Global Outsourcing outline Assignment Example | Topics and Well Written Essays - 250 words

Global Outsourcing outline - Assignment Example As the jobs of the first world make their way to the developing regions of the third world, the forces of globalization have had many unintended consequences. The loss of manufacturing jobs in the countries of the world and their movement to the lower paying developing â€Å"third world† has restructured the world economy. This proposal will explore the globalization phenomenon with an eye to outsourcing and the changes dynamics of the global economic community. Critical success factors include access to the latest research on the subject of international IT outsourcing and the availability of data in the field. Risks will be minimized through a concerted effort to maintain the highest standards of professionalism and scholarly attention to the task at hand. Accordingly, this project will most certainly benefit from the most precise and up-to-date scholarly information on the subject of

Managing ethnic diversity in British workplace Essay

Managing ethnic diversity in British workplace - Essay Example In their standards of recruitment, training, and promotion, government agencies and human services organizations have been more effective as equal opportunity employers than the private business sector. But even in government and human services agencies there is room for improvement. Many equal opportunity employers are merely paper compilers; their behavior is anything but exemplary of equality in action. If the policy of equal employment opportunity (EEO) is to apply without regard to sex, race, creed, color, or national origin, an important first step is to ascertain whether influential members of an organization harbor prejudices. Following Allison (1999) "Unlike the instrumental focus on corporate culture and productivity that characterize the functionalist perspective, critical analyses provide reflection on different types of management issues including, "epistemological issues, notions of rationality and progress, technocracy and social engineering, autonomy and control, comm unicative action, power and ideology" (78). Numerous studies conclude that a large number of minority workers receive insufficient information about their present job conditions and future opportunities. Specifically, many minority workers quit or retire from organizations without ever having understood what their supervisors diagnosed as their needs, why certain procedures were followed and, if failure resulted, what their failures consisted of and the reasons for them. The minority workers' rights include the right to courteous, prompt, and the best supervision. They have the right to know what is wrong, why, and what can be done about skill deficiencies (Konrad et al 2006). The managers could build a case of minority workers' ignorance as... Traditionally, British workplace represents a homogeneous unity consisting of British employees. Thus, globalization and immigration processes create new problems for managers. Managing ethnic diversity is one of the main problems required effective solutions and strategies to be introduced. Ethnicity and race are often confused in the United States. Equality of treatment and opportunity has been the official policy of some organizations for many years. In their standards of recruitment, training, and promotion, government agencies and human services organizations have been more effective as equal opportunity employers than the private business sector. There are two main approaches to diversity-related attitude change. Both approaches center on communication. The formal attitude-change approach is based on learning theories and assumes that people are rational, information-processing beings who can be motivated to listen to a message, hear its content, and incorporate the learnings w hen it is advantageous to do so. The means of change is formal, structured communication, and the reason for change is either actual or expected reward for embracing diversity (Konrad et al 2006). The amount of attitude change depends on employees' initial position regarding diversity, their attention to the message and to the communicator, their understanding of the message, and their acceptance of the message.