Nationally Global

It was not too long ago that many chose employment at a multinational company for the prestige and deep pockets. In 2013, local enterprises have been able to step up to the plate and compete with comparable pay and compensation packages. Companies now attract talent in the next generation by embracing new technology and the more networked modes of communication. Young adults want opportunities to use their expensive educations and they want lucrative amenities.

There are various factors that have created the shift to global employment. The growth of manufacturing trade has shifted jobs internationally. There has been a massive outsourcing of service jobs to developing countries. There has been a marked globalization of labor markets and labor mobility. Clearly the employment relationship is under the pressure of global trends. But, national culture has most likely been the primary source of institutional resistance. Willingness to work abroad depends on whether people want to live and work in a new environment and whether they are tired of their home country. Working abroad can also be driven by the need to get closer to relatives or learn a new language or culture.

Companies today are merging commercial and social goals. Simply put, corporate social responsibility is a part of the work climate. Efforts to create an alignment between commercial goals and social needs in the community have become a priority. Companies have found that the pursuit of social goals has become more profitable. Young workers are inspired by this idea. In response, companies are finding that they attract better talent if they embrace this philosophy. The experience is now taking precedence over the process. There has been a unique departure from the highly structured organizations with a rigid format. That is to say that these enterprises do not exist. They do and there are many that still dominate the national and global markets. There is just a gradual departure from this philosophy and an indication of changes for the future when it comes to corporate structure.

The young generation expects more immediate gratification. They are not as patient with aspirations of leadership. Successful young world organizations have found ways to recognize leadership, both as a matter of management practice and through the adoption of that enable community recognition of valued contributors. In other words, organizations in the global arena either grow or they wither; maintaining the status quo is not an option.

Source: “Oct. 22-25, 2013.” Recruiting Trends Conference. Web. 14 May 2013.