Expansion into Global Market

Expansion into Global Market

Introduction

In the recent past, many companies have been going global by selling their products globally. This has led to high profits and the brand recognition of the company. However, some have not been able to do so due to some various factors like the organization culture. For example, there is a company, which has been making shoes for the last fifteen years. The company only expanded it markets to the whole country ten years. The company has been making some substantial amount of profits. However, it has been stagnant in making efforts to expand their markets globally. Due to this, the company’s stakeholders need some serious persuasion so that they could act on expanding their markets.

Who are the stakeholders and what plan should be followed in empowering them?

The best companies’ stakeholders who might be addressed in order to empower themselves in acting towards the changes are the employees of the company. The other stakeholders who are to be motivated are the investors of the company. The best plan to motivate them would be to educate them on the advantages of globalization that will accrue if they decided to take action and expand. Additionally, they need to be educated the disadvantages which the company is having and what they are missing out when they do not take this initiative of expansion. However, it will be best note that they need to be told that they are the only ones that can take the company into the next level. In order to do this successfully, a three-phase plan will be needed (Gilbert, 2011).

The first phase the employees and the investors need to be made aware of the recommended change. This will be done where the different employees and investors will be called for a meeting and be educated on the change. The reasons for doing this are to show the urgency of the matter. Additionally, try to show them the positive things about the change (Gilbert, 2011). This will eradicate the negative notion the employees might form after the being informed of the change. Lastly, it should be noted that employees need to be told notified that they are not going to loose their jobs.

In the second phase, the employees need to be involved ion the process of how to implement the new change. The employees need to be shown the powers and the different investors need to be shown the power they have in the companies (Gilbert, 2011). Therefore, they need to be shown that their different suggestions are been put into practice. This will motivate completely since they can be able to empower themselves in improving the welfare of the company not only locally but also even globally.

The third and final stage is when the change should be implemented. This will be the last motivating factor and the most crucial point. When the employees and the investors have been informed, educated and they have been involved in the implementation they need now to be shown how to put their power into action (Gilbert, 2011). The new global change should be put into action where the investors and the employees would be put as the leaders of the new change. This will motivate them to enact and improve the new change.

What problems/hindrances may stand in the way of action?

However, in the plan above their might be some several hindrances, which can lead to the failure in implementing the new change. One of the hindrances is the organization culture (McGuire & Rhodes, 2009). Since the country was started fifteen years ago the only major change that was made in relation to the expansion of its market was ten years ago. Due to this, the organization has formed cultures, which might as disadvantages. This cultures need to be reviewed so that those that might affect or be affected by the change be identified. To some extent, they might be advantageous if the employees are ready to work with the new idea. For instance, if the company has a culture where the management empowers the employees in every decision making, its vice versa could be disadvantageous.

Another issue that might be a hindrance is the organization structure. In order to accommodate for the global markets the company structure must be changed. The employees and the investor of the company might not be happy with this change (McGuire & Rhodes, 2009). This is because most of them believe that they might loose their powers while others think that they might loose their jobs incase their position is faced out. Therefore, the change to global markets through the enactment of these stakeholders might fail due to the organization culture.

Lastly, the resistance to change by both the investors and the employees might lead to the implementation failing. There are very many reasons that cause the resistances to change for example, the fear of the unknown especially by the employees. The employees do not know of what will become of them once the change is effected. They might loose some of their benefits or even the job itself. On the other hand, the investors might be afraid of loosing their investments when they make this change. Therefore, this might make the change of globalization fail completely.

What is the importance of the elected stakeholders?

The stakeholders who have been selected in this empowerment are very important to the company and the empowerment itself. For example, the employees are very important to the empowerment because they are the ones who are going to perform the actual change. When the company adopts the policy of globalization, the people to be affected are the employees because of they are the ones who makes the different products in the company. In other words, they are the ones who are responsible in keeping the business running. Therefore, if they are not empowered they will be very rebellious and this can lead to the failure of the company.

Another good example is the investors of the company. These are usually the owners of the business. They are generally the financial backbone of the company. For instance, they helped initiating the company to where it is by providing the company with any financial support that the company might need. Therefore, if they are not empowered they might be compelled to keep their money because they might think that they will loose their money if they make that change.

A contrast of what will happen if this fails

If this persuasion of empowerment of both the employees and the stakeholders fail, several things would be expected to happen. The employees will be very resistance to every decision that is going to be introduced. This might be very dangerous because it might lead to the downfall of the company. On the other hand, the investor will not accept any changed in future and some of them might decide to pull out leading to the downfall of the company. Therefore, if this persuasion of empowerment of the employees and the stakeholders fail, the company will never make any changes and they might start losing the competitive advantage over the other companies leading to it collapsing (McGuire & Rhodes, 2009).

What are the forms of communication to be used?

The main forms of communication to be used are the pamphlets, the employees’ team building and the difference conferences. This will show the seriousness of the matter and it is the best time to educate the employees about the different implementation that are to be expected. Additionally, the positive impact of the change will be impacted to the different stakeholders especially in the team building exercise. Therefore, these modes of communication will be very effective and efficient.

Conclusion

It is important to note that convincing people about something is every easy but convincing them to do something is very hard. Therefore, the different leadership skills must be used to persuade the different stakeholders on how to enact themselves in performing the changes, which might be very productive to them. Lastly, one should put into consideration the different problems that he/she might encounter with so that he/she can try to cope with them as they come.

 

References

Gilbert, J. (2011). Nothing Stays The Same: Leadership Techniques To Empower The People During Change Initiative. Project Smart. Retrieved From: http://www.projectsmart.co.uk/nothing-stays-the-same-leadership-techniques-to-empower-people-during-change-initiatives.html

McGuire, J. B & Rhodes, G. (2009). Transforming your Leadership Culture. New York, NY: John Wiley and Sons.

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