
Learning to communicate and negotiate business across cultural boundaries is paramount as today’s workplace rapidly changes because:
The business environment expands to include various geographic locations and span numerous cultures and,
The United States becomes more multi-culturally and ethnically diverse.
International dimensions of organizational structuresWendy Kalman
Presentation to Communications in Multinational Corporations class (Kennesaw State University Master of Integrated Global Communications program) on the kinds of organizational structures that international companies adopt, based on a chapter from International Management: A Cultural Approach by Carl Rodriguez.
See LinkedIn article at https://www.linkedin.com/pulse/organizational-structure-its-impact-wendy-kalman/
Managing Multinationals and Cultural Diversity (Trompenaars' model of 'Nation...Upama Rai
The slides describe the challenges of cultural diversity faced by the multinationals and their subsidiaries on the basis of Trompenaars' model of 'National Culture Differences' and the ways of efficiently managing such challenges through glocalization, cultural synergy and corporate culture.
Cross cultural management involves managing work teams in ways that considers the differences in cultures, practices and preferences of consumers in a global or international business context. Many businesses have to learn to modify or adapt their approaches in order to compete on a level in fields no longer bound by physical geography with online interactions more common in business and other situations.
Tips on Negotiating better in Cross-Cultural RelationshipsThomas Tanel
Nowadays, organizations of all sizes search for suppliers on a global level. International competition, foreign suppliers, and global sourcing may become a danger, but they may also create huge opportunities to develop your business. The increasingly global business environment requires purchasers to approach the negotiation process from the global business person’s point of view.
When you understand the personal, national, or organizational culture of your negotiation counterpart, then you can seek to align with them and hence gain greater influence. In this presentation, we attempt to bring these patterns of awareness to your attention:
Cross Cultural Communications and Negotiations
Hall’s Context, Chronomics, and Proxemics
Hofstede’s Five Key Elements of Culture
Paralanguage and Tips on Negotiation Better
So what?...you say. Given that cultural differences exist, the issue becomes how do they influence negotiations. Even though language molds thinking, other cultural classifications have a pervasive effect on how the world is perceived, how the self is experienced, and how life is organized.
Learning to communicate and negotiate business across cultural boundaries is paramount as today’s workplace rapidly changes because:
The business environment expands to include various geographic locations and span numerous cultures and,
The United States becomes more multi-culturally and ethnically diverse.
International dimensions of organizational structuresWendy Kalman
Presentation to Communications in Multinational Corporations class (Kennesaw State University Master of Integrated Global Communications program) on the kinds of organizational structures that international companies adopt, based on a chapter from International Management: A Cultural Approach by Carl Rodriguez.
See LinkedIn article at https://www.linkedin.com/pulse/organizational-structure-its-impact-wendy-kalman/
Managing Multinationals and Cultural Diversity (Trompenaars' model of 'Nation...Upama Rai
The slides describe the challenges of cultural diversity faced by the multinationals and their subsidiaries on the basis of Trompenaars' model of 'National Culture Differences' and the ways of efficiently managing such challenges through glocalization, cultural synergy and corporate culture.
Cross cultural management involves managing work teams in ways that considers the differences in cultures, practices and preferences of consumers in a global or international business context. Many businesses have to learn to modify or adapt their approaches in order to compete on a level in fields no longer bound by physical geography with online interactions more common in business and other situations.
We know much about globalizing corporations via technology and the like; we know much less about globalizing people. What globalization means for executives as individuals---how their roles change with globalization; what individual personality traits, skills, and experiences will matter most; and how easy, or difficult, it is for them to adjust. Indeed, corporations are raising concerns about their management teams. Based on an extensive research project including data from over 14,000 managers from companies around the world, this session will describe essential global leadership attributes called Global Mindset. They are attributes that move beyond cross-cultural intelligence to the ability to operate effectively in different institutional, legal, and social contexts. You will leave this session with a clear understanding of what Global Mindset is, how to measure it, and, most importantly, how to nurture it in your organization in ways that leverage performance and effectiveness.
Dr. Rick Goodman shares useful tips on developing and using negotiation skills in work and everyday life. For more information visit www.rickgoodman.com and www.advantagecontinuingeducationseminars.com
This leadership ppt is based on a research project involving 200 specially selected high-potential leaders from 120 co's around the world. Reference- "What Got You Here Won't Get You There " by Marshall Goldsmith
50 Connected Devices - How Mobile and the Internet of Things Will Affect YouApteligent
What happens when everything we touch is connected to the Internet? Welcome to the Internet of Things (IoT). At Crittercism, we live and breathe mobile. Browse this presentation to learn about the connected devices all around you – in your pocket, on your kitchen counter, in your backyard.
Want to learn more about how Crittercism can help your connected devices and IoT strategy? Visit http://bit.ly/OptimizeIoT today
An investigation into emerging markets in South America for the retail furniture giant IKEA. This presentation considers key concepts in International Business, including market entry strategies, cultural considerations and transnational strategy. Please visit http://www.kuszczakowski.com
Career Opportunities in Hospitality IndustryEunice Parcz
Hospitality is an industry composed of wide-range businesses that cater guests away from their homes.
Hi. You can reach me through my:
GMAIL: euniceparco @gmail.com
FB: Eunice Parcz
Neuro Marketing: Neuroscience and consumer behaviourLogesh Kumar
This slide is prepared on the basis of classes attended by Logesh Kumar an alumni of IIM Ahmedabad. With a great deal to let others also know the recent trends in neuroscience. The viewers and downloaders may use the video links to watch it. Hope you will enjoy the meaningful slides all together.
Global Strategy andOrganizationGlobal Strategy andOrgani.docxwhittemorelucilla
Global Strategy and
Organization
Global Strategy and
Organization
c h a p t e r
Learning Objectives
In this chapter, you will
learn about:
> IKEA’s Global Strategy
Furniture retailer IKEA is a Swedish company that has transformed itself into a
global organization over the past three decades. Ingvar Kamprad founded the firm
in Sweden in 1943 when he was 17 years old. IKEA originally sold pens, picture
frames, jewelry, and nylon stockings—any product that Kamprad could sell at a low
price. In 1950, IKEA began selling furniture and housewares. In the 1970s, the
company began expanding into Europe and North America. IKEA’s philosophy is to
offer quality, well-designed furnishings at low prices. The company designs “knock-
down” furniture that the customer purchases and then assembles at home. Designs
implement functional, utilitarian, and space-saving features, with a distinctive Scan-
dinavian style.
IKEA Group sales for the fiscal year 2006 totaled 17.3 billion euros, mak-
ing IKEA the largest furniture retailer in the world. Its stores, usually located in
major cities, are mammoth, warehouse-style outlets, with each stocking approxi-
mately 9,500 items, including everything for the home—from sofas to plants to
kitchen utensils.
IKEA is now owned by a Dutch-registered foundation controlled by the Kam-
prad family. Its corporate offices are in the Netherlands, Sweden, and Belgium.
11
312
1. The role of strategy in
international business
2. The integration-responsiveness
framework
3. Distinct strategies emerging
from the integration-
responsiveness framework
4. Organizational structure
5. Alternative organizational
arrangements for international
operations
6. Building the global firm
7. Putting organizational change in
motion
CAVUMC11_312-343hr 10/15/07 11:26 AM Page 312
Product development, purchasing, and warehousing are concentrated in Sweden.
Headquarters designs and develops IKEA’s global product line and branding, often
in close collaboration with external suppliers. Approximately 30 percent of the mer-
chandise is made in Asia, and two-thirds in Europe. A few items are sourced in
North America to address the specific needs of that market, but 90 percent of IKEA’s
product line is identical worldwide. Managers at IKEA stores feed market research
back to headquarters in Sweden on sales and customer preferences.
IKEA targets people all over the world, with a focus on families with limited
income and limited living space. This global segment is characterized by liberal-
minded, well-educated, white-collar people—including college students—who care
little about status and view foreign products positively. Targeting a global customer
segment allows IKEA to offer standardized products at uniform prices, a strategy
that minimizes the costs of international operations. IKEA seeks scale economies by
consolidating worldwide design, purchasing, and manufacturing. It distinguishes
itself from conventional furniture makers that s ...
ROI Online is a new-age internet marketing company that revolves around a core set of values and beliefs. Our culture code is implemented internally within our organization as well as through our customers.
Procter & Gamble open innovation approach Ideon Open
Presented at the Hands On Open Innovation workshops, this presentation explains why such giant as P&G engages in open innovation. P&G shares its approach to open innovation called Connect & Develop and reveals lessons the company has learned from applying open innovation practices.
More info about the event at http://www.ideonopen.com/events
RETAIL INTERNATIONALIZATION -Trends, Failure & Success Drives and Future OutlookEbeltoftGroup
Ebeltoft Group´s “2013 Retail Internationalization” whitepaper elaborates on the exclusive global insight on what international growth methodology can best enhance success when expanding in tomorrow´s global retail market and pinpoints the Key Drivers for Success when expanding abroad.
Similar to The Importance Of A Global Mindset (20)
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
11. A firm that wants global presence must develop a global mindset if it is to recognize and capitalize on opportunities for expanding its market Global Mindset
12. A firm mindset shapes perception in virtually every area: How nature & opportunity space is ? Who the customer is ? How consumer needs arechanging ? Who the firm really competes with ? What technologies are central to the industry ? ..... Firm Mindset
13. It is useful to examine its opposite: Ethnocentric mindset Global Mindset
14. IKEA IKEA offers a wide range of well-designed, functional home furnishing products at prices so low that as many people as possible can afford them. This is the idea at the heart of everything IKEA does, from product development and purchases to how they sell their products in IKEA stores globally.
15. Global furniture retailer unntil the late 1980’s When company entered in U.S market was very disapointing performance Saw the world through a Swedish filter Was a quick learner and get from ethnocentric mindset to global mindset IKEA
16. Rest on a foundation of openess Operates on the premise that cultures can be different wthout being better or worse than one another Such an organization dedicates itself to becomin well informe about different value systems, different norm of behavior, and different norms of behaviour, and different assumption regarding reality It accepts diversity and heterogenity as natural and as sources of opportunityand strength rather than as necessary evils. Global Mindset OperatingOrganization
17.
18. U.S base household accessories company Fastet Growing Manufacture in 7 years CEO- Immigrant from China ...Combining Chinese cost with Japanise quality. Europian design and American Marketing. Home Decor Inc.
19. Exceptionally open mind Respect how different countries do things Have an imagination to appriciate why they do them that way ......But they are also incisive; they push the limits of the culture. Global managers
20. a leader in discovering new worldmarket opputunities İs theemployeepooldiverse? national identity or does it have a universal İdentity? Compeateworldwide? İs it nationality selective? Does the organization have a global mindset ?
21.
22. Cocacolacompanyexample ivolvedin investing in China, Mexico, İndia and Brazil which are high growth markets . employees come from over the world. Over 86% of employeesforeign. identity is now global . Cocacolacompeatesworldwıde 80 % of the operating income comes from international operations. Mutharkent is Turkish and has risen through the ranks to become CEO of Coca Cola. Coca cola-Does this company have a global mindset?
23. Career Ladders should reward international experience Chief executives background to be international and diverse Diversifymeetinglocations. Diversifyemployeepool. Memebrsof board of directors to have international experience and linguistic skills other than their own. How to foster a global mindset
24. Change in the economic landscape of the world or Globalization. Medium to large sized companies can benefit most by having a global mindset. New oppurtunities not just in home markets but abroad. Abillty to seek out and capitalize on these oppurtunıtıes Global mındset one of the maın components in the intelligence required to capitalize on the oppurtunities. Contribution of a global mindset
