HUMAN RESOURCE MANAGEMENT ISSUES FOR GLOBAL DEVELOPMENT

The development and maintenance of a mission statement is a challenging task for the manager of any organization. The task increases in both difficulty and importance when the vision statement is associated with a firm's global business strategy. This research reviews the human resources management issues that are crucial to the development and maintenance of a vision statement for a firm's global business strategy.

A vision statement creates a frame of reference for the values and objectives of a firm. Developing a vision statement for a firm's global business strategy essentially involves the reframing of a firm's existing vision to create a broader scope.

Reframing may assume many forms, "but is at its best when there is always a solid connection between the original question and the reframed emphasis" ("The Reframing Technique," 1998, p. 1). Each individual perceives a problem from her or his own frame of reference. Thus, any successful reframing initiative will recognize the relevance of the differing perspectives of the involved parties. When a global business strategy is involved, the range of involved parties whose views must be considered increases substantially.

For purpose of reframing within an organizational context, Bolman and Deal (1997) offer the "Four-Frame model." The four frames through which org

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ting where power many be employed. This assumption is, to a degree, paradoxical, in that power differences are also thought to be one cause of organizational conflict. Nevertheless, the typical train of thought is that the use of power is necessary for the attainment of organizational goals, and the presence of some degree of conflict is necessary in order for power to be employed effectively. Power in organizations is then, according to this theory, used to overcome conflict, and cause other individuals to act in a constructive manner to bring about a desirable outcome (Hardy, 1985). The above concept of organizational power is often referred to as overt power. The existence has been suggested of a second form of organizational power, which is referred to as unobtrusive power. The application of unobtrusive power within organizations may prevent the development of organizational conflict, and may be used to attain organizational objectives as effectively as they may be attained through application of overt power (Hardy, 1985). It is conceivable, therefore, that managers who perceive and apply the concept of power in significantly different ways within organizations may achieve comparable outcomes. Depending upon the chara
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Some common words found in the essay are:
Business Strategy, Thomas Velthouse, Intercultural Sensitivity, Symbolic Frame, STRATEGY Introduction, Firm's Vision, Reframing Technique, Spangler Bass, Structural Frame, Bolman Deal, global business, business strategy, global business strategy, development maintenance, hardy 1985, unobtrusive power, firm's global, firm's global business, crucial development maintenance, crucial development, overt power, human resource, compatible frame perception, frame causes, causes individuals view,
Approximate Word count = 1375
Approximate Pages = 6 (250 words per page)

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