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The rapid growth of globalization has created a boundary less organization

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ABSTRACT The rapid growth of globalization has created a boundary less organization. To manage such an organization, there is a need for a global manager, one who manages across distances, countries and cultures. Considered by some authors to be a myth, wider research, readings and understanding suggest its existence. There are certain criteria which define a global manager, which are truly essential to successful manage in the international context. These managers are invaluable to the organization as they provide the competitive edge. However, there has been shortage of such global managers due to the recruitment of such managers only from the home country of the organization. This is created a limited pool of next generation managers. With the changing trend, organizations have been emphasizing on the recruitment of managers from home country and third nation country. Women, too, are being considered. The major challenge facing global organizations is attract and retain such global managers. In view of some authors, such as, Christopher A Barlett and Sumantra Ghoshal1, "there is no such thing as a 'universal' global manager, rather there are 3 groups of specialists: business managers, country managers, and functional managers and there are top executives at corporate headquarters, who manage the complex interactions between the 3." According to Yehuda Baruch2, there is "no such thing as a global manager", because "the examination of a wide possible characteristics indicates that there seems to be no distinct set of individual qualities that constitute such a manager." With globalization becoming a basic economic reality, national boundaries have become insignificant. ...read more.


The main reason for limited supply, apart from following the ethnocentric approach, has been the decline in international mobility, which can be attributed to various factors including growing unwillingness to disrupt the education of children and career of spouses; the growing importance of 'quality of life' considerations, and, finally, recent circumstances of international terrorism, such as the attacks on America (September 11), war in Iraq and greater political unrest around the world. Managers of international grade are become less mobile due to family concerns. High caliber managers are becoming less attracted to international offers due to concerns about dual careers and disruption to children's education. While international experience enhances the manager's career prospects, it makes it impossible for the spouse, generally women, to continue their careers in a foreign country. Families have also been concerned about the education of their children in a foreign country, which they consider to be of lower quality than that of their home country. Another reason, which has had an impact on the supply of internationalists, is the failure of many companies to adequately address repatriation problems. With companies dealing unsympathetically with the problems faced by expatriates on re-entry, managers have become more reluctant to accept the offer of international assignments, as such problems are likely to cause subsequent loss of status, autonomy and career direction on reentry. To attract managers for international assignment, companies like Shell International, have implemented a number of programs to address the problems faced by the working spouse and children. ...read more.


Organizations should provide adequate preparatory training to the global woman managers and their families in order to deal with additional stress factors associated with balancing work and home life in their new surroundings. Such managers should be provided with job placement assistance for the trailing spouse and repatriation counseling for all family members. With little international human resource management research directed towards the importance of global women managers and their position, opportunities for further research on the scope of global women manager still exist. ADD PARAGRAPH ON PERSONAL ASSESSMENT Business competitiveness has now evolved to a level of sophistication that many term globalism, and will continue reaching new and greater levels in the coming future. The invisible hand of global competition is and will be propelled by the phenomenon of an increasingly borderless world. Managers in the twenty-first century are being challenged to operate in an increasingly complex, interdependent and dynamic global environment. Those involved in global business have to adjust their strategies and management styles to those regions of the world in which they want to operate. However, there are certain areas, which will need constant revaluation and development, in order to make such managers effective, with changing times. From the firm's point of view, the management would need to be more 'broad' in their selection and recruitment of such managers (females). Also they would have to ensure constant quality performance from these managers by providing them with appropriate training, access to resources and incentives. On the other hand, from an individual's perspective, he/she will have to keep pace with the changing business environment in order to be effective in its decision-making and therefore its actions would be altered in accordance to changing times. ...read more.

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