Introduction
Changes in leadership have been caused by new business environment and globalization processes. Globalization changes the role of managers and leaders within an organization and demands greater flexibility of their authority and responsibilities. Leadership has gone but management becomes an essential part of any business entity. Effective managers should possess leadership skills and abilities in order to manage modern staff. In their turn, leaders require management skills in order to foreshadow possible changes and problems within organizations. Leaders and managers can introduce training and learning courses in order o ensure high professionalism of workers. This strategy will help managers to create positive culture and organizational environment. This method emphasizes their ability to make decisions and solve marketing problems in a way that enhances the objectives of the whole corporation. The manager is a specialist in managing markets and marketing resources; production, finance, and personnel executives are his corporate counterparts (Charan et al 2001).
Main body
During the 20th century, illegal; immigration has been the major social and economic problem of the state. Many illegal immigrants coming to American have poor language skills and need additional training. Illegal immigration has a negative impact on human capital as the majority of workers are low skills and uneducated citizens from poor countries. Illegal immigration becomes a real burden for education system which has to increase annual budgets and reduce expenditures per pupil. Labor relations are considered as the main key issue in the international labor relations, which is the degree to which managers have the ability to organize labor to put the limitations choices obtainable to an international business. Moreover, it is a firm’s capability to follow an international or global strategy. It can be considerably forced by the actions of labor unions. On the other hand, the most important concern of organized labor is that the multinational corporation can answer union bargaining power by the threats of moving the production to an additional country (Charan et al 2001).
The metaphor elephant can be successfully applied to transnational corporations that make a great contribution to globalization issues and development of the global industry structure. TNCs support information and goods exchange and promote new life styles and new values. TNCs are associated with concentration, use their greater power to lower wages, have better technology, and manipulate transfer prices to avoid taxes. Employees are fleas who do not know each other and do not care about well being of other people in the same organization. Their production has a higher-than-average imported content; in addition, its utilization of factors of production does not respond well to the host country’s profile because the technology is imported.
Conclusion
From my working experience, I understood that teams are one of the best and most effective solutions to solve problems and complete different projects. Working with a construction company, we have to deal with several projects simultaneously, so teamwork was one of the solutions to complete them on time and deliver high quality. Because self-managing members are working on permanent teams, the effort and expense involved in changing compensation structures is often justified. However, in more temporary teams, such as cross-functional or problem solving teams, other types of HR policy changes (for example, altering an evaluation system to include team behaviors) may be more appropriate to encourage positive behaviors (Robbins, 2000). Teams are a powerful design option for organizations that hope to meet the challenges of increased global competition, improve output quality, and address the social needs of the ever-changing global workforce. However, the success or failure of work teams in multinational organizations will depend largely on communication.
References
Charan, R., Drotter, S., Noel, J. (2001). The Leadership Pipeline How to Build The Leadership-Powered Company, Jossey Bass: San Francisco.
Robbins, S. (2000). Organizational Behavior. Pearson Higher.