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Developing your global know how

Sonia R. Mace
Indiana Wesleyan University
MGMT-528-01A
Facilitator Stephen Griffith
03/27/15

I have read and understand the plagiarism policy as outlined in the syllabus and the sections in
the Student Bulletin relating to the IWU Honesty/Cheating Policy. By affixing this statement to
the title page of my paper, I certify that I have not cheated or plagiarized in the process of
completing this assignment. If it is found that cheating and/or plagiarism did take place in the
writing of this paper, I understand the possible consequences of the act/s, which could include
expulsion from Indiana Wesleyan University.

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There are three (3) major global skills needed to function successfully in the global
marketplace (researched by Mansour Javidan):

Intellectual capital, or knowledge or, skills, understanding, and the cognitive

complexity.

Psychological capital or the ability to function successfully in the host country

through internal acceptance of different cultures and a strong desire to learn from
new experiences.

Social capital or the ability to build trusting relationships with local stakeholders,
whether they are employees, supply chain, partners, or customers.

It is also important to assess whether the candidates personal and family situation is such that
everyone is likely to adapt to the local culture (Deresky, 2014).
Compare & Contrast Four Multination Corporation
The four companies that are being discussed are CEMEX, Samsung, Siemens, and Walmart.
Each of the companies provided some sort of knowledge of a managerial role, and cultural
training.

CEMEX offer majority of their global managers positions to the males of their company,
and offer the double of their salary because the company believes it could get their money
back quickly. Therefore, if the company fails it is not because of the return rather than
the global managers family could not adapt.

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Samsung gives their global managers a short-term assignments in order for employees to
gain global experience in their early careers. The failures come from failure to adapt to a
different culture, lack of competency, and lack of communication skills.

Siemens Company did not offer their global financial incentive rather the company offer
fair conditions in order for their global manager can maintain the same standard as any
other countrys living expense.

Walmart gives their people additional training before allowing them to take on an
assignment. The company will also send a trained manager in another to assist
another manager in a negotiation deal. To increase their business Walmart offered
some shares to Massmart Holding Limited, which owns nine (9) retail stores.
Massmart helped accelerated the growth of Walmart.

To conclude, it appears each company strives to do business in other countries by using good
ethical values, and supportive training. Although it is great potential to make money in other
countries, it takes a hardworking and delicate person. Out of each company the global talent is
that they want to make a difference.

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References

Deresky, H. (2014). Managinging Interdepence. In International Management-Managing Across

Borders and Cultures (p. 43). Upper Saddle: Pearson.
Review, H. B. (2011, March). Developing your Global Know How. Business Source, p. Volume
89.