Holmes Institute HI6005: Management and Global Environment Report

This report, prepared for a Management and Organisations in a Global Environment course (HI6005), analyzes two e-learning activities. The first activity focuses on Pankaj Ghemawat's views on globalization, examining the extent of actual globalization compared to perceptions, and the impact of globaloney. The second activity explores Toyota's corporate culture, emphasizing its role in organizational learning, innovation, and employee discipline, and the challenges of spreading this culture globally. The report highlights key ideas from both activities, including the influence of cultural dimensions on business success and the importance of aligning organizational culture with global strategies. It also includes references to support the analysis.

Activity
August 14
2017

Activity 2
Table of Contents
Executive Summary...............................................................................................................................2
E-learning Activities...............................................................................................................................2
Activity 2; Week 2; Pankaj Ghemawat on Globalisation........................................................................2
Conclusion.............................................................................................................................................5
References.............................................................................................................................................6

Activity 3
Executive Summary
The first activity we will discuss if from the Week 2 and is on the globalisation of Pankaj
Ghemawat. Here we would converse the concern related to the Globalization, if or not the
information obtainable by the speaker has specified us the real and apparent about
globalization. Also, we would talk about to what proper extend globalization has made an
effect in our lives.
The second activity will discuss from the week three and is about the Toyota’s corporate
culture and the problem of spreading its culture. In the organisational culture of the company
Toyota is discussed. The culture helps in producing the products with perfection and also
helps the employee to act perfectly, which in turn results into the accurate designing of the
products and the processes.
E-learning Activities
Activity 2; Week 2; Pankaj Ghemawat on Globalisation
The statement globalization means that the job, economy, message, and investments local or
nationwide or cross borders are incorporated. It refers to any type of swap happening across
nationwide borders.
Where Tom Freidman state with the intention of globalization, starting from the country
came to the company and has now lessened persons. He states that an Iron rule that is “what
can be completed will be finished” moreover by you or in the course of you (Ghemawat,

Activity 4
2008). As an ordinary man, I would somewhat agree with Friedman's description of
globalization. The disclosure is vast as everything exists online to travel around and get
information about. On the other hand, subsequent to listening to Ghemawat on Globalisation
and the information obtainable, one realizes that in fact we are not even globalized equal to
even 10% (Ghemawat, 2008). A nation similar to China excluded a global look for engine,
Google, in their nation. China would forever make anything it desires. It exports goods across
earth but never import whatever thing. Even for that substance, America has outsourced
industry for cheaper work, but haven’t hire cheaper manual labour to job to be taken to
America. Ghemawat has explained the real picture with information and the dissimilarity
between invented figures of globalization as Globaloney.
The particulars discussed at the time of discussing Globalizations by Prof. Ghemawat, French
consideration they had 24% immigrant, though, the real picture is of in fact 8%. Due to which
they terror and forever fear migration matter (Walters, Cucinotta and May, 2017).
The next example is that Americans understood that overseas aid of more than 30% is
conventional by them, though it is concerning 1% Ghemawat recommended that after
learning the real information from data, the depositor dare to put in that when some people
perceive the sound of the genuine number, they’re confident to spend more. This is a high-
quality thing and can aspire to have huge consequence (Walters, Cucinotta and May, 2017).
Combodia also the following step into the human race market had to countenance severe
reduction. It becomes zero additional than a manupulation, by wealthier county flattering
more wealthier and poor more inferior (Ursula Huws, 2012). We can say each nation tries to
first look for things at their point or inside a nation, though, then probing for an exporter who
can purchase the thing, lending the swap over of currency.

Activity 5
Week 3 – Activity 4 – Toyota’s corporate culture and the problem of spreading its culture
The key ideas extracted from the activity are that the organisational culture of the company in
a great way focuses to facilitate the organizational learning. The organizational culture of the
company highlights the significance of emerging a culture that is appropriate in supporting
the success of the business globally (Meyer, 2017). In the link, it is said that the
organizational culture of the Toyota’s defines the employee's responses to such challenges
that the organisation faces in the marketplace (Meyer, 2017). As the worldwide leader in the
industry of automobile, Toyota uses the organizational culture in maximizing the capabilities
of the human resource in innovation. The organisation is also benefited from the
organizational culture in terms of resolving the issues.
Organization culture can be defined as the mutual perception between the employees and its
management. The seven dimensions of the Toyotas organization culture are its innovation
and taking the risk for the development of new products (Guiso, Sapienza and Zingales,
2015). The company through its innovation d encouraging innovation at the different stages
of designing and processing the products resulted in it into the best companies around the
globe. The Organisation took the great risk with recalling the eight million vehicles
international for involuntary acceleration. The company encourages the employees in paying
the strict attention to maintain and detail the discipline to execute the employee's
responsibilities. Such dimension of the organisation culture is suitably met at the company
Toyota (Meyer, 2017).
Toyota aims to deliver the best products and services and for this do not hesitate in recalling
its products from the market if the products are not meeting the standards of the company.
Company culture is people oriented, for the company employees comes first, company
approach of humility is confirmed with the giving credit to the employees for the company

Activity 6
success is remarkable (Sergey Sosnovskikh, 2016). The company advocates the team work
with recognising the workers at different levels. The organisation aggressiveness is to believe
in its self with delivering the best products. The Company is obsessed with the strategic
decision, which ensures to restore the lost stability is at the initial phase.
The organizational culture of Toyota’s successfully supports the business endeavours in
continuous improvement and innovation. The understanding of such corporate culture is
advantageous to identify beliefs and principles that in a great way results to the strength of
the company business and brands (Guiso, Sapienza and Zingales, 2015).
Conclusion
Discussed in this piece of writing about the transform of thought after listening to the
lecturer, humanity is not dreary by Pankaj Ghemawat. We talk about the collision and doubts
of globalization faced by diverse nations.
Hence, to conclude, the organisational culture of the company is to resolve the problem and
apply the new approaches of doing the work with more accuracy with this also to help the
employee act with discipline for the organisational growth and retaining its position in the
markets.

Activity 7
References
Ghemawat, P. (2008). The globalization of business education: through the lens of
semiglobalization. Journal of Management Development, 27(4), pp.391-414.
Guiso, L., Sapienza, P. and Zingales, L. (2015). Corporate Culture, Societal Culture, and
Institutions. SSRN Electronic Journal.
Meyer, P. (2017). Toyota’s Organizational Culture Characteristics: An Analysis - Panmore
Institute. [online] Panmore Institute. Available at: http://panmore.com/toyota-organizational-
culture-characteristics-analysis [Accessed 14 Aug. 2017].
Sergey Sosnovskikh (2016). Toyota Motor Corporation: Organizational Culture. Philosophy
Study, 6(7).
Ursula Huws (2012). Bridges and barriers: globalisation and the mobility of work and
workers. Work Organisation, Labour & Globalisation, 6(2), p.1.
Walters, H., Cucinotta, L. and May, K. (2017). Globalization and Globaloney: Pankaj
Ghemawat at TEDGlobal 2012. [online] TED Blog. Available at:
http://blog.ted.com/globalization-and-globaloney-pankaj-ghemawat-at-tedglobal-2012/
[Accessed 14 Aug. 2017].