Summary: Key Points to Be Addressed
The report will address the primary outcomes of the research on the subject of HR management in the context of the global economy. The study will provide an overview of the correlations between the issues such as diversity, multiculturalism, negotiation, and staff loyalty rates. Based on the research outcomes, it can be suggested that the principles of multiculturalism should be promoted with the help of incentives and appraisals as well as transformative leadership.
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Introduction: Public Relations Management in the 21st Century
Operating in the realm of the global economy is an extremely challenging task, primarily due to the necessity to appeal to a much wider range of societal tiers and create the brand image that has an impressive staying power. Public relations in the context of the 21st century serve not merely as the basis for attracting more clients – it serves as the foundation for creating a powerful competitive advantage. A study on the subject matter reveals that the design of an appropriate PR approach requires a combination of an efficient information management tool, an adequate leadership approach, the integration of sustainability principles, and the incorporation of a decent measurement tool.
Topic and Its Significance
Public relations have become especially significant in the information technology era when visibility has become a part and parcel of a firm’s functioning. It is essential to find out how contemporary companies can appeal to a wider range of population, and how firms can create the brand image that becomes a household name. moreover, it is essential to understand what changes organizations must undergo in order to transfer from the environment of the local markets to the context of the global economy (Bowen Organizational Factors Contributing to Excellent Public Relations” 47).
General Research Question: How Can We Conduct Excellent PR?
The research sought the answer to the following question: what is the best HR management approach in the environment of the 21st century and its global economy, and how can the staff’s performance be improved?
Aim of the Study: Locating the Ultimate PR Strategy
In order to create the global environment that will be safe enough for businesses to evolve in., one will have to consider providing a solid foundation for increasing customer loyalty rates. The latter can be attained by developing the brand product that will appeal to the target audience, as well as communicate with the latter consistently, providing fast feedback and addressing the emergent issues in a timely and efficient manner. The above goals can be achieved by incorporating a positive HR strategy into the firm’s framework.
Reasons for Writing the Report
The necessity to outline the most efficient HR strategy in the contemporary business environment is the key reason for writing this article. While the previous study touching upon the subject matter is profound and all-embracive, it lacked a concise definition of the HR management strategy that would help any global organization become successful in the realm of increased competitiveness.
Structure of the Document
The paper will open with an introduction that will identify the purpose, the background, and the problem of the study. The introduction will be followed by a literature review. The latter, in its turn, will precede the methodology section. Then, a brief list of results with their further detailed analysis will be provided. Finally, the study will end with a short summary and recommendations for the further research.
Methodology: Choosing the Tool for Carrying out the Study
Research Design: A Mixed Type
Seeing that the research requires primarily the analysis of qualitative data, it will be reasonable to choose a qualitative analysis as the foundation for the study. However, it will also be necessary to quantify the information to evaluate the success of the strategies used. Therefore, a mixed type is recommended.
Data Collection Tools: Semi-structured Interviews and a Survey
Seeing that the paper was aimed primarily at answering the question concerning the optimum PR management strategy in the context of the global economy, it will be reasonable to suggest collecting the data from the organizations operating in the global economy environment. First, it will be necessary to interview the managers of the global companies to figure out what approaches are currently adopted in the specified context. In addition, the reasons behind the choice of the strategies utilized by PR managers will have to be identified.
Apart from the audience and the tool described above, one also had to consider the options of the public as the target audience and another primary source of the information required to carry out the study. Therefore, it was necessary to create a survey that can be distributed electronically or made accessible on the corresponding site to all members of the companies involved. The answers to the interviews provided a plethora of information for the further quantitative analysis.
Data Analysis Tools: Coding and ANOVA
To carry out a qualitative study, one will have to consider coding as the primary technique, since the specified approach allows for a detailed overview of the existing factors. The ANOVA tests application, in its turn, will create prerequisites for a detailed quantitative analysis. The coding process, in its turn, allowed identifying the key concepts that are typically associated with the subject area. As a result, the effects of the current HR approaches adopted in organizations became evident.
Results and Discussion: What Has Been Discovered
According to the outcomes of the study, the necessity to sustain multiculturalism in diverse organizations and promoting it in the companies that lack multicultural representation is the primary step toward attaining high employee satisfaction rates in the modern business environment (Bowen “The Public Relations Process – Race” 88). As the outcomes of the study have shown, it is quite remarkable that the significance of conflict-solving as a crucial step in defining the environment of the organization and the relationships among the key participants was marked as one of the foundational ideas.
The ANOVA test has also shown that there is a considerable alignment between the variables such as multiculturalism, diversity, successful cross-cultural communication, problem-solving, etc., and the HR management tool based on a performance appraisal system. Therefore, it would be sensible to assume that the application of numerous incentives and rewards along with supportive and training programs is bound to return rather positive results, as far as the further evolution of the staff members and the increase in their loyalty rates are concerned (Javidan and Bowen 147).
The study has indicated that there is a rather high p-value (0.7) in the test that allowed studying the correlation between the promotion of multiculturalism and the possibility of a cross-cultural conflict. In other words, the probability of a cross-cultural misunderstanding emerging in the designated environment is comparatively low. Similarly, the correlation between the promotion of multiculturalism and the subsequent increase in staff loyalty rates is very high (0.71), which indicates quite clearly that the further advocacy of multiculturalism principles in the context of the global economy is crucial for an organization willing to improve its HRM approach (Bowen “Public Relations as a Management Function” 28).
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The research, therefore, has shown that the communication tools and the information management approach are the crucial devices that define the further progress of a firm operating in the environment of the global market. Instead, entrepreneurship leaders must focus on the use of the tools that help invest in the evolution of the employees in both professional and personal life domains.
Obstacles to Designing and Implementing a Successful PR Strategy
Needless to say, some of the workers are likely to be against the advocacy of new principles of organizational behavior, new ethical standards, and the new performance measurement tools. Thus, it is crucial to alter the above leadership strategy from laissez-faire to the transformative one. The reasons for the choice are rooted in the fact that the transformative leadership strategy helps alter the behavioral patterns of the staff members as opposed to persuading them to follow a specific set of rules. As a result, the company members act in the best interests of the firm, therefore, developing corporate social responsibility (CSR).
Factors Contributing to the PR Strategy Promotion
The factors such as staff’s motivation increased the competitiveness of the target market, and the choice of a transformative leadership style will spur the PR strategy implementation.
Tools for Designing the Optimum Approach: the HR Method that Works
In the contemporary environment of the 21st century, a combination of sustainable approach and the emphasis on multiculturalism promotion needs to be considered as the basic direction.
Conclusion: Addressing the Problem of Information Management
The necessity to incorporate the correct HR approach into the design of the PR management is obvious. As long as the staff members are organized and assigned with corresponding roles and responsibilities, a significant improvement is expected. Moreover, the choice of the strategy that will be used to invest in the staff members and their professional growth will define the future of global organizations.
Bowen, Shannon A.”Organizational Factors Contributing to Excellent Public Relations.” An Overview of the Public Relations Function. New York, NY: Business Expert Press, 2015. 39-45. Print.
—. “Public Relations as a Management Function.” An Overview of the Public Relations Function. New York, NY: Business Expert Press, 2015. 25-35. Print.
—. “The Public Relations Process – Race.” An Overview of the Public Relations Function. New York, NY: Business Expert Press, 2015. 87-102. Print.
Javidan, Mansour, and David Bowen. “The ‘Global Mindset’ of Managers: What It Is, Why It Matters, and How to Develop It.” Organizational Dynamics 42.2 (2013): 145-155. Print.