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Types of control:
control, strategic, tactical & operational control.
They improve and monitor the companies process by paying attention to every detail between goals, financial, hospitality, quality, etc.
These controls start from the CEO and trickle all the way down to front line employees and even customers sometimes.

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Types of control: control, strategic, tactical & operational control. - Bing video

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Types of Planning Strategic, Tactical, Operational & Contingency Planning Video & Lesson.

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Something that caught my eye this module was PDCA (plan, do, check and act)
its a four step process for management method to "quality control and improve processes and products"
This helps keep an eye on goals and accomplishments. Also on error and change.

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PDCA (plan, do, check and act) - Bing video

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PDCA Do PDCA Plan How to Do PDCA Plan Do Check Act Nursing Plan Do Check and Adjust Plan Do Study Act PDCA Chart Plan Do Check Act Health Care Plan Do Act Check Process PDCA Training PDCA Form Plan Do Check Act Cycle ISO QMS Plan Do Act Plan

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Once someone has qualities of a leader or they are in the process of becoming a leader, they go through multiple parts:
Formal training, developmental job assignment, 360 degree feedback, coaching, self-directed learning, leadership development models and general electric model of leadership development.
Every module that I've restated information from is important and that's why they're on my wall but this was interesting to me because I am in the process of becoming a leader at my current job.
I found this blog that was SUPER in depth when it comes to different level of management.

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Creating Programs for Developing Leaders, From Emerging Leaders to Executives

While all leaders have common leadership challenges, there are aspects of leadership unique to each leader level. Making the transitions from leading self as an individual contributor to leading others to leading other leaders all require enhanced capabilities.

That's where leadership development programs come in. To deepen talent bench strength, you'll need two things:

general development programs applicable to all

targeted employee leadership training specifically designed for the needs of each audience's next-place and in-place roles

Click to tweet this quote

Developing leaders at all levels means approaching each leader level with respect to their current skills and the desired capabilities to ensure there are no gaps in development. Incorporating these key elements of leadership development programs for each level of leader can ensure development in targeted skills.

Here's your guide to customizing development by leader level, with leadership training ideas for your development program:

Developing Emerging Leaders

Emerging or high-potential leaders are just starting out on their leadership journey. Often, the first steps are to identify the emerging leaders, increase self-awareness, build relational skills, and focus on evidence-based leadership skills to prepare for the shift from managing self to managing others in the future. These early-level leaders are becoming acquainted to the organizational leadership style and common language as they grow and form their leadership plan.

Emerging leader development programs can include elements such as the following:

Self-assessment to identify current areas of improvement

Leading a key functional project to practice increased responsibility and accountability

Group coaching to allow emerging leaders to grow together, connect across organizational functions, consider future scenarios and roles, or develop a management mindset

Mentoring and coaching relationships to expose high-potential leaders to other parts of the business

Developing Middle Management

Seasoned leaders typically have different needs than emerging or senior-level leaders and developing middle managers has to take into special consideration their prior experience. These supervisor, manager, or director-level leaders need learning designed around deepening current skills, engaging and influencing others to amplify results, operating strategically, leading other leaders, and establishing teams.

Middle management development programs can include elements such as the following:

Exposure to higher-level or senior leaders outside of the organization to deepen outsight

Professional or industry association involvement to gain deeper knowledge and connections in the industry

Action learning to practice solving a high-level, complex, real-world business issue with a diverse, cross-functional group

Individual mentoring and coaching relationships with higher-level or senior leaders to gain understanding of the business as a whole

Acting as a coach or mentor for emerging, high-potential leaders to develop or strengthen coaching and relational skills

Cross-functional, cross-level, or international business assignments to diversify experience within the organization across business units or functions

Leading a major organizational initiative or full-time strategic project assignment to practice building high-performing teams and leading other leaders

Volunteer leadership or board role in an industry or professional association to build experience influencing others

360-degree assessments to identify areas of improvement and how they show up to others

Developing Senior Leaders

As leaders rise to enterprise-wide executive roles, the complexity of what success looks like increases as well. C-suite leaders are expected to strategically manage the business as a whole and/or specific business units, no longer just manage groups of leaders. These leaders are expected to act as forward-looking visionaries, driving action through others.

Senior leadership development programs can include elements such as the following:

Individual coaching to discuss complex business issues and development goals

Executive team coaching to increase team cohesion and ability to identify a shared vision

360-degree assessments to identify areas of improvement and how they show up to others as leaders

Executive education programs and advanced degrees to build business acumen and critical industry-specific skills

Bersin by Deloitte found that on average the investment in development per level of leader varies from $8,204 for executives to $2,551 for first-level leaders.* These numbers reflect the increasing complexity of skills required as leaders move throughout our organizations.

Above all, the most critical part of development programs is, of course, reinforcement. Part of the impact that technology has on leadership development includes the personalization of leadership plans and development programs, allowing employees to choose from on-demand resources and activities geared toward leaders' learning style, pace, interests, and goals.

Each level of leader will prefer different types of reinforcement, but technological options may help bridge the gap between the leader's day-to-day actions and the skills and development gained in sessions. In-the-moment reinforcement allows for consistent, regular reminders about why achieving the desired skill or behavior change is important to them, how they can master the new knowledge or skills, and what to apply and when to apply it.

In order to develop leadership programs that lead to optimal results and a steady and ready pipeline of leaders it's critical to think about your audience and the program purpose from the start. Throughout 2019 we're exploring how designing and delivering programs is evolving, from measurement to reinforcement, and more.

Did you find this blog helpful and want to save it for later? Download a PDF copy.

*According to Bersin by Deloitte, 2014: Karen O'Leonard and Jennifer Krider, Leadership Development Investment Increases 14 Percent (Oakland, Calif.: Bersin by Deloitte, 2014).

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17 Elements to Include in Leadership Development Programs

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While all leaders have common leadership challenges, there are aspects of leadership unique to each leader level. Making the transitions from leading self as an individual contributor to leading others to leading other leaders all require enhanced capabilities. That's where leadership development programs come in.

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Leadership traits are different for all different managers/leaders. Stephen Zaccaro was a researcher for the trait theory and came up with a handful of different leadership traits starting from creativity to decision making.
I've attached the official research.

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Something that I didn't know about was the levels of semiotic rules. Which I've come to learn is important for communications in business.
Syntactic: formal properties of signs and symbols, such as letters or numbers.
Pragmatic: relationship between signs, expressions and their users.
Semantic: relationships between signs and symbols and their meaning.
I wasn't able to stumble upon semiotic rules but i found this educational website and found it interesting.

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I'm including the functions HR has because I think its important to highlight the work that they do. They include but aren't limited to these functions and jobs.
HR functions: training & development, compensation, safety & health, employee & labor relations and terminate employee contracts when necessary.
Animated videos are my favorite.

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What Does HR Manager Do How Did a Human Resources Make a Contract Do What Do HR Consultants HR Jobs The Role of HR HR Recruiter Salary Human Resources Management Training Human Performance What Does It Mean Career in HR What Does That Mean How to Retrieve an ADP Account

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There are two different types of environments from organizational design. One of them being external environment which consists of government, culture, competitors, customers and suppliers. The second is internal environment which is job characteristics. There are multiple growth cycles whenever people age and grow within and out of the company.

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Four key elements of an organization structure is:
common purpose, coordinate effort, specialization and the division of labor, and hierarchy of authority.
These are super important for a company to have to control and coordinate their goals and resources.

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Four Basic Elements of Organizational Structure

Running a small business often means the buck starts and stops with you. But if you want to attract and keep qualified employees to help spread out responsibilities, you need an organizational hierarchy that promotes communication, defines the chain of command and shows employees how to advance their careers up the ladder.

Traditional organizational structures come in four general types - functional, divisional, matrix and flat - but with the rise of the digital marketplace, decentralized, team-based org structures are disrupting old business models. Before you establish an innovative way to manage your enterprise, take some time to understand the old mold - then blaze a trail.

Functional Organization Structure

Under a functional organization structure, people who do similar tasks are grouped together based on specialty. So all the accountants are placed in the finance department and so on for the marketing, operations, senior management and human resources departments.

The advantages of this kind of structure include quick decision making, because the group members can easily communicate. They can also learn from each other, since they already possess similar skill sets and interests.

Divisional Structure Based on Products

In a divisional structure, your company groups workers into teams based on the products or projects that meet the needs of a certain type of customer. For example, a bakery with a catering operation might structure the workforce based on key clientele, such as a wedding department and a wholesale-retail department. The division of labor in this kind of structure ensures workers making similar products can achieve greater efficiency and higher output.

Matrix Structure Combines Functional and Divisional Models

A matrix structure combines elements of the functional and divisional models, so it's more complex. It groups people into functional departments of specialization, then further separates them into divisional projects and products.

In a matrix structure the team members are given more autonomy and expected to take on more responsibility for their work. This increases the productivity of the team, fosters greater innovation and creativity, and allows managers to cooperatively solve decision-making problems through group interaction. This type of organizational structure takes lots of planning and effort, making it appropriate for large companies that have the resources to devote to managing a complex business framework.

Flat Organizational Structure

A flat organizational structure attempts to disrupt the traditional top-down management system of most companies. Management is decentralized so there is no everyday "boss." Each employee is the boss of themselves, eliminating bureaucracy and red tape and improving direct communication.

For example, an employee who has an idea doesn't have to wade through three levels of upper managers to get the idea to the key person making the decision. The employee simply communicates directly with the target on a peer-based level.

A company adopting this type of structure for everyday purposes typically establishes a special top-down management system for temporary projects or events.

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Four Basic Elements of Organizational Structure

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Manage your small business based on one of the four types of organizational structures, or adopt a hybrid model incorporating elements of the functional, divisional, matrix or flat org structures. An organizational hierarchy can promote communication and shows employees how to advance their careers.

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The strategic management process:
-strategic objectives and analysis (vision mission & values)
-strategic formulation (plans & gather resources)
-strategic implementation (training & allocate resources)
-strategic evaluation and control (evaluation & correction)
This is the process managers use to figure out what to do, when to do it and keep in control what they are trying to do.

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In this module, we look at benefits of planning.
There are 5 listed id like to just go over quickly.
-Planning provides a guide for action so when actions are planned and specifically focused on the outcome is more effective.
-Planning improves resources utilization, planning leads managers and other employees to use their resources when needed.
-Plans provide motivation and commitment, as a lot of people know, most people aren't motivated when they don't have goals to reach or things to work towards.
-Plans set performance standards, we look at the outcomes and milestones of goals we have accomplished.
-Planning allows flexibility and with flexibility we can make other changes to better the company.
I loved this article! great 10 examples.

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(Note: I posted this Wednesday on the Small Business Administration's Industry Word blog, where I am a guest expert. I'm reposting it here because it seems appropriate. Click here for the original.)
It's a shame that so many people think business plans are just for startups, or to back up loan applications, or for getting investors. The truth is that business planning offers serious benefits for everybody in business.

And I'd like to point out that none of these benefits require a big formal business plan document. A lean business plan (as in What Business Plan Type is Best for Me) is usually enough. It takes an hour or two to do the first plan, then just an hour or two to review and revise monthly.

Here are those top ten benefits.

1. See the whole business. Business planning done right connects the dots in your business so you get a better picture of the whole. Strategy is supposed to relate to tactics with strategic alignment. Does that show up in your plan? Do your sales connect to your sales and marketing expenses? Are your products right for your target market? Are you covering costs including long-term fixed costs, product development, and working capital needs as well? Take a step back and look at the larger picture.

2. Strategic Focus. Startups and small business need to focus on their special identities, their target markets, and their products or services tailored to match.

3. Set priorities. You can't do everything. Business planning helps you keep track of the right things, and the most important things. Allocate your time, effort, and resources strategically.

4. Manage change. With good planning process you regularly review assumptions, track progress, and catch new developments so you can adjust. Plan vs. actual analysis is a dashboard, and adjusting the plan is steering.

5. Develop accountability. Good planning process sets expectations and tracks results. It's a tool for regular review of what's expected and what happened. Good work shows up. Disappointments show up too. A well-run monthly plan review with plan vs. actual included becomes an impromptu review of tasks and accomplishments.

6. Manage cash. Good business planning connects the dots in cash flow. Sometimes just watching profits is enough. But when sales on account, physical products, purchasing assets, or repaying debts are involved, cash flow takes planning and management. Profitable businesses suffer when slow-paying clients or too much inventory constipate cash flow. A plan helps you see the problem and adjust to it.

7. Strategic alignment. Does your day-to-day work fit with your main business tactics? Do those tactics match your strategy? If so, you have strategic alignment. If not, the business planning will bring up the hidden mismatches. For example, if you run a gourmet restaurant that has a drive-through window, you're out of alignment.

8. Milestones. Good business planning sets milestones you can work towards. These are key goals you want to achieve, like reaching a defined sales level, hiring that sales manager, or opening the new location. We're human. We work better when we have visible goals we can work towards.

9. Metrics. Put your performance indicators and numbers to track into a business plan where you can see them monthly in the plan review meeting. Figure out the numbers that matter. Sales and expenses usually do, but there are also calls, trips, seminars, web traffic, conversion rates, returns, and so forth. Use your business planning to define and track the key metrics.

10. Realistic regular reminders to keep on track. We all want to do everything for our customers, but sometimes we need to push back to maintain quality and strategic focus. It's hard, during the heat of the everyday routine, to remember the priorities and focus. The business planning process becomes a regular reminder.

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10 benefits of business planning for all businesses

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(Note: I posted this Wednesday on the Small Business Administration's Industry Word blog, where I am a guest expert. I'm reposting it here because it seems appropriate. Click here for the original.) It's a shame that so many people think business plans are just for startups, or to back up loan applications, or for getting investors.

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There are plenty of organizations out there that will involve their companies with global business ventures. There are 4 main reasons for the ventures that I learned in this module. Increase profits and more opportunity to sell goods and services. Greater access to suppliers for materials and at lower costs, farmers can import food from other countries if there is an issue with the supply in the states. Reduced manufacturing costs through access to cheaper labor, paying people overseas less for the same work that would be done in the states. Social and environmental concerns, they are working towards improving and limiting air pollution, water pollution and climate change.
This link doesn't include the climate change and its not a solid source but they bring up a couple of other reasons why companies go global.

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Small business has grown all over the US. There are now 5.48 million incorporated self-employed in the US, according to the latest data. Yet this is the group that is driving global business forward. It's no longer the exclusive preserve of the huge corporate brands everyone has heard of.

One could argue that companies don't go global people do, and to an extent this is true because personal brands are becoming more prominent in the global business sphere. So why are so many businesses going global?
Because They Can...Easily
The Internet has opened the door for companies to trade all over the world. Previously it was too expensive to do this. Now you don't even need to have a physical presence in a country in order to do business. You can be an international company from the comfort of your own home.

And the Internet is only going to make that easier as time goes on.

The gig economy is one of the reasons why companies go global. Many companies are now hiring teams they will never meet in-person. The freelance economy can help you get projects done without the need to have employees in the same room as you. It's also cheaper than employing a full-time employer to do the same job.
Cultures are Homogenizing
Again, this is the work of the Internet. Cultures are becoming more and more similar as Western influences are allowed to permeate. Think back to the state of the former Soviet Union. Thirty years ago it would be impossible for a Western company to appeal to this audience because they had little exposure to the West. Today they dress the same as the West and they love the same stuff as the West.

Your audience has increased without you having to do a thing.

It's Easy to Stay in Touch

You can easily manage a global empire without visiting the places you are actually doing business in. Solid Wi-Fi connections and software options like Skype allow you to stay connected at all times. Expensive business travel is a thing of the past.

Competition is Forcing People Away

There are more small businesses than ever before. When answering the question ' Should you go global?' it's often not because you've been an amazing success story back home. It's because competition is forcing you to take a look at unexploited economies. There might be less competition, thus giving your business a better chance.

The fact is moving internationally will increase your prestige as a brand. It will increase your overall reach because customers are going to look at an international brand and assume they can be trusted. It's all just because of this added prestige. Rightly or wrongly this is how it works.
It's Cheaper to Do Business Elsewhere
Sometimes it's just a matter of cost. It's cheaper to do business abroad because you can reduce production costs and pay employees in more affordable countries less. There's a reason why Apple outsources the bulk of its iPhone production to Asia.

Tax havens are a gold mine for major international companies. It's a chance to save most of your profits for yourself, but this can only happen by expanding internationally.

Take note that for US companies you need to be careful with how you use tax havens. The US is the only nation that offers a double taxation system. Sometimes it's better to take your company completely out of the US and set its home as the tax haven. That way you will actually be operating as an international company in the US, rather than a domestic company. This can help you save on taxes.

Breaking the Glass Ceiling

What do you do when demand begins to slide for your product after a busy period?

Sometimes the best option available to you is to look for another market. Finding another country where demand for your product is higher is a far superior option to simply waiting out the slump in sales.
Create an Economy of Scale
To put it simply, expanding will enable you to produce more units. The more units you produce the lower your per unit cost. This can increase your profit margins, but you can only get the best of this through selling to more customers, which can only come through expanding to more countries.

These are ten reasons why you should consider going global right now. If your company has yet to explore the possibilities, it's time to give it a try. Which country do you think is the best for you to expand into?

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Ten Reasons Why Businesses Are Going Global

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Small business has grown all over the US. There are now 5.48 million incorporated self-employed in the US, according to the latest data. Yet this is the group that is driving global business forward. It's no longer the exclusive preserve of the huge corporate brands everyone has heard of.

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In 1949, Henry Fayol presented the five functions of management and his original work has been modified to be the todays key functions. Consisting of Planning, Organizing, Leading and controlling

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Henry Fayol presented the five functions of management - Bing video

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Sarbanes- Oxley Act was an act that was placed due to many scandals that went on in the business industry. A code of ethics is placed to be honest and have ethical conduct.
I thought this was important bc a lot of companies follow ethical processes.

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Responding to corporate failures and fraud that resulted in substantial financial losses to institutional and individual investors, Congress passed the Sarbanes Oxley Act in 2002.

The Act contains provisions affecting corporate governance, risk management, auditing, and financial reporting of public companies, including provisions intended to deter and punish corporate accounting fraud and corruption.

Title I of the Sarbanes Oxley Act establishes the PCAOB as a nonprofit organization, that oversees the audits of public companies that are subject to the securities laws.

The Sarbanes Oxley Act gives to the PCAOB four primary responsibilities:

registration of accounting firms that audit public companies in the U.S. securities markets;

inspections of registered accounting firms;

establishment of auditing, quality control, and ethics standards for registered accounting firms; and

investigation and discipline of registered accounting firms for violations of law or professional standards.

Title II of the Sarbanes Oxley Act addresses auditor independence.

It prohibits the registered external auditor of a public company from providing certain nonaudit services to that public company audit client.

Title II also specifies communication that is required between the auditors and the public company's audit committee (or board of directors), and requires periodic rotation of the audit partners managing a public company's audits.

Titles III and IV of the Sarbanes Oxley Act focus on corporate responsibility and enhanced financial disclosures.

Title III asks for certifications by corporate officers in annual and quarterly reports.

Title IV addresses disclosures in financial reporting and transactions involving management and principal stockholders, and other provisions such as internal control over financial reporting.

More specifically, section 404 of the Sarbanes Oxley Act establishes requirements for companies to publicly report on management's responsibility for establishing and maintaining an adequate internal control structure, including controls over financial reporting, and the results of management's assessment of the effectiveness of internal control over financial reporting.

External auditors must report if they agree with management's assessment of the company's internal control over financial reporting.

SEC and PCAOB have issued regulations, standards, and guidance to implement the Sarbanes-Oxley Act.

For instance, both SEC's regulations and PCAOB's Auditing Standards state that management is required to base its assessment of the effectiveness of the company's internal control over financial reporting on a suitable, recognized control framework established by a body of experts that followed due process procedures, including the broad distribution of the framework for public comment.

Both the SEC's guidance and PCAOB's auditing standard cite the COSO principles as providing a suitable framework for purposes of section 404 compliance.

In 1992, COSO issued its "Internal Control-Integrated Framework" (the COSO Framework), to help businesses and other entities assess and enhance their internal control.

Since that time, the COSO framework (including the updated framework) has been recognized by regulatory standards setters and others, as a comprehensive framework for evaluating internal control, including internal control over financial reporting.

The COSO framework includes a common definition of internal control and criteria against which companies could evaluate the effectiveness of their internal control systems.

The framework consists of five interrelated components: control environment, risk assessment, control activities, information and communication, and monitoring.

While SEC and PCAOB do not mandate the use of any particular framework, PCAOB states that the framework used by a company should have elements that encompass the five COSO components on internal control.

Internal control generally serves as a first line of defense in safeguarding assets and preventing and detecting errors and fraud.

Internal control is defined as a process, effected by an entity's board of directors, management, and other personnel, designed to provide reasonable assurance regarding the achievement of the following objectives:

(1) effectiveness and efficiency of operations;

(2) reliability of financial reporting; and

(3) compliance with laws and regulations.

Internal control over financial reporting is further defined in the SEC regulations implementing section 404.

These regulations define internal control over financial reporting as providing reasonable assurance regarding the reliability of financial reporting and the preparation of financial statements, including those policies and procedures that:

pertain to the maintenance of records that, in reasonable detail, accurately and fairly reflect the transactions and dispositions of the assets of the company;

provide reasonable assurance that transactions are recorded as necessary to permit preparation of financial statements in conformity with generally accepted accounting principles, and that receipts and expenditures of the company are being made only in accordance with authorizations of management and directors of the company; and

provide reasonable assurance regarding prevention or timely detection of unauthorized acquisition, use, or disposition of the company's assets that could have a material effect on the financial statements.

Become the Association's friend on Facebook

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SOXCPA-ACTs

Reading Room

CRCMP, CISRCP

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Responding to corporate failures and fraud that resulted in substantial financial losses to institutional and individual investors, Congress passed the Sarbanes Oxley Act in 2002. The Act contains provisions affecting corporate governance, risk management, auditing, and financial reporting of public companies, including provisions intended to deter and punish corporate accounting fraud and corruption.

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Vertical management: first thing that stood out to me about the management world because this is how my job is managed. A lot of jobs are actually managed this way. It is also called top-down management, there are managers in different levels of the company.

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The three areas that globalization generally focus' on is: political, economical and cultural. I think this was super interesting because I already knew some of this information. I think its important to be globalized and to have a good relationship with other countries both politically, economically and culturally.

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Historically, globalization has been considered both a great opportunity and a threat. Globalization is a multifaceted phenomenon which entails several economic, cultural, and political pros and cons. Discover here the implications and arguments for and against globalization. Debate based on the Module "Do Nations Matter on a Global World?" from the LSE100 Course (The London School of Economics and Political Science)
Brief history of globalization

Globalization is a process of growing exchange, interaction and integration between people, governments and private organizations across the globe. International trade, capital flows, migration, technological transfer and cultural exchanges are some of the typical manifestations of this process. The encounters and relationships between ancient civilizations and the colonization processes initiated during the Age of Discoveries were archaic and early-modern forms of globalization. During the 19th century technological progress and the Industrial Revolution catalyzed globalization. The political and economic international agreements after the Second World War accelerated this process even further. However, this term really became paramount in the academic literature and media after the fall of the Iron Curtain and the Soviet Union which enabled a much more fluid communications, exchanges of goods and services and migration.

For years globalization was equated with progress and economic growth and generally supported. However, in the last few years an increasing number of voices have started to criticize this phenomenon and point at several flaws and dangers associated with it. The anti-globalization movement has grown. Not only left-wing anti-capitalists oppose globalization, but conservative nationalists have recently emerged as a strong force against it. To what extent is globalization to blame for problems such as national unemployment, inequality, terrorism and cultural homogenization?

Globalization pros and cons

Globalization is such a complex phenomenon that here we are going to dissect its pros and cons across three different dimensions or angles: economic, cultural and political

Economic globalization

Economic globalization echoes the views of neoliberal and neoclassicist thinkers in which states lose prominence and the world becomes a single global market of individual consumers. These consumers are characterized by their material and economic self-interest - rather than cultural, civic or other forms of identity. The expansion and dominance of global companies and brands is another key feature. These corporations contribute to deepen global interconnectedness not only by uniformly shaping consumption patterns across societies, but by binding economies together through complex supply chains, trade networks, flows of capital and manpower.
Pros of economic globalization: Cons of economic globalization:
Cultural globalization

It refers to the process of transmission of values, ideas, cultural and artistic expressions. In the era of the Internet and fast communications people can interact more easily with each other. Multiculturalism and cosmopolitanism are to some extent manifestations of cultural globalization. Communities are less insulated than ever in history, even those who cannot travel can have today a good understanding of other cultures and meet virtually people from other parts of the world. People change their views and lifestyle influenced by global cultural and consumption trends.
Pros of cultural globalization: Cons of cultural globalization:
Political globalization

The political dimension is a newer feature of the globalization debate, as over the last 30 years there has been a rise in the influence and power of international and regional institutions such as the European Union (EU), Organization for Economic Cooperation and Development (OECD), the United Nations (UN), the World Trade Organization (WTO), MERCOSUR in South America, and the Association for Southeast Asian Nations (ASEAN). These international and supranational actors increasingly shape domestic politics.
Pros of political globalization:

Access to international aid and financial support

It contributes to world peace. It reduces risk of invasions, more checks on big powers and limitationn on nationalism

International organizations are often committed to spread values like freedom and to fight abuses within countries

Smaller countries can work together and gain more influence internationally

Governments can learn from each other

Cons of political globalization:
To summarize, no matter from which angle we look at globalization, whether economic, cultural or political, both the opportunities and drawbacks are numerous.
If you want to promote your own scholarly debate, lecture, research project or academic article, contact us: university[a]netivist.org
After assessing its pros and cons, do you think globalization overall good for our societies? Vote and tell us which aspects or dimensions do you consider the most beneficial or dangerous for us. Invite anyone concerned with globalization and its impact to join our public discussion

If you change your mind, you can change your vote simply by clicking on another option.

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Globalization pros and cons: economic, cultural, political

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Economic, cultural, and political pros and cons of globalization. History of globalization. Discover implications and arguments in favor and against it.

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Methods of maintaining corporate culture: recruiting, hiring, onboarding and training. This was def very interesting for me because I have been thru this process for every job but once I got a job at a corporation it was super obvious to recognize these steps.

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Half the fun of starting your own business was creating your ideal work culture. But as you grow and scale, this can be hard to maintain. So how do you make sure your awesome culture grows with your company?

To find out, we asked 13 successful founders from the YEC how they managed to do so with their own teams.

1. Be first to arrive and last to leave

There is no substitute for hard work and everyone will look to the leader as an example. Employees should know that no matter how hard they work, there is always someone working harder.

- Douglas Hutchings, Picasolar

2. Show the ROI of transparency and trust needs

Find ways to measure how transparency and trust flows within your organization. Whether it's through your employee survey or through leadership interactions.

Keeping your pulse on this thread will help leaders be more connected to the culture, and the people more connected to the organizations' own values and goals.

- Aj Thomas, Infuse Entrepreneurship

3. Have an out-of-office team building

A strong work culture requires that everyone gels together. After-work dinners or activities are a great way to help build the strength of your team.

An activity like bowling is great because it's competitive-create a team of competitors that want to win and work well together and you will be unstoppable.

- Jonathan Long, Market Domination Media

4. Create core values and highlight people who live up to them

Once you've defined your company's core values (hopefully though a collaborative vs. top-down process), it's important to reiterate them constantly rather than just filing them away in a drawer where they never see the light of day.

At our weekly meeting-called the Hired Huddle-we highlight core value leaders in the organization and give them the recognition they deserve.

- Matt Mickiewicz, Hired

5. Make your team laugh

Keep from going corporate by staying funny. For example, my co-founder sent a company-wide email "requiring" random drug testing on April Fool's Day that had everyone in stitches-and many relieved it was just a joke. You're never too big to keep it light, despite what HR might say.

- Michael Portman, Birds Barbershop

6. Think twice before you hire

To minimize the risk associated with rapid growth, ensure that the core values and mission of the company are clear and ingrained in the culture.

The first step is to hire right. You can train someone to have the skills necessary to do his or her job, but you can never change someone's attitude. Make sure the people you hire fit your culture and long-term vision for the organization.

- Nathan Snell, nCino, Inc

7. Get to know your employees

Making yourself personally accessible to your employees will help keep your company culture strong. Although it's hard to maintain personal relationships with a large group of people, you can at least commit to remembering their first names.

Ask them about their lives with genuine interest and active listening. Socialize with them and you'll have an open, respectful, positive company culture.

- Dave Nevogt, Hubstaff.com

8. Host group meals

As structured departments begin to form within your startup, it is easy for function-level groups to become insular. Marketing only talks with sales but rarely interacts with engineering; finance huddles with company executives but no one else.

To avoid that sort of behavior, teams should regularly interact-and quality food always helps.

- Danny Wong, Grapevine

9. Get employees involved in shaping culture

As a business grows the culture inevitably changes very quickly. In order to keep up with changing personalities, we chose to get our employees involved in what our culture would be.

Each month one employee is selected to our rotating Culture Captain position. This person is in charge of shaping the month. From Funky Friday dress-up days to happy hours, our employees constantly create our culture.

10. Keep people interested

The best way to keep your team effective is to keep them interested in what they are doing. People who connect with a project work harder, faster, and better-it's infectious.

It's easy for an employee to get stuck in a routine that ultimately leads to lower productivity, less interest, and less work product. Help your employees develop, and allow them to grow in their position.

- Derek Labian, MediaFire

11. Keep communicating

Conduct weekly one-on-one check-ins with employees rather than yearly reviews. It takes some extra time and energy but keeps the team focused and feeling valued.

- Simon Casuto, eLearning Mind

12. Keep your people happy and loyal

As a startup, it's natural to want to keep your nose to the grindstone and focus all your time on growth. You have to take time to invest in your employees and your company culture.

At When I Work, we like to keep ourselves in check by allowing departments a chance to get out, have fun, and recharge. For example, we recently took the whole company go-karting after a "marathon month."

- Chad Halvorson, When I Work

13. Send team members on "dates"

Everyone on our team gets assigned a "date" with two people a month. It's a form of cross-pollinating that helps abate cliques, creates personal bonds, and lets team members know one another beyond the day-to-day business setting.

People who love the people they work with want to stay with those people, and a collective of people who trust and enjoy one another is the backbone of culture.

- Beck Bamberger, BAM Communications
How has your company worked to maintain a strong culture?

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13 Ways to Maintain a Strong Company Culture as You Grow

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Half the fun of starting your own business was creating your ideal work culture. But as you grow and scale, this can be hard to maintain. So how do you make sure your awesome culture grows with your company?