Trends in the Global Business Environment †MyAssignmenthelp.com

Question: Discuss about the Trends in the Global Business Environment. Answer: Introduction The following piece of essay focuses on the different issues of the contemporary business environment. The business environment in the modern day is indeed very much complex and it demands the interference of the higher level managers. The business organizations in the contemporary times focus around the improvement of their performance in the best ways. This is why they need to engage in the collaboration with all the employees. It is indeed very definite that the challenging business environment demands for better performance from all the departments and their employees. If they engage in conflicts with another, this will be very much problematic. So, it is better that the employees begin to collaborate with each other in their workplaces to bring in the best results for the organization. The departments must connect with each other to address the complexities and find out a better way. The organizations have greatly understood the fact that they have to work with one another in or der to survive in the contemporary challenges in the business environments. In this section, a mini literature review will be conducted in order to discuss the collaboration design in the workplaces. The article chosen here for the discussion is Collaborative Overload published in the Harvard Business Review in the year 2016 written by Rob Cross, Reb Rebele and Adam Grant (Cross, Rebele and Grant 2016). In this section the different issues will be discussed in terms of collaborative practice in the organizations. It has been mentioned in the article that collaborative designs in the contemporary times have been increasing every day. The connectivity between the departments is gradually going up all the time. This has been a major issue in the organizational success (Kaufman and Guerra-Lopez 2013). The managers and the employees need to work together to gain the competitive advantage over their business competitors. It has been seen over the past few decades that the employees do not have much time to work on their assignments as they have to do many things i n their office hours like checking the emails, taking part in the meetings and many more things. This has been a very important part for the employees since they do not how to cope up with these issues in the workplaces. This results in the job burnout and many more severe problems (Cross, Rebele and Grant 2016). Another issue in this scenario is the fact that the organizations is the good results of the collaboration in the organizations. The employees are most times willing to assists their co-employees to reduce the stress on them. This is indeed very much effective for them since they get stressed after going through huge workload (Lee and Bonk 2014). This is why the organizations need to provide the scopes for collaboration among the employees in different contexts. If the employees help each other in difficult scenarios, their teamwork will increase and cross cultural conflicts will be reduced to an extent. The role of collaboration in the workplaces is growing all the more. If the team members collaborate with all other members, the integrated team performance will surely be increased. There are some resources from the perspective of collaboration (Lee and Bonk 2014). These are informational, social and personal. These three types of resources refer to the individual expertise and skil ls, social awareness after getting involved in a brand network and the time and energy of the team members. (Cross, Rebele and Grant 2016). The works of the employees would go in vain if the team members do not applaud it. The case of a blue chip professional services firm has been provided in this set of the article to have a view on the collaborative practices in the workplace (Cross, Rebele and Grant 2016). The aspect of the behavioral change has been noted in this article also to show the impact on the overburdened employees. The stress of the employees has to be reduced in order to get the best kind of performance from them. The organizational behavior has to be changed as well in order to maintain the integrity of the employees in the workplaces (Robbins and Judge 2012). They have to answer to the incoming queries of the customers and the managers had eliminated the meetings for some time so the employees could focus on their individual skills and provide the best efforts for the organization indeed (Robbins and Judge 2012). The structural changes will have to be included in the organizations to see what changes in the behavior could be seen. Some key questions have been identified in this discourse regarding the subject of the article. What structural changes should be incurred into the organizations for collaboration? Can stress and job burnout be reduced by the collaborative overload? How can the resources be used for betterment of performance among the employees? How can technology be utilized in collaboration in the workplaces? It has been a very complex thing to understand the competitive business environment in the modern times. The organizations always need to slow down and show some efforts to make the changes in their structures. As the employee burnout and stress is very much on the rise in the contemporary times, the organizations would need to shift their focus on different things like adopting the collaboration in their organizational framework (Ashkenas et al. 2015). The managers in the leading organizations have to understand that too much stress on the employees could lower their performance to a new level. They should imply the collaborative practice into the organizations because if they engage more brains into a project, it will be completed faster with more creativity. The front-line workers in the organizations should be used to meet the organizational objectives. This will also result in the organizational success in the future. The HR activities will play the major role in redesigning the organizational structures (Ashkenas et al. 2015) The managers have to look into the major problems and find out the best ways in which the problems could be solved with effective decision making power of the concerned employees. The organizations must go on to gain the competitive advantage with these steps from the managers. The workload of the employees should be reduced but at the same time organizational success has to be earned as well. One of the major challenges in the modern business environment is the job burnout and stress of the employees. The organizations have to handle it in the best possible ways so they can retain the employees. The employee turnover and burnout have become real risks in the contemporary management so they need to find some ways to mitigate this (Beheshtifar and Omidvar 2013). The various issues like attending numerous phone calls in a day, answering the emails and participating in the meetings have become huge issues. The research on the various organizations has explored that the employees are not able to give their best efforts due too much pressure in their workplaces. This is why they will need to shift their focus on collaborating with other employees in their departments (Beheshtifar and Omidvar 2013) The employees should be able to work with value-added co-operations with one another in order to do what is best to gain the competitive advantage. When the employees are worth of providing assistance to their co-workers it should not be a big problem for them as well. The importance of collaborative working is increasing to minimize the workload from the shoulders of the stressed out employees. Hopefully, the employees would be able to perform better if their stress is reduced. This question deals about the different resources that are needed for the collaborative work in the organizations. There are three different types of resources in the organizations so they need to imply all of them in the equal ways (Melton and Hartline 2013) These three different resources are informational, social and personal resources. The informational resources of the employees signify the skills and capabilities that they have to complete the projects. They should be adept in completing the projects effectively. The social resources mean the awareness of the employees about the projects and the position that he holds in the distributive network in the organization (Melton and Hartline 2013) This can be used as a resource for collaborating with one another in a better method. This will probably erase the cross cultural conflicts in the organizations as well. The personal resources are the energy and time of the individual employees (Melton and Hartline 2013). These factors do not work in the same way for everyone. So, the employees should always work as a team. The inefficiencies of one team member should be covered up by the others. This should really be helpful indeed. The personal resources cannot be shared but they can be utilized when the employees work as a team in the collaborative method (Melton and Hartline 2013) The time one project takes to be completed will obviously depend on the infinite energy of the employees. Technology is a very important aspect in terms of the organizational procedures. The organizations should utilize the technology for achieving the business objectives (Worthington 2012) In the modern context of the digital disruption, the organizations might go on to rely on all the latest technological updates. The use of technology is very much influential in order to improve the capacity of the workforce. The employees should be trained to work with collaboration and produce the best results for the organization indeed. The knowledge of the employees regarding the use of technology should be turned into action when they will use the technology for the betterment of the business performance (Worthington 2012). The employees should work together and use the current technological devices to provide the information faster. These things would indeed very important for the organization to better their service to the customers. The employees can use various social media tools and collabo rate to build up new strategies for the expansion of their markets (Worthington 2012) The technological solutions should be based on the knowledge of the employees and how they can work together. The smooth flow of the work should be enough to bring the organizational success. Conclusion This paper can be concluded by saying that collaborative overload has been a menacing component in the modern global business environment. The selected journal has been analyzed and the literature review has been given on this journal. The four key questions have been found in order to to highlight on the components on this journal even more. These four questions have been discussed and important information has been provided regarding this topic. Thus it can be said that issues and challenges related to collaborative workload has been discussed in this paper with much analysis. References Ashkenas, R., Ulrich, D., Jick, T. and Kerr, S., 2015.The boundaryless organization: Breaking the chains of organizational structure. John Wiley Sons. Beheshtifar, M. and Omidvar, A.R., 2013. Causes to create job burnout in organizations.International Journal of Academic Research in Business and Social Sciences,3(6), p.107. Cross, R., Rebele, R. and Grant, A., 2016. Collaborative overload.Harvard Business Review,94(1), p.16. Melton, H.L. and Hartline, M.D., 2013. Employee collaboration, learning orientation, and new service development performance.Journal of Service Research,16(1), pp.67-81. Worthington, J., 2012.Reinventing the workplace. Routledge. Trends in the Global Business Environment – Myassignmenthelp.Com Question: Discuss About The Global Trends In The Business Environment? Answer: Introducation Heidi Gardner in her article When Senior Managers Wont Collaborate has shown a very different approach towards facing the conundrum in modern professional services firms. Problems for these firms have increasingly become more complex with the advancements of their clients. To handle this situation the top-tier firms have created less practice areas and encouraged partners into specialization. The collective expertise has spread across boundaries to people, places and practice groups, and this is the only way to address the complex issues of the clients. Gardner has found that if this course is taken then firms start earning higher margins, gain a competitive edge in the markets and inspire client loyalty. However, for the professionals financial advantages of this cooperation ensue slowly and the other benefits are difficult to quantify. It makes the decision difficult that whether this kind of investment in cooperative learning would pay off or not. This kind of collaborations are h ard and different from the simple assemblies and interconnected project. This sort of true multidisciplinary collaboration asks from people to link their ideas and expertise and mold those according to the needs of the clients so that the result comes out bigger than the accumulated knowledge of the participants. Improved understanding from professionals and decrease in barriers to collaboration by firms would increase the benefit level largely. Gardner has carried out a decade spanning quantitative analyses of the financial and time sheet records of three international law firms and an accounting firm, case studies related to professional services incumbent and new entries, and some surveys and interviews of professionals across a wide range of sectors. Her findings display the benefits of collaboration playing out. Her article goes on to explain the individual and firm wise benefits of collaboration, even what the barriers in this way are and how to overcome them to reach to the b enefits sooner and not pressurize the employees in any way. She has added recommendations on how to successfully implement this approach and how the leaders in an organization can be of help (Gardner 2015). Going through the article, readers would come up with some questions of their own of which they would require some answer. The first one is: What is collaboration? Collaboration happens when a team of learning masters fuse their individual capacity remembering the true objective to pass on bewildering comes about on complex issues, normally extending after some time and across discrete projects as they recognize new procedures and begin empower engagements (Huxham and Vangen 2013). Despite showing their capacity, these professionals ought to moreover enable, incite, to enable and adjust each other. Thusly, collaboration is not exactly the same as irrelevant assembly (where authorities fundamentally contribute their piece and someone pulls inputs together) or essentially back to back, dependent work (where a lawful counselor develops others prior work of others and hands his work over to the accompanying partner) (Gardner 2015). Regardless of the way that it may exclude opposite working, collaboration requires repeated or advancing associations, to allow the generative recombination of different people's information, perspectives and bent (Adner , Oxley and Silverman 2013). The aftereffect of collaboration is something beyond the total of taking an intrigue partners' unique data. Collaboration is routinely mixed up for cross-selling, yet they are remarkable. Unadulterated cross-selling happens when partner A familiarizes partner B with his own specific client, so B can give additional services. In spite of the way that A may give some level of oversight to ensure that her client is content with Bs work, she is likely not going to get significantly connected with the substance. Then again, collaboration incorporates aces working substantively together to pass on a project, rather than authorities working autonomously in their punitive silos (Nicolini, Mengis and Swan 2012). The second question that would arise is: How to manage dynamic collaborative arrangements? Collaboration begins with finding the right ace who has both proportional data and a capacity to participate in joint working and the two perspectives twist up obviously harder to find in firms that develop rapidly (Gardner 2015). As one partner in a worldwide firm related that he used to know enough about his partners' work that it would take him only a solitary or perhaps two phone calls to discover even the most subtle dominance he required. Directly [after a movement of mergers], the firm has altogether more experts open, however finding them is exponentially trickier. Furthermore, people never again feel a comparative individual duty to each other that makes them meddle with their own specific inspiration to help on another partner's client. He detected that he anticipated that would organize or support, however before people would essentially settle on the best decision for each other. It ends up being essentially more troublesome once the pertinent parties have concentrated o n collaborating (Huxham and Vangen 2013). Traditional teams confined to deal with a specific issue or game plan typically have clear targets, a portrayed pioneer and a for the most part clear dynamic framework to empower smooth working. Strikingly, collaboration dynamically happens among peers who are experts in their own specific zones and have their own wellsprings of vitality and magnificence. Despite when the partner who has the client is apparently responsible for the engagement, associates need to normally develop errand portion and fundamental initiative benchmarks (Adner, Oxley and Silverman 2013). Likewise, these working blueprints must be reliably renegotiated, as partners who lead one engagement must surrender to their past enthusiasts on the accompanying. Reordering the status chain of significance may be clear on a major level, yet it is much of the time a troublesome, politically charged act. All in all, fusing exceedingly specific authority is mentally mind boggling a nd can create competition and battle when legitimate counsels have even to some degree misaligned goals (Lee, Olson and Trimi 2012). The third question arising from this article is: How to handle performance pressure? In the present hyper-forceful business environment, professional firms and their leaders go up against phenomenal pressure to pass on dominating results (Gardner 2015). Every single lawful advisor might need to assume that they use the challenges of a high-stakes client situation to shimmer, displaying their own specific and the firm's best capacities. Unimaginably, regardless, investigate exhibits that the pressure to perform exceedingly well drives people toward cut down risk choices, with defective outcomes. This - deplorably across the board - affect exhibits how performance pressure can be a twofold edged sword: disregarding the way that it drives people to build their attempts, they may in like manner unintentionally react in ways that are finally counterproductive (Christensen, Sutton and McIlwain 2015). Performance pressure happens when some person must pass on extraordinarily choice performance. Since their projects are so basic, those facing performance pressure all things considered have space plan savvy and resources anticipated that would complete the work; the bother is that they quit using these advantages enough. High stakes breed uneasiness among team people, their clients and their chiefs. Hence, performance pressure drives people to wind up danger reluctant. Rather than winding up more creative and looking for after best solutions for their client, teams under pressure start considering their issue something that can't be allowed to miss the mark. This mistake repugnance mentality drives them to choose courses of action that can be successfully upheld and to use showed procedures that are based on scarcely described performance targets. By definition, these outputs are less inventive in light of the way that novel game plans give off an impression of being risky. Additionally, individuals going up against performance pressure search for control, which cuts down their longing to team up - it feels more secure to complete the work oneself. Toge ther, these misleading effects of performance pressure can extraordinarily undermine the aggregate method (Katzenbach and Smith 2015). The fourth and final question that can be extracted from reading this article is: How to establish trust? We have all heard horrendousness stories about a decades-long client relationship risked by one mistake. The perils of incorporating another partner with one's own particular client are bona fide, and putting it all on the line to incorporate others requires two sorts of trust: relational and competence trust (Gardner 2015). "Relational trust" is just the capacity to make vulnerable against another person, for instance, the partner with whom one begins another collaboration. It rises up out of the eager bonds that interface relates and makes through shared experiences, corresponding revelation and demonstrates that individuals won't abuse each other. This trust gives professionals assurance that they can bring partners into their most regarded client associations without stress that the partner will display contact, take their client or undermine the client relationship by one means or another (Frederiksen 2014). "Competence-based trust? is the conviction that another individual is a ble, reliable, professional, especially masterminded and focused on his or her work. Right when professionals make shared competence trust, they will likely rely upon and use each other's data. The closer someone else's expertise is to one's own, the more adequately and unequivocally competence can be judged and trust set up. Right when professionals from different practices collaborate, regardless, they may at first need to interface diverse thought universes for example, new dialect, fluctuating doubts or new approaches that make it harder to trust each other's competence (Gardner 2017). Changes in the part - including firms' snappy advancement and internationalization, close by raised individual adaptability - make it more troublesome than whatever other time in late memory for the professionals to make shared trust, even inside a comparable firm. Internationalization moreover raises cross-social issues that position troubles to collaboration and building trust. Without conside r interventions to energize associations, arrange newcomers and develop trust in others' competence, partners may feel inadequate trust in their partners to take an interest in collaboration. All the more horrendous, failed tries at collaboration may butcher the longing to coordinate later on (Connelly et al. 2015). Literature Review In relation with the findings discussed in the main article by Heidi Garner, four questions were identified and discussed about. In context with the identified questions and their implications in the identified topic, four articles have been identified in relevance with the extracted questions. In this short literature review, these four articles are going to be discussed and summarized to establish their links with the core article. In context with the first question, collaboration has been identified as being a complicated process. It is considered by many as being a painful procedure, in which teams had to face a bad experience. In some cases hesitation has been seen in starting collaborative project, with the tension of making mistakes, failing to provide delivery on time or stealing credits for the success. However, Heidi Gardner, in another one of her article, Collaboration: Necessary, Not Evil, has termed collaboration to be necessary and worthwhile, just like in the core article. It is when professionals are attempting to deal with the present most personality boggling and multidisciplinary issues. From cyber security to global warming to innovation, there is a need of subject-matter experts who are significantly immersed in their own specific controls to fuse their novel bits of learning and handle their associations' and customers' most difficult issues, challenges that none of them could clarify alone. The benefits of collaboration may show up incredibly apparent, in any case they tend to assemble step by step. Curiously, people bear the fundamental threats and costs for all intents and purposes when they start endeavoring to team up. Little wins help to create communitarian vitality (Gardner 2017). In context with the second question, dynamic collaborative arrangements is a difficult thing to manage. In the core article, Gardner has discussed this process and how to benefit from it. In another article from Gardner, How to Capture Value from Collaboration, Especially If Youre Skeptical About It she collaborates with Herminia Ibarra and discusses how to capture value from such collaborative arrangements. The issues faced in collaborating, like inefficiency, low value and political dilemmas can be handled effectively by first clarifying what collaboration is and then gaining a firsthand experience of it in one or multiple collaborative projects. Seeing the value of collaboration alone can make a person put their effort as required for seeking out cross-disciplinary projects and develop the skills essential for collaborating effectively. Collaboration is a strategy for working that attracts and incorporates people outside one's formal control, affiliation, and expertise to satisfy shared goals. Understanding what collaboration is not is a fundamental bit of hinting at change at it. Collaboration is not a style, nor is it cross-selling. It might always not be the perfect answer, but it needs to be experienced. Contribution in projects is required, and work needs to be done on networking. The ultimate need is of being a good citizen and act strategically regarding what projects are to be taken on (Gardner and Ibarra 2017). With regards to the third question, collaborating participants often face issues with keeping up with the pressure of performing on projects. They experience the need of showing their value and skills in the projects, and proving themselves worthy of being in the project. Collaboration is a powerful competitive tool, especially in hands of seasoned collaborators. The pressure then comes of delivering quality and superior results. This pressure either drives teams to do well, making them put in high stakes and deliver exceptional results, or it puts extreme pressure which leads to suboptimal results. This directive of collaboration makes collaborators focus on avoiding failure instead of looking for true excellence, which ultimately ends up in anxiety and subpar results. Therefore performance pressure is a double-edged sword. It motivates people to ramp up their input, or it makes them inadvertently react to situations in a counterproductive way. In such situations, collaboration suff ers, professionals suffer and the whole organization goes into a downfall mode (Gardner 2016). In context with the fourth and final question, trust needs to be established in collaborative arrangements. By far most of us expect that if we have to change peoples mind, we need to change their rousing powers. Collaboration is as fundamental as it is problematic in this setting. Research attempts can't focus on applying the revelations of significant, restrict studies; they should mean a fundamentally more broad, more planned program. Collaboration doesn't become all-good effortlessly for a significant part of the most hoisted performers and the structure gives off an impression of being basically equipped against teamwork. The definitive stars have enormous independence over key work decisions. Collaboration centered at the right open entryways about constantly pays out, however just after people contribute vitality developing the essential associations and strategies. Numerous people and associations start the investment, however quit before watching the benefits. Handling inter nal sales data respects demonstrate people that insightful collaboration is not just a better than average to-have it's a key favored angle for getting market share. The key is to get people to trust in collaboration and its long term benefits. It is important that the participants are aware that their effort would be rewarding to them and the organization too. To make this happen, trust needs to be built (Gardner 2017). References Adner, R., Oxley, J.E. and Silverman, B.S. eds., 2013. Collaboration and competition in business ecosystems. InCollaboration and Competition in Business Ecosystems(p. iii). Emerald Group Publishing Limited. Christensen, W., Sutton, J. and McIlwain, D., 2015. Putting pressure on theories of choking: towards an expanded perspective on breakdown in skilled performance.Phenomenology and the Cognitive Sciences,14(2), pp.253-293. Connelly, B.L., Crook, T.R., Combs, J.G., Ketchen Jr, D.J. and Aguinis, H., 2015. Competence-and Integrity-Based Trust in Interorganizational Relationships: Which Matters More?.Journal of Management, p.0149206315596813. Frederiksen, M., 2014. Relational trust: Outline of a Bourdieusian theory of interpersonal trust.Journal of Trust Research,4(2), pp.167-192. Gardner, H. 2015.When Senior Managers Wont Collaborate. [online] Harvard Business Review. Available at: https://hbr.org/2015/03/when-senior-managers-wont-collaborate [Accessed 15 Aug. 2017]. Gardner, H. 2017.Collaboration: Necessary, Not Evil. [online] Chief Learning Officer - CLO Media. Available at: https://www.clomedia.com/2017/07/06/collaboration-necessary-not-evil/ [Accessed 15 Aug. 2017]. Gardner, H. 2017.How to Get People to Collaborate When You Dont Control Their Salary. [online] Harvard Business Review. Available at: https://hbr.org/2017/01/how-to-get-people-to-collaborate-when-you-dont-control-their-salary [Accessed 15 Aug. 2017]. Gardner, H. and Ibarra, H. 2017.How to Capture Value from Collaboration, Especially If Youre Skeptical About It. [online] Harvard Business Review. Available at: https://hbr.org/2017/05/how-to-capture-value-from-collaboration-especially-if-youre-skeptical-about-it [Accessed 15 Aug. 2017]. Gardner, H., 2016.Smart Collaboration: How Professionals and Their Firms Succeed by Breaking Down Silos. Harvard Business Review Press. Huxham, C. and Vangen, S., 2013.Managing to collaborate: The theory and practice of collaborative advantage. Routledge. Katzenbach, J.R. and Smith, D.K., 2015.The wisdom of teams: Creating the high-performance organization. Harvard Business Review Press. Lee, S.M., Olson, D.L. and Trimi, S., 2012. Co-innovation: convergenomics, collaboration, and co-creation for organizational values.Management Decision,50(5), pp.817-831. Nicolini, D., Mengis, J. and Swan, J., 2012. Understanding the role of objects in cross-disciplinary collaboration.Organization science,23(3), pp.612-629. visualization: Integrative opportunities.Journal of Computer Information Systems,44(2), pp.58-64.