Gallup released its Potential Net Migration Index (PNMI) for 2010. The index considers the estimated number of adults who would like to move permanently out of a country subtracted from the estimated number who would like to move into it, as a proportion of the total population. The index is a result out of 350,000 surveys conducted between 2007 and 2010 and reflects how much the population would increase if countries dismiss their immigration restrictions. The index finds Singapore, New Zealand, Saudi Arabia at the top, and Sierra Leone, Haiti, Zimbabwe at the bottom.
Read the whole story at: http://www.gallup.com/poll/142364/Migration-Triple-Populations-Wealthy-Nations.aspx
Sunday, August 29, 2010
Friday, August 20, 2010
Keep hubs independent
Local sites are thousands of miles away from the company’s headquarters and hesitate to follow global processes. They have their own mode of operation and don’t see the need to align already established processes with harmonized global standards. These global standards are set by subject matter experts consolidated in centralized departments, called hubs.
MNC’s usually locate centralized hubs in the headquarters location of the company. This is a widely accepted approach with proven success in many companies. However, I strongly suggest to build hubs also at branch locations. E.g. Microsoft’s headquarters is in Redmond (WA) but their hubs for search technology are in Munich and Shanghai. The major benefit of this approach is that local hubs increase the acceptance of global standards within the whole company.
Local sites rather follow global processes set by a hub physically located on their site compared to a headquarters hub. Furthermore, once a local hub is established, other branches will follow this approach. They try to harmonize companywide processes and build a hub on their own location.
The good thing is that the acceptance of global harmonization is severely increased in companies implementing headquarters and site hubs. However, global managers have to take care for one important thing in the whole story: The local sites will try to influence “their” hub; means prioritizing their own site requests ahead of other sites or standardization driven by headquarters. If the rest of the company realizes that the “centralized” hub is influenced by local factors, the hub’s acceptance will decrease dramatically.
Never let local forces spoil your global organization.
MNC’s usually locate centralized hubs in the headquarters location of the company. This is a widely accepted approach with proven success in many companies. However, I strongly suggest to build hubs also at branch locations. E.g. Microsoft’s headquarters is in Redmond (WA) but their hubs for search technology are in Munich and Shanghai. The major benefit of this approach is that local hubs increase the acceptance of global standards within the whole company.
Local sites rather follow global processes set by a hub physically located on their site compared to a headquarters hub. Furthermore, once a local hub is established, other branches will follow this approach. They try to harmonize companywide processes and build a hub on their own location.
The good thing is that the acceptance of global harmonization is severely increased in companies implementing headquarters and site hubs. However, global managers have to take care for one important thing in the whole story: The local sites will try to influence “their” hub; means prioritizing their own site requests ahead of other sites or standardization driven by headquarters. If the rest of the company realizes that the “centralized” hub is influenced by local factors, the hub’s acceptance will decrease dramatically.
Never let local forces spoil your global organization.
Friday, August 6, 2010
Friendly reminder: Unleash your passion!
Richard St. John, author and speaker, makes a long story short and summarized his 8 secrets of success in 3 minutes: http://www.youtube.com/watch?v=Y6bbMQXQ180. Following my blog gives you the impression that I definitively agree Richard’s number one secret of success: Passion. Passionate people are that what success is all about. Doing a job you’re not passionate about is working for money, pursuing your passion leads to success; your personal success and the success of the company you’re working for. Find your passion and realize it!
Subscribe to:
Posts (Atom)