Brazil As An Emerging Market Economy Business Essay

Brazil As An Emerging Market Economy Business Essay Globalisation has become the order of the day and as multinational companies are scouting for new avenues in the bid to achieve competitive advantage over rivals and have at the same time economic viability of operations, nations too are vying with each other for a significant share of the global economic pie to cater to the development of themselves and take care of the socio-economic conditions prevalent amongst the population. Whilst the dominance of the developed nations persisted for a significant period of time, with political conditions such as the cold-war, division of Germany, and the like, abetting it, the changed political atmosphere worldwide threw up many opportunities and challenges requiring an introspection of policies of the nations and a need for reinventing and refurbishing of existing laws and governing policies to make the nation more dynamic and competitive. This assignment is sequentially structured to analyse the nature of emerging markets, the role of multin ational organisations in emerging markets, Brazil as an emerging economy, the need for cultural familiarisation for working in such an environment. This study also takes into consideration the cultural analysis of Brazil done by the renowned Geert Hofstede in an attempt to familiarise managers with aspects they should expect, and practice whilst in Brazil. These are followed by a PESTLE analysis of Brazil and finally end with a summative conclusion. Critical Analysis and Discussion Whilst no one-liner definition exists of emerging market economies (EME), the characteristic features tend to determine what they really are. Rapid economic growth, increased and sustained foreign investment, coupled with significant international political influence are the main markers of this type of economy. These economies are not on par with those of advanced nations due to the difference in the level of development .Very often bad policies namely those that interfere with the efficient performance of economic factors, and fragile institutional structures that place an additional burden of transactional costs for domestic and foreign investors, tend to inhibit potential investors. The expansion of organisations spanning different countries is centuries old, the expansion of multinational companies and their relevant importance in world trade achieved rapid pace post 1980 era. The propensity of integration with the global economy, together with the decline in the importance of the economic role of the nation led to the tremendous expansion of MNCs, particularly in the developing nations of the world. The significance of the functions of transnational companies in the shaping of the global economy has manifested, in significant proportions in the 20th century, such that â€Å"any of the top 100 or so global firms exceed the GDP of many nations†Ã‚  [18] and as it stands today, multinational companies are responsible for most of the employment and output and t in the world . [19] They have a reciprocal relationship with the globalization process; whilst globalization has contributed to high FDI flows to nations, countries eager to acquire a share of these FDI flows have undertaken significant policy shifts towards liberalisation. [20]Additionally, multinational companies have made it possible for the creation of â€Å"the global village† by facilitating international amalgamation of markets.[21]

Attributes that make multi-cultural organisation effective Assignment

Attributes that make multi-cultural organisation effective - Assignment Example The main attribute to the success of a multicultural organization is the equal share offered to the diverse cultures and perspectives with regard to decision making and making sure that the diverse cultures are reflected in the organization’s policies and practices (Cuyjet, Howard-Hamilton, & Cooper, 2011). Envisioning organizations that acknowledge and incorporate diverse cultures is hard; nevertheless, multicultural organizations require open-mindedness and flexibility to both employees and the organization. Therefore, the essential personal and organizational attributes that guide multicultural organizations include adaptability, fluidity and open-mindedness (Fine, 1995). However, for a multicultural organization to achieve these attributes it requires at least two things: individuals ready to develop multicultural literacy and the organization has to develop flexible policies and systems capable of responding in a quick way to the differences arising from employees (Fine, 1995). Individuals in multicultural organizations have to be willing to learn different cultures as well as their discourse and working with one another. Moreover, individuals in a multicultural organization have to search for their cultural biases in response to one another and enquire to make sure their interpretations of the other person’s actions and words is correct. Moreover in multicultural organization, managers are sensitive to the cultural differences within employees, which encourage them to learn different ways of analyzing problems and carrying out a task. In a multicultural organization, the organization’s perspective shift from objectivity to subjectivi ty by recognizing the veracity of various cultural perspectives instead of trying to standardize and automate policies and practices to ensure employees receive equal treatment (Hogan, 2007). Therefore, in effective

International human resource management Assignment - 1

International human resource management - Assignment Example There are many multinational enterprises that are hiring individual from other countries and are achieving success with many projects. Movements of human resource from one country to another also give organization the benefit of choosing from a better and bigger pool of candidates. However this process has its own complications. In order to hire people from other country, a company needs to train the new employee with the culture of the host country. Depending on the involvement and expected interaction of the new employees with others, organization needs to develop a plan for the training of the new employee. The training program and the time period of the training program is decided by the time the individual is going to stay in the host country. Organizations need to evaluate the complete process and provide complete training to the individual to ensure smooth contract or job time period. There are also many problems faced by people who have to go repatriate to their native countries. This problem is severe with people who move to host country on the basis of a project contract. As soon as the contract is over, the organization asks the individual to repatriate to native country. Due to many factors individuals are reluctant to move back and prefer switching to other organizations. Due to this, organization loses on valuable employee who moves to other organizations to avoid repatriate. Organization not only loses the talented human resource but also faces loss on the cost of training and brining the employee to the host country. This way other some other organization which has not invested a dime in training the individual reaps the fruit. In order to avoid such loss, organization needs to develop a Repatriation Programme to deal and cope up with this challenge. The organizations needs to make sure that the individual whose contract has ended with the company feels comfortable in going back