Corporate Management in Action - Nestlé and Globalisation

When anNestle company wishes to offer his services as a translator, an interpreter, or a negotiator to a Japanese firm, the Japanese firm becomes the client. The right time to speak of the service charge is determined by the client, after finding out whether or not the client can utilize the service.

The first step is for the Japanese to determine the value of the service. When the client feels a necessity to ask for a service, he will usually inquire about the service charge. Nestle companymay feel that discussing the charge may be a consideration for the Japanese client in accepting the services. However, to many Japanese, it is a topic for the client to bring up.

If the Nestle firm starts talking about the service charge, the first impression the Japanese may have is, "How dare you speak of the charge before we decide to accept your services! They know that "there is no free lunch. When a Japanese company wishes to obtain the technology for the manufacture and sale of a product from an Nestle company, the issues for the Japanese negotiating team are the reliability of the technology and whether or not other companies have developed similar products utilizing this technology.

A Japanese negotiator would rarely discuss the price in the first stage.

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This should be dealt with as a separate entity to be initiated be the buyer. In the American mind, costs are always a consideration, but this is not necessarily true with the Japanese. As has been pointed out, the first goal of the Japanese team will be determining the quality of the technology and the potential advantage of possessing it.

The content of the two stages are entirely separate in the minds of the Japanese.

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Motivation is internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Employee motivation is very importance because enthusiastic employees are not only more satisfied with their jobs, they also deliver better customer service and higher sales.

When it comes to motivating employees, there is simply no downside. And a happy, stable workforce not only delivers better customer service, it is also more effective at building sales and attracting repeat business. Nestle operates in countries. They manufacture around 10, different products and they have manpower of near , around the globe.

But what excites new hires and keeps current employees engaged is much more than just our name. So it is very important for Nestle to motivate their employees such as:. A performance appraisal, employee appraisal, performance review, or career development discussion is a method by which the job performance of an employee is evaluated generally in terms of quality, quantity, cost, and time typically by the corresponding manager or supervisor.

Cross Cultural Management in Nestlé - EPY SCHECTER

Nestle give importance to their employees their work place because Nestle totally depend on their quality, so quality achieved by the Nestle on the bases their employees performance. So if employees are on right track so company gives incentives to their employees. Compensation is a key part of Nestle Real Reward package and helps to attract, motivate, and retain a workforce of top performance. Nestle philosophy is to provide and maintain disciplined compensation programs which value long-term relationships with employees while recognizing individual performance.

Nestle is also committed to offering compensation packages, including base pay, short and long term incentives and benefits, that are competitive in today's market. The following benefits are also provided to all employees, with no discrimination:. In Nestle, management dealing with people is respect and trust. There can be no room for intolerance, harassment or discrimination of any kind as they are the expression of an elementary lack of respect. This principles suffers no exception and is to be applied at all levels and under all circumstances.

Nestle regards its people as its most valuable assets and places the highest priority on protecting them. In every country where they operate, their company emphasizes the need for safe working environment, which must meet their strict global corporate standards. Nestle are determined to provide safe working environment for all their employees, contractors and visitors and Nestle are vigilant in continuing to implement Health and Safety practices and programs at all their sites. The Nestle Corporation produced some of the finest instant formula in the world.

It is an international company with excellent product superb marketing skill, and code of ethic. In selling infant formula worldwide Nestle successful in a number of markets including Europe, North America and Asia. In particular, in Singapore it claim to have saved thousands of lives of infant whose mothers could not nurse their babies.

From one perspective, even these facts it seem reasonable to take the same product, the same marketing plan, and the same communication technique to market infant formula in new countries. From a utilitarian perspective, too this approach seems to be the right thing to do, all thing considered. So Nestle began marketing infant formula in East Africa, using text book and tested general marketing principles that had been successful in the number of markets.

The result has been deaths of hundreds of thousands of infants as a direct result of taken off breast milk. In this new environment Nestle failed to take into account a new context, a context in which most customer cannot read direction on the formula labels, where clean water to mix the formula is nonexistent, and where the poverty level is so high that mothers over diluted the formula, thus starving their children.

Moreover ,Nestle failed to realize that some culture frame their experiences differently than other. In a number of tribes in East Africa, medicine men are thought of as gods. When men in white coats promote infants formula, thousands of mothers thought it was their duty to feed it their children. Thus, what appeared to be reasonable and indeed a proper marketing approach failed because Nestle did not take into account traditions of African culture or the religions conceptual scheme through which an East African mother project her experiences, or the level of poverty and ecology in the countries.

This suggests that what appears to be rational perspective, while crucial to moral decision-making, may create a disconnect between what appears in theory to be correct and what , in particular fact, is so. I am suggesting that what seems to be a rational perspective, simply applying rules, for example, well-tested marketing principles and technique, to a new situation may not be enough, by itself, to avoid moral disasters.

Nestle was universally highly criticized for this marketing scheme and it practices were condemned by WHO. Hundreds of moral philosophers wrote papers on how Nestle had ignored moral rules and flaunted human rights in carrying out these activities. Interestingly, however, Nestle ignored these diatribes, not understanding the application of moral principles of this case, arguing that there was nothing wrong with the formula.

That was true the infant formula is a great product. What was wrong was that Nestles principled marketing technique did not functions adequately in the context of developing African countries. The company ignored the second principle of marketing: Interestingly, while operating by applying the general marketing principles to the particular East Africa ,Nestle seemed unable to integrate the normative proscription of morality into these particular sets of actions that is Nestle seemed unable to apply general principles to this particular.

Nestle understood that particular very well. Nestle, the largest FMCG company is working all over the world with more than factories in 86 countries making up most of the continents. Henri nestle set up nestle in Switzerland. Customers are provided with more than products by Nestle. Nestle was entitled by Henri Nestle. The logo of the company consists of his family coat of arms, the nest with a mother bird protecting her young.

Corporate Management in Action - Nestlé and Globalisation

The symbol of the company is associated with its care and attitude to lifelong nutrition. The Nestle nest bears the meaning of nourishment, security and sense of family that are important to life. The current report is that innumerable employees are engaged in Nestle, Nestle hires most of the employees through a method. An opportunity of employment comes when some employees want to resign or these three situations the head of the department must have to obtain consent of the managing director MD.

The corresponding manager or supervisor evaluate or judge the job performance of an employee by a method like performance appraisal, employees appraisal and performance review or development discussion. The employees are given importance at their work place as the Nestle company is absolutely dependent on the quality of its employees performance. The company pays incentives to its employees to encourage them to give better performance. Compensation is a main thing of Nestle real rewards package, which forces the top performance to give their best.

The philosophy of Nestle is to afford and keep up disciplined compensation programs that keep up a long term relationship with employees at the time of judging their performance. Nestle promise to offer compensation packages including base pay, short and long term incentives and benefits, nowadays they are competitive in market. Objective of the organization Human Resource Management: The protection of its employees is Nestle first priority because employees are the asset of this company.

To maintain the global corporate standard Nestle focuses on the need for safe working environments. Nestle has resolved to provide a safe working environment for all their employees, contractors and visitors and they are trying to implement health and safety practices and programs at all working places objectives of the organization are:. The Nestle group in the area of interpersonal relations and its management style and the corporation values are stated as follows:.

Manpower planning is done to balance and develop the organizations ability to meet its goal by developing strategies that will contribute its optimum contribution of human resource. The line manager and staff manager take the responsibility of manpower planning. The line management gives the estimate of manpower requirements and staff manager works on selection and recruitment related to line manager to whom manpower is vital. What the employee requires can be understood by an effective mechanism called HR planning. HR planning can manage the changes in the organization like growing decrease in requirements of employees.

HR planning implements new recruitment and hold skilled and efficient staff by understanding easily the needs of future. This calls for a high personal commitment of each employee and a common mindset geared towards results.

In an increasingly dynamic world, leaders face significant challenges and opportunities. These stem from shifts to new social patterns and unprecedented worldwide competition. This implies openness to risk and the possibility of making mistakes, but also the willingness to correct and learn from them. This includes the capacity and the willingness to take initiatives and risks while maintaining composure under pressure.

A team must always have a leader who assumes full responsibility. For a company that will turn one hundred in a decade, Nestle has almost tried all of the strategies there can be. Followed are a couple of recommendations in which might enhance their performance which are:. Its excellent product research and development network ensures that it is well placed to meet the challenge of changes in consumer expectations.

Knowing that, one could then classify different lessons to strongly take into account, in order for a company to provide the best communication tools as possible in its intercultural process: Making Sure People Understand This lesson is following the previous one, in the sense that written instructions are made to help people to understand the ideas and spirit of a company. Reinforcing Communication Tools Because different subsidiaries are away from each other, and also because the good ability to communicate within its different structures is one of the most crucial things for a company to avoid misunderstandings.

Benefiting From A Multicultural Top Management Team We previously noticed that workforces are becoming more and more heterogeneous, but what about the top management teams that are often located in headquarters? Encouraging Interaction It is also an essential thing to encourage interaction within the company. Time Considerations One basic difference between cultures is the way time is perceived. Formal Versus Informal Negotiation Styles Many negotiations are less than successful, ending abruptly when one party decides they are being rushed or disrespected.

Eye Contact Interpreting behaviour is always a challenge in an important negotiation. Business Card Exchange Among the Japanese, when businessmen meet each other, business begins with the exchange of business cards. Consulting Service When anNestle company wishes to offer his services as a translator, an interpreter, or a negotiator to a Japanese firm, the Japanese firm becomes the client.

Negotiations on Technology Transfer When a Japanese company wishes to obtain the technology for the manufacture and sale of a product from an Nestle company, the issues for the Japanese negotiating team are the reliability of the technology and whether or not other companies have developed similar products utilizing this technology.

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So it is very important for Nestle to motivate their employees such as: Long-service Awards- To recognize employees who have been with the company for more than 30 years. For all aspects of Reward Nestle apply the fundamental principles outlined below. Performance Driven -The level of your Reward is linked to your performance, hence the highest performers will see the greatest Reward.

Communications - Intercultural Communication. Business economics - Economic Policy. Business economics - Personnel and Organisation. Business economics - Law. Cultural Studies - Basics and Definitions. Politics - International Politics - Region: Economics - International Economic Relations. GRIN Publishing, located in Munich, Germany, has specialized since its foundation in in the publication of academic ebooks and books.

The publishing website GRIN. Free Publication of your term paper, essay, interpretation, bachelor's thesis, master's thesis, dissertation or textbook - upload now! Register or log in. Our newsletter keeps you up to date with all new papers in your subjects. Request a new password via email. Introduction The world we live in today is characterised by being smaller than it was before. External Factors The model created by Porter to examine the competitive structure of a trade analyses its appeal by considering five forces to sell products within a strategy. National Cultural dimensions according to Geert Hofstede and their Maksimalizacija profita firme Nestle.

Instruments of Human Resources in th Corporate culture and cultural diversity. Innovations in Corporate Management. Corporate Social Responsibility and Globalisation. To what extent can it be argued that cultural globalisation has led Globalisation and the Soviet Union. Process of Globalisation and its affects. How new communication tec Is Globalisation an overblown term for a process, which in reality Globalisation and its economic consequences.

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