Realism and International Conflicts/Strategic Management

This article discusses the role of realism in international conflicts and strategic management. It highlights the importance of decision-making and problem-solving in global markets and employee retention. The article also suggests ways to incorporate realism in strategic management to deal with the problem of retention.

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Realism and International Conflicts/Strategic Management
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Introduction
As opined by Acocella, (2016), self-governing States are the principle performers in
International system, and they have turned out to be the most dominant when this stage is an
international one. States are mainly apprehensive about their security, expansion of the
territory, edict, justice, independence, freedom and supremacy. States has a role that they
perform under a particular political concept, a philosophy those asses how States should
maintain the associations with other States and the morals to deal with political issues. Again
a State should be aware of the functions it is going to perform and when a concern area pops
up, it must follow the ever best method to resolve it. Realism is one of the hoariest models in
International Relation and International Political Economy that is represented by markets
where the companies want to represent themselves (Burchill et al., 2015). It is school of ideas
that is based on shared ideologies about what fixes states actions towards each
other. Amongst the philosophies is anarchism realists rely on the fact there is no federal
worldwide expert that restricts independent states and defines their actions. This is why,
nation-states are the only genuine actors in global businesses and neither multinational nor
internal performers can limit them.
Discussion
Under circumstances of anarchy and an irregular future, nations depend on themselves. For
this reason, the principle dynamic potency in the self-help world is the national attention. The
central concern of foreign dogma is survival due to the unpredictable future of the global
system. Survival is dependent on power. For such a portrayal of the world, realists have been
often censured as pessimists. However, consultants of realism consider it not as a base on
which to set up the world mandates but as a tool of assessing history and forecasting about
the future. Realism presents things as they are and not as they should be. The Realism and
International conflict highlights the process of decision-making for the corporations and
organizations for probing into the global markets. The main importance is put on the
progression of solving the problem, which lets them to be aware of the actual characteristics
of the market full of competitors (Dionisio, 2017). The process of problem solving makes the
employees concerned about the choices that would perform as a mediator for attainment of
awareness about the market admittance ways. Contemplation of Foreign Direct Investment
(FDI) can easily be correlated with the awareness towards the worldwide clashes, which the
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organizations and companies might encounter in the course of global market entry. For
example selection of Chinese organisations widens the multiplicity, conferring value to the
perception of workplace variety. As well as, it also enhances the possibility of tiffs between
the countries for securing their market places. Realism can be put into the same orientation
with concern disagreement, entry mode (Heywood, 2011). Sagacity in the decision-taking
benefits the workers to have the consciousness regarding the truth, regarding the nature of the
market that is rigidly competitive. This realism is a help towards making appropriate choices
towards making proper accesses to the global markets.
Global employee attrition is an ever continuing problem for the companies nowadays and to
deal with that the HR department of an organization keeps on planning several game plans to
retain them or replace the lost workers. The problem can never get resolved on a permanent
basis; but still to deal with this the responsible department must be aware of the problem
areas in particular to know what is causing the employees to attrite. However, upon a
detailed analysis about the companies irrespective of the local and the global ones, the major
reasons behind huge employee turnover can be enlisted.
First of all, the lack of balance between work and life has turned out to be a one of the key
factors impacting the overall environment within the organization. As the economic pressure
is following an upward line in graph, hence the management is continuously pushing a single
employee to meet the productivity of two or three. This becomes almost a must when the
company is restructuring. Employees are expected to work on their weekends and that is the
moment when they are bound to choose either of their personal life or work life. Another
point of dissatisfaction from the employees’ end is the disparity between the promised works
to be done said during the interview time and the task they are bound to do during their
production hours. This difference generates mistrust and mistrust can never maintain a
peaceful environment within the organization retaining its employees for a long time. Anyone
longs for a recognition and get rewarded for a task executed by them in a well done way. This
is a very common human tendency (Narang, 2014). Not necessarily the recognition must be a
monetary one. Appreciation does it well in most of the cases. Recognizing the good
performers is a very effective one to retain employees with a high satisfaction level. Loss of
talents and expertise are caused if the employees get a feel of being trapped in dead-end
points. Most often expert individuals are enforced to change job from one organization to
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another with a motive grow further in status and recompense. The most successful companies
discover ways to assist employees ripen their expertise and responsibilities in their present
posts and situations for future progression within the associations. Staffs that look for growth
opportunities are more likely to leave the organization if it cannot provide them with proper
growth channel (Dionisio, 2017). Governing authority’s continuous reorganization, altering
tracks and shambling individuals around detaches personnel from the company’s
determination. Employees are not aware of what’s going on, what priorities are set or what
they should do further. This causes a negative vibe that leads to ambiguity and inadequacies.
The employee attrition and retention are the two opposite processes that go hand in hand
within an organization. Realism and international conflict can be very helpful to deal with the
problem of retention. Incorporation of this theory can leave a great impact on this continuous
problem that is faced by the companies. When a new process is launched, that should be the
time to incorporate the theory within the association. The management is the department that
is responsible the most to make it effective. For example, they should keep an eye on the
operational procedure. They have to make the process easy for the level of employees that
they are going to hire for their company. As mentioned before the strategic management is a
set of goals that an organization must enlist in its work process before starting with a plan of
action. If the strategy is flawless, the future of the company is going to be smooth for a long
term basis. Basically Strategic management means a company’s problem solving capability
and a company’s problem is mainly triggered by the employee’s dissatisfaction. The set of
regulations should not only be prepared by the employees but also for the employers. For
example, the management must be aware of the way of talking, behaving, and gesture
towards the staffs as this is a key factor to impact upon the productivity and productivity is
probably the biggest contributor towards a company’s revenue earning. At the same time
there are few more factors that should be revamped while the construction of the company
itself (Robert Jackson, 2014). If the company’s strategic planning comprises of elements like
ways of work life balance, proper employee alignment, a good power of decision making,
adequate people skill, parity between the promised work and the work to be delivered finally,
a good growth opportunity, the employee retention should not be a big challenge for the
organizations. A healthy environment should be a part of the organization culture to
encourage the employees to work spontaneously for the company. Once they work willingly,
the work life balance which is an alarming factor now a day for the employees all over the
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world should not be a hindrance. All these factors once included will benefit the company to
compete with the big ones in the market. As the employees are the base for any company,
that should be solid to make it proceed further towards the advancement. International
conflicts will be easier to handle once the inputs are well knit within the strategic
management of a company.
Conclusion
It is prominent that realism is not only a theory and cannot be made out easily by the
methodical elucidation of international conflicts, this theory relies on the historical and
political situations, the logical criterions and the significance in making political conclusions
was certainly arbitrated (Robert Jackson, 2014). It has been very beneficial for being
cautionary against legalism, moralism and liberalism and other that cannot succeed to sight
reality of interest and influence. Hence realism is a useful tool for states, in being defensive
towards the interest of inhabitants of the city, safeguarding their security, preventing of tiffs
and conflicts that is a constant threat for the global organizational peace.
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Reference List
Acocella, N., 2016. the Theory of Industrial Organization'. Recent Developments in the
Theory of Industrial Organization, p.232.
Burchill, Scott, et al., Theories of International Relations, London, Palgrave, third edition,
2015. East Center for Studies & Research
Dionisio, M.A., 2017. Strategic Thinking: The Role in Successful Management. Journal of
Management Research, 9(4), pp.43-56.
Heywood, A., 2011. Global Politics. 1st ed. Hampshire: Palgrave Macmillan.
Ji, J., Dimitratos, P. and Huang, Q., 2016. Problem-solving dissension and international entry
mode performance. International Marketing Review, 33(2), pp.219-245.
Narang, V., 2014. Nuclear strategy in the modern era: Regional powers and international
conflict. Princeton University Press.
Robert Jackson, G.S.,2013 , Introduction to International Relations Theories and Approaches.
5th ed. United Kingdom: Oxford University Press
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