The Value of Data and Human Capital
In these discussions, exploration is encouraged! Tie your responses to the lesson, readings, and concepts being covered this week.
Select one initial question from the following to answer.
The Power of the Big D
Data (D) is power that could shed light on the path to profitability or the path of total destruction in the marketplace. Do some research, and share with us your findings about the changes in the global market and consumer behavior and preferences (hint: think generations and social media) since the start of the COVID pandemic. Basically, what changes should international businesses and multinational corporations implement in their business strategies to cope with the changes in the global market, such as the rise of nationalism, the rise of access/usage for social media outlets, the disparities among generations in their attitude about globalization, and climate change?
We are not the same, but we are equal!
As much as we would like to think the world is getting smaller, and cultures and trends are getting more universal, the reality is telling us otherwise. Cultures persist, and the socioeconomic walls are growing within and among nations.
What will you do first, as an international business entrepreneur or multinational corporation manager, when designing a human resource strategy for a foreign market? Pick a country, and state one unique trait that the labor force has that must be incorporated in the human resource management manual.
The perfect mix is imperfect! Does respect matter?
One of the most challenging, expensive, and dynamic tasks is managing people. One thing that is constant about human nature is that it is constantly changing, but it is rooted in a hard to change foundation.
Now that we have agreed on the expansion of globalization and the rise of universal trends in various markets (developed and developing, West and East, rich and poor), how important is it for a multinational corporation to practice and promote diversity, equity, and inclusion in its human resource practices?
Can the practice of diversity, equity, and inclusion be profitable and sustainable in a given market if the business practice in that country does not promote such practice? Explain and give examples if you have any.
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