美国论文代写：管理全球化
美国论文代写：管理全球化
为了在工作中有效管理全球化，管理层必须制定有效处理组织中员工队伍多样性的政策和指导方针。全球化的劳动力具有不同的宗教和不同的工作伦理，这是管理全球化劳动力所关注的主要方面（Cheng，2012）。管理不同的劳动力使管理层能够通过从管理和营销的不同角度获得对各种文化的新见解来处理不同的文化。在工作场所从事文化，宗教和种族视角的劳动力多样性提高了对工作中全球化的需求或有效的员工培训。为了最大限度地减少不同文化背景员工之间的歧视影响，管理人员有责任实施有效的政策，并提供令人印象深刻的培训计划，以便现有员工和新员工能够通过有效的多元化劳动力培训课程轻松地接受对方这将有助于员工对各种文化的欣赏，但相反，对于一些喜欢在文化上较为多元化的工作环境中工作的员工来说，这可能是不合适的。
这些组织必须为员工提供高标准的工作场所安全，甚至改善工作场所的工作条件。这对于在不安全的工作条件下工作的员工来说是一个附加的优势。在一些公司中，员工的工作环境仍然很差，但是随着公司为全球化员工开展工人安全计划，正在改善各个公司在全球各地员工的工作质量（Saunders，2012）。有必要管理由于各组织间国际价值链日益相互依存而产生的干扰。为了保持员工之间的灵活性和响应能力，双向信息流是至关重要的。
美国论文代写：管理全球化
For managing effectively with the globalization at work the management has to formulate policies and guidelines that can effectively deal with the diversity of the workforce in the organization. The globalized workforce has different religious and different ethics of working which is the major aspect of concern for managing the globalised workforce (Cheng, 2012). The management of diverse workforces enables the management to deal with different cultures by gaining new insights into various cultures form different perspectives of management and marketing. Diversity in workforce on cultural, religious and ethnic perspectives in the workplaces raises the need or effective employee training so as to manage globalization at work. For minimizing the effects of discrimination among employees of various cultural backgrounds it is the responsibility of the managers for implementing effective policies with an impressive training program so that both current and new employees can easily accept each other through the effective training sessions of diversity of workforce etc. This will help its appreciation of various cultures by the employees but on the contrary it might not be suitable for some employees who like to work in work environment that is culturally less diverse.
The organizations must provide the employees with high standards in terms of workplace safety and even improved conditions of working at workplaces. This proves to be added advantage for employees who had been working under unsafe working conditions. In some companies the working environment for employees is still poor but as the companies are working for worker safety programs for the globalised workforce is improving the quality of work life for employees spread worldwide of various companies (Saunders, 2012). It is necessary to manage the disruptions that arise due to growing interdependence among the international value chains in various organizations. For retaining flexibility and responsiveness among the workforce a two-way information flow is essential.
