The process of globalization has contributed to the development of multinational corporations conducting the majority of their operations outside their headquarters. In order to preserve high levels of productivity and to avoid considerable costs, the on-boarding approach is highly appraised by managers administering and controlling global organizations. Interestingly, most companies are ready to sacrifice their time and costs to engage fresh insights from the incoming employees since this approach guarantees better company’s performance and productivity. The global tendency to provide regular employee engagement has been researched by Bill Trahant (2009). In his research, the author has concluded that “strong employee engagement correlates to strong organizational performance” (Trahant, 2009, p. 54). With regard to political and governmental policies in the United States, the new on-boarding program encouraged by incumbent president Barack Obama is crucial for the development and improvement of the country, which is especially important in the era of globalization (Trahant, 2009, p. 54).
Aside from beneficial outcomes provided by ongoing employment, a comprehensive on-boarding program starts with recruitment before entering into organization (Plunket, 2010, p. 176). As this process involves complicated steps, it is vital for company’s managers to work out the plan allowing new employees to adapt to new conditions. Each manager is aware of the fact that active engagement of the new labor force is fundamental to organizational success. In this respect, Trahant (2008) has also managed to define six attributes contributing to the top performance of organizations, and one of which considers on-boarding activities. The research states that employment level increase and employees’ engagement in business activities will encourage the workers to provide viable solutions to the problems.
A company that strives for success and high productivity should not rely on a single-source investment, specifically because of the process of globalization. It is wrong to think that leadership strategies at the local level can be applied at the international level, as there are numerous nuances and implications that should be tackled differently (Weir, 2010, p. 203). In particular, the first thing that should be tackled is the cultural and social aspect of conducting business within an international corporation. Further, each global organization should be ready to adjust to any changes occurring in the world. Mark Cook (2009) believes that one of the main principles of successful global leadership should be the orientation on future and ability to predict the forthcoming trends in human management. According to the researcher, global leaders should “…see trends more quickly…, find sources of real-time intelligence” (Cook, 2009, p.27). It means that the more actively leaders are participating in the development of their organization, the more chances they have for promoting their welfare and sustainability.
Global thinking for managing an organization is also necessary since it encourages technologically innovative strategies for leadership to establish a highly competitive atmosphere within an international organization (Brown, 2010, p. 4). The alternative policies are also in demand among the leaders of international corporations since they support productivity and top performance of the organization. It is worth saying that such strategies have promoted considerably British industrial integration to the global market. The country has become the model of the global economy where leadership strategies play one of the main roles. More importantly, British companies owe to those policies as they helped them to recover from the global crisis.
Reference List
- Brown, G. (2010). Global thinking needed to avert a ‘lost decade’. USA Today. p. 4
- Cook, M. (2009). Leadership in volatile times is paramount. For Worth Business Press. 24(22), p. 27.
- Weir, T. Developing Leadership in Global Organization. In K. Lundby, J. Jolton, and A. Kraut (Eds.), Going Global: Practical Applications and Recommendations for HR and OD Professional in the Global Workplace. US: John Wiley and Sons.