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In this discussion we focus on the management within a global organization. Having a global organization means there are several variables that change the out come of the management process.

Articles:
Below these articles had very good information on the topic of this module.

https://www.referenceforbusiness.com/management/Gr-Int/International-Management.html

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Global management refers to the way an organization manages its business internationally, including its sales, marketing, hiring and finance practices. Many schools offer training and degree programs in global management. Read on to learn more about responsibilities in this field of management and education programs that can prepare you to enter this career. Schools offering International Business degrees can also be found in these popular choices .

Overview of Global Management

As technology continues to connect the world, many organizations have taken advantage of the opportunity to conduct business globally. Global management combines knowledge of business, culture, history and social practices to help companies find their niches in the international business community and successfully work with other cultures.

As a global manager, you'll not only need to understand business principles, but you'll also need a firm grasp of the local customs, professional life and regional policies of the countries that your company wants to partner with. Many companies also look for managers who speak multiple languages and have experience representing more than one country, as well as those who are willing to move from one location to another.

Important Facts About Global Managers

Median Salary (2015)

$98,088 ('for all global account managers')

Key Skills

Bilingual, clear written and spoken communication, attention to detail, problem solving, social awareness, leadership, organization, observation, negotiation

Work Environment

Predominately office settings with extensive travel mixed in

Similar Occupations

Account executives; account mangers; business development directors; directors of sales and marketing; general / operations managers; national account managers

Source: PayScale.com

Job Duties and Skills

Working as a global manager, you'll be in the unique position of managing a company's business and staff in a land that may have vastly different cultural and professional customs. In many regions, managers are needed to help companies tailor their business to the local culture. For example, as a global manager, you might need to learn the hiring practices of another country or the specific way that people communicate in the workplace to avoid potentially offending or confusing your foreign colleagues. You'll then need to train other employees in appropriate practices, such as pitching products to foreign customers in a polite manner consistent with their culture.

In order to carry out their jobs effectively, global managers need strong communication and interpersonal skills. They need to be highly sensitive to and respectful of cultural differences. Having an open mind and complex critical thinking skills is also essential.

Training Programs

If you want to receive a global management education, graduate programs are offered by a number of accredited business schools. Some bachelor's degree programs are available, though graduate certificate and degree programs are the most commonly offered. Global management training can be offered as part of a Master of Business Administration (MBA) or Master of Public Administration (MPA) program. You also can earn a Master of Science in Global Management.

These programs can introduce you to the social customs and business practices of different countries, teach you about international commerce and show you how to conduct business in foreign languages. Coursework may cover international human resources management, global supply chain management, foreign income taxes and international negotiation. Many schools can also offer you the opportunity to study abroad or complete an internship experience overseas.

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Global management refers to the way an organization manages its business internationally, including its sales, marketing, hiring and finance practices. Many schools offer training and degree programs in global management. Read on to learn more about responsibilities in this field of management and education programs that can prepare you to enter this career.

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In this module we learned the importance of planning and decision making with in a work place. In business it is always important to look ahead in the future and prepare for all outcomes. The planning portion of this module helps us the student grasp a better understanding of how to go about planning. Decision making is a key factor in the outcome of your corporation. One false move and the consequences of your decision can be felt from every employee in your establishment. It is important to know when making a decision what is trying to be accomplished and what all possible outcomes can come from this discussion.

Article:

Below these two article I feel strongly reenforced my knowledge of this subject

https://www.principlesofaccounting.com/chapter-17/planning/

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Within this guide Planning and Decision Making is referred as all organisational processes that

identify medium and long-term goals, based on context and needs assessments

formulate written principles, rules, and guidelines to reach its long-term goals

formulate strategies and create the means to achieve them

make collective strategic decisions

Following this definition three main criteria were identified as essential for good practices of youth peacebuilding organisations. Those are:

1. Strategic planning

2. Decision making

3. Support measures (for planning and decision making)

Below you can find advice and resources for improving your planning and decision making in your organisation.

If you first want to assess your planning and decision-making processes or refresh your memory about the specific indicators per criteria click here.

Strategic Planning

In simple words, strategic planning is a planned process in which an organisation defines what it aims to achieve and how it is going to achieve it.

For an organisation a strategic plan is the fundamental starting point for all its operations. A strategic plan guides the direction of the organisation by defining explicitly its purpose of existence and by providing mid-term goals and measurable success indicators. Having clear indicators or markers allows the organisation to assess whether goals are being reached.

With a strategic planning process, any organisation will be able to know:

what it wants to achieve in the long-term - Vision

which principles guide its work - Values

how it wants to bring about change, what is it doing - Mission

what specifically the organisation wants to see changed based on the identified problems - Overall goal

what the organisation wants to achieve in short to mid-term - Immediate objective

which results the organisation aims to reach - Key results areas

Once these aspects of a strategic framework are defined, the organisation can start to engage into a process of action planning. This process consists of identifying concrete activities that will lead to the achievement of the overall goal of the organisation's operations.
Read more about...

A successful with any strategic planning is based on a few components:

an in-depth context and conflict analysis which is accompanied by an assessment of the organisation's capacity to work in the given context.

includes a clear formulation of goals and immediate objective.

includes a theory of change outlining the assumptions that underpinned the logic of how the envisioned change is to be reached, by which intervention and why these interventions are expected to have the intended effect.

1. includes indicators for success and the corresponding means of verification that provide the data source for assessing if the indicators were matched.

2. is explicitly formulated and written down in a coherent strategic planning document (see examples below in the read more about section) accessible internally for the members, staff and volunteers of the organisation and externally for all relevant stakeholders working in the same field as the organisation.

Read more about...

Conflict analysis and assessment of organisational capacity

Assessing organisational capacity

Indicators and Means of Verification

Methods and tools for data collection on change

Examples of Strategic Planning Documents

Decision Making

Decision making refers here to all organisational processes that allow the organisation to make a qualified choice between different options regarding operational and organisational decisions. These decisions can be concerning:

strategic planning

local or international partnerships

funding decisions

project and programme development

internal structures

management procedures

communication strategies and policies

For Decision Making to be effective and contributing to the organisation's vision, the following features are helpful:

Legally registered organisations have a legally binding statute which usually details and regulates the relations and decision making powers for an association between its different bodies for example, the general assembly and the board. Although, organisations often do not have established guidelines or procedures addressing operational and organisational decision making processes that go beyond those legally required procedures in the country of the seat of the organisations.

Thus, we recommend a few simple steps that help you to detail and norm those decision making processes in your organisation.

Steps for Designing Decision Making Processes

1. Set-up an office meeting with all colleagues and board members to discuss the procedure of creating guidelines for the decision making processes in your organisation. Be aware that this might be a process that requires long term commitment. Do not overload your team and give sufficient time and structure for this process. Several meetings might be needed and review and feedback loops shall be included.

2. During the meeting, create a list of decision making processes that re-occur in the organisation for decisions on operational and organisational level, for example, planning processes for strategic planning or projects, internal communication processes, management procedures, funding decisions or partnerships on local or international level.

3. Create working groups that work on the identified decision making processes. Bear in mind that there might be many decision making processes so start by focussing on the most urgent or most important ones. Set a time frame for each working group to deliver a draft guidelines for the decision making procedures they work on.

4. Provide each working group with a set of guiding questions for setting up draft guidelines ( download the guiding questions here) for the respective decision making process.

5. Ask every colleague and board member to review the draft decision making guidelines.

6. Set a meeting to agree on the final version of the respective guidelines during which you review all comments and concerns and finalise the guidelines.

7. Publish the decision making guidelines for the respective decision making process internally in your knowledge management system (if existing) or ensure accessible for all your colleagues by other means, and on your webpage to make it transparent and accessible for your partners, donors and beneficiaries.

Once you have agreed on your decision making processes, make sure the respective guidelines are used by your team, regularly reviewed and if needed adapted to your changing work environment and developing internal practices. Therefore, we recommend you to review the guidelines and evaluate your corresponding practice and the use and usefulness of the guidelines at least once per year during an office meeting.

Support Measures

This includes any policy, structure and procedures that supports the planning and decision making processes in an organisation by making these processes more inclusive and effective.

Inclusiveness refers here to the extent to which the organisation manages to ensure a high involvement of all relevant stakeholders in their planning and decision making processes. Effectiveness means that the planned goals are achieved, resulting in the expected effects or changes.

A wide range of support measures contribute to inclusiveness and effectiveness of the organisation's planning and decision making processes and some of those are listed below:
Policies

Organisational statute that is binding by law and provides organisational bodies with clear rights and responsibilities

Organisational guidelines for planning and decision making processes which detail for example who is involved in the decision making, the minimum number of members of an assembly or society that must be present at any of its meetings to make the proceedings of that meeting valid, the method of decision making (consensus vs. majority), the frequency of decision making etc.

A code of conduct or ethical guidelines detailing how conflicts are handled within the organisation and which principles and values underpin the operations of the organisation (see Culture and Norms)

Structures

A knowledge management system granting access internally to all relevant organisational documents including lessons identified, reports, organisational guidelines, statutes and ethical guideline

Travel funds or/ and funds to cover Internet/ telephone costs for stakeholders or beneficiaries to join planning and decision-making processes.

Procedures

Obligatory translation of key organisational documents in relevant languages if working in multilingual settings

External facilitation of internal planning and decision making meetings or workshops to ensure unbiased facilitation of crucial planning and decision making processes

Obligatory involvement of a diverse group of stakeholders and beneficiaries in planning workshops

Annual dedicated financial resources for monitoring, evaluation and learning (see Financial Management)

Go back to home Continue to Knowledge Management

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Within this guide Planning and Decision Making is referred as all organisational processes that identify medium and long-term goals, based on context and needs assessments formulate written principles, rules, and guidelines to reach its long-term goals formulate strategies and create the means to achieve them make collective strategic decisions Following this definition three main criteria were identified as essential for good practices of youth peacebuilding organisations.

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In module 5, we looked over the importance of organizational structure and processes. When looking at organizational structure it is crucial to have a good structure for employees and managers to follow ignorer to complete task easily. The processes of organizational structure is how each organization tackles objective tasks. How each organization tackles these tasks is an important reflect on how the organization is doing as a while.

Articles:

These two articles are most relative to the module as they have great information the organizational structure and processes.

https://www.investopedia.com/terms/o/organizational-structure.asp

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Types of Organizational Structure in Management

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Small companies can use a variety of organizational structures. However, a small company's organization structure must be designed to effectively meet its goals and objectives. Types of organizational structure in management can include flat structures as well as functional, product and geographical-structured organizations.

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Managing Human Resources and Communications

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Managing Human Resources and Communications

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In this module we focused on the importance of managing Human Resources and communications is in management. Human Resources HR for short is often times considered the back of the employees of the work place. It is their job to delegate internal issues and have them appointed too. Some important task that HR is responsible for are stated in the module break down are,

Recruitment and Selection

Training and Development

Compensation

Safety and Health

Employee and Labor Relations

Further more communication plays a long role in the success and flow of a corporation or business establishment. Having a network of open communication for all employees plays a big role in overall success.

Articles:
As always, below The two listed articles contain valuable information that I found to be entertaining and knowledgable.

https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/interaction/communication

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Role of Communication in Human Resource Management

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It is the human resources department's responsibility to hire effective employees and prepare those employees to perform assigned tasks correctly. Communication plays a key role in the relationship.

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In this module we focused on the importance of leadership and motivation. Separating the differences from a manger and leader is ver important. A leader is someone who leads by example and takes the lead on any situation that presents itself. Having a leader that is able to motivate his/her employees to do their best is one of the biggest factors of being a good leader. As stated in the module break down "Motivation is the internal process that drives an individual to accomplish their goals."
Artilces:
Below the two articles that I have chosen gave wonderful insight on the topics of leadership and motivation in terms of management.

https://www.forbes.com/sites/christinecomaford/2018/01/20/why-leaders-need-to-embrace-employee-motivation/

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As a manager in a company, one of your primary responsibilities is to motivate your employees to do their best work. There is no disputing the importance of employee motivation; those who feel positive about their jobs are more engaged, a feeling which often makes them more productive. A manager who tries to coerce employees to "work harder" is lucky to achieve even short-term results. But one who can motivate employees can see his business goals fulfilled - proving that there is direct relationship between leadership and motivation.

First, managers must take the time to learn what motivates their employees, America's Job Exchange says. Assuming that everyone can be motivated by the same incentive is a mistake because people are different. Some are motivated by money and benefits; some are motivated by praise; and others are motivated by work-life balance concessions. More employees than you think may be motivated by the so-called "silent incentive": Job security, which many people don't like discussing openly but value highly.

The first step in motivating employees in management is assessing each employee's work responsibilities and underlying motivations. An employee analysis requires you to meet with each employee individually to discuss their work-related goals. Most employees appreciate a manager's sincere interest in their lives.

As a manager, you can motivate your employees by making sure your work goals align with their work goals. This requires strategic planning and communication because you must let your employees know exactly what you expect from them.

If they do not have standards and goals that match yours, you will feel frustrated by their lack of efficiency and they will feel frustrated by their failed efforts to please you. Misunderstanding of goals leads to disappointment and failure - the opposite of the motivating forces you are striving to create. Forging this crucial symmetry can help employees approach their work with what Marketing 91 calls "full dedication."

One of the best things you can do as a manager to motivate your employees is to lead by example. If you are lazy, prone to procrastination or allow your temper to flare, you will likely see the relationship between leadership (or the lack of it) and motivation play out before your very eyes. In other words, you will probably see the same behavior from your employees. If you want to motivate your employees to pursue excellence in their job responsibilities, behave how you would like them to behave. Speak kindly, show respect and give praise when and where it is due.

Fairness is an important motivating factor in the workplace, too. You must create a fair system of incentives, rewards and benefits that encourages employees to work hard. As the boss, you can never show favoritism. Incorporate fair compensation programs, employee performance evaluations and consistent policies into your workplace. You must establish an equitable and consistent work environment so that you're never accused of playing favorites.

The importance of employee motivation regularly surfaces in workplace surveys, including those conducted by Gallup. Forbes reports that only 20 percent of employees agree that their "performance is managed in a way that motivates them to do outstanding work."

This leaves a lot of room for improvement. On the other hand, if you're reasonably happy with the level of motivation your employees demonstrate, then you should continue doing whatever you're doing. As 6q points out, the benefits of motivated employees for an organization include:

Greater employee satisfaction

Deeper employee commitment

Better employee efficiency

These aren't just "one-off" results; with your steady commitment to the importance of employee motivation, they should become a long-term sense of pride in the people who help you keep your company running.

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What Is Management Leadership's Role in Motivating Employees?

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As a manager, it may help to liken the importance of employee motivation to an investment. Once you invest in your employees, they should pay you back so that your business profits in myriad ways.

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In this module we look over the subject of controlling performance and operations. In this module I mainly learned the importance of having control but not having too much control. Sometimes controlling your employees help to improve operations and equity but only if done correctly. Having too much control where your employees feel constantly pressured to preform will only result in a toxic work enviroment.
Articles:

Below I feel very strongly these two articles help me better understand this module as well as help me perform better on this weeks quiz.

https://sloanreview.mit.edu/article/the-control-function-of-management/

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While you don't want to micromanage your employees, you can't leave them unsupervised if you want to maximize organizational efficiency and productivity. Creating effective management controls - including strategic objectives, operational policies and employee guidelines - will help you direct, rather than just limit, the activities of your employees.

Organizational control includes developing rules, guidelines, procedures, limits or other protocols for directing the work and processes of employees and departments. These controls can include setting rules or procedures for financial transactions, employee behavior and specific practices for all or individual departments. A control can depend on an individual employee following the guideline, or require multiple parties to agree on an action.

A common internal business control target is regulating financial procedures. This helps improve communications, allows managers to determine whether their efforts are meeting annual goals, and prevents fraud and errors. These controls include requiring each department head to submit and monitor an annual budget, setting limits on who can write checks, requiring large purchases to be pre-approved by management, holding regular audits and conducting regular budget variance analyses to spot potential problems before they get out of hand.

Financial controls can also include the production of regular reports such as cash-flow and profit-and-loss statements, and labor, overhead and production expense reports.

To maximize sales to a target customer base, a business must send a consistent message about its products or services. This includes not only communicating the brand through marketing messages, but also by your price, where you sell your product, its features and packaging. Organizational controls often require all decisions regarding product, price, promotion and distribution to go to the marketing department first for approval. This helps prevent inconsistent brand messages, such as a promotions manager offering a two-for-one coupon at a high-end salon or restaurant.

One of the aims of organizational control is to help departments work better together. You can do this by instituting specific communications procedures, weekly interdepartmental meetings and regular management memos. To improve the performance of individual employees, your controls might include sharing a detailed organization chart so everyone knows who reports to whom.

Controls can include requiring managers to create written job descriptions for every subordinate. Companies might hold mandatory orientation sessions for new employees, require certification for some employees and create an employee handbook that sets workplace policies such as attendance rules, grievance policies and safety regulations.

The threat of lawsuits or workplace rule violations is a serious concern for employers, and organizational policies and procedures that address employee behavior can decrease missteps. Workplaces free from harassment, discrimination, bullying and gossip foster better morale and team spirit, and reduce problems that can lead to decreased productivity, efficiency and overall performance. The same holds true when companies institute safety and security controls, and provide employee training.

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How Organizational Control Is Important to Organizational Performance

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How Organizational Control Is Important to Organizational Performance. While you don't want to micromanage your employees, you can't leave them unsupervised if you want to maximize organizational efficiency and productivity. Creating effective management controls -- including strategic objectives, operational policies ...

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In this module we looked at the overall importance of management. We learn how everywhere there is signs of management, not only in the work place but in every day life. Having a good managent style and team can improve overall success in task that are looking to be accomplished. Understanding the managerial process such as managerial decisions, organization and fundamental management concepts, effective communication when leading employees, and motivation rewards and recognition to increase performance all help on improving sed work place.

Artilces:
Below I chose these two articles because I feel they give similar insight to what the module discussed while approaching ti from a different angle.

https://www.thebalancesmb.com/how-to-write-the-management-summary-2951561

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Management Principles Overview - Learn Management Principles starting from the Introduction, Overview, Role of Managers, POLC Framework, Classical Schools of Thought, Modern Schools of Thought, Management Environment, Factors affecting Management, Management Organization, Leadership Styles, Mission, Vision and Values, Personalty and Attitude, Work Attitude and Behaviour, Decision Making Nature and Significance, Factors affecting Decision Making, Decision Making Styles, Decision Making Tools, Planning Introduction, Types of Plans, planning Environment, Importance of Organizing, principles of Organizing, Organizational Structure, Organizational Process, Organizational Change, Organizational Change Factors, Organizational Change Management, Multinational Organizations, Global Ecosystem and its impact.

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Ethics and Corporate Social Responsibility

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Ethics and Corporate Social Responsibility

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In module two we focus on the importance of ethics and corporate social responsibility. Inside a corporation it is always important for an establishment to ethic and social issues high. It is the responsibility of the organization to have set rules and expectations for there employees to follow. These guidelines will help the overall flow of the workers within the work place.

Articles:

As generally expected the two articles below represent ideas and facts that show relationsions to the module.

https://libguides.usc.edu/csr

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Corporate Social Responsibility & Ethical Leadership

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Corporate social responsibility has become something of a buzz word in business. So what does it mean for a company to be socially responsible in its day-to-day activities? Well, a culture of social responsibility and ethical leadership sets the tone for productivity and helps the business to engage with the real-life ...