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Inside every business there is an IT branch behind all of the transactions and organization for the company. There are many different ways for a company to change their managing styles over IT. There is Infrastructure as a Service (IaaS), Platform as a Service (PaaS), and Software as a Service (SaaS). If a company can change the infrastructure of their IT, then the daily processing and purchasing management can change for better. Many organizations have lowered their operational cost that involve IT. Lowering these cost will lessen all the data a company can hold and this is not good for any company (Govindaraju, Akbar, & Suryadi, 2018). 

            Now, our book does not touch on the technological aspects of changes for a business, but technological changes play such a huge role in the world of business. Inside every business, there is an organizational network. This network will help to identify the employees that play certain roles in the business. If you can rely on these employees to play these roles and do their jobs accordingly can help lead the business to an easier change (Medenhall, 2018). So, if a company can change the IT program that lists the roles of employees and can change it to show what employees could prosper in each role, then the change in the program will lead to the leader of the company being able to pick and place his/her employees in the right job. Once an employee can be placed in a job that best suits their skill set, not only will their work ethic become better, the business itself will become stronger. Obviously, this new IT program may be hard to make, but once it is created and once the employees can recognize that this change is for the better, then the management of the company will begin to be better as well. After this change in IT, the company may have to take its’ employees and move them around from job to job. This is okay as long as the management can convey to their employees that this change is for the better. If the employees agree with the management, then the change will be a lot easier and smoother, but if the employees do not agree with this, then the transition phase will be a lot harder to complete. 

            Over all, in every business in the world, change is going to happen. Will that change always have a good outcome, no. But, once the change is made and if all the employees can agree with it and taker on the new challenges that come with the change, then the business can grow and prosper. 

References:

Govindaraju, R., Akbar, R., & Suryadi, K. (2018). IT Infrastructure Transformation and its 

Impact on IT Capabilities in the Cloud Computing Context. International Journal on 

Electrical Engineering &Informatics, 10(2), 395-405. https://doi.org/10.15676/ijeei.2018.10.2.14

Mendenhall, M. E. (2018). Global Leadership: Research, Practice, and Development. New 

York, NY: Routledge.

            In the world of business all companies want to try and not have a shortage of talent within their own business. To find the talent that the company needs you can follow these four helpful tips: using a recruiting firm to hire interim or contract professionals, using a recruiting firm to hire direct hire professionals, looking at the in-house talent, and speeding up you time to hire. If you follow these four tips you will have a higher chance at not running the risk of having a talent shortage in your company. To retain the talent you could try a rewards system or promoting from within the company (Perez & Kappes, 2018). 

            Companies that have a talent shortage are companies who lack people with the right qualities and requirements to fill their roles. The talent that the employees poses is apparently the new differentiator in the business world. Many companies throughout the world are struggling to find employees that can fit the talent pool that they need. This is a huge problem for those companies. If these companies can just find someone that is in-house to train and promote, they will have a better and more efficient time filling in the talent gap.  Talent shortages can happen at any  time in the world of business. Whether the company is prospering or if they are in a bit of a downturn (Mendenhall, 2018).

            There are three main reasons for the talent shortages that are happening in many companies. They are: competency mismatch, accelerated demand for talent, and rigorous selection (Mendenhall, 2018). Competency mismatch is just the talent gap that is being missed between the task and the skills the employees and employers have. This here can attempt to be fixed by looking in-house and finding someone inside the company that can be trained to have the required skills and talent to fill the role. The accelerated demand issue is basically saying that the talent grows faster than the available talent. This issue can be fixed by going to a recruiting firm for direct hire positions. This will give the company a nationwide pool of potential employees that can hold the specific talent and skills needed for the job that needs to be filled up. The rigorous selection basically just screens out and gets rid of the candidates that do not have the talent for the job. One way to try and get rid of this would be to try and get your candidate pool as wide as possible in order to be able to weed out the potential employees that do not have the talents and skills needed for the task (Perez & Kappes, 2018).

References:

Mendenhall, M. E. (2018). Global Leadership: Research, Practice, and Development. New York, NY: Routledge.

Perez, C., & Kappes, C. (2018). How Is the Talent Shortage Affecting Your Business? Ways to Attract and Retain Top Human Talent. Orange County Business Journal, 41(31), B-82. 

There is a whole process that expatriates have to go through in order to get accustomed and become successful in the country they have been placed in. To get accustomed to the new country they have been placed in you will go through logistical, cultural, relationship-building, and preparation phase training. These opportunities will lead to expatriates becoming successful in their assignments. Without these training phases, expatriates will have a harder time in completing their assignment successfully and building/maintaining the relationships that they make (O’Byrne, 2018). 

Expatriates are employees that get sent abroad to do work for the company that employs them. The process of being an expatriate can last anywhere from six months to five years. There are also self-initiated expatriates also known as a foreign worker. The self-initiated expatriates voluntarily go to a foreign country and look for work (Mendenhall, 2018).

Sending employees to overseas assignments is a huge risk in the world of business. Annually, U.S. based companies lose roughly six billion U.S. dollars on failed overseas assignment (O’Byrne, 2018). Some people may say that the expatriate experience ins a waste of a company’s money, but if the assignment is successful then the company can make a lot of money and great business connections across the globe. Either this expatriate will be successful and make the company money, or the company will lose money by the expatriate not meeting the assignment requirements. In order for a company to ensure the least amount of risk, they have to make sure they pick an employee that is not just willing to do the assignment but have prior technical skills in order for them to have a higher chance of being successful (Mendenhall, 2018). Both the article and the book talk about the potential risk and how companies overcome it by trying their best to hire an individual with the right qualities in the work place as well as their personal life. Expatriates should search for some type of cultural training before they enter their new country for work. If they seek out this training, getting accustomed to the new countries culture will make transitioning a lot easier. 

All in all, the experience that an expatriate gains from the whole experience in a different country helps them grow in many ways as an individual. It is evident that being somewhat alone in a foreign country pushes expatriates to gain more perspective on global business as a whole. Any global business leader who is looking to grow personally by going past their cultural norms and gain new ways to work around problems that show up in business should take an expatriate experience if they have the opportunity. 

References:

Mendenhall, M. E. (2018). Global Leadership: Research, Practice, and Development. New York, NY: Routledge.

O’Byrne, A. (2018). Nurture Connections to Enhance Expatriate Success. TD: Talent  Development, 71(5), 38-42. Development,71(5), 38-42.